DestinY

Learning & Development

Summary

Personal Career Summary Highly knowledgeable and skilled Learning And Development Specialist has excellent interpersonal skills and strong abilities in designing conducting and implementing training and educational programs and superior technical writing skills and thorough knowledge of Adult Learning Theory and best training program practices. Certified Professional in Learning and Performance and 14 years of Learning and Development Specialist experience. I have taken every opportunity to enhance my own professional capabilities through training, and have sought out every opportunity to become adept at delivering this training to others.

Work History

Senior Management Consultant L&D and HR

06.2017 - 12.2017

Job overview

Promotes a culture of strategic learning and knowledge sharing internally to amplify the organizations impact and effectiveness.
Implements effective techniques, procedures and tools for organizing, applying and transferring observations, insights, and lessons across the organization vertically and horizontally.
Collaborates and provides consultation to staff teams on knowledge-building work, including the development and implementation of learning plans.
Develops and shares internally templates, briefs, text documents and other knowledge products.
Collaborates with the Human Resources department to help inform training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the organization.
Escalates issues to inform recommendations for changes in policies and procedures related to organizational effectiveness.
Builds the capacity of departments to develop and implement strategies to monitor progress and continually improve.
In collaboration with internal staff, develops and leads structured reflection sessions and meaning-making workshops to collect insights from staff and identify opportunities for action to be taken on account of those insights.
Identifies areas of opportunity where knowledge work can create efficiency and existing knowledge can be leveraged in meaningful ways.
Collaborates with the Measurement, Evaluation and Learning department to help inform the knowledge activities and learning agendas.
In collaboration with the Learning Associate and Manager, Knowledge Management, co-designs or develops knowledge management tools and e-learning.
Supports the organization's commitment to diversity and inclusion, and values a diversity of perspectives.
Maintaining and or enhancing the existing L&D infrastructure and all rounder in instructional designer.
Managing all aspects of the training cycle (TNA, course development, implementation and delivery, monitoring and evaluation);.
Ensuring quality delivery of development programs, conferences, workshops;.
Monitoring and updating of L&D policies including ensuring consistency L&D policies.
Providing guidance to L&D policies, programs and processes as necessary while ensuring alignment with local and global strategies.
Advising management on the administration of human resources policies and procedures.
Serving as internal consultants by analyzing a company's current HR programs and recommending solutions.
Developing, revising, and implementing HR policies and procedures.
Ensuring HR programs and services are in compliance with established policies and procedures and state/federal laws and regulations.
Preparing and maintaining reports related to specific HR projects.
Assisting with the development and coordination of recommended changes regarding work flow.
Developing methods for compiling and analyzing data for reports and special projects.

Headstrong Pvt Ltd

Learning and development Manager, May

01.2016 - 01.2017

Job overview

Responsible for conducting end to end training programs, providing targeted coaching for Customer Care Professionals and Coaches to achieve defined performance criteria at the end of OJT.
Partnering with business to increase productivity, the customer experience and performance standards.
Planing HRDF training's , claims, vendors, full Spectrum of HRDF ( Government funds for training ).
Maintaining and or enhancing the existing L&D infrastructure;.
Managing all aspects of the training cycle (TNA, course development, implementation and delivery, monitoring and evaluation).
Providing guidance to L&D policies, programs and processes as necessary while ensuring alignment with local and global strategies.
Timely submission of global reporting and internal reporting requirements;.
Preparing and monitoring of L&D Budgets.
Develop and establish plans, programs, activities and initiative for learning and development (L&D) as well as talent management and succession planning to improve and sustain organization capability and leadership bench strength.
Lead and manage end-to-end L&D process to ensure compliance with the company policies and standards.
Develop and implement talent management programs and agenda in identifying, developing, deploying and retaining talent to improve their readiness in assuming leadership/critical position in the organization.
Leverage technology in developing innovative learning programs and initiatives to facilitate and enable learning accessibility.
Design robust learning intervention such as on-the-job-training, executive coaching, etc.
to enhance employees' skills in meeting business needs.
Identify learning needs and initiatives for employees based on performance systems and skill gap analysis to improve the productivity.
Collaborate with functional leaders to define capability requirements in short and longer term also provide recommendation in suitable development programs to achieve business objective and priorities.
Collaborate with service provider/vendor in evaluating the materials for learning platforms and programs for employees to ensure suitability and alignment with capabilities' requirement.
Develop communication plans for L&D and programs and initiatives through various channels to attract the employees on the learning and growth opportunities.
Evaluate effectiveness of L&D programs, develop and implement action plans to improve their return on investment (ROI).
Perform analysis and bench marking against the latest trends to generate insights and ensuring best in class practices on learning, technologies and methodologies are embedded.
Cultivate learning culture to encourage ownership of learning and growth driven by the employees and functional leaders.
Establish and monitor people performance in both management skills and technical expertise to ensure the capability and competency are aligned to overall business goals and expectation.
Organization: D&C living spring Role : Learning and development manager 2013 June -2016 July.
Giving soft skills training , preparing all learning and development task for the organizations.
Planning training needs for the organizations and academy planning for colleges and university.
Project managed Graduate recruitment (& development planning) for 100 graduates.
Work with all range of organization such as information technology, oil&gas , logistic, customer service oriented , being subject matter expert in providing solution for training needs in their organization.
Responsible for planning, creating and executing training programs and techniques to subordinates and associates.
Assigned the tasks of implementing various learning and development programs.
Handled the responsibilities of preparing training materials like presentations and handbooks.
Responsible for providing explanations and evaluating assessment of employees during workshops and training sessions.
Assigned the tasks of designing, developing and maintaining learning and development program for employees.
Handled the responsibilities of generating and recommending management strategies to corporate clients.
Conducted tutorials on a one-to-one basis with learners.
Worked collaboratively with top management professionals to determine personnel requirements.
Monitored and accessed the performance of learners.
Responsible for handling other tasks as required.
Assigned tasks for standardizing the learning and development procedures of the organization.
Responsible for delivering effective Training Content according to the requirements.

