HUMAN RESOURCE

MANAGEMENT LEVEL- 5
FORUM POST

NAME-

1
 JOB DESCRIPTION FOR TRAINING AND DEVELOPMENT MANAGER
Job Element Detail
Reporting to VP- HR
Department Human Resource Department
Location Oman, Muscat
Main purpose Responsible for developing and executing the technical and behavioral
training programs, create effective programs for new joinees, developing
the skills set in the existing employees to meet the company objective. The
training manager needs to create, analyze and improve the already existing
training programs and to bring in new programs according to the company
objectives.

Duties and Responsibilities
~ Plan, organize and synchronize the training programs for managers,
employees and seniors.
~ Create both technical and behavioral training programs for the
employees.
~ Analyze the training needs through Competency Mapping, Skill Matrix
and Performance Management System & through consultation with
HODs.
~ Identify the skills on which training is required for the employees &
Developed skills matrix for the same.
~ Work with the managers and HODs to understand the requirement for
the training programs and come up with different programs.
~ Assess the already existing training programs and modify them with
better plans.
~ Assess the training proposals from different training agencies and select
the programs required for the company.
~ Manage the budget for the training program.
~ Booking and reservations for the external trainer and looking after the
stay of the trainers.
~ Prepare/Maintain data of Annual Training Calendar, Training
Attendance reports, Feedback Records, Measuring Training
Effectiveness and Training Analysis.
~ Designing yearly training calendar/programs and external & internal
faculty’s pool.
~ Maintaining reports on weekly and monthly basis for the management
review.

JOB SPECIFICATION

Job Element Detail

Education Qualification ~ Masters and bachelor level qualification in Human Resource.
2
 Experience ~ 2-5 years of experience in the same field.
~ Experience analyzing the cost effectiveness of the program.
~ Experience in managing team under them.
~ Prior experience in the same field would be an advantage.
~ Experience in designing, developing a range of training modules for
the employees.
~ Experience in delivering in house training to the employees.
~ Experience in analyzing and evaluating the feedback forms.

Knowledge and skills ~ Knowledge about various training methods.

~ Strategic and analytical skills to support the training and
development area.
~ Knowledge of designing various training programs.
~ Excellent public speaking and presentation skills.
~ Good listening skills to understand the requirement of the managers
for various training programs.
~ Good negotiation skills.
~ Ability to multi-task and manage the work schedule.
~ Excellent written and verbal communication skills.
~ Knowledge of MS Office is a must.
Attributes ~ A can do attitude.
~ Have a positive and solution focused approach.
~ Team worker who enjoys in contributing towards team.
~ Ability to work in a pressure environment.
~ Is calm and composed during the deadline of any
project/assignment.

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2. RECRUITMENT STRATEGY
Recruitment Strategy Audience
1. Social Media It helps to cover audience like-
networking  Millennials
websites  Generation Z (generation
following after millennials)
2. Online job portals It helps to cover audience like-
 Generation X
 Generation Y
 Candidates who are
looking for job actively
and passively
 Candidate who is not
very active on social
media
3. Recruitment  All the candidates
agencies looking for the job
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Description
 Majority of the people today are very
active on social media websites.
 It helps to target the active audience who
are looking for the job actively.
 The recruiters can anytime access the
details of the candidate social media
profiles and get to know whether the
person is the right fit for the
organization.
 It helps to directly get in touch with the
candidate at any point of time.
 It helps the candidate to understand the
organization better by having access
about the profile of the company and
work that they do.
 It helps to bring close like-minded
people. It helps to build up community
where people get to share and gain
knowledge.
 It is more efficient because it uses
technology to attract candidates and
process them.
 It is cost effective and a formal way
to approach candidates.
 Many candidates are active on the
online job portals and regularly
apply to the jobs.
 Getting bigger pool of candidates
with good experience and
knowledge.
 These online job portals website is
available as apps in the mobile.
 Easy access to the candidates to
apply for the job.
 The agencies have access to wider
pool of candidates.
 They work within the time limit
given by the company.
 The profile of the candidates they
 have is of high quality.
 They have knowledge of recruiting
the candidates.

