Training Manager Job Description
Job Title: Training Manager / Learning Development (LD) Manager
Department: Human Resources (HR) / Organizational Development
Reports To: Director of Human Resources

Role Objective
The Training Manager is responsible for designing, implementing, and managing comprehensive training programs that align with the company’s strategic goals, enhance employee skills, and drive measurable performance improvements across all departments. This role is central to fostering a culture of continuous learning and development.

Key Roles Responsibilities
1. Strategy and Needs Assessment
Conduct Training Needs Analysis (TNA): Regularly assess skills and knowledge gaps across various departments by collaborating with department heads, reviewing performance evaluations, and analyzing business goals.

Develop LD Strategy: Design an overall training and development strategy and plan (both annual and quarterly) that directly addresses identified needs and supports long-term workforce capabilities.

Budget Management: Manage the annual training budget, ensuring all programs are cost-effective and deliver a high return on investment (ROI).

2. Design and Development
Curriculum Design: Design and develop engaging and relevant training materials, manuals, presentations, and resources for various subjects (e.g., technical skills, compliance, soft skills, and leadership development).

Content Expertise: Apply principles of Instructional Design and Adult Learning Theory to ensure all training content is effective and tailored to the audience.

Technology Integration: Select and manage appropriate learning delivery methods, including classroom training, e-learning modules, workshops, on-the-job training, and virtual sessions.

3. Implementation and Delivery
Program Execution: Lead and coordinate the smooth execution of all training events and sessions according to the annual calendar.

Facilitation: Act as a primary trainer or facilitator for key workshops (especially in soft skills, onboarding, and leadership).

Onboarding: Oversee the new employee orientation and onboarding program to ensure new hires integrate quickly and understand company culture and procedures.

Vendor Management: Select, negotiate with, and manage external training consultants and vendors to supplement internal resources when necessary.

4. Evaluation and Continuous Improvement
Measure Effectiveness: Develop and implement metrics (KPIs) and feedback mechanisms (surveys, assessments, post-training performance reviews) to monitor and evaluate the effectiveness and impact of all training programs.

Reporting: Track and maintain detailed records of training participation, completion rates, and outcomes, providing regular reports to senior management.

Continuous Improvement: Adjust and tailor training programs based on evaluation data and employee/management feedback to ensure relevance and quality.

Qualifications and Requirements
Education: Bachelor’s degree in Human Resources, Business Administration, Education, Organizational Development, or a related field (Master’s degree preferred).

Experience: Proven work experience (X years) as a Training Manager or LD Specialist, with a successful track record in designing and executing various training programs.

Skills:

Strong knowledge of instructional design and curriculum development.

Excellent communication, presentation, and facilitation skills (both written and verbal).

Demonstrated ability to lead projects, manage budgets, and work effectively with cross-functional teams.

Proficiency in Learning Management Systems (LMS) and e-learning authoring tools.

Personal Attributes: Highly organized, detail-oriented, strategic thinker, and a passion for people development and continuous learning.

Of course. A Training Manager is a key role responsible for improving employee performance and development across the entire organization.

Here is a comprehensive job description template for a Training Manager that you can adapt for your company.

Training Manager Job Description

Job Title: Training Manager / Learning Development (LD) Manager Department: Human Resources (HR) / Organizational Development Reports To: Head of HR or General Manager

Role Objective

The Training Manager is responsible for designing, implementing, and managing comprehensive training programs that align with the company’s strategic goals, enhance employee skills, and drive measurable performance improvements across all departments. This role is central to fostering a culture of continuous learning and development.

Key Roles Responsibilities

1. Strategy and Needs Assessment

Conduct Training Needs Analysis (TNA): Regularly assess skills and knowledge gaps across various departments by collaborating with department heads, reviewing performance evaluations, and analyzing business goals.

Develop LD Strategy: Design an overall training and development strategy and plan (both annual and quarterly) that directly addresses identified needs and supports long-term workforce capabilities.

Budget Management: Manage the annual training budget, ensuring all programs are cost-effective and deliver a high return on investment (ROI).

