What Every Training Manager Should Know

The training and development of employees is crucial to any company’s performance. For some businesses, the aim is to gain a competitive advantage. For other organisations the goal is to improve how they work to achieve better outcomes. Ultimately, all organisations are looking to optimize their human resources by streamlining the skills of their workforce.



Training is therefore a huge responsibility and needs motivated and skillful individuals to manage it. While there are many opinions on the efficacy of training programs, few doubt the necessity of really good, targeted training. If we were to break down the three most important qualities of a training manager. They would be as follows:

 

A deep understanding of their company or business

A deep and thorough knowledge of the business or organisation you are a part of is among the greatest assets that you as a training manager can possess. If you can articulate both what your company does and how it does it in the least number of sentences possible then you have a great basis from which to determine and direct required training.

The aim of most corporate training is to use company resources as efficiently as possible. This is only possible when you are aware of the skillsets that your workforce requires. Detailed knowledge of your business and each funtion is therefore necessary when evaluating training programs that will help achieve your organisations strategic goals.

 

Ability to measure and assess training needs

Awareness of the training needs of your employees is critical to developing your team. Training managers should be expected to conduct a thorough training needs analysis before undertaking training. This process will help you determine two things – what needs to be learned by your team, and how to prioritize the training. Don’t get lost in the details though and fail to organize your training! A good training manager is set apart by her ability to read between the lines and zero in on the essence of a problem or gap in skillsets.

 

A passion for continuous development

They say, the best learners make the best teachers. A passion for development reflects in the quality of the training sessions you run and the outcomes they achieve. How can you motivate your team if you yourself are not constantly developing and improving yourself? Continuing your own development also ensures you keep in tune with the students perspective on what makes for effective training.

Quality, targeted and well-organized training will make all the difference when developing your team.

 

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