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cool jenjo
Hi All,
This is Jennifer.I am a HR Professional.I just want to know regarding the topic Learning and Development.Does L&D comes under the training department in an organisation? what is the Job description for L & D coordinator? what is the scope for it in days to come?. Thanks in advance.
Regards,
Jennifer.

From India, Madras
skhadir
288

Dear Mr. Jennifer,
T & D or L & D, both comes under HRD.
L & D Dept is engaged in creating learning material/manuals on various modules, organisating desired training programmes required for employees. Evaluating their POST TRAINING PERFORMANCES, carrying out SURVEYS.
L & D COORDINATORS JD is similar to T & D COORDINATOR'S.
SCOPE is ALWAYS GOOD. Its depends upon how organisations wants to make best use of it.
With profound regards,

From India, Chennai
Avani Bhatnagar
12

Hi Jennifer,

To answer all your questions,

Yes, L&D falls into the category of Training and Development as Learning, Training and a personnel's development are closely related.

A Training Co-ordinator, as the designation suggests, primarily co-ordinates all the activities of the Training Department.

Right from arranging training sessions to ensuring that the training room and related equipments(projector,whiteboard,markers, audio-video aids, microphones,etc.) are in place and functioning to co-ordinating various trainings amongst, say a team of 5 trainers.

It also includes:

program development, coordination, and administration .

Of course, this implies the use of sound planning, strong administration, skills of persuasion .

* Should know how to use Microsoft Word, Excel, Access, PowerPoint, Adobe Acrobat, Eudora, and Microsoft Vision.

* Coordinate activities of instructors engaged in training employees.

* Schedule classes, based on availability of classrooms, equipment and instructors.

* Assigns instructors to conduct training of the professional personnel.

As for the scope, a Training co-ordinator can look at Administrative capacities in the future. It holds a lot of importance as HR and Administration are the two domains wherein a Training co-ordinator could grow.

Hope this helps.

Thanks.

Regards,

Avani Bhatnagar.

From India, Delhi
leolingham2000
260

JENNIFER

-L & D COMES UNDER THE HUMAN RESOURCE DEVELOPMENT IN THE HR DEPARTMENT.

-I have listed the JD of learning and development herebelow.

-the scope for L&D is enormous and it is upto the indivduals like yourself to prove it.

HERE IS SOME USEFUL RESOURCES.

REGARDS

LEO LINGHAM

DEFINE LEARNING

Learning is the lifelong process of transforming information and experience into knowledge, skills, behaviors, and attitudes.

I might add to that:

• It is not dependent upon classes and courses – though these can be very useful tools for learning

• It does not require a degree, certificate, or grade to prove its worth – though clearly these have social value that most people would be unwise to ignore

• It does require – in varying degrees, and in varying times and circumstances – activities like practice, reflection, interaction with the environment (in the broadest sense), and social interaction. The latter, in particular, can be greatly facilitated by the range of new technologies for communication and collaboration now available to us.

• It does not always – probably not even most of the time – happen consciously – though I think that those who strive for a more conscious approach to learning throughout their lives – whether at work or otherwise – tend to be more successful in pretty much whatever way they define success.



Learning is a "change" in knowledge, behaviour, attitudes, values, priorities, or creativity that can result when learners interact with information. It occurs to the

extent that learners are motivated to change, and it is applied in the real world to the extent they take successful steps to integrate that learning into the real world situation.



WHAT DOES LEARNING DO?

It helps the participants become motivated to learn.

Helps the participants effectively handle course information and

experience.

Helps the participants develop knowledge, skills, values and

attitudes and creative ideas.

Helps the participants transfer their learning to the application

environment.



TRAINING AND DEVELOPMENT ARE THE TOOLS WHICH

HELPS TO DEVELOP THE LEARNING CAPACITY OF THE

INDIVIDUAL AND THE ORGANIZATION .

IT IS THROUGH LEARNING, THE PARTICIPANTS

IMPROVE - DEVELOP THEIR CAREER AND THE

OUTCOMES OF THE ORGANIZATION.

1.LEARNING Broadens the participants' interests / awareness.

2. LEARNING broadens the participants' business perspectives.

3.LEARNING Exposes the participants to new avenues of practices thoughts.

4.LEARNING Prepares the participants for greater responsibility.

5.LEARNING Permits the participants to greater interaction internal/external channels.

6.LEARNING Helps to prepare participants for promotions within the organization.

7.LEARNING Helps to prepare the participants for additional responsibilities.

8.LEARNING Helps to provide the participants with modern practices/ techniques.

