Training Management
Resume:
Kenneth E. Martinez *****.********@**.*** Kenny.Martinez2 (Skype)
Objective:
To obtain a position in a progressive, diverse organization where Learning and Development is used as a strategic driver in achieving successful outcomes through their people.
Areas of Expertise:
Design, Development, Implementation and Evaluation of Learning Programs
Development of University / OD & Training functions
Project Management
Diversity, Leadership, Guest Service, Compliance & Safety Programs
Needs Assessments
AAA – 5 Diamond Standards
FORBES – 5 Star Standards
Hotel / Casino Openings
Professional Experience:
Director, Organization Development & Training
Golden Nugget Hotels & Resorts; Lake Charles, LA: November 2014 – Present
Development of the Golden Nugget Hotels and Resorts strategic training planning & Budget for 2015-2016
Completed the redesign of New Team Member onboarding and orientation processes streamlining efficiencies and generating a cost savings of 146,000US
Designed the Mission, Vision, Values that define the service culture for the organization
Design of Service Culture training modules, and related materials
Partnered with Corporate HR in the selection of an enterprise LMS solutions
Partnered with property executives to develop competency maps and learning paths for line, supervisory and middle management Team Members
Designed, Implemented and lead Team Member recognition programs
Lead Team Member events from concept through execution
Design, Implemented and lead the operational department trainer program
Relocation to the United States: September 2014
Personal / Professional Development & Travel: February 2014 – September 2014
Corporate Assistant Vice President, Organizational Development & Training
Galaxy Resorts and Casino (GEG) Macau: August 2011 – February 2014
Centralized multi-property (4) training functions under a Corporate University structure and operation.
Established and implemented GEG Corporate University operating standards governing the efficient administration of the Corporate University function to include but not limited to:
oCourse completions for required programs
oLMS Course Catalogue development
oCareer Path development in alignment with competency maps for all levels
oAdministration of the SAP LMS reporting and analytics processes
oTeam Member training transcripts,
Partnered directly with Sr. Executives and divisional leaders to develop strategies enhancing Service Culture and Team Member engagement.
Provided oversight and consultation on Team Member recognition programs & performance management practices
Provided direct oversight in the standardization of Corporate University curriculum to meet internationally recognized instructional design standards.
Implemented the Kirkpatrick model (Levels 1-4) for evaluating learning programs.
Implemented key metric / scorecard reporting.
Provided inputs and support the development of Leadership and Management development curriculum and programs to include upward mobility programs for mid-level management.
Defined strategies directing and guiding operations based workplace learning and performance team of 150 operational trainers to achieve required business results.
Directed the Service Operations Management training team to address real-time operational issues impacting the performance of the business linking training to business performance.
Developed and implemented a formalized structure to enhance the consistency and efficiency of: analysis, design, development, delivery, and measurement of operations based training.
Lead the change management and alignment processes of enhancing GEG hospitality operating standards to internationally recognized Forbes and AAA standards for four properties.
Lead the Mystery Shop / Quality Assurance programs partnering with Sr. Executives to identify trends in performance, opportunities for improvement and go forward actions to improve the guest experience.
Supported the sourcing, development and implementation of the Learning Management / Knowledge Management / Content Management systems.
Manage partnerships with consultants, negotiate contracts, and ensure scope of work is performed to agreed upon standards consistent with those of Galaxy Entertainment Group.
Lead relationships with local trade groups and relevant government agencies to ensure cultural considerations were adhered to during the implementation of programs.
Support the VP of Organization Development & Training in managing annual Training and Development budget of 1.2m USD.
Lead the development of the annual training plan and ensure programs are delivered to the required standard.
Director of Learning & Development
Armani Hotels & Resorts, Dubai, United Arab Emirates: November 2009 – August 2011
Development and Implementation of the organizational Learning Brand “Armani / Learning.”
Development and Implementation of processes required for establishing a new Learning & Development function, e.g., standard operating procedures, attendance tracking, LMS deployment, and development of branded learning materials.
Developed and implemented Associate engagement, recognition, Learning & Development strategies and infrastructure that supported and reinforced the culture and philosophy of Armani Hotels & Resorts.
Design, Development, & Execution of Pre-Opening Learning Curriculum.
Design & Development of Organizational Mission, Vision, and Value statements and philosophy.
Design & Development of Core Curriculum for all Associates of Armani Hotels & Resorts.
Design & Development of branded programs, communications, and processes to reinforce the culture of Armani Hotels & Resorts at all levels.
Development & Facilitation of Management Development Programs enhancing management competencies.
Development & Facilitation of Career Pathing / Coaching Programs for Associates at all levels building the talent pipeline for transition to future developments, i.e., Armani / Milano, Armani / Paris & Armani / New York.
Managed relationships with local Universities and relevant government agencies.
Lead the recruitment, selection, and placement of all Internship Associates, and Management Trainees.
Development of the Armani / Learning Hospitality Internship and Management Development Programs in partnership with Leading Hospitality Colleges in Europe.
