Strategic Objectives

1. Define Strategic Learning & Development Needs, Learning Benchmarking & align with key HR Strategies
2. Articulate Learning Goals in the context of Company Business - Functional Need
3. Align Functional developmental & Strategic Business Objectives
4. Identify Role Modelled Competencies at managerial, business & technical levels including providing proficiency levels
5. Identify Strategic Learning Objectives for Bank Officers through a strategic development gaps analysis
6. Perform Development/Managerial Centers at periodic intervels to review & understand competency based development needs
7. Identrify & Perform Skill Inventory Benchmarking & implement short & long term development interventions
8. Utilize learnings from Assessment Center & development Center( Gap Analysis) to plan for Individual & Group Developmental Plans
9. Identify Coaching & Mentoring Needs including Training Coaches - Mentors, Role Developers, Position Specialists, Target Benchmarkers,
10. Integrate Learning and Development Needs with Career and Growth Programs

Operational Perspectives

1. Implement Learning Benchmarks at Standardized - Advanced Levels of Identified Competency Status
2. Integrate training & learning objectives at the operational & implementation level
3. Plan a training & development calendar based on training needs
4. Implement specific group & business wise management development activities to action change needs as identified
5. Execute training feedback & communication of needs versus developmental performance work conducted through the year
6. Transact with Business Managersto identify individual training pplans for each of their officers
7. Implement the Individual Development Plans
8. Support individualized Coaching in areas not covered through Group Work
9. Monitor Individual and Team Performance Changes Post Training
10. Evaluate short - medium & long term training effectiveness