4 hours ago
Job title : Learning and Development Consultant X2
Job Location : Gauteng, Jagersfontein
Deadline : November 22, 2024
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Key Responsibilities
Learning and Development
- Align the training and development initiatives to the strategic objectives, vision, mission and mandate of the Bank.
- Co-ordinate the scanning of the environment, conducting research and benchmarking DBSA to other
organisations to establish industry best practice in terms of learning and development. - Assess skills development programs, co-develop and co-ordinate technical training needs for business in
support of the organisational culture and development requirements. - Introduce the concept of knowledge sharing amongst peers especially in areas of relevant technical and nontechnical competencies and capabilities.
- Implement Leadership Development Programmes to develop leadership bench strength.
- Manage the appropriate sequence of events and utilisation of resources, including procurement and
delivering learning. - Serve as a key contributor to capacity building by actively engaging with management.
- Conduct a training needs analysis to determine training gaps and requirements.
- Conduct assessment on learning outcomes to assess the transfer of learning and on the job application of newly acquired skills and knowledge.
- Compile training catalogue and ensure data accuracy on the human resources information system (HRIS).
- Implement interventions to address gaps identified through assessment processes.
- Compile and share with relevant internal stakeholders the annual training calendar and implement Bank wide training as per calendar and budget.
- Present to staff, learning and development initiatives to build understanding and ease of uptake and
attendance. - Assess and promote a learning culture in an organisation using mediums such as questionnaires, survey,
personal development plans (PDP) or focus groups to determine the real training needs that exist. - Implement the process of development planning for staff by providing personal and professional growth
models and processes. - Examine and interrogate employees’ development plans with a view to addressing real skills gaps in terms of positions held and expected deliverables.
- Establish and manage a training committee to instil ownership of learning within the divisions and develop the right skills and capabilities across the organisation.
- Manage the budget at a corporate level to ensure that funds are allocated to the recognised vendors and the outcomes of the course relate to the skills required for the Bank.
Monitoring and Reporting
- Compile and draft reports in line with regulatory body and government requirements, such as:
- Employment equity plan.
- Workplace skills plan.
- Annual Training Report.
- Broad Based Black Economic Empowerment (BBBEE).
- Budget reporting including cost recoveries.
- Training statistics and dashboards to HC and business.
- Monitor and report on Return of Investment (ROI) of training initiatives.
- Manage and report on the budget at a corporate level to ensure that funds are allocated to the recognised vendors and the outcomes of the course relate to the skills required for the Bank.
- Advise, track and report monthly on training investment to management and board committees.
- Manage, track and report risks associated with training and escalate where required.
- Present data analysis on trends and projections in training to provide Stakeholders (Business Partners,
Divisional committees, Board committees, Executive committee, etc.) with decision making tools and reports.
Stakeholder Engagement
- Consult with accreditation bodies for accreditation of training intervention.
- Engage other DFI’s to benchmark learning and development interventions within the development finance
environment. - Collaborate with private and investment banks and coordinate stakeholder Memorandum of Understanding (MOU’s) development and implementation.
- Assess performance of vendors and provide feedback on the quality standards in assessment and training
intervention implementation. - Benchmark with external key stakeholders to align with industry best practices.
- Consult with vendors to understand their offerings from a quality assurance perspective.
Minimum Requirements:
- A postgraduate degree in Human Resources/ Industrial Psychology/Social Sciences.
- Minimum of 8 years’ experience in Learning and Development and/or Human Capital within a medium to large sized organisation.
- Relevant understanding of the legislative framework for Human Resources and Skills Development.
- Knowledge of SAP and HRIS, specifically in Learning in Development.
Desirable Requirements:
- Project Management experience.
- Experience in a banking and/or financial sectors.
- Relevant understanding of the legislative framework for Human Resources and Skills Development.
- Experience in performing organisational diagnostics.
- Experience with SETA’s and a good understanding of their processes.
- Experience in planning, including career and organisational development.
- Experience in workplace assessment.
- Broad understanding of Financial Management.
- Experience in working with talent management system.
- Consulting strategic advice experience.
How to Apply for this Offer
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