The document outlines the responsibilities of an effective training manager to contribute to the bottom line, people engagement, and organizational performance. Key responsibilities include ensuring training needs are focused on business strategies and departmental goals, developing competencies based on job descriptions, analyzing organizational sustainability and capabilities, and facilitating alignment with corporate strategies. The training manager is also tasked with improving key processes, developing talent through projects and coaching, enhancing team cohesiveness, and instilling a culture of innovation and continuous improvement.

1. Contribute to
Bottom Line of
People
Engagement
and
Organization
performance
EFFECTIVE TRAINING
MANAGER

2.  1. Training Needs focus on Business Strategies
 2. Training needs based on BU’s Dept Goals
 3. Build Competency based on JD of major operation
 4. Use Action learning Model to bridge the gap
 5. Use Performance consulting to find out solutions
 6. Search for effective and practical trainers
 7. Analyze Organization sustainability
 8. Analyze organization capabilities
 9. Facilitate and align corporate strategies
 10. Improve key processes
ORG PERFORMANCE

3.  1. Use Talent Management to develop the high flyers – projects,
coaching and training
 2. Serious of Career development in PIP – defining, coaching,
one on one and evaluation and recognition
 3. Develop management based on Joy, care and hope
 4. Project leadership to enhance cross function teams
 5. Enhance team cohesiveness and reduce conflict
 6. Use Business Challenges anaylysis to evalaute talent gaps and
strengths
 7. Enhance senior manager presence and trust – festive, gemba,
quarterly report, networking skills- b day and stories
 8. Develop recognition, appreciation and acknowledgement
culture – gifts and vocuher, face to face conversation,
observation
PEOPLE ENGAGAMENT

4.  9. Using appreciation inquiry to do departing planning, team
conflict and
 10. Provide coaching to manager soft skillls
 11. Planning soft skills development to main group of
contributors such as engineers
 12. Improve training deliver to make knowldege transfer
interesting, consider TWI and Facilitative and whole brained
training
 13. Instill innovation and CI culture