Training Director

1. Team Management & Development:

• Responsible for Training Center Department overall unity, cooperation, performance, spirit, image, and competency
• Lead and facilitate cross function cooperation to achieve center common objectives
• Develop divisional/departmental organizational structure, job descriptions, budget to perform the company strategies/goals; ensure periodical review or whenever necessary
• Develop divisional/departmental and individual KPIs, do an alignment with direct line manager, and ensure the target achievement
• Cascade targets to subordinates by assigning KPIs, giving instructions, supporting for achieving the targets, and ensuring performance appraisal as requested
• 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 the gap between the current and expectation
• Deliver training of processes, procedures, work standards/instructions to subordinates, and ensure compliance within the delegated functions
• Motivate, encourage employee engagement and ensure a positive work environment

2. Planning & Reporting:

• Headcount planning (number, position, promotion), budgeting, and master training to serve the business development and operation need white maintaining cost-efficiency.
• Strategically develop effective training and development plans in the short & long term ensuring that there is consistency with business strategies.
• Track training records and develops opportunities in addition to developing dashboard reporting for all levels in the business.
• Create and maintain the Training Regulation.

3. Training Need Analysis (TNA):

• Oversee all activities of the department and identifies the business’s developmental needs ensuring that there is consistency with core competencies and goals.
• Lead a team to participate in the overall TNA process as required.

4. Training Program Development:

• Strategically develop effective training programs and materials “Best in Class”, making regular modifications to programs where necessary.
• Responsible for relevant post-training follow up, field coach and training result measurement and tool kits.

5. Training and Development Delivery

• Responsible for the overall training delivery service quality, effectiveness, and efficiency.
• Observe and provide feedback to improve training program, training delivery quality, accuracy, and consistency.
• Actively study, facilitate necessary communication to ensure training delivery standards, trainer’s image standards compliance. Provide Training Solution & Operation with feedback for improvement where appropriate.
• Develop and implement a model of decentralized training to achieve the optimal sources of learning by successful directors/managers.

6. Trainer and Line Trainer Development

• Responsible for building training delivery trainer competency profiles based on the approval competency framework and dictionary.
• Responsible for building line managers as trainers (Line Trainer).
• Feedback to the Trainer - Acts as feedback to the trainer or the facilitator and the entire training process.

7. Training Impact Analysis (TIA)

• Assessment Center - Training evaluation ensures that training programs comply with the competency gaps.
• Ensure 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.

8. 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.

9. Learning Technologies

• Provide pedagogic advice, guidance, encouragement, and support on the use of technology to staff involved in learning and development, such as Store simulation, E-Learning, Questionnaire Banking, Training Management System, Training Employee Application…
• Facilitates access to expertise, services, and resources relating to technology-supported learning.

10. Learning Culture

• Organizational recognition of the value of investment in staff education.
• Staff coaching to identify knowledge deficits and need