HR Coordinator Training & Performance Management

Muscat University

Key Responsibilities

A. Training & Development Administration

1. Training Needs Analysis (TNA)

• Extract training needs from performance appraisal forms.
• Consolidate and categorize training needs across departments.
• Align training needs with institutional strategies and workforce development plans.
• Highlight skill gaps and propose relevant development programs.

2. Training Planning & Coordination

• Assist in preparing the half-yearly or annual training plan.
• Liaise with external training providers and evaluate proposals.
• Coordinate with internal subject-matter experts to conduct in-house sessions.
• Develop training schedules, invitations, agendas, and communication materials.
• Manage staff registration for scheduled training sessions.

3. Training Administration

• Conduct pre-training assessments where required.
• Handle logistics (venue, attendance, materials, equipment, virtual setup).
• Monitor attendance and ensure accurate data entry.
• Administer post-training assessments, evaluations, and feedback.
• Issue training certificates for participants.

4. Monitoring, Reporting & Compliance

• Maintain organized training records and HRMS training data.
• Track training completion and KPI progress.
• Identify and flag issues (low attendance, delays, underperforming providers).
• Prepare periodic training reports and dashboards for senior management.

5. Continuous Improvement

• Support enhancements to training processes, templates, and documentation.
• Follow up with departments to measure training effectiveness where applicable.
• Suggest improvements based on trends and feedback.

B. Performance Management Administration

1. Performance Appraisal Cycle Management

• Administer the annual performance appraisal process from start to end.
• Prepare and circulate timelines, guidelines, and reminders to all staff.
• Follow up with departments to ensure timely submission of appraisal forms.
• Track appraisal completion rates and escalate delays when needed.

2. Appraisal Review & Quality Checks

• Review submitted appraisal forms for completeness, accuracy, and consistency.
• Highlight discrepancies or missing information and coordinate corrections with supervisors.
• Ensure that performance ratings follow established guidelines and documentation standards.

3. System Administration

• Manage all performance management tasks within the HR system.
• Update employee performance data, forms, and workflow stages.
• Escalate any user issues (e.g., login, access, system errors) to the technical team and follow up to ensure resolution of issues.
• Generate system reports on appraisal progress, ratings, and trends.

4. Reporting & Compliance

• Prepare required data for periodic reports on appraisal completion, rating distribution, and trends for MU leadership.
• Maintain an organized archive of performance appraisal documents and electronic records.
• Ensure confidentiality and secure handling of performance-related information.

5. Support & Communication

• Provide guidance to staff on performance management policies and processes.
• Assist departments with questions or clarifications on appraisal completion.
• Support HR initiatives related to employee performance improvement and development planning.

Additional Expectations

• Uphold the organization s values and promote a culture of continuous learning.
• Maintain confidentiality of staff information at all times.
• Support general HR administrative tasks during peak periods.