HR Learing & Development

• Facilitating the process of Training and Development and Talent Management
• Preparation of yearly and monthly training calendar by Training Need Identification
• Building talent pipeline and ensuring succession planning of key managerial positions

2) Dimensions: Mention quantitative or qualitative parameters that are relevant for the job and provide a better understanding of the scope and scale of the job.

Business Workforce Number

Unit Workforce Number

4745

Function Workforce Number

34 (Staff), 69 (Permanent & Establishment), 600 (Contract Workmen)

Department Workforce Number

6 (Staff)

Other Quantitative and Important Parameters for the job: Budgets/ Volumes/No. of Products/Geography/ Markets/ Customers or any other parameter

Manpower Budget- 150 Cr

HRD Budget- 1.2 Cr

Learning & Development Budget- 38 lacs

3) Job Context & Major Challenges: Write the specific aspects of the job that provide a challenge (internal and external) to the jobholder in the context of the Business/Unit/Function/Department/Section

Job Context:

Staple Fibre Division (SFD) Nagda was setup in 1954, From an initial capacity of 5500 TPA, the capacity of this Unit has now grown to 151475 TPA making it the largest VSF unit in India. Due to this organic growth the plant and equipment are mix of vintage and latest designs, small & big capacities and installed in a haphazard manner. The Unit produces widest range of speciality VSF in the group to suit customer varies requirements and is largest producer of spun-dyed VSF in the world. It also uses a mix of different qualities/types of pulp from varies sources. Thus Nagda is the melting pot for the Group where all fluctuations in the manufacturing, relating to production volume input pulp quality and product varieties are absorbed. There has been continuous improvement on all fronts viz quality, safety, production, productivity, product grades, consumption ratios, environmental aspects etc. These are to be sustained and improved further for providing a competitive edge to the business.

This role is responsible for handling the learning and professional development of an organizations workforce. This job requires one to equip staff with knowledge, skills and motivation to carry-out work related tasks. The person is responsible for arranging internal or external trainers for delivering the training to both management and non-management cadre employees.

Major Challenges-

• Providing development and career opportunities to talented staff to ensure growth and maintain a succession pipeline for key leadership roles (especially Department Head, Section Head positions)
• Coordinating with various department heads for the identification of training needs
• Identifying and coordinating with external agencies or trainers for specialized training
• Planning and monitoring Learning and Development Budget and ensuring adherence to the same
• Competency development in a continuous process chemical industry with uninterrupted working.
• Skill development of workmen and changing their mind-sets to improve productivity and overall process operations.

4) Key Result Areas: Write the key results expected from the job and the supporting actions for each of these key result areas (For a majority of jobs typically there could be 4- 7 key result areas)

Key Result Areas

Supporting Actions

Training Need Identification and Analysis

• Training need identification by analyzing the gap between actual performance and expected performance of the employee
• Evaluating individual and organizational development needs
• Preparing yearly and monthly training calendar based on Training need Assessment
• Creating training programs that are aligned with organization’s goals and objectives
• Working closely with HODs of different departments and having a full understanding of their units and training requirements

Training & Development

• Identify and select external training agencies and accreditation bodies necessary to deliver required training.
• Development and coaching of internal trainers identified by their respective HODs.
• Coordinating with safety department for the purpose for the purpose of safety training.
• Ensuring adoption and implementation of various learning methods companywide.
• Ensure the capability building of the employee through Poornata and ensuring the action plan prepared.
• Ensure the training of all the employees in Management cadre on the process of goals loading, PMS and use of ELM for enrolling in the training.
• Preparing and monitoring Learning and Development Budget.

Training Effectiveness

• Training Effectiveness to be measured and to develop new methods / processes for facilitating the process
• To take feedback from respective HODs on effectiveness of training
• Developing action plans for reducing gaps for employees learning needs, if any.

Talent Management & Development

• Ensuring and coordinating Potential Assessment of eligible employees and their DAC Process.
• Developing and planning of IDPs / Actions plans of Talent Pool Members and IDP Writing
• Formulate plans in consolation with Functional head / DH -HRM for talent assessment as per business guidelines.
• Facilitation for Focus 50 talent and timely coordination their reviews on progress.
• Formulate strategies for career management process for entire workforce.
• Ensure that a robust succession plan is defined and implemented across all levels.

KIP Visits

• To organize and facilitate KIP (Knowledge Integrated Program) for our employees at other ABG Units & Other agencies / companies for understanding their best practices and systems.

On the Job Training of GETs

• To organize OJT Stint for all GETs in various functions / departments and assessing their performance on monthly basis with DH/FH.
• To keep a proper track on their performance for placing them successfully on probation after completing their OJT Stints.

Internal & External ISO Audits

• To ensure data & record as per the laid down ISO- procedures with regards to Training & Development / Talent Management.

Safety

• Facilitate and ensure completion of Training and Competency Development Sub Committee Master Action Plan.
• To complete Safety Observation rounds as per Unit norms.
• Identification of Safety Training Needs in consultation with HODs and adherence to safety training planner for all employee of the Unit.
• To facilitate Tool Box Meeting in the allotted area and adhere to Personal Safety Action Plan.

5) Job Purpose of Direct Reports: Describe the job purpose of the direct report/s to the job (in 2-3 lines for each report)

6) Relationships: Describe the nature and purpose of most important contacts or relationship (except superior/team members) with individuals, departments, organizations inside and outside of the organization, that job is required to interact with in order to deliver the job objectives

Relationship Type

Frequency

Nature

Internal

All HODs, FHs

Regular

For Coordinating the Training Needs Validation and other learning development initiatives

All Employees (Staff, Technicians & Contract Workmen)

Regular

For organizing the identified training programs and facilitating other developmental needs

Unit HR Team

Ongoing

Support in executing HR and IR agenda

Business HR Team

Monthly

Queries on process guidelines and related matters

External

Training institutes / professional bodies for training programs

Need based

Arranging training programs

BHR/GHR

Need Based

Reports & timely submission inputs

Colleges/ Institutions

Need Based

For vocational training

Auditors

Need based

HR Audit purpose

Event Management Firms

Need based

For event management purpose

Service Vendors

Need based

For services like mike systems, sound systems, movies etc

7) Organizational Relationships: Provide the structure for a level above and below the position for which this job description is written. Use position titles in the structured and indicate all the reports of the position.