Training Manager: Description and Activities

In the XXI century, a huge number of professions appeared, which before not only no one had heard of, but no one needed them. Now everything is changing, and, for example, the profession of “training manager” is becoming very popular both in large companies (as a full-time unit) and in small ones (as a freelance worker). Despite the fact that the specialty has much in common with the profession of a teacher, it is more logical to correlate it with another position - the owner of the business. It is these people who are the “engines” of business strategies, understand the tasks and needs of their business, and also imagine what result and when they need it.

Trainings as such appeared at the beginning of the last century, the famous psychologist Dale Carnegie became their ancestor. But they did not receive strong popularization, and as a specialty, the training manager became competitive in the profession market not so long ago.

A training manager is a specialist engaged in the training and development of employees within the company. Education is not general education, but vocational. For him, programs are being developed that include those aspects that need to be transferred to staff as part of the training.

In the process of training, the employee reveals his internal reserves, personal and professional qualities. All these are the tasks that the training manager must perform. Depending on the company in which training takes place and which functions are leading, the following types of training managers are distinguished:

• corporate (staff development);
• trainer - most often is a freelancer, works in a specialized company for training or consulting;
• consultant trainer;
• freelancer - a free trainer that provides one-time services to companies.

Each of the species is in demand in its own direction. Someone provides services on an ongoing basis and works in the state, since the need for coaching is available almost daily. Small firms do not need this, they resort to the services of freelancers, concluding one-time contracts for training.

The training manager should know and be able to apply the basics of personnel affairs, be a good recruiter (if not by education, then in essence), understand the organization’s development strategy, understand people, psychological methods of communication with people in pairs and small groups, so and with a large audience. He must understand how various systems for evaluating employees work, and have an understanding of the fundamentals of economics and management. The activity of this specialist is carried out in accordance with the action plan for the training, retraining and advanced training of the organization’s personnel.

The direct activities of the coach are:

• development and preparation of trainings and training sessions;
• development of plans and schedules for training sessions;
• participation in negotiations between representatives of the labor union and representatives of the employer;
• conclusion of agreements with colleagues from other companies or freelancers for joint activities;
• assessment of the needs of the company and its representatives in training, retraining and advanced training;
• adaptation of existing training programs;
• preparation of analysis of the work done, the effectiveness of the learning process;
• if necessary, accompanying staff after the training.

To get a job as a training manager, you need to have a diploma about getting a higher pedagogical or higher psychological education. If you are starting a small company, it is enough to complete courses in the specialty "business coach".

Education is not the most basic requirement for a candidate for a position (although, of course, it is important). Personal and professional qualities are much more important: a poor speaker and a shy person who cannot attract the attention of even a small group of people, while having a diploma with honors, will not be able to perform the duties of a staff trainer.

Strong charisma, delivered sonorous voice, the ability to interest and captivate the audience, attract people, competent and figurative speech, the ability to apply all available skills, high professionalism, excellent memory - these are the components that distinguish a high-class coach.

However, if you want to make a career as a personnel trainer or business coach, Higher education in the field of psychology or pedagogy (or PPF - psychological and pedagogical faculty) is very desirable to get.

In addition to obtaining specialized education It’s very useful to hone your spoken and written language skills. To do this, you can do self-education: solve tests, watch educational films, read. It is necessary to get rid of parasite words, awkwardness, mooing - acting classes and oratory are very helpful in this. They will help to get rid of tightness and constraint when speaking in front of a large number of people.

Read professional literature, trainers' blogs on the Internet, social networks, watch their channels, notice interesting tricks, gain not only theoretical calculations, but also their practical application. Attend seminars that are held by renowned trainers.If you do not have the opportunity to attend the seminar in person, sign up for webinars, online courses and classes, which are held in large quantities. In order not to listen to the same thing many times, choose trusted business schools with a good reputation.

At present, young business coaches are not in great demand in Russia, although social networks (and especially Instagram) are slowly changing this trend. Young bloggers make a lot of money from content that they produce, as well as goods that they sell. After which they conduct courses about their business models and strategies, run marathons or otherwise train others.

The training manager who works in a commercial company is responsible for how the training, retraining and advanced training of personnel in training programs developed or adapted by him is carried out. He is also responsible for how the employees learned the material from the training programs and how correctly they perceived the concept of training.

Ideally, the training manager should be responsible for each recommendation, each program developed, for the choice of a particular learning strategy. This specialist is also responsible for the quality of staff training.