Responsible for Training & Development activities of all levels at the Kakinada Plant
SUCCESSION PLANNING :
a) Identification of critical positions. Conduct a risk assessment based on current and future needs of the positions
b) Identify critical competencies for the required positions to guide learning and developmental plans, setting performance expectations and for assessing performance.
c) Identification of succession management requirements like, developing internal talent pool, recruitment of suitable candidates etc.
d) Proper documentation of the succession planning for each identified role and devising a mechanism to implement the same with clear timelines and & DEVELOPMENT :
a) Prepare L&D strategy in line with HR and Business Strategy, aligning with organizational goals, values, vision, mission and philosophy.
b) Conduct training analysis with inputs from business heads, HODs, focused group discussions, questionnaires,feedback, competency analysis, etc
c) Prepare a training plan and further make a training calendar based on the Unit requirements with special emphasis on safety trainings.
d) Seek necessary approval for rolling out the calendar.
e) Prepare annual training budget with emphasis to increase efficiencies in training methodology, faculty effectiveness, facilities etc.
f) Undertake a sizeable percentage of programs for measuring level 3 and level 4 evaluations.
g) Publish periodical reports to the management team on training activities.
h) Ensure Training Quality Management Systems is implemented throughout the learning processes in the plant.
i) Explore newer methods of training to match the place and pace of the target audience to take advantage of technology.
j) Conduct competency assessment for all categories of employees once in a year
COMPETENCY MANAGEMENT :
a. Develop and administer procedures related to company competency management system.
b. Establish a tracking system and update employee competency information as required.
c. Oversee the integration of competency changes time to time at organizational level, unit level or job level
d. Implement competency-based training and development programs
e. Formulate unit wide competency gap analysis and decide on target training investments based on the analysis.Submit annual reports on competency analysis
Required Candidate profile
Essential -B.Tech -Chemical
Desirable -MBA (HR Specialization), Regular program from reputed institutions