Description |
Boston-based Liberty Mutual Group is a diversified global insurer and fifth largest property and casualty insurer in the U.S. based on 2008 direct written premium. The Company also ranks 86th on the Fortune 500 list of largest corporations in the U.S. based on 2008 revenue. As of December 31, 2008, Liberty Mutual Group had $104.3 billion in consolidated assets, $94.2 billion in consolidated liabilities and $28.9 billion in annual consolidated revenue.
Liberty Mutual Group offers a wide range of insurance products and services, including personal automobile, homeowners, workers compensation, commercial multiple peril, commercial automobile, general liability, global specialty, group disability, assumed reinsurance, fire and surety. Liberty Mutual Group employs over 45,000 people in more than 900 offices throughout the world.
Conducts in-depth job-task analysis and/or needs assessment to determine training solutions and other performance enhancement solutions (e.g., management reinforcement, rewards, role clarity, job aids). Designs evaluation strategies to validate that learning outcomes are achieved. Develops individual training program goals, overall program objectives and module objectives. Works with a variety of subject matter experts to design training curricula and programs, considered moderately complex in nature. Uses template oriented e-Learning applications in a sophisticated manner to design interactive e-Learning products.
1. Reviews program evaluations, test results, and participant and manager feedback on training effectiveness to make recommendations for program improvement.
2. Designs evaluation strategies and tools to determine whether desired learning and performance outcomes are achieved.
3. Conducts in-depth job-task analysis and/or needs assessment to identify learning objectives, and to determine training solutions and other performance enhancement solutions (e.g., management reinforcement, rewards, role clarity, job aids, etc.)
4. Consults with managers and various team members to develop individual training program goals, overall program objectives, and module objectives. Ensures training is focused on increasing the capability of employees to perform in their job.
5. Applies knowledge of instructional design theory to design course content, working with subject matter experts, management, trainers, e-Learning specialists, etc. At this level, creates new training programs from scratch, with some manager guidance, starting with conducting a formal analysis of training needs.
6. Applies knowledge of adult learning theory to identify appropriate training media and methodologies based on audience learning styles, course content, audience location, point within the learning process, etc. Designing is created for traditional classroom, online classroom, self-paced e-Learning modules or a blend of approaches. Training methodologies may include group lecture, role play, simulation exercises, self-study, on-the-job training, computer-based training, etc.
7. Works with e-Learning specialists to develop more sophisticated e-Learning programs and applications.
8. Researches, selects, and modifies existing training curriculum, content, materials, job aids, etc. to meet learning needs.
9. Identifies needs for outside resources, and sources vendors, as appropriate. Handles vendor management, to include coordination of resources and ensuring quality of product and service levels delivered.
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Requirements |
Bachelor's degree required, in addition to 4+ years of training design experience. Master's degree in Instructional Design or a related field preferred. Prior experience includes working with moderately complex content and designing training for multiple delivery modalities (traditional classroom, online classroom, and self-paced e-Learning modules). Demonstrates excellent written and verbal communication skills. Demonstrates strong project management skills. Has broad knowledge of instructional technologies and is proficient in the advanced use of e-Learning tools that do not require programming.
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