Useful Job Description for the Position of Training (Learning & Development) Specialist

Here's a JD that I created for one the the employees in my team.

You can use it. It is created for a medium - size company, but can be adapted to small and large companies:

Key Responsibilities:

§  Coordinating the Learning and Development process;

§  Organizing external trainings;

§  Organizing and delivering internal trainings on soft skills and technical skills.

Typical Activities

§  Preparing the Yearly training plan;

§  Preparing and requesting L&D funds for all trainings that are held in the company;

§  Organizing requested external trainings;

§  Coordinating Succession Planning process:

o   Interviewing interested employees and creating a pool of potential candidates ready to fill back office positions and team leader positions;

o   Creating a training plan for the pool of selected candidates and delivering periodical trainings;

o   Developing and delivering adequate internal trainings for the selected candidates in order to prepare them for promotion;

§  Monitoring the training needs of all employees by keeping a close relationship with all managers;

§  Identifying pool of potential trainers to be developed in each team;

§  Preparing L&D reports;

§  Delivering Induction training for all new employees;

§  Improving current training material;

§  Assuring the correct and fair manner of implementing L&D procedures in the company.

Key Relationships

• Internal clients – contract managers
• External clients
• Employees

Measures of Success

• Successful implementation of HR initiatives;
• Succession planning procedure implemented and pool of candidates ready to be promoted always available;

Person Specification

Essential

• Graduate caliber with minimum 2 years experience in human resources (recruiting and L&D fields);
• Ability to critically analyze status quo and propose creative solutions;
• Maturity, high personal standards;
• Strong analytical, organizational and project management skills;
• Ability to influence both internally with colleagues and externally with clients;
• Proactive and assertive;
• Communication and presentation skills (especially in front of large groups);
• Fluent in English;
• A second language (French/Italian/Spanish/German) – great advantage;
• Train the Trainer diploma – great advantage.

Engagement Strategies: Motivating Your Employees – Proper Training and Development

One good motivating factor for your employees is training. Make sure you do the following for EACH of your employees:

1.  At least a week Induction training in order to introduce the employee in the company; for managers, consider even more – up to a month; by Induction training I mean introduction to company history, company activity, company financial, HR or any other useful details, company mission, vision, values, team, HR policies and procedures, team policies and procedures, client specifications. Al these make sure the employee becomes part of the team.

2.  Assigning a mentor – selecting an older employee to guide the new one through a determined period of time.

3.  Assess employee skills when hired; prepare a training plan for short and long term to make sure skills are improved allowing the employee to perform better and even to get promoted. Offering trainings and development opportunities shows the employees you care. Some of these trainings may be internal – so with lower costs.

4.  Helping the employee pursue higher education. If company budgets allow it, paying for employees certifications and studies, even partially helps with the motivation.

5.  Talk to the employees and the managers about their training and development needs and try to fulfill them.

Engagement Strategies: Employee Motivation Idea - Employee of the Year Selection

Here's a proposal for you to think about - how can you select the employee of the year for a team as fair as possible. Prepare an Excel file, include the names of the people in the teams, insert the criteria and give weights to each of them.

Here's a file you can use:
http://www.comialarm-resurseumane.go.ro/HR/Employee_of_the_Year_Criteria_Excel97-2003.xls

Take into consideration the following criteria:
- mid-year rating grade - rates from 1 to 5 were considered, 1 being the best, 5 the worst;
- annual rating grade - given in October so you can have the final Employee of the year selected by December.

Additional criteria:

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Team Work

Employee consistently demonstrates the spirit of teamwork by offering support to fellow employees whenever a need arises for a collective effort in accomplishing a task or goal.  Employee takes a positive approach in interacting with fellow employees.

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Reliability

Employee is always on time for work, doesn't waste time on too long breaks, his colleagues and his manager can always trust that he/she will perform the activity he/she was entrusted with, will respect deadlines and will promote quality of work

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Innovation

Employee has developed an original idea or suggestion that has a positive effect on the operations, policy and/or procedure.  The end result of the idea or suggestion is a reduction in cost(s) to the operation or increased efficiency or accountability.

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Personal development interest - Learning & Development

This criteria defines the person's interest in developing themselves, his/her interest in being part of trainings and in improving the knowledge

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Professionalism

Employee conducts himself or herself in a manner consistent with the values and goals of the company.  Employee demonstrates an above average knowledge of their job responsibilities and delivers a high quality job performance and services.

Customer focus

Employee consistently recognizes and meets the needs and requirements of internal/external (where applicable) customers.  Employee demonstrates compassion in dealing with the customer, being mindful of how his or her attitude and actions are perceived.  Employees use problem-solving techniques, when necessary, to satisfy the customer’s needs and reflects a positive image of the institution.

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Quality

Employee consistently uses a systematic approach to accomplishing his/her responsibilities, taking care to minimize errors.  Employee acknowledges and takes pride in ownership of the day-to-day processes for which he/she is responsible and utilizes initiative where necessary to meet overall goals.