Training manager: description and activities

In the 21st century, a huge number of professions have appeared, which not only no one had heard of before, but no one needed them. Now everything is changing, and, for example, the “training manager” profession is becoming very popular both in large companies (as a staff unit) and in small ones (as a freelance worker). Despite the fact that the specialty has much in common with the teaching profession, it is more logical to correlate it with another position - a business owner. 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 in what time frame they need.

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

A training manager is a person who trains and develops employees within a company. Education is not general education, but professional. For him, programs are developed, which include those aspects that need to be transferred to the staff as part of training.

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

• corporate (personnel development);
• trainer - most often he is a freelancer, works in a specialized training or consulting company;
• coach-consultant;
• freelancer is a freelance trainer who provides one-time services to companies.

Each of the types 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 almost daily. Small firms do not need this, they resort to the services of freelancers, concluding one-time contracts for training.

A training manager must know and be able to apply the fundamentals of human resources, be a good recruiter (if not by education, then in essence), understand the development strategy of the organization, 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 assessing employees operate, have an idea of ​​the basics of economics and management. The activities of this specialist are carried out in accordance with the plan of measures for the training, retraining and advanced training of the organization's personnel.

The direct directions of the trainer's activity are:

• development and preparation of trainings and training sessions;
• development of plans and schedules for conducting training sessions;
• participation in negotiations between representatives of the workers' trade union and representatives of the employer;
• concluding agreements with colleagues from other firms or freelancers to carry out 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 an analysis of the work done, the effectiveness of the training process;
• if necessary, accompanying personnel after the training.

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

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 bad speaker and a shy person who cannot attract the attention of even a small group of people, while having an honors degree, will not be able to fulfill the duties of a personnel trainer.

Strong charisma, a well-placed sonorous voice, the ability to interest and captivate the audience, win over people, competent and imaginative 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 are looking to pursue a career as a HR coach or business coach, higher education in the field of psychology or pedagogy (or PPF - psychological and pedagogical faculty) is highly desirable.

In addition to receiving specialized education It can be very helpful to hone your speaking and writing skills. To do this, you can do self-education: solve tests, watch educational films, read. It is necessary to get rid of parasitic words, awkwardness, humming - courses in acting and oratory are excellent help in this. They will also help get rid of tightness and embarrassment when performing in front of a large number of people.

Read professional literature, trainers' blogs on the Internet, social networks, watch their channels, notice interesting techniques, gain not only theoretical calculations, but also their practical application. Attend seminars hosted 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 huge numbers. In order not to listen to the same thing over and over again, choose trusted business schools with a good reputation.

Currently, there is little demand for young business coaches in Russia, although social networks (and especially Instagram) are slowly changing this trend. Young bloggers make huge amounts of money from the content they produce as well as the products they sell. They then teach courses about their business models and strategies, run marathons, or otherwise educate others.

A training manager who works for a commercial firm is responsible for how the training, retraining and advanced training of personnel proceeds according to training programs developed or adapted by him. He is also responsible for how the material from the training programs was assimilated by the employees, how correctly they perceived the concept of training.

Ideally, the training manager should be responsible for each of his recommendations, each developed program, for the choice of a particular training strategy. This specialist is also responsible for the quality of personnel training.