Strategic Management in HRD- Example of a job competency profile template

Strategic Management in HRD

Example of a job competency profile template

Job title	Learning Consultant/Trainer
Department
Reporting to
Job purpose	Design and deliver practical learning solutions to client groups and individuals in order to meet clients' needs and benefit ourselves/organisation.

Key result areas		% of time spent
1. Design, planning and development	In partnership with the client and sales consultant/account manager design learning solutions to meet their needs Creatively, using specialist knowledge, design and develop innovative learning (if appropriate) solutions/identify possible areas for product development Design learning programmes for inclusion in proposals and tenders	10%
2. Deliver and evaluate	Deliver learning in a way that most effectively facilitates learning to meet clients' needs Delivery to standards of quantity and quality expected by the organisation and client Evaluate effectiveness and validate learning (if appropriate for the client)	60%
3. Development of client relationships	Monitor, anticipate and respond to customer requirements Build and maintain mutually beneficial relationships Respond to enquiries for new business with flexibility and initiative	10%
4. Management of people and resources	Build, maintain and sustain effective internal relationships with administrator and support staff throughout the team. Ensure clear communication with sales team prior to and throughout contract Effective use of IT for the benefit of the client, management of the contract and organisation Financial - together with sales/account manager ensure contracts are financially viable and correct expenses are charged Responsible for controlling and efficient administration of chargeable and non-chargeable expenses.	5%
5. Campaigning and influencing	Appreciate and act on the organisations campaigns and values Seek to translate campaigning messages and values where appropriate into practical solutions for benefit of the client	5%
6.Intellecutal capital	Continually develop own learning in specialist areas to enable leading edge delivery Apply own knowledge and learning to development of new products and methods according to clients' and organisation's needs Contribute to continuous learning for self, colleagues and the organisation. Feedback into 'future focus' and 'policy' work knowledge and understanding of issues and practice gained through client relationships.	10%

Competencies (Specific to the organisation or individual)

Competency 1

Competency 2

Competency 3

Competency 4

Competency 5

Competency 6

Levels of performance

Levels of performance for new recruit

Estimated time when this could be achieved: Day 1 to 6 months

Able to work in conjunction with other consultants to design tailored learning and development solutions for clients and design straight forward learning programmes to clearly defined needs

Able to evaluate delivery and validate programmes using organisational standard evaluation tools

Deliver Course & Conference and in-house work in conjunction with other consultants. To agreed delivery standards

Is able to establish personal credibility in order to maintain existing client relationships and establish new ones.

Build relationship with administrator, and consistently adhere to organisational standards

Use IT appropriately and develop skills to work with remote access for e-mail/info systems

Knowledge of the organisations business, systems, other departments, role and responsibilities and support mechanisms.

Recognise and act on own development needs and share personal knowledge and skills to the benefit of immediate team.

Knowledge of the organisation, campaigning, visions, values and rules

Levels of performance at established level (trained and competent in the role)

Estimated time when this could be achieved: 2 years

Design tailored learning and development solutions for clients and business development consultants. Constantly applies new learning, theories, concepts, models and examples to in house work and development interventions.

Able to design, implement and analyse different types of validation and evaluation forms/documentation. In conjunction with the client the effectiveness of the learning and identify future opportunities.

Able to establish the value of the intervention to the client and measure the outcomes.

Able to deliver range of in house programmes on own to the standard with an agreed level of repeat business.

In conjunction with sales/business development colleagues begin to develop own client base and introduce colleagues to own clients.

Actively shares new knowledge and learning and builds upon feedback received from colleagues and clients

Ability to monitor and take action to maintain the financial viability of contracts

Encourages and participates in critical reflection

Levels of performance at role model level

Estimated time when this could be achieved: 5 years plus

From in depth knowledge of a number of subject areas design and develop portfolio of new material and programmes for clients.

In response to client needs design and develop consultancy solutions other than learning programmes

Deliver to standard, and coach and mentor others in design and delivery of IHW programmes, sessions and methods

achieve agreed level of repeat business and agreed level of new clients. Work with business consultants to develop work areas and become involved in tenders

be part of best practice initiatives within the organisation and bring knowledge from clients - develop ways of integrating it

Input to the development of other organisations products - ie books, videos etc

Recognised authority in one or more areas and speak at conferences/write for publications/able to communicate with the media in a professional manner

Lead a community of interest

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