Hi All,
This is Jennifer.I am a HR Professional.I just want to know regarding the topic Learning and Development.Does L&D comes under the training department in an organisation? what is the Job description for L & D coordinator? what is the scope for it in days to come?. Thanks in advance.
Regards,
Jennifer.
From India, Madras
This is Jennifer.I am a HR Professional.I just want to know regarding the topic Learning and Development.Does L&D comes under the training department in an organisation? what is the Job description for L & D coordinator? what is the scope for it in days to come?. Thanks in advance.
Regards,
Jennifer.
From India, Madras
Dear Mr. Jennifer,
T & D or L & D, both comes under HRD.
L & D Dept is engaged in creating learning material/manuals on various modules, organisating desired training programmes required for employees. Evaluating their POST TRAINING PERFORMANCES, carrying out SURVEYS.
L & D COORDINATORS JD is similar to T & D COORDINATOR'S.
SCOPE is ALWAYS GOOD. Its depends upon how organisations wants to make best use of it.
With profound regards,
From India, Chennai
288T & D or L & D, both comes under HRD.
L & D Dept is engaged in creating learning material/manuals on various modules, organisating desired training programmes required for employees. Evaluating their POST TRAINING PERFORMANCES, carrying out SURVEYS.
L & D COORDINATORS JD is similar to T & D COORDINATOR'S.
SCOPE is ALWAYS GOOD. Its depends upon how organisations wants to make best use of it.
With profound regards,
From India, Chennai
Hi Jennifer,
To answer all your questions,
Yes, L&D falls into the category of Training and Development as Learning, Training and a personnel's development are closely related.
A Training Co-ordinator, as the designation suggests, primarily co-ordinates all the activities of the Training Department.
Right from arranging training sessions to ensuring that the training room and related equipments(projector,whiteboard,markers, audio-video aids, microphones,etc.) are in place and functioning to co-ordinating various trainings amongst, say a team of 5 trainers.
It also includes:
program development, coordination, and administration .
Of course, this implies the use of sound planning, strong administration, skills of persuasion .
* Should know how to use Microsoft Word, Excel, Access, PowerPoint, Adobe Acrobat, Eudora, and Microsoft Vision.
* Coordinate activities of instructors engaged in training employees.
* Schedule classes, based on availability of classrooms, equipment and instructors.
* Assigns instructors to conduct training of the professional personnel.
As for the scope, a Training co-ordinator can look at Administrative capacities in the future. It holds a lot of importance as HR and Administration are the two domains wherein a Training co-ordinator could grow.
Hope this helps.
Thanks.
Regards,
Avani Bhatnagar.
From India, Delhi
To answer all your questions,
Yes, L&D falls into the category of Training and Development as Learning, Training and a personnel's development are closely related.
A Training Co-ordinator, as the designation suggests, primarily co-ordinates all the activities of the Training Department.
Right from arranging training sessions to ensuring that the training room and related equipments(projector,whiteboard,markers, audio-video aids, microphones,etc.) are in place and functioning to co-ordinating various trainings amongst, say a team of 5 trainers.
It also includes:
program development, coordination, and administration .
Of course, this implies the use of sound planning, strong administration, skills of persuasion .
* Should know how to use Microsoft Word, Excel, Access, PowerPoint, Adobe Acrobat, Eudora, and Microsoft Vision.
* Coordinate activities of instructors engaged in training employees.
* Schedule classes, based on availability of classrooms, equipment and instructors.
* Assigns instructors to conduct training of the professional personnel.
As for the scope, a Training co-ordinator can look at Administrative capacities in the future. It holds a lot of importance as HR and Administration are the two domains wherein a Training co-ordinator could grow.
Hope this helps.
Thanks.
Regards,
Avani Bhatnagar.
From India, Delhi
JENNIFER
-L & D COMES UNDER THE HUMAN RESOURCE DEVELOPMENT IN THE HR DEPARTMENT.
-I have listed the JD of learning and development herebelow.
-the scope for L&D is enormous and it is upto the indivduals like yourself to prove it.
HERE IS SOME USEFUL RESOURCES.
REGARDS
LEO LINGHAM
DEFINE LEARNING
Learning is the lifelong process of transforming information and experience into knowledge, skills, behaviors, and attitudes.
