Talent Transformation Specialist

Roles & Responsibilities
·       To define and deploy critical talent needs through Training Needs Assessment (TNA) and skill gap analysis as per the strategic business plans to provide a baseline for the skills and capabilities required to mitigate risks where there are gaps and talent skills shortages 

·       To conduct Training Needs Assessment (TNA) for staff and liaise with functional teams to design IDP in support of the Individual Performance Framework and leadership competencies in line with Group guidelines and organizational competency models  

·       To design and conduct Leadership Development Need Assessment and Analysis to develop ILDP at an organizational level and support Individual Succession Development Plans (ISDPs) as part of succession planning initiatives.

·       To source and facilitate training programs, seminar and workshops (via either formal or informal development programs) targeting different groups of  employees and leaders.

·       To source and develop effective learning solutions to implement staff's IDP, ICDP (Individual Career Development Plan), ILDP (Individual  Leadership Development Plan), and ISDP (Individual Succession Development Plan) through digital, classroom, and blended learning formats.

·       To assess training vendors and provide recommendations to the management team to select new suppliers.

·       To analyze training-related data and provide insight on trainings for the future talent skills transformation, including  learning analytics and KPI-based insights covering IDP, ILDP, ICDP, and ISDP outcomes for proactive  learning solution provisioning.

·       To evaluate and analyze the efficiency and effectiveness of development programs (IDP, ILDP, ICDP, ISDP) based on the Kirkpatrick model (4 Level Evaluation including ROI)  and provide insightful reports and  recommendations,  incorporating learner feedback tools such as Net Promoter Score (NPS).

·       To Implement framework and tools for staff and leadership in line with Group guidelines and analyze the latest digital learning technologies (SCORM/xAPI, micro-learning, LMS) in the telecom industry and provide an improvement plan.

·       To act as a Learning and Development partner by conferring with line managers to  prepare IDPs and ISDPs related to their team based on competency gaps identified to improve team efficiency and career development opportunities. 

·       To troubleshoot and own quality management of learning systems and ensure content compliance with MTNIrancell CI Guide and international learning standards.

·       To maintain and report Service Level Agreements (SLAs) with vendors providing digital learning platforms and e–learning services, ensuring vendor performance meets contractual expectations.

·       To ensure the training data are kept accurate and updated for further analysis, including records of IDP, ILDP, ICDP, and ISDP programs.  

·       To administrate, facilitate and improve Digital Learning Platform, leadership management system, Learning Management system,  ERP training module, and required tools to ensure all data profiles (IDP, ILDP, ICDP, ISDP) are updated and necessary training soloutions are available for staff.  

·       To plan, coordinate, and facilitate training programs, seminars, and workshops (onsite and virtual), collaborate with internal and external trainers, apply learning experience design principles, and collect feedback including participant NPS scores to evaluate effectiveness.

·       To design and manage career pathing programs by defining career pathways for key organizational roles, developing supporting training programs, and providing career development consultation to employees.