Competency Framework for Learning & Development Manager

Job Role Summary –

The Learning and Development Manager role is to support the overall business strategy and help
the business grow through it employees and Learning & Development initiatives. Furthermore,
the role is to develop and enhance the business’s talent.

Job description

•Plan departmental/functional training budgets, forecast costs and delegate numbers as required
by organizational planning and budgeting systems

•Assess relevant training needs for staff individuals and organization, in consultation with
departmental heads, including assessment methods and measurement systems entailed

•Stay informed as to relevant skill and qualifications levels required by staff for effective
performance, and circulates requirements and relevant information to the organization as
appropriate

•Produce organizational strategy and plans to meet training and development needs, and manage
training delivery, measurement and follow-up as necessary

•Design training courses and programs necessary to meet training needs, or manage this activity
via external providers

•Identify, select and manage external training and accreditation bodies, agencies and providers
necessary to deliver required training to appropriate standards

•Organize training venues, logistics, transport, accommodation as required, to achieve efficient

training attendance and delivery

•Plan and deliver training courses personally where necessary to compliment that provided
externally or internally by others

•Arrange for the maintenance of all necessary equipment and materials relating to the effective
delivery and measurement of training

• Recruit, manage and develop direct-reporting staff (if applicable)

• Ensure all training activities and materials meet with relevant organizational and statutory
policies, including health and safety, employment and equality laws

• Monitor and report on activities, costs, performance, etc, as required

• Develop self, and maintain knowledge in relevant field at all times

1.1 Job Elements Analysis

Job Element Threshold Differentiator

Identifying Knowledge Skills Knowledge Skills

Training - Use of - Using the most
needs -Knowledge of the - Using the most
assessmen appropriate
processes used for appropriate
t tools assessment tools in
TNA strategy to identify
combination for
Training needs appropriate analysis
- Knowledge of
various skills set -Knowledge about
-Discussion competencies -Creating
required for and interaction competency maps
each role needed to perform
with people a job and analysis
holding the appropriately basis the same
role
- Knowledge of Creating software
performance -Knowledge of
-Reviewing of tools for doing
management process alignment of
performance effective and
performance
using KRA’S objective reviews
to
development

Creatin Knowledge Skills Knowledge Skills

g
Training - Knowledge of - Ability to - clarity on what
- Ability to give
budgets various topics to be interact with and get feedback
training topics to
covered in training the relevant and make
be covered for
suggestions for
each level
departments training
-Knowledge of - Knowledge of
various methods and choosing the most
avenues for training - Basic appropriate - proficiency in
computer skills methodology for computer
training knowledge
-Knowledge of
concept of Using - knowledge of
ROI techniques creating an ROI
to identify process Using processes
benefits of that help in
training measuring the
benefits of training

Working with Knowledge Skills Knowledge Skills

external - Ability to use the
-Information on - Ability to -Information on
Vendors best channels for
different vendors source the best vendors in
available in the vendors sourcing and
the market for
market contracting
specific training
- Ability to
-Knowledge on the -knowledge on communicat
efforts and Ability to share current trends in e effectively
information
 expectations needed with the training and tools expectations with
for training vendors required for vendors and
training educate them about
-Knowledge the -Ability to the objective of
process of contract negotiate and Educates the client training
creation, quotation handle on company
approval and raising differences of polices and shares -proficiency in
purchase order expectations details about the negotiation skills
procedures - Ability to create a
-Knowledge -ability to get followed in the Win-win
about the each stake organization
procurement holder to
communicat Knowledge
e effectively about the tools
- Knowledge of used in
procurement
network
interconnects,
vendor management
and purchasing
practices
Developing Knowledge Skills Knowledge Skills
course
content -Ability to use - Knowledge of - Ability to use
surveys to get alignment of various tools for
- Knowledge clear needs training content to customization
specific objectives participant of course
for training outcome content

