CAREER GUIDE FOR TRAINING & DEVELOPMENT MANAGER

SOC Code: 11-3042

Pay Band(s): 5 and 6         (Salary Structure)

Standard Occupational Description: Plan, direct, or coordinate the training and development activities and staff of an organization.

Training and Development Manager positions in the Commonwealth are assigned to the following Roles in the Training and Instruction Career Group:

Training and Instruction Manager I

Training and Instruction Manager II

While Training and Development Managers within the Commonwealth are all located within the Training and Instruction Career Group, individuals may want to pursue other opportunities within the Commonwealth depending upon individual training, education, knowledge, skills, abilities, and interests.   

Other Career Group(s) that may be of interest are:

Education Administration

Human Resources

Program Administration

Policy and Planning

SKILLS, KNOWLEDGE, ABILITIES AND TASKS

(Technical and Functional Expertise)

Skills
Note: The technical and functional skills listed below are based on general occupational qualifications for Training and Development Manager commonly recognized by most employers.  Typically, you will not be required to have all of the skills listed to be a successful performer.  Recruitment and selection standards for an individual state job must be based on the specific knowledge, skills, and abilities for that job as indicated in the job announcement and job description in the Employee Work Profile.

  1. Talking to others to convey information effectively.
  2. Understanding written sentences and paragraphs in work related documents.
  3. Teaching others how to do something.
  4. Motivating, developing, and directing people as they work, identifying the best people for the job.
  5. Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
  6. Managing one's own time and the time of others.
  7. Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
  8. Persuading others to change their minds or behavior.
  9. Actively looking for ways to help people.
  10. Considering the relative costs and benefits of potential actions to choose the most appropriate one.

Knowledge
Note: The technical and functional knowledge statements listed below are based on general occupational qualifications for Training and Development Manager commonly recognized by most employers.  Typically, you will not be required to have all of the knowledge listed to be a successful performer.  Recruitment and selection standards for an individual state job must be based on the specific knowledge, skills, and abilities for that job as indicated in the job announcement and job description in the Employee Work Profile.

The Knowledge of:

  1. Principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
  2. Principles and techniques of coaching, mentoring and performance consulting.
  3. Adult learning theory and instructional methodologies.
  4. Principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
  5. Relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions.
  6. Business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
  7. Principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
  8. Laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
  9. Structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.

Abilities
Note: The technical and functional abilities listed below are based on general occupational qualifications for Training and Development Manager commonly recognized by most employers.  Typically, you will not be required to have all of the abilities listed to be a successful performer.  Recruitment and selection standards for an individual state job must be based on the specific knowledge, skills, and abilities for that job as indicated in the job announcement and job description in the Employee Work Profile.

The Ability to:

  1. Design and facilitate training to include instructor-led, distant learning and CBT for managers and supervisors.
  2. Design and perform needs assessments and training evaluations.
  3. Communicate information and ideas in speaking so others will understand.
  4. Speak clearly so others can understand you.
  5. Listen to and understand information and ideas presented through spoken words and sentences.
  6. Identify and understand the speech of another person.
  7. Come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.
  8. Apply general rules to specific problems to produce answers that make sense.
  9. Combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
  10. Read and understand information and ideas presented in writing.
  11. Come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).
  12. Communicate information and ideas in writing so others will understand.

Tasks
Note: 
The following is a list of sample tasks typically performed by Training and Development Manager.  Employees in this occupation will not necessarily perform all of the tasks listed. 

  1. Conduct orientation sessions and arrange on-the-job training for new hires.
  2. Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
  3. Develop testing and evaluation procedures.
  4. Conduct or arrange for ongoing technical training and personal development classes for staff members.
  5. Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
  6. Develop and organize training manuals, multimedia visual aids, and other educational materials.
  7. Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, distance and e-learning, demonstrations, on-the-job training, meetings, conferences, and workshops.
  8. Analyze training needs to develop new training programs or modify and improve existing programs.
  9. Review and evaluate training and apprenticeship programs for compliance with government standards.
  10. Train instructors and supervisors in techniques and skills for training and dealing with employees.
  11. Plan, develop, and manage leadership, management, or agency-specific training programs.

INTERESTED?

Like people, occupations have traits or characteristics.  These characteristics give important clues about the nature of the work and work environment, and give you an opportunity to match your own personal interests to a specific occupation.  When you choose a job in an occupation that matches your own interests you have taken an important step in planning a successful and rewarding career.

The occupation of Training and Development Manager has Enterprising, Social and Conventional characteristics as described below:

Enterprising — Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.

Social — Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.

Conventional — Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.

LICENSURE, REGISTRATION, OR CERTIFICATION REQUIREMENTS

Generally this is not required for Training and Development Manager positions in state government. However, some employers may prefer certification. Certification may enhance professional growth and career opportunities. Certification may be obtained through two major human resources associations: the Society for Human Resource Management (SHRM) and The International Public Management Association for Human Resources (IPMA-HR).

The Society for Human Resources Management has two levels of certification. They are the Professional in Human Resources (PHR) and the Senior Professional in Human Resources (SPHR). Both require experience and a passing score on a comprehensive exam. Society for Human Resource Management's web site is: http://www.shrm.org

The International Public Management Association for Human Resources offers two certifications. They are the IPMA-Certified Professional (IPMA-CP) and the IPMA-Certified Specialist (IPMA-CS). The International Public Management Association for Human Resources' web site is: http://www.ipma-hr.org/

Managers with the Commonwealth of Virginia are eligible for the Virginia Certified Public Manager Program offered by the Department of Human Resource Management. Web site is http://www.dpt.state.va.us/training/cpm/cpmhome.htm. This certificate program offers practitioner-oriented course work that builds upon management training programs offered through agencies, colleges, and universities.

