Level 1

Assisting in defining the training needs of individuals required to fill all jobs successfully. Designing programmes of training and development that ensure people are available and have the necessary skills, knowledge and attitude to fill all jobs successfully.

Level 2

Assisting in identifying training needs resulting from new investment programmes and new practices and procedures.

Designing and providing training programmes to increase the competence of the workforce.

Level 3

Recruiting and training a cadre of people sufficient in number and ability to meet the company's prime short and long term resourcing needs.

Level 4

Extending open-learning and self-development facilities to encourage and enable employees to enhance their training and education programmes.

HRD strategy -  for effective resource utilisation

An HRD strategy built on these lines would be based on the belief that:

• Training can and must make a significant contribution towards securing both individual and organisation      objectives.
• Training must be supported by and, wherever possible, involve line management.
• Every manager has a prime responsibility to develop his/her subordinates.
• Every manager, potential manager and employee must receive the training required to perform his/her      job effectively.
• Training must deliver real tangible and measurable results.