Learning and Development Expert

4 days ago

Midrand, Gauteng, South Africa Development Bank of Southern Africa (DBSA) Full time
Job Description

The role of the Learning and Development Consultant is to strategically advise and implement the Bank's learning and development strategy to ensure optimization and skilling of organizational talent. The incumbent will be responsible for aligning training and development initiatives with the strategic objectives, vision, mission, and mandate of the Bank.

Key Responsibilities
  • Align training and development initiatives with the Bank's strategic objectives.
  • Co-ordinate the scanning of the environment, conducting research, and benchmarking DBSA to other organizations to establish industry best practices in terms of learning and development.
  • Assess skills development programs, co-develop, and co-ordinate technical training needs for business in support of the organizational culture and development requirements.
  • Introduce the concept of knowledge sharing amongst peers especially in areas of relevant technical and non-technical competencies and capabilities.
  • Implement Leadership Development Programmes to develop leadership bench strength.
  • Manage the appropriate sequence of events and utilization 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 organization 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 organization.
  • Manage the budget at a corporate level to ensure that funds are allocated to the recognized vendors and the outcomes of the course relate to the skills required for the Bank.

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