● Assess training needs through surveys, interviews with employees, focus groups, and/or consultation with managers, instructors or customer representatives.
● Offer specific training programs to help workers maintain or improve job skills.
● Develop alternative training methods if expected improvements are not seen.
● Coordinate recruitment and placement of training program participants.
● Design and develop creative, high-quality, interactive learning content for remote and classroom training including lesson plans, facilitator guides, participant materials, videos, practical exercises, engaging activities, training handouts, interactive e-learning and evaluations.
● Evaluate training materials prepared by instructors, such as outlines, text, or handouts.
● Offer specific training programs to help workers maintain or improve job skills.
● Schedule classes & courses based on availability of classrooms, equipment, and instructors.
● Negotiate contracts with clients, including desired training outcomes, fees and expenses.
● Provide follow-up coaching, ongoing support and refresher training as required.
● Maintain accurate and up-to-date case files documenting client goals, activities, and interventions.
● Monitor, evaluate and record training activities and program effectiveness.
● Provide recommendations for improvement of the effectiveness of training programs.
● Ensure all recurring learning programs are updated on a regular basis to encompass program, product, service delivery, procedural and technology changes.
● Develop effective project plans to facilitate the building of learning programs and curriculum to close gaps identified.
● Provide advice and guidance to business groups on design challenges, assesses performance gaps and recommends solutions on principles, programs, approaches, and mediums.
● Devise programs to develop executive potential among employees in lower-level positions.
● Analyze different types of employees based on their performance and potential and categorize them in order to distinguish high potential ones (HiPos).
● Discuss career opportunities with high potentials on the regular basis.
● Develop specialized program for talents and key employees through development centers.
● Provide individualized instruction and tutorial or remedial instruction.
● Propose high potentials to newly created challenging job vacancies (Rotation & Promotion).
● Cooperate with the external vendors and designs tailor made programs for the development of high potentials.
● Design the mentoring and coaching methodology based on ACs and performance evaluation results.
● Build the network of internal and external coaches and mentors.
● Prepare and propose succession planning policy based on organization strategy.
● Design and conduct effective leadership development models.
● Execute the company’s Learning and Development strategy and manage the development of a robust talent pipeline for key roles at the company through effective high potential management, leadership development, and succession planning.
● Evaluate management development programs to ensure effectiveness of results.
● Consult with key people to develop their IDP based on feedback reports and AC results.
● Prepare and maintain IDP result updates in order to analyze each development nominates’ progress line.
● Consult with key people for identifying the best activities and practices for development.
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