Dear members
I need your help, i will start my new job as Development Specialist next month, i will be responsible for Performance management, training and career development.
what skills should I have to assume my responsibilities?
and what kind of formal studies do I need to improve those skills?
Is there any online studies I can engage in?
Please note that I live in Egypt, so don't include far away places :)
waiting for your advice.
Regards
From Egypt, Cairo
2I need your help, i will start my new job as Development Specialist next month, i will be responsible for Performance management, training and career development.
what skills should I have to assume my responsibilities?
and what kind of formal studies do I need to improve those skills?
Is there any online studies I can engage in?
Please note that I live in Egypt, so don't include far away places :)
waiting for your advice.
Regards
From Egypt, Cairo
DEVELOPMENT SPECIALIST
Before we can provide you some help / guidelines,
could you please provide some background about yourself
currently
-education details / graduation/ post graduation
-any training received
-technical training received
-experience in general
-experience in training/development
-aptitude test / results[ if any ]
-what is your feelings about the job handed over to you
-what do you think does the job involve
-does it cover all levels of management/ staff
-what is the strength of workforce
ANY OTHER INFORMATIONS.
REGARDS
LEO LINGHAM
From India, Mumbai
Before we can provide you some help / guidelines,
could you please provide some background about yourself
currently
-education details / graduation/ post graduation
-any training received
-technical training received
-experience in general
-experience in training/development
-aptitude test / results[ if any ]
-what is your feelings about the job handed over to you
-what do you think does the job involve
-does it cover all levels of management/ staff
-what is the strength of workforce
ANY OTHER INFORMATIONS.
REGARDS
LEO LINGHAM
From India, Mumbai
Hi Mr Leo
I have been working in HR Field for 4 years. I got an one year HR Diploma. I have worked before as Training Specialist, was responsible for putting training plans and ensure employees get appropriat training programs. As to my feeling towards my coming job; I am excited and scared in the same time, excited because I have always liked the field of developing people, ana scared because I am afraid I can't fulfil my job properly :roll: , either because of lack of resources or lack of skills.
My new job involves-as I was told by HR manager- performance appraisal and performance management, identifying performance competecies, training, & career development.
I don't understand what you mean by strength of workforce.
Thanks for trying to help me
From Egypt, Cairo
I have been working in HR Field for 4 years. I got an one year HR Diploma. I have worked before as Training Specialist, was responsible for putting training plans and ensure employees get appropriat training programs. As to my feeling towards my coming job; I am excited and scared in the same time, excited because I have always liked the field of developing people, ana scared because I am afraid I can't fulfil my job properly :roll: , either because of lack of resources or lack of skills.
My new job involves-as I was told by HR manager- performance appraisal and performance management, identifying performance competecies, training, & career development.
I don't understand what you mean by strength of workforce.
Thanks for trying to help me
From Egypt, Cairo
need your help,
i will start my new job as Development Specialist next month, i will be responsible for
Performance management, training and career development.
what skills should I have to assume my responsibilities?
and what kind of formal studies do I need to improve those skills?
Is there any online studies I can engage in?
Please note that I live in Egypt, so don't include far away places ,
either because of lack of resources or lack of skills.
My new job involves-as I was told by HR manager- performance appraisal andperformance
management, identifying performance competecies, training, & career development.
================================================== ==========================
Based on your brief,
YOUR MAIN TASKS AND RESPONSIBILITIES OF DEVELOPMENT POSITION:
Responsible for providing to the organization a development and learning programme
that matches individual and business needs and supports programme and organizational
objectives. The role includes developing, implementing and evaluation the delivery of
the programme and coordinating the strategy across the organization.
Functional Statement: Summary of Responsibilities
Assess and analyze learning and development needs across the organization, using a competency-based approach and with close regard to business requirements, programme priorities such as the emphasis on performance measurement and enhancement.
Based on needs analysis, develop, implement, deliver and evaluate the impact of a broad range of learning, training and development activities appropriate to the needs of the organization.
Develop policies and procedures to support training and development activities, applying instructional design best practices and formulating and testing new and innovative approaches, processes and techniques.
Acts as 'business partner' to managers, providing expert advice on building the competence of staff; advocates and communicates effective use of staff development techniques within the organization, from distance education to on-the-job learning to knowledge sharing practices.
Leads and coordinates an internal and external network of training and development specialists and providers.
Builds an external network of academic and non-academic resources providing world class support to the organization.
Supports training and development activities for organization as appropriate.
QUALIFICATIONS REQUIRED FOR A DEVELOPMENT SPECIALIST.
EDUCATION: Post graduate qualification or equivalent professional training or self-study/work experience in adult education, psychology or other social science.
MBA [ HR development] would be useful
COMPETENCES: Strong interpersonal, negotiating and persuasive abilities/skills.
Excellent communication skills with the ability to present information and facilitate in a multi-cultural/multi-disciplinary environment.
