HR-Training & Skill Development

Job Description:

To ensure that the workforce is equipped with the necessary skills and knowledge to deliver high-quality services to clients.

Job Responsibility:

1. Identifying training needs: Need to assess the current skill levels of employees and identify the areas where additional training is required. This could include technical skills such as programming languages, software development methodologies, or cybersecurity practices.
2. Designing training programs: Based on the identified needs, the Training and Development manager will design training programs that are relevant and effective. This could include classroom training, e-learning modules, or on-the-job training.
3. Delivering training: The Training and Development manager will also be responsible for delivering the training programs to employees. This may involve working with subject matter experts, team leaders or external trainers to ensure that the training is delivered effectively.
4. Evaluating training effectiveness: It’s important to assess the effectiveness of training programs to ensure that they are meeting the desired outcomes. The Training and Development manager will need to design and implement evaluation methods to determine the impact of training on employee performance.
5. Continuous learning: In an industry as rapidly evolving as Information Technology, it’s crucial to keep employees up to date with the latest trends and technologies. The Training and Development manager will need to identify opportunities for continuous learning and development, such as attending conferences or industry events.

Required Skills & Qualification:

• Technical knowledge: They should have a good understanding of the technologies and systems used in the company, including programming languages, software development methodologies, and networking concepts. This will enable them to design and deliver effective training programs.
• Training and facilitation skills: They should have strong facilitation skills and be able to deliver training in a variety of formats, including classroom training, e-learning modules, and on-the-job training. They should also be able to design training programs that are engaging, interactive, and effective.
• Needs analysis and evaluation skills: They should be able to conduct needs analyzes to identify the training needs of employees and evaluate the effectiveness of training programs.
• Communication skills: They should have excellent written and verbal communication skills, as well as strong interpersonal skills, to effectively communicate with employees at all levels of the organization.
• Project management skills: They should be able to manage training projects effectively, including setting timelines, managing budgets, and coordinating with stakeholders.
• Industry knowledge: They should be familiar with industry trends and best practices in training and development, and stay up to date with the latest technologies and training methodologies.
• Change management skills: They should have a good understanding of change management principles and be able to design and implement training programs that support organizational change initiatives.

KPA

1. Training needs analysis: The ability to identify the training needs of employees based on their roles, responsibilities, and skill levels.
2. Training program design and delivery: The ability to design and deliver effective training programs that address the identified training needs of employees. This may include classroom training, e-learning modules, and on-the-job training.
3. Training program evaluation: The ability to evaluate the effectiveness of training programs, including measuring the impact of training on employee performance and identifying areas for improvement.
4. Project management: The ability to manage training projects effectively, including setting timelines, managing budgets, and coordinating with stakeholders.
5. Continuous learning and development: The ability to identify opportunities for continuous learning and development for employees, including attending conferences, industry events, and workshops.
6. Change management: The ability to design and implement training programs that support organizational change initiatives, including managing resistance to change and promoting adoption of new processes or technologies.
7. Communication and stakeholder management: The ability to communicate effectively with stakeholders at all levels of the organization, including senior management, subject matter experts, and employees.

 

KPI

1. Training effectiveness: This KPI measures the effectiveness of training programs by evaluating the impact of training on employee performance, such as improved productivity, increased sales, or reduced errors.
2. Training participation: This KPI measures the participation rate of employees in training programs, indicating the level of engagement and commitment to learning and development.
3. Training completion rate: This KPI measures the percentage of employees who successfully complete training programs, indicating the effectiveness of the training design and delivery.
4. Training budget utilization: This KPI measures the extent to which the training budget has been utilized, indicating the efficiency of the Training and Development function.
5. Time to competency: This KPI measures the time it takes for employees to reach a desired level of competency, indicating the effectiveness of the training program in achieving its objectives.
6. Employee satisfaction with training: This KPI measures the satisfaction of employees with the training programs, indicating the effectiveness of the training design and delivery.
7. Stakeholder satisfaction: This KPI measures the satisfaction of stakeholders with the training programs, indicating the effectiveness of the Training and Development function in meeting the needs of the organization.

Interview Process:

1. HR Round
2. Technical Round
3. Practical Round
4. Salary Negotiation
5. Offer Release