Training and development officer: Job description and activities
Job description
A training and development officer/manager manages the learning and professional development of an organisation's workforce.
- The training element gives staff the understanding, practical skills and motivation to carry out particular work-related tasks. The training officer/manager will either deliver training sessions to participants or arrange for others to do so.
- The development work relates to the ongoing, long-term improvement of employees' skills so that they can fulfil their potential within their organisation.
The training and development manager is responsible for developing a comprehensive training package that encompasses both these elements in order to maintain a motivated and skilled workforce and to fulfil the needs of the organisation.
Typical work activities
The nature of the training and development role is industry-specific, with the level of responsibility and variety of activities dependent on the type and size of organisation. However, activities are likely to include some or all of the following:
- identifying training and development needs within an organisation through job analysis, appraisal schemes and regular consultation with business managers and human resources departments;
- designing and developing training and development programmes based on both the organisation's and the individual's needs;
- considering the costs of planned programmes and keeping within budgets as assessing the return on investment of any training or development programme is becoming increasingly important;
- working in a team to produce programmes that are satisfactory to all relevant parties in an organisation, such as line managers, accountants and senior managers at board level;
- developing effective induction programmes;
- conducting appraisals;
- devising individual learning plans;
- producing training materials for in-house courses;
- managing the delivery of training and development programmes and, in a more senior role, devising a training strategy for the organisation;
- monitoring and reviewing the progress of trainees through questionnaires and discussions with managers;
- ensuring that statutory training requirements are met;
- evaluating training and development programmes;
- amending and revising programmes as necessary, in order to adapt to the changes that occur in the work environment;
- helping line managers and trainers solve specific training problems, either on a one-to-one basis or in groups;
- keeping up to date with developments in training by reading relevant journals, going to meetings and attending relevant courses;
- increasingly, having an understanding of e-learning techniques.
AGCAS
Written by Myrto Kalle, London School of Economics and Political Science
Last updated:
December 2008