Conceptual analytical ability and ability to present information in a clear and logical manner.
Strong communication and networking skills.
Trusted team player able to work in multi-cultural teams across complementary technical areas.
Tact and discretion.
EXPERIENCE: Theoretical and practical knowledge of development & delivery of staff development programmes and activities, particularly in an evolving, fast-paced environment and in an international setting.
Considerable demonstrated experience applying a variety of formal and informal learning approaches, including distance and blended learning and knowledge management.
Experience using IT tools to facilitate and manage learning and development activities (such as LMS, e-learning development tools)
Good working knowledge of English and local language,as applicable.
A “DEVELOPMENT STRATEGY” HAS DIFFERENT PARTs
• supporting the vision, values and strategies, and
the corporate philosophy for people management,
which guides our policies and choices ORGANIZATIONWIDE.
• supporting current goals and initiatives for units
and departments through learning
• providing remedial learning “to solve problems
and improve performance
• determine professional strategies for managing
and delivering learning
WHAT Your Development strategy could offer to the organization
Individual Learning
• Individuals take responsibility for their own learning and
development and can do so competently
• They have personal learning plans, derived from an
understanding of their own needs and those of the business
• They understand their own learning style, and how to both
choose and utilise different learning options
• They are skilled at both giving and receiving feedback
• They know how to use others, and help others, in the
learning process
Team Learning
• Teams and working groups utilise the capability of each
member for the benefit of all
• They frequently learn and unlearn together, in order to
share a common approach
• They support each other in individual learning objectives
• The organisation encourages cross-boundary groups,
communities of common interest, and internal and external
networks in order to maximise sharing of learning
• Teams help other teams and learn from each other
Organisational Learning
• The organisation consciously adapts its strategies to the
changing environment; planning processes are flexible &
iterative
• There are mechanisms for listening to all the
stakeholders, for benchmarking against best practice,
and for adapting objectives as a result
• There is a systematic and disciplined approach to the
flow of knowledge into and across the organisation
• Structures are designed to consider learning and
knowledge flow
================================================== =====
WHAT THIS DEVELOPMENT STRATEGY WILL OFFER
-Effective investment in people
-Learning Organization
-Promotion of self management of learning
-self ownership of career progress
-development of internal talent
-development of potential
-knowledge managed organization
-continual improvement in performance
-continual improvement competency level
-effective management development programs
-effective succession planning
-effective career planning/ development
-creative talent management
-developing the organization as an ''employer of choice''.
WHAT ARE THE KNOWLEDGE / SKILLS LEVEL NEEDED
-change management
-learning/ development
-adults learning
-train the trainer
-conducting climate survey
-conducting performance appraisals
-setting performance management system
-conducting HRD auditing
-conducting organization culture study
-Presentation skills
-Negotiation skills
-coaching skills
-mentoring skills
-NLP [ neuro-linguistic programming
-Training needs analysis
-group facilitating
etc etc
WHERE CAN YOU GET REQUIRED KNOWLEDGE/SKILLS.
1. MBA [HRD]
-any distance learning university . [ university of phoenix]
www.phoenix.com
-------------------------------------------------------------------
2. OTHER SUBJECTS LIKE
-change management
-train the trainer
-coaching
etc etc
YOU CAN DO SHORT TERM COURSE IN CAIRO,itself
at the local institutes.
--------------------------------------------------------------------
3. SUBJECTS LIKE
-commincation skills
-interpersonal skills
-negotiation skills
etc etc
try the local institutes or DALE CARNEGIE franchise
THERE IS A CHAPTER IN CAIRO, but I do not have
the address.
check at
www.dale-carnegie.com
------------------------------------------------------------------------------
4. FOR OTHERS, LIKE
-HRD auditing
-CLIMATE SURVEY
etc etc
PLEASE REFER TO SOME BOOKS
at
www.amazon.com
regards
LEO LINGHAM
From India, Mumbai
i will start my new job as Development Specialist next month, i will be responsible for
Performance management, training and career development.
what skills should I have to assume my responsibilities?
and what kind of formal studies do I need to improve those skills?
Is there any online studies I can engage in?
Please note that I live in Egypt, so don't include far away places ,
either because of lack of resources or lack of skills.
My new job involves-as I was told by HR manager- performance appraisal andperformance
management, identifying performance competecies, training, & career development.
================================================== ==========================
Based on your brief,
YOUR MAIN TASKS AND RESPONSIBILITIES OF DEVELOPMENT POSITION:
Responsible for providing to the organization a development and learning programme
that matches individual and business needs and supports programme and organizational
objectives. The role includes developing, implementing and evaluation the delivery of
the programme and coordinating the strategy across the organization.
Functional Statement: Summary of Responsibilities
Assess and analyze learning and development needs across the organization, using a competency-based approach and with close regard to business requirements, programme priorities such as the emphasis on performance measurement and enhancement.
