Training and development managers and experts guide and supervise employees' training and development plans. Management is increasingly aware that training provides a way to develop skills, improve productivity and work quality, cultivate employees' loyalty to the company, and most importantly, improve the performance of individuals and organizations to achieve business results. Training is widely accepted as a method of employee welfare and improving employee morale, and improving employee skills has become a top priority for enterprises. More and more managers and leaders realize that the key to enterprise development and success lies in developing employees' skills and knowledge.
Other factors that determine whether training is needed include the complexity of the working environment, the rapid pace of organizational and technological changes, and the increase in the number of jobs in fields that constantly generate new knowledge and therefore need new skills. In addition, the progress of learning theory provides insights into how adults learn and how to organize the most effective training for them.
The training manager provides training for employees in the classroom or on site. This includes setting up teaching materials before class, participating in class, and issuing certificates of completion at the end of the course. They are responsible for the whole learning process and its environment, to ensure that the course meets its objectives, and is measured and evaluated to understand how learning affects business results.
Training experts plan, organize and guide a wide range of training activities. The trainer responds to the service requests of the company and employees. They consult the on-site supervisor for available performance improvement services, and hold orientation meetings and arrange on-the-job training for new employees. They help all employees to maintain and improve their job skills, and may prepare for jobs that require higher skills. They help supervisors improve their interpersonal skills in order to deal with employees effectively. They may make personalized training plans to strengthen employees' existing skills or teach new skills. Some companies' training experts set up leadership or execution development programs for employees in lower positions. These plans are designed to train leaders, or "train" them, to replace those who leave the organization, and as part of succession planning. Trainers also lead some projects to help employees complete the job transformation brought about by mergers and acquisitions and technological changes. In government-supported training programs, training experts act as case managers. They first assess the training needs of customers, and then guide them to adopt the most appropriate training methods. After the training, customers may be introduced to employer relations representatives or receive job placement assistance.
Planning and project development are important parts of training experts. In order to determine and evaluate the training needs within the company, the trainer may consult with the manager and supervisor or conduct a survey. They also evaluate the effectiveness of training to ensure that the training received by employees helps the organization achieve its strategic business goals and achieve results.
According to the size, objectives and nature of the organization, the responsibilities and methods used by trainers may be very different. Training methods include on-the-job training; Start a school and copy the workshop conditions for students before they enter the workshop; Apprenticeship training; Classroom training; E-learning includes Internet-based interactive training, multimedia projects, distance learning, satellite training, other computer-aided teaching technologies, videos, simulators, conferences and seminars.