Group Training Manager

·         Lead the learning and development strategy for TMGH and participate in L&D strategy development of other entities/group-wide in partnership with Group HR Directors/Business line leaders.

·         Translate these strategies into tactical implementation plans and be fully responsible to deployment plans/activities

·         Work closely with TMG HR team to develop/monitor/update the training policies/process/procedure to ensure the sufficiency and consistence at group-wise.

Training function and training programs management

·      Conduct regular TNA (Training Needs Analysis) with all entities under group to identify and confirm the upcoming training plans for new hires, High potential (HIPO) employees and management level personnel.

·      Collaborate with on-site HR specialist (entity level) to realize agreed yearly in-house training activities

·      Overall manage the development/update of training curriculum for new hire (Orientation program, On-the-job training, mandatory soft skills)

·      Conduct Orientation program/mandatory soft skills training for employees (either in Hanoi or HCMC)

·      Develop and conduct soft skills training programs for HIPO/management level personnel where external training services are not applicable

·      Maintain IP transferred programs and internally tailor them to meet the on-going business needs on learning and development.

·      Collaborate with TMG Head of People on HIPO development program implementation and evaluation

·      Design training evaluation program in partnership with TMG Head of People and be responsible for regular training management analysis reports issuance to support business needs and productivity improvement purpose.

·      Manage the operation/upgrade of online training function to service effectively business needs on learning and development

Training ROI management

·     Improve training effectiveness and employee productivity by developing a training evaluation process/tools following Kirkpatrick’s Model of training evaluation for Levels 2, 3 and 4 for all training conducted in TMG.

·     Propose proper outcome for each training course/type in agreement with business leaders/Talent management Manager prior training course delivery

·     Evaluate post training ROI (following Kirkpatrick’s Model- level 2, 3, 4) for all training courses (external and internal) and prepare analysis reports on training efficiency and recommendation on training strategy revisions where applicable.

·     Design and manage effectively assigned training budget and training sufficiency metrics on a regular review basis

Internal trainers’ development and management

·     Conduct Train the trainer programs to potential trainers from various entities when and as required

·     Support internal trainers on training techniques/content issues when and as required

·     Work closely with on-site HR personnel to anticipate the needs of internal trainers and co-identify the potential internal trainers for proper development plan.