Manpower Training & Development Policy

We are Oriental Stone International Development LLC (Oriental Stone) is committed to the support and development for all employees. The key purpose is to facilitate personal and professional development enabling individuals and groups to achieve their full potential at work.

Oriental Stone also recognizes that, as an organization concerned with learning, it has a special responsibility to encourage and support learning for all employees. Oriental Stone’s operational success is based largely on the contribution, commitment and achievements of its employees, working individually and in teams. Oriental Stone wants to support employees in the performance of their designated roles and to help them fulfill their potentials during the course of their employment.

Training and development include any activity, which contributes to the enhancement of their knowledge, skills, competence, and working practices. Employee’s development is thus a key contributor to the success of individuals and ultimately to the success of Oriental Stone as a whole.

Equality

There will be equality of access to training and development opportunities for all employees. No employees will be treated less favorably than another. Involvement in employees training and development will be determined only by personal merit, performance and by the application of appropriate criteria.

Identification of Employees Development Needs

An assessment of the skills of individuals, when they are appointed to a new role, will lead naturally to the identification of their needs for training and development, related to duties that they are to perform. In addition, employees training and development needs may be identified in a variety of ways, e.g. by skills audit, by feedback and by employeesperformance appraisal. It is our policy that all employees have at least one annual performance review with their Head of Department or line manager, at which time, training and development needs will be assessed and ways of meeting these will be identified, and an appropriate timescale agreed.

HR Officer’s responsibilities

It is the responsibility of the HR Officer/HR personnel to oversee implementation of the Oriental Stone’straining and development policy.

The HR Officer will be responsible for the budget for statutory training to be undertaken. The HR Officer will work with Heads of Departments to identify statutory training requirements and ensure these are met.

Heads of Departments Responsibilities

The HR Officer will provide guidance to them in meeting their obligations listed below.

Heads of Departments will be responsible for:

• The planning and implementation of cost‐effective training
• Identifying areas of their own work and work done by employees for whom they are;
• Assisting activities which could be by training and development;
• Ensuring their employees attend all statutory training requirements;
• Ensuring that all new employees reporting to them are provided with appropriateinduction training;
• Ensuring that all employees for whom they have line management responsibilityreceive regular feedback on their performance, and that end of probationperformance reviews and annual performance reviews are completed on time,with clear objectives set, and any training needs clearly identified;
• Developing a training and development plan which supports Oriental Stone and its departmental objectives, and regularly reviewing this to ensure that  plannedtraining is being delivered on time and that it meets the stated objectives;
• Ensuring that employees who are attending organized training know the reasons forthe training, its objectives, the expected outcomes and standard of performance,then ensuring that their performance is measured against this and the trainingproperly evaluated;
• Ensuring that employees who are undertaking professional qualifications are given theappropriate support and encouragement, and that regular monitoring is done toensure they are proceeding well with their duties;
• Supporting the HR Officer in the implementation of this policy.

Central to the implementation of the policy is Oriental Stone’sAnnual Training Plan, which identifies general training needs across all operations, departmental‐wide training needs and also individual training needs, and specifies how and when these are to be met.

Individual responsibilities

Oriental Stone aims to create an environment where employees take shared responsibility for their own individual effectiveness, personal and career development. All members of employees are required to participate in employee’s performance reviews, and to make all reasonable efforts to attend training and employees development as may be identified and agreed from time to time.

Training Budget

Oriental Stone aims to allocate the appropriate resources to support training and development activities identified in annual training plans. All training and development expenditure should be agreed by Top Management at budget review meetings, for approval by Accounts/Finance Department.

The HR Officer/HR Personnel will be responsible for identifying any potential sources of external funding for training (e.g. government funding) and for investigating and applying for grants as appropriate.

Training Evaluation

The benefits of training activities undertaken by individuals or employees teams should be reviewed within the relevant department following each activity. Evaluation may also take place via informal feedback and departmental meetings etc.

Evaluation and review will also be undertaken centrally by the HR Officer; particularly wheretraining is offered to a group of employees or where substantial investment is involved.

Implementation, monitoring and review of this policy

The HR Officer has overall responsibility for implementing and monitoring this policy, which will be reviewed annually.