Training managers and capacity-building components play a key role in any organization, uplifting the staff's working capacity and getting better results by providing different training and skills development opportunities.
The Training Manager has the potential to
arrange different types of human resource development with the coordination of
training-providing institutes. We’ll discuss here the main job objectives of
the training manager in detail.
In this article, we’ll discuss some key job descriptions of a training coordinator step by step to learn how he/ she deliver and teach people and boost their capacities.
JOB SUMMARY:
Training Manager provides and develops the best
capacity-building opportunities for its employees to boost the entire staff's
performance. Assist in conducting capacity-building programs with a focus
on organizational strategy and future needs. Develop linkages with other
training-providing institutions and review their annual capacity-building
calendar.
Identify and promote linkages between training providers and staff so that they can interact with each other. Monitor the performance of employees to determine
what types of training are needed for employees.
Collect all requirements from the section in charge and
consolidate them to present at the higher-level meeting and get financial
approvals for staff capacity-building programs. Conduct
the training needs analysis exercise through an annual performance
appraisal system.
The next process is to consolidate all information from
performance appraisal forms and prioritize it according to the organizational
needs.
Develop comprehensive and concrete effective training plans for
staff and identify the most relevant person through consideration of his/her
job nature. Allocate a healthy budget and allocate a fair amount to
develop employees’ capacity building.
It is therefore very important to ascertain the benefits of training.
Different studies were conducted to evaluate the effectiveness of training
programs. For example, it evaluates all the training programs against the
profitability of a given product line.
Be able to conduct and organize in-house pieces of the training session
for employees to refresh their knowledge and skills.
Organize staff refresher courses in the office from time to time
to assess staff performance and identify the gaps, and provide opportunities to
overcome the gaps entirely. The outcome of Investment in staff capacity
building:
Conduct an evaluation process to determine the impact of
the training and has fully covered all the competency gaps within the
employee in a result-oriented way.
This is very important in the wake of the fact that organizations
spend money in the right way and get benefits in the form of a return on
investment.
He/she should have a master's or advanced-level degree in
development studies from a reputed institution.
RELEVANT WORK
EXPERIENCE:
Minimum 5 years of work experience in a relevant field position.
Understand all social and economic sectors and have knowledge
about the training and development plan.
Must have effective writing and analytical skills, including
working as a team player.
SAMPLE SESSION PLAN
|
Date |
|
Week |
Day |
Time |
Duration |
||||
|
Title |
Human Resource Development |
||||||||
|
Target Group |
XYZ |
||||||||
|
Aim |
The aim of this session is to enhance the knowledge of the
participants and their skills in Human Resource Development so that they can use these skills and knowledge in achieving their goals in their
workplace |
||||||||
|
Objectives |
By the end of the session, the participants can handle: 1. Human Resource Development |
||||||||
|
Duration of Session |
4 hours (Including 30 30-minute breaks) |
||||||||
|
Day 2 HR Development |
Link with the previous session Review the previous outcomes The facilitator opens the discussion on Human Resource
Management: What is the HRM Functions of HRM Role of HR Concern Staff Capacity Building Basic responsibilities of HR Participants present their findings on a whiteboard, followed by
a discussion. Certificate distribution ceremony. The Vote of Thanks by XYZ |
||||||||
The training coordinator plays a vital role in any
organization to uplift the employee’s performance in various ways, just like
arranging in-house job training and refresher courses to develop the current
capacities of the employee.
Training
Coordinator Job Description:
The training coordinator interacts with
other training institutes to acquire new approaches and new techniques.
The training coordinator is keen to interact
with national or international-level institutions and collect fresh approaches
to developing the capacity of human resources.
Develop a
comprehensive training calendar with the support of training specialists for
all professional staff, with the consensus of line managers.
Categorize all training subjects according to the
needs of organizations. Focus on all topics that are needed of the organization, i.e., financial & administrative, human resource development, monitoring &
evaluation, gender sensitivity, entrepreneurship, institutional development,
marketing development, communication, knowledge management, internal
auditing, skill development, and safety and security for professional staff.
Formulate different groups and encourage working in a
group and presenting their feedback on a specific subject. Consolidate
all group findings and use them for the next session cycle.
Collaborate with sister organizations to collect
useful and latest training and development reading materials, either in soft or
hard form. Make sure all electric devices, i.e., projector, laptop, and
other presentation requirements, are in place and in good working condition.
Provide a neat and clean atmosphere in the training
session and allow the participant to share their points of view end of the day
session.
Develop a national and international organizations list
and address, and circulate the annual training calendar with dates and venues of
the training among the staff, as well as other organizations in the 2nd week
of the first month. Develop training nomination formats and circulate them
to all stakeholders and business partners.
Collect all nomination forms from interested
organizations and analyze the participation numbers, and arrange training
material, stationery, writing pads, pens, and identity cards.
Collect all mailing information from participants and
create a WhatsApp group to share participants' thoughts and engage participants
to contribute their feedback on training sessions and share other case
studies.
Develop pre- and post-evaluation test forms to collect
feedback from participants and include the best ideas in the next session.
Develop a beautiful design certificate for training
participants and present them at the end of the training session with competent
authority signatures. Adopt the latest training delivery methods, so people will get maximum benefits from the training session.
Frequently
Asked Questions:
Key
Parts of Training Manager JD
A Training Manager works with Human Resources and
supervisors to identify training requirements and develops plans for training
new and existing employees.
Training Manager usually uses these skills to support
the rest of their team and ensure all employees are properly trained and
working to company standards.
Learn the Fundamental Skills of a Training Manager:
So if you are planning to make a career in training
and development, here are six attributes that take a Training manager from good
to great:
Training managers should have In-Depth
Knowledge.
Attractive with strong communication Skills:
Able to refine the training needs assessment:
Able to develop thinking level beyond the bar:
Develop concentration level with active listening:
Full dedication to Learning new skills:
Top
08 Qualities of a Good Trainer:
Able to make fruits from scratch:
Able to focus on Learning:
Good-looking and desirable personality:
Key management/ organizational skills:
Increase the adaptability habits:
Able to bring the team into Zoom.
Able to handle hurdles with Patience:
Good Communication Skills
Top
08 Types of Employee Training Methods:
Physically, Instructor-led training:
Online providing training/eLearning:
Simulation employee training:
Hands-on training:
Coaching or mentoring.
Formal discussions/lectures:
Group discussion and activities.
Role-playing.
Post a Comment