Ensure that development needs and training are identified and appropriate programs implemented and evaluated in all levels of employees, working with members of the HR team. Initiate and develop a plan for the development of management by current and future needs of the company.
Responsibility:
1. Analyze training needs to develop new training programs or modify and improve existing programs.
Second Plan, develop and offer training and personal development, using knowledge about the effectiveness of methods such as classroom instruction, demonstrations, hands-on training, meetings, conferences and workshops, through education of the bench, internal or external resources.
3. Develop and organize training manuals, multimedia visual aids, and other educational materials, testing and evaluation procedures.
4th Make sure the performance of an effective review process is in place, all focused on the management requirements of business performance and allows an appropriate interface with employees as part of their own performance development, and management tracking online to see, diagnose and analyze the organizational problems
5. Maintain a succession plan or benchmark for power in the group to ensure that the organization is effectively the resources for the future under the leadership development and career goals and future needs of the business.
To evaluate the performance trainer sixth internal and external efficiency of training programs, providing recommendations for improvements.
7th Training the trainers and supervisors and technical skills training and treatment of employees.
8. Conduct orientation sessions and organize job training for new employees.
Prepare training budget for the department or agency.
KPI measures
1. The number of mandays training
2. The quality of education
Third time program development
4. % TNA objectives met
5th Education Budget
Email CV to: recruitment@sipco.net.sa
Responsibility:
1. Analyze training needs to develop new training programs or modify and improve existing programs.
Second Plan, develop and offer training and personal development, using knowledge about the effectiveness of methods such as classroom instruction, demonstrations, hands-on training, meetings, conferences and workshops, through education of the bench, internal or external resources.
3. Develop and organize training manuals, multimedia visual aids, and other educational materials, testing and evaluation procedures.
4th Make sure the performance of an effective review process is in place, all focused on the management requirements of business performance and allows an appropriate interface with employees as part of their own performance development, and management tracking online to see, diagnose and analyze the organizational problems
5. Maintain a succession plan or benchmark for power in the group to ensure that the organization is effectively the resources for the future under the leadership development and career goals and future needs of the business.
To evaluate the performance trainer sixth internal and external efficiency of training programs, providing recommendations for improvements.
7th Training the trainers and supervisors and technical skills training and treatment of employees.
8. Conduct orientation sessions and organize job training for new employees.
Prepare training budget for the department or agency.
KPI measures
1. The number of mandays training
2. The quality of education
Third time program development
4. % TNA objectives met
5th Education Budget
Email CV to: recruitment@sipco.net.sa
