I'm in the process of reviewing our policy and procedures and seeking opinion on when you would put in place a learning agreement?
At present we don't have that clearly defined - just when we feel it would enable that person to go off and get another job. So, my questions are:
- What sorts of training do you include in your Learning Agreement? Just qualifications (Degrees, Diplomas etc.) or skills enhancement (Sales Techniques for a Sales Assistant for example).
- Do you put an agreement in place if the training cost is over a certain amount - regardless of what it is?
- How strictly is this enforced, is it set in stone in your policy or is it left to Manager's to decide when they feel it is necessary?
I know there's an argument that if you show you are prepared to invest in someone, they would have greater loyalty and therefore not leave. We are very process and policy driven here so don't think we are quite ready for that approach!
Thanks in advance,