Job Summary:
This L&D position will be responsible for designing, implementing, and managing the learning and development initiatives for employees within the fabric mill. This role focuses on enhancing the skill sets, knowledge, and competencies of the workforce to drive operational efficiency, quality standards, and innovation in textile manufacturing. The L&D position will collaborate with various departments to identify training needs and design programs that align with both the organization’s strategic goals and industry standards.
Key Responsibilities:
Training Needs Analysis (TNA):
· Analyze operational metrics and quality reports to identify areas for workforce improvement.
· Conduct regular training needs assessments by engaging with department heads, supervisors, and employees to understand skills gaps and development needs.
Training Program Development:
· Ensure that training materials and content are relevant to the textile industry, focusing on production processes, quality standards, safety protocols, and emerging trends in fabric manufacturing.
· Design and implement training programs for different employee levels including machine operators, quality controllers, production managers, and administrative staff.
Onboarding & Orientation:
· Oversee the onboarding and orientation programs for new employees to ensure smooth integration into the organization’s culture and operational processes.
Delivery & Facilitation:
· Conduct in- house training sessions through a combination of e- learning, workshops, and hands- on training.
· Coordinate with external trainers and consultants for specialized training sessions.
Monitoring & Evaluation:
· Monitor the effectiveness of training programs by evaluating participant feedback, assessing learning outcomes, and tracking performance improvements.
· Adjust programs based on feedback and changing operational requirements.
Employee Development:
· Encourage employees to adopt a growth mindset by fostering a culture of learning and innovation.
· Promote continuous learning and development through career development programs, mentorship opportunities, and upskilling initiatives.
Budget & Resource Management:
· Collaborate with HR and department heads to prioritize training initiatives based on budgetary constraints and operational needs.
· Manage the L&D budget, including training materials, external trainers, and other resources.
