Senheng Electric (KL) Hiring! Full Time Retail Training & Development Assistant Manager in Selangor, Earn up to MYR 7,000 - Ricebowl

Education:

• Degree in Business Administration, Secretarial, Management or equivalent.

Experience:

• 3-5 years experience, preferably in retail support field (SOP and Talent Management).

Additional Skills

• Microsoft Office (Word, Excel, Powerpoint, Outlook)

• Communication Skills

• Financial Skills

• Technology Skills

• Personal Mastery Skills such as Confidentiality, Multitasking and etc.

1. Training Needs Analysis (TNA)

• Identify training needs for outlet staff through outlet visits, performance reports, KPI results, customer feedback and discussions with Area Managers and Wing Head

• Analyse outlet and individual staff performance to identify competency gaps, knowledge deficiencies and areas requiring improvement.

• Assess training needs in key areas such as product knowledge, sales techniques, customer service, operational procedures, compliance and leadership skills.

• Work with AMs and outlet managers to prioritise training requirements based on business performance and operational needs.

2. Training Programme Development & Implementation

• Develop and implement targeted training programmes to address identified competency gaps and improve outlet performance.

• Prepare training materials, learning modules, assessments and practical exercises relevant to outlet operations.

• Coordinate product knowledge training, sales training, customer service training, SOP training and on-the-job coaching.

• Work with relevant departments to ensure training content aligns with business objectives, product updates and operational requirements.

3. Training Effectiveness & Performance Tracking

• Establish baseline performance indicators before training and monitor staff performance after training.

• Track training effectiveness by comparing pre-training and post-training results, including sales performance, conversion rates, average transaction value, customer satisfaction and SOP compliance, where applicable.

• Monitor individual and outlet performance to determine whether training has effectively addressed the identified gaps.

• Conduct post-training assessments, follow-up observations and feedback sessions with AMs and outlet managers.

• Identify employees who do not demonstrate sufficient improvement and recommend refresher training, coaching or individual development plans.

• Prepare regular training effectiveness reports highlighting performance gaps, improvement trends and recommended actions.

4. Continuous Improvement & Stakeholder Collaboration

• Work closely with AMs, outlet managers and relevant departments to review outlet performance and determine further development needs.

• Recommend targeted interventions for underperforming outlets and employees based on data analysis.

• Maintain a training needs database, competency matrix and employee training records.

• Provide regular reports to HR management on training coverage, competency gaps, training effectiveness and business performance improvements.

• Continuously improve training approaches based on operational feedback and measurable outcomes.

• Annual Leave
• Medical and Hospitalisation Leave
• EPF
• SOCSO
• EIS
• Medical Insurance
• Training Provided
• Medical coverage
• Career Development
• 5 Working Days