Training Section Head

Identification the Training Needs:

• Follow-up the colleague’s performance annually and extract training needs.
• Extract the training needs from the job determinants of the skills to be available to employees.
• Compare and review training needs with performance appraisal and job description models.

Induction Training Programs:

• Follow up the implementation of induction training programs for new employees and introduce company policies to them.
• Evaluate the program and measure the knowledge of new employees about company policies.

Training Budget Mode:

• Addressing the training providers to know and negotiate the prices of the training courses according to the needs.
• Set the training budget according to the program prices including all the requirements of the training activity.
• Presenting the training budget to the Direct Manager.

Preparation of the training plan:

• Contact the training providers to determine the dates of programs and the work plan for each department.
• Notify the trainees of the dates of training programs at least ten days before the start of the course.
• Contact the training providers to book the training course, taking into consideration the cancellation policies either from the trainee or from the training provider.

Training Registration and Evaluation:

• Register all the courses on the HRMS system.
• Evaluate the trainee opinion to measure the efficiency of the training, the scientific material, the training party and the trainer.
• An evaluation after 3 months of the end of the training course and it’s impact on the performance signed by the Department Manager.
• Performance Development Plan:
• Follow-up the departments to submit the colleagues’ Development Plan.
• Record the evaluation results.
• Evaluation results Analysis in terms of required training courses.
• Extract the training plan from the evaluation results Analysis.
• Implement induction-training programs with Outsourcing.