9.LEARNING Helps the participants to share ideas concepts with others.

10.LEARNING Helps the participants to accept / manage new technologies.

11.LEARNING Helps the participants to accept / manage new processes.

12.LEARNING Helps the participants to accepts / manage new culture.

13.LEARNING Helps the participants to accepts / manage new OD programs.

etc etc.

================================================== ====================

How LEARNING Benefits the Organization

• Leads to improved profitability and/or more positive attitude towards profit orientation

• Improves job knowledge and skills at all levels in the organisation

• Improves workforce morale

• Helps people and organisational alignment

• Enhances corporate image

• Fosters authenticity, openness and trust

• Improves boss-subordinate relationships

• Aids Organisational development

• Learns from the trainee

• Helps prepare guidelines for work

• Aids implementation of organisational policies

• Helps predict future needs

• Enhances decision making and problem solving

• Enhances “promotion” probability

• Aids replicating “success” factors

• Enhances productivity

• Optimizes resources

• Enhances “learning orientation”

• Improves labour-management relations

• Enhances internal expertise / reduces dependence on consultants

• Helps transition from Q1 to Q2

• Helps conflict management

• Enhances communication

• Helps “change management”

================================================== ==

LEARNING AND DEVELOPMENT Responsibilities

• Design and develop HR programs and initiatives that support the achievement of our overall people strategy and our organizational culture

• Participate in the implementation of leadership and team development programs

• Provide subject matter expertise on the development of key measurements to determine HR programs success

• Plan and create approaches and methods related to delivery of employee training programs; this will include content development and facilitation of training courses

• Collaborate with Manager of HR Services on implementation of HR programs

• Develop, implement and measure VANOC’s employee engagement and provide appropriate follow-up

• Provide subject matter expertise on change management initiatives and issues

• Other duties may be assigned as required

====================================

Skills

• Demonstrated ability to think both strategically and at a more operational level

• Demonstrated group facilitation skills up to executive level

• Sound knowledge of the concepts, principles, practices, and techniques related to learning and development, organizational behaviour, organizational culture, leadership and team development practices and ability to translate into practical programs

• Sound knowledge of human resource functions, practices, policies, programs and performance technology

• Ability to establish and maintain excellent internal and external relationships in a highly collaborative and customer service oriented manner

• Highly professional and positive attitude

• Excellent communication, interpersonal and organizational skills

• Ability to multitask in a high pressure, deadline driven environment

• Ability to work independently with minimal supervision

• Ability to maintain strict confidentiality and use discretion, diplomacy and tact

• Strong computer skills including: MS Word, Excel and Power Point

LEARNING AND DEVELOPMENT KRAs and KPIs.

KRA 1-deliver relevant and targeted programs to the

organization employees.

KPI 1--EMPLOYEE SATISFACTION FEEDBACK THROUGH SURVEY

SATISFACTION LEVEL MINIMUM 70%.

KPI 2--% INCREASE INCREASE IN TRAINING PROGRAMS

KPI 3--% INCREASE IN EMPLOYEE PARTICIPATION.

===============================================

KRA 2-promote the programs/learning culture

KPI 1--EMPLOYEE SATISFACTION FEEDBACK THROUGH SURVEY

SATISFACTION LEVEL MINIMUM 70%.

KPI 2--NUMBER OF DEPARTMENTS SATISFACTION LEVEL.

KPI 3--% INCREASE IN TYPES OF ACTIVITIES

===============================================

KRA 3-provide lead in the provision of

organization learning and development service

KPI 1--NO. OF TRAINING DAYS % INCREASE

KPI 2--NO. OF EMPLOYEES PARTICIPATING % INCREASE

KPI 3--NO. OF INHOUSE PROGRAMS % INCREASE

KPI 4--NO. OF EXTERNAL PROGRAMS ATTENDED %INCREASE.

KPI 5--NO. OF EXTERNAL TRAINING PACKAGES BOUGHT %INCREASE.

KPI 6--% INCREASE IN COST.

KPI 7--% INCREASE IN RESOURCE REQUIREMENTS.

================================================

KRA 4-improvements in capabilities/capacities

to deliver L&D.

KPI 1--PROGRAMS IMPLEMENTED ON TIME [ % ]

KPI 2--PROGRAMS IMPLEMENTED WITHIN BUDGET [ %]

KPI 3--EFFECTIVE USE OF PERFORMANCE MANAGEMENT

SYSTEM FOR DEVELOPMENT [ % ]

################################################## ###

From India, Mumbai
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