Page 9 - Training Manual 2017

Training Office

performance.
• To ensure efficient and effective utilization of resources spent on training.
• To ensure fairness in the management of training opportunities.
• To encourage the increased use of non-conventional training techniques.
• To promote the concept of a “Learning Organization”.
• To promote career growth and professional development.
• To ensure that training plays a central reactive and proactive role for
effective performance.
• To achieve improved organizational and individual performance.

STRATEGIES

This policy is a strategic framework designed to serve as a guide and shall be
executed and administered in all departments at the University.

Training and development plans and programs for all job levels shall support
the University strategies, action plans, human resources planning process, as well as
any other present and future training and development needs.

All training and development initiatives shall be properly planned, programmed
and recorded, and the results reviewed to determine how training methods can be
improved and how maximum benefit can be obtained from resources devoted to
training and development. Inter alia, this includes a systematic and cost-effective
training and development approach, consisting of externally developed and presented,
as well as in-house training and development programs.

In respect of all training and development activities, the following shall apply:
• A structured approach to determine training and development needs; cost-
effective procurement and/or development of training courses or programs
based on needs and evaluated in terms of criteria laid down from time to time;
• Attendance and/or presentation of training programs according to training
planning schedule;
• The evaluation of training in terms of trainee reaction, learning, practical

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