People often think that training workers is training teachers, but this is not always the case. Trainers not only refer to teachers, but also include organizers and managers of training work.

Research on the Role Playing and Ability Requirements of American Human Resource Developers

The research on the field of human resources development in the United States began after the Second World War, and the research on the role and ability of human resources development workers has always been highly valued. Since 1970s, experts, scholars and relevant institutions have been discussing this issue continuously. Because only when the roles and abilities of human resource developers are determined can their work performance be scientifically evaluated and the field of human resource development be more standardized and specialized.

Leonard Nadler established the Nadler model in 1970, and confirmed three roles of human resource developers: managers, consultants and learning experts. Since then, many academic institutions have conducted more in-depth research on roles and abilities. 1983, ASTD (American Institute for Training and Development) in markland researched and developed the human resources wheel, and determined nine organs and independent fields of human resources, including training and development fields, as well as the 15 role that trainers should play and the 3 1 that they must have.

According to their research results, the 15 role that trainers should play is: 1. Assessor: Assess training programs and teaching effects; Evaluate the impact of training on individuals and organizations. 2. Group Instructor: Guide group discussion and decision-making, so that every member can participate in group activities and be responsible for decision-making measures. 3. Personal Development Consultant: Help individuals to evaluate their abilities, values and goals, and determine their career development plans and activities. 4. Textbook compilation: compiling textbooks, teaching guides, audio-visual materials, safety, exercises, test questions, computer software and other written materials. 5. Teachers: teach the teaching content, guide the designed learning activities, and use various teaching methods and means to benefit students. 6. Training and Development Manager: Exercise management functions such as planning, organization, staffing and supervision of training and development, so as to coordinate the work of the training and development department and other departments within the organization. 7. Marketers: selling the ideas and ideas of training development, not only selling their own training programs or teaching packages, but also providing various training services to the outside world. 8. Media experts: they can make charts and computer software, list the hardware needed for teaching, use audio-visual teaching materials and audio-visual teaching equipment, and skillfully order all kinds of software and hardware needed for teaching. 9. Demand analyst: Find the gap between ideal performance and actual performance and point out the reasons for the gap, so as to determine the real demand for training. 10. Manager: Ensure that all aspects such as teaching venues, equipment, materials and students' learning activities are carried out as planned, and ensure orderly teaching logistics services. 1 1. training scheme designer: establish training objectives, contents, teaching activities and teaching methods, and arrange teaching procedures. 12. Strategist: Make a long-term strategic plan for training and development. 13. job analyst: establish the main work and the conditions needed to complete the work, and analyze the performance level that should be achieved. 14. Theorists: develop and test theories about training. 15. Changer: Help individuals to apply the knowledge and skills acquired after training to practical work.

The 3 1 abilities that a trainer should possess are: 1. Ability to understand adult education theory. 2. Ability to use audio-visual teaching materials and equipment. 3. The ability to master the knowledge of career development. 4. Ability to "know people and be good at their duties": be able to confirm the level of each member and the necessary conditions for completing each job. 5. Ability to use computers. 6. Ability to conduct cost-benefit analysis. 7. (Career) consulting ability: help individuals understand their values, needs and goals; Longevity individuals know their own problems and make different choices. 8. The ability of data induction. 9. Be able to delegate some training responsibilities or obligations to others. 10. Ability to arrange teaching facilities. 1 1. Feedback ability. 12. Predictive ability. 13. Ability to handle group affairs: help the group to complete tasks and meet the needs of team members. 14. Ability to understand the industry. 15. Ability to master a variety of knowledge. 16. Ability to collect data. 17. Ability to build models: develop theoretical and practical models and explain complex problems in an understandable way. 18. negotiating ability. 19. Ability to determine goals. 20. The ability to master the knowledge of organizational behavior. 2 1. Understand the ability of the organization as a whole. 22. Ability to evaluate performance. 23. Be able to master all aspects of knowledge in the field of human resources. 24. Teaching ability. 25. Ability to ask questions. 26. Information management capabilities. 27. Ability to build relationships with all parties. 28. Research ability. 29. Proficient in training and development. 30. Understand the ability of training and developing technical methods. 3 1. Writing ability.

From 65438 to 0987, Macland distinguished human resource development from human resource management, making personal development, organizational development and career development the three main contents in the field of human resource development. The study of roles and abilities has become an important part of human resource development theory.

Based on the study of various roles and abilities, the main roles that human resources development workers should play can be summarized into four types, namely, human resources development managers, learning experts, teaching designers and consultants. Under each main role, they often have to play various other roles.