Policy No.

: HRP-004
Dated Created : Aug-10-2012
OPERATIONS MANUAL UEWMPC Date Revised : 0
Revision No. : 0
HUMAN RESOURCE MANUAL

A.4 TRAINING AND DEVELOPMENT

It is the policy of the cooperative to diligently fortify the competitiveness of the employees with
authentic competence by involving them to all necessary trainings and seminars, either to develop in
them new skill or enhance their existing potentials with new universally accepted standard, so that they
will become excellent providers of quality performances and quality out-puts.

A.4.1 TRAINING AND DEVELOPMENT GUIDELINES AND PROCEDURE

1. Trainings and Seminars for a particular purpose, which embodies employee empowerment, shall
be proposed by HR Training Officer upon the request of a concern Operations Head/s or
supervisor/s for the approval of the HR Head and Operations Manager.

2. The HR Training Officer together with the requestor/s shall prepare a Letter of Intent and
develop a Program Proposal to be submitted to the Operations Manager. The Program Proposal
shall include the following:

• Subject of the Program which shall be express in the Training or Seminar Title;

• Name of the Requestor;

• Name of the Program Operations Head;

• Venue of the Training or Seminar;

• Target Duration of the Program Implementation;

• Target Participants;

• Total Program Cost;

• Program Budget preferably with assumption;

• Program Goals and Objectives;

• Justification (From where to where? Key questions – What is the status? What are the
expected outputs, results and impact of the program?);

• Program Strategic Implementation Plan (Initial, Actual and Post Key Activities);

• Training or Seminar Actual Schedule;

• Program Implementation Management Scheme; and,

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 Policy No. : HRP-004
Dated Created : Aug-10-2012
OPERATIONS MANUAL UEWMPC Date Revised : 0
Revision No. : 0
HUMAN RESOURCE MANUAL
• Documentation and Evaluation.

3. Once the Program Proposal has been disapproved by the Operations Manager, the HR Training
Officer shall inform the proponent regarding the decision of the Operations Manager.

4. If the Program Proposal has been approved by the HR Head and/or Operations Manager, the HR
Training Officer shall proceed to implement it according to the duly established Program
Strategic Implementation Plan in the Program Proposal. The implementation shall start upon the
mandate of the HR Head.

5. The HR Training Officer or the Program Operations Head shall prepare a documented report
upon the accomplishment of the Program. He shall submit it together with his assessment.

A.4.2 IN-HOUSE TRAINING PROGRAMS

All employees shall be entitled to in-house training programs according to the needs of the Operations,
of the Organization, and of the client.

IMPLEMENTING GUIDELINES

1. The HR department shall distribute the Training Needs Analysis (TNA) Survey Form to all
employees annually.
2. The type of training which acquired the highest score shall be given priority in its facilitation,
however depending on the availability and production of modules / materials, other trainings
with high scores shall be considered.
3. Upon approval of the proposed training programs, the department issues out memos and
schedule of training to all employees.
4. During the actual training, participants sign the Attendance sheet. For some programs, the HR
Training Section will provide training manuals and / or reading materials for the participants.
5. After each training program, all participants are given Training Evaluation Forms for them to fill-
up and submit to HR Department.
6. Participants are encouraged to fill up the forms as objectively and honestly as possible for it
serves as an important tool for the HR department to make necessary improvements about the
program.
7. All materials and information of the company relating to design, method of construction,
operation, specification, data and all other documentation are treated as confidential and are
considered as Intellectual Property of Unified Engineering Workers Multi-Purpose Cooperative.
8. Employees agree not to use Company’s Intellectual Property except as authorized on a
confidential basis or to a person having contract with the cooperative, under which its nature as
a trade secret is respected and the recipient promises to retain it in confidence.

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 Policy No. : HRP-004
Dated Created : Aug-10-2012
OPERATIONS MANUAL UEWMPC Date Revised : 0
Revision No. : 0
HUMAN RESOURCE MANUAL
9. It is understood that participants are accountable for all training manuals and/or materials
issued to them. However, upon resignation or separation from the Company, employees agree
to surrender all tangible forms of the Company’s intellectual Property that he/she possess or
have under his or her control as part of their clearance from the Company.
10. Furthermore, upon termination of employment, employee acknowledges that he/she has the
continuing legal obligation neither to use or disclose nor to directly or indirectly assist others in
using or disclosing any of the information or data property of the Company, which he/she has
learned in the course of his/her employment with the Company.