2. Design and Development

Curriculum Design: Design and develop engaging and relevant training materials, manuals, presentations, and resources for various subjects (e.g., technical skills, compliance, soft skills, and leadership development).

Content Expertise: Apply principles of Instructional Design and Adult Learning Theory to ensure all training content is effective and tailored to the audience.

Technology Integration: Select and manage appropriate learning delivery methods, including classroom training, e-learning modules, workshops, on-the-job training, and virtual sessions.

3. Implementation and Delivery

Program Execution: Lead and coordinate the smooth execution of all training events and sessions according to the annual calendar.

Facilitation: Act as a primary trainer or facilitator for key workshops (especially in soft skills, onboarding, and leadership).

Onboarding: Oversee the new employee orientation and onboarding program to ensure new hires integrate quickly and understand company culture and procedures.

Vendor Management: Select, negotiate with, and manage external training consultants and vendors to supplement internal resources when necessary.

4. Evaluation and Continuous Improvement

Measure Effectiveness: Develop and implement metrics (KPIs) and feedback mechanisms (surveys, assessments, post-training performance reviews) to monitor and evaluate the effectiveness and impact of all training programs.

Reporting: Track and maintain detailed records of training participation, completion rates, and outcomes, providing regular reports to senior management.

Continuous Improvement: Adjust and tailor training programs based on evaluation data and employee/management feedback to ensure relevance and quality.

Qualifications and Requirements

Education: Bachelor’s degree in Human Resources, Business Administration, Education, Organizational Development, or a related field (Master’s degree preferred).

Experience: Proven work experience (X years) as a Training Manager or LD Specialist, with a successful track record in designing and executing various training programs.

Skills:

Strong knowledge of instructional design and curriculum development.

Excellent communication, presentation, and facilitation skills (both written and verbal).

Demonstrated ability to lead projects, manage budgets, and work effectively with cross-functional teams.

Proficiency in Learning Management Systems (LMS) and e-learning authoring tools.

Personal Attributes: Highly organized, detail-oriented, strategic thinker, and a passion for people development and continuous learning.

Training Manager Job Description
Job Title: Training Manager / Learning Development (LD) Manager
Department: Human Resources (HR) / Organizational Development
Reports To: Director of Human Resources

Role Objective
The Training Manager is responsible for designing, implementing, and managing comprehensive training programs that align with the company’s strategic goals, enhance employee skills, and drive measurable performance improvements across all departments. This role is central to fostering a culture of continuous learning and development.

Key Roles Responsibilities
1. Strategy and Needs Assessment
Conduct Training Needs Analysis (TNA): Regularly assess skills and knowledge gaps across various departments by collaborating with department heads, reviewing performance evaluations, and analyzing business goals.

Develop LD Strategy: Design an overall training and development strategy and plan (both annual and quarterly) that directly addresses identified needs and supports long-term workforce capabilities.

Budget Management: Manage the annual training budget, ensuring all programs are cost-effective and deliver a high return on investment (ROI).

2. Design and Development
Curriculum Design: Design and develop engaging and relevant training materials, manuals, presentations, and resources for various subjects (e.g., technical skills, compliance, soft skills, and leadership development).

Content Expertise: Apply principles of Instructional Design and Adult Learning Theory to ensure all training content is effective and tailored to the audience.

Technology Integration: Select and manage appropriate learning delivery methods, including classroom training, e-learning modules, workshops, on-the-job training, and virtual sessions.

3. Implementation and Delivery
Program Execution: Lead and coordinate the smooth execution of all training events and sessions according to the annual calendar.

Facilitation: Act as a primary trainer or facilitator for key workshops (especially in soft skills, onboarding, and leadership).

Onboarding: Oversee the new employee orientation and onboarding program to ensure new hires integrate quickly and understand company culture and procedures.

Vendor Management: Select, negotiate with, and manage external training consultants and vendors to supplement internal resources when necessary.

4. Evaluation and Continuous Improvement
Measure Effectiveness: Develop and implement metrics (KPIs) and feedback mechanisms (surveys, assessments, post-training performance reviews) to monitor and evaluate the effectiveness and impact of all training programs.

