TECHNICAL TRAINING CONTROLLER
Apply locations Chamdor Brewery time type Full time posted on Posted Yesterday time left to apply End Date: November 2, 2024 (2 days left to apply) job requisition id 30069477
Dreaming big is in our DNA. It’s who we are as a company. It’s our culture. It’s our heritage. And more than ever, it’s our future. A future where we’re always looking forward. Always serving up new ways to meet life’s moments. A future where we keep dreaming bigger. We look for people with passion, talent, and curiosity, and provide them with the teammates, resources and opportunities to unleash their full potential. The power we create together – when we combine your strengths with ours – is unstoppable. Are you ready to join a team that dreams as big as you do?
The key purpose of this role is to be responsible for creating and sustaining a progressive learning environment for level 2 and 1 teams. This will be done by providing an effective service focused on the acquisition of competence to support brewery performance.
Key outputs and responsibilities:
Maintenance Pillar SME Knowledge:
- Be an SME for the Maintenance Pillar
- Positively Impact the application of Maintenance Pillar across the Brewery
- Audit & Coach to improve VPO Health Status
- Good Facilitation
Initiate the training and development process:
- Get relevant input for training buckets, this is taking from Team room discussions, ITIF, Annual Training Plan and all other problem-solving discussions i.e. 5Why's, abnormality reports, walkabouts.
- Collaborate with People Manager and VPO Manager regarding activities onsite
- Engage with People Business Partner regarding suitable solutions where the training solution does not exist/not part of the Annual Training Calendar
- Consolidate departmental training needs by reviewing L&D inputs e.g. PDP as input to the annual LNA / budgeting process
Prepare for training:
- Coordinate the logistics of the required training and ensure relevant candidates are present and available
- Request Purchase Order requests from the NOCC L&D Services team for external training as per the signed off LNA
- Obtain approval from Zone L&D Specialist for costs not included in the LNA Implement the learning process
Effective use of SOP's:
- Implement the 8 step SOP process
- (Execution of the SOP’s are relevant and effective, use as training aid), track and check whether people are being trained against SOP, identify gaps in SOP and ensure Line Manager updates the SOP document
- Draw on the expertise of SMEs to run learning programmes
- Ensure all training completed is captured in Training Bucket and registers are completed
- Ensure all training registers and events are recorded via NOCC L&D Services Adapt training programme to meet the needs of the team / plant / audience i.e. run 2-day programme over a two-week period with short intervals
- Conduct a quality assurance of Visual Boards by engaging with Line Managers /HOD's
Evaluate the effectiveness of training and develop ROI report:
- Complete the Level 1 evaluations for formal classroom training, analyse the results and develop actions that will improve training effectiveness Monitor and Support CAP/SKAP
- Assist Line Managers to develop annual CAP/SKAP plan for team
- Monitor weekly / monthly adherence to plan
- Support Line Manager to schedule formative and summative assessments
- Identify SME Assessors and ensure an adequate pool of assessors in the plant
- Administration of CAP/SKAP Management system by ensuring information is accurate (Line Manager captures the assessment result, TC quality assures)
Identify Training Solutions for future Pipeline:
- Trainees: Conduct monthly check in with trainee to identify opportunities for trainee to attend training as per the planned training bucket (Line Manager responsible to report on progress, driving the trainee programme progress)
- Apprentices: Ensure Apprentice training solutions are included in the training bucket, identify opportunities for apprentice to attend training as per the planned training bucket
- Learnerships: Coordinate of the Learnership Programme (SA ONLY) (Line Manager accountable for management of Learners)
Reporting:
- Ensure the relevant KPI's are reported against weekly and monthly
- Communicate and share with relevant stakeholders onsite
Other Key Roles & Responsibilities:
- Action and implement training needs as part of Training Bucket process
- Implement training needs analysis process
- Facilitate the development of best practice
- Plant specific LNA in place
- Confirm training need
- Notify learners
- Facilitate training attendance
- SOP's are used to run plan in standardized manner
- Effective training on the use of SOP's
- Implement and monitor the delivery of learning solutions
- Record training data
- Apply recognized evaluation processes
- Aggregate and analyze training data
- Improve training programmes based on results
- Drive competence in plan to ensure delivery in KPI's / plant strategy
- Implement Diagnostic, Formative & Summative Assessments
- Drive competence of future pipeline feeders
- Training progress reported, action plans in place to address gaps Training and Development
- Assessments planned and conducted
- CAP/SKAP improved
- Learner feedback and appeals procedure to be adhered to
- Training plan implemented
- Training courses planned and implemented
- Training RoI reports
- ROI reports created and distributed to Departments and greater business Cost management
- Monthly cost reports to be communicated CAP/SKAP
- CAP/SKAP assessment plan and implemented
SKAP:
- Manage SKAP Process
- Ensures that SKAP procedures, ABI policies and other legal requirements are adhered to throughout the SKAP process
- Ensures that required SKAP assessments are carried out, involving relevant people where required
- Ensures that once SKAP assessments have taken place, candidates and other relevant records are updated, and all administration tasks in support of SKAP are completed. Communicates outcome of SKAP assessment to candidates, and general SKAP statistics to relevant people
- Ensures that where a candidate has not been declared competent, mechanisms are in place to address this
Develop Training Material:
- Interact with the shift team leader, Maintenance Controller and HOD’s to determine training needs
- Where necessary, develop training material to address specific needs of shift based and engineering teams. Where required, call in additional or specialized resources to assist in the development of training material. Ensure that training material meets the standards of ABI, and follows the training principles of AB InBev
- Where training material has been supplied by suppliers ensure that it meets the needs of the teams and the standards of AB InBev
- Where training material has been received from central office, verify that it meets regional needs, adapting if necessary
Implement Training:
- Ensure that where training needs to be undertaken, it is done following ABInBev policy and procedure
- Present training material, calling in additional or specialized resources as required to assist. Check the effectiveness of training material by conducting post-training evaluations
- Where evaluations indicate the need to refine training material, this must be completed, and training material updated
Training Administration:
- Custodian of departmental training record, ensuring that these are readily accessible and adhere to all ABInBev and legal requirements. Where training has occurred, updates relevant training records and, where appropriate, the SAP systems
- Interacts with individuals to resolve problems relating to training records and provides information relating to queries
About Us
The South African Breweries (SAB) has reimagined what a beer company can be and has anchored this in a powerful brand purpose – We Dream Big to Create a Future With More Cheers – which articulates who we are and where we are going.
At SAB it’s always about more than the beer.
We are driven by our passion to demonstrate the unique power of beer to propel South Africa forward. Since our inception over a century ago, SAB has grown to become South Africa's largest brewer, a powerful economic contributor, a leader in sustainability, and a champion of responsible consumption.
SAB is one of South Africa’s admired companies and corporate brands. The company has 7 breweries and 42 depots in South Africa, a total workforce of approximately 5000, and supports a beer economy ‘from seed to sip’ of over 250000 jobs. Its portfolio of beer brands meets the needs of a wide range of consumers and includes leading brands in beer and beyond such as Castle Lager, Carling Black Label, Corona, Brutal Fruit, and Flying Fish.
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