Designs, plans, and implements training programs, policies, and procedures.
Collaborates with functional teams to assess ongoing and future training and development needs and the effectiveness of established programs. Researches new training techniques and suggests enhancements to existing training programs to meet the organization's changing needs. Engages with vendors providing supplemental training programs or training content. Ensures that training resources and delivery methods are kept up to date and are effective.
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 Manager skill and competencie below to view definitions.
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)
Cites the best practices in curriculum design to meet our organization's objectives and outcomes.
Level 2 Behaviors
(Light Experience)
Applies instructional systems approach to curriculum design, re-design, and development.
Level 3 Behaviors
(Moderate Experience)
Audits the content of our curriculum to evaluate the effectiveness for a specific audience.
Level 4 Behaviors
(Extensive Experience)
Drafts guidelines to maximize the features and function of tools for designing a learning curriculum.
Level 5 Behaviors
(Mastery)
Builds a system to track curriculum progress to establish guidelines in addressing design issues.
Skill definition-Developing and promoting acquaintance, empowerment, and integration of each unique individual to create a productive and safe working environment.
Level 1 Behaviors
(General Familiarity)
Cites key topics and areas in diversity and inclusion to identify impacts on our workplace.
Level 2 Behaviors
(Light Experience)
Applies diversity and inclusion principles to promote an inclusive working environment.
Level 3 Behaviors
(Moderate Experience)
Executes cultural programs and processes to maximize organizational diversity and inclusion goals.
Level 4 Behaviors
(Extensive Experience)
Expands initiatives to reinforce a commitment to diversity and inclusion across our organization.
Level 5 Behaviors
(Mastery)
Builds strategic partnerships across our organization to establish diversity and inclusion programs.
Skill definition-Ability to design a group process, elicit contributions from group members, stimulate a focused group discussion, and achieve a desired outcome.
Level 1 Behaviors
(General Familiarity)
Compiles a list of all the traits and characteristics of effective facilitation.
Level 2 Behaviors
(Light Experience)
Assists management in keeping the environment supportive to ensure productive discussions.
Level 3 Behaviors
(Moderate Experience)
Helps implement facilitated programs that enhance analytical, critical, and creative thinking.
Level 4 Behaviors
(Extensive Experience)
Coaches others in planning, conducting, and evaluating a group facilitation process.
Level 5 Behaviors
(Mastery)
Builds structures for meetings and applies facilitation techniques to keep discussions effective.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Cites potential challenges and workplace issues in delegating tasks that may impede well coordinated work.
Level 2 Behaviors
(Light Experience)
Assists in identifying and breaking tasks into a sequence of steps for a more organized task plan.
Level 3 Behaviors
(Moderate Experience)
Aligns tasks and priorities with business goals and objectives.
Level 4 Behaviors
(Extensive Experience)
Creates programs to improve planning and organization of work to achieve business objectives.
Level 5 Behaviors
(Mastery)
Builds and designs organizational systems and planning tools to enhance overall productivity.
There are 0 hard skills for Training Manager.
12 general skills for Training Manager, Curriculum Design, Diversity and Inclusion, Leadership Development, etc.
11 soft skills for Training Manager, Facilitation, Planning and Organizing, Coaching Others, etc.
While the list totals 23 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 Manager, he or she needs to be an expert in Facilitation, be skilled in Planning and Organizing, and be an expert in Coaching Others.
