Posted on Mon 31st Mar, 2014 - hotnigerianjobs.com --- (0 comments)
Stanbic IBTC Bank is a leading African banking group focused on emerging markets globally. It has been a mainstay of South Africa's financial system for 150 years, and now spans 16 countries across the African continent.
Ultimately, Standard Bank’s success is built entirely upon our people. With an unrivalled global reputation for innovation and service, our corporate culture promotes independence, teamwork, and creativity. Optimising this environment and ensuring clarity of goals and communication is just one aspect of the work managed by our HR division, and they now need a Learning Consultant to help them meet these business-critical goals
We are recruiting to fill the above position of:
Job Title: Learning Consultant / Facilitator
Job ID: 12589
Location: Nigeria
Position Description
Deliver professional and quality learning interventions while also providing a consultative service for Stanbic Africa countries, in support of its changing business contexts and needs.
Key Responsibilities
1. Delivery of Learning
Delivery of learning interventions to address skills and competencies required.
Update learning intervention material in line with policy/procedural/legislative/changes. (Until Design Unit takes over)
2. Personal Development
Multi-skilling on the facilitation of core learning interventions
Personal update of information from circulars/GRG
Leader training in line with new business initiatives – own responsibility
Certified on “Train the Trainer” within three months
Personal accreditation as Master Assessor
3. Consult with the line
Provide advise to business units/Point of Representation (POR’s) regarding learning interventions e.g. content, target audience, availability, delivery channels, description of learning intervention etc.
Conduct needs analyses/skills audits in the business to ascertain knowledge and skills gaps and the relevance of current core learning interventions eg. Content, target audience, availability, delivery channels etc.
Act as change agent
Establish close working relationships with countries/Head Office/MD/PD/Line Managers/HR Managers in supporting the business plan/strategies.
4. E Learning
Develop e-learning interventions.
Encourage staff and Management to use “direct learning channels”
Ongoing feedback to Training Manager
Encourage the usage of self-study material
Encourage the line to submit self study assessment/result/attendance register to Training Manager to ensure data is captured
Facilitate and support the E Learning initiatives by motivating acceptance of alternative/new technological approaches to learning in the line
Positive communication to the line in terms of new business initiatives
Change agent:
Accept change
Support change
Influence behaviours towards change
5. Evaluation of Learning
Ensure the correct delegates attend the correct training interventions.
Ensure delegates have been properly briefed on the reasons for their attendance.
Ensure that line Management evaluation of learners takes place.
Evaluate feedback from Learners
Measure and monitor the effectiveness of new and existing learning interventions in respect of applicability of content, transfer of knowledge, skills and behavioural changes by doing the following:
Collate results
Interpret results
Formulate action plans to address gaps by using the knowledge and skills matrices as a basis for identifying learning needs
Provide feedback to the Training Manager, HR Manager, prior to implementations (to evaluate action plans to ensure that the appropriate corrective actions are taken in line with current strategies/performance consulting principles)
Key Performance Measures
Ensure a continuous alignment of learning interventions with training requirements.
Increased demand for learning interventions
Up to date, relevant learning interventions
Improvement in the feedback from internal clients in response to bi-annual service questionnaire
Personal Development Plan objectives met
Migration of traditional learning to alternative learning products/methods and channels
Increased stakeholder satisfaction in the line as a result of improved skills/competencies in the business
Migration of traditional training to alternative learning products, methods and channels
Increased stakeholder satisfaction in line
Productivity – Plan to achieve most cost effective delivery at 60 % of available working days per month
Multi-skilling on 5 core learning interventions
Required Skills and Qualifications
Knowledge
Matric
Comprehensive knowledge of branch procedures and processes
Aware of technical delivery platforms and electronic learning products/tools that can be used to support Human Resources development in the line, eg CD Rom, intranet, satellite
Conceptual understanding of the interface between the business, learning and Human Resources systems and processes
Understanding of the elements of effective learning design and technologies that support development of knowledge, skills, competence and performance required to attain business objectives
Experience
General Facilitator: at least 5 years’ branch banking experience
Interpersonal Skills Facilitator: should be in possession of a Degree in the Human Resources Management field. Industrial Relations is to form one of the fields studied, in addition to other fields such as Psychology, Sociology etc. Related practical experience would be an advantage.
Experience in developing, implementing and facilitating learning interventions in the line to address knowledge and skills gaps.
Experience in conducting training need analyses/skills audits in the business to ascertain knowledge and skills gaps
Required Competencies
Personal competencies
Excellent communication skills (verbal and non-verbal), able to communicate openly with all levels of staff in the line
Able to convey factual information clearly
Ability to question and probe effectively to determine customers’ real needs.
Good listening skills, actively clarifying what has been communicated to ensure understanding
Good writing skills
Display leadership qualities
Able to work with diverse groups comprising technical, business and training specialists
Socially confident, empathetic and puts others at ease
Open-minded, ability to adapt readily to changes in situations, systems or procedures and encourage others to do the same
Detail-conscious
Achievement-orientated, able to adhere to deadlines
Customer service-orientated and ensures that training needs are met
Assertive – able handle conflict and put forward an idea or view despite opposition
Team player – approachable, ability to share with and consult others
Tough-minded, rarely upset by criticism, resilient and able to retain optimism despite setbacks
Dynamic, self-motivated and energetic
Important Relationships
Establish and maintain close working relationships with Learning Consultants, Training Managers, Line Managers, other Business units and fellow colleagues
Acknowledge learners who excelled during learning interventions
Follow up on progress made in terms of poor performers identified during learning interventions
Problem Solving, Planning and Decision-making
Problem Solving and decision making
Problems falling outside of normal parameters are referred to the manager for resolution
Problems are focused on practical improvement of learning interventions to meet changing business requirements
Resourceful, able to produce imaginative solutions to problems and suggest new ways of doing things
Planning
Responsible for own planning of interventions, set action plans for development
Decision making
Keep abreast of developments within the learning arena and the business context to upskill on new interventions and to streamline existing learning interventions
Analytical ability to probe or search for relevant information in order to detect learning gaps and barriers
Able to take initiative within limits of authority and team objectives
Application Closing Date
11th April, 2014
Method of Application
Interested and qualified candidates should: Click here to apply online