I might add to that:
It is not dependent upon classes and courses though these can be very useful tools for learning
It does not require a degree, certificate, or grade to prove its worth though clearly these have social value that most people would be unwise to ignore
It does require in varying degrees, and in varying times and circumstances activities like practice, reflection, interaction with the environment (in the broadest sense), and social interaction. The latter, in particular, can be greatly facilitated by the range of new technologies for communication and collaboration now available to us.
It does not always probably not even most of the time happen consciously though I think that those who strive for a more conscious approach to learning throughout their lives whether at work or otherwise tend to be more successful in pretty much whatever way they define success.
Learning is a "change" in knowledge, behaviour, attitudes, values, priorities, or creativity that can result when learners interact with information. It occurs to the
extent that learners are motivated to change, and it is applied in the real world to the extent they take successful steps to integrate that learning into the real world situation.
WHAT DOES LEARNING DO?
It helps the participants become motivated to learn.
Helps the participants effectively handle course information and
experience.
Helps the participants develop knowledge, skills, values and
attitudes and creative ideas.
Helps the participants transfer their learning to the application
environment.
TRAINING AND DEVELOPMENT ARE THE TOOLS WHICH
HELPS TO DEVELOP THE LEARNING CAPACITY OF THE
INDIVIDUAL AND THE ORGANIZATION .
IT IS THROUGH LEARNING, THE PARTICIPANTS
IMPROVE - DEVELOP THEIR CAREER AND THE
OUTCOMES OF THE ORGANIZATION.
1.LEARNING Broadens the participants' interests / awareness.
2. LEARNING broadens the participants' business perspectives.
3.LEARNING Exposes the participants to new avenues of practices thoughts.
4.LEARNING Prepares the participants for greater responsibility.
5.LEARNING Permits the participants to greater interaction internal/external channels.
6.LEARNING Helps to prepare participants for promotions within the organization.
7.LEARNING Helps to prepare the participants for additional responsibilities.
8.LEARNING Helps to provide the participants with modern practices/ techniques.
9.LEARNING Helps the participants to share ideas concepts with others.
10.LEARNING Helps the participants to accept / manage new technologies.
11.LEARNING Helps the participants to accept / manage new processes.
12.LEARNING Helps the participants to accepts / manage new culture.
13.LEARNING Helps the participants to accepts / manage new OD programs.
etc etc.
================================================== ====================
How LEARNING Benefits the Organization
Leads to improved profitability and/or more positive attitude towards profit orientation
Improves job knowledge and skills at all levels in the organisation
Improves workforce morale
Helps people and organisational alignment
Enhances corporate image
Fosters authenticity, openness and trust
Improves boss-subordinate relationships
Aids Organisational development
Learns from the trainee
Helps prepare guidelines for work
Aids implementation of organisational policies
Helps predict future needs
Enhances decision making and problem solving
Enhances promotion probability
Aids replicating success factors
Enhances productivity
Optimizes resources
Enhances learning orientation
Improves labour-management relations
Enhances internal expertise / reduces dependence on consultants
Helps transition from Q1 to Q2
Helps conflict management
Enhances communication
Helps change management
================================================== ==
LEARNING AND DEVELOPMENT Responsibilities
Design and develop HR programs and initiatives that support the achievement of our overall people strategy and our organizational culture
Participate in the implementation of leadership and team development programs
Provide subject matter expertise on the development of key measurements to determine HR programs success
Plan and create approaches and methods related to delivery of employee training programs; this will include content development and facilitation of training courses
Collaborate with Manager of HR Services on implementation of HR programs
Develop, implement and measure VANOCs employee engagement and provide appropriate follow-up
Provide subject matter expertise on change management initiatives and issues
Other duties may be assigned as required
====================================
Skills
Demonstrated ability to think both strategically and at a more operational level
Demonstrated group facilitation skills up to executive level
Sound knowledge of the concepts, principles, practices, and techniques related to learning and development, organizational behaviour, organizational culture, leadership and team development practices and ability to translate into practical programs
Sound knowledge of human resource functions, practices, policies, programs and performance technology
Ability to establish and maintain excellent internal and external relationships in a highly collaborative and customer service oriented manner
Highly professional and positive attitude
Excellent communication, interpersonal and organizational skills
Ability to multitask in a high pressure, deadline driven environment
Ability to work independently with minimal supervision
Ability to maintain strict confidentiality and use discretion, diplomacy and tact
Strong computer skills including: MS Word, Excel and Power Point
LEARNING AND DEVELOPMENT KRAs and KPIs.
