Assistant Manager

As an Assistant Training Manager, you will be required to assess current training and development systems, develop new training programs, implement measurement tools, and provide feedback. You may also be required to conduct research to identify specific staff training needs.

To be successful as an Assistant Training Manager, you should be proficient in training methodologies and demonstrate superior teamwork abilities. Ultimately, a top-class training leader is able to quickly assess the needs of the company and design specialized training programs to enhance productivity.

1. Training Management
   1. Research, create, develop, and deliver training programs.
   2. Provide expertise in developing training designs.
   3. Create, update, and maintain records to ensure all training programs are tracked.
   4. Evaluate training effectiveness and adjust the approach to improve future classes.
   5. Research new training methods and techniques.
   6. Report and update training performance of the team, program and division managed regularly.
   7. Resolve any specific problems and tailor training programs, as necessary.
   8. Maintain a keen understanding and be updated with new training methods and techniques, training trends, developments, and best practices.
   9. Conduct training programs as needed by the business.
   10. Maintain the accuracy of training records to ensure all training programs are tracked.
   11. People Management
       1. Provide timely and effective coaching and feedback to own team.
       2. Develop trainers’ skills and unleash their capabilities.
       3. Foster a good working relationship with stakeholders, clients, and colleagues.
       4. Delegate tasks, as needed, to the trainers.
       5. Ensures Training Team’s cohesiveness when working on tasks and projects.
       6. Monitors the progress of direct reports.
   12. Operational Skills
       1. Identify and assess future and current training needs.
       2. Provide recommendations on training programs and activities based on TNA (training needs analysis).
       3. Ensures operational needs are addressed accordingly.
       4. Actively seeks others’ perspectives to ensure inclusiveness and understanding of the training goals and contributions to operations.
       5. Attend calibration sessions, team meetings and other calls as required by the management.
2. Competencies

This covers the process involved in assessing and evaluating the Assistant Training Manager’s competency that involves the following major aspects such as Functional, Behavioral and Successional.

1. Functional Aspect:
   1. Resource management – ensures follow through on the achievement of goals through effective work practices;
   2. Job knowledge - demonstrates a high level of technical expertise along with process and product knowledge enabling better work decisions;
   3. Results/KPI’s – delivers on challenging goals; and
   4. Creating and innovating – provides encouragement and support to new perspectives.
   5. Behavioral:
      1. Promoting a positive culture - enforces policy and procedure and does not tolerate inappropriate behavior in others;
      2. Developing self and others - develops own capabilities while giving direction and instruction supporting employees’ development;
      3. Working with others - proactively offers support and opportunities for others to work together;
      4. Communicating effectively - adapts communication style by understanding and responding to expressed and unexpressed emotion; and
      5. Change management - persuades others, builds consensus and gains cooperation to accomplish change goals.
   6. Successional:
      1. Accountability for self and others - provides direction demanding high standards;
      2. Working strategically - links current action to strategy; and
      3. Empowering others - enabling others access to resources allowing for greater accountability.
   7. Job Knowledge
      1. Technical skills - holds strong technical skills in own area of the business;
      2. Identify key issues - shows competence in identifying key issues; 
      3. Problem solving skills - uses problem solving and analytical skills to draw correct conclusions;
      4. Knowledge sharing - shares knowledge with others;
      5. Expertise - develops reputation for expertise in particular area of the business; and
      6. Proactive – suggests developing sound solutions.

1. Requirements:
   1. At least 2 years in college
   2. Excellent communication skills (At least B2 CEF)
   3. Must have at least 2 years of experience in facilitating training and designing training curricula.
   4. Passion for learning, teaching and public speaking.
   5. Outstanding knowledge of learning theories and training methodologies.
   6. Excellent interpersonal and communication skills.
   7. Strong teamwork abilities.
   8. In-depth knowledge of the human-centered design, staff learning and assessment protocol.
   9. Friendly and approachable.
   10. Certified Professional in training management is a plus.
   11. Be able to perform the listed responsibilities with minimal supervision.