Learning & Development

Learning & Development is an “Investment” in people that ensures that individuals’ growth is pursued while business objectives are met. This skills and knowledge enhancement in diverse fields ensures company’s competitiveness and sustainability in the global economy. Today’s individual development strategy is fueling and strengthening companies’ plan for successions, which leaves many opportunities to fulfill employees’ need for career growth.

Our continuing success at HAFNER CONSULTANTS is dependent on recruiting, engaging and developing professionals for our clients, who have the skills, knowledge and experience to deliver our strategic plan and ensure excellence in any function.

What sort of company do we want to create ?

• Developing staff – professional, adaptable, creative, focused and competent leaders who shape compelling organizational goals and unlock the potential in others to achieve them.
• Developing Communication and Relationships – building capability in knowledge management; building partnerships, internal and external; sharing best practice; marketing ourselves internally as well as externally; working collaboratively, sharing knowledge, developing and agreeing service standards and sharing this information effectively.
• Developing the Organization – empowering people, encouraging an environment of creativity; celebrating our successes; building our capability to deal with change, adaptable; a learning organization, one that makes time for reflection, planning and review.
• Developing Supporting Systems and Processes – electronically held records of individual’s training target and development activities, with information available to both staff members and line managers.

The Learning and Development (L&D) policy builds on our clients’ achievement of investing in People and outlines the aims and scope of L&D for their employees and describes the processes and procedures which should be followed.

Objectives of setting up a strong Learning & Development culture & policy

All training must be work-related and the results measurable against predetermined objectives. These results, where possible, are to be expressed in cost benefits.

The goals of the policy are to :

• Support the achievement of the company strategic objectives and priorities.
• Enhance the potential and personal effectiveness of staff through the acquisition of appropriate qualifications, skills, knowledge and understanding which will support them to contribute and to deliver the company business plan.
• To help individual staff to acquire knowledge and skills which will allow them to carry out their current role with maximum effectiveness and thereby contribute to the achievement of agreed objectives and the company Strategic Objectives.
• Ensure that all staff has equality of opportunity and access to training and development.
• Deliver company’s commitment as an Investor in People.
• Develop a culture of participation, accountability, innovation, creation and empowerment
• Provide opportunities for positive action and implementation of equality through targeted staff development and training.
• To foster and maintain the professional knowledge, skills and competence needed to achieve excellence in the professional discipline through Continuous Professional Development (CPD)

Learning & Development Process

• Evaluation of training needs (Training Needs Analysis)
• Planning of the training (Training Matrix & Training Plan)
• Training delivery
• Training certification process
• Measurement of training efficiency