Learning and Development
Manage employees’ learning and development activities to maximise employee’ potential and capabilities to contribute to the organisation
Type
Functional
Competency Area
People Management
Levels
Apply workplace learning techniques to enhance employees' development
Apply workplace learning plans using appropriate workplace learning methods
Prepare to facilitate workplace learning
Provide on-the-job instructions and coaching to increase the capability and performance of team members
Communicate expectations of team performance in a positive manner
Facilitate workplace learning using workplace learning plans
Provide feedback on work progress
Analyse competency-based assessments and workplace learning techniques
Identify learning and development opportunities that support the development of team member skills
Translate team members’ skill requirements into learning and development plans
Provide on-the-job instructions, coaching and mentoring to increase the capability and performance of team leaders
Communicate expectations of team performance in a positive manner
Provide feedback on work progress
Provide opportunities for team members to take on higher duties and learn in the workplace
Facilitate learning opportunities and coach junior management employees
Review organisational strategies and business plans that impact on the team’s competency requirements
Select and use tools to review current skills of employees
Establish employees’ learning priorities
Support employees in drafting learning and development plans
Facilitate learning and development opportunities to address skills needs
Provide resources and support for learning and development
Establish clear learning outcomes and timeframes
Review learning outcomes against learning goals
Drive employee developmental programmes in alignment to business needs
Identify human resource trends that may impact on organisational performance
Implement identified changes to human resource activities, services and programmes to support the organisation’s strategic and business goals
Establish performance indicators and measures for the effectiveness of human resource activities, services and programmes designed to support the organisation’s strategic and business goals
Review organisation’s strategic and business plans to identify areas impacting on human resource activities, services and programmes
Facilitate involvement of stakeholders to review human resource service effectiveness and clarify future expectations and requirements
Communicate with stakeholders to clarify their needs relating to human resource activities, services and programmes
Mentor successors, support organisational learning
Develop succession management strategies in consultation with the human resources function and other relevant personnel to facilitate succession planning
Identify critical roles and feeder positions to provide opportunities to groom successors
Work with managers and identified successors to create and implement development and retention plans
Prioritise learning and development programmes to support employees in the development of their professional, technical and managerial competencies
Guide senior managers to demonstrate independence and responsibility for their personal development
Provide engagement strategies to improve organisational performance