Reporting: Track and maintain detailed records of training participation, completion rates, and outcomes, providing regular reports to senior management.

Continuous Improvement: Adjust and tailor training programs based on evaluation data and employee/management feedback to ensure relevance and quality.

Qualifications and Requirements
Education: Bachelor’s degree in Human Resources, Business Administration, Education, Organizational Development, or a related field (Master’s degree preferred).

Experience: Proven work experience (X years) as a Training Manager or LD Specialist, with a successful track record in designing and executing various training programs.

Skills:

Strong knowledge of instructional design and curriculum development.

Excellent communication, presentation, and facilitation skills (both written and verbal).

Demonstrated ability to lead projects, manage budgets, and work effectively with cross-functional teams.

Proficiency in Learning Management Systems (LMS) and e-learning authoring tools.

Personal Attributes: Highly organized, detail-oriented, strategic thinker, and a passion for people development and continuous learning.

Of course. A Training Manager is a key role responsible for improving employee performance and development across the entire organization.

Here is a comprehensive job description template for a Training Manager that you can adapt for your company.

Training Manager Job Description

Job Title: Training Manager / Learning Development (LD) Manager Department: Human Resources (HR) / Organizational Development Reports To: Head of HR or General Manager

Role Objective

The Training Manager is responsible for designing, implementing, and managing comprehensive training programs that align with the company’s strategic goals, enhance employee skills, and drive measurable performance improvements across all departments. This role is central to fostering a culture of continuous learning and development.

Key Roles Responsibilities

1. Strategy and Needs Assessment

Conduct Training Needs Analysis (TNA): Regularly assess skills and knowledge gaps across various departments by collaborating with department heads, reviewing performance evaluations, and analyzing business goals.

Develop LD Strategy: Design an overall training and development strategy and plan (both annual and quarterly) that directly addresses identified needs and supports long-term workforce capabilities.

Budget Management: Manage the annual training budget, ensuring all programs are cost-effective and deliver a high return on investment (ROI).

2. Design and Development

Curriculum Design: Design and develop engaging and relevant training materials, manuals, presentations, and resources for various subjects (e.g., technical skills, compliance, soft skills, and leadership development).

Content Expertise: Apply principles of Instructional Design and Adult Learning Theory to ensure all training content is effective and tailored to the audience.

Technology Integration: Select and manage appropriate learning delivery methods, including classroom training, e-learning modules, workshops, on-the-job training, and virtual sessions.

3. Implementation and Delivery

Program Execution: Lead and coordinate the smooth execution of all training events and sessions according to the annual calendar.

Facilitation: Act as a primary trainer or facilitator for key workshops (especially in soft skills, onboarding, and leadership).

Onboarding: Oversee the new employee orientation and onboarding program to ensure new hires integrate quickly and understand company culture and procedures.

Vendor Management: Select, negotiate with, and manage external training consultants and vendors to supplement internal resources when necessary.

4. Evaluation and Continuous Improvement

Measure Effectiveness: Develop and implement metrics (KPIs) and feedback mechanisms (surveys, assessments, post-training performance reviews) to monitor and evaluate the effectiveness and impact of all training programs.

Reporting: Track and maintain detailed records of training participation, completion rates, and outcomes, providing regular reports to senior management.

Continuous Improvement: Adjust and tailor training programs based on evaluation data and employee/management feedback to ensure relevance and quality.

Qualifications and Requirements

Education: Bachelor’s degree in Human Resources, Business Administration, Education, Organizational Development, or a related field (Master’s degree preferred).

Experience: Proven work experience (X years) as a Training Manager or LD Specialist, with a successful track record in designing and executing various training programs.

Skills:

Strong knowledge of instructional design and curriculum development.

Excellent communication, presentation, and facilitation skills (both written and verbal).

Demonstrated ability to lead projects, manage budgets, and work effectively with cross-functional teams.

Proficiency in Learning Management Systems (LMS) and e-learning authoring tools.

Personal Attributes: Highly organized, detail-oriented, strategic thinker, and a passion for people development and continuous learning.

