Job Description
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.
Design and develop creative, high-quality, interactive learning content for remote and classroom training, including lesson plans, facilitator guides, participant materials, videos, and practical exercises.
Provide individualized instruction and tutorial, or remedial instruction.
Negotiate contracts with clients, including desired training outcomes, fees, and expenses.
Monitor, evaluate, and record training activities and program effectiveness.
Analyze different types of employees based on their performance and potential and categorize them to distinguish high-potential ones (HiPos).
Prepare and propose a succession planning policy based on the organization's strategy.
Prepare and maintain IDP result updates to analyze each development nominee’s progress line.
Evaluate management development programs to ensure the effectiveness of results.
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.
Design and conduct effective leadership development models.
Key Professional Competencies:
General culture in all HR areas.
Being familiar with learning theories and concepts.
Strong project management skills; able to identify needs, develop effective solutions, and manage
projects through to completion.
Being familiar with leadership models, concepts, and practices.
Telecom industry understanding.
Communication skills (oral and written).
Curiosity.
Anticipation and adaptation.
Listening and empathy Skills.
Creativity and innovation.
Influence and persuasion.
Relationship building.
Analytic thinking.
Problem-solving skills.
