Dy. Manager - Learning & Developement

Purpose:

To design, implement, monitor, and continuously improve Learning & Development initiatives that enhance employee technical capabilities, behavioral competencies, and leadership skills in alignment with the construction companys operational, safety, and compliance needs. The role includes developing and maintaining Skill & Competency Matrices, conducting assessments, and ensuring measurable training ROI through pre- and post-training evaluations

Responsibility & Accountability

Training Need Identification (TNI) & Planning

• Conduct

  Training Needs Analysis (TNA)

  annually and quarterly at corporate, project, and department levels.
• Map

  skill gaps

  against project requirements, client specifications, and statutory training mandates (e.g., BOCW, EHS).
• Engage with Project Managers, Functional Heads, and Safety Officers to identify

  critical skill shortages

  in site execution, safety, quality, and project controls.

B. Skill Matrix & Competency Matrix Development

• Develop and maintain

  Role-Based Skill Matrices

  for engineers, supervisors, foremen, technicians, and site staff.
• Prepare

  Competency Matrices

  covering technical, behavioral, safety, and managerial competencies.
• Link matrices to career progression plans and promotions.

C. Learning Program Design & Delivery

• Design

  training calendars

  (technical, behavioral, statutory, and leadership) aligned with business objectives.
• Coordinate with internal SMEs and external trainers for program delivery.
• Implement

  blended learning

  models classroom, on-site, e-learning, toolbox talks, and simulation training.
• Customize technical modules for

  construction domain

D. Assessments & Evaluation

• Conduct

  Pre-Training Assessments

  to establish baseline knowledge/skills.
• Implement

  Post-Training Assessments

  to measure learning gain and skill improvement.
• Use

  practical demonstrations and on-site evaluations

  for skill-based programs.
• Track

  Kirkpatricks 4 Levels of Training Evaluation

  (Reaction, Learning, Behavior, Results)

E. Training Effectiveness & ROI

• Use

  training scorecards

  to measure training hours, cost per employee, skill improvement %, and productivity gains.
• Present

  quarterly L&D MIS reports

  to management, highlighting ROI and recommendations.