Be responsible for the assessment and identification of the business’s training and development needs (TNA), Training Program Development, Training Impact Analysis (TAI), Talent Management and Learning Culture.
1. Team Management & Development:
- Build-up and develop the team, organize and assign tasks, manage the team performance; implement the employees’ competence evaluation and have professional development activities to fix gap between the current and expectation
2. Planning & Reporting:
- Develops effective training and development plans in short & long term ensuring that there is consistency with business strategies.
- Build and maintain the Competency Standard of benchmarks used to assess the skills and knowledge that a person must demonstrate in the workplace to be seen as competent.
- Create and maintain the Training Regulation.
3. Training Need Analysis (TNA):
- Oversees all activities of the department and identifies the business’s developmental needs ensuring that there is consistency with core competencies and goals.
- Lead team to participate in the overall TNA process as required.
4. Training Program Development:
- Develops effective training programs and materials “Best in Class”, making regular modifications to programs where necessary, including E-Learning materials.
- Responsible for relevant post training follow up, field coach and training result measurement and tool kits.
5. Training Impact Analysis (TIA):
- Assessment Center - Training evaluation ensures that training programs comply with the competency gaps.
- Ensures the training programs are effective in improving the work quality, employee behavior, attitude and development of new skills within the employee within a certain budget.
6. Talent Management:
- Driving annual talent review and succession planning cycle.
- Provide succession plans, conduct skills gap analyses to determine successor needs (Individual Development Plan).
- Develop sustainable programs for talent growth such as internships and Management Associate Programs and seeing through it end to end.
7. Learning Culture:
- Development of a learning plan plus coaching on setting goals towards achieving mastery in the learning objectives.
- Creation of dedicated educators within the company to champion a learning culture and to coach team members on uncovering their knowledge deficits and meeting their learning objectives.
8. Develop divisional/departmental organizational structure, job descriptions, budget to perform the company strategies/goals; ensure periodical review or whenever necessary;
9. Develop divisional/departmental and individual KPIs, do alignment with direct line manager and ensure the target achievement;
10. Cascade targets to subordinates by assigning KPIs, giving instructions, supporting for achieving the targets and ensuring performance appraisal as requested;
11. Deliver training of processes, procedures, work standards/instructions to subordinates, and ensure the compliance within the delegated functions;
12. Motivate, encourage employee engagement and ensure a positive work environment;
13. Other assignment from Training Center Director;
