The method of applying the principles will vary depending on the size of the business, whether professional training and personnel staff are employed, and the type of training and development that is under consideration.
- The ultimate responsibility for training and development within the firm rests with senior management. The training and development of workers should be seen as a responsibility of every individual who is in a supervisory position.
- Training and development should be based on an assessment of the performance required of individuals. In order to be cost-effective, it should take account of the abilities they possess before they begin training.
- Training and development programmes should be designed to enable individuals to acquire the necessary skills and knowledge to carry out work safely, and to an agreed and measured level of performance.
- The performance of individuals during their training and development should be monitored, reviewed at intervals and recorded, with any necessary actions taken.
- Training and development policies, plans and programmes need to be evaluated, reviewed and updated if necessary.
- All training and development should lead to a National Vocational Qualification/Scottish Vocational Qualification (VQ) or credit towards one where possible.
View the full range of available grants to claim for the training which you have completed or which you plan to undertake.
Terms and Conditions
The Grant Scheme terms and conditions answer more questions about who can or can’t claim, and how our grants scheme works.
Before you apply, make sure you've read and understood the terms and conditions.