Design, Development, and Implementation of Armani / Learning New Associate On Boarding program focused on the first 120 days of a new Associates On Boarding Experience contributing to a reduction in turnover by 10% and decreased time to
contribution after joining, in addition to improved Associate Satisfaction Surveys.
Partnered with Senior Management to determine organizational objectives and build Key Performance Indicators for the business ensuring objectives are met by specific targets dates.
Partnered with Subject Matter Experts to develop job skills based curriculum introduced during the 120 day Orientation Process.
Facilitation of Organization Learning Needs Assessments to assess the Learning requirements for Associates at all levels.
Manage partnerships with consultants, negotiate contracts, and ensure scope of work is performed to agreed upon standards consistent with those of Armani / Learning.
Provided oversight and management to 40 department trainers and 6 full time Training Team Members.
Developed and managed annual training plans and budgets for Armani Hotel Dubai & Milan.
Implementation of the Kirkpatrick Model of evaluating Learning (Levels 1-4 ensuring identification and tracking key metrics determining the overall effectiveness of training initiatives.
Director - Hotel Training & Quality Assurance
MGM Resorts - Bellagio Resort and Casino, Las Vegas, NV: September 2007 – November 2009
Act as an internal consultant regarding all operational skills training, performance management, and competency development of line and management positions.
Develop operations specific training programs and processes that lead to targeted learning and contribute to critical OJT behaviors.
Facilitation and administration of the Hotel Operations Recognition & Quality Assurance models.
Collaborate with operating departments on quarterly training needs assessments.
Perform gap analysis between current performance and business requirements.
Lead department managers in the development of action plans to improve performance.
Partnered with Hotel Operations to create, implement, and measure results of needs driven action plans.
Actively engaged in and lead guest service initiatives.
Facilitated quality assurance measurements on the AAA 5 Diamond /Forbes 4 Star standards
Developed training materials and collateral consistent with brand position and AAA/Forbes standards.
Facilitated and administered the Hotel Operations on-boarding/new hire orientation program.
Worked with all operating departments to develop and maintain effective on-boarding/new hire orientation process for all employees.
Lead the Hotel Operations Training Committee, which includes facilitating bi-weekly meetings, developing division training bench strength, and designing learning programs to develop training competency.
Partnered with the Training Committee to ensure training methods are meeting the required standard.
Partnered with HR training to ensure that supervisors and above have participated in all required management development curriculum.
Managed the learning and development process for all MAP & HIP associates by ensuring that departments are proactively utilizing the associates, following training plans, updating training materials, and Directors & Department Trainers are providing
“real-time” instruction on the day-to-day operations.
Efficiently manage the employee/supervisor recognition program in collaboration with Employee Services.
Corporate Manager, Learning and Performance
Pinnacle Entertainment, Las Vegas, NV March 2007 – September 2007
Managed Executive Development Program, including recruitment and selection of all Executive Development Program participants.
Assisted in the management of a 1.5 Million dollar training and development budget.
Facilitated management development classes at Pinnacle properties.
Collaborated with property training managers on strategic needs analysis and development of action plans.
Designed, developed and implemented training programs for all Pinnacle Entertainment properties.
Managed vendor relationship and contracts.
Developed organizational redesign of standard operating procedures.
Designed enterprise-wide platform to manage the integrity, quality, and consistency of organizational operating procedures.
Ensured compliance with organization directives for implementing training programs at all company properties
Developed a training program focused on preparing line level employees for supervisory positions within the company.
Service Culture Specialist
MGM Resorts University – MGM Grand Hotel and Casino, Las Vegas, NV, 2005- March 2007
Assisted in the benchmarking, development, facilitation, and evaluation of organizational training initiatives.
Facilitated seminars for managers, supervisors, and company trainers.
Maintained and coordinated the facilitation of training programs and initiatives.
Provided coaching and feedback to managers, supervisors, and trainers to maximize effectiveness of established training methods.
Observed delivery and engagement surrounding training sessions and worked closely with management to correct, coach, and reinforce desired outcomes.
Facilitated the integration and application of organization service standards into MGM Grand University curriculum.
Worked with directors to identify training needs, develop department specific service training programs, and evaluate the effectiveness of established training programs.
Conducted training program evaluation analysis and formatted scorecards to demonstrate ROI.
Facilitated Management Development Modules integrating service standards and expectations.
Training Specialist
MGM Grand University - MGM Grand Hotel and Casino, Las Vegas, NV, 2004-2005
Facilitated various training programs offered through MGM Grand University.
Coordinated new hire orientation for all new employees.
Maintained MGM Grand training records for 10,200 employees through use of IBM AS400, Infinium, and TR2000.
Conducted departmental needs / GAP analysis
Facilitated training surveys to measure effectiveness of training initiatives.
Maintained collaborative relationships with department heads and managers to maximize HR goals for supporting business initiatives through training and development.
Evaluated needs analysis data and worked strategically with operating departments in aligning HR training with desired outcomes.
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