Result of Service
(1) Learning Needs Analyses Toolkits, including tools and guidance for learning and HR professionals to conduct LNA at the organizational, job and individual levels that can be used for upskilling or reskilling staff to new jobs, reprofiled jobs or changes to jobs, and organizational priorities.
(2) Learning Needs Analysis Results Report, including:
• Results of the analysis, including the list of learning paths, resources and opportunities available at:
Organizational level for [A] Quintet of Change capabilities outlined in Secretary General’s Our Common Agenda; and [B] Supporting a cultural shift based on the newly established UN Values and Behaviours.
• Job level for three prioritized jobs (either new or changed) at all relevant category grades.
• Individual level to provide staff with guidance on how to self-assess their capabilities against the learning solutions defined for the above defined solutions.
7 monthsDuties and Responsibilities
The Department of Management, Strategy, Policy and Compliance, the Office of Human Resources (DMSPC/OHR), and the Department Operational Support, Capacity Development and Operational Training Service (DOS/CDOTS) oversee the implementation of the 2021 – 2025 Learning Strategy. Following the principles and objectives of the Learning Strategy to create impactful learning solutions, the learning needs analyses (LNA) are essential tools in ensuring the Secretariat workforce is equipped with the required capabilities (skills, knowledge and abilities) to perform current and future jobs and demonstrates alignment with the organizational values and behaviours.
The required workforce capabilities identified by strategic workforce planning and the organizational values and behaviours, established through a participatory and consultative process in 2021, provide the starting point for the upcoming LNA. They are articulated at the organizational level and across jobs. While some of the capabilities are needed across jobs and at the same level of proficiency, others require differentiation to ensure they meet the needs of specific jobs or field of work. An LNA is therefore required to understand the requirements and suggest optimal learning solutions.
Within the limits of delegated authority, the consultant will be responsible for the following duties:
– Design an LNA methodology, including tools and guidance for learning and HR professionals, to conduct an LNA for upskilling or reskilling to new jobs, reprofiled jobs or changes to jobs, and for supporting a cultural shift based on the newly established UN Values and Behaviours.
– Conduct an LNA for the workforce capabilities provided by OHR and based on the organizational values and behaviours
– Conduct an LNA for specific job profiles provided by OHR.
An advanced university degree (Master’s degree or equivalent degree) in the fields of organizational development, behavioral science, business or public administration, human resources management, social psychology, social sciences, or related fields is required. A first-level university degree (Bachelor’s degree or equivalent) in combination with two additional years of relevant experience may be accepted in lieu of the advanced university degree.
A minimum of 5 years of professional experience in conducting learning needs assessments, including mapping of learning opportunities is required.
Experience in instructional design, learning development, education or related area in an international setting is required.
Experience working collaboratively with diverse stakeholders and building trusted professional relationships with them is required.
Experience designing strategic learning solutions for workforce transformation is required.
Experience drafting guidelines, toolkits and other instructional materials for HR and Learning practitioners is desirable.
English and French are the working languages of the United Nations Secretariat. For this consultancy position, fluency in English is required. Knowledge of another official United Nations language is an advantage.
THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.