Assistant Training Manager
Rivoli Group
مجموع سنوات الخبرة :17 years, 1 أشهر
Talent Strategy
• Identify talent pools and devise individual development plans as per Developmental needs
• Responsible for Store Manager`s capability building initiative
Training Need Identification, Design and Delivery
• Formulation of a training plan and strategy for the respective Business Unit (BU) in line with the Group Learning & Development plan as well as the BUs strategy and learning needs.
• Design, development and facilitation of soft skills, personality development and selling programs for Management Team and Retail Staff in UAE and other GCC Countries ( Oman, Bahrain & Qatar)
• Areas of Training include :, Emotional Intelligence, Non Verbal Communication, Leading & Working in teams, Etiquette @ Work, Handling Customer Complaints, Art of Selling, Upselling & Cross Selling
• Designed and deliver a comprehensive 3 day induction program for new employees
Training Processes
• Responsible for release of quarterly training calendar to Businesses, securing participation from retail staff and ensuring business is kept up to date about Learning & Development activities.
• Devised year end Training Evaluation exercise (Kirkpatrick Level 2 & 3) which covered over 500 employees. The evaluation yielded worthy inputs for design, training material and customization.
• Implementation of best practices and process improvements such as creation of Facilitators` Guides, multimedia tools etc.
Employee Engagement and Communication
• Anchored several employee engagement initiatives such as Photography competitions, team offsites etc
• Chair employee council meetings with different talent pools
External Training
• Identify and select cost effective external training providers, training programs, material for functional training requirements, customize learning content and oversee implementation. Example : Systematic intervention on “Learning the luxury language” with Eton Institute
Staff Coaching & Mystery Shopping
• Organize mystery shopping through third party, analyze trends and take follow up action.
• Regularly meet, coach, mentor and support retail staff to ensure they are supported in meeting their on-the-job requirements.
• Devised a mechanism to track Competition best practices.
Lead project to design Employee Induction Portal and Toolkit. An innovative approach that enables employee engagement before start of assignment and reduces hire to productivity time. Complex project valued at AUD 0.2mn and developed in constricted timeline engaging and influencing senior leader cross functional and external stakeholders
Developed frameworks for talent management and cross sector mobility within Australian Government. This included tools for identifying critical roles, succession planning and facilitated workshops educating senior business leaders on talent management concepts such as Nine Box, vertical and horizontal mobility etc.
Consulted with stakeholders from across businesses, designed, and delivered a change framework and toolkit to enable leaders in effectively manage business change. Tool launched to 8K+ people nationally. Deployment and use of this framework across business projects led to improved scores on change management as reported in the employee satisfaction survey.
Raised change resilience capability for 600+ leaders from Executive Leaders to Managers through an interactive team workshop exploring the psychology of change, people’s reactions and how to leverage strengths to deal with ambiguity.
Consultation with the Group’s Executive Leaders to middle managers to assess the learning requirements to design and develop tailored learning solutions for their business
Consulted with external providers and internal stakeholders to design and deliver multiple learning programs deployed to 5000+ people. Designed and facilitated senior management workshops on leader success profiles, leadership pathways and Diversity and Inclusion.
Lead anchor in launching the Young Professionals Network and design and deployment of calendar of events.
The purpose of this role was to deliver proactive and progressive career and talent development programs primarily focused on, but not restricted to, Individual Development Plans (IDP) suitable L&D interventions along with Succession Development.
•Led the Talent Management Team in developing career paths, developing and facilitating several Talent Management Interventions for all employee bands including the Executive Team.
Areas include: Communication & Relationship Management using the MBTI, Making Impactful Presentations, Leading & Working in teams, Time Management, ICommunication Skills, Conflict Management, Interviewing Skills, Assertiveness Skills, Email writing etc
Career Management
•Developed competency based performance evaluation framework for the Executive Team at ITWorx through Behavioral Event Technique and formulated job descriptions for C Level Executives.
•In charge of need analysis, annual plan formulation and progress of technical track plans for Services and Quality.
Recruitment
•Developed Assessment Centre Caselets and Competency Coding interviewing data sheets to make selection process at ITWorx more objective.
•Trained over 500 recruiters in Interviewing Skills and Behavioral Event Interviewing technique.
OD Initiatives
•Implemented OD initiatives such as 5S in visual workplace management and Handover Process
Employee Retention and Engagement
•Conceptualized and led implementation of Organization Wide Initiative on Non Monetary Recognition.
•Designed and implemented all employee team building event
Training Processes
•Implemented Training Need Analysis process and devised year end Training Evaluation exercise (Kirkpatrick Level 2 & 3) which covered over 500 employees.
•Screened external training vendors and customized offerings.
•Responsible for development and release of quarterly training calendar to Businesses, and overseeing of MIS reporting and updating of data on the Learning Management System.
• Business Development including pre-sales support which included preparing proposals, tenders and presentation materials, reacting to client leads and queries, and participating in client meetings and proposal
presentations..
• Facilitated over 50 sessions. Received Quarterly Award from Management for excellence in facilitation.
• Created a strong New Hire Assimilation Process (up to VP Level) by way of designing and standardization of content, mobilization of resources from Senior Management, development of New Hire Kit and facilitation of orientation sessions.
• Directly responsible for “Transitioning from Organization to Academics” program for 150+ campus hires. Led need assessment efforts, content development, facilitation and program management. Created key brand signage including Operating Principles of Lehman Brothers.
• Worked on “Virtual Teams Intervention” with global counterparts. Project identifies challenges of working in geographically dispersed teams and focuses on solution building that can be successfully deployed across geographies.
• Developed and deployed a training module on “Managing Retention” for the Mortgage Capital Division of the Firm.
• Part of the global team responsible for developing an interactive and engaging tool called “The Lehman Brothers Learning Map”. The tool is an interactive visual with Question cards and exercises. Being the Process Owner for LB Learning Map in India, conducted Train the Trainer for Senior Management facilitators and drive participation across levels.
• Conceptualized, designed and launched “Interpersonal Skills” using the case study approach. The design incorporates a strong focus on Active Learning principles.
• Editor of the “Leadership and Learning Update” released to all employees on a monthly basis. Designed the “Leadership and Learning” brochure outlining program content, take-away, target audience and cost.
• Active member in the Diversity forums. Assumed a leading role in organizing several initiatives for the Disability Forum and designed Cross Cultural sensitivity modules for the Lehman Brothers Asia Network
• Involvement and ownership of employee initiatives like the Brown Bag Learning Series.
• Understand the business demands by spending time in the market with ASEs and ASMs. Also interact with employee families to understand concerns and the high points in their life.
• Drafted Questionnaire and numerical analysis of imbalance separately for Delhi & Lucknow Branches
• Benchmarked work-life balance support systems of ITC with other companies in the FMCG space and suggested recommendations for each branch to improve the balance between work and non-work domain