Learning & Development and Performance Management Specialist

The Learning & Development and Performance Management Specialist is accountable to the Unit Head: Human Resources of the Coega Development Corporation (CDC).
- MANDATE
- The Learning & Development and Performance Management Specialist is mandated by the Executive Manager: Corporate Services to provide support to the Human Resources Management Unit to ensure that it delivers on its mandate and meets its organizational objectives.
- DESCRIPTION
- ** RESPONSIBILITIES AND OBLIGATIONS**

The primary responsibility of the Learning & Development and Performance Management Specialist is designing, implementing, and managing comprehensive learning and development programs to support the professional growth and skill enhancement of the employees.

**Learning and Development**
- Conduct thorough needs assessments to identify knowledge and skill gaps within the organization;
- Collaborate with HR partners, department managers, and employees to gather feedback and insights on training requirements;
- Analyze performance data and trends to determine the most critical areas for learning and development interventions;
- Design and develop comprehensive learning and development programs aligned with organizational goals and employee development needs;
- Create engaging and interactive training materials, including presentations, e-learning modules, job aids, and other relevant resources;
- Utilize a variety of instructional techniques and formats, such as classroom training, workshops, webinars, and online learning platforms;
- Deliver training programs effectively, facilitating group discussions, activities, and exercises and ensuring clear communication, participant engagement, and knowledge retention;
- Incorporate blended learning strategies, combining in-person and virtual training, to accommodate diverse learning preferences and enhance flexibility;
- Establish evaluation frameworks and metrics to assess the effectiveness and impact of training programs;
- Collect feedback from participants and stakeholders to continuously improve the quality and relevance of learning initiatives;
- Monitor and analyse training evaluation data, identifying trends and areas for improvement;
- Oversee the administration and maintenance of the organization’s learning management system;
- Upload and manage training content, track employee progress, and generate reports on training metrics;
- Stay updated with emerging trends and technologies in learning and development, recommending enhancements to the LMS as needed;
- Implement DEI-focused learning programs to raise awareness, address biases, and create an inclusive learning environment;
- Monitor the effectiveness of DEI training and ensure that it is continuously updated to reflect current societal issues and best practices;
- Collaborate with HR partners, department heads, and business leaders to understand business objectives and align learning initiatives with organizational goals;
- Develop structured learning pathways to guide employees on the skills and competencies required to progress within their careers and roles;
- Integrate learning programs with career progression plans, ensuring that employees understand the skills needed for advancement within the organization;
- Develop programs that facilitate knowledge transfer from senior leaders to new or less experienced employees;
- Work closely with external vendors, consultants, and trainers to coordinate and deliver specialized training programs;
- Foster strong relationships with internal stakeholders to ensure effective communication and coordination of learning and development initiatives.

**Performance Management**
- Design, develop and improve focused performance frameworks and talent development around each unit of the organization with emphasis on all functional areas;
- Making recommendations regarding processes and best Performance enhancement practices;
- Contribute to the establishment of healthy vertical and horizontal business processes that ensure efficient and effective client delivery within set expectations and agreed performance standards;
- Identify, develop, implement and manage other performance incentives other than the annual bonus system;
- Detect and monitor under-performance in all levels of the organization and individuals, and provide the necessary leadership for corrective actions;
- Create a structured process for managing under-performance, including identifying root causes, developing performance improvement plans (PIPs), and providing support and accountability;
- Develop a system to track and monitor progress on PEPs or PIPs, ensuring timely interventions and follow-ups;
- Focus on objective setting, planning, monitoring, evaluating and reporting on Organisational, BU, Functional Area and Individual performance at more regular intervals;
- Reward exceptional performance through integration to the organizations’ reward and recognition programme and align Total reward strategy with Talent and su