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TRAINING POLICY

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1. INTRODUCTION

Crown Power Energy Systems Ltd recognises that our employees are our most valuable asset. We are committed to investing in the development of our workforce to ensure they have the knowledge, skills, and competencies necessary to perform their roles effectively and safely. This Training Policy is issued by the Crown Power Legal Department, which serves as the legal division for Crown Power Energy Systems Ltd.

This policy outlines our approach to training and development and demonstrates our commitment to creating a learning culture that supports both individual growth and organisational success.

2. POLICY OBJECTIVES

The objectives of this Training Policy are to:

  • Ensure all employees have the necessary skills, knowledge, and competencies to perform their roles effectively and safely

  • Support the professional development and career progression of our employees

  • Maintain compliance with relevant regulatory and statutory requirements

  • Foster a culture of continuous learning and improvement

  • Enhance employee engagement, motivation, and retention

  • Support the delivery of high-quality services to our clients and stakeholders

  • Adapt to changing industry technologies, standards, and best practices

3. SCOPE

This policy applies to all employees of Crown Power Energy Systems Ltd, regardless of their employment status (permanent, temporary, or contract), position, or length of service. It covers all types of training and development activities, including but not limited to:

  • Induction and onboarding

  • Technical skills training

  • Health and safety training

  • Professional development

  • Leadership and management development

  • Regulatory compliance training

  • Soft skills development

  • Qualifications and certification

4. ROLES AND RESPONSIBILITIES

4.1 Board of Directors

  • Ensuring adequate resources are allocated for training and development

  • Approving the annual training budget

  • Monitoring the effectiveness of the training policy

4.2 Human Resources Department

  • Developing and maintaining the training policy and related procedures

  • Coordinating the training needs analysis process

  • Designing and implementing the company-wide training plan

  • Maintaining training records and documentation

  • Evaluating the effectiveness of training initiatives

  • Reporting on training activities and outcomes

4.3 Department Managers

  • Identifying training needs within their departments

  • Supporting employees in creating personal development plans

  • Ensuring employees are released to attend scheduled training

  • Providing on-the-job training and coaching

  • Evaluating the impact of training on performance

  • Budgeting for department-specific training needs

4.4 Employees

  • Taking responsibility for their own learning and development

  • Participating actively in training and development activities

  • Applying new knowledge and skills in the workplace

  • Providing feedback on training effectiveness

  • Maintaining required professional certifications

  • Sharing knowledge with colleagues where appropriate

5. TRAINING NEEDS ANALYSIS

To ensure training is relevant and targeted, we will conduct a systematic Training Needs Analysis (TNA) that includes:

  • Annual performance reviews to identify individual development needs

  • Skills gap analysis at team and departmental levels

  • Company-wide assessment of training requirements

  • Analysis of industry trends and emerging technologies

  • Review of regulatory and compliance requirements

  • Feedback from clients and stakeholders

The outcomes of the TNA will inform the development of individual, departmental, and company-wide training plans.

6. TYPES OF TRAINING

6.1 Mandatory Training

All employees must complete the following mandatory training:

  • Health and safety induction

  • Fire safety awareness

  • Data protection and information security

  • Equality, diversity, and inclusion

  • Anti-bribery and corruption

  • Cybersecurity awareness

Mandatory training will be refreshed at intervals determined by regulatory requirements or company policy.

6.2 Role-Specific Technical Training

Technical training will be provided based on job requirements and may include:

  • Engineering skills and certifications

  • Energy systems installation and maintenance

  • Renewable energy technologies

  • Project management

  • Quality management systems

  • Specialised software and tools

6.3 Professional Development

We support the continuous professional development of our employees through:

  • Professional memberships and certifications

  • Industry conferences and seminars

  • Further education and qualifications

  • Mentoring and coaching programmes

  • Secondments and job shadowing

6.4 Leadership and Management Development

Current and aspiring managers will be supported through:

  • Leadership skills training

  • People management workshops

  • Change management techniques

  • Performance management training

  • Strategic planning and decision-making

7. TRAINING DELIVERY METHODS

We recognise that different learning objectives require different delivery methods. Our training will be delivered through a blend of:

  • Classroom-based training

  • E-learning and online courses

  • On-the-job training

  • Coaching and mentoring

  • External courses and workshops

  • Webinars and virtual classrooms

  • Self-directed learning

  • Seminars and conferences

The most appropriate delivery method will be selected based on the learning objectives, content, audience, and available resources.

