Job Purpose
To assist the Lead-L&D executing a robust learning design for ABHFL across the assigned states, and ensuring high-impact delivery of learning calendar and post-training follow-up activities to ensure enablement of business productivity through high involvement with business teams.
This Includes
To execute state/territory wide capability building interventions
To implement the central learning calendar designed, and to also run additional development programs as per local business need
To support Lead-L&D in implementing the Functional L&D framework in the assigned region, which includes:
Providing inputs for development of training content in line with key business objectives
Executing and tracking of defined training effectiveness metrics
Deliver the training programs and collect and analyze feedback from employees
Executing follow up action plans in collaboration with line managers
Knowledge Management
To drive adoption and usage of ABHFLs Knowledge Management System along with other digitization initiatives across the assigned region and ensure online assessment is implemented. Support employees and staff across the zone as required on these technology platforms
Job Context & Major Challenges
Job Context/Job Challenges
Job Context
Business growth and expansion have led to the creation of a geographically distributed employee base
Need for building a homogenous learning culture across locations and employee population
Need for uniform employee coverage and experience in terms of learning interventions
Need for scalable and cost effective methods to increase learning levels in order to enhance productivity and increase employee retention
Need for a regional-level presence of Training Team so as to adapt to market conditions and modulate training content and delivery accordingly
Key Challenges
Implementing the training architecture and modulating training activities in response to regional requirements and specifications
Building stake holder alignment to achieve higher levels of engagement & productivity
Create capacity for effective delivery and plan resources for optimal training delivery.
Hire specialists both internally within the organization and externally to meet the training requirements and create a robust trainers certification program to create internal / external subject matter experts.
Influence without authority to bring about a learning discipline and create business impact
Key Result Areas
KRA (Accountabilities) (Max 1325 Characters)Supporting Actions (Max 1325 Characters)
KRA1 Co-creation, Implementation & Institutionalization of training architecture across region 1. Provide inputs in designing and development of training architecture basis people insights, market insights, challenges & opportunities specific to assigned region
- Work closely with central content team in creating the learning architecture
- Implement the architecture and build regional stakeholder alignment and adherence to ensure desired learning and business impact
- Maintain strong interaction to ensure implementation of learning initiatives and their follow up activities
- Create awareness and drive usage of various tools & aids, leading to a disciplined learning environment and improved productivity
- Play a critical role during important events viz. new product launches, regulatory changes etc. Task involves organizing and executing the launch plans, creating awareness with speed & accuracy
- Leverage support of all functions in ensuring that desired team is supported well
KRA2 Managing Training Delivery 1. Deliver and implement variety of interventions basis architecture, and specific productivity initiatives
- Deliver flagship training programs for critical audiences and drive business impact with follow-up
- Maintain discipline of using standardized content and ensure that pre-defined processes are followed
- Drive adoption and usage of e-learning programs and online assessment / knowledge management system
- Maintain regular feedback interaction from stakeholders and update Lead-L&D regularly with action plan
- Cater to region specific learning needs that may emerge from local challenges and opportunities
- Product and Process Induction for new hires joining the system, in addition to Accelerate/Prarambh
- Implement and review the process of calendars & participation dashboards
- Drive stakeholder participation to ensure training effectiveness and business impact
KRA3 Training Effectiveness 1. Review feedback of training on quality norms of delivery and content to improvise on the Training modules and ensure regional flavor
- Facilitate in creating and driving a monitoring system to assess change in participants post training and related impact on performance and business
KRA4 Functional Competency Framework (Propel) 1. To drive adoption and usage of Functional Competency framework across the assigned region, and use the results for TNA and intervention designing
KRA5 Knowledge Management Framework & Online Assessment System 1. Drive adoption and usage of KMS and Online Assessment System across the assigned region, and collate feedback for improvement
KRA6 Support in creating alternate learning means 1. E learning
- Assessment Portal for ongoing evaluations
- Leverage technology (LMS, internet/intranet & mobile)
KRA7 Stakeholder & Vendor Management 1. Work closely with Regional Leadership to understand business challenges and feedback
- Ensure periodic meets with key vendors and peers in the industry and provide region-specific feedback on competitive benchmarking of training practices
- Seek feedback actively from business stakeholders to enhance process efficiencies and business know how for self and team
