Manager Job

Job description

A training and development officer/manager manages the learning and professional development of an organisation’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 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 organisation.

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 organisation.

Typical work activities

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 organisation. However, activities are likely to include some or all of the following:

• identifying training and development needs within an organisation through job analysis, appraisal schemes and regular consultation with business managers and human resources departments;
• designing and developing training and development programmes based on both the organisation’s and the individual’s needs;
• considering the costs of planned programmes and keeping within budgets as assessing the return on investment of any training or development programme is becoming increasingly important;
• working in a team to produce programmes that are satisfactory to all relevant parties in an organisation, such as line managers, accountants and senior managers at board level;
• developing effective induction programmes;
• conducting appraisals;
• devising individual learning plans;
• producing training materials for in-house courses;
• managing the delivery of training and development programmes and, in a more senior role, devising a training strategy for the organisation;
• monitoring and reviewing the progress of trainees through questionnaires and discussions with managers;
• ensuring that statutory training requirements are met;
• evaluating training and development programmes;
• amending and revising programmes as necessary, in order to adapt to the changes that occur in the work environment;
• helping line managers and trainers solve specific training problems, either on a one-to-one basis or in groups;
• keeping up to date with developments in training by reading relevant journals, going to meetings and attending relevant courses;
• increasingly, having an understanding of e-learning techniques.

Source: Prospects.ac.uk

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