คำถามสำเร็จแล้วTraining Manager Job Description
Job Title: Training Manager / Learning Development (LD) Manager
Department: Human Resources (HR) / Organizational Development
Reports To: Director of Human Resources

Role Objective
The Training Manager is responsible for designing, implementing, and managing comprehensive training programs that align with the company’s strategic goals, enhance employee skills, and drive measurable performance improvements across all departments. This role is central to fostering a culture of continuous learning and development.

Key Roles Responsibilities
1. Strategy and Needs Assessment
Conduct Training Needs Analysis (TNA): Regularly assess skills and knowledge gaps across various departments by collaborating with department heads, reviewing performance evaluations, and analyzing business goals.

Develop LD Strategy: Design an overall training and development strategy and plan (both annual and quarterly) that directly addresses identified needs and supports long-term workforce capabilities.

Budget Management: Manage the annual training budget, ensuring all programs are cost-effective and deliver a high return on investment (ROI).

2. Design and Development
Curriculum Design: Design and develop engaging and relevant training materials, manuals, presentations, and resources for various subjects (e.g., technical skills, compliance, soft skills, and leadership development).

Content Expertise: Apply principles of Instructional Design and Adult Learning Theory to ensure all training content is effective and tailored to the audience.

Technology Integration: Select and manage appropriate learning delivery methods, including classroom training, e-learning modules, workshops, on-the-job training, and virtual sessions.

3. Implementation and Delivery
Program Execution: Lead and coordinate the smooth execution of all training events and sessions according to the annual calendar.

Facilitation: Act as a primary trainer or facilitator for key workshops (especially in soft skills, onboarding, and leadership).

Onboarding: Oversee the new employee orientation and onboarding program to ensure new hires integrate quickly and understand company culture and procedures.

Vendor Management: Select, negotiate with, and manage external training consultants and vendors to supplement internal resources when necessary.

4. Evaluation and Continuous Improvement
Measure Effectiveness: Develop and implement metrics (KPIs) and feedback mechanisms (surveys, assessments, post-training performance reviews) to monitor and evaluate the effectiveness and impact of all training programs.

Reporting: Track and maintain detailed records of training participation, completion rates, and outcomes, providing regular reports to senior management.

Continuous Improvement: Adjust and tailor training programs based on evaluation data and employee/management feedback to ensure relevance and quality.

Qualifications and Requirements
Education: Bachelor’s degree in Human Resources, Business Administration, Education, Organizational Development, or a related field (Master’s degree preferred).

Experience: Proven work experience (X years) as a Training Manager or LD Specialist, with a successful track record in designing and executing various training programs.

Skills:

Strong knowledge of instructional design and curriculum development.

Excellent communication, presentation, and facilitation skills (both written and verbal).

Demonstrated ability to lead projects, manage budgets, and work effectively with cross-functional teams.

Proficiency in Learning Management Systems (LMS) and e-learning authoring tools.

Personal Attributes: Highly organized, detail-oriented, strategic thinker, and a passion for people development and continuous learning.

Of course. A Training Manager is a key role responsible for improving employee performance and development across the entire organization.

Here is a comprehensive job description template for a Training Manager that you can adapt for your company.

Training Manager Job Description

Job Title: Training Manager / Learning Development (LD) Manager Department: Human Resources (HR) / Organizational Development Reports To: Head of HR or General Manager

Role Objective

The Training Manager is responsible for designing, implementing, and managing comprehensive training programs that align with the company’s strategic goals, enhance employee skills, and drive measurable performance improvements across all departments. This role is central to fostering a culture of continuous learning and development.

Key Roles Responsibilities

1. Strategy and Needs Assessment

Conduct Training Needs Analysis (TNA): Regularly assess skills and knowledge gaps across various departments by collaborating with department heads, reviewing performance evaluations, and analyzing business goals.

Develop LD Strategy: Design an overall training and development strategy and plan (both annual and quarterly) that directly addresses identified needs and supports long-term workforce capabilities.

Budget Management: Manage the annual training budget, ensuring all programs are cost-effective and deliver a high return on investment (ROI).

