Training Policy
It is the policy of Midland Construction to ensure that all staff have the requisite skills and qualifications to carry out their roles and functions.
Managers are actively encouraged to improve and update their skills by attending appropriate courses and seminars. The benefit obtained from this continual professional development contributes significantly to the efficient management of our projects.
Technical Staff are recruited from Universities and Institutes of Technology. They are encouraged to engage in a professional development programme so that they can extend, improve and build on their knowledge base.
It is a core Company policy that we identify and cultivate supervisors and managers at an early stage and that the Company plays a leading role in their development.
Objectives:
• Assist employees in maximising their effectiveness within the Company.
• Motivate employees toward their career progression.
• Provide flexibility throughout the workforce.
• Increase adaptability in utilising new technologies within the industry.
• Aid staff retention.
• Create a structured approach to development and learning that can be measured and controlled.
• Ensure that the implementation of training is of an approved high standard.
• Appraise structured learning to ascertain the most effective training modules.
Identifying Training Needs:
• Each Head of Department (Engineering Building / Engineering Civil / Surveying / Estimating / Safety & Health / Accounts and Administration) is responsible for identifying each employee's training requirements and to motivate and direct them toward the 'best-fit' training needs. Where possible, bespoke requirements are tabled, discussed, agreed, implemented and subsequently appraised. Typically training requirements are assessed after the initial probation period. Training is also identified at each employee's annual appraisal - individuals training plans can be updated and assessed during this meeting. The business development plan which is reviewed quarterly also provided direction toward identifying staff training needs. Changes to statutory requirements can also create a necessity to implement structured and accredited training.
Types of Training:
• Training can take the form of external standard and / or bespoke training course or internal training conducted by competent staff.
• Typically in-house training is provided by a department head who adopt a mentoring regime with department staff.
• Conventional training is also encouraged by achieving Certificates, Diplomas, Degrees, Masters or Doctorates.
• Distance learning modular learning or correspondence courses can also be used particularly with regard to the need for flexibility during the formal learning process.
• Joining a Professional Body or Institution and complying with their CPD development programmes. (IEI / RICS / SCS / CIOB / IOSH / FCA / ACCA etc.)
• Circulation of training bulletins / relevant data to individual departments.
• Attending lectures / forum discussions and the like.
Training Records:
• It is essential to measure the effectiveness of the investment of training so that the implementation and outcome can be measured and monitored.
• Training records are maintained by HR and are assesses from time to time (but at least) at every annual appraisal. Records can only be accessed by each Department Head and will be used to identify training development needs and individual employee requirements - this information may also be used to aid decision making in respect of developing strategic direction throughout the Company and selection and promotion decisions.
Training Assistance:
• The Company provides Training Request Form which Employees use to request specific training. Where financial costs are involved the company at its discretion will pay and / or contribute to the costs of training. This may involve upfront payment by the Company, payment upon completion or during training (depending on timeframes) and payment upon successful completion of examinations. These payments or contributions are dealt with on a case by case basis and requires a Directors authorisation. The Company encourages training and has contributed significantly to relevant training throughout its existence.
Continuous Professional Development (CPD):
CPD involves structured learning and development of professionals throughout all areas of the Company. CPD significantly contributes to the success of Midland Construction in defining our corporate profile and achieving our strategic objectives. CPD requires an annual performance review which evolves through the maintenance of the CPD plan. CPD plans are reviewed by the Department Head at the annual review - it is the responsibility of each employee to maintain their CPD log and manage their overall plan. CPD learning and development can typical be based on the following:
• Attending internal or external training courses.
• Achieving Certificates, Diplomas, degrees and the like.
• Attending conferences and seminars.
• Reading relevant industry magazines, papers and publications.
Furthermore; support systems may typically include the following:
• Mentoring.
• Managing training records.
• Membership of Professional Bodies.
• Management Systems Implementation.
Roles & Responsibilities:
Department Head
• Identify training needs and agree implementation plan with individual employee.
• Facilitate the implementation of the plan.
• Ensure accurate records are maintained.
• Review and monitor the progress of the CPD plan.
Department Heads and Directors
• Collate CPD requirements for the Company.
• Define training budget allocated to relevant portion to CPD.
• Provide assistance and support to Department Heads to ensure completion of plans.
• Discuss and identify training solutions where required.
• Audit the CPD system.
Mentor:
• Provide support and close direction to each employee under their jurisdiction.
Employees:
• Be responsible and take ownership of the bespoke CPD plan.
• Involve themselves in the identification process toward their CPD needs.
• Maintain CPD logs and records accurately and neatly.
The Midland Construction CPD programme is designed to be bespoke and flexible and based on our experience to date it has provided the best results coupled with employee satisfaction. The Directors acknowledge the benefits of CPD and in this regard actively encourage employees to seek out relevant training and pursue it. The Company also prides itself in contributing to the funding requirements associated with CPD and the working flexibility to participate fully in Continuous Professional Development.