Training Officer - Learning and Development; Jr. level

Training Officer - Learning and Development (Jr. level)

• * In addition to the onboarding program, you might want to consider incorporatingmentorship or buddy systems, where experienced employees guide new hires,offering support beyond just formal training.
• * For recruitment drives, integrating digital tools like virtual career fairsor gamified recruitment processes could make them more engaging and attract alarger, more diverse pool of talent.
• * Encouraging a blended learning approach (a mix of eLearning, workshops, and practical application) helps accommodate different learning styles.
• * Regular assessments and feedback mechanisms after each training interventioncan help refine future programs and ensure they meet the evolving needs of employees.
• * A mentorship or coaching program could complement formal learning initiative sand help employees grow their skills in a more personalized, hands-on way.
• * To foster inclusivity and engagement, consider introducing regular “pulsesurveys” to gather real-time feedback and adjust programs accordingly.
• * Recognition programs, where teams and individuals are acknowledged for their contributions, can also boost morale and foster a sense of belonging.
• * Additionally, creating channels for employees to share their ideas orfeedback can encourage a more open and communicative work environment.

Skills or certification:

• Proficient in English and Arabic is must.
• Working towards or obtaining a professional training qualification(s);
  
  Certified Trainer.
• Experience acting as a consultant or advisor for Learning & Development.
• Delivered business change initiatives for large and complex organizations,especially in the theme park industry.
• Hold a degree in HRD or HRM certificate
• Min 3 years of working experience with TP HRD or HRM in Hospitality or Entertainment background.