Before you get started
Setting up this policy will help your managers prioritize the training requests of their reporting employees.
Proposal 1
Standard proposal that can be applied to most companies.
High | Training should be planned within six months. In our company, we can only choose one top-priority request per employee per month. |
Medium | The training would be worth planning this year if the training budget allows. |
Low | If a place is available, this training would be relevant. |
Proposal 2
Proposal based on the employee’s training needs.
High |
The employee's need for training is essential, and training is launched throughout the year. Only one high-priority request can be selected per employee per year. |
Medium |
The employee's need for training is significant. Training would be useful to plan this year if the budget allows. |
Low |
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Proposal 3
Proposal based on the need for training in order to achieve the company’s objectives and the employee’s career plan.
High | The gap between the current skill level required to achieve company objectives and the expected level is significant, or will be if no training is carried out in this half year. The HR department will provide training as soon as possible and no later than the end of the semester. |
Medium | The gap between the current skill level required to achieve company objectives and the expected level is average, or will be if no training is carried out in this half of the year. Or when the gap between the employee’s current skill level and the expected level in relation to their career plan is high, or will be if no training is carried out in this half of the year. The HR department commits to launching training sessions during the half year if there is any budget left after processing the “High” priority requests (or if subsidy solutions can be found). If this is not the case, the priority of the request will be updated for the next half year for a new analysis. |
Low | The gap between the current skill level required to achieve company objectives and the expected level is low, or will be if no training is carried out in this half of the year. When the gap between the employee's current skill level in relation to their career plan and the expected level is average or low, or will be without training during the semester. The HR department will plan training over the semester only if grant solutions can be found. If not, the priority of the request will be updated for the next semester for a new analysis. |