Training and Development Managers

Business Operations & Enablement

Level 6620 of 1200 points

Job description

Training and Development Managers

Job purpose

To plan, direct and coordinate the organisation's training and development activity and the staff who deliver it, so that employees are equipped with the skills the organisation's processes require and provision is effective, evaluated and compliant with government standards.

Skills

Deep knowledge of curriculum and training design, instructional method and the measurement of training effects across classroom teaching, demonstrations, on-the-job training and workshops; of personnel and human resources practice; of the management principles needed to resource and lead a function; of testing and evaluation methodology; and of the psychology of learning and motivation. Bachelor's degree is the norm, with a substantial minority holding a master's degree, together with several years of related experience.
Confers with management and conducts surveys to identify training needs, delivers orientation sessions and training to groups, and speaks in public. Trains instructors and supervisors in the techniques of training and of dealing with employees, evaluates instructor performance and recommends improvements, coaches individual staff members, and coordinates established courses with those of community schools.
Analyses training needs against projected production processes and organisational change to develop new provision or modify what exists, develops testing and evaluation procedures, judges the effectiveness of what is delivered, and reviews training and apprenticeship provision for compliance with government standards. Problems are open-ended: the need must be diagnosed before a solution can be designed, and precedent gives method rather than answer.
Plans, develops and provides training and staff development programmes, prepares the training budget, schedules sessions and instructors, organises manuals, multimedia visual aids and other educational materials, and arranges on-the-job training for new hires. Sets the objectives and strategy of the function and determines its tasks, priorities and goals against organisational timetables, under time pressure.
Work is carried out at a desk, in meetings and in training rooms, using computers and multimedia visual aids, with sustained sitting and keyboard use.

Responsibilities

Manages the training and development function and its staff: guides and motivates them, sets performance standards, coordinates and schedules their work, and trains and evaluates instructors and supervisors, recommending improvement where performance falls short. Takes part in recruitment for the function, and influence extends across the whole workforce through orientation, technical and personal development provision.
Prepares the training budget for the department or organisation, and monitors and controls resources, overseeing the spending of money on training. Commissions courses from technical and professional providers. The brief does not evidence the limits of that discretion or a formal approval relationship.
Responsible for the organisation's training resources — the manuals, visual aids and educational materials the postholder develops and organises, including training manuals and multimedia visual aids. Ordinary care of a workstation and of the systems holding training records.
Accountable for the training record: needs analyses and survey findings, course materials, testing and evaluation procedures and their results, instructor evaluations, and the documentation evidencing that provision meets government standards. Sets the content and structure of that material and reports on it to management.

Effort required

Designs and revises provision from needs analysis, survey findings and projected process changes, and judges the effectiveness of training programmes and of instructor performance against testing and evaluation procedures it has itself developed. Sustained preparation and delivery of material to groups, with decisions taken regularly under time pressure and against a high volume of contact and team working with managers, instructors and staff.
Delivers training and speaks in public, carrying personal exposure before an audience; gives instructors and supervisors direct feedback on their performance; and persuades managers to commit staff time and money to development. Accountable for the effectiveness of what is delivered, which requires composure and self-control.
Predominantly seated work, with delivery of sessions and meetings in close proximity to others. No lifting or exertion.

Working conditions

Indoors in an environmentally controlled office and training rooms, without exposure to hazardous conditions, contaminants, noise or outdoor weather, and with no dealings with hostile people. The exposure is one of close physical proximity to colleagues and course participants, continuous team working and contact, and speaking before groups.
Nearly nine in ten incumbents work a regular established schedule; half work a standard week and half longer. The work carries recurrent time pressure; decisions are made frequently, with impact on co-workers and company results. Operates with considerable freedom to determine tasks, priorities and goals, and is accountable for the work outcomes of others.

Skills

40% · 283 points▾

KnowledgeLevel 5 of 8
90 of 144 points
Specialised and theoretical knowledge within a field of work and an awareness of the limits of that knowledge. The job requires a comprehensive range of cognitive and practical knowledge to develop creative solutions to abstract problems.
Interpersonal and communication skillsLevel 4 of 5
77 of 96 points
Advanced communication and interpersonal skills. The job holder is required to manage complex interactions, mediate interpersonal conflicts and support group collaboration.
Problem-solving skillsLevel 3 of 5
58 of 96 points
Variable problems. The job involves dealing with different kinds of problems that require careful thinking, research into different options or adjusting existing ways of doing things. Guidance and resources may be limited.
Planning and organisational skillsLevel 4 of 5
58 of 72 points
Advanced organisational skills required. The job requires planning and managing complex, often overlapping tasks or schedules. The job requires a degree of autonomy and joint planning, and managing interdependencies across teams or departments.
Physical skillsLevel 0 of 5
0 of 72 points
Not applicable. The job does not require any particular physical skills (although there is likely to be some physical activity).

Responsibility

35% · 248 points▾

PeopleLevel 4 of 5
115 of 144 points
High level of responsibility for people. The job involves significant responsibility for the well-being and development of others. This includes making decisions that affect others' jobs, tasks or welfare, such as managing teams, providing care, teaching or ensuring psychological safety. It can also include hiring, evaluating, motivating, coaching and leading workers.
Goods and equipmentLevel 1 of 5
17 of 84 points
Limited responsibility for goods or equipment. The job involves the care and proper use of low-value tools or materials, with minimal responsibility for their maintenance or security.
InformationLevel 3 of 5
58 of 96 points
Moderate responsibility for information. The job involves managing information to ensure it is accurate, of high quality and secure. The job holder may make decisions about the handling of sensitive data.
Financial resourcesLevel 3 of 5
58 of 96 points
Moderate responsibility for financial resources. The job requires handling significant financial resources, including managing budgets, overseeing expenditures, being accountable for spending and participating in financial decision-making.

Effort

15% · 65 points▾

Mental effortLevel 3 of 5
36 of 60 points
High level of mental effort. The job involves frequent concentration on complex tasks that require considerable mental effort, such as interpreting complex data.
Psychosocial and emotional effortLevel 2 of 5
29 of 72 points
Occasional psychosocial and emotional effort. The job requires occasional involvement in emotionally demanding situations, such as handling minor conflicts or dealing with upset individuals.
Physical effortLevel 0 of 5
0 of 48 points
Not applicable. The job does not require any physical effort.

Working Conditions

10% · 24 points▾

Environment (physical, psychological or emotional)Level 1 of 5
17 of 84 points
Minimal exposure to hazards or stress. The job involves little or no exposure to physical hazards (e.g. chemicals, moving equipment, noise) and minimal emotional or psychological risks (e.g. occasional routine tasks with no emotional burden). There is minor exposure to dust, dirt, fumes, noise, waste, poor lighting, etc.
Organisational environmentLevel 1 of 5
7 of 36 points
Minimal organisational demands. The job requires standard working hours with no night shifts or irregular schedules. There is little or no need for travel or digital connectivity beyond typical working hours.