Training Officer (for Operations: Diversified Hospitality and Food Service Group)
# Training Officer (for Operations: Diversified Hospitality and Food Service Group) **The Cabalen Group** · Quezon City · `On-site` 🕒 **Статус:** *Опубликовано: 4 дня назад* · *Источник: Indeed* --- ### About the Role JOB SUMMARY The Training Officer – TCG Operations (CBU) is responsible for supporting the design, delivery, implementation, assessment, and monitoring of training programs for restaurant operations employees across The Cabalen Group. The role works directly under the Operations Training Manager and coordinates closely with the HR OD Manager to ensure that operational training is aligned with business requirements, competency standards, employee development needs, TCG Core Values, and organizational development initiatives. The Training Officer is expected to spend significant time in actual restaurant operations. The role must observe how employees perform their jobs, identify skill and knowledge gaps, conduct training and coaching, validate learning application, and recommend further intervention when required. The Training Officer serves as a bridge between training materials and actual store performance , ensuring that employees do not only understand the lesson but can correctly apply it in their workplace. ROLE PURPOSE The Training Officer exists to help ensure that: Employees know the correct way to perform their jobs. Training is connected to actual restaurant operations. Store employees receive consistent training standards. Training gaps are identified and addressed. Employees are assessed after training. Supervisors and managers reinforce learning on the job. Training programs result in visible improvement in performance. New store teams are prepared before restaurant opening. Existing restaurant teams receive refresher and corrective training when needed. TCG Core Values and operating standards are translated into daily employee behavior. KEY ROLE EXPECTATIONS The Training Officer is expected to: Facilitate operational training programs. Conduct training needs assessment in restaurants. Observe actual employee performance. Identify gaps in knowledge, skills, attitude, and behavior. Provide on-the-job coaching. Administer assessments and practical demonstrations. Validate employee competency after training. Prepare training materials, tools, and assessments. Support new store opening training. Support Management Development Programs. Assist in training and certifying Branch Trainers. Monitor training completion and effectiveness. Maintain accurate training records. Recommend refresher, corrective, or developmental training. Coordinate closely with restaurant managers, Area Leaders, Operations, HR, and OD. Support implementation of TCG Core Values and CSCPQ standards. KEY RESULT AREAS AND RESPONSIBILITIES 1. TRAINING DELIVERY & FACILITATION Objective: Deliver practical, understandable, and operationally relevant training. Key Responsibilities Facilitate approved operational training programs. Conduct classroom, virtual, store-based, and on-the-job training. Use actual restaurant examples during training discussions. Demonstrate proper procedures when applicable. Conduct exercises, role plays, simulations, and practical activities. Adjust facilitation approach based on employee level and learning needs. Ensure participants understand the learning objectives. Encourage participation and practical application. Conduct knowledge checks during training. Follow approved training modules and facilitator guides. Expected Result Employees should understand what to do, how to do it, and why it is important . 2. TRAINING NEEDS ASSESSMENT & GAP IDENTIFICATION Objective: Identify real performance gaps before recommending training intervention. Key Responsibilities Conduct store visits and employee observations. Review audit findings, operational reports, guest complaints, and performance concerns. Interview employees, supervisors, and managers when needed. Identify gaps related to: Knowledge Skills Service behavior Leadership Operating standards Food safety Guest service Sales Cost control People management Quality Determine if the concern is caused by: Lack of training Lack of coaching Lack of tools or resources Unclear procedures Poor supervision Lack of accountability Behavioral or disciplinary concern Prepare training intervention recommendations. Expected Result Training should address an actual performance need , not simply be conducted because a training schedule exists. 3. ON-THE-JOB COACHING & WORKPLACE APPLICATION Objective: Make sure employees apply the training in actual restaurant operations. Key Responsibilities Observe employees during actual duty. Coach employees while they perform their responsibilities. Demonstrate the correct procedure where needed. Give immediate and respectful feedback. Reinforce good performance. Correct operational mistakes. Coordinate coaching plans with Branch Managers and Supervisors. Conduct follow-up visits after training. Document improvement or recurring gaps. Recommend additional intervention if improvement is not seen. Expected Result Training should create a visible change in actual employee behavior and performance. 