Companies rely on in-house education programs for which of the following reasons?
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Organizations face many new challenges, from successfully incorporating new technologies to quickly adapting to ever-changing industry and market conditions. One of the greatest obstacles companies face in achieving their goals predates the Industrial Revolution: finding and retaining skilled employees. A 2019 LinkedIn survey found 94% of employees would stay longer at their current jobs if their employers invested in their career development. The same survey determined the greatest challenge employers face in developing talented workers is convincing employees to “make time for learning.” Bridging this gap is the job of corporate trainers, whose duties have expanded in recent years beyond the standard technical training and corporate policies and procedures of the past. Corporate trainers work with employees and managers at all organizational levels and play a key role in ensuring a company’s workforce is prepared to tackle the complex problems it encounters in today’s work environments. The information in this guide helps individuals understand what a corporate trainer does, the skills the position requires, the steps to becoming a corporate trainer, and the career and salary outlook. What Is a Corporate TrainerThe U.S. Bureau of Labor Statistics defines training and development specialists as professionals who develop and implement programs intended to improve employees’ skills and knowledge. In addition to updating workers on company policies and goals, corporate trainers emphasize how training on a range of work-related topics helps the organization achieve its goals while simultaneously promoting employees’ career prospects. Corporate Trainer Duties, Roles and ResponsibilitiesAccording to Workology, a corporate trainer’s typical workday may include leading training sessions for new or existing employees, or devising skill development programs targeted at filling organizational needs. They work directly with managers in human resources (HR) and business groups to identify training needs and strategies. Assess the Training Needs of EmployeesGo1, an HR services firm, describes the steps to assess an organization’s employee training needs:
Create and Review Training MaterialsThe best way to overcome any reluctance employees may have about taking time away from their duties to participate in training programs is to make the process as engaging and rewarding as possible. Knowledge Anywhere describes five techniques for creating training materials that resonate with and empower workers:
Conduct Training SessionsTraining sessions present opportunities for managers to boost morale and keep workers focused on their shared goals. They also teach new skills and enhance employees’ professional knowledge. Bizzabo offers tips for planning an effective training session:
Topics Taught by Corporate TrainersEmployee training begins with onboarding new hires and continues as workers prepare to qualify for new roles and responsibilities. Most corporate training focuses on four aspects of employment: Onboarding New Hires and TraineesThe onboarding period is crucial because it’s when the organization can make a positive first impression. AllenComm highlights the importance of establishing a connection with employees that conveys the company’s vision, values and culture. For example, an aviation and aerospace firm used a story-based video strategy to present its shared culture and expertise. Training Employees on Workplace TechnologiesEvery day more routine work tasks become automated. This drives demand for retraining programs that teach employees how to use such advanced technologies as artificial intelligence (AI) and robotics in work environments. Human Resource Executive reports a survey found 70% of full-time employees are likely to participate in employer-sponsored job retraining programs. A further 93% of the workers who responded believe it’s important for employers to help them develop the skills they will need to qualify for the jobs of the future. Training Employees in Job-Specific SkillsCompanies that offer their employees on-the-job (OTJ) training are more likely to retain those workers by ensuring they qualify for positions requiring new skills. PricewaterhouseCooper’s Talent Trends 2020 report found 77% of the people surveyed would be willing to learn new skills to make them more employable. OTJ training is one of the wisest investments a company can make. When I Work describes a five-step OTJ training program:
Training Employees on Corporate Policies, Procedures and Workplace RulesA corporate policy establishes expectations and provides guidance for employees. It explains how specific workplace situations will be handled and offers direction on what’s deemed appropriate and inappropriate behavior. Management Consulted lists the training subjects that companies request most often:
Corporate Trainer SkillsWhile computer-based training (CBT) continues to be a valuable tool in the corporate training arsenal, nothing tops the effectiveness of in-person training. These are the most common skill areas for corporate training professionals: Instructional Design/Course MaterialsCreately describes the seven steps in designing instructional material:
Classroom and One-to-One InstructionEdgePoint Learning weighs the pros and cons of instructor-led-training (ILT) versus e-learning. ILT makes it easy for employees to ask questions while the instruction proceeds, and employees are able to learn from each other. It also offers a direct immersive environment that facilitates teaching complex, highly collaborative subjects. By contrast, e-learning is less expensive; takes less time to complete; gives employees more flexibility; allows training to be customized; and for some subjects, increases retention of information. Collaborative Training and Other Informal MethodsA study found informal, ad hoc training is now considered as important as formal OTJ training in teaching critical, job-related skills. Such training typically occurs via peer-to-peer collaboration and social networking, although it can be challenging for organizations to measure and validate informal and experiential training. Three ways corporate trainers can promote collaborative and informal training are:
Here are seven skills corporate trainers and instructors must have:
Resources for Corporate Trainers
How to Become a Corporate TrainerBecoming a corporate trainer typically begins by earning a bachelor’s degree and gaining work experience in such areas as instructional design, HR, teaching, or other fields engaged in training and development. The U.S. Bureau of Labor Statistics (BLS) notes employers prefer to hire training and development specialists who are familiar with mobile training, e-learning and other technology-based approaches. Education and Work ExperienceTo qualify as a corporate trainer, most employers require a bachelor’s degree in business, communications or education, according to PayScale. However, the BLS states corporate trainers come from diverse educational backgrounds, including business administration, social science, education and organizational psychology. While many firms look for corporate trainers who have knowledge of and experience in their industries, a master’s degree often takes the place of work experience. Companies in highly regulated industries, such as financial services and pharmaceuticals, rely on corporate trainers to ensure their employees understand and comply with all applicable regulations. Licensing and CertificationAmong the professional associations offering certification programs for corporate trainers are the Association for Talent Development (ATD) and the International Society for Performance Improvement (ISPI). Business News Daily lists five top corporate trainer certifications:
Choosing a Corporate Training SpecialtyMany corporate trainers specialize in subject areas, such as HR, business management, organizational administration, educational psychology and information technology (IT). The instructional specialties available to corporate trainers include: Distance Learning SpecialistsDistance learning specialists are also referred to as e-learning specialists. They use tools such as Adobe Captivate to create e-learning content and work with teams of developers to implement online material based on the Shareable Content Object Reference Model (SCORM) for LMSs. PayScale notes these training specialists typically have experience with interactive media development, graphic design, video editing and instruction design. Video-Based and Self-Guided InstructionVideo-based and self-guided instruction is particularly effective with adult learners because it allows them to take charge of the training process. These are some self-directed learning (SDL) advantages for employee training:
Train-the-Trainer ProgramsTrain-the-trainer programs emphasize the need for corporate trainers to build on their subject matter expertise by using the most effective approaches to the training process itself. The Training Clinic describes the elements of a train-the-trainer program:
Human Performance AnalysisHuman performance analysis is expressed via programs such as human performance improvement (HPI). Designed to sharpen the focus of training on positive business outcomes, HPI is based on a performance model emphasizing human performance’s organizational context as a network of elements combining to produce repeatable outcomes. Learning and Development (L&D) CuratorLearning and development curator becomes an increasingly important role as companies rely more heavily on training content from diverse sources. HR Dive points out employee training has become more specific, which creates a “limitless amount of coursework that grows … exponentially.” This role determines the types of content the company needs and may create original content. Resources for Becoming a Corporate Trainer
Impact of Training in the WorkplaceAs long as companies have trained their employees, they’ve searched for effective methods for measuring the return on their investment in worker training. The site eLearning Industry delves into the history of measuring training programs and concludes successful training requires setting key performance indicators (KPIs) to incorporate measurable objectives and training-quality assessments in training programs from their inception. However, training has a clear positive impact on a company’s profitability and employees’ job satisfaction and career development. Take a look: Help Workers Achieve Peak Performance and Learn Valuable SkillsMost corporate training focuses on demonstrating competence in basic job duties, yet the goal should be to motivate and enable workers to reach and sustain peak performance levels. Achieving top performance and acquiring new work-related skills begins by setting measurable goals. In striving to reach those goals, employees form a habit of excellence extending to all aspects of their work lives.
