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Career Management and Training Policy

Cameroun · Adoption : 10 janvier 2023

Pays
Cameroun
Type
Texte juridique
Date d'adoption
10 janvier 2023
Organisation
Cameroon Development Corporation
RésuméCe document présente la politique de gestion des carrières et de formation de la Cameroon Development Corporation. Il décrit les mouvements horizontaux et verticaux des employés, l'évaluation annuelle des performances, les récompenses et sanctions associées, ainsi que les programmes de formation interne et externe. Le département des ressources humaines est chargé de la mise en œuvre de cette politique pour optimiser la performance des travailleurs.

# CAMEROON DEVELOPMENT CORPORATION

HEAD OFFICE BOTA – LIMBE

10th January, 2023

# CAREER MANAGEMENT AND TRAINING POLICY

Through career management, the Corporation plans for workers progress or growth towards a professional goal to ensure efficiency and job satisfaction.

While training is an organized way to transfer the knowledge and know - how, it facilitates successful performance in the job.

They are two (2) types of Movements in the Corporation.

  1. Horizontal career movement which is when a change in a worker’s job does not lead to a change in categorization.
  1. Vertical career movement which is when a change in a worker’s job, results in a change in the worker’s categorization/classification. For example appointments to higher positions of responsibility.
  1. The Corporation keeps record for every worker in the Central Personal Databank and have personal files for each employee used in the Administration of their careers.
  1. At the end of each financial year the performance of every worker is evaluated by his/her hierarchy through a performance appraisal exercise.
  1. At the end of the performance appraisal exercise, workers are rewarded with various advancements, commendations or sanction, depending on performance ratings.
  1. Workers are trained on the job, refresher courses, internal seminars at the Corporation’s professional Training Centre and external seminars out of the Corporation. Through such trainings, workers acquire knowledge and skills to enable them perform better or at the optimum level.
  1. Hard working employees with good conduct are appointed to higher positions when vacancies exist with adequate budgetary provisions. This is done with recommendations from the worker’s hierarchy.
  1. Workers with poor performance are re-trained or moved horizontally to other functions where they will get new training and job orientation for improved performances.

The Human Resources Department is charged with the responsibility to Manage workers Career Development and Training on the job to ensure optimum performance.

Franklin Ngoni Ngei GENERAL MANAGER

GENERAL MANAGER BOTA OFFICE SOFTWARE

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