Key challenges include

- Identifying current and future competency requirements in line with business objectives.
- Consolidating Training Need Identification (TNI) across departments and converting identified gaps into structured development plans.
- Ensuring effective utilization of the approved training budget.
- Maintaining adherence to the Annual Training Calendar and ensuring timely execution.
- Measuring training effectiveness and demonstrating business impact.
- Developing internal trainers and subject matter experts.
- Enhancing functional, behavioral, managerial and leadership capabilities.
- Ensuring continuous improvement in employee skill levels and competency matrices.
- Managing multiple training requirements across plant and corporate functions.

1. Principal Accountabilities & Supporting Actions

A. Training & Development Strategy
- Develop and implement the annual Training & Development strategy in alignment with organizational objectives.
- Establish training priorities based on business requirements, competency gaps and future capability needs.
- Define annual learning objectives, targets, coverage and training effectiveness parameters.
- Develop structured learning frameworks for different employee levels and functions.
- Ensure alignment of Training & Development initiatives with organizational policies and HR strategy.

B. Training Need Identification & Competency Development
- Lead the annual Training Need Identification (TNI) process across all departments.
- Review competency requirements and identify functional, behavioral, managerial and leadership gaps.
- Analyze individual and departmental competency matrices.
- Consolidate training requirements received from HODs and functional leaders.
- Prioritize training needs based on business impact, criticality and employee development requirements.
- Develop competency-building plans for identified skill gaps.
- Monitor improvement in competency levels through structured development interventions.

C. Annual Training Calendar & Execution
- Prepare and finalize the Annual Training Calendar based on approved training needs.
- Ensure timely execution of planned training programs across the organization.
- Review monthly training plans and ensure adherence to the approved calendar.
- Re-plan deferred or cancelled programs based on business priorities.
- Coordinate with HODs, internal trainers and external training agencies for program execution.
- Ensure appropriate training infrastructure,



material and facilities are available.
- Monitor participation, attendance and completion of training programs.

D. Training Budget Management
- Prepare the annual Training & Development budget.
- Ensure effective utilization of the approved training budget.
- Monitor actual expenditure against the approved budget.
- Evaluate cost-effectiveness of external training programs and consultants.
- Coordinate with Finance/Accounts for timely processing of training-related payments.
- Identify opportunities for internal training and cost optimization.

E. Training Effectiveness & Evaluation
- Establish appropriate methods for measuring training effectiveness.
- Review participant feedback, pre- and post-training assessments and learning outcomes.
- Evaluate effectiveness of training faculty, content and methodology.
- Assess the impact of training on employee performance and competency development.
- Track training coverage, man-hours and other defined L&D; KPIs.
- Prepare monthly and periodic MIS for management review.
- Initiate corrective actions wherever training effectiveness is below the expected level.

F. Learning Content & Module Development
- Identify and develop training modules based on organizational and functional requirements.
- Review existing training modules and update them as required.
- Develop pre- and post-training assessments where applicable.
- Coordinate with subject matter experts for technical and functional content development.
- Ensure training material is relevant to organizational processes and business requirements.
- Facilitate standardization of training content across departments.

G. Leadership & Management Development
- Design and implement development programs for supervisors, executives, managers and senior leadership.
- Identify high-potential employees and support their development through structured learning interventions.
- Develop programs focused on leadership, people management, communication, decision-making and managerial effectiveness.
- Support succession planning through capability development initiatives.




- Coordinate leadership development interventions with senior management and external experts.

H. Induction & Employee Integration
- Develop and continuously improve the employee induction and orientation framework.
- Ensure new employees receive structured organizational, functional and process-related orientation.
- Coordinate with respective departments for role-specific induction.
- Monitor completion and effectiveness of induction programs.
- Facilitate integration of new employees into the organization.

I. Internal Trainer & Knowledge Management
- Identify and develop internal trainers and subject matter experts.
- Establish an Internal Trainer Development framework.
- Encourage knowledge sharing and cross-functional learning.
- Promote internal learning sessions, technical talks and best-practice sharing.
- Develop a structured repository of training modules, presentations, assessments and training records.

J. Training MIS & Management Reporting
- Maintain accurate and updated Training & Development records.
- Monitor key L&D; indicators such as:
- Training Man-Hours

- Training Coverage

- Training Calendar Adherence

- Training Cost

- Training Effectiveness

- Competency Improvement

- Employee Participation
- Prepare monthly, quarterly and annual Training & Development MIS.
- Present key findings, achievements, gaps and improvement plans to HR leadership and management.
- Ensure training records are maintained for review and audit purposes.

K. External Training & Vendor Management
- Identify and evaluate suitable external training institutes, consultants and faculty.
- Establish and maintain a network of reliable training partners.
- Evaluate training proposals, content, methodology and commercial terms.
- Monitor the quality and effectiveness of external training programs.
- Review vendor performance and maintain training partner records.

L. Continuous Improvement & Learning Culture
- Promote a continuous learning culture across the organization.
- Identify creative learning methodologies and development practices.
- Introduce appropriate digital learning, workshops, on-the-job learning and knowledge-sharing initiatives.
- Benchmark Training & Development practices with relevant industry practices.
- Review the effectiveness of existing L&D; processes and implement improvements.
- Support organizational capability-building initiatives as required.

📌 Training & Development - HEAD (Jaipur)
🏢 Mayur Uniquoters
📍 Jaipur