Learning Practitioner Instrumentation (Non Permanent)
Energy, Chemicals
Minimum Requirements
- National Senior Certificate with Mathematics and Physical Science
- Occupational Trade Qualification Maintenance Trade Certificate / Red Seal (Instrumentation) (must)
- Higher OETDP certificate (Wish)
- Accredited Assessor and Moderator (Wish)
- Trade Test Assessor and Moderator (Wish)
- 4+ relevant years as an Artisan
- TC_HR_L&D Marketing and Communication
- TC_HR_L&D Research, Development and Innovation
- TC_HR_Learning and Development
- TC_HR_L&D Content Design and Development
- TC_HR_L&D Strategy
- TC_HR_L&D_Manage L&D people, processes and technology
- BC_Action Oriented
- TC_HR_L&D_Facilitate Virtual Learning
- TC_HR_Facilitate Face to Face learning
- BC_Ensures Accountability
- TC_HR_Learning Administration
- TC_HR_People Advocacy
- TC_HR_L&D as Leader and Cultural Catalyst
- TC_HR_Leading Projects
- TC_HR_Digital Integration
- TC_HR_Digital Literacy
- TC_HR_Business Acumen
- TC_HR_L&D Sustainability
- TC_HR_Learning Evaluation
- TC_HR_Coaching
- BC_Communicates Effectively
- TC_HR_Assessments and Moderation
- TC_HR_L&D Auditing and Quality Assurance
- TC_HR_Learning Planning
- BC_Manages Complexity
Responsibilities
- Identifies learning needs, applies methodologies, develops learning material and facilitates the training and assessments of the workforce including 18.1 and 18.2 appointments according to the legal requirements within business unit of responsibility in alignment with the Energy business learning strategy, frameworks, policies and guidelines. Each learning practitioner has a dedicated assigned business of responsibility.
- Identifies required learning interventions and learning outcomes through assessing current versus required knowledge and skills and proposing gap closing interventions.
- Assess the target population profile for learning requirements as well as learning intervention in alignment with the identified population profile in order to determine whether the intervention needs to be developed or is already available in order to address the specific identified need.
- Designs, develops and/or selects learning methodologies of specific modules in line with relevant learning legislation and business requirements.
- Facilitates the process in delivering learning interventions through a variety of learning methodologies.
- Guide learners towards competent practical application of their skills within a workplace context through e.g. application projects/assignments.
- Conducts assessments within area of expertise, thus specific trade, using methods, activities and processes specified by appropriate legislative framework.
- Ensures adherence to and implementation of the Sasol learning guidelines, frameworks e.g. policies, processes and legislation.
- Support the line managers to evaluate competence and identify gaps by using the standard competency and proficiency criteria as a guide once learners have been deployed to the respective operational areas.
- Formulate learning plan with timelines.
- Facilitate formal and coordinate on-the-job learning by providing learning plan with timelines.
- Monitor progress during the training programme process against agreed learning plans.
- Manage performance of assigned learners according to the Sasol Code of conduct.
- Develop, revise and update learning material as needed.
- Acts as moderator/assessor for 18.1 and 18.2 learners where and when required both in Sasolburg and Secunda environment, thus must be prepared to travel.
- General supervision of learners including fulfilling role of complainant during disciplinary inquiries and completing time and attendance
