This specialist is responsible for the quality of training. His functions include the selection of training programs, development and implementation of training within the company. As a rule, this is the organization of the process for new employees, for example, in mass areas such as sales or technical support, line and middle management.
Tasks of the training specialist:
Meeting staff training needs.
Selection of third-party contractors.
Analysis of training effectiveness.
Implementation, development and support of educational servic overseas data es for personnel (electronic libraries, educational platforms, etc.).
Personnel Assessment Manager
An HR specialist, based on personnel assessment, forms the company’s personnel which is then reduced by expenses reserve, takes part in the creation of a talent management system and looks for ways to retain the best specialists.
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Personnel assessment allows us to determine the level of professionalism, conduct an analysis of the strengths and growth areas of specialists in order to facilitate the development of the necessary competencies and the formation of a person database d nel reserve for senior positions.
HR BP or HR Business Partner
The employee analyzes HR processes in the department, including using HR metrics and indicators. The specialist optimizes e efficiency of the department. The HR specialist’s attention is focused on business indicators and system processes, determining the balance between the needs of the company and its employees.
The manager’s attention is focused on employee salaries
as w e company. The specialist performs the following tasks:
For example, in the IT department there are additional expenses for employees aimed at holding teambuilding events, organizin meals, training. There are not always enough funds for this. In this case, the HR director cooperates with the IT director.