• Location:
  • Salary:
    p0
  • Job type:
    Full-time
  • Posted:
    12 months ago
  • Category:
    Utilities
  • Deadline:
    November 1, 2018
  • Languages:
    English

LEARNING AND DEVELOPMENT OFFICER

Job description

To identify, plan, develop, evaluate and implement training and development programs to ensure availability of competent staff to meet organisation’s needs.


Key activities

  •  Develops and implements training plans to ensure achievement of training objectives set by the organisation.
  • Coordinates the assessment of skills among employees, establish their training requirements.
  • Conducts training to line staff and trainees to enhance their skills in accordance with the corporation’s standards.
  • Reviews training programs in line with technological developments and initiates the necessary adjustments to the curriculum.
  • Follows up trained staff and evaluates their progress and recommends remedial action.
  • Reviews system or applications problems in order to develop training material and provide trouble-shooting expertise and solutions to trainees.
  • Maintains records of trained employees to assist in the classification of employees according to their skills.
  • Plans and controls training facilities to ensure that they operate effectively and are maintained in good condition.
  • Provides staff with information and guidance on training, development and succession
  • Trains employees on safety aspects and ensures compliance with all applicable safety regulations.
  • Prepares and implements annual sectional Capital expenditure and expenditure budget.
  • Participates in annual assessment programs.

Education required

  • Recognised Diploma in Mechanical/Electrical and Electronics or equivalent.
  • Train the Trainer Qualification will be an added advantage.

Experience required

  •  Five years post qualification experience, in a technical training environment preferably in the power industry.

Critical success factors

  •  Keeping abreast with technological changes.
  •  Changing management mind-set to view training as investment.

 

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