8. TRAINING RESOURCES AND BUDGET

8.1 Annual Training Budget

The company will allocate an annual budget for training and development activities, which will be reviewed and approved by the Board of Directors. The budget will be distributed across departments based on identified needs and strategic priorities.

8.2 Learning Resources

The company will maintain:

  • A digital learning platform with e-learning content

  • A library of technical manuals and reference materials

  • Subscriptions to relevant industry publications

  • Memberships with key industry bodies and training providers

9. RECORDING AND EVALUATION

9.1 Training Records

The HR Department will maintain comprehensive training records for all employees, including:

  • Completed training courses and dates

  • Qualifications and certifications achieved

  • Expiry dates for time-limited certifications

  • Planned development activities

Employees are responsible for ensuring their training records are kept up to date by providing relevant certificates and documentation to HR.

9.2 Evaluation of Training

All training will be evaluated to assess its effectiveness using:

  • Participant feedback forms

  • Pre and post-training assessments

  • Manager observations of workplace application

  • Impact on key performance indicators

  • Return on investment analysis for major programmes

The results of evaluations will be used to improve future training initiatives.

10. PROFESSIONAL QUALIFICATIONS AND FURTHER EDUCATION

10.1 Support for Professional Qualifications

The company may provide financial support for employees undertaking relevant professional qualifications. This support is subject to approval and may be contingent on:

  • Relevance to the employee's current or future role

  • Business benefit to the company

  • Employee's performance and commitment

  • Available budget

10.2 Further Education Assistance

For longer-term education programmes such as degrees or diplomas, the company may provide:

  • Financial assistance towards tuition fees

  • Study leave allowance

  • Flexible working arrangements

  • Mentoring support

Employees receiving such support may be required to enter into a training agreement with repayment conditions if they leave the company within a specified period after completion.

11. INDUCTION AND ONBOARDING

All new employees will receive a structured induction programme that includes:

  • Company overview, vision, values, and culture

  • Health and safety procedures

  • Key policies and procedures

  • IT systems and security

  • Role-specific training

  • Introduction to key stakeholders

  • Buddy or mentor support

The induction programme will be coordinated by HR and delivered by various departments as appropriate.

12. EQUALITY AND ACCESSIBILITY

We are committed to ensuring that training opportunities are accessible to all employees, regardless of their characteristics or circumstances. We will:

  • Make reasonable adjustments to accommodate specific needs

  • Ensure training venues are accessible

  • Provide materials in alternative formats when required

  • Consider caring responsibilities when scheduling training

  • Use inclusive language and examples in training content

13. COMPLIANCE AND REGULATION

The company will ensure that all training required by law or regulation is provided and updated as required. This includes but is not limited to:

  • Health and safety training

  • First aid

  • Fire safety

  • Specific industry certifications

  • Environmental compliance

Records of regulatory training will be maintained as evidence of compliance.

14. REVIEW

This Training Policy will be reviewed annually, or sooner if there are significant changes in legislation, business operations, or best practice guidance. The review will assess the policy's effectiveness and make recommendations for improvement.

15. CONTACT INFORMATION

For questions or concerns regarding this Training Policy, please contact:

Human Resources Department
Crown Power Energy Systems Ltd
Email: HR@CROWNPOWERUK-LEGALS.CO.UK
Website: WWW.CROWNPOWERUK-LEGALS.CO.UK

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Crown Power Energy Systems Ltd - Company No: 16070400

VAT Registration Number: 480 0284 11

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