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Here are the different generic learning and development roles in a corporate team and the functions that each role entails:

1. L&D Manager - Develops and implements learning and development strategies aligned with the company’s goals and objectives - Oversees the L&D team and ensures that they are delivering high-quality training programs - Collaborates with other departments to identify training needs and develop customized training programs - Evaluates the effectiveness of training programs and makes necessary improvements - Manages the L&D budget and ensures that resources are used efficiently

2. L&D Specialist - Designs and delivers training programs that meet the specific needs of employees - Conducts needs assessments to identify knowledge and skill gaps - Develops training materials, such as presentations, handouts, and e-learning modules - Facilitates training sessions and provides coaching and feedback to learners - Evaluates the effectiveness of training programs and makes necessary improvements

3. L&D Administrator - Provides administrative support to the L&D team, such as scheduling training sessions and maintaining training records - Coordinates logistics for training programs, such as booking venues and arranging catering - Manages the L&D database and ensures that training records are accurate and up-to-date - Assists with the development of training materials, such as formatting presentations and proofreading documents - Responds to employee inquiries about training programs and provides support as needed

These roles are essential in ensuring that employees receive the necessary training and development to perform their jobs effectively. By understanding the functions of each role, companies can build a strong L&D team that can deliver high-quality training programs that meet the needs of their employees.