Talent Development Executive

𝐏𝐑𝐈𝐌𝐀𝐑𝐘 𝐎𝐁𝐉𝐄𝐂𝐓𝐈𝐕𝐄 𝐎𝐅 𝐓𝐇𝐄 𝐏𝐎𝐒𝐈𝐓𝐈𝐎𝐍 (𝐏𝐮𝐫𝐩𝐨𝐬𝐞 𝐨𝐟 𝐉𝐨𝐛) The Talent Development Executive is responsible for enhancing organizational performance and fostering employee growth and development. Responsible for designing, implementing, and evaluating talent development programs, this role focuses on nurturing employee skills, competencies, and career progression within the organization. 𝐃𝐄𝐒𝐂𝐑𝐈𝐏𝐓𝐈𝐎𝐍 𝐎𝐅 𝐏𝐎𝐒𝐈𝐓𝐈𝐎𝐍 𝐑𝐄𝐒𝐏𝐎𝐍𝐒𝐈𝐁𝐈𝐋𝐈𝐓𝐈𝐄𝐒 (𝐌𝐚𝐣𝐨𝐫 𝐃𝐮𝐭𝐢𝐞𝐬 𝐚𝐧𝐝 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬) 𝟏. 𝐎𝐧𝐛𝐨𝐚𝐫𝐝𝐢𝐧𝐠 𝐚𝐧𝐝 𝐈𝐧𝐝𝐮𝐜𝐭𝐢𝐨𝐧 - Develop comprehensive Onboarding schedules. - Coordinate and guarantee the complete implementation of the standard onboarding process, including a 90-day plan. - Ensure that the first-day experience for new hires is exceptional during the induction phase. - Deliver induction sessions covering company policies, regulations, standard operating procedures (SOPs), benefits, and other pertinent information relevant to the position. - Arrange induction sessions with the respective departments as needed. 𝟐. 𝐏𝐫𝐨𝐛𝐚𝐭𝐢𝐨𝐧 𝐀𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭 𝐂𝐨𝐨𝐫𝐝𝐢𝐧𝐚𝐭𝐢𝐨𝐧 - Clarify and facilitate discussions between the hiring manager and new employee regarding the probation period and assessment criteria. - Monitor and follow up on probation evaluations prior to the probation period's conclusion. - Manage the probation evaluation results to determine the subsequent steps of either Employment Confirmation or Employment Termination. 𝟑. 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐍𝐞𝐞𝐝𝐬 𝐀𝐧𝐚𝐥𝐲𝐬𝐢𝐬: - Conduct regular assessments to identify skill gaps and training needs across different departments and job roles. - Collaborate with relevant Head of Department to understand strategic objectives and performance gaps. - Analyze employee performance data, feedback, and industry trends to inform training priorities. 𝟒. 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐏𝐫𝐨𝐠𝐫𝐚𝐦 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: - Design and develop comprehensive training programs and learning resources to address identified skill gaps and development needs. - Select appropriate learning methodologies, including instructor-led training, e-learning modules, workshops, and seminars. - Collaborate with subject matter experts to create engaging and impactful learning content. - Ensure that learning programs are aligned with organizational goals, values, and competencies. 𝟓. 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐃𝐞𝐥𝐢𝐯𝐞𝐫𝐲 𝐚𝐧𝐝 𝐅𝐚𝐜𝐢𝐥𝐢𝐭𝐚𝐭𝐢𝐨𝐧: - Facilitate training sessions and workshops for employees at all levels, utilizing effective adult learning principles and techniques. - Provide coaching and support to employees participating in development programs. - Foster a positive and inclusive learning environment that encourages participation, collaboration, and continuous improvement. 𝟔. 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐢𝐨𝐧 𝐏𝐥𝐚𝐧 𝐚𝐧𝐝 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: - Identify high-potential employees and develop customized leadership development plans to nurture their growth and advancement. - Facilitate leadership development initiatives, including mentorship programs, executive coaching, and leadership workshops. - Provide feedback and guidance to emerging leaders to enhance their leadership capabilities and decision-making skills. - Identify talent pools and succession candidates to support future leadership needs and organizational continuity. 𝟕. 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐒𝐮𝐩𝐩𝐨𝐫𝐭: - Collaborate with HR and managers to integrate talent development initiatives with a cycle process of performance management. - Assist in setting clear performance objectives and development goals for employees. - Provide support and resources to help employees achieve their performance and development objectives. 𝟖. 𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐌𝐞𝐚𝐬𝐮𝐫𝐞𝐦𝐞𝐧𝐭: - Establish key performance indicators (KPIs) and metrics to evaluate the effectiveness of talent development programs. - Conduct regular evaluations and assessments to measure the impact of learning initiatives on employee performance and organizational outcomes. - Collect feedback from participants and stakeholders to identify areas for improvement and innovation. 𝟗. 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬: - Develop and implement employee recognition programs to acknowledge outstanding performance, achievements, and contributions. - Coordinate with department heads to identify deserving employees and ensure recognition aligns with organizational values and goals. - Explore various recognition methods such as awards, certificates, public acknowledgments, and employee appreciation events. 𝟏𝟎. 𝐎𝐭𝐡𝐞𝐫 𝐭𝐚𝐬𝐤𝐬 𝐚𝐬 𝐚𝐬𝐬𝐢𝐠𝐧𝐞𝐝 𝐛𝐲 𝐭𝐡𝐞 𝐒𝐮𝐩𝐞𝐫𝐢𝐨𝐫 𝐨𝐫 𝐁𝐨𝐚𝐫𝐝 𝐨𝐟 𝐃𝐢𝐫𝐞𝐜𝐭𝐨𝐫𝐬.

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