Operational Planning
• Identifies knowledge gaps of the employees in the organization and builds development plans to bridge those gaps.
• Develops learning consolidated budget, monitors training costs and prepares periodic budget reports.
• Partners with all departments in managing the training budget allocated to the concerned department business.
• Works with internal and external partners, manages budgets and tracks the effectiveness of training programs.
• Designs and applies nomination criteria, and the process of soliciting appropriate nominations of staff.
• Plans daily activities and assigns tasks to support staff and coordinates all activities for timely completion to meet deadlines

Training and Development Management
• Undertakes, identifies, analyzes and classifies training needs through assessment surveys, interviews with ICIEC staff or consultations with managers and categorize these needs by themes and priority.
• Leads the annual learning needs analysis activities and implement the annual training plan effectively.
• Ensures all learning and development needs arising out of the PDR process are addressed through effective learning and development interventions.
• Conducts Skills Gap Assessment by liaising with relevant departments so to identify skill gaps at ICIEC and prioritizes needs at an organizational, departmental and individual level to develop the T&D Budget and Learning Plan.
• Identifies and negotiates with vendors and addresses the emerging skill gaps, communicates the Learning and Calendar to ICIEC employees and implements the T&D processes
• Ensures collation of feedback on training effectiveness at the conclusion of every T&D initiative and overall process to monitor and to review the findings to incorporate improvements in the T&D process.
• Analyzes and presents training related data to support management decision making regarding training activities.
• Supervises the organization of training courses to meet the Bank’s needs.
• Manages the communication, delivery, evaluation and continuous improvement of training curriculum, sharing lessons learned and best practices with colleagues.
• Ensures that the Annual Training Plan’s budget execution is done at cost-effective manner.
• Participates in the on-boarding and induction program organized by the Division.
• Ensures training packages, materials and programs that fit the identified needs of the target users.
• Supports the design and editing of course materials to ensure that they meet the training needs.

Trainer Evaluation
• Imparts knowledge and skills to targeted staff/trainers in delivering specific in-house training programs (e.g. orientation, iPDR, BEI, handling difficult staff etc)
• Participates in the assessment and change management teams.
• Ensures maximum ROI on all learning activities.
• Develops tools to measure effectiveness of learning programs and compiles & reports training metrics.
• Supervises the evaluation of learning and acts on findings to improve training programs as required.
• Conducts regular assessment of learning and development programs.
• Evaluates list of approved training and development vendors.

Individual Performance and Development Review
• Works in close coordination with the Heads of Department and the CEO in implementation of the iPDR (Individual Performance and Development Review) process.
• Ensures that proper planning of the performance and development is carried out timely which include defining the KPIs of the employee.
• Monitors that the PDR (initial, mid-term and final reviews) are properly done and within the given time deadline through the year.
• Coordinates between the Supervisors and Supervisees issues related to the misunderstanding/incomprehension that might arise during the appraisal process and proposes way forward.
• Ensures that relevant documents related to the iPDR– Performance and Development Plans, Mid-Year Review Forms, Annual Appraisal Forms, Finalized Ratings, etc., are rightly maintained in the employee files and well reflected in the files.

Average Performance Rating
• Submits the cost, data analysis and reporting after the performance appraisal for merit increment.
• Prepares budgets for, analyze and makes recommendations regarding the Average Performance Rating (APR) for management approval to ensure that salary increments remain within budget.
• Collates, inputs, and prepares analytical reports from performance management ratings to provide managers with rating distribution information to support evidence-based decision-making.
• Calculates merit increase based on performance management ratings and approved scheme.
• Collates all recommendation for promotions from each department.

Implementation of Lumesse System and SAP Database
• Ensures proper implementation of the Lumesse online appraisal of the ICIEC and assists Staffs when it’s required.
• Ensures that the parametrization phase of Lumesse is properly carried out and the HC Staffs are well-trained to the new system.
• Ensures that Lumesse is fully compatible with ERP in terms of reporting and does abide with ICIEC’s Staff Rules and Regulations.
• Initiates a training program for ICIEC staffs for the proper use of Lumesse new acquired system of iPDR.
• Organizes and maintains all training records for all ICIEC employees.

Career Management
• Undertakes initiatives to implement the ICIEC’s Competency Framework in order to drive behaviors that are aligned with the strategic priorities and direction for the organization.
• Assists in the implementation of the Young Professionals Programs (YPP) and Young Associates Program to ensure sourcing, performance evaluation, development and career progression of young professionals at ICIEC.
• Manages the implementation and rotation process of Young Professionals Program (YPP) as part of the Corporation’s strategic pipeline for professional and leadership talent.
• Implements the career management framework through various initiatives such as training, job rotation, etc.

Knowledge Sharing & Innovation
• Leads market surveys and benchmarking and analysis of Human Capital best practices.
• Acts as a resource within the Division to conducts exit interview assessment with the relevant staffs as well as participate in the On-Boarding Program.
• Represents ICIEC in external events such as consultation meetings, conferences and seminars related to the area