Training Manager

SUMMARY:

The Training Manager position has got to play a pivotal role in any organization or an industry. Each industry will have different needs and so the Responsibility of a training manager will defer from company to company. Training managers have the primary responsibility of working with inline managers to identify and meet personnel training needs. The Training manager should establish training and entry-level requirements for key training positions and implement programs to select and develop training personnel.



PRIMARY RESPONSIBILITIES:

• To coordinate with technical heads for identifying the training needs of technical staff and working men/women in the company.
• To identify the training needs of employees with respect to managerial skills.
• To develop and nurture learning culture in the organization.
• To develop training modules and organize the training sessions along with the follow-up actions for training on technical and behavioral aspects.
• To coordinate for the quality system certifications, renewal audits and liaison with the certification agencies with respect to training of employees.
• The training organization should exhibit a strong desire to meet the training needs of the line organization in both its approach to day-to-day activities and its long-term strategic planning.
• The training organization should help managers, supervisors, and personnel recognize that training strengthens personnel and facility performance.
• Line and training managers can anticipate future training and development needs by periodically.
• Evaluating personnel performance, reviewing line organization turnover rates, identifying industry and Regulatory initiatives in training, and recognizing the changing educational and experience background of employees.
• Plans should be developed that address such factors, and the plans adjusted as requirements change.
• Maintain training programs current.
• Monitor instructor performance to verify training is conducted as outlined in approved training, materials and in a manner that motivates personnel to learn.
• Verify that the training staff has obtained and is maintaining their technical and instructional knowledge and skills.
• Develop training programs according to approved methodology.
• Track training commitments to outside organizations such as the state and federal regulators, and assist line management in meeting these commitments.
• Develop training program and trainee status reports for Departmental managers, and assist Departmental managers in identifying and resolving human performance issues.
• Track current industry training issues.
• Solicit Departmental managers' involvement when training commitments or needs are not being fulfilled.
• Work to establish mutual trust and cooperation between the training organization and all facility personnel.
• Develop improved methods to meet training and facility objectives and goals as required.
• Develop training policies that establish guidelines for all training functions.
• Assist Departmental management in identifying potential training needs based on facility and industry operating experiences.
• Initiate and help prepare long-range objectives for the training organization that are consistent with corporate, facility, and training policies, and develop a system for verifying implementation of the actions needed to meet the objectives.
• Training managers should verify that employees participate in training and that training meets the employees' needs.
• When an employee wants to take several courses toward certification or a degree, a manager should have points where he checks in on the person's progress.
• He/She should communicate those points clearly to the employee as well as the expectations of training.
• He/She should get a report of the employees, who have undergone training by a face – face meeting with the employee.
• He/She should communicate the results to his upper management so that the training budget is kept in tact or enhanced in the next fiscal year.
• He should also report back to human resources if the employee liked or disliked the training firm she worked with.
  

KNOWLEDGE AND SKILLS REQUIRED:

• The candidate should be having MBA (HR) or PG Diploma in Training and Development from reputed institute.
• Should have 8 – 10 years of experience in the field of Training and Development in any company.
• Perseverance and system specific approach are essential qualities.
• He/She must be aware of his team skills.
• He/She has to know each individual's strengths and weaknesses as well as those of the team as a whole.
• He has to cross-reference those skills with the needs of the organization and have a clear road map of what projects are on the horizon for his team.
• By doing this, he can quickly decide what courses are valuable and which are unnecessary for his team to pursue.
• A manager should do some investigation into what training opportunities are well regarded in the industry.
• Instead, a manager should be proactive and study the business needs and employees skills to decide who needs to train in what areas.
• So that when crunch time comes for a project, he'll have the team in good shape to tackle the technology.