Part of Lovell Group LTD’s Corporate Strategy is to appropriately train its people. Lovell Group LTD recognises that its people are its greatest asset and like other assets they appreciate in value through a combination of experience, training and development.

Lovell Group LTD regards “Investing in People” as a positive way of ensuring a successful future, and will continue to strive to maintain accreditation of this standard through continual investment in Training and Development in line with the Organisations Business Strategy.

Responsibility

Responsibility for Training and Development lies with the Training and Compliance Manager. A regular report will be submitted to the Board of Directors to outline the status of Training and Development activity within Lovell Group LTD.

Lovell Group LTD’s Training and Development Policy and Strategy are designed to ensure that all employees have the right skills, knowledge and attitude to carry out their role competently and safely.

Training and Development contributes in a positive way at Lovell Group LTD to future decisions regarding pay and promotion.

Equal Opportunities

All staff within Lovell Group LTD have equal access to Training and Development opportunities. Any employee that has Learning difficulties or problems of any nature should bring this to the attention of their immediate Line Manager during or shortly after induction, so that their needs can be addressed.

This policy has been formulated to ensure that the implementation of Training and Development is linked to the strategic aims, core values, key objectives and targets of Lovell Group LTD as specified in the Business Plan and underpinned by Departmental plans. Only then can Lovell Group LTD proceed to measure whether it has the right people in place with the right competencies, knowledge, experience or capabilities necessary to meet current and future requirements.

It provides a consistent framework for Training and Development to ensure that our workforce:

Are competent to meet the current requirements of their role and the future needs of the organisation
Are able to perform consistently to the highest standards
Are jointly responsible to develop both personally and professionally
Are assisted in developing their performance through effective management and support

Identifying Training Needs

Training and Development needs within Lovell Group LTD are identified in a number of ways, namely:

Induction
The Individual Performance and Development Review (IPDR)
End of Probation Review
Change in Job Role
By the Line Manager following observation or involvement in the individuals work
External influences such as changes to working practices, Health and Safety, Legislation, Employment Law.
Introduction of new equipment, technology or procedures
Internal and External Audit Review

Any needs identified take account of and comply with the Training and Development Policy.

Recording

All training received by Lovell Group LTD staff will be recorded on an electronic individual training record and a hard copy filed.

The following person is responsible for assuring that all parties conform to the present declaration, whether it be Lovell Group LTD staff or clients of Lovell Group LTD and their subscribers. Any person wishing to comment or lodge a complaint of non-conformity of the declaration at hand is asked to contact us here.