2. Design and Development

Curriculum Design: Design and develop engaging and relevant training materials, manuals, presentations, and resources for various subjects (e.g., technical skills, compliance, soft skills, and leadership development).

Content Expertise: Apply principles of Instructional Design and Adult Learning Theory to ensure all training content is effective and tailored to the audience.

Technology Integration: Select and manage appropriate learning delivery methods, including classroom training, e-learning modules, workshops, on-the-job training, and virtual sessions.

3. Implementation and Delivery

Program Execution: Lead and coordinate the smooth execution of all training events and sessions according to the annual calendar.

Facilitation: Act as a primary trainer or facilitator for key workshops (especially in soft skills, onboarding, and leadership).

Onboarding: Oversee the new employee orientation and onboarding program to ensure new hires integrate quickly and understand company culture and procedures.

Vendor Management: Select, negotiate with, and manage external training consultants and vendors to supplement internal resources when necessary.

4. Evaluation and Continuous Improvement

Measure Effectiveness: Develop and implement metrics (KPIs) and feedback mechanisms (surveys, assessments, post-training performance reviews) to monitor and evaluate the effectiveness and impact of all training programs.

Reporting: Track and maintain detailed records of training participation, completion rates, and outcomes, providing regular reports to senior management.

Continuous Improvement: Adjust and tailor training programs based on evaluation data and employee/management feedback to ensure relevance and quality.

Qualifications and Requirements

Education: Bachelor’s degree in Human Resources, Business Administration, Education, Organizational Development, or a related field (Master’s degree preferred).

Experience: Proven work experience (X years) as a Training Manager or LD Specialist, with a successful track record in designing and executing various training programs.

Skills:

Strong knowledge of instructional design and curriculum development.

Excellent communication, presentation, and facilitation skills (both written and verbal).

Demonstrated ability to lead projects, manage budgets, and work effectively with cross-functional teams.

Proficiency in Learning Management Systems (LMS) and e-learning authoring tools.

Personal Attributes: Highly organized, detail-oriented, strategic thinker, and a passion for people development and continuous learning.

คำถามสำเร็จแล้วTraining Manager Job Description
Job Title: Training Manager / Learning Development (LD) Manager
Department: Human Resources (HR) / Organizational Development
Reports To: Director of Human Resources

Role Objective
The Training Manager is responsible for designing, implementing, and managing comprehensive training programs that align with the company’s strategic goals, enhance employee skills, and drive measurable performance improvements across all departments. This role is central to fostering a culture of continuous learning and development.

Key Roles Responsibilities
1. Strategy and Needs Assessment
Conduct Training Needs Analysis (TNA): Regularly assess skills and knowledge gaps across various departments by collaborating with department heads, reviewing performance evaluations, and analyzing business goals.

Develop LD Strategy: Design an overall training and development strategy and plan (both annual and quarterly) that directly addresses identified needs and supports long-term workforce capabilities.

Budget Management: Manage the annual training budget, ensuring all programs are cost-effective and deliver a high return on investment (ROI).

2. Design and Development
Curriculum Design: Design and develop engaging and relevant training materials, manuals, presentations, and resources for various subjects (e.g., technical skills, compliance, soft skills, and leadership development).

Content Expertise: Apply principles of Instructional Design and Adult Learning Theory to ensure all training content is effective and tailored to the audience.

Technology Integration: Select and manage appropriate learning delivery methods, including classroom training, e-learning modules, workshops, on-the-job training, and virtual sessions.

3. Implementation and Delivery
Program Execution: Lead and coordinate the smooth execution of all training events and sessions according to the annual calendar.

Facilitation: Act as a primary trainer or facilitator for key workshops (especially in soft skills, onboarding, and leadership).

Onboarding: Oversee the new employee orientation and onboarding program to ensure new hires integrate quickly and understand company culture and procedures.

Vendor Management: Select, negotiate with, and manage external training consultants and vendors to supplement internal resources when necessary.

4. Evaluation and Continuous Improvement
Measure Effectiveness: Develop and implement metrics (KPIs) and feedback mechanisms (surveys, assessments, post-training performance reviews) to monitor and evaluate the effectiveness and impact of all training programs.

