5-step Checklist To Ace Your First Year As A Training Manager

By Author: Mainak Bannerjee
Total Articles: 2
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Every job position has its own set of challenges. The job position of training manager is also no different. To know more about the job responsibilities of a training manager in detail, first, we should know who is a training manager. A certified training manager is a professional who has completed a certification program and has demonstrated expertise in managing training programs, developing and delivering training content, and measuring its effectiveness. During their first year on the job, training managers face a variety of activities, such as analyzing the state of the training function, determining stakeholder needs, and simply getting used to new policies and procedures.

The training manager course equips professionals with adequate knowledge to prioritize goals and allocate resources and helps them to master the fundamentals of training and development.

One can take specific steps to navigate the first year in the position. Consider this checklist your road map for a fruitful start in the learning industry.

Identification

The ...
... primary work that every training manager should practice is to identify questions and ask themselves. The questions can be as follows:

1. What does the training program currently look like?
2. Which existing resources are available in the organization?
3. Is there a plan for a learning & development program?
4. What are the short- and long-term objectives of the organization?

You can create a baseline to compare your development by diagnosing the state of the training function right now. It will also assist you in telling important stakeholders about your improvements. Making early and accurate diagnoses will help you deliver training that is strategically in line with organizational objectives. Effective identification gives training managers a foundation to build impactful learning initiatives.

Rationalize

After successfully identifying the current state of the training function, the next step is to rationalize them. The most common practice implemented is Portfolio Rationalization. This technique helps the training managers to sort the training programs based on their urgency. This assessment helps in deciding to keep or drop a course and tells you whether you're utilizing the best tools to create, develop, and deliver the training. Although rationalization can be a long process, it is necessary for effective training management. It assists in identifying gaps in your portfolio and helps to decide which courses you should update with new data, resources, or modifications. It assists in identifying gaps in your portfolio and states which courses you should update with new data and resources.

Plan

A new training manager might pack a learning and development (L&D) strategy with enticing new programs. But keep in mind that one of the primary duties of a training manager is to boost output. Every course covers a crucial business priority that uses cutting-edge learning technologies and content focusing on the future. A successful plan should include the following:

1. An executive summary
2. A summary of the learners
3. Organization’s business goals
4. The present capabilities of the training functions
5. Short-term and long-term business objectives
6. Anticipated problems and adequate solutions

A well-sought plan helps in the overall functioning of the organization. You will add, replace, or augment training efforts, given that businesses are evolving quickly. Even amid change, staying flexible will help to guarantee that training continues to be a driving force.

Implementation

Once the plan is created, the next step is to implement it. Assessing and managing your resources—including subject matter experts (SMEs), vendors, your current learning tech stack, and your budget— is the first step to executing the plan into action. It will help them to decide which courses to design internally and which to outsource. Choosing key performance indicators (KPIs) for each of the programs before they begin is the final stage in carrying out the plan. Tracking each course's commercial impact from the start will be made easier if you decide on the KPIs to follow in advance.

Communicate

The ability to communicate is essential for learning leaders. Even the most innovative and captivating programs would not have an impact if learners are unaware of them. Make sure to let students know about all of the available courses so they are aware of their options. As a new training manager, marketing yourself and your programs will help prove your value to the business from the start.

Stakeholders can be informed about the benefit of training in a variety of ways, from a monthly newsletter with pertinent course updates and data to a formal quarterly meeting where this topic is covered. Of course, discussing the commercial benefits of training shouldn't stop there. As a learning leader, you must regularly inform important stakeholders on how training is shaping up. Communicating and selling the business benefits of training, especially during your first year in the post, will position you and the entire training department as a crucial business asset.

Conclusion

The corporate landscape is ever-evolving. To remain relevant, businesses must keep up with new technological developments and societal changes. As a result, using this checklist is not a one-time task. Instead, it's a procedure you should carry out consistently. The training manager course helps the training managers to ensure the quality and impact of training initiatives, drive employee performance, and contribute to the organization’s overall success.