Learning, Development, Training, Content Development, Curriculum Design, Training Administration, Instructional Designing
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Shweta is a management postgraduate from All India Management Association with Human Resources Specialization. She has over 7 years of working experience with manufacturing and Global professional Services sectors as a learning & Development professional. Her passion includes understanding the business and its dynamics, identifying the growth areas and the skills and abilities that are needed in the professionals to achieve the growth. By designing programs using Adult learning principles she enables the learners to understand "why learning" than a mere completion of training. She works hard to build a pipeline for succession planning of the top positions by conducting various training needs analysis at career levels and understands the development needs through assessments and suggest the development programs that have a direct impact on the development of professionals thus having a positive impact on the team and the organization. Given an opportunity with your firm, Shweta can learn the dynamics and culture of the firm and contribute to its overall development while continuously improving her skills and knowledge. You will find her soft spoken, straightforward and honest with the work and manages a team with transparency and diplomacy. Awaiting your interest,
Aeries Technology Group
Senior Learning Specialist
2016 - Present
• Successfully built L & D function into the system and delivered multiple programs and workshops for staff and managers. • Designed and developed the On-boarding program for AERIES and integrated the drive of values to make the professional better relate to the firm. • Framed the competency dictionary for the firm and developed the curriculum thereby enhancing the capability levels of professionals. • Charted out the organization structures and designed the succession planning and career paths for AERIES. • Developed Training policy and co-authored HR policies for AERIES and established a communication roadmap for the same.
2012 - 2016
Developed capabilities for USI Tax practitioners through learning and development initiatives. Delivered solutions that are aligned with Deloitte Learning Standards of Excellence and business needs in the marketplace Collaborated with project teams and client stakeholders to strategize the learning plan, build learning roadmaps and integrate blended learning principles to create a rich learning experience. Known as the SME of processes and the business thereby being responsible for consulting, coaching and training the team and new joiners. Designed SOP’s for various processes. Lead a project to define the team composition, responsibilities, external & internal locus of control, collaborating with various teams to build a robust practice. Designed and managed the delivery of a comprehensive onboarding program (in collaboration with the Instructional design team) for Deloitte USI tax new joiners which includes a basic and deep dive of the TIPL competency framework. Designed and managed the delivery of the TIPL framework curriculum for USI Tax function of around 2500 professionals by conducting Focus Group Discussions and working with leadership team to align the programs with the business priorities. Provided Learning & Development Consulting that included: conducting needs assessments, defining functional competency models, implementing learning strategies and solutions, and measuring results. Leveraged learning tools including Saba Centra Virtual Learning System, Poll Everywhere, ON24 Tool and Brainshark. Leveraged a team of partner/principal/director deans, learning and business experts and external vendors.
Amara Raja Group
Executive - L&D
2009 - 2011
Create and sustain the Learning and Development department initiatives across The 7 Group Companies involving 6000+ employees. o The L & D process involves handling end to end training process Cycle. (Need identification – Designing the training calendar – Implement the calendar – Measure effectiveness and close gaps). Designing Annual Training Plan for the group and Individual Group Companies & Customize cadre wise training programs based on: Core Competency, Leadership Competency & Job Competency Preparation of Business Plan & Training Budget for the year & sourcing the appropriate Training Faculty and Organizing & coordinating Training Programs Conducting Induction Training Program for the fresh talent inducted. Evaluating Effectiveness of Training through Feedback System and T-Gauge Online training Effectiveness Measurement Model based on Kirk Patrick’s model. Compile statistics, evaluate data, form conclusion and present recommendation to management, Systematic Maintenance of Training Records-Compilation with ISO, EMS & OHSAS requirements & Handling In plant/Project Trainees Coordination for MDP’s, External Training Programs & Process bills relating to Trainings Content designing for training programs on Various training programs along with the SME