vacant in Human Resources Department in Johannesburg. Learning and Development Specialist PURPOSE A learning and development specialist will be tasked with the learning and professional development of an organisations workforce, working closely with business (line managers), the HRBP’s and the relevant SETA’s. In essence, equip staff with the knowledge, practical skills and motivation to carry out work-related tasks. Some of the responsibilities include facilitation of the training and or arrange for a third party trainer to do so. Help the organization with the ongoing, long-term improvement of employees skills, enabling them to fulfill their potential within their organisation. The L & D specialist will be required to be strategic rather than reactive, assessing the skills and knowledge within an organisation and determining what training is needed to grow and retain these skills. KEY PERFROMANCE AREAS Training Material Development - Develops fit-for-purpose training material, to address identified functional needs of employees based on a Training Needs Analysis (TNA) and Personal Development Plans (PDP’s), with the relevant subject matter experts. This includes formal training and or on the job capability tools and templates. Implementation includes business subject matter experts and the L & D facilitation. - Business partner with line managers to compile their departmental training needs analysis, ensuring relevance and alignment of training content with current business strategy. - Accesses additional or specialised resources to assist in the development of training material, when required. - Monitors externally sourced training material for compliance with e’s standards and principles, where standards do not exist, develop standards. Training Implementation and Workplace Coaching - Ensures a conducive environment for the successful implementation of training. - Presents courses by applying best practice training and facilitation skills. - Integrates specialised resources as part of the training process, as required. - Facilitates functional workplace coaching by highlighting competence gaps and/or advising on coaching methodology. Evaluation - Conducts post-training evaluations to assess effectiveness of training intervention and training material. - Updates and amends training material as necessary. - Assesses pre- and post-formal training tasks and assignments. - Provides feedback to stakeholders on participant performance during training, and results of assessments. Competence Acquisition - Assists in the development of Competency Guides for the different roles and Performance Contracts. - Pull Data from the Performance Review Discussions and use it in formulating TNA and PDP’s. - Supports the development of learning pathways by key role. - Support Succession / Career Paths interventions from a learning and development point of view. Reporting - Take on an SDF role, being responsible for all SETA related administration and reporting o Developing, compiling and Submitting the Workplace Skills Plan o Advising the employer on the implementation of the Workplace Skills Plan o Completing an Annual Training Report on the implementation of the Workplace Skills Plan o Acting as a contact person between the organization and the SETA’s - Coordinate and Compile Training reports (Monthly, Quarterly and Annually), per business unit - Report on and coordinate all activities relating to training, including Training Committee activities and Induction of new employees to the company Administration - Carries out required administration linked with training. - Uses applicable HR systems (e.g Premier HR) for performing administration and ensures integrity and accuracy of information. - Manages allocated spend against the budget for training interventions. - Supports the management of the annual course calendar based on requirements as per the TNA. Qualifi[truncated by WhatsApp] vacant in Human Resources Department in Cape Town. Human Resources Officer Reporting to the Human Resources Manager (CT) your key performance areas include: PURPOSE Provides generalist human resources support service to line management and all employees, to ensure that effective HR policies, practices and processes are in place to support the strategic direction of the business. Induction and Onboarding process - Coordinate and conduct the onboarding and induction of new employees - Suggest improvements on the processes - Report and feedback on induction activities Recruitment, Selection and Placement - Liaising with Recruiting Line Managers, co-ordinate and assist with the updating and design of all Job Descriptions - Manage and support the recruitment, selection and placement process - Assist with the shortlisting and interview candidates with line managers - Assist with background and reference checks Support Learning and Development - Assist the Learning and Development team in identifying training needs for the company and ensure effective implementation of training requirements - Assist in coordinating all learning and development initiatives, including internships, learnerships and graduate intakes Employee Relations Management - Handle labour relations matters, set up disciplinary hearings, monitor progress and keep parties informed and ensure accurate record keeping - Advise Managers and employees on company policies and procedures - Assist with establishing a positive employer-employee relationship that promotes company culture, brand and values - Advise managers and employees regarding disputes and ensure resolution in line with the company’s grievance procedure - Provide advice and assistance to managers in order to effectively deal poor work performance issues - Monitor and refer wellness matters to the Wellness Manager Reporting & Administration - Compiling HR Reports (Weekly, Monthly, Quarterly and Annually) - Administer employee benefits - Ensure that all HR administration standards and procedures are adhered to and identify opportunities for improvement and resolve any discrepancies - Liaise with HR managers, administrators, training and other outside sources and assisting in coordinating the activities thereof - Assist in ensuring that the departmental goals, objectives and systems support the accomplishment of the company’s strategic goals Qualifications and Experience Minimum Qualifications - Bachelor’s Degree or B.Tech in Human Sciences, Human Resources Management or Industrial and Organisational Psychology Experience - Minimum of 3 years working experience in a media environment as a HR Officer/Consultant - Knowledge of legislation governing HR practices - Proficient in Microsoft Office, a working knowledge of HR Information systems (Premier HR) Behavioral Competencies - High levels are expected of all competencies and skills listed below: - Relationship management - Self-management - Communication (written and verbal) and presentation - Attention to detail - Organisation and planning - Influencing - Problem-solving - Performing under pressure and managing deadlines - Confidentiality If you possess the criteria and qualifications as stated, please send your application form together with a detailed CV to [email protected] Closing date: 28 March 2014. Only shortlisted applicants who meet the criteria will be contacted. If you have not received a response within 14 days after closing of the advert, please accept that your application was not successful.
Posted on: Wed, 19 Mar 2014 03:57:48 +0000