Education

Bachelor Degree from Business Management, Business

management Diploma from Accounting

Diploma from HR Management

Skills

Delivering Training
Designing learning
improving Human Performance
Measuring and Evaluating
Facilitating organizational change
Managing the learning function
coaching
Managing organizational change
career planing and talent management
Learning Technology
HR Consulting
Behavioural Assessment
Key Skills and Competencies
Supervising Conflict Resolution Communication Skills Interviewing Skills Team Building Delegation Problem Solving Coaching Motivating Innovative Thinking Industry Knowledge Instructional designer E-learning
Data management

Delivering TrainingDesigning learningimproving Human PerformanceMeasuring and EvaluatingFacilitating organizational changeManaging the learning functioncoachingManaging organizational changecareer planing and talent managementLearning Technology

Accomplishments

Successfully delivered Quality training after identifying with training institutes and consultant trainers.
Assigned the tasks of implementing training programs as per the guidelines of the organization.
Imparted training on Leadership, self-development, etiquette and induction programs for new joiners.
Responsible for evaluating feedback by using prescribed format and enhanced the effectiveness of future training.
Handled the tasks of maintaining and enhancing the brand level of the organization.
Liaised with other departments and teams of the organization to ensure smooth operations.
Imparted training sessions for various organizations Organization: Mahindra Satyam Role : Training and development 2011-2013 May.
Conduct orientation sessions and arrange on-the-job training for new hires for whole organization.
Prepare training budget for department or organization.
Key person in the organization (learning center in the organization), working with all task in the learning and development environment.
Handling all activities in the training, planning, facilitating, training and finding the correct resource.
Designing training materials for the organization, Lead on the design of solutions for the AsiaPac Region, working closely with other Asian country and globally with the L&D team.
Handle fresh graduates for ELP training, per batch of 100 students in one go, software engineers to managements graduates.
Training needs for the whole organization ( TNA / TNI ).
Provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
Handles employee relations counseling, outplacement counseling, and exit interviewing.
Participates in developing department goals, objectives, and systems.
Accomplish organization goals by accepting ownership for executing new and different requests, exploring opportunities to add value to; Skills, Qualifications, Performance Management, Management Proficiency, Coordination, Coaching and Developing Standards.
Facilitated a wide range of training to both front line and leadership to an area of over 500 employees.
Intricately developed facilitation skills and aided them achieve goals.
Lead continual education courses to develop additional skill sets of employees in the field and supported multiple retail locations and indirect agents with field support.
Identify curriculum and develop training initiatives, facilitate Strategic Planning, Mentoring, and Change using blended learning.
Organization: Hewlet Packard Role :Training leader and facilitator 2009-2011.
To assist in formulating policies and procedures for training.
identifying training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers and human resources departments;.
designing and developing training and development programmers based on both the organization's and the individual's needs;.
considering the costs of planned programmers and keeping within budgets as assessing the return on investment of any training or development programmers is becoming increasingly important;.
Developing effective induction program, conducting appraisals, devising individual learning plans;.
producing training materials for in-house courses;.
managing the delivery of training and development programmers' and, in a more senior role, devising a training strategy for the organization;.
monitoring and reviewing the progress of trainees through questionnaires and discussions with managers;.
helping line managers and trainers solve specific training problems, either on a one-to-one basis or in groups;.
keeping up to date with developments in training by reading relevant journals, going to meetings and attending relevant courses;.
Supervise staff of training and development specialists, such as instructional designers, program developers, and instructors.
Managers teach training methods to specialists who, in turn, instruct the organization's employees, both new and experienced.
Managers direct the daily activities of specialists and evaluate their effectiveness.
Although most managers primarily oversee specialists and training and development program operations.
Organization: IBM Role : Learning officer and facilitator ( contract ) 2008-2009.
Develops and administers the organization's education, training, and development programs that foster the Ensures employee acceptance and adoption of new technologies and business processes through investigating and.
evaluating them in the context of their applicability to the business.
Champions the learning initiatives of diverse organizational training and development units; promotes.
effective knowledge management strategies to meet organizational mission and vision.
Establishes and maintains a learning/training assessment system in cooperation with internal and external training.
providers to evaluate the effectiveness of learning outcomes and to implement enhancements as needed.
To create design and deliver the statutory, mandatory, developmental and organizational.
Change training requirements for new and existing staff in both across all areas of the organization.
Monitor regulatory requirements for staff training and competence and ensure that all.
Requirements and subsequent changes are reflected in all statutory and mandatory training.
computer based, self-managed learning, remote delivery, management cascade, class room and on job learning.
Ensuring that every L&D intervention has clear business focused aims that enable robust.
Evaluation of the event's effectiveness, and measurement of return on investment.
Undertake evaluation of all L&D interventions at between one and three months following the event, and report a.
To provide development by coaching and 1 to 1 support where the need for this has been established.
To record, collate and retain management information to demonstrate progress against KPIs.
To contribute to L&D communications using a variety of mediums, mail, Intranet.
Implement employee training and.
Development programs that keep pace with a changing business environment.
Demonstrate best practices for attracting, assessing, acquiring and terminating personnel.

Timeline