Directs the design, planning, and implementation of corporate training programs aligned with the objectives and strategy of the company.
Collaborates with functional management teams to assess ongoing and future training and development needs as well as effectiveness of established programs. Develops a program delivery schedule that provides training as needed and in locations that work for the participants. Provides engaging communications about program information to encourage participation and highlight the value and benefits of training. Approves new training techniques and suggests enhancements to existing training programs. Oversees and establishes relationships with vendors to provide additional outside training programs. Manages and develops training professionals.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Training Director skill and competencie below to view definitions.
Skill definition-Creating and implementing innovative strategic plans and solutions to address customer concerns and needs and meet service delivery expectations.
Level 1 Behaviors
(General Familiarity)
Discusses the end-to-end delivery process for various services provided by the business.
Level 2 Behaviors
(Light Experience)
Collects feedback from customers to track and ensure seamless delivery of services.
Level 3 Behaviors
(Moderate Experience)
Evaluates the performance of teams in providing quality services to customers.
Level 4 Behaviors
(Extensive Experience)
Guides and trains teams in maximizing operational opportunities that promote outstanding service delivery.
Level 5 Behaviors
(Mastery)
Develops a service delivery framework that adapts to the changing industry practices of customer service.
Skill definition-Planning, organizing, and designing learning strategies and processes to create a holistic learning environment and achieve educational goals.
Level 1 Behaviors
(General Familiarity)
Explains instructional design principles, adult learning theories, and performance-based learning.
Level 2 Behaviors
(Light Experience)
Records and reports the issues on training designs, materials, and curriculum plans to our management.
Level 3 Behaviors
(Moderate Experience)
Makes appropriate design enhancements and recommendations to training curriculums based on analysis.
Level 4 Behaviors
(Extensive Experience)
Guides the team in the design, development, and implementation of our organizational curriculum.
Level 5 Behaviors
(Mastery)
Establishes learning objectives to design an effective curriculum leveraging the principles of adult learning.
Skill definition-Applying specific knowledge, skills, tools, and techniques to manage a project from initial conception to successful completion.
Level 1 Behaviors
(General Familiarity)
Identifies fundamental project management tools and methodologies.
Level 2 Behaviors
(Light Experience)
Compares different project management methodologies and recommends appropriate approaches.
Level 3 Behaviors
(Moderate Experience)
Documents the project's standard operating procedures and leads discussions on areas for optimization.
Level 4 Behaviors
(Extensive Experience)
Evaluates project deliverables, stakeholder expectations, and scope to design working protocols and approaches.
Level 5 Behaviors
(Mastery)
Fosters a sense of shared purpose within the project team.
Skill definition-Ability to encourage, motivate, and guide individuals or teams to further enhance their performance.
Level 1 Behaviors
(General Familiarity)
Describes the role and value of a coach.
Level 2 Behaviors
(Light Experience)
Identifies behaviors that affect job performance.
Level 3 Behaviors
(Moderate Experience)
Discusses alternative techniques for diagnosing and coaching individuals and teams.
Level 4 Behaviors
(Extensive Experience)
Evaluates the success of a coaching method and modifies it based on the feedback of others.
Level 5 Behaviors
(Mastery)
Establishes a process that is beneficial to developing coaches and identifying coaching opportunities.
There are 0 hard skills for Training Director.
10 general skills for Training Director, Service Delivery, Curriculum Design, Leadership Development, etc.
11 soft skills for Training Director, Project Management, Coaching Others, Leadership, etc.
While the list totals 21 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Training Director, he or she needs to be skilled in Project Management, be an expert in Coaching Others, and be an expert in Leadership.
