The Training Manager is responsible for planning, organizing, leading and supervising training department.
Key duties/responsibilities of Training Manager:
1. Identify "Core Competencies" of Workforce.
- Identify "core competencies" of workforce with training director.
- Deploy competency mapping in the company.
2. Knowledge Management
- Keeping training materials up to date.
- Using IT to produce training materials and manuals.
- Management of all training materials of company.
- Organizing the using of training materials in company (also include e-learning).
3. Training Needs
- To manage the training and development process, which includes training needs analysis, development and implementation of the training calendar, development of the training curriculum and content implementation to ensure that employees are trained to develop the skills and competencies required by the company
- To manage, plan and implement the training activities of all the employees (both operations and administration) in accordance with existing policies and best practices to ensure that all the employees has the required knowledge, skills and competencies to carry out the work required of them in achieving the Divisions goals.
4. Design and Develop Training Programs
- Designing and developing training and development programs based on both the organization's and the individual's needs.
- Working in a team to produce programs that are satisfactory to all relevant parties in an organization.
5. Implement Training Programs
- Ensuring that statutory training requirements are met;
- Planning the training title.
- Make training plan monthly, quarterly.
- Amending and revising programs as necessary, in order to adapt to the changes that occur in the work environment.
- Organize training plan approved.
- Helping line managers and trainers to solve specific training problems, either on a one-to-one basis or in groups.
- Supervising the work of trainers.
- Management of training center.
- Train instructors and supervisors in techniques and skills for training and dealing with employees.
6. Appraisal of Training Effectiveness
- Evaluating training and development programs.
7. Design Career Development for all positions.
- Design "development way" for each position.
- Communicate career development to all employees.
8. Identify and Implement Career Development for each employee.
- Check competency of each employee as requirements
- Identify development plan for each employee.
9. Workforce Competency Appraisal.
- Appraisal competency of employee periodically.
- Identify quality of workforce as requirements
- Develop testing and evaluation procedures.
10. Training Budget
- Considering the costs of planned programs and keeping within budgets.
- Assessing the return on investment (ROI) of any training or development program is becoming increasingly important;
11. Reports to Top Board of Directors
Job Details
| Date Posted: | 2013-05-05 |
| Job Location: | Eastern Province, Saudi Arabia |
| Job Role: | Education/Training |
| Company Industry: | Construction |
Preferred Candidate
| Career Level: | Management |
| Gender: | Male |
| Nationality: | Saudi Arabia |
| Degree: | Bachelor's degree / higher diploma |
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