Learning and Development- Construction
Manage employees’ learning and development activities to maximise employee’ potential and capabilities to contribute to the organisation
Type
Functional
Competency Area
People Development
Levels
Leverage learning techniques to enhance employees' development
Select the most appropriate workplace learning methods
Understand the capacities of individual and provide guidance
Provide on-the-job instruction
Set performance standards transparently and consistently
Supervise work and provide timely feedback
Leverage Organisatipon's T&D plans
Leverage organisation's T&D plans to update and upgrade skills of people as and when available
Proactively start conversation on upgrading skills with team members
Evangelise with Training Departent on specific programmes for own team
Create teams with a mix of right skills and facilitate peer learning
Provide resources and support for learning and development
Periodically analyse skills requirements as against work allocated
Deploy external tools/methods to review current skills of employees
Establish employees’ learning priorities
Establish clear learning outcomes and timeframes
Create opportunities to allow employees to experiment with new skills in a non-judgmental manner
Ensure Alignment with Organisational Strategies
Identify human resource trends that may impact on organisational performance
Establish service standards for the HR function
Translate changes in the construction industry into talent requirements
Bring about stakeholders' interest in Talent Management issues and influence to ensure Talent issues
Manage quiality and reliability of Talent Pipeline at all times
Ensure availability of talent in pipeline
Identify critical roles and feeder positions to provide opportunities to groom successors
Ensure exposure to successors to prepare for any eventuality
Create systems and practices to push senior team to learn and stay agile
Create platforms for engaging with external experts across all relevant fields to challenge current thinking