Learning & Development Policy

Objective & Scope

The scope of this policy is to ensure that employees (Commercial, Functional, and Key Roles requiring external certification) are supported in their professional growth while aligning with the company’s strategic objectives.

Training Cancellation / No Show

• The HR Department will notify employees of any scheduled training event at least 10 business days prior to the training date.
• If an employee cancels or fails to attend training without providing a minimum 5 business days’ notice, all related training expenses will be charged to the employee.
• Any request to change the dates of an approved training event/program must be made at least 5 business days before the training date and will be subject to the training provider’s availability.
• In the case of sudden sick leave, the employee must immediately notify the Training Unit and submit officially approved medical documentation.

Professional certifications, diplomas, and master’s Degrees

The company recognizes professional certifications and higher education programs as essential enablers to:

• Foster continuous professional growth and upskilling.
• Support the development of must-retain employees and successors for critical roles.
• Prepare future leaders to meet evolving organizational demands.
• Ensure investments in learning directly contribute to strategic objectives.
• Enhance overall organizational performance by elevating employee capabilities.

Eligibility Criteria:

1. Critical Roles: Priority will be given to employees occupying or identified as successors for critical roles that have a direct impact on business continuity and long-term strategy.
2. Relevance: The chosen program must be directly related to the employee’s current role or a future role they are being prepared to assume.
3. Performance: Employees must maintain a satisfactory performance rating in their most recent appraisal.
4. Tenure: Employees must have completed a minimum of two (2) years of service before applying for financial support.

Financial Support

1. Coverage: The company will reimburse up to 100% of tuition fees and related costs (e.g., books, exams, materials) for approved programs.
2. Approval Process: Employees must submit a proposal including program relevance, expected benefits to the company, and a cost breakdown. Approval is required from:

• Direct Supervisor
• Concerned HOD
• HR Department

Undertaking & Commitment

1. Employees receiving financial support must sign an Undertaking Form, agreeing to:

• Commitment Period: Remain employed with the company for 2 years following program completion.
• Repayment: If the employee resigns before completing the commitment period, they must repay a prorated amount of the financial support received, based on the remaining period.

2. Termination Conditions: If employment ends due to performance issues or company restructuring, repayment may be waived at the company’s discretion.

Monitoring & Compliance

1. Progress Reporting: Employees must submit periodic progress reports to HR and their supervisor as outlined in their agreement.
2. Completion: Upon program completion, employees must provide HR with official proof of qualification.