Dy. Manager

3 days ago

Hyderabad, Telangana, India Amara Raja Infra Private Limited Full time ₹ 8,00,000 - ₹ 12,00,000 per year

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.

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