Learning and Development Specialist at Ifitness Center Ltd

Role Summary

• The prospective job holder is responsible for analyzing staff performance data, employee feedback, and organizational objectives to identify priority areas for learning and development interventions, design and develop a diverse range of training programs, workshops, and learning resources to address identified learning needs, also partner with subject matter experts and external vendors to source or develop training content tailored to specific business requirements.

Key Accountabilities

• Facilitate training sessions and workshops for employees and managers, in-person or virtually, ensuring high-quality delivery and engagement.
• Create and/or deliver a range of training using face-to-face, digital, and blended learning options.
• Produce training materials for in-house courses.
• Provide coaching and support to trainers and facilitators to enhance their effectiveness.
• Identify training and development needs within the organization through job analysis, appraisal schemes, and regular consultation with business managers and HR departments.
• Design, expand, and manage training and development programs based on organizational and individual needs.
• Devise individual learning plans and ensure statutory training requirements are met.
• Develop metrics and evaluation frameworks to measure the effectiveness and impact of learning and development initiatives.
• Analyze training data, feedback surveys, and performance metrics to assess the ROI of L&D programs and identify areas for improvement.
• Plan and assess the ROI of training programs, considering costs and keeping within budgets.
• Monitor and review trainee progress through appraisals, questionnaires, and discussions, providing timely feedback.
• Evaluate training programs and prepare reports on usage, engagement, and performance.
• Ensure learning and development programs comply with regulations, industry standards, and internal policies.
• Champion a culture of continuous learning and development, promoting ongoing skill development and knowledge sharing.
• Develop and implement communication strategies to raise awareness of learning opportunities and encourage participation.
• Promote a work culture of continuing professional development (CPD).
• Help line managers and trainers solve specific training problems, either one-on-one or in groups.
• Keep up to date with training developments by reading journals, attending meetings, and participating in relevant courses.
• Research new technologies and methodologies in workplace learning and present findings.