Learning Development Specialist

As a Learning Development Specialist at AMODA, you'll take on a variety of responsibilities including designing and implementing employee training programs, identifying training needs, and developing soft skills training modules. You'll also coordinate both internal and external training sessions to enhance technical skills and evaluate the effectiveness of these programs through feedback and performance metrics.

To be considered for the Learning Development Specialist role at AMODA, you should have a bachelor’s degree in HR, Psychology, Education or a related field, with a minimum of 2-3 years of experience in Learning & Development or Talent Development. Strong knowledge of training methodologies and instructional design is crucial, as well as proficiency in tools like Google Suite and LMS platforms.

In the role of Learning Development Specialist at AMODA, you’ll contribute significantly by identifying specific training needs across the organization, creating relevant and engaging learning materials, and facilitating training sessions that resonate with employees. Your collaboration with managers will also play an essential part in integrating learning initiatives into development plans.

Key skills for the Learning Development Specialist position at AMODA include excellent presentation and facilitation skills, strong analytical abilities to assess learning needs, proficiency in digital learning tools, and a desire to innovate in the realm of Learning & Development. Additionally, the ability to work collaboratively across departments is very important.

The work environment at AMODA encourages creativity and collaboration, especially for the Learning Development Specialist. Being a fast-paced startup, the role requires adaptability and a proactive approach to drive a strong learning culture, making it an exciting place for those passionate about employee development.

To effectively assess training needs, I would conduct surveys, interviews, and performance evaluations, engaging with managers to understand gaps and desired improvements. This data-driven approach helps create tailored training programs that align with both employee aspirations and the company's goals.

In my previous roles, I developed instructional design frameworks that combined content analysis and adult learning theories to create engaging educational materials. I used various tools such as LMS platforms and e-learning software to design courses that cater to various learning styles, ensuring effective training outcomes.

I evaluate the effectiveness of a training program by collecting feedback through surveys and assessments pre and post-training, looking at performance metrics, and observing changes in employee behavior on the job. Continual improvement is key, so I use this data to iterate on the training content as needed.

To foster a positive learning culture at AMODA, I would promote open communication about learning opportunities, encourage manager support for employee development, and celebrate training accomplishments. I’d also incorporate a variety of learning modalities, ensuring training is engaging and accessible to all.

I stay updated on Learning & Development trends by following industry publications, participating in webinars, and networking with other professionals in the field. I also engage with online communities and professional organizations that focus on educational innovation and training methodologies.

Collaboration is critical in my approach to learning development. By working closely with department heads, I ensure training programs are relevant and aligned with business objectives. I also facilitate cross-departmental training sessions, leveraging diverse skills and perspectives to enhance learning experiences.

One successful training program I developed focused on soft skills for employees in a customer-facing role. I integrated interactive workshops, role-playing, and e-learning modules, leading to a significant increase in customer satisfaction scores post-training, which demonstrated the program's effectiveness.

When encountering resistance to training initiatives, I first seek to understand the concerns by listening actively. I would address any misconceptions, provide clear benefits of the training, and involve employees in the development process to gain their buy-in and demonstrate the value of the learning programs.

I utilize various tools and technology for training delivery, including Learning Management Systems (LMS), e-learning platforms like Articulate or Adobe Captivate, and collaboration tools like Google Suite. These platforms enable interactive and flexible learning solutions that cater to diverse learning needs.

Integrating feedback into training program improvements involves regularly soliciting input from participants and stakeholders. I analyze this feedback alongside performance data and make necessary adjustments, ensuring the training continuously evolves to meet the changing needs of the organization.