identifying training and development needs within an organisation through job analysis, appraisal schemes and regular consultation with business managers and human resources departments.

Development Specialist

• identifying training and development needs within an organisation through job analysis, appraisal schemes and regular consultation with business managers and human resources departments.
• Evaluating training and development programmes .
  • liaising with managers and interviewing employees at all levels to identify and assess training and development needs .
    • Organize staff training sessions, workshops and activities .
    • ISO 9001:2008 Internal Auditor .
      • Provide advice and assistance when conducting staff performance evaluations .
      • planning, and sometimes delivering, training - including inductions for new staff .

Explain and provisions of the personnel policy

Purpose of the Assignment

This assignment is designed to show your understanding of the duties of a Development Specialist. It highlights how important this role is in supporting employee growth, improving company performance, and ensuring quality standards.

Sample Answer

Development Specialist – Roles and Responsibilities

As a Development Specialist, my main role is to help improve the skills and performance of employees in the organisation. I do this by identifying training needs, planning and delivering staff development activities, and supporting managers in improving overall employee performance.

Identifying Training and Development Needs

To understand what kind of training is needed in the organisation, I use several methods:

• Job Analysis: I study job roles to see what tasks are involved and what skills are required. This helps me find any skill gaps.

• Appraisal Schemes: I review employee performance evaluations to identify areas where staff need support or development.

• Consultation with Managers and HR: I regularly meet with department heads and HR to discuss team performance, staff feedback, and any changes in business needs. These conversations help us stay updated and plan training that is relevant and timely.

Evaluating Training and Development Programmes

After training has been delivered, I make sure to evaluate its success. This involves:

• Collecting feedback from staff and managers.

• Checking if learning objectives were met.

• Measuring improvements in performance.

• Making changes to future training if something didn’t work well.

This process ensures that training remains useful, cost-effective, and aligned with the organisation’s goals.

Liaising with Managers and Employees

A big part of my job involves speaking with staff and managers at all levels. I do this to:

• Understand what support staff need.

• Learn about any challenges teams are facing.

• Work closely with leaders to build tailored training plans.

I may hold interviews, surveys or focus groups to collect honest feedback from employees.

Organising Training Sessions, Workshops and Activities

I plan and coordinate various learning activities such as:

• In-house training sessions run by internal staff or external experts.

• Workshops on specific topics like communication, IT skills, or customer service.

• Team-building exercises to improve cooperation and morale.

I handle all the practical arrangements like booking venues, preparing materials, and keeping attendance records.

ISO 9001:2008 Internal Auditor Role

As an Internal Auditor for ISO 9001:2008, I help maintain quality standards in the organisation. This means:

• Checking that our training processes follow the quality management system.

• Making sure all documents, records, and procedures are up to date.

• Suggesting improvements during audits to meet ISO standards.

This role helps ensure that our learning and development processes meet international best practices.

Continued...