4. ASSESSMENT, CERTIFICATION & VALIDATION Objective: Confirm that employees can demonstrate the required competency. Key Responsibilities Administer written assessments. Conduct practical assessments. Conduct demonstrations and return demonstrations. Use approved competency checklists. Assess knowledge, skill, and behavior based on established standards. Validate employees after classroom or on-the-job training. Record assessment results accurately. Identify employees who require retraining. Recommend certification when competency standards are met. Support position validation and readiness assessment. Assessment may include: Written examination Oral questioning Role play Actual task demonstration Observation checklist Practical assessment Store validation Supervisor feedback Post-training workplace assessment Expected Result Employees are considered trained only when they can demonstrate the required standard , not simply because they attended the session. 5. NEW STORE OPENING & OPENING TEAM SUPPORT Objective: Help prepare employees and leaders before the opening of new TCG branches. Key Responsibilities Support pre-opening training plans. Conduct training for newly hired employees. Support FOH and BOH operational training. Assist with mock operations. Facilitate service simulations. Support product and menu familiarization. Conduct practical assessments. Validate store employee readiness. Coordinate with the Opening Team. Support opening-day operations when assigned. Observe employee application during soft opening and opening periods. Conduct post-opening training follow-up. Recommend refresher training based on actual store observations. Expected Result Employees should be operationally prepared before serving actual guests. 6. MANAGEMENT & LEADERSHIP DEVELOPMENT SUPPORT Objective: Support the development of restaurant supervisors and managers. Key Responsibilities Assist in Management Development Programs. Facilitate assigned leadership modules. Support leadership assessments. Observe managers and supervisors during actual operations. Coach leadership roles on: Shift management Manpower deployment Guest handling Coaching employees Delegation Communication Decision-making Problem-solving Accountability CSCPQ execution Support development plans created for employees undergoing leadership training. Coordinate leadership development observations with the Operations Training Manager and HR OD Manager. Expected Result Restaurant leaders should demonstrate stronger capability to manage people, operations, and business results . 7. TRAINING MATERIAL DEVELOPMENT Objective: Maintain relevant and updated training materials that are easy to use in actual restaurant operations. Key Responsibilities Assist in developing training modules. Update facilitator guides. Prepare learning kits. Develop job aids and quick guides. Prepare assessment tools. Prepare coaching checklists. Develop position validation checklists. Update materials based on operational changes. Convert complex procedures into simple and understandable training content. Ensure training materials reflect current company standards. Training materials may include: Presentation decks Learning modules Participant guides Facilitator guides Job aids Checklists Written examinations Practical assessments Coaching forms Certification forms Workplace follow-up tools 8. STORE TRAINER DEVELOPMENT & TRAIN-THE-TRAINER Objective: Build capable store-based trainers who can sustain training at branch level. Key Responsibilities Identify potential Branch Trainers with Operations. Assist in Train-the-Trainer programs. Observe trainer facilitation skills. Assess trainer knowledge and practical competency. Coach Branch Trainers. Validate trainer readiness. Monitor store-level training conducted by certified trainers. Provide refresher sessions to Branch Trainers. Maintain trainer certification records. Expected Result TCG develops capable store-based trainers who can continuously reinforce standards even without the Training Officer present. 9. TRAINING MONITORING & DOCUMENTATION Objective: Maintain complete, accurate, and updated training records. Key Responsibilities Maintain training attendance records. Record assessment results. Update employee training history. Track training completion. Maintain certification records. Monitor training schedules. Prepare training accomplishment reports. Track training interventions and follow-up activities. Maintain records of store visits and coaching activities. Submit reports within required deadlines. Expected Result Management can clearly see who was trained, what training was completed, what the result was, and what still needs to be done . 10. TRAINING EFFECTIVENESS & FOLLOW-UP Objective: Determine whether training produced actual improvement. Key Responsibilities Conduct post-training evaluation. Conduct workplace follow-up. Compare performance before and after training when applicable. Obtain feedback from Store Managers and Area Leaders. Review audit findings after intervention. Monitor recurring training gaps. Recommend refresher sessions where required. Escalate concerns where training alone will not solve the performance issue. Provide training effectiveness reports. Expected Result Training interventions should contribute to measurable improvement in actual restaurant performance. 11. TCG CORE VALUES & CULTURE INTEGRATION Objective: Reinforce TCG culture and CABALEN Core Values through training and workplace behavior. Key Responsibilities Integrate TCG Core Values into operational training programs. Reinforce expected behaviors during coaching. Facilitate assigned Core Values modules. Use workplace examples that demonstrate TCG values. Observe whether employees demonstrate expected behavior. Coordinate culture-related learning intervention with the HR OD Manager. Help managers translate Core Values into daily workplace behavior. Expected Result Employees understand that Core Values are not only words but behaviors that should be demonstrated every day. Pay: Php20,000.00 - Php25,000.00 per month Work Location: In person
Наблюдалась 2026-09-20, впервые 2026-09-17, найдена на 2 площадках, источник — Indeed.