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Most companies want to attract, retain and motivate the best job candidates in order to stay competitive. Training departments, which are sometimes a part of human resources departments in smaller companies, work to provide this internal service for organizations. This integral department is typically led by a training director who has many responsibilities. Most training director duties include analyzing development needs, designing training programs and managing training department staff members.
One of the main aspects of the training director position is analyzing current training models and evaluating a company’s specific needs. The person in this role typically meets and works with each department head, such as the sales director or manager, to determine the individual manager’s strengths, challenges and needs. After spending time with department head, the training director might suggest technical or interpersonal improvements for the actual manager. He or she might also work with the manager to create a list of specific training needs for that department. Many training directors use this information-gathering time period to identify high performers who should be put on grooming plans as well.
After the training director has met with all department heads and identified the current company needs, he or she usually creates a company training system. This design might be simple or complex depending on the company’s needs. It usually includes a training class or program for brand new employees to teach them about the company’s mission, philosophy, internal software system and product or service information. The plan might also include annual training refresher classes for tenured employees. Most plans feature career development or promotion steps as well.
The training director is usually responsible for creating an overall training plan as well as designing training specifics. These include timelines, such as when training needs to occur during the year or at a specific point in a person’s career. The design should also outline the training logistics, including online training modules, classroom training or outside seminars. It typically also includes a training evaluation, a method for participants to communicate how they perceived the training.
When the training plan and design is in place, and sometimes during the design process, the training director communicates the new policies and systems to the training department staff. He or she directs and assigns training classes to the trainers and manages and evaluates their job performance. The training manager is often responsible for developing and managing the training budget and travel plans as well.
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