Specialist Learning and Development - City Of Johannesburg Metro Verfied

Salary Negotiable City Of Johannesburg Metro, Gauteng City Of Johannesburg Metro, Gauteng more than 14 days ago 20-08-2019 9:30:44 AM
15-10-2019 9:30:44 AM
Specialist: Learning & Development

Purpose

To provide specialist advise & support related to learning and development to ensure the enhancement of knowledge & skills, through the execution of predefined objectives as per agreed SOPs.

Basic Information (Attributes)

Job Family: Human Resources

Occupational Level: Skilled Technical & Academically Qualified Junior Management/Supervisors/Foremen/Superintendents
Minimum Experience: 2 - 3 years experience in a similar environment
Critical Job:
Credit Check:
Suitability for Persons with Disability:
FAIS Requirements: Not Applicable

Financial Accountability

Type of Budget Size of Budget (ZAR) Type of Accountability

Minimum Qualifications
Qualification Type Academic Field Academic Sub-Field NQF
Bachelor`s Degrees and Advanced Diplomas Human and Social Studies People/Human Centred Development NQF Level 07

Other Minimum Qualifications/Professional Memberships: Not Applicable

Outputs

Process
LoW Accountable for the execution of specialised work including the improvement of quality, standards and outputs within defined work routines and operating procedures.
LoW Proactively solves problems, determines root-cause and applies solutions in line with guidelines and providing the necessary information to solve problems related to area of specialisation.
LoW Plan for own task execution and advises on improvements related to area of specialisation.
GEN Adhere to identified best practices in providing advice and support from a specialist perspective.
GEN Apply relevant research methodologies, tools and techniques to effectively and purposefully gather information.
GEN Develop and design appropriate assessment tools to effectively measure the transference of knowledge.
GEN Execute training and development plans and initiatives in alignment with organisational requirements and in support of the overall L&D strategy.
GEN Provide specialist advice & support in area of accountability to ensure that identified solutions and recommendations are appropriate and effective.
GEN Understand and apply existing best practice frameworks to assist in the implementation of identified subject matter processes and standards.

Customer
LoW Ensure own understanding and adherence to customer service delivery and Treating the Customer Fairly (TCF) principles to provide specialist support and guidance.

Finance
LoW Adhere to specified standards, policies and procedures to prevent potential losses/wastage related to the area of specialisation.

Learning and Growth
LoW Contribute positively to own area-specific knowledge improvement associated with area of specialisation.
GEN Interact proactively with others for the purpose of continuous knowledge sharing; and integration of own new knowledge.

Governance
LoW Comply to set governance and compliance procedures and processes related to an area of work and continuously identify, rectify and escalate risks where necessary.
GEN Comply with and ensure the safekeeping of own work related records in alignment with organisational and legislative requirements.

Competencies

Behavioural Competencies

LoW Customer Orientation
The ability to interact with customers in an effective and efficient manner
Competency Definition: Puts customers first and is eager to please them in line with company standards. Develops and sustains productive customer relationships.
Behavioural Indicators: Puts customers first and is eager to please them in line with company standards. Responds quickly when servicing customers. Shows courtesy, sensitivity, humanity and empathy and appreciates diversity in customers. Uses customer feedback to improve service.

LoW Teamwork and Cooperation
The ability to participate as a team member
Competency Definition: Cooperates with others to accomplish common goals; works with employees within and across his or her department to achieve shared goals; values the contributions of others
Behavioural Indicators: Assumes personal responsibility and follows up to meet commitments to others. Deals honestly and fairly with others, showing consideration and respect. Shares experiences, and actively encourages the development of appropriate knowledge and best practices with team members. Understands the goals of the team and each team members role. Willingly gives support to coworkers and works collaboratively rather than competitively.

LoW Problem Solving and Analysis
Able to systematically identify, analyse and resolve existing and anticipated problems
Competency Definition: Must be able to systematically identify, analyse and resolve existing and anticipated problems in order to reach optimum solutions in a timely manner
Behavioural Indicators: Demonstrates an ability to quickly assess a situation and determine best solution. Ensures that decisions are made based on policies, rules, and organisational directives in order to solve problems in the best interests of all stakeholders.

LoW Interpersonal Effectiveness
Interacts with others in an effective and efficient manner
Competency Definition: The ability to influence a wide range of diverse individuals and groups positively
Behavioural Indicators: Ability to engage people. Demonstrates initiative. Possesses good judgment and decision-making skills. Understands the organisation.

