2022-04 –
2023-04
2021-06 –
2022-03
2020-04 –
2021-06 General Manager Learning and Development / Quality (Operations)
Dunzo, Bangalore
- Reporting to VP operations and CEO Kabeer.
- Managed team of 25 QA’s and 15 L&D associates
- Strategized Learning and Development basis on ROI model, brought below changes:
CSAT was picked from 3.5 to 4.25
Transfer rate reduced from 8% to 5%
QOC increased from 88% to 95%
- Accountable for curriculum design, delivery and measuring program specific goals and learning outcomes.
- Work with client partners to conceive and develop complex learning models to address current learning gaps or deliver on new learning expectations.
- Overseeing and understanding gaps in the current programs and improvise the same on stakeholder requirements and market expectations.
- Collaborated with learning heads to establish appropriate standards and benchmarks in curriculum, analyze and present the achievements to stakeholders.
- Identified, liaison and manage external academic consultants hired for program specific requirements.
- Working with the content team and learning heads to develop appropriate assessment frameworks to gauge the effectiveness of ongoing programs.
Chief Manager Learning and Development – SLP and CSCM
Reliance Retail, Mumbai, Maharashtra
- Developed 30day training plan for SLP and CSCM team, I carried out TTT batch and then my Team too it ahead
- Brought in skill development institute – Anudip Organization. I developed the customized content and delivered TTT to Anudip Org. They carried out the batched ahead.
- Did DISC profiling for 247 ALPO’s and 12 States heads
- Developed the process content for Zonal heads on Loss and prevention
- Facilitated training session for 900 people on critical thinking, communication skills, Decision making and interpersonal skills
Senior Manager Learning and Development
Wellness Forever Retail , Mumbai, Maharashtra
- Drove Learning and Development with the support of 12 team members reporting to me.
- Identify, create, facilitate and execute investment. Ensuring all resources in the assigned areas are aligned and equipped to implement the strategy.
- Made buy/build decision for development and deployment of learning assets
- Lead the development, customization and sourcing of content for capability development programs. ( Redesigned program like Manthan for Store Manager, Udaan for Area Managers and Neev for Shift supervisor)
- Identifying learning through Dashboards
- Managed E-learning LMS called LAMP at Wellness forever, also have hands-on of VILT.
- Using ADDIE, 360deg analysis model and Kirk Patrick model pre and post analysis is done for every business required training.
- Proved successful working within tight deadlines and fast-paced atmosphere.
- Lead initiatives to re-engineer and improve existing learning process.
- Developed fresh transformational program for all at Wellness forever, called Eklavya, and 15 to 30days Floor Excellence program for Wellness for ever call center.
- Delivered training through blended learning.
- Created L&OD plan of Get Set Go:
Get
- In this phase, candidates will get their DICS profiling done
- Then they will go through Assessment
- Interview for the up-gradation.
Set
- Candidates will go through a 9-month training journey.
- They will get compulsory assignments.
- 9 months journey is divided into 4 semesters.
- After 9 months they will sit for the panel interview.
GO
- If candidates will clear all the above parameters then they will go to the next position e.g: Store manager is ready to become Area manager.
- Or else they will sit again for a fast-track refresher.
- With the above journey, I successfully transformed 85 people's life.
- There are more projects I carried out for wellness forever, Like MBTI profiling for call center candidates and executing their 15days induction training plan.
