COMPANY BRIEF:

• Our client is a leading Vietnamese manufacturer and supplier of dried foods and powdered products, catering to both B2B and B2C segments across domestic and international markets (Japan, Europe, and Southeast Asia).

JOB SUMMARY:

• Ensure the effective implementation of the company's training and development initiatives, aligning with business strategies and talent development goals, while meeting workforce requirements in both capacity and capability.

RESPONSIBILITIES:
1.    Company’s Competency Framework

• Participate in the design and development of the organization’s competency framework to guide training initiatives and employee capability development.
• Leverage the competency framework to assess employee competencies, identify training and development needs, and implement tailored programs to enhance skills and improve performance.
• Manage and maintain the competency framework to ensure its accuracy, relevance, and alignment with the organization’s strategic goals and development plans.
• Provide guidance and support to employees on how to effectively use the competency framework for personal growth and professional development.

2.    Internal Career Development System

• Participate in the creation of a career development system to guide career opportunities and career paths for employees within the organization.
• Provide career counseling to employees, helping them identify the necessary skills and qualifications to achieve their professional goals.
• Design and direct training and development programs that support employee career growth, enhancing organizational capacity, improving employee performance, retaining talent, and unlocking employee potential.

3.    Training Roadmap

• Develop a comprehensive training plan that addresses the training needs of the organization, individual departments and roles.
• Establish training standards and define evaluation criteria for assessing the effectiveness of training programs.
• Research and evaluate external training providers and their offerings to ensure they meet organizational needs.
• Collaborate with other departments to ensure the effective implementation of the Training Roadmap.
• Direct the design of training and skill development programs for employees, ensuring they align with the organization’s goals and development strategy.
• Monitor and assess the effectiveness of training programs, using the feedback to continuously improve and update the Training Roadmap in response to the organization’s evolving requirements.

4.    Training program

• Design training activities that are in line with the organization's goals and specific needs.
• Manage the training programs throughout their implementation, including tracking progress, evaluating outcomes, providing feedback, and making improvements to ensure the program meets the established training objectives.

5.    Talent Management

• Assess the organization’s training needs by identifying the training requirements of each department, team, and individual.
• Develop training programs that ensure alignment with the training needs of various departments and individuals within the organization.
• Manage the training programs to ensure effective implementation. Ensure that departments and individuals participate in the training programs and achieve the training objectives set.
• Employee Development: Oversee the development of employees by providing training courses, skill development activities, and mentorship programs.
• Evaluate and measure the effectiveness of the training programs.

6.    Succession Planning Program to Develop Future Leaders

• Evaluate Employee Performance & Competencies: Assess the competencies of current employees within the organization to identify potential candidates for future succession roles.
• Establish Development Plans: Create personalized development plans to help identified employees acquire the skills and experience necessary to perform duties in a succession role.
• Training and Development: Provide training and skill development programs to help succession candidates build the required skills and competencies.
• Monitor and Assess Development: Track and evaluate the progress of succession candidates to ensure they meet the training and development objectives and adjust development plans as needed.

7.    Performance Appraisal & Management

• Design the Performance Management System: This includes defining the criteria and metrics for evaluating employee performance.
• Train Employees on the Performance Management System: Take on the role of trainer to educate employees about the performance management system, helping them understand the evaluation criteria and performance metrics, as well as the processes for measuring and assessing performance.
• Monitor the Performance Evaluation Process: Oversee the employee performance evaluation process, ensuring objectivity and fairness in assessments.
• Employee Training and Development: Based on the results of performance evaluations, establish development plans for employees, guiding them in building the necessary skills and competencies to achieve organizational goals.
• Make Improvement Recommendations: Suggest improvements to enhance the effectiveness of the performance management system, including revising the criteria and performance metrics used to evaluate employee performance.

REQUIREMENTS:

• Knowledge of Training and Workforce Development: In-depth understanding of training methods, workforce development strategies, and the latest technologies related to Learning & Development (L&D).
• Training Program Design Skills: Ability to design effective training programs that meet the needs of various departments within the organization.
• Training Needs Analysis Skills: Ability to analyze training needs within departments and for individual employees to ensure that training programs are aligned with organizational goals.
• Training Evaluation and Measurement Skills: Expertise in assessing and measuring the effectiveness of training programs to make necessary adjustments and improvements for future training initiatives.
• Knowledge of Training Technologies: Proficiency in utilizing the latest training technologies to enhance the effectiveness and reach of training programs.
• Knowledge Transfer Skills: Ability to effectively communicate knowledge and teach skills to ensure the success and impact of training programs.
• Project Management Skills: Proficiency in managing training-related projects, ensuring timely and successful execution.
• Work Supervision Skills: Ability to oversee and guide the work of others to ensure the smooth implementation of training programs.
• Consulting and Problem-Solving Skills: Ability to provide guidance and resolve issues related to employee development and training needs.
• Communication Skills: Strong ability to communicate and coordinate with various departments within the organization, as well as with external partners.
• Program Analysis and Evaluation Skills: Ability to analyze and assess training programs to ensure quality, effectiveness, and alignment with organizational goals.
• Creativity and Innovation Skills: The ability to think creatively and innovate in order to design more effective and engaging training programs.