-able to - Able to
- Knowledge of the research proactively come
level of effort, time on topics - Knowledge about up with specific
and cost involved in Instructional agenda by reading
designing content design and researching on
content
-Knowledge on Educating - Educating
focusing on skill employees on employees on the
development various training Knowledge of relevance of the
courses using course content to
available competencies to their individual
design content for development
skills building
and superior
performance

Recruitment -Knowledge of -Using key -Knowledge of -Using specific

& various sources for words specific information to give
developmen recruitment for requirements clarity to head
t of people search and using the hunters
exact resources
 -Knowledge about -Knowledge about
-Creating job role and -Effective
job requirement communication
job succession
description planning with team members
to align their tasks
to the bigger
picture
-Helping
-Knowledge of -Use of MS Employees
understand -Proficiency in
creating KRA office
the using MS office
-Giving importance of
feedback on KRA to -Regular formal
performanc performance and informal
e feedback for
continuous growth

1.2 List of Competencies

Functional Competencies

 Training process

 Knowledge of learning theories

 MS office

 Vendor Management

 Organizational Awareness

Behavioral Competencies

 Interpersonal communication

 Planning

 Leadership & Delegation

 Team work

 Problem solving

 Customer focus
1.3 BARS for Functional Competencies

Functional
1 2 3
Competency
Training -understands the -Demonstrates -Implements steps to make
process training process knowledge the training process stringent
protocol of Training cycle
and the
specific processes
followed -Implements
-Demonstrates industry standards and
knowledge about -Demonstrates in creates benchmarks in the
the process of TNA depth understanding TNA process
of TNA

- Demonstrates - Demonstrates in depth

knowledge of the -Demonstrates the knowledge of objectives of
types of training relevance of the type training and connecting it to
needed of training needed the development process of
as per the objectives the employees
set

-
Demonstrates - Determines the ROI of
knowledge of -Demonstrates training before its
evaluation of clarity on using implementation
training evaluation methods
for knowing the ROI
of training
-Clearly uses industry
-Demonstrates -Displays the clarity benchmarks in identifying
knowledge of on what type of the best methodologies to be
different training used for training
methodologies used methodology to be
for training used

Development - Has knowledge of -Displays clarity on - Proficiency in the process

and learning competencie application of of competency mapping and
planning s required competency model development
for in development of
employees employees

-Familiar with -Proficiency in development

techniques used for of high potential
- able to understand succession individuals through the
the importance of planning process of succession
succession planning
planning
 - Able to understand -Has a strong hold
and do a basic on using different
tracking of methods for tracking - Provides consultation on
interventions used interventions and the kind of interventions and
for employees training done for training needed for
employees employees basis a strong
analytical background
-Strong
-Knowledge of understanding of - Is able to proficiently
Adult learning adult learning design interventions keeping
principles principles and in mind adult learning
application of the principles by involving
same training vendors and stake
holders

Technical - Familiar with use - Working -Can effectively create a

Knowledge of technology in knowledge of excel , process for thorough
keeping a track of PPT , word to be analysis and follow up with
training able to track and the help of MS Office
coordinate for
-knows the training -Discusses with the IT team
importance of and supports them by giving
software’s used for -Displays the use of inputs in the process of
performance appropriate designing tools for
planning & analysis software in performance management
performance and analysis of interventions
management and
analysis

Vendor - Identifies, sources - Facilitates - Negotiates and rationalizes

Management and selects communication cost reduction for best priced
appropriate between the vendor services
vendors and all the
for different training stakeholders
& Interventions involved in a
training project

-Communicates expectations
with vendors and ensure
-Ensures the quality -Clearly working alongside them to
of deliverables is demonstrates quality achieve the quality set by the
as per the in choosing the organization
standards right type of
vendors
 -Is able to get the right
vendors on board who are
-Understands the -Communicates the aligned with the policies and
importance of policies and procedures of the
following procedure details to organization and helps in the
policies and vendors process of getting
procedures procurement team and
vendor tem while discussing
rates and commercials

