Unit Learning & Development Executive

Analysis of the training need based on

• Discussion with UH, HODs and HR Head to understand the business need and Talent capability gap
• Appraisal input Developmental KPI
• DAP for Hi-Po/Critical talents
• Skill matrix

Based on the need analysis, Framing the annual training calendar (Time Frame: September to August)

Design and Implement Monthly calendar

• in discussion with UH, HOD and HR Head based on business priority
• Planning for at least 11-12 programmes per month (70% technical, 20% safety and 10% behavioral programme)
• Creating classroom schedule and Pre- Post exam on LMS portal
• Uploading the target audience (specific) based on the need analysis for every programme planned for management on LMS

Monthly Training Calendar Adherence

• Co-ordinating with admin team, Trainer and Target audience to ensure training programmes being conducted as per planner
• Sharing the monthly adherence rate to corporate L&D team and Chief Manufacturing.
• Attendance, pre and post test score, Reaction Level Feedback Form, Action plan and Manager review after 3 months on LMS portal
• Maintain the training record for non- management and contractual staff through defined offline formats (Attendance sheet, pre/post test score, feedback form, action plan form).
• Update the skill matrix (If needed) based on Organizational needs in discussion with respective team. Updated skill matrix to be approved by Chief Manufacturing and Sharing the Skill matrix with central team for record and audit
• Facilitating discussions with UH, HODs, reporting Managers and HR Head to map the current level and desired level gap of each employee.
• Incorporating this input in training need analysis.
• Facilitating discussion with UH, HOD, and Subject Matter Experts to identify the need for change or updating the existing training modules, SOPs and test modules.
• Partnering with Central team to incorporate the change required and making it available for use
• Supporting Corporate L&D team in implementing OD and L&D initiatives like conducting Behavioral programmes, Talent Review actions.
• External training facilitation and driven through LMS
• Identifying target audience for the e- modules available on LMS based on need analysis
• Assigning the modules to the identified target audience
• Supporting the target audience in completing the modules on time
• Identifying DET campus
• Sourcing profile of students as per the defined criteria
• Coordinating with campus and corporate TA team and ensuring successful completion of online Aptitude Test designed for DETs
• Proactive in ensuring all administrative facilities are made available for the panelists and proper set up at the campus for the drive
• Declaration of selected students to the campus and communicating same to the unit TA team for processing of joining formalities
• Hiring DETs based on the approved manpower and closing campus drive on time
• Preparing training academy Calendar in discussion with Academy Coordinator and Principal Academy (Palej)
• Along with Academy Coordinator coordinating with faculties to ensure the training academy calendar is adhered completely (Palej)
• Updating the weekly evaluation score of each trainee on LMS (Palej)
• Ensure that trainee On The Job evaluation is followed as per planner and evaluations are done on time
• Trainee feedback is received on time from the manager and Academy Head.
• Assigning of mentors to the trainees and ensuring optimal number of Mentor- Mentee touchpoints are maintained
• On the Job and Project evaluation scores and feedback are updated on LMS
• Confirmation process of trainee are completed on time on People Connect
• Developmental Learning plan (during training period) available for all trainees from the day of their joining
• Monthly Organization Chart (Ideal and existing) updation
• Monthly HR MIS updation
• Driving DC Test and SOP test for employees
• Running Confirmation and Transfer process on People Connect
• Exit Formality for employees- Exit Interview, No Dues Certificate, Full and Final
• Creating employee records of new joinee on People Connect.
• Regular employee data updation on People Connect
• Communicating of new joinee information for PF and Mediclaim process related documentation
• Taking the new joinees through the Embark PCBLite induction module
• Making the new joinees understand our Vision, Strategic Imperatives, People Philosophy and PCBL Success story
• Assigning e-induction module (EMBARK PCBLite) to new joinees on the day of their joining on LMS
• Assigning POSH module to all new joinees on LMS
• New joinee training on B2MOM and ensuring goals are set within 15 days from date of joining.
• Celebration of Employee Birthdays
• Quarterly Fun@work Calendar Implementation
• Focused Group Discussions to connect with employees
• Sharing plant achievement stories with Brand Communication partner for covering on social media and G Talk.
• Goal cascading workshop for all employees
• Employee goals are uploaded on People Connect
• Appraisal of an employee is completed as per timeline on People Connect
• Sensitizing employees about Providing Feedback before the appraisal process starts
• Partnering with various stakeholders to ensure Performance Management Process is completed on time, with due quality and adhering to the process standards defined

Functional Skills :

• Hands on Success Factors module,
• L&D exposure

*Preference will be given to the immediate Joiners.