Promote Continuing Professional DevelopmentOrganizations of all types and sizes struggle to keep pace with technology and market changes. Continuing professional development (CPD) is intended to ensure employees stay abreast of these changes and can leverage them for the benefit of themselves and their employers. These are among CPD’s benefits:
The U.S. Centers for Disease Control and Prevention (CDC) has developed six professional development practices that apply to all industries and professions:
Motivate and Mentor Employees to Advance Their CareersThe benefits of mentoring workers throughout their careers are evident in these statistics:
Workers need to know their employers have a vested interest in their career advancement. Robert Half lists seven ways employers can participate in opportunities to advance their employees’ careers:
Teach Leadership Skills and Promote Courses, Seminars and Other Opportunities for Job GrowthLeadership, communication and conflict resolution are the three most popular topics for corporate training, yet the most valuable skill for employees in today’s work environments is flexibility. Specific skills come into play when employees are required to adjust in an instant to unpredictable work scenarios. Employers benefit in many ways when they promote leadership skills and continuing education among their employees:
Workers are clamoring for more training in a range of areas:
Corporate Trainer SalaryPayScale reports the median annual salary for corporate trainers is about $56,200. Entry-level corporate trainers make about $46,000, 18% lower than the average, while corporate trainers late in their careers make about $70,000, 25% higher than the average. How Various Skills Correlate to Corporate Trainer SalariesAccording to PayScale, these are the most popular skills for corporate trainers:
Other Factors That Affect Corporate Trainer SalariesPayScale lists the variation in corporate trainer salaries by U.S. metropolitan area:
The BLS estimates that the median annual salary for training and development managers as of May 2019 was $113,350. Median salaries varied considerably among the five industries that hire the most training and development managers:
Corporate Trainer Career PathTwo important corporate training trends Training Industry has identified are the need for business and consulting experience to understand business managers’ training goals better and the shift from event-based training to a holistic training experience for employees. Learning is now seen as a career-long, continuous process requiring trainers to understand career trajectories, competency mapping and how training integrates with other job functions. Training and Development SpecialistsThe BLS reports training and development specialists typically advance to positions such as training and development manager, HR manager or a similar managerial post after several years of work experience. Some employers prefer candidates for these advanced positions hold a master’s degree.
Training and Development ManagersTraining and development managers are charged with managing company training programs, including staff and budgets, according to the BLS. Training and development managers meet with managers throughout the organization to determine their training needs. They also work with top executives and financial managers to align training with company goals.
Human Resources ManagersTraining is a key part of HR managers’ responsibilities to ensure staff possesses all the talents and knowledge the company requires. HR managers include labor relations managers, employee relations managers, staffing managers and recruiting managers.
Management AnalystsManagement analysts frequently specialize in areas directly relating to training.
Resources for Corporate Trainer Career Paths
A Career Promoting Lifelong LearningTraining is being integrated into jobs in many innovative ways as organizations recognize training as a continuous process benefiting workers and businesses alike. The corporate training field is as dynamic as the media, material and methods trainers now use to ensure a company’s workforce possesses the skills and experience needed to achieve the company’s goals. Infographic Sources LinkedIn Learning, 2019 Workplace Learning Report LinkedIn Learning, 2018 Workplace Learning Report Training Industry, “Career Pathways in L&D: The Career Outlook for Training Professionals in 2019” Which key features are part of an effective development system?An effective staff development system has four components: training, mentoring, supportive written material, and staff assessment, evaluation & feedback. Each must be in alignment with the organizations core principles and strategies.
Which of the following are characteristics of successful mentoring programs?7 Traits of Highly Successful Mentoring Programs. The most successful mentoring programs are carefully designed. ... . The most successful mentoring programs offer mentors, mentees, and program managers adequate training. ... . The most successful mentoring programs measure results. ... . The most successful mentoring programs evolve.. Which of the following are examples of job enlargement?Below are three examples of job enlargement in the workplace:. Example 1: Adding smaller tasks to help an employee improve their skills. ... . Example 2: Horizontal job enlargement. ... . Example 3: Training. ... . Increased employee engagement. ... . Work flexibility. ... . Positive challenges. ... . Training opportunities. ... . Individual growth.. Which of the following traits are typically measured by personality tests select all that apply?Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience.
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