Principal Consultant - Learning & Development,Performance & OD
The Wuuwei – Training| Assessments| Performance Management| Quality| Leadership Development
Total years of experience :22 years, 11 Months
Building Learning & Development, Performance Management and Talent Management to align with Enterprise Level, Functional Level & Operational Level as per the Organization Business Needs & Goals
Managing evolution of the Business Framework, provide consultancy to profession leads to set up Learning Plans and Analytics.
Support end-to-end management with HR - implementing Workforce Management
Performance Management - evolving Competency Initiatives across Organization
1. “Matrix” for strategic planning and performance management systems
2. Balanced Scorecard Perspective - 4Levels
3. Management Competencies
4. Policy & Budget formulation - Policy Frameworks (planning, operations and procedures)
5. Monitoring/Policy review
6. Evaluation/Budget evaluation
7. Quantifiable KRA & Key Performance Indicator (KPI)
Organizational Vision
Organizational Objective
Organizational KPI
Team Member's Goal
Team Member KPI
Build capability model though design and management of a targeted learning curriculum, Manage Delivery, Assessments and Follow-up support.
Diagnosing & Implementing OD & Leadership Development Programs(IDP, MDP & LDP)
Design of Assessment & Development Center
Design & Deploy Leadership Competency Framework
Competency Mapping/Benchmarking - Selecting & Defining Core Competencies for specific positions; Calibration of Measurement Scales for Competencies
Building Strategy in creation of the `HR brand', including: business facing and HR specific communications.
Project Management - assigning L&D projects are delivered on time, within budget, in adherence with L&D quality standards and meet customer expectations.
Project Quality Management
Project Management Methodologies & Characteristics
Project Scope & Risk Management
Project Cost Management
Business Intelligence - expertise on-job observations, feed-in relevant business data and changes in business environments to influence L&D plans and support analysis of business impact for better alignment of L&D interventions.
Employee Engagement - implementation of the employee engagement strategy, including roll-out of the employee survey and resultant action plans.
Talent & Career Development - Support Senior Management & HR Teams in identifying leadership talent & partnering with the business to support Talent, Career Development initiatives and Succession Planning
Development & Implementation of Learning Management System (LMS)
Building Conceptualize Frame Work - Training & Development
• Formulate Overall Direction / Strategy For Learning & Development Initiatives Across Organization In Order To Build And Sustain Corporate Policies, Budget, Standards and Business Performances.
• The position plays a key role in providing input to the establishment of the development of strategies of organizational and leadership development at all levels of the organization. The impacts of Training Design and implementation initiatives were consistent with the Mission, Vision and Values.
Training Strategy Implementation - 15 Units (National & International)
Planning and preparing annual training budget according to the business plan and developing
training strategy
Identifying and analyzing Training need for all functions within the organization
Based on the TNA, preparing Training Calendar (with Objectives & Outcomes)
Designing and developing orientation programs for various levels
Planning and designing Leadership development programs
Evaluating performance and monitoring training effectiveness
Talent Management Framing
Identifying and segmenting Talent according to their performance and achievements
Creating Competency framework.
Mapping of competencies of individual to competency framework through the Assessment centers
Developing Individual Development Plan (IDP)
Identifying & Implementing Management Development Program (MDP) & Leadership Development
Program (LDP)
Evolving Competency Initiatives across Operational Units
• Initiatives & Support to all aspects of Organizational Development core programming such as Induction (New Employee Orientation), Talent Assessments, Manager & Leadership Development programs, coaching program, Employee Engagement Survey, and specific management-related courses.
• Participate in the Talent Assessment process; including capturing and analyzing outcomes, monitoring progress and making recommendations for process improvement; Calibrate internal bench strength to understand succession capabilities. Leverage Talent Assessment programs (online) to identify developmental needs for individuals and the company.
Developing Strategic approach towards L&D, Performance & OD
• Provide expertise and consultative services and support to the HR team, driving and supporting individual and team professional development initiatives.
• Creates and oversees the delivery of OD talent development initiatives, leadership and staff development programs, to engage and retain the organization's key talent of today and tomorrow.
• Leverage technology to ensure widest access of Training & Assessments.
Training Assessments - “Kirkpatrick Evaluation” Internal Built LMS (INTERNAL BUILT SOFTWARE)
Using four levels referred to in the model are:-
Level 1: Reaction - Online Feedback forms
Level 2: Learning- Pre & Post Assessment Online
Level 3: Job Impact- On Job Assessment
Level 4: Business Impact- ROI
Diagnosing Organization Development & Leadership Development Programs(IDP, MDP)
• Design & Deploy Leadership Competency Framework
• Focus on Organization Structure and Strategies- Change Management
• Developing and managing organizational change to increase organization’s effectiveness
• Built culture change, team building, performance & talents, sales and customer effectiveness
• Serving a project leader role, supporting and educating management on the importance of organizational effectiveness, management and employee development initiatives in support of building strategic objectives.
• Formulate Career Plans For Key Talent, Design And Conduct Employee Satisfaction Survey
• Learning & Development
Identify Training Domains
Design & Characterize of Training Domains
TNA Strategy Plans
Built Training Calendar
R&D on Topics & Content Development
Computer Base Training (CBT) and
Career Development and Counseling.
