SCOPE范围  Kempinski training aims to provide strategic focus by developing and implementing great trainers and great training tools. 凯宾斯基培训旨在提供战略重点开发和实现培训及提供有效的训练工具。 The overall scope of a Hotel People Training Manager is to ensure that all employees receive the training necessary to perform their job according to Kempinski’s standards and brand promise. 凯宾斯基培训的范围是确保所有员工都接受到相关培训以及在服务中应用凯宾斯基的服务标准实现品牌承诺。   OVERALL OBJECTIVE总体目标 The job of People Training Manager is executed satisfactorily when 令人满意的培训培训经理的工作是:  -All employees receive both Kempinski and locally required training. 所有员工接受凯宾斯基及当地政府要求的培训。  -Each employee receives 2-4 hours of training per month. 每名员工每月接受2到4小时的培训。  -The training calendar and the business plan reflect Kempinski training guidelines and the internal training needs analysis. 培训日历和商业计划反映了凯宾斯基培训指南和内部培训需求分析。  -Every department has Departmental Trainer(s) and departmental policies and procedures. 每个部门都具备部门培训师和部门培训政策和程序。  -Employee relationship and recognition programme(s) are in place. 确保员工关系建设及认知项目的实施。  -Annual Trainers’ Academy is attended.  参加年度培训师研讨会  -Kempinski training policies and procedures are complied with. 符合凯宾斯基培训政策和程序。   At Kempinski, Talent Development is a management responsibility and consequently an integral and important part of our Managers’ daily activities. The People Training Manager fulfils their role as a Talent Development Ambassador when: 在凯宾斯基,人才发展是一个积分和重要的管理责任,因此也是经理的日常活动的一部分。培训经理同时也是人才发展当大使: -They actively support and implement Talent Development initiatives as a part of their daily activities. 积极地支持和实施人才发展计划作为日常活动的一部分。 -They identify Training talents in their department and throughout the hotel as per below definition* and actively support their career development. 在部门识别培训人才和整个酒店如星号处定义,积极支持他们的职业发展。 -They support and initiate transfer, cross exposure and task force assignments for their team. 支持并协助员工的内部调转、交叉培训。 -They personally conduct TTTTs with their team on a regular basis and take personal interest for their talents’ development plans. 定期与团队成员对话，并结合个人兴趣提供人才的发展计划 -They recruit and select potential talent according to current and future department, hotel and Kempinski’s needs including conducting interviews for positions in their department. 招募和选拔潜在的人才，根据当前和未来的部门,酒店和凯宾斯基的需要，以及面试培训部门的应聘者。 *A Hotel Talent is an employee, who has the ability to do the current job in their hotel and can be promoted to the next level. Mobility is what makes this person a Kempinski Talent. *酒店人才是指一个员工有能力完成工作, 可以被提升到下一级别。人才的流动性将帮助其成为凯宾斯基所需的人才。   MAIN RESPONSIBILITIES 主要职责 -Analyse training needs and training effectiveness.  分析培训需求和培训有效性  -Plan, design and deliver training programmes. 计划，设计以及实施培训 -Devise a training marketing strategy.  设计培训策略  -Establish and foster relationships and partnerships with external suppliers, training providers, legal and safety entities.  建立和培养与外部供应商合作的关系,培训提供者、确保合法并安全。 -Establish a training network. 建立培训网络 -Coach and train managers and Departmental Trainers to improve departmental performance.  教练部门经理经理和培训师提高部门的工作表现 -Organise and supervise Kempinski DNA activities. 组织及督察凯宾斯基企业文化活动实施 -Continuously seek and support new approaches, practices and processes to improve the efficiency of the training services offered. 不断寻求新方法、在培训中提升效率使培训服务更有效。 -Train and develop Training team members. 培训及发展培训部员工 -Identify potential training talent and propose Master Trainer candidates. 识别潜在的培训人才, 提出要素培训师的候选人 -In absence of a Training Coordinator, ensure that the responsibilities are fulfilled. 在培训协调员空缺时,确保责任实现。 -Lead by example and promote Kempinski’s core values. 以身作则并宣传凯宾斯基企业文化 -Promote and implement Kempinski Corporate Training policies and procedures. 宣传及实施凯宾斯基集团的培训政策与程序 -Understand and strictly adhere to the rules & regulations established in the employee handbook and to the hotel’s policies on fire, hygiene, health & safety. 理解并严格遵守规则和法规建立在员工手册和酒店的政策,卫生,健康和安全。   Additional responsibilities and tasks can be added at any time according to the needs of the business and of the hotel. 可以添加额外的责任和任务在任何时候根据业务和酒店的需要。