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Thursday, July 21, 2011

Learning & Development Consultant

ROLE: Learning & Development Consultant

REPORTS INTO: Head, Learning & Development

DEPARTMENT/UNIT: Human Resources Department

 No. Of Positions: 1

 SCOPE OF ROLE

§  To understand the Learning and Development requirements of the Bank network and other business areas in-country created as a result of changes in business processes, business planning or business performance
§  To Facilitate learning interventions utilizing a combination of delivery channels in a professional manner in line with the Learning & Development blended learning model
KEY RESPONSIBILITIES/CHALLENGES
 Consulting
§  Establish and maintain a relationship with key business managers and participating in relevant meetings and discussions.
§  Translate business requirements into learning and development needs.
§  Raise awareness within BU managers of the total service offering of the Learning and Development function.
§  Liaise between the BU and the various functions within L & D in order to maintain open channels of communication and facilitate collaboration in order to meet expectations.
§  Integrate L & D initiatives into broader in-country HR strategies.
§  Ensure that the Learning Centre is operational and able to meet the identified training needs.
§  Assist and develop facilitator skills to move to blended delivery approach.
§  Initiate and maintain consulting relationship with key persons in-country.
§  Conduct high-level business needs analysis and identify “L&D related” issues.
§  Build a knowledge base of key individuals and their BU strategies, tactics, processes/procedures/systems and business drivers.
§  Propose learning solutions to address any identified “L&D related” issues.
§  Assist in preparation of the annual training budget for the bank.
§   Preparation of the annual training plan/calendar for staff.
§  Process applications to Director of Industrial Training for refund of approved courses where applicable.
§  Conduct induction programs for new staff.
§  Carry out training evaluation using Measuring Effectiveness of Training (MET).
§  Preparation of monthly training reports to Head Office.
§  Sourcing of training vendors as per policy and in consultation with Business.

Facilitating
§  Planning learning intervention to ensure optimal delivery on specified platform.
§  Ensuring full familiarity and knowledge of the material to be presented and the outcomes to be achieved.
§  Professional well groomed image when facilitating.
§  Professional approach in delivery material.
§  Delivery of learning solution on required platform.
§  Conducting pre-progress and post Learning Assessments.
§  Controlling classroom “hygiene factors” before, during and post delivery i.e.
setting up of room for training, ensuring learning materials are in place and is in working order.
§  Creating an understanding of dynamics of the group being trained – i.e. demographics, JFL mix, prior leaning, etc.
§  Managing the learning event productively, and create opportunities for learners to apply new knowledge within the various contexts.
§  Sensitise Line when opportunity arise to the benefits of different Learning Channels, e.g. Facilitator led, Self-study, “e”-Learning and Video’s.
§  Promoting a culture of self-study within the learner.
§  Marketing the effective utilisation of remote Learning sites.
§  Updating own knowledge and skill of learning models and Adult Basic Educational training principles and Adult Learning Principles.
§  Ensure the appropriate facilitation techniques are applied (facilitate solution/application) of knowledge.
§  Keep abreast of developments within the learning arena and the business context to up skill on new interventions and to streamline existing learning interventions.
§  Learning Event reporting i.e. Problems, concerns (feedback loop) reporting.

 KEY SKILLS, KNOWLEDGE, EXPERIENCE AND PERSONAL COMPETENCIES
Qualifications
Degree – Training & Development/HR and/or business related qualification an advantage.  
Knowledge
§  People Management Skills
§  Relationship building skills.
§  Consulting Experience
§  Conceptual understanding of the interface between business and learning
§  Understanding of the elements of effective learning design and technologies that support development of knowledge, skills, competence and performance required to attain business objectives
Experience
§  5 yrs relevant working experience, 3 yrs in L & D
§  Business consulting exposure or profile to be successful in business consulting
§  Line Management experience.  
§  Experience in developing, implementing and facilitating learning interventions aligned to address knowledge and skills
Personal competencies
§  Systems Thinking
§  Analytical skills
§  Excellent verbal and written communication skills

Customer Commitment Drivers

The bank is also committed to providing excellent service and employees are required to align their behavior to the following customer commitment drivers:
Simplified Banking
  • Banking that is simple to use and simple to understand, or a simple account for all my needs
Competence
  • Competent and reliable staff that are honest and trustworthy.
High customer regard
  • Unconditional positive regard for customers – a sincere appreciation and recognition of who a customer already is and the life he/she chooses to live. It gives the customer a sense of pride, worthiness and dignity. “Make me feel proud of who I am and how I choose to do things”.
Promptness
  • Prompt service performed right the first time and prompt query/complaint resolution.
Bank leadership
Banking that is technologically advanced, innovative in introducing new ideas, and is modern and progressive.

APPLICATION PROCESS

If you believe you are the right candidate, please email your application and CV to jobs@stanbic.com  on or before 25th July 2011. Quote the title of the job you are applying for as the subject matter of your email.