2. ROLE OF TECHNOLOGY
In the earlier days, the process of recruitment was very easy. People used to hand out the CVs by
going to the company. The employees used to refer other people for the position vacant in the
organization. So it was easy to recruit. But in today’s time, technology has advanced and created
various platforms for people to find job. It has opened opportunities for people to travel across
world to work.
These platforms have made it easier for recruiters as well as candidates to connect directly
without any third party. With new postings visible to everyone, it has become easy for people to
recommend each other.
With the rise of technology, it has certainly changed the day to day lives and it has become more
deep-rooted in society. The recruitment industry is changing drastically to keep up with the
changes happening because of technology.
The technology will not influence the JD and JS since they are prepared by the employees to
search the right fit for the organization. Only after the JD is prepared the search for right
candidate starts. It depends on company whether they want to search through social media
websites or go traditional way. It is a step before the screening process. The technology plays the
part after the JD & JS are prepared so this will remain unaffected by technology.

3. STRENGTH AND WEAKNESS ANALYSIS

Table-2

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 Skills Assessment (1-lack completely; Major Strength- Major
2-Possess to an extent; 3-Possess Weakness (1-Major weakness;
skills to complete the task; 4- 2Weakness; 3-Strength; 4-Major
possess skills to excel strength)
Communication skills 4 Major strength
Knowledge of competency 1 Major weakness
mapping and skill matrix
Knowledge about the training 2 Weakness
needs
Organizing and efficiently 4 Major strength
handling activities
Teamwork 3 Strength
Decision making skills 2 Weakness
Leadership skills 2 Weakness
Positive attitude 4 Major strength
Problem solving skills 3 Strength
Brining change and 2 Weakness
improvement

Reflection on Strength and Weakness

1. Communication skills (Major strength)- I am good in English and I can speak infront
of my college mates and others.
2. Organizing and efficiently handling activities (Major strength)- I am good in
organizing activities because I was in the college extra-curricular team.
3. Positive attitude and problem solving skills (Strength)- I have a positive attitude to do
the work. I make sure that the problems are solved.
4. Leadership skills (Weakness)- I am not good in leading a team because I have not done
this before.
5. Brining change and improvement (Weakness)- I don’t have much experience in this
area because I have not worked in any corporate office to bring the change.
6. Knowledge about training needs (Weakness)- I don’t have practical knowledge.
7. Decision making (Weakness)- I have never taken decisions so I lack in this skill.

4. DEVELOPMENT PLAN
Table 3

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 IDENTIFY HOW TO ACHIVE/ACTION MEASUREMENT TARGET
GOALS/OBJECTIVES DATE

Knowledge of competency Master’s Program in HR Working in corporate August

mapping and skill matrix office 2021

Knowledge about the training Internship Developing training July 2020

needs needs of the
employees in the
organization
Decision making skills Working in corporate office Taken decision to September
implement some 2021
changes
Leadership skills Working in corporate office Guiding team under September
me 2021

Brining change and Internship Suggesting changes June 2020

improvement and improvement in
the department

REFERENCES
 Kearns, S.K., Mavin, T.J. and Hodge, S., 2017. Competency-based education in aviation:
Exploring alternate training pathways. Routledge.
 Kolesnikov, O.E., Lukianov, D.V., Sherstyuk, O.I. and Kolesnikova, K.V., 2019. PROJECT
MANAGER JOB DESCRIPTION AS ONE OF PROJECT MANAGEMENT KEY SUCCESS
FACTORS. Herald of Advanced Information Technology, 3(02), pp.215-228.
 Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
 Christensen, T., Riis, A.H., Hatch, E.E., Wise, L.A., Nielsen, M.G., Rothman, K.J., Sørensen, H.T.
and Mikkelsen, E.M., 2017. Costs and efficiency of online and offline recruitment methods: a web-
based cohort study. Journal of medical Internet research, 19(3), p.e58.
 Parry, E. and Tyson, S., 2009. What is the Potential of E-Recruitment to Transform the
Recruitment Process and the Role of the Resourcing Team?. In Handbook of research on e-
transformation and human resources management technologies: Organizational outcomes and
challenges (pp. 202-217). IGI Global.

Word Count- 1313 (excluding reference)

Total word count- 1475