Talent Transformation Specialist | 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 دستورالعمل ها و مدلهای شایستگی سازمانی
• طراحی و انجام رهبری توسعه نیاز به ارزیابی و تجزیه و تحلیل برای توسعه ILDP در سطح سازمانی و پشتیبانی از برنامه های توسعه جانشینی فردی (ISDPS) به عنوان بخشی از برنامه های برنامه ریزی جانشینی است. ICDP (برنامه توسعه شغلی فردی) ، ILDP (برنامه توسعه رهبری فردی) ، و ISDP (برنامه توسعه جانشینی فردی) از طریق فرمت های یادگیری دیجیتال ، کلاس و ترکیبی.
• ارزیابی فروشندگان آموزش و ارائه توصیه هایی به تیم مدیریت برای انتخاب تأمین کنندگان جدید.
• تجزیه و تحلیل داده های مرتبط نتایج ICDP ، و ISDP برای ارائه راه حل یادگیری فعال.
• ارزیابی و تجزیه و تحلیل کارآیی و اثربخشی برنامه های توسعه (IDP ، ILDP ، ICDP ، ISDP) بر اساس مدل Kirkpatrick (ارزیابی 4 سطح از جمله ROI) و ارائه گزارش ها و توصیه های بینش ، با استفاده از ابزارهای بازخورد یادگیرنده مانند نمره تبلیغات خالص (NPS). در راستای دستورالعمل های گروهی و تجزیه و تحلیل جدیدترین فن آوری های یادگیری دیجیتال (SCORM/XAPI ، میکرو یادگیری ، LMS) در صنعت ارتباطات و ارائه یک برنامه بهبود.
• به عنوان یک شریک یادگیری و توسعه با ارائه مدیر خط برای تهیه IDP و ISPP های مربوط به تیم خود بر اساس GAPS صلاحیت مشخص شده برای بهبود کارآیی تیم و کارآیی حرفه ای ، عمل کنید.
• برای عیب یابی و مدیریت کیفیت سیستم های یادگیری و اطمینان از پیروی از محتوا با راهنمای Mtnirancell CI و استانداردهای یادگیری بین المللی.
• حفظ و گزارش دادن توافق نامه های سطح خدمات (SLA) با فروشندگان ارائه دهنده سیستم عامل های یادگیری دیجیتال و خدمات الکترونیکی ، اطمینان از عملکرد فروشنده ، انتظارات پیمانکاری را برآورده می کند. و برنامه های ISDP
• مدیریت ، تسهیل و بهبود بستر یادگیری دیجیتال ، سیستم مدیریت رهبری ، سیستم مدیریت یادگیری ، ماژول آموزش ERP و ابزارهای مورد نیاز برای اطمینان از کلیه پروفایل داده ها (IDP ، ILDP ، ICDP ، ISDP) به روز شده و حل های آموزشی لازم برای کارکنان در دسترس است.
• 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.

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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.