Personnel training and development are carried for building and maintaining the required level of personnel competence with view to demands and prospects for strategic development.
Personnel training and development are based on the following principles:
1.Systemic – all elements of professional training and development system should be oriented at a strategic goal;
2. Dynamic and flexible – goal adjustment and task shifting should entail changes in objectives, areas, priorities, methods and forms of training;
3. Systematic and continuous – both training and development should not be occasional and should be of a systematic, planned nature. Training is based on the 70-20-10 principle (70% – on-the-job training, 20% – mentoring and coaching, 10% – workshops and other training programmes);
4. Effective – both training and development should have clear measurable assessment criteria for the results achieved;
5. Action-oriented – both training and development first of all should be oriented at building professional and business skills;
6. Shared responsibility – responsibility for effectiveness of training lies with a trained employee, coach (instructor), head of a business unit, and business unit in charge.
A calendar plan for personnel training and development is compiled and approved annually on the basis of employees’ individual development plans agreed by both employees and their immediate supervisors.
Upon the completion of professional short-term training at the expense of the Company, an employee is obliged to work off certain amount of time depending on training costs.