Qualifications And Competencies
• Bachelor’s degree in Human Resources, Education, Organizational Development, or a related field.
• A postgraduate diploma in Human Resource Management is an added advantage
Five years of working experience in a training and development capacity, in a large business setting.
• Proven experience in learning and development, instructional design, or training facilitation.
• Strong knowledge of adult learning principles, instructional design methodologies, and training evaluation models.
• Familiarity with learning management systems (LMS) and e-learning authoring tools.
• Excellent presentation, facilitation, and communication skills.
• Strong project management and organizational skills, with the ability to prioritize and manage
• Excellent verbal and written communication skills.
• Strong presentation skills.
• Adept with a variety of multimedia training platforms and methods.
• Ability to evaluate and research training options and alternatives.
• Ability to design and implement effective training and development.

General Performance Indicators
Training Needs Assessment and Analysis:
• Collaborate with stakeholders to identify organizational training needs and align them with business goals and objectives.
• Conduct thorough training needs assessments, including analyzing performance gaps, conducting surveys, and gathering feedback from employees.
• Evaluate the effectiveness of existing training programs and identify areas for improvement.

Learning and Development Strategy:
• Develop and implement a comprehensive learning and development strategy aligned with the organization’s goals and objectives.
• Design a framework for the delivery of training programs, considering various formats such as classroom sessions, e-learning, on-the-job training, and workshops.
• Identify appropriate learning methodologies and technologies to enhance the effectiveness and efficiency of training initiatives.
Curriculum Development and Instructional Design:
• Design and develop training curricula, modules, and materials based on identified needs and learning objectives.
• Apply instructional design principles to create engaging and interactive learning experiences.
• Collaborate with subject matter experts and stakeholders to ensure accuracy and relevance of training content.

Training Program Delivery:
• Deliver training programs using a variety of methods, including instructor-led training, virtual classrooms, webinars, and self-paced e-learning modules.
• Facilitate engaging and interactive training sessions that cater to different learning styles and engage participants.
• Monitor and evaluate the effectiveness of training delivery, gathering feedback and making improvements as necessary.
Learning Evaluation and Performance Improvement:
• Implement processes to evaluate the impact and effectiveness of learning initiatives, including conducting post-training assessments and gathering feedback from participants and managers.
• Analyze training evaluation data to measure the effectiveness of training programs and identify areas for improvement.
• Collaborate with stakeholders to develop strategies for continuous improvement and address performance gaps.
Learning Management System (LMS) Administration:
• Oversee the administration and maintenance of the Learning Management System (LMS), ensuring its functionality, usability, and accessibility.
• Manage user accounts, course catalogue, training records, and reporting within the LMS.
• Provide technical support and training to users of the LMS.
Vendor Management and Budgeting:
• Collaborate with external training vendors and consultants to identify, select, and manage external training resources when needed.
• Negotiate contracts, review proposals, and monitor vendor performance to ensure high-quality training delivery.
• Develop and manage the learning and development budget, ensuring effective utilization of resources.
Stakeholder Collaboration and Relationship Building:
• Establish strong partnerships with internal stakeholders, including senior management, department heads, and HR team, to align learning and development initiatives with organizational needs.
• Collaborate with subject matter experts to develop and deliver specialized training programs.
• Stay updated on industry trends and best practices in learning and development, sharing relevant knowledge and insights with stakeholders.

Specific Job Responsibilities
• Conducts annual training and development needs assessment.
• Develops training and development programs and objectives.
• Administers spending against the departmental budget.
• Obtains and /or develops effective training materials utilizing a variety of media.
• Trains and coaches’ managers, supervisors and others involved in employee development efforts.
• Plans, organizes, facilitates and orders supplies for employee development and training events.
• Develops and maintains organizational communications such as intranet bulletin boards and newsletters to ensure employees have knowledge of training and development events and resources.
• Conducts follow-up studies of all completed training to evaluate and measure results.
• Modifies programs as needed.
• Exemplifies the desired culture and philosophies of the organization.
• Works effectively as a team member with other members of management and the HR staff.