HR Learning and Development

Roles and responsibilities

Developing and implementing learning strategies and programs.
Ability to evaluate and research training options.
Collaborate with employees and managers to support career development and manage budgets & vendor relationships.
Familiarity with the new initiative program, and sports plan for indoor & outdoor for both workers and staff.
Proficient in MS Office, creative poster, and newsletter skills.
Excellent communication skills and ability to build rapport with employees.
Keeping up-to-date with developments in training.
1. Training Needs Analysis
Identify Skill Gaps: Work closely with department heads and managers to assess the training needs of employees, considering both individual and organizational goals.
Assess Learning Needs: Conduct surveys, interviews, and performance reviews to determine what skills or knowledge employees need to develop.
Prioritize Training: Based on the analysis, prioritize learning initiatives that align with business objectives, addressing immediate needs while planning for future growth.
2. Design and Development of Learning Programs
Create Training Programs: Develop or source internal and external training programs based on identified needs, ensuring they are relevant, up-to-date, and engaging.
Curriculum Development: Design training content, including e-learning modules, workshops, seminars, leadership programs, and other learning interventions tailored to various learning styles.
Learning Resources: Curate or create resources, including handouts, guides, and training videos, that support the learning process.
Instructor-Led Training: Organize and manage in-person or virtual classroom training sessions with qualified trainers.
3. Learning and Development Strategy
Develop L&D Strategy: Design and implement a comprehensive learning and development strategy that aligns with the organization’s business goals, growth plans, and employee needs.
Employee Development Programs: Create programs that target leadership development, career progression, and succession planning for high-potential employees.
Diversity and Inclusion: Promote inclusive learning practices, ensuring that training programs cater to diverse employee groups and foster an inclusive workplace culture.
4. Training Delivery
Facilitate Training: Conduct training sessions or workshops on relevant topics (e.g., soft skills, leadership, technical skills, compliance training).
Engagement Strategies: Use interactive and engaging methods to deliver training, including group discussions, role-playing, case studies, and simulations.
Manage External Trainers: If utilizing external training providers, manage the relationship, ensuring the content and delivery meet organizational standards.

Desired candidate profile

Master's Degree – MBA/PGDM – HR (Regular and Business School)
Minimum Five Years of experience in learning and Development.
Similar experience in MNC, EPC, etc.
Employee Performance and Feedback
Evaluate Training Effectiveness: Measure the success of training programs by gathering feedback from participants, managers, and other stakeholders. Use assessments, surveys, and post-training evaluations to understand the impact.
Monitor Development Progress: Track employee development progress after training sessions and assess improvements in job performance, competency, and engagement.
Continuous Feedback Loop: Encourage feedback from employees about their learning experiences, and use this to refine and improve future programs.
Learning Management Systems (LMS)
Implement and Manage LMS: Utilize Learning Management Systems to manage training schedules, track learning progress, and maintain records of completed courses and certifications.
Course Catalog Management: Curate and maintain an up-to-date catalog of available courses, making them accessible to employees based on their roles, interests, and learning paths.
Online Learning Platforms: Integrate e-learning platforms and modules into the training framework to offer flexible, on-demand learning options for employees.