KRA 1-deliver relevant and targeted programs to the
organization employees.
KPI 1--EMPLOYEE SATISFACTION FEEDBACK THROUGH SURVEY
SATISFACTION LEVEL MINIMUM 70%.
KPI 2--% INCREASE INCREASE IN TRAINING PROGRAMS
KPI 3--% INCREASE IN EMPLOYEE PARTICIPATION.
===============================================
KRA 2-promote the programs/learning culture
KPI 1--EMPLOYEE SATISFACTION FEEDBACK THROUGH SURVEY
SATISFACTION LEVEL MINIMUM 70%.
KPI 2--NUMBER OF DEPARTMENTS SATISFACTION LEVEL.
KPI 3--% INCREASE IN TYPES OF ACTIVITIES
===============================================
KRA 3-provide lead in the provision of
organization learning and development service
KPI 1--NO. OF TRAINING DAYS % INCREASE
KPI 2--NO. OF EMPLOYEES PARTICIPATING % INCREASE
KPI 3--NO. OF INHOUSE PROGRAMS % INCREASE
KPI 4--NO. OF EXTERNAL PROGRAMS ATTENDED %INCREASE.
KPI 5--NO. OF EXTERNAL TRAINING PACKAGES BOUGHT %INCREASE.
KPI 6--% INCREASE IN COST.
KPI 7--% INCREASE IN RESOURCE REQUIREMENTS.
================================================
KRA 4-improvements in capabilities/capacities
to deliver L&D.
KPI 1--PROGRAMS IMPLEMENTED ON TIME [ % ]
KPI 2--PROGRAMS IMPLEMENTED WITHIN BUDGET [ %]
KPI 3--EFFECTIVE USE OF PERFORMANCE MANAGEMENT
SYSTEM FOR DEVELOPMENT [ % ]
################################################## ###
From India, Mumbai
-L & D COMES UNDER THE HUMAN RESOURCE DEVELOPMENT IN THE HR DEPARTMENT.
-I have listed the JD of learning and development herebelow.
-the scope for L&D is enormous and it is upto the indivduals like yourself to prove it.
HERE IS SOME USEFUL RESOURCES.
REGARDS
LEO LINGHAM
DEFINE LEARNING
Learning is the lifelong process of transforming information and experience into knowledge, skills, behaviors, and attitudes.
I might add to that:
It is not dependent upon classes and courses though these can be very useful tools for learning
It does not require a degree, certificate, or grade to prove its worth though clearly these have social value that most people would be unwise to ignore
It does require in varying degrees, and in varying times and circumstances activities like practice, reflection, interaction with the environment (in the broadest sense), and social interaction. The latter, in particular, can be greatly facilitated by the range of new technologies for communication and collaboration now available to us.
It does not always probably not even most of the time happen consciously though I think that those who strive for a more conscious approach to learning throughout their lives whether at work or otherwise tend to be more successful in pretty much whatever way they define success.
Learning is a "change" in knowledge, behaviour, attitudes, values, priorities, or creativity that can result when learners interact with information. It occurs to the
extent that learners are motivated to change, and it is applied in the real world to the extent they take successful steps to integrate that learning into the real world situation.
WHAT DOES LEARNING DO?
It helps the participants become motivated to learn.
Helps the participants effectively handle course information and
experience.
Helps the participants develop knowledge, skills, values and
attitudes and creative ideas.
Helps the participants transfer their learning to the application
environment.
TRAINING AND DEVELOPMENT ARE THE TOOLS WHICH
HELPS TO DEVELOP THE LEARNING CAPACITY OF THE
INDIVIDUAL AND THE ORGANIZATION .
IT IS THROUGH LEARNING, THE PARTICIPANTS
IMPROVE - DEVELOP THEIR CAREER AND THE
OUTCOMES OF THE ORGANIZATION.
1.LEARNING Broadens the participants' interests / awareness.
2. LEARNING broadens the participants' business perspectives.
3.LEARNING Exposes the participants to new avenues of practices thoughts.
4.LEARNING Prepares the participants for greater responsibility.
5.LEARNING Permits the participants to greater interaction internal/external channels.
6.LEARNING Helps to prepare participants for promotions within the organization.
7.LEARNING Helps to prepare the participants for additional responsibilities.
8.LEARNING Helps to provide the participants with modern practices/ techniques.
9.LEARNING Helps the participants to share ideas concepts with others.