Based on needs analysis, develop, implement, deliver and evaluate the impact of a broad range of learning, training and development activities appropriate to the needs of the organization.
Develop policies and procedures to support training and development activities, applying instructional design best practices and formulating and testing new and innovative approaches, processes and techniques.
Acts as 'business partner' to managers, providing expert advice on building the competence of staff; advocates and communicates effective use of staff development techniques within the organization, from distance education to on-the-job learning to knowledge sharing practices.
Leads and coordinates an internal and external network of training and development specialists and providers.
Builds an external network of academic and non-academic resources providing world class support to the organization.
Supports training and development activities for organization as appropriate.
QUALIFICATIONS REQUIRED FOR A DEVELOPMENT SPECIALIST.
EDUCATION: Post graduate qualification or equivalent professional training or self-study/work experience in adult education, psychology or other social science.
MBA [ HR development] would be useful
COMPETENCES: Strong interpersonal, negotiating and persuasive abilities/skills.
Excellent communication skills with the ability to present information and facilitate in a multi-cultural/multi-disciplinary environment.
Conceptual analytical ability and ability to present information in a clear and logical manner.
Strong communication and networking skills.
Trusted team player able to work in multi-cultural teams across complementary technical areas.
Tact and discretion.
EXPERIENCE: Theoretical and practical knowledge of development & delivery of staff development programmes and activities, particularly in an evolving, fast-paced environment and in an international setting.
Considerable demonstrated experience applying a variety of formal and informal learning approaches, including distance and blended learning and knowledge management.
Experience using IT tools to facilitate and manage learning and development activities (such as LMS, e-learning development tools)
Good working knowledge of English and local language,as applicable.
A “DEVELOPMENT STRATEGY” HAS DIFFERENT PARTs
• supporting the vision, values and strategies, and
the corporate philosophy for people management,
which guides our policies and choices ORGANIZATIONWIDE.
• supporting current goals and initiatives for units
and departments through learning
• providing remedial learning “to solve problems
and improve performance
• determine professional strategies for managing
and delivering learning
WHAT Your Development strategy could offer to the organization
Individual Learning
• Individuals take responsibility for their own learning and
development and can do so competently
• They have personal learning plans, derived from an
understanding of their own needs and those of the business
• They understand their own learning style, and how to both
choose and utilise different learning options
• They are skilled at both giving and receiving feedback
• They know how to use others, and help others, in the
learning process
Team Learning
• Teams and working groups utilise the capability of each
member for the benefit of all
• They frequently learn and unlearn together, in order to
share a common approach
• They support each other in individual learning objectives
• The organisation encourages cross-boundary groups,
communities of common interest, and internal and external
networks in order to maximise sharing of learning
• Teams help other teams and learn from each other
Organisational Learning
• The organisation consciously adapts its strategies to the
changing environment; planning processes are flexible &
iterative
• There are mechanisms for listening to all the
stakeholders, for benchmarking against best practice,
and for adapting objectives as a result
• There is a systematic and disciplined approach to the
flow of knowledge into and across the organisation
• Structures are designed to consider learning and
knowledge flow
================================================== =====
WHAT THIS DEVELOPMENT STRATEGY WILL OFFER
-Effective investment in people
-Learning Organization
-Promotion of self management of learning
-self ownership of career progress
-development of internal talent
-development of potential
-knowledge managed organization
-continual improvement in performance
-continual improvement competency level
-effective management development programs
-effective succession planning
-effective career planning/ development
-creative talent management
-developing the organization as an ''employer of choice''.
WHAT ARE THE KNOWLEDGE / SKILLS LEVEL NEEDED
-change management
-learning/ development
-adults learning
-train the trainer
-conducting climate survey
-conducting performance appraisals
-setting performance management system
-conducting HRD auditing
-conducting organization culture study
-Presentation skills
-Negotiation skills
-coaching skills
-mentoring skills
-NLP [ neuro-linguistic programming
-Training needs analysis
-group facilitating
etc etc
WHERE CAN YOU GET REQUIRED KNOWLEDGE/SKILLS.
1. MBA [HRD]
-any distance learning university . [ university of phoenix]
www.phoenix.com
-------------------------------------------------------------------
2. OTHER SUBJECTS LIKE
-change management
-train the trainer
-coaching
etc etc
YOU CAN DO SHORT TERM COURSE IN CAIRO,itself
at the local institutes.
--------------------------------------------------------------------
3. SUBJECTS LIKE
-commincation skills
-interpersonal skills
-negotiation skills
etc etc
try the local institutes or DALE CARNEGIE franchise
THERE IS A CHAPTER IN CAIRO, but I do not have
the address.
check at
www.dale-carnegie.com
------------------------------------------------------------------------------
4. FOR OTHERS, LIKE
-HRD auditing
-CLIMATE SURVEY
etc etc
PLEASE REFER TO SOME BOOKS
at
www.amazon.com
regards
LEO LINGHAM
From India, Mumbai
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