Reference Number<\/p>\n
HCD\/Q1\/SMTO<\/p>\n
Description<\/p>\n
(1)\u00a0.\u00a0 \u00a0 \u00a0 \u00a0Purpose of the Job
\nJob alert subscription
\nTo provide support and implement the Authority\u2019s talent management, learning and development, and performance management\u00a0 initiatives in order to maximize the employee value proposition.
\n(2)\u00a0 \u00a0\u00a0Statements of Main Responsibilities<\/p>\n
Coordinates the recruitment process with relevant departments in line with the Talent Sourcing Policy\u00a0
\nFacilitates the Development of Job Descriptions in liaison with Talent Management Officer to ensure that accurate annual Job Descriptions are placed on staff personal files.
\nCoordinates staff competency and skills requirements and ensures staff fit between skill disposition and role held.
\nCoordinates talent and succession planning framework to ensure full adherence.
\nFacilitates the systematic identification of talent within the Authority.
\nManages talent pool and training records database and updates as and required.
\nMaintains database of all competencies and records their progress as and when necessary.
\nMaintains a pool of technical and behavioral competencies required for each role
\nEvaluates the outcome of learning and development strategies to ensure that staff learning outcomes are met annually.
\nConducts various engagement surveys relating to the Authority\u2019s Talent and Succession Planning framework.
\nCoordinates Knowledge Management activities to ensure knowledge sharing within the Authority.
\nEvaluates impact of learning initiatives on employee skills and Key Performance Indicator (KPIs).
\nEvaluates internal and work-related challenges relating to staff training and development.
\nEvaluates staff learning outcomes in relation to immediate short term and long-term objectives of the learning.
\nCompiles staff engagement assessment results and prepares reports for management decision.
\nManages annual learning budgets in terms of database updates of balances and all direct and indirect costs associated with training.
\nParticipates in creation of learning plan.
\nCoordinates the design and review of performance management policy and procedures to embed a performance driven culture and the Authority\u2019s performance management capability;
\nAdvice and guide line managers and all staff in the implementation of the performance management system and review tools to achieve the strategic objectives of the Authority;
\nAnalyses audit reports, departments\u2019 strategic performance reports, post training action plans and performance appraisal reports to gauge the efficacy of the performance management policy and guidelines in as far as their alignment to Authority\u2019s strategy is concerned;
\nValidates performance appraisal results which are an input to the performance rewards to ensure compliance with policy provisions;
\nPrepares a report on the Authority-wide picture of the performance rating distribution to influence decision making in the review of policy and procedures; and
\nImplement the Performance Improvement Plans (PIPs) to improve staff performance.<\/p>\n
(3)\u00a0 \u00a0 \u00a0 \u00a0\u00a0Knowledge and Skill Requirements:<\/p>\n
a.\u00a0 \u00a0General Education:
\n\u00a0 \u00a0 \u00a0 \u00a0\u00a0Full Grade 12 School Certificate
\nb. Qualifications:<\/p>\n
Bachelor\u2019s degree in human resources management\/public administration\/business administration or equivalent;
\nMembership to relevant professional body.<\/p>\n
c)\u00a0\u00a0\u00a0\u00a0Relevant Pre-Job Experience:
\n4 years\u2019 post qualification experience in Human Resources Management
\n\u00a0<\/p>\n
Work Level<\/p>\n
Skilled<\/p>\n
Job Type<\/p>\n
Permanent<\/p>\n
Salary<\/p>\n
Market Related<\/p>\n
EE Position<\/p>\n
No<\/p>\n
Location<\/p>\n
Lusaka<\/p>\n
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