10.LEARNING Helps the participants to accept / manage new technologies.
11.LEARNING Helps the participants to accept / manage new processes.
12.LEARNING Helps the participants to accepts / manage new culture.
13.LEARNING Helps the participants to accepts / manage new OD programs.
etc etc.
================================================== ====================
How LEARNING Benefits the Organization
Leads to improved profitability and/or more positive attitude towards profit orientation
Improves job knowledge and skills at all levels in the organisation
Improves workforce morale
Helps people and organisational alignment
Enhances corporate image
Fosters authenticity, openness and trust
Improves boss-subordinate relationships
Aids Organisational development
Learns from the trainee
Helps prepare guidelines for work
Aids implementation of organisational policies
Helps predict future needs
Enhances decision making and problem solving
Enhances promotion probability
Aids replicating success factors
Enhances productivity
Optimizes resources
Enhances learning orientation
Improves labour-management relations
Enhances internal expertise / reduces dependence on consultants
Helps transition from Q1 to Q2
Helps conflict management
Enhances communication
Helps change management
================================================== ==
LEARNING AND DEVELOPMENT Responsibilities
Design and develop HR programs and initiatives that support the achievement of our overall people strategy and our organizational culture
Participate in the implementation of leadership and team development programs
Provide subject matter expertise on the development of key measurements to determine HR programs success
Plan and create approaches and methods related to delivery of employee training programs; this will include content development and facilitation of training courses
Collaborate with Manager of HR Services on implementation of HR programs
Develop, implement and measure VANOCs employee engagement and provide appropriate follow-up
Provide subject matter expertise on change management initiatives and issues
Other duties may be assigned as required
====================================
Skills
Demonstrated ability to think both strategically and at a more operational level
Demonstrated group facilitation skills up to executive level
Sound knowledge of the concepts, principles, practices, and techniques related to learning and development, organizational behaviour, organizational culture, leadership and team development practices and ability to translate into practical programs
Sound knowledge of human resource functions, practices, policies, programs and performance technology
Ability to establish and maintain excellent internal and external relationships in a highly collaborative and customer service oriented manner
Highly professional and positive attitude
Excellent communication, interpersonal and organizational skills
Ability to multitask in a high pressure, deadline driven environment
Ability to work independently with minimal supervision
Ability to maintain strict confidentiality and use discretion, diplomacy and tact
Strong computer skills including: MS Word, Excel and Power Point
LEARNING AND DEVELOPMENT KRAs and KPIs.
KRA 1-deliver relevant and targeted programs to the
organization employees.
KPI 1--EMPLOYEE SATISFACTION FEEDBACK THROUGH SURVEY
SATISFACTION LEVEL MINIMUM 70%.
KPI 2--% INCREASE INCREASE IN TRAINING PROGRAMS
KPI 3--% INCREASE IN EMPLOYEE PARTICIPATION.
===============================================
KRA 2-promote the programs/learning culture
KPI 1--EMPLOYEE SATISFACTION FEEDBACK THROUGH SURVEY
SATISFACTION LEVEL MINIMUM 70%.
KPI 2--NUMBER OF DEPARTMENTS SATISFACTION LEVEL.
KPI 3--% INCREASE IN TYPES OF ACTIVITIES
===============================================
KRA 3-provide lead in the provision of
organization learning and development service
KPI 1--NO. OF TRAINING DAYS % INCREASE
KPI 2--NO. OF EMPLOYEES PARTICIPATING % INCREASE
KPI 3--NO. OF INHOUSE PROGRAMS % INCREASE
KPI 4--NO. OF EXTERNAL PROGRAMS ATTENDED %INCREASE.
KPI 5--NO. OF EXTERNAL TRAINING PACKAGES BOUGHT %INCREASE.
KPI 6--% INCREASE IN COST.
KPI 7--% INCREASE IN RESOURCE REQUIREMENTS.
================================================
KRA 4-improvements in capabilities/capacities
to deliver L&D.
KPI 1--PROGRAMS IMPLEMENTED ON TIME [ % ]
KPI 2--PROGRAMS IMPLEMENTED WITHIN BUDGET [ %]
KPI 3--EFFECTIVE USE OF PERFORMANCE MANAGEMENT
SYSTEM FOR DEVELOPMENT [ % ]
################################################## ###
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Questionnaire on learning n development.doc
Certified Learning Development Manager.pdf
01 Learning and Development Strategy.ppt