Duties & responsibilities
Human Resource development part
A/Annual Training Plan
· Defines and executes an annual training plan in support of short and long term business objectives
· Implementation of Functional Competencies and Management programme
· Do training needs analysis on gap to fill with appropriate tools.
· Plan and control training activities & learning interventions that will result in knowledge transfer & skill acquisition for employees of the company.
· Develop appropriate training, learning & development programs
· Supervise delivery of training& learning activities
· Participate in selection of Training providers.
· Conduct quality checks on all Training Providers
· Identify training opportunities and find possible solutions to the training needs
Annual Training Budget
· Prepares zero based costs of soft skills training and submits budget HRD and Controllers annually
· Monitors training expenses and evaluates impact on the business.
· Manages training participants accommodation, transport and feeding cost effectively
· Ensure training is achieved within approved budget.
Training KPIs & reporting
· Responsible for managing the business unit soft skills training KPIS
· Keeps accurate records of soft skill training
· Accurate and timely reporting of training information required by HR
Training Evaluation
· Provide relevant information on the course content in a pre-course briefing.
· Agree on evaluation criteria for training activities upfront
· Participate in the post course evaluation.
· Evaluate impact and follow up on developments
· Monitor subsequent training needs.
Training & Career development/ career management:
· Prepare and implement employee training plan in order to develop functional and managerial capabilities of employees
· Follow-up career development plan for managers (Management review) in order to assist and provide advices in career development.
· Assist and help managers in preparing their personal development plans (PDP)
· Follow-up on the implementation of their PDPs
Performance management:
· Advise and coordinate the objectives setting for individuals and teams as well as annual appraisal
· Manage the planning of objectives setting
· Ensure follow-up of objectives realization
B/Change Management part
Ensure that the new change initiatives introduced into the organization help to further the organizational objectives and fit in completely with its corporate vision and mission. The change initiatives or projects within the organization will include changes to technology and systems, changes to business processes and changes in organizational structure and job roles.
Coaching and Mentoring to Implement Change: includes the role as a coach or a mentor for the organization to implement change; will strive to achieve quick adoption of change and ensure efficient understanding and training in order to achieve organizational proficiency to handle new initiatives and projects; perform the role of a coach or mentor for senior managers of the organization to assist them in fulfilling their role as change sponsors for their respective departments and teams ; engage with key project teams to help them integrate their projects with crucial change management initiatives undertaken by the organization.
Primary attention to the people side of change. Create a structured change management implementation strategy so that there is consistency in adopting change for every employee, every project team and every department.
Identify the most expected and potential points of resistance to change. Develop counter strategies to reduce the resistance and address the doubts and uncertainty surrounding the change to foster a positive acceptance of change.
Create specific change management plans with respect to training and orientation of employees. Training will lead to the path of least resistance to change and maximum utilization of the new initiatives for the company.
Establish parameters to measure the early adoption, effective utilization and proficiency to new change initiatives for individual employees as well as groups or departments.
Identify deviations in performance from the change standards and implement strategies for corrective action to achieve full organizational adoption to change
Employee Engagement: Continue to maintain a close engagement with specialists from the HR, training and communication departments to ensure a smooth transition to change and organization-wide successful implementation of change initiatives. This includes developing workable employee engagement strategy & follow-up on action plan implementation
Build Internal communications capacity, develop and implement best practice standards for internal communication practice across the company to foster a positive company culture.
Qualification BA Degree in Management /or any other related field of study.
Experience: 6 years of experience in facility service activities. At least 2 years of experience in management position in Human Resource Development & change management. It is preferable to have experience as in manufacturing company.