Job Purpose
The job holder is responsible for collaborating with stakeholders to build Overall Development Plan (ODP- including Capability construct and Learning roadmap); identify capability development needs, design và develop capability development solutions; plan, manage budget và organize implementation of capability development solutions for frontline in order to fulfil requirements of the Division and Techcombank&039;s strategy.
Key Accountabilities (1)
Strategy và planning:
- Build capability development strategy to close the gap for frontline managers, sales force and support functions of Division
Business và operation management
1. Capability Development Management:
- Build và manage planning, budget và financial management.
- Manages impact assessment và readiness for initiatives/ other strategy changes related to the Overall Development Plan.(e.g:new products, new service model, changes in policies/ legal regulations, etc.). Manage change implementation.
- Engage business stakeholders and partners to identify capability development needs, build and manage Overall Development Plan (incuding Capability Construct và Learning Roadmap) for all Retail frontline positions
2. Capability development solution Design và Development:
- Define and validate learning objectives and outlines, learning assets, approach and evaluation parameters
- Managing Projects: Engages stakeholders to manage development of new (or revision of) learning asset (including managing vendors, if applicab
- Create learning assets, leveraging standardized templates and asset development parameters for wide range of assets
3. Capability development solution Implementation và Evaluation:
- Manage implemetation of training/ facilitation/ coaching activities, as well as post- training evaluation model/ process/ tools/ system
Key Accountabilities (2)
PEOPLE MANAGEMENT
- Define team’s capability requirements and enable team member’s professional and personal development through capability assessment, training, coaching và feedback, mentoring, etc.
- Manage sub- function/ function performance và provide feedback regularly (following the annual performance management cycle)
- Oversee human resources planning and execution (headcount và costs) of their function/ sub- function
- Motivate and recognize team members’ contributions towards the team’s shared goals
- Act as a role model and promote corporate culture at function/ sub- function level
- Establish and communicate sub- function/ function and individual KRAs/ KPIs, goals, action plan, expectations and results to reporting line
- Attract, onboard and retain the right talents for a high- performing team
- Understand và communicate relevant HR offerings to team members.
- Responsible for developing talents within the function/ sub- function
Key Accountabilities (3)
Corperate Culture:
- Perform other related tasks as requested
- Make sure to be a role model in building corporate culture
- Ensuring the management at the unit in accordance with 3 principles: fairness, transparency and respect
- Ensure the correct and full implementation of organizational culture implementation plans, make sure staff understand and apply consistently organizational cultural values, behavioral standards.
Key Relationships- Direct Manager
Chief of Division/Head of Function
Key Relationships- Direct Reports
Advisor, Capability Development Senior Manager, Capability Development
Key Relationships- Internal Stakeholders
Stakeholders within and outside Division
Key Relationships- External Stakeholders
Training vendors, state authorities (inspector, SBV, )
