TRAINING AND DEVELOPMENT JOB

A training and development officer/manager manages the learning of an organization’s workforce. The training element gives staff the understanding, practical skills and motivation to carry out particular work-related tasks. The training officer/manager will either deliver training sessions to participants or, alternatively, arrange for others to do so. The development work relates to the ongoing, long-term improvement of employees' skills so that they can fulfil their potential within their organization.

The training and development manager is responsible for developing a comprehensive training package that encompasses both these elements in order to maintain a motivated and skilled workforce and to fulfil the needs of the organization. The nature of the training and development role is industry-specific, with the level of responsibility and variety of activities dependent on the type and size of organization. However, activities are likely to include some or all of the following identifying training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers.

Designing and developing training and development programmers based on both the organization’s and the individual's needs. Considering the costs of planned programmers and keeping within budgets: assessing the return on investment of any training or development programmed is becoming increasingly important. Working in a team to produce programmers that are satisfactory to all relevant parties in an organization, such as line managers, accountants and senior managers at board level. Developing effective induction programmers. Conducting appraisals. Devising individual learning plans. Producing training materials for in-house courses.

Managing the delivery of training and development programmers and, in a more senior role, devising a training strategy for the organization. Monitoring and reviewing the progress of trainees by using questionnaires and through discussions with managers. Ensuring that statutory training requirements are met. Evaluating training and development programmers. Amending and revising programmers as necessary, in order to adapt to the changes that occur in the work environment. Helping line managers and trainers to solve specific training problems, either on a one-to-one basis or in groups. Supervising the work of trainers. Keeping up to date with developments in training by reading relevant journals, going to meetings and attending relevant courses. Using IT to produce training materials and manuals. Increasingly, having an understanding of e-learning techniques.