Reporting: Track and maintain detailed records of training participation, completion rates, and outcomes, providing regular reports to senior management.

Continuous Improvement: Adjust and tailor training programs based on evaluation data and employee/management feedback to ensure relevance and quality.

Qualifications and Requirements
Education: Bachelor’s degree in Human Resources, Business Administration, Education, Organizational Development, or a related field (Master’s degree preferred).

Experience: Proven work experience (X years) as a Training Manager or LD Specialist, with a successful track record in designing and executing various training programs.

Skills:

Strong knowledge of instructional design and curriculum development.

Excellent communication, presentation, and facilitation skills (both written and verbal).

Demonstrated ability to lead projects, manage budgets, and work effectively with cross-functional teams.

Proficiency in Learning Management Systems (LMS) and e-learning authoring tools.

Personal Attributes: Highly organized, detail-oriented, strategic thinker, and a passion for people development and continuous learning.

Of course. A Training Manager is a key role responsible for improving employee performance and development across the entire organization.

Here is a comprehensive job description template for a Training Manager that you can adapt for your company.

Training Manager Job Description

Job Title: Training Manager / Learning Development (LD) Manager Department: Human Resources (HR) / Organizational Development Reports To: Head of HR or General Manager

Role Objective

The Training Manager is responsible for designing, implementing, and managing comprehensive training programs that align with the company’s strategic goals, enhance employee skills, and drive measurable performance improvements across all departments. This role is central to fostering a culture of continuous learning and development.

Key Roles Responsibilities

1. Strategy and Needs Assessment

Conduct Training Needs Analysis (TNA): Regularly assess skills and knowledge gaps across various departments by collaborating with department heads, reviewing performance evaluations, and analyzing business goals.

Develop LD Strategy: Design an overall training and development strategy and plan (both annual and quarterly) that directly addresses identified needs and supports long-term workforce capabilities.

Budget Management: Manage the annual training budget, ensuring all programs are cost-effective and deliver a high return on investment (ROI).

2. Design and Development

Curriculum Design: Design and develop engaging and relevant training materials, manuals, presentations, and resources for various subjects (e.g., technical skills, compliance, soft skills, and leadership development).

Content Expertise: Apply principles of Instructional Design and Adult Learning Theory to ensure all training content is effective and tailored to the audience.

Technology Integration: Select and manage appropriate learning delivery methods, including classroom training, e-learning modules, workshops, on-the-job training, and virtual sessions.

3. Implementation and Delivery

Program Execution: Lead and coordinate the smooth execution of all training events and sessions according to the annual calendar.

Facilitation: Act as a primary trainer or facilitator for key workshops (especially in soft skills, onboarding, and leadership).

Onboarding: Oversee the new employee orientation and onboarding program to ensure new hires integrate quickly and understand company culture and procedures.

Vendor Management: Select, negotiate with, and manage external training consultants and vendors to supplement internal resources when necessary.

4. Evaluation and Continuous Improvement

Measure Effectiveness: Develop and implement metrics (KPIs) and feedback mechanisms (surveys, assessments, post-training performance reviews) to monitor and evaluate the effectiveness and impact of all training programs.

Reporting: Track and maintain detailed records of training participation, completion rates, and outcomes, providing regular reports to senior management.

Continuous Improvement: Adjust and tailor training programs based on evaluation data and employee/management feedback to ensure relevance and quality.

Qualifications and Requirements

Education: Bachelor’s degree in Human Resources, Business Administration, Education, Organizational Development, or a related field (Master’s degree preferred).

Experience: Proven work experience (X years) as a Training Manager or LD Specialist, with a successful track record in designing and executing various training programs.

Skills:

Strong knowledge of instructional design and curriculum development.

Excellent communication, presentation, and facilitation skills (both written and verbal).

Demonstrated ability to lead projects, manage budgets, and work effectively with cross-functional teams.

Proficiency in Learning Management Systems (LMS) and e-learning authoring tools.

Personal Attributes: Highly organized, detail-oriented, strategic thinker, and a passion for people development and continuous learning.