Main Purpose & Objectives:
This role is being created to build our competitive advantage in the market based by developing key competencies of the sales team. The Sales Capabilities Development Manager work with Regional Sales Managers and HR to align and build the plan for team improvements including sales execution and sales professional skills that are requested by region demands and company’s current and future needs.
Role Accountabilities & Challenges:
Training Needs Assessment and Program Design:
• Diversify training materials and methodology (on- line, off- line, off- site, video, class- based... trainings) to develop sales capabilities in line with the company growing business.
• Analyze sales performance data, market trends, and customer feedback to determine specific areas for training focus.
• Develop a comprehensive training plan aligned with the organization&039;s sales strategy, objectives, and capability development roadmap.
• Conduct TNA in sales department, especially sales field force; analyze individual development demand and business requirements to build the training and coaching roadmap.
• Work with global Capability Development team to utilize global training tools/ materials to apply for Viet Nam
• Build training program/ plan/ toolkit… for cross level of Sales in VietNam: (on- boarding/ induction for new comer, mid- term & long- term program…)
Training Content Creation and Delivery:
• Deliver training sessions in a dynamic and engaging manner, fostering active participation and knowledge sharing among participants.
• Utilize a variety of instructional techniques to cater to different learning styles and preferences.
• Design and create engaging and effective training materials, e- learning modules, and case studies.
Training Program Evaluation and Improvement:
• Tracking & build CBI (Capability Building Index) dashboard, develop talent roadmap, reward program
• Establish clear learning objectives and evaluation criteria for each training program.
• Implement pre- and post- training assessments to measure the effectiveness of training programs on individual knowledge and skill acquisition.
• Gather feedback from participants through surveys, focus groups, and performance evaluations to continuously improve training content and delivery methods.
Cross Function co- ordinate:
• Work with other function (HR, Finance…) to build cross funtion on assessment, build framework & training program