• Talent acquisition and Development
• Change management & Organizational culture
• Employee Motivation & Engagement
• Occupational Performance testing and assessment- Feedback & Measure Training Effectiveness
The primary goals of Training programs will be to:
(1) Maximize the learning curve to the existing Team Leads, Team Members & also the New-hire
(2) Ensure that all Learning, Operations and Quality team members are constantly equipped and track the
Metric performances
(3) Learning & Development updates on continuous scale with the latest information
(4) Meet and Maintain productivity standards in a multi-task and regularly changing environment
(5) Enable the learning team to adopt the very latest changes in procedures/policies/products, effectively
and efficiently.
Training Strategy Implementation: Engineering Division (Knowledge Process Innovation & Management), IT and ITES (BPO, Call Center).
Identify Training Requirements, Built Training Calendar, Employee Career Development & Counseling, Maintain Skill Matrix, Training Man days as per policy, Generating MIS reports and Training Effectiveness. Sourcing trainers and organizing training programmers as per requirement.
• Recruitment & Selection - IT, ITES, Engineering Division - Wood, Steel Designers, Oil & Gas
• Training Delivery: Finalize and Deliver the training requirements
• Evaluation: Training needs, develop training courses.
• Training Reports: Prepare Training MIS, Feedback & measure training effectiveness for each program.
• Training Budget: In charge of planning training budget, manage monthly report as & when required.
• Managing Conferences & Extra Curricular Activities Induction: Ensure new employee orientation program.
• Deliverables: Training Identification, Training Calendar, Training Man days as per policy, MIS reports and Training Effectiveness
• Training -Organizational Behavioral Management and Soft Skills
Team Building Skills
Performance Systems Analysis(PSA)
Computer Base Training(CBT) and E-Learning
Stress Management
Leadership Skills
Ensure good Team working and multi-functionality
Interaction with client
Monitor revenue-Performance
Timely escalation of key issues
• Employee relation: Ensure timely closure of employee request and retain workforce. Also charting out the plan for one to one employee counseling
• Career Development Trainings
• Events: Organizing weekly and monthly meetings as a recreation process
US PROJECT TEAMS HANDLED- ENGINERRING DIVISION
Wooden Structures — UNIVERSAL FOREST PRODUCT Inc. USA
Wooden Structures — U.S COMPONENT (STROBER)
Steel Structures — AMERICAN BUILDING COMPANY
Power Plant — AREA BROWN BOVERI
Soft Skills Training
•Time Management
•Effective Communication
•Team Building Skills
•Call Process Techniques
•Decision Making
•Stress Management
•Goal Setting
•Motivation
•Leadership Skills
End to end Recruitment
•Liaise with line managers to evaluate recruitment need.
•Evaluating resource source.
•Interacting with consultants / third party recruiters.
•Interviewing and Selection
•Professional and Personal Counseling in EQ, PQ, IQ& MQ areas
•Leading Microsoft Research Team
•Customer Relation Management
•Train the Trainers
• Liaise with organizations, line managers to evaluate recruitment need.
• Soft Skills Trainings
• Interacting with consultants / third party recruiters.
• Interviewing and Selection
Conducted Career Development Oriented Seminars & Training (Soft Skills) in Engineering colleges and Schools throughout South India and Middle East Countries
Training Program for Entrepreneurship -‘National Foundation for Entrepreneurship Development’
Seminars on impact of new technologies in Management, especially in the area of Human Resource Development Management.
Training Consultant - National Education Community- ICRC Doha-Qatar
Project Management (2013) Score: 4.44 / 5 Percentile: Scored higher than 99% Demonstrates a clear understanding of many advanced concepts within this topic. Appears capable of mentoring others on most projects in this area. Strong Areas • Project Quality Management • Project Management Methodologies • Project Risk Management • Project Management Characteristics • Project Scope Management • Project Cost Management Weak Areas • None noted
The following components were covered in the credited course:- •Key points to strong leadership •Leadership vision and managerial goals •Organizational strategizing and planning to its optimum •Essential reporting and process documentation •Inspiring teamwork •Creating and developing a strong team •Motivating employees to achieve high success •Evaluating and rewarding job performance •Managing the different personalities •Hiring and retaining the right employees •Dealing with conflict, violence and difficult employees •Dealing with attendance and poor job performance •The importance of delegation •Multitasking and prioritizing skills •Time management and keeping stress under control •Problem solving and decision making •Verbal and written communication skills •Meeting management •Preparing and delivering a presentation •Communicating change to the staff •Understanding the fundamentals of Business including: Finance & Accounting statements and budgeting Economics & Ethics Operations and Quality Management Customer Operations - Care, Service & Support Marketing & Sales •The importance of constant open communication •Earning respect amongst staff and peers •Sharing the vision and achieving the goals
• HR / Personnel / Training:-Training & Development - EXPERT • Management :-Talent Management & Leadership Development - EXPERT • Management :- Recruitment, Performance Management (KRA/KPI) - EXPERT • Management :- Competency & Assessment,Measure Training Effectiveness - EXPERT • Operations :- Organization Development & Change Management - EXPERT
