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- 职位介绍
- Job Responsibilities 1. Help L&D Manager to maintain and improve the company employee learning and development systems based on levels. 2. To track learning & development programs linked to development plans, succession plans, and training hours; 3. To track the training effectiveness of the courses and programs; 4. Facilitate and deliver the soft skills training courses 5. Take the responsible to plan and deliver orientation program for new employees; 6. Take the responsible to plan and deliver orientation program for new employees, and update system for tracking status. 7. Benchmark and Set up the training system and talent development system according to the company strategy. 8. Design, develop & organize training courses / programs under led by L&D Manager; 9. Communicate with all HODs and HRM&HRD for department training needs and create the Annual Training Plan with the determined solutions. 10. To assess the developmental needs of employees in partnership with line-managers of different department using a systematic assessment process; 11. Coordinate external or internal training events & Government technical talent program. 12. According to the company's talent strategy, design the company's position evaluation and qualification system, organize the company's qualification rating, build the company's high-potential talent team and successor plan, and organize the implementation. 13. Other duties assigned by supervisor. Job Qualifications Education: Bachelor Degree or above, major in psychology, human resource management, business management, education or English Language: Good oral and written skills in English and Mandarin Experience: 0~6 years’ work experience including 0~3 years’ HR L&D expertise experience 1. Highly effective and creative written and verbal communication skills; 2. Knowledge, understanding, & a strong interest in helping people develop; 3. The ability to form strong business relationships at all levels in the organization; 4. Proficient of MS Office (power point, word & excel).
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