LoW Communicating with Impact
Readily maintains open and consistent communication with other
Competency Definition: Must be able to exchange information and ideas in a clear and concise manner appropriate for the audience, in order to explain, persuade, convince and influence other to achieve the desired outcomes.
Behavioural Indicators: Knows the importance of being clear and direct in all forms of communication. Knows how to listen actively. Knows that there are different types of message and mediums (e.g. email, face to face) to communicate in. Knows the importance of tailoring the conversation to the audience. Knows why it is important to take other's perspectives into account when communicating.

GEN Organisation and Attention to Detail
The ability to independently determine efficient task sequences
Competency Definition: The extent to which one systematically employs a standard system for the organisations work processes and related resources and an overall concern for integrating all aspects of the task, situation and or work related problem
Behavioural Indicators: Creates personal task checklists based on set requirements and standards for assigned tasks. Reviews one''s own work carefully for completeness and accuracy against a set criteria and/or checklist prior to submitting for final review. Uses one''s time and resources productively to complete assigned tasks.

LoW Professional/Technical learning
Demonstrate willingness and support for learning and development
Competency Definition: Must be able to demonstrate willingness and support for learning and development opportunities in own discipline and area of expertise.
Behavioural Indicators: Applies newly acquired skills and knowledge. Ensuring that professional knowledge and skills are maintained and improved on a constant basis. Participates successfully in learning and development interventions (e.g. courses, workshops, seminars and formal certification programmes).

GEN Relationship Management and Networking
The ability to form meaningful personal relationships
Competency Definition: The capacity to develop and maintain personal and working relationships, and foster an organisational culture that promotes optimal individual job performance and overall organisational effectiveness
Behavioural Indicators: Actively seeks information from others to complete work activities. Demonstrates compassion, sensitivity and treats others with respect. Maintains a personal list of contacts.


Technical Competencies

JF Customer Advice (Technical)
1 Applies elementary concepts of knowledge / skill to develop activities assigned under supervision
Competency Definition: Provides technical knowledge and advice to internal customers to assist in decision making and address client needs
Behavioural Indicators: Shares basic knowledge and experiences with others. Identifies and uses a range of limited knowledge sources. Collates data and recommends remedial action.

GEN Learning and Development Implementation
2 Applies concepts of knowledge / skill and requires guidance but not constant supervision
Competency Definition: Must be able to manage and encourage people, to optimise and realise their potential and effectively manage their knowledge and learning achievements to achieve organisational goals
Behavioural Indicators: Facilitates team goal setting and problem solving. Recognises differences between individuals, cultures and teams and provides developmental feedback in accordance with performance management principles. Adheres to internal and national standards with regard to human resource practices. Identifies competencies required and suitable resources for specific tasks. Displays personal interest in the well-being of colleagues. Manages conflict through a participatory approach. Delegates and empowers others to increase contribution and level of responsibility.

JF Legal Compliance (HR)
1 Applies elementary concepts of knowledge / skill to develop activities assigned under supervision
Competency Definition: Complies with relevant HR legislation and professional standards
Behavioural Indicators: Carries out administrative processes relating to legal compliance. Ensures compliance with company policies in regard to relevant legislation.

JF Reporting and Interpretation
1 Applies elementary concepts of knowledge / skill to develop activities assigned under supervision
Competency Definition: Prepares accurate reports to satisfy risk reporting requirements, with relevant interpretation of analyses for business users
Behavioural Indicators: Works with stakeholders to understand basic reporting requirements. Understands relevant data sets and systems. Gathers data (electronically or manually) and processes data to prepare reports and models.

JF Research and Information Gathering
1 Applies elementary concepts of knowledge / skill to develop activities assigned under supervision
Competency Definition: Ability to review and study relevant information from various sources to develop new information; Ability to identify primary and secondary authorities to validate the research
Behavioural Indicators: Conduct fundamental analysis on best practices and provides recommendations to decision makers.

GEN Learning and Development Strategy
2 Applies concepts of knowledge / skill and requires guidance but not constant supervision
Competency Definition: Knowledge of the learning and development field, how to systematise learning and provide a range of learning options to help employees realise their full potential to meet the needs of the Organisation
Behavioural Indicators: Ability to analyse training/learning and development needs. Knowledge of key providers and able to liaise with them on provision; has knowledge of policies and procedures and ability to advise managers and employees.

GEN Human Resource Development
2 Applies concepts of knowledge / skill and requires guidance but not constant supervision
Competency Definition: Manages workforce development policies, processes and procedures within legislative and regulatory parameters
Behavioural Indicators: Determines, plans and implements different learning and development initiatives suited to the requirements of the client and the organisation for its staff. Uses a variety of training tools and approaches for effective learning needs and impact analysis. Assists business units in drafting and submitting workplace skills plans and annual training reports. Guides business units in terms of changes to regulatory requirements.

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