Home

Job Purpose:

The SM – Learning & Org Development will spearhead the design, implementation, and evaluation of training programs for technical (Railway Engineering/Infrastructure) and behavioral/leadership domains. The role ensures alignment with organizational goals through structured Training Needs Analysis (TNA), content development, expert collaboration, delivery (online & ILT), feedback analysis, and ROI measurement. The incumbent will also drive continuous learning by converting feedback into actionable insights.

PS: Practitioners with demonstrated experience in Functional & Behavioral L&D from Railway Engg/ Infrastructure/ EPC Industry apply

Key Responsibilities & KRAs:

1. Training Needs Analysis (TNA) & Strategy Development

  • Conduct skill-gap analyses for technical (railway engineering/infrastructure) and leadership/behavioral competencies.
  • Collaborate with department heads to identify critical training priorities.
  • Develop an annual L&D roadmap aligned with business objectives.
KPIs:
  • % of departments covered in TNA annually.
  • Number of competency frameworks updated/created.
  • Stakeholder satisfaction score (survey) on TNA accuracy.

2. Training Content Design & Development

  • Design engaging curricula for technical (e.g., track maintenance, signaling, electrification) and soft skills (leadership, communication, safety culture).
  • Leverage instructional design principles (ADDIE, Bloom’s Taxonomy) for online (eLearning, webinars) and ILT modes.
  • Partner with Subject Matter Experts (SMEs) to validate content accuracy.
KPIs:
  • Content relevance score (post-training feedback).
  • Time-to-market for new programs (vs. timeline).

3. Training Delivery & Facilitation

  • Facilitate high-impact sessions (classroom, virtual, blended) for diverse audiences.
  • Ensure seamless logistics for ILTs (venue, materials, tech).
  • Monitor attendance and engagement in online platforms (LMS/webinars).
KPIs:
  • Average training attendance rate (>85%).
  • Participant engagement score (e.g., polls, discussions).
  • Completion rate for eLearning modules (>90%).

4. Learning Evaluation & ROI Measurement

  • Implement Kirkpatrick’s model (Levels 1–4) to assess training effectiveness.
  • Calculate ROI by linking training outcomes to productivity, safety, or cost savings.
  • Analyze feedback to refine programs (e.g., NPS, qualitative insights).
KPIs:
  • % of trainings evaluated at Level 3 (behavioral change).
  • ROI for key programs (e.g., reduction in engineering errors post-training).
  • Average feedback score (>4/5).

5. SME Collaboration & Vendor Management

  • Identify and onboard internal/external SMEs for specialized topics (e.g., railway safety standards).
  • Manage vendor partnerships for content/licensing (e.g., LinkedIn Learning, technical certifications).
KPIs:
  • Cost savings via vendor negotiations (% reduction).
  • SME Partnerships per year

6. Behavioral & Leadership Development

  • Drive initiatives like coaching circles, 360-degree feedback, and action-learning projects.
  • Convert developmental feedback into personalized growth plans.
KPIs:
  • % of leaders showing improved competency scores (pre/post-assessment).
  • Employee retention rate in critical roles.

7. Digital Learning & LMS Oversight

  • Curate digital learning paths (microlearning, simulations for technical skills) on Swadhyay & Swarachit Learning Platforms & Frameworks
  • Track LMS usage and optimize content accessibility.
KPIs:
  • LMS active users/month (>80% of workforce).


Qualifications & Skills:

Education: Masters in HR/T&D, Engineering, or Psychology. Certifications like CPTD, PMP, or Kirkpatrick preferred.

Experience: 10+ years in L&D, with expertise in technical (railway/construction) and leadership training.

Skills:
Instructional design (Articulate 360, Vyond).
Data analytics (Power BI, LMS reports).
Facilitation (virtual/in-person).
Stakeholder management.
View all job openings