This will act as a guide and you may have specific requirements that relate to your business and sector.
Below is a list of key duties we’d expect to see when putting together a job description:
- Assess individual, departmental and organisational learning and development needs.
- Analyse key people data, use of HR metrics & analytics.
- Work with senior management and HR teams to separate wants from needs.
- Manage training budgets and forecast current and future costs.
- Identify skills gaps and future learning requirements.
- Manage and develop learning content.
- Assess relevant learning and development needs and related budgets.
- Research and assess potential new L&D methods.
- Examples could involve blended learning options such as:
- On-The-Job Training.
- Classroom Training.
- Implement and deliver L&D strategies.
- Coordinate the logistics of training needs and practical implications.
- Identify external training partners.
- Evaluate the success of learning interventions and related budgets and commercial implications.
- Update key stakeholders, management and decision-makers on new L&D methods and systems.
Below is a list of key qualifications we’d expect to see when putting together a job description:
We often find that experience in a role and specific skills gained whilst working are of primary concern to employers there will often also be the requirement for specific qualifications.
- Some may require Degree Education.
- Being educated to a degree level is often desirable.
- CIPD qualifications are often requested and expected.
- Alternatively, graduates with a level-7 qualification will be in high demand.
- MBA in HR management is also another option.
- Some employers will also welcome a BTEC HNC/HND in HR management.