
HR Officer
11 hours ago
Learning & Development
- Meet and communicate with possible training providers to influence course outline and design and negotiate best rates for the company.
- Conduct training needs assessment by consolidating and analyzing individual development plan requirements.
- Conduct ad-hoc training needs assessment for special training requirements of various departments and proposes whether to source the training program externally or be developed in-house.
- Release annual and quarterly training calendars through various modes of communication.
- Prepare logistical requirements for training programs (arrange conference room layout, food ordering and timing, preparation of training materials and equipment, training budget/funds allocation, etc.)
- Create and release training reminders, prework, and other training announcements as needed.
- Administer training evaluation after every training session, consolidates training evaluation scores quarterly and recommend action plans to continuously improve training evaluation scores.
- Conduct learning sessions and short-courses of in-house behavioral courses, as needed
- Spearhead introduction of new/alternative learning methodologies to the company (computer-based trainings, setting up and managing the training library, etc.)
- Track training manhours history of each employee by providing semi-annual reports to departments and ensuring submission of certificates of completion for external trainings attended by the employees.
- Continuously improve the training processes and procedures to remain efficient and abreast with the latest
Selection & Placement
- Reviews correctness and completeness of manpower/personnel requisition forms submitted by requisitioning groups, in compliance to the staffing policies and procedures
- Sources candidates for vacant positions using various sourcing strategies (online search engines, internal referrals, school tie-ups, search firms, manpower agencies, etc.) to ensure adequate pool of candidates are given to requisitioning managers for screening.
- Conducts initial screening using various screening techniques (resume screening, initial phone interview, behavioral interviewing, targeted selection) of applicants based on competency requirements and to determine culture fit.
Performs appropriate background checks on shortlisted candidates, specifically on performance record, employment history, educational attainment, criminal records and credit history, etc.
Closes all personnel/manpower requisitions within the required time-to-fill ratio targets
- Continuously improve staffing processes and procedures to remain efficient and abreast of the latest trends.
Others
- Excellently completes other tasks that may be assigned from time to time
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