A.4.3 COMPANY SPONSORED TRAINING PROGRAMS

As part of the Company’s thrust to support employee’s growth and advancement, employees are
encouraged to attend external training workshops that can help them improve their skills in their
respective field or area of specialization.

Policies and procedures on External Training shall cover all regular Rank and File and Management staff
employees of the Cooperative who attend public workshops which have been paid for by the company.

IMPLEMENTING GUIDELINES

1. Employees interested to apply for any specialized training program must express their intent
thru a request letter to their immediate supervisor for endorsement, to justify the relevance of
the course to his/her position. After which, request letter will be forwarded to the HR Head and
Operations Manager for approval.
2. However, for employees who were informed by the Company to attend an External Training,
employees are not required to submit the request letter and other supporting documents,
however, it is important to fully coordinate / cooperate with the HR department on needed
requirements for the said training.
3. Employees should submit all the necessary documents to ensure quick processing of their
training application. They should include the Consultancy’s Company Profile (if available),
brochure and invitation, together with their application properly endorsed, signed and noted by
their department head.
4. Only those application forms with proper endorsements and approval from their respective
head will be processed by their HR department for management’s approval and by the Finance
Department for check preparation.
5. The HR Department will prepare the Request for Payment From and forward to the Accounting
Department for check preparation. All accomplished forms should be submitted atleast seven
(7) days before the scheduled workshop/seminar.
6. Participants have atleast three (3) days to confirm their attendance prior to the training day
itself. However, if they confirmed but failed to attend the said workshop and the final payment

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 Policy No. : HRP-004
Dated Created : Aug-10-2012
OPERATIONS MANUAL UEWMPC Date Revised : 0
Revision No. : 0
HUMAN RESOURCE MANUAL
made by the company may not be recovered, the actual training cost will be automatically
deducted from the employee’s salary on a staggered basis on a 6-month period.
7. Since the Company paid for the training program, materials acquired from the workshop will be
surrendered to the HR department after the workshop. Training participants are required to
prepare and submit a summary of the course together with the liquidation of expenses.
8. The Cooperative may require any employee who availed of the specialized seminar to conduct
and cascade the basic principles of the course to other employees of the Company.
9. Further, the Admin Department may also require the training participant to provide the
department a copy of their training certificate or certificate of attendance for record purposes
and a copy of the training module / manuals.

A.4.3 REQUEST FOR SPECIALIZED / TECHNICAL SKILLS TRAINING

The Unified Training Manual contains Training Road Map for the Operations Supervisors, Team Leaders
and General Utility. The manual will contain the different courses that may be required by the
Operations team to fully equip workers of the knowledge and skills required at work before deployment
and/or during the duration of their employment with the Cooperative.

Supervisors Team Leaders General Utilities

On-Board Trainings On-Board Trainings On-Board Trainings
Technical Trainings Technical Trainings Technical Trainings
Behavioral Trainings Behavioral Trainings Behavioral Trainings
  Refresher Course   Refresher Course   Refresher Course  

1. The Operations Head will request from the HR Training Officer for a technical skills training
based on the Unified Training Manual, to address competency gaps in the Operations based on
the assessment of the Supervisor and Team Leader.
2. If the Technical Skills training module is available in the HR Training Office, the HR Training
Officer will proceed with the preparation for training. If the Technical Skills Training Module is
not available or there are no qualified trainors / speakers within UEWMPC for the particular
specialized training requested by the Operations, the HR Training Officer will outsource speakers
wherever available.
3. The Training provider will provide necessary documents for the approval of the HR Head and the
Operations Manager.

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 Policy No. : HRP-004
Dated Created : Aug-10-2012
OPERATIONS MANUAL UEWMPC Date Revised : 0
Revision No. : 0
HUMAN RESOURCE MANUAL

4. It is the responsibility of the requestor to secure the attendance of the personnel attending the
training, to ensure operations will not be affected. Schedules of workers should be properly
coordinated with the client and the Operations Head.
5. It is the responsibility of the Training Officer to secure all requirements of the Training and to
ensure proper disposal of allocated budget for the particular training. The HR Training Officer is
also responsible in securing documentation, liquidation, and monitoring of attendance.

Written by: Reviewed by: Approved by:

CHERRY MAE S. ALDAY NILDA B. ALMENCION ROSALITO AMARANTE HENRY B. PAJATE

HR Head Managing Consultant Operations Manager Chairman of Board of Directors