Training & Development Policy
Developing a competent, capable and high-performing workforce
1. Policy Statement
Forhill Limited is committed to developing a competent, capable and high-performing workforce that possesses the knowledge, skills, behaviours and professional competence required to achieve the Company's strategic objectives.
The Company recognises that effective training and development are essential to:
Forhill Limited shall provide appropriate training and development opportunities based on organisational needs, job requirements, identified competency gaps, employee development needs and available resources.
2. Purpose
The purpose of this Policy is to establish a structured framework for identifying, planning, delivering, evaluating and documenting employee training and development.
The Policy seeks to ensure that:
- Employees are competent to perform their assigned responsibilities
- Training is linked to organisational and departmental objectives
- Mandatory training is completed within defined timeframes
- Technical and professional competencies are continuously improved
- Training investments produce measurable business benefits
- Employees are supported in their professional development
- Training records are maintained accurately
- Training effectiveness is evaluated
- Competency gaps are addressed through appropriate development actions
3. Scope
This Policy applies to all relevant persons working for or on behalf of Forhill Limited, including:
Training requirements shall be determined according to the individual's role, responsibilities, risks and competency requirements.
4. Training and Development Principles
Forhill Limited shall apply the following principles:
Business Alignment
Training shall support the Company's strategic objectives, operational requirements and customer expectations.
Competence-Based Development
Training shall be based on the competencies required to perform a role effectively.
Safety First
HSE and safety-critical competencies shall receive priority, particularly for technical, field, marine and control-room personnel.
Equal Opportunity
Employees shall have fair access to relevant development opportunities, subject to job requirements, performance, organisational priorities and available resources.
Practical Application
Training should provide employees with knowledge and skills that can be applied directly to their work.
Continual Improvement
Training programmes shall be reviewed periodically to determine whether they remain effective and relevant.
Accountability
Employees, supervisors, Department Heads and Admin. HRQ shall share responsibility for successful development outcomes.
5. Training Objectives
The Company's training programme shall seek to:
6. Training Categories
Forhill Limited shall generally classify training into the following categories.
6.1 Induction and Onboarding Training
All new employees shall receive appropriate induction training. This may include:
6.2 Mandatory Compliance Training
Mandatory training may include:
Mandatory training shall be tracked by Admin. HRQ.
7. Technical Training
Forhill operates in technology-intensive sectors. Technical training shall therefore form a significant component of the Company's development programme.
Depending on the employee's role, technical training may cover:
Electronic Security
- CCTV systems
- Video Management Systems
- Network Video Recorders
- Access control
- Intruder alarms
- Fire alarm systems
- Intercom systems
- Smart locks
- Surveillance technologies
- Security monitoring
Renewable Energy
- Solar panels
- Hybrid inverters
- Lithium batteries
- Battery management systems
- Electrical safety
- System design
- Installation and commissioning
- Fault diagnosis
- Preventive maintenance
Control Room Operations
- CCTV monitoring
- Alarm management
- Incident detection
- Incident response
- Control-room procedures
- Vehicle tracking
- Radio communication
- Incident reporting
- Evidence handling
- Shift handover
- Emergency escalation
Smart Automation
- Smart-home systems
- Lighting automation
- Integrated security
- System configuration
- Customer support
- System troubleshooting
8. HSE Training
HSE training shall be prioritised for employees exposed to operational risks. Training shall include:
Employees undertaking safety-critical activities shall not perform such activities without the required competence, authorisation and training.
9. Professional and Behavioural Development
Training shall not be limited to technical skills. Development programmes may include:
10. Leadership Development
Forhill Limited shall identify employees with leadership potential and provide appropriate development opportunities.
Leadership development shall include:
Employees identified as high-potential may be included in a structured leadership-development programme.
16. Competency Assessment
Training alone does not establish competence. Where appropriate, employees shall be assessed through:
Forhill shall use a four-level competency scale:
| Level | Description |
|---|---|
| 1 - Basic | Limited knowledge; requires close supervision |
| 2 - Intermediate | Solid working knowledge; performs with minimal supervision |
| 3 - Advanced | Strong capability; works independently and handles complex situations |
| 4 - Expert | Mastery; mentors others and improves processes |
30. Training KPIs
Admin. HRQ shall monitor training performance using appropriate KPIs.
| KPI | Suggested Target |
|---|---|
| Annual training plan completion | ≥90% |
| Mandatory training completion | 100% |
| Employee training participation | ≥95% |
| Training evaluation completion | ≥90% |
| Average training satisfaction | ≥85% |
| Required certification compliance | 100% |
| Competency assessment completion | ≥90% |
| Training effectiveness | ≥85% |
| Identified critical competency gaps closed | ≥90% |
| Training records accuracy | 100% |
Targets may be adjusted based on Management priorities and operational requirements.
31. Training Priority Matrix
Training shall be prioritised according to business and operational risk.
| Priority | Description | Process Applicable |
|---|---|---|
| Critical | Required to protect life, safety, legal compliance or critical operations | HSE, electrical safety, emergency response |
| High | Essential for effective job performance | CCTV, solar systems, control-room operations |
| Medium | Supports productivity and professional development | Customer service, communication |
| Developmental | Supports future capability and career progression | Leadership, management, advanced technical skills |
Critical training shall receive priority over discretionary development activities.
35. Annual Training Cycle
Forhill Limited shall operate an annual training cycle:
Q1 - Planning & Foundation
- Training Needs Assessment
- Mandatory training
- Induction
- HSE refresher training
- Annual training plan
Q2 - Technical & Operational Development
- Technical product training
- Control-room training
- Solar/renewable-energy training
- Customer-service development
Q3 - Performance & Leadership
- Performance management
- Supervisory development
- Leadership training
- Communication and teamwork
Q4 - Evaluation & Future Planning
- Training effectiveness review
- Competency reassessment
- Skills-gap analysis
- Certification review
- Next-year Training Needs Assessment
The schedule may be adjusted according to operational priorities.
39. Document Approval
Prepared By:
Mr. Victor C. Philip
Admin. HRQ Manager
Date: January 01, 2026
Approved By:
Mr. Gogo Macaulay
Chief Executive Officer
Date: January 01, 2026
Document Control
| Document Information | Details |
|---|---|
| Document Title | Training & Development Policy |
| Document Owner | Admin. HRQ Manager |
| Effective Date | 01 January 2025 |
| Revision | 01 |
| Review Frequency | Annual |
| Status | Controlled Document |