Learning Consultant / Facilitator at Stanbic IBTC

Deliver professional and quality learning interventions while also providing a consultative service for Stanbic Africa countries, in support of its changing business contexts and needs.

Key Responsibilities

1. Delivery of Learning

• Delivery of learning interventions to address skills and competencies required.
• Update learning intervention material in line with policy/procedural/legislative/changes. (Until Design Unit takes over)

2. Personal Development

• Multi-skilling on the facilitation of core learning interventions
• Personal update of information from circulars/GRG
• Leader training in line with new business initiatives – own responsibility
• Certified on “Train the Trainer” within three months
• Personal accreditation as Master Assessor

3. Consult with the line

• Provide advise to business units/Point of Representation (POR’s) regarding learning interventions e.g. content, target audience, availability, delivery channels, description of learning intervention etc.
• Conduct needs analyses/skills audits in the business to ascertain knowledge and skills gaps and the relevance of current core learning interventions eg. Content, target audience, availability, delivery channels etc.
• Act as change agent 
• Establish close working relationships with countries/Head Office/MD/PD/Line Managers/HR Managers in supporting the business plan/strategies.

4. E Learning
• Develop e-learning interventions.
• Encourage staff and Management to use “direct learning channels”
• Ongoing feedback to Training Manager
• Encourage the usage of self-study material
• Encourage the line to submit self study assessment/result/attendance register to Training Manager to ensure data is captured
• Facilitate and support the E Learning initiatives by motivating acceptance of alternative/new technological approaches to learning in the line
• Positive communication to the line in terms of new business initiatives
• Change agent:
- Accept change
- Support change
- Influence behaviours towards change

5. Evaluation of Learning 

• Ensure the correct delegates attend the correct training interventions.
• Ensure delegates have been properly briefed on the reasons for their attendance.
• Ensure that line Management evaluation of learners takes place.
• Evaluate feedback from Learners
• Measure and monitor the effectiveness of new and existing learning interventions in respect of applicability of content, transfer of knowledge, skills and behavioural changes by doing the following:
- Collate results
- Interpret results
- Formulate action plans to address gaps by using the knowledge and skills matrices as a basis for identifying learning needs
- Provide feedback to the Training Manager, HR Manager, prior to implementations (to evaluate action plans to ensure that the appropriate corrective actions are taken in line with current strategies/performance consulting principles)

Key Performance Measures

• Ensure a continuous alignment of learning interventions with training requirements.
• Increased demand for learning interventions
• Up to date, relevant learning interventions
• Improvement in the feedback from internal clients in response to bi-annual service questionnaire 
• Personal Development Plan objectives met
• Migration of traditional learning to alternative learning products/methods and channels
• Increased stakeholder satisfaction in the line as a result of improved skills/competencies in the business
• Migration of traditional training to alternative learning products, methods and channels
• Increased stakeholder satisfaction in line
• Productivity – Plan to achieve most cost effective delivery at 60 % of available working days per month
• Multi-skilling on 5 core learning interventions