Training and Development Manager

The main purpose: The primary function of the Training and Development Manager is to manage and steer Human Capital processes relating to training & development, bursary programme (internal & external) and learnerships in partnership with CATHSSETA (The Culture, Art, Tourism, Hospitality, and Sport Sector Education and Training Authority). Ensures that company-wide developmental needs are assessed and identifies suitable training solutions, ensuring compliance with all relevant statutory requirements.

Reporting to the: General Manager: Human Capital

Key responsibilities will include but are not limited to:

• Training and Development Planning
• Conduct a thorough assessment to identify the organisation's training needs in partnership with EXCO & Line Managers
• Establish clear and measurable training objectives aligned with the organisation's strategic goals and sector skills plan.
• Collaborate with Managers, and employees to review Individual Development plans (IDPs) as to gather input and insights to ensure training plans are aligned with organisational needs and employee expectations.
• Choose appropriate training methodologies and training programs to address specific skill gaps and developmental requirements identified during the needs assessment.
• Identify, evaluate, and select external training vendors, educational institutions or online platforms if necessary to provide training programs aligned with the relevant Supply Chain practices.
• Develop a detailed training schedule that outlines when and where training sessions will occur, ensuring that it aligns with organisational priorities and operational needs.
• Ensure that the training programs comply with relevant legal and regulatory requirements, industry standards, and internal policies.
• Identify potential risks and challenges associated with the training plan and develop mitigation strategies to address them.
• Establish evaluation criteria and a metrics to assess the effectiveness of the training programs and measure their impact on organisational performance.
• Establish feedback mechanisms for ongoing improvement, where feedback from participants and stakeholders is collected and analysed for continuous enhancement of training programs.
• Workplace Skills Plan (WSP) and Annual Training Report (ATR)
• Liaise with all relevant departments to gather data and information required for the WSP and ATR submission. This includes financial information related to training expenditures etc.
• Gather data on the organisation's current skills profile and training needs through consultation with Line Manager, IDPs performance evaluations, and other relevant sources. Analyse this data to identify gaps and training priorities.
• Work closely with stakeholders to develop a comprehensive WSP that outlines the organisation's training objectives, strategies, planned interventions, and associated budgets. Ensure that the WSP aligns with the organisation's business goals and addresses identified skills gaps.
• Collaborate with CATHSSETA to understand their specific requirements for WSP submission clarifying any queries and ensure compliance with their guidelines.
• Oversee the preparation and documentation of the WSP and ATR. Ensure that all required information is accurately captured, and the reports are comprehensive, transparent, and compliant with CATHSSETA guidelines.
• Obtain necessary internal approvals for the WSP and ATR, ensuring that the reports are aligned with organisational strategies and financial allocations.
• Ensure the WSP and ATR are submitted to the relevant SETA within the specified deadline, adhering to the submission process outlined by the SETA.
• Maintain accurate records of WSP and ATR submissions, including acknowledgment receipts and correspondence with SETA. Monitor compliance with SETA requirements and deadlines for subsequent years.
• Evaluate the effectiveness of the WSP and ATR submission process annually and identify areas for improvement. Incorporate feedback from SETA and internal stakeholders to enhance the submission process in subsequent years.
• Multi Skilling Programme
• Conduct needs assessment and skill mapping
• Develop a comprehensive multi-skilling strategy
• Design customised training programs for identified skills
• Monitor progress and gather feedback for program improvement
• Encourage skill transfer and application in work roles
• Integrate multi-skilling with career development plans
• Address resistance and concerns through change management strategies
• Play a crucial role in planning, implementing, and evaluating multi-skilling initiatives
• Talent Management and Succession Planning
• Build talent pipelines for current and future job openings
• Enhance productivity through effective design and implementation of identified talent programs including succession planning
• Develop creative and innovative talent acquisition strategies this includes appropriate marketing, planning and building a diverse talent pipeline
• Oversee the process of strategic workforce planning examine workforce plans, understands the labour markets segments, skills, competencies and experience necessary that aligns to the business needs and budget
• Continuous tracking and use of key metrics to drive continuous implement and to make better decisions, to ultimately improve the quality of talent acquisition and training function
• Work with management to identify talent gaps, the existing talent capabilities and future requirements and develop an overarching Talent Acquisition, Talent Development and Mobility philosophy
• Facilitate effective implementation of the performance management system including the appropriate plans for the various talent classifications within budget and timeframe

Minimum qualifications and experience:

• National Diploma (NQF Level 6) in Human Resource Management / Industrial Psychology or similar
• Skills Development Qualification advantageous
• Minimum 5 years experience as a Training and Development Manager
• At least 2 years experience as a Skills Development Facilitator

Skills And Knowledge

• Excellent verbal and written communication skills
• Strong analytical and critical thinking skills
• Planning and organising Skills
• Customer Focus
• Action Oriented
• Time Management
• Attention to detail
• Problem solving abilities
• Results driven
• Project management
• Innovative thinker
• Coaching and mentoring skills
• Negotiation skills

The CTICC has adopted a Mandatory COVID-19 Vaccination Policy.

Kindly apply for this position through our applicant tracking system: https://cticc.recruitee.com/ before 17h00 on the 24 January 2024 by completing the Employment Application Form and submitting your highest qualifications, CV and your e-vaccination certificate. Only shortlisted candidates and complete applications will be considered. The CTICC reserves the right to close this advert at any given time.

The CTICC is committed to Employment Equity and particularly welcomes applications from suitably qualified Historically Disadvantaged Individuals (HDIs).

For more information on the Cape Town International Convention Centre please visit: www.cticc.co.za