within the guidance of the Operations operating plan and Division AAMT guidelines, provide managerial leadership to the AAMT training team to ensure efficient and high-quality training to sewers to meet the needs of Operations.
New Sewer Plan: collaborate with Senior Production Unit Managers and HCM team to forecast number of required new sewers per month.
AAMT Trainers: work with Operator Recruitment & Development Specialist to ensure sufficient number of qualified AAMT Trainers on-hand to maintain trainer-to-new worker ratio within Division guidelines. Train new AAMT Trainers if necessary.
Training Program: develop and implement training program for new sewers within the guidelines of the Division’s AAMT training methods. Collaborate with Garment Technologist to ensure methods being trained are consistent with the Methods Best Practices (MBPs).
Training Progress: regularly review new sewer training progress to ensure training goals are attained. Provide personal support to AAMT Trainers who are not able to achieve the new sewer training goals on a consistent basis.
AAMT Graduates: regularly monitor new sewers’ in–line performance for a short duration after graduation from AAMT. Provide support to those AAMT Trainers whose sewers are not maintaining expected in-line performance on a consistent basis.
Operator Incentive Schemes: provide inputs to the Operations Director on incentive schemes to shorten the ramp up time of new sewers.
Operator Expectations: identify key expectations of new sewers for their jobs.
Effective Working Relationships: work to meet the key expectations of new sewers where appropriate, and build and maintain effective and respectful working relationships to drive high new sewer engagement.
Internal Customer Expectations: identify internal customers’ key expectations from the AAMT services.
Service Delivery: hold the relevant direct reports accountable for building relationships and meeting expectations of customers to create high customer engagement.
Business Context: communicate the ‘bigger picture’ context in which IEs need to plan and execute work (e.g. world, country, industry, Division, customer and inter-departmental considerations).
Collaborative Teamwork: establish process for meeting regularly and holding IEs accountable for effective and collaborative teamwork at their level.
Personal Alignment: understand and personally commit to the Group’s core values and culture.
‘Walk the Talk’: lead by example and behave consistently with the Group’s core values and culture.
Assessment: take accountability for self-assessment of how to improve own personal effectiveness in the current role.
Feedback: ask for feedback regarding personal effectiveness from relevant parties.
Job Requirement
Education : 1st Degree in Management,Industrial Engineering or any related field of study,
Experience: five years of relevant experience on training & development.