Head of training job description
This post includes 3 parts: duties list, job qualification and job description writing tips for Head of training in details. A complete job ...
https://teachingtips247.blogspot.com/2013/07/head-of-training-job-description.html
This post includes 3 parts: duties list, job qualification and job description writing tips for Head of training in details. A complete job description concludes Head of training key duties/responsibilities, Head of training job qualifications (knowledge, education, skills, abilities, experience…KSA model) and other ones such as daily tasks, key activities, key/core competencies, job functions/purpose…
I. List of Head of training duties:
- Developing a comprehensive and effective learning and development strategies for all of AOL Advertising functions
- Understanding the online advertising marketplace, business and learning environment to identify core learning and talent development needs and context
- Reviewing, collaborating and supporting others to develop outcome-based learning activities, incorporating the use of subject matter experts and consultants where appropriate.
- Collaborating with senior business and talent leaders to develop quarterly learning plans based on organizational and functional needs
- Designing outcome-based evaluation processes to measure impact of learning and development activities
- Making recommendations for improvement to learning process, design and implementation to better meet learning strategies
- Remaining up-to-date with the latest talent development practices and sharing this expertise with others.
II. List of Head of training qualifications
- Bachelors and Masters (MBA, MAED) degree, preferable in Education/Instructional Design
- 6-8 years of experience in training, learning and development in mid-size or large organizations
- Online advertising industry experience preferred
- Implementing a consultative approach working with a sales team and all areas of sales support (sales development, marketing, operations, product and technology)
- Application of adult learning principles, including latest developments and trends
- Needs analysis, design, development and delivery of blended learning activities
- Project management and leadership (e.g. project scope, budgets, timelines, resource management, communication, risk and contingency management, etc.)
- Professional services / consulting, or executive education environment preferred
III. Tips to write job description
1. Too-long job description:
Looking at a too-long job description can frighten the candidates off and drive the away. A job description, no matter how important the job is, should not be included in more than 3 pages. If one focuses on too many things at a time, he shall definitely lose focus on the main items and get overwhelmed by the remaining; So, keep it concisely.
2. Too-short job description:
While too-long can be a problem, too-short is more a problem. It will ruin the meaning of the job description. A too-short one means it lacks necessary details and therefore, the candidate will not be able to understand while reading it.
3. Listing unnecessary functions or job duties:
Just classifying these into the “others” category will save you a lot of effort and space. On the other hand, the job description will become more dilute and easy to be neglected.
4. Key functions
Not listing key functions as required for the job can be a fatal mistake to a job description.
5. Grammar and spelling
Poor grammar and having spelling errors can ruin the job description, too. Never think that as you are the employer, you may have the right to make grammar or spelling errors while requires other not to. A job description with such errors is easily to be mistaken as a fake or ghost ads; as a result, the candidate will turn away from it.
6. Not specific enough:
Be specific and concise; if you don’t address the specific, then what the job description is for. It is for the candidate to understand just exactly what he needs to do or needs to have. Lacking details can confuse the candidates very well.
7. Not having the job description reviewed by others:
This is also a common mistake. One may be subject to bias, but more than one, especially with the help of those external advisor, the job description can be more perfect.
8. Using buzzwords or abbreviations:
In fact, it is not necessary at all to use such in a job description.
9. Using slang or legal words:
Just use common wording to communicate with others and don’t do anything extraordinarily.
10. Not updating the job description:
The same job may require different duties and responsibilities in different times, so, you cannot use the same job description for 2 different times.