Organizationa -Is aware of the - Demonstrates -Internalizes and exhibits the

l Awareness organizational understanding of the organizational values and
values and culture organizational culture in own behavior
values and culture
-Is aware of the - Understands the reasoning
different - connects the behind Organizational goals
departments in the training & other and ensures that training and
organization and the intervention to the other interventions are
hierarchy organizational goals connected to the overall
individual needs , team
- Understands needs & organizational
organizational goals needs

1.4 BARS for Behavioral Competencies

Behavioral
1 2 3
Competency

Interpersonal Able to connect Understands Is able to give

Communicati with the various the needs of and receive
o n stake holders others through feedback to
through basic listening ensure that
communication information is
understood
effectively

-Clear on what is -Regularly

expected -Clarifies with does the
others the process of
- Manages expectations expectation
differences of management to
opinion between
 stake holders and - handles ensure optimum
vendord conflicts outcome
between stake
holders , -Influences stake
Vendors or holders ,
team members vendors and
team members

Planning -Manages own -Estimates in -Identifies

time and personal advance the possible obstacles
activities resources and to planned
time scales achievements and
needed to meet highlights them
objectives
-Breaks complex - Develops and
activities into -Identifies the organizes
manageable right detailed task list
tasks checkpoints and task schedule
critical for the
-Is able to project Has a proactive
prioritize work method of
with help -Maintains keeping priorities
a checklist in place

Leadership & - Is able to -Gets people to - Creates the right

delegation understand the understand the job for the right
type of work to need for person ,
be delegated delegation and handlholds and
assigns the jobs empowers them
- Completes work effectively as per their need
in a timely
manner; - Focuses time - Ensures that the
and resources follow-up process
on activities is stringent so
that will yield that all the people
Is able to create the greatest accomplish tasks
an benefit given
environment
of learning for - Ensures that - Is willing to
team members every team allow people to
members grown by
 Understands need learning needs learning , with
for motivating are handled the help of setting
team members to outcomes with
perform - Will ensure them
that they
motivate - Is flexible in his
team motivational
members on a style while
regular basis handling
differences in
motivation
Team work -Shares the need -Contributes by -Proactively
for training & sharing inputs participates and
other for contributes in
interventions improvements every training
with different basis the activity or
stake holders suggestions intervention
asked which is set as an
- Asks for inputs improvement
when needed - Offers help to plan
by different stake holders in
stake holders planning and - Proactively
creating plans shares the need
for intervention for
, when needed developmental
plans for
employees with
each cross
functional team

Problem -Has knowledge - Aware of - Proficient in

solving on how to resolve specific problem solving
problems at techniques and decisions
work to handle making basis fact
problems at , figure data and
work expectations
Considers - Takes into - Proactively
alternatives in consideration comes up with a
situations which all aspects of a contingency plan
require options situation in case of
before coming resolving
up with problems
multiple
Understands the solution -Involves team,
need for being stake holders and
- Uses self in creating
creativity
to
 creative and think come uo the most creative
lateral different intervention
interventio that will suit
n and the needs of
training employees
plans
Influencing Knows that every Uses multiple Is able to
stake holder has ways to negotiate and
to be handled communicate create a Win Win
differently and influence amongst
different stake
holders &
Vendors
Uses the right
information Understands
that needs to the and Uses rapport
shared with the presents building to
stake holders information connevt with
and Vendors to the stake stakeholders and
holders in the influences them
most effective by persuading
way them using

different styles
and facts and
figures

Customer -Delivers services - Gives the - Takes personal

Focus accurately and on stake responsibility
time holders for meeting
extra expectations
- Validates Stake information always
holder concerns that can be
by using active helpful -Projects a highly
listening energetic and
-Suggests ways enthusiastic
- Recognizes to improve attitude when
respect customer processes to interacting with
confidentiality fulfill stake holders
customer
needs
- Builds trust -Focuses on
with the stake building
holders relationships
to ensure that
the
interaction is
fruitful