Tuesday, June 3, 2014

Training & Development Manager - Research Paper - E. Dehn

My next career goal when I graduate June 2015 is to work in the training and development industry. After researching training and employee engagement, I feel that a position in this area would best suit my skills and assets as an employee. I would be able to utilize my experience working with people and facilitate stronger organizations. As a training and development manager, I would be an asset to my employer, utilize my strengths, and feel the rewards of supporting stronger organizations.
I am a people person. I enjoy roles that are focused on leadership, employee engagement, and facilitating organizational productivity.  Developing the skills of a workforce is essential to sustaining competitive advantage. Training and development must be monitored to ensure that the employees are provided with the information they need to promote the organization’s goals and objectives. (Bls.gov, 2013).
This position has several duties which require involvement with many areas of the organization. I will be expected to assess employees’ needs for training, align training techniques with strategic goals, fulfill budget requirements for training, oversee the creation of manuals, online learning modules, and other materials used to educate employees.
As the training and development manager for my organization, I will be expected to communicate with several departments internal to my organization such as the executives and financial officers. Conferring with several departments will ensure that I fulfill my obligation to ensure the training needs are meeting the company’s strategic objectives. I would supervise a team of training specialists, and in smaller organizations, I could be expected to direct training programs. (Bls.gov, 2013).
The three supervisory concepts that I would most utilize in my position as training and development manager are: leadership, effective communication, and decision making. These three concepts will directly relate to my position and are crucial to my success.  Per the summary on Bls.gov, “Training and development managers plan, direct, and coordinate programs to enhance the knowledge and skills of an organization’s employees. They also oversee a staff of training and development specialists.” (Bls.gov, 2013).
Leadership skills will be essential to this position. As a training and development manager, I will be expected to guide and influence the behavior of others through employee training and engagement. In order to be an effective leader in this position, I will need to:
Ø  Possess a clear vision of what needs to be done.
Ø  Communicate my organization’s vision and encourage others to buy-in.
Ø  Build a climate with relationships of mutual trust and respect.
Ø  Create a proper training infrastructure to support my organization’s objectives and vision.
Ø  Enable followers to be the best they can be. (Leonard, 2012, p. 326).
As an effective leader, I will fulfill my duties as training and development manager and promote my organization’s objectives via the training and development programs for our employees. Successful leadership entails impeccable credibility/integrity, intelligence, emotional maturity, effective communication skills, strong inner drive, and a well-rounded background of interests and aptitudes. I have worked on these above skills in many positions, and feel that I have the drive and background to develop them further.
Effective communication will be essential in this position. I will be expected to communicate with people in most areas of my organization. This will involve utilizing active listening skills and ensuring that the message received via training methods is consistent with the organization’s training objectives and overall vision.
Per our text, “Developing effective communication skills is absolutely essential to effective leadership. The leader must be able to share knowledge and ideas to transmit a sense of urgency and enthusiasm to others. If a leader can’t get a message across clearly and motivate others to act on it, then having a message doesn’t even matter.” Gilbert Amelio, current director of AT & T. (Leonard, 2012, p. 69).
Mutual understanding is at the heart of effective communication.  I feel that my active listening and excellent communication skills will directly support my position as training and development manager. I like to provide and seek accurate and credible information.  I strive for understanding and to be understood. I also strive for clarity and clearly defined objectives that requires a commitment to communication.
Because this position requires communicating with several different departments, and supervising the training/development specialists, I will need to have a strong understanding of many different communication styles to effectively fulfill my duties. My diverse background, emotional intelligence, and flexibility will help me communicate effectively with others and ensure that training programs are cost-effective and efficient.
Decision making skills will be crucial to my success as a training and development manager. I will be expected to maintain documentation regarding costs of training programs, effectiveness of these programs, and make adjustments to promote organizational goals as they relate to the training and development programs at my organization.
 I will need to utilize the steps in the decision making process in my position as training and development manager.  They are: Defining the problem, analyzing the problem, establishing decision criteria, developing alternatives, evaluating alternatives, selecting alternatives, and appraising the results. These steps will ensure that I am addressing the objectives of my position in a way that will mirror the vision of my employer. I will need to consider alternatives that are lawful and meet my organization’s ethical goals.
Per our text, “In recent years, many firms have become concerned that their managers, supervisors, and employees make ethical decisions because they recognize that, in the long term, good ethics is good business.” (Leonard, 2012, p. 152).
This means that in developing alternatives for my decision making process, I will have to ensure that the alternative meets the following guidelines:
Ø  Public knowledge – The alternative chosen must be one that would be acceptable to the general public, the people in my organization, their families, the media, and the government.
Ø  Long-term objectives – This alternative guideline requires that the long and short term outcomes are weighed against each other.
Ø  Ethically motivated – The alternative decided upon should be one that benefits all concerned and is not motivated by a personal goal or objective.
Ø  Fair/Logical – This guideline considers the fairness and logical nature of the alternative. I must consider the stakeholders, employees, and everyone the alternative will affect.
If there is a feeling of uncertainty, it will be necessary to examine and re-examine to ensure that the alternative is fair and logical for all involved. (Leonard, 2012, p.153).
When selecting an alternative, I will rely on my experience with decision making and the skills I have learned in this course. When I have to make a decision regarding the training and development of the employees of my organization, I will need to utilize my ability to think macroscopically and consider all the possible consequences. It will be essential to take the time researching all the information available to me that will be pertinent in making the best decision. I will utilize these decision making steps to ensure that as the training and development manager I strive to meet the organizational goals by making decisions that support success.
 Per our text, “Many supervisors get themselves into trouble by making hasty decisions without following all of the steps in the decision making process. […] When supervisors fail to make decisions or to give feedback to other people by the specified time, they may sacrifice trust.” (Leonard, 2012, p. 160).
It is imperative that I utilize all steps in the process, ensure that I am meeting the deadline for the decision, and communicate it effectively with all concerned. Because of my inner-drive, and skills with decision making, I feel I have the aptitude necessary to fulfill this part of my position. Successfully selecting the best alternative as training and development manager will instill trust and ignite motivation in my organization.
Per O-Net Online, training and development managers are classified with the interest code ES. This means that the best candidates will be enterprising, social and conventional.  Success will depend on my ability to start and carry out projects, lead people, and make decisions. This occupation also involves frequently working with, communicating with, teaching, and helping to provide service for others. The conventional requirements include following set procedures, routines, working with data and details. There is usually a clear line of authority to follow. (Onetonline.org, 2013).
I feel that I have the skills and interests necessary to excel in this position. I acknowledge that the three core course concepts discussed will be essential to my success as a training and development manager. I will need to lead others, communicate effectively, and make decisions that support my organization’s goals and success.
As a people person who is committed to success and serving others, this position will best highlight my skills. Working as a training and development manager will allow me to utilize my inner drive and diverse background. My attention to detail and commitment to success will fuel my organization from the ground up. Working as a training and development manager will ensure that I am investing to my full potential as an employee.

BLS.gov, (2013). Training and Development Managers, Occupational Outlook. Retrieved on
Leonard, E. C. (2012). Supervision Concepts and Practices of Management. 12th edition, South-
            Western Cengage Learning. Pp. 69, 152, 153, 160, & 326.
ONetOnline.org, (2013). Training and Development Managers Summary Report. Retrieved on

            11/27/2013 from http://www.onetonline.org/link/summary/11-3131.00

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