Lead - Training

Job Role Learning Development (LD) is a strategically important function.

Lead - Training will be responsible for developing and implementing an organization wide Learning.

Development strategy that facilitates and drives individual development and capacity building in line with institutional requirements.

The position will involve collaborating effectively with people at all job levels and interacting with a diverse group of individuals and personalities to ensure the achievement of individual, functional and organizational goals.

Key Responsibilities Training Needs Analysis: Conducting a thorough analysis to identify the training and development needs of individuals, teams, or departments.

Assessing Skills Gaps, Performance Issues, And Future Organizational Requirements. Learning Program Design: Developing comprehensive learning programs that align with the organization’s goals and objectives.

This includes selecting appropriate training methodologies, instructional materials, and technologies.

Training Delivery: Facilitating training sessions, workshops, and other learning opportunities either personally or by coordinating with internal trainers, external vendors, or subject matter experts.

Content Development: Creating or sourcing training materials, including presentations, e-learning modules, job aids, and other resources.

Learning and Development Managers often collaborate with subject matter experts and instructional designers to develop high-quality content.

Talent Development: Identifying high-potential employees and designing development programs to nurture their skills and prepare them for future leadership roles.

This may involve mentoring, coaching, job rotations, and succession planning.

Performance Management: Collaborating with managers to link training and development initiatives to individual and team performance goals.

Learning and Development Managers may also assist in designing performance management systems and tools.

Learning Evaluation: Post-training assessments, surveys, focus groups, or on-the-job performance evaluations.

Analyze the data to measure the impact of training programs and make necessary improvements.

Learning Technology: Keeping abreast of the latest learning technologies and tools, such as learning management systems (LMS), virtual classrooms, and e-learning platforms.

Measuring training effectiveness: Measure the effectiveness of training programs and making recommendations for improvements.

This may involve analyzing feedback from participants, monitoring performance metrics, and conducting evaluations.

Budgeting and Resource Management: Developing and managing the learning and development budget, including tracking expenses, negotiating contracts with external training providers, and optimizing the use of available resources.

Change Management: Supporting organizational changes by providing learning and development to facilitate adoption of new processes or technologies.