Job Purpose:
The SM – Learning & Org Development will spearhead the design, implementation, and evaluation of training programs for technical (Railway Engineering/Infrastructure) and behavioral/leadership domains. The role ensures alignment with organizational goals through structured Training Needs Analysis (TNA), content development, expert collaboration, delivery (online & ILT), feedback analysis, and ROI measurement. The incumbent will also drive continuous learning by converting feedback into actionable insights.
PS: Practitioners with demonstrated experience in Functional & Behavioral L&D from Railway Engg/ Infrastructure/ EPC Industry apply
Key Responsibilities & KRAs:
1. Training Needs Analysis (TNA) & Strategy Development
Conduct skill-gap analyses for technical (railway engineering/infrastructure) and leadership/behavioral competencies.
Collaborate with department heads to identify critical training priorities.
Develop an annual L&D roadmap aligned with business objectives.
KPIs:
% of departments covered in TNA annually.
Number of competency frameworks updated/created.
Stakeholder satisfaction score (survey) on TNA accuracy.
2. Training Content Design & Development
Design engaging curricula for technical (e.g., track maintenance, signaling, electrification) and soft skills (leadership, communication, safety culture).
Leverage instructional design principles (ADDIE, Bloom’s Taxonomy) for online (eLearning, webinars) and ILT modes.
Partner with Subject Matter Experts (SMEs) to validate content accuracy.
KPIs:
Content relevance score (post-training feedback).
Time-to-market for new programs (vs. timeline).
3. Training Delivery & Facilitation
Facilitate high-impact sessions (classroom, virtual, blended) for diverse audiences.
Ensure seamless logistics for ILTs (venue, materials, tech).
Monitor attendance and engagement in online platforms (LMS/webinars).
KPIs:
Average training attendance rate (>85%).
Participant engagement score (e.g., polls, discussions).
Completion rate for eLearning modules (>90%).
4. Learning Evaluation & ROI Measurement
Implement Kirkpatrick’s model (Levels 1–4) to assess training effectiveness.
Calculate ROI by linking training outcomes to productivity, safety, or cost savings.
Analyze feedback to refine programs (e.g., NPS, qualitative insights).
KPIs:
% of trainings evaluated at Level 3 (behavioral change).
ROI for key programs (e.g., reduction in engineering errors post-training).
Average feedback score (>4/5).
5. SME Collaboration & Vendor Management
Identify and onboard internal/external SMEs for specialized topics (e.g., railway safety standards).
Manage vendor partnerships for content/licensing (e.g., LinkedIn Learning, technical certifications).
KPIs:
Cost savings via vendor negotiations (% reduction).
SME Partnerships per year
6. Behavioral & Leadership Development
Drive initiatives like coaching circles, 360-degree feedback, and action-learning projects.
Convert developmental feedback into personalized growth plans.
KPIs:
% of leaders showing improved competency scores (pre/post-assessment).
Employee retention rate in critical roles.
7. Digital Learning & LMS Oversight
Curate digital learning paths (microlearning, simulations for technical skills) on Swadhyay & Swarachit Learning Platforms & Frameworks
Track LMS usage and optimize content accessibility.
KPIs:
LMS active users/month (>80% of workforce).
Qualifications & Skills:
Education: Masters in HR/T&D, Engineering, or Psychology. Certifications like CPTD, PMP, or Kirkpatrick preferred.
Experience: 10+ years in L&D, with expertise in technical (railway/construction) and leadership training.
Skills:
Instructional design (Articulate 360, Vyond).
Data analytics (Power BI, LMS reports).
Facilitation (virtual/in-person).
Stakeholder management.
