Training development manager job description

This post includes 3 parts: duties list, job qualification and job description writing tips for Training development manager in details. A complete job description concludes Training development manager key duties/responsibilities, Training development manager job qualifications (knowledge, education, skills, abilities, experience…KSA model) and other ones such as daily tasks, key activities, key/core competencies, job functions/purpose…

I. List of Training development manager duties:

1. Obtain and maintain working knowledge of all services and deliverables offered by the organization.
2. Partner with business leaders to ensure the developmental needs of new and existing employees are met.
3. Recommend new practices and procedures to enhance efficiency of services performed.
4. Design, implement, manage and update technical training curriculum.
5. Create and oversee all training materials for the organization.
6. Write, provide, schedule and maintain certification of Continuing Education classes.
7. Coordinate training by individual employee as well as teams; schedule and facilitate ad hoc training.
8. Manage daily workload of all ongoing training programs.
9. Identify opportunities for process and technical improvement.
10. Support process documentation and organizational development initiatives.
11. Partner with management to create training plans for new hires; assimilate new hires into the organization’s culture and processes.
12. Evaluate trainees after training concludes; identify additional areas where training is needed.
13. Maintain the training calendar and database, as well as on-line reference resources to ensure accurate and up-to-date information.
14. Coordinate priorities and schedule training workload with management in order to meet organizational needs.
15. Prepare, organize and facilitate meetings within the organization and externally.
16. Perform special projects as assigned.

II. List of Training development manager qualifications

1. Bachelor’s Degree in Business, Organizational Development or related discipline.
2. 3+ years’ training and development experience, including writing and delivering training materials; Benefits industry experience preferred.
3. CPLP preferred.
4. Knowledge of curriculum development and delivery methods.
5. Ability to create, design and develop training curriculum using a variety of media.
6. Excellent verbal and written communication skills.
7. Strong interpersonal skills; ability to make effective presentations.
8. Ability to prioritize, multi-task and meet deadlines with a sense of urgency.
9. Strong analytical and quantitative skills.
10. Proficiency in MS Office Suites.

III. Tips to write job description

1. Too-long job description:

Looking at a too-long job description can frighten the candidates off and drive the away. A job description, no matter how important the job is, should not be included in more than 3 pages. If one focuses on too many things at a time, he shall definitely lose focus on the main items and get overwhelmed by the remaining; So, keep it concisely.

2. Too-short job description:

While too-long can be a problem, too-short is more a problem. It will ruin the meaning of the job description. A too-short one means it lacks necessary details and therefore, the candidate will not be able to understand while reading it.

3. Listing unnecessary functions or job duties:

Just classifying these into the “others” category will save you a lot of effort and space. On the other hand, the job description will become more dilute and easy to be neglected.

4. Key functions

Not listing key functions as required for the job can be a fatal mistake to a job description.

5. Grammar and spelling

Poor grammar and having spelling errors can ruin the job description, too. Never think that as you are the employer, you may have the right to make grammar or spelling errors while requires other not to. A job description with such errors is easily to be mistaken as a fake or ghost ads; as a result, the candidate will turn away from it.

6. Not specific enough:

Be specific and concise; if you don’t address the specific, then what the job description is for. It is for the candidate to understand just exactly what he needs to do or needs to have. Lacking details can confuse the candidates very well.

7. Not having the job description reviewed by others:

This is also a common mistake. One may be subject to bias, but more than one, especially with the help of those external advisor, the job description can be more perfect.

8. Using buzzwords or abbreviations:

In fact, it is not necessary at all to use such in a job description.

9. Using slang or legal words:

Just use common wording to communicate with others and don’t do anything extraordinarily.

10. Not updating the job description:

The same job may require different duties and responsibilities in different times, so, you cannot use the same job description for 2 different times.