Attainment of the Certified Administrative Manager (CAM) designation offered by the Institute of Certified Professional Managers, through work experience and successful completion of examinations, can increase a manager's advancement potential. The Institute of Certified Professional Managers is a certifying organization and offers a management certification program. The Institute is located at James Madison University, Harrisonburg, Virginia.  Web site is http://cob.jmu.edu/icpm. Management Skills is the theme of the program, which emphasizes the teaching and application of real-world, practical skills and techniques over theories, and critical-thinking skills over rote knowledge.

The American Society for Training and Development (ASTD), a leading association of workplace learning and performance professionals that forms a world-class community of practice, offers several certifications that may be beneficial for this position, these are:

Human Performance Improvement (HPI)

Certified Performance Technologist (CPT), this is offered in conjunction with the International Society for Performance Improvement

Measuring & Evaluating Learning Certificate Program

Return on Investment (ROI) Certificate Program

E-Learning Instructional Design Certificate Program

ASTD Training Certificate Program

Other certifications may also be beneficial to this positions, these include certification in typology (i.e., the Myers-Briggs Type Indicator (MBTI)), various assessment instruments, vendor-specific training certifications (e.g., Development Dimensions International (DDI), Covey, or Blanchard), and/or specific theory certifications (i.e., Situational Leadership).

EDUCATIONAL, TRAINING, AND LEARNING OPPORTUNITIES 

The Department of Labor provides the following information:

Training and development managers supervise training and development programs for employees. Increasingly, management recognizes that training offers a way of developing skills, enhancing productivity and quality of work, and building worker loyalty to the firm.

Because of the diversity of duties and levels of responsibility, the educational backgrounds of training managers and specialists vary considerably. In filling entry-level jobs, many employers seek college graduates who have majored in human resource development, organizational development, human resources, personnel administration, or education. Other employers look for college graduates with a technical or business background or a well-rounded liberal arts education.

Some colleges and universities offer degree programs in personnel administration or human resources management or training and development.

The State Council of Higher Education lists many Virginia educational institutions having educational programs in human resources management and education on their web site: http://www.schev.edu/Students/FindaProgram.asp?from=k12

COMMONWEALTH COMPETENCIES

Competencies are a set of identified behaviors, knowledge, skills, and abilities that directly and positively impact the success of employees and the organization. Competencies can be observed and measured.  When consistently demonstrated, competencies make employees particularly effective in their work.  Competencies help lay out a road map to career success.  You can use the Commonwealth Competencies to help improve your individual performance by adopting behaviors that make high performing employees successful in their jobs. In this way, you can use the Commonwealth Competencies for your further professional development.

The Commonwealth Competencies are:

  1. Technical and Functional Expertise
  2. Understanding the Business     
  3. Achieving Results
  4. Serving the Customer
  5. Teamwork
  6. Interpersonal and Communication Skills
  7. Leadership and Personal Effectiveness

The above competencies may be applied to employees throughout the Commonwealth of Virginia.  They can be rank-ordered by agencies and hiring managers to represent the needs of a specific job.  The rank ordering will change depending upon the occupation, an organization's priorities, the actual job requirements, and the supervisor's preferences. 

Career success is both about what you do (applying your technical knowledge, skills, and ability) and how you do it (the consistent behaviors you demonstrate and choose to use) while interacting and communicating with others.  Hopefully, by studying the Commonwealth competencies, identifying your developmental opportunities, and working to refine your own competence, you can take charge of your career!

For additional information about the Commonwealth Competencies go to: http://jobs.state.va.us/cc_planningctr.htm.  For the competencies, we first list the competencies and then define each.  Finally, we list competency indicators; to describe what successful performance looks like. 

COMMONWEALTH CAREER PATH

Career opportunities in the Commonwealth are not limited to moving “up” to the next highest role and pay band, changing positions, or to becoming a supervisor.  That's because most roles describe a broad group of occupationally related positions that perform a range of work that requires increased knowledge and skills.  For that reason, Commonwealth roles describe the career paths within the same or higher-level role for the same or different Career Group.  The broad salary range and the Commonwealth's pay practices provide flexibility in recognizing career development and advancement. (Salary Structure)

For example: Training and Development Manager

PAY BAND

Manager Roles

5

Training and Instruction Manager I

6

Training and Instruction Manager II

Sample Career Path

Training and Instruction Manager I

The Training and Instruction Manager I role provides career tracks for training managers with responsibility for determining organizational performance or development needs and services; and planning, developing, and implementing agency-wide or statewide training programs and/or initiatives in an agency that may be geographically dispersed. Duties include conducting research, needs assessments and analyses; initiative or program development; monitoring, and evaluating; project planning; budget development; staff supervision; and consultation to senior administrators.

Training and Instruction Manager II

The Training and Instruction Manager II role provides career tracks for training managers who direct diverse programs and specialized, comprehensive training activities statewide or in an agency that is geographically dispersed and provides instructional services to localities or outside entities. Complex duties involve the planning, directing, implementing and evaluating training functions for agency staff and external customers; establishing and monitoring goals and performance standards for training programs; and may include managing the operations of a training facility.

ADDITIONAL OCCUPATIONAL INFORMATION CAN BE FOUND AT: 

O*NET (Occupational Information Network) 

http://online.onetcenter.org/gen_search_page

Virginia Employment Commission 

http://www.alex.vec.state.va.us/

Career One Stop

  http://www.careeronestop.org/

Virginia Career Resource Network

 http://www.vacrn.net/

Society for Human Resource Management

http://www.shrm.org

The International Public Management Association for Human Resources

http://www.ipma-hr.org/

American Society for Training and Development

 http://www.astd.org