Sales training manager job description

This post includes 3 parts: duties list, job qualification and job description writing tips for Sales training manager in details. A complete job description concludes Sales training manager key duties/responsibilities, Sales training manager 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 Sales training manager duties:

1. Under direct supervision, uses and applies instructional principles, theories, concepts, and techniques when working on instructional activities and projects; sphere of influence (audience) is driven by specific content in area of specialization; Functions as core instructor in new hire classes; Expertise in at least one functional area of specialization, preferably direct sales.
2. Functions as the de facto expert in most commonly accepted sales training methodologies.
3. Functions as core instructor in new hire classes that include blended learning approaches as applicable for designated function.
4. Prepares new sales representatives by conducting orientation to sales process; developing individual coaching plans; providing resources and assistance; scheduling orientation drive-alongs with senior representatives.
5. Determines training needs by traveling with sales representatives; observing sales encounters; studying sales results reports; conferring with sales managers.
6. Develops individual results by maintaining policy and procedure resources; providing coaching; conducting training sessions; developing outcome improvement resources.
7. Improves training effectiveness by developing new approaches and techniques; making support readily available; integrating support with routine job functions.
8. Supports training financial objectives by recommending budget items; controlling costs.
9. Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
10. May require Certification to instruct multiple learning programs, including behavioral skills programs and blended learning within a functional discipline
11. Exercises judgment in making classroom decisions by adapting to varying classroom environments; cultural differences and learning styles
12. Coaches and builds knowledge and skills of team members and is a role model
13. Ability to apply adult learning principles, theories and concepts to work activities and complex projects; Sphere of influence (audience) is system, regional
14. Provides needs assessment, implementation, delivery and tracking of training projects, making enhancements to curriculum
15. Contributes to the development of training materials for local content
16. Consults with business partners on business performance issues and the implications for training and development
17. Works with the Sales Management team to design and modify elements of the training plan
18. Maintains knowledge of instructional system design
19. Maintains depth and breadth of knowledge and experience across multiple areas of training or functional specialization
20. Markets and communicates training products, services, methodologies and success stories
21. Manages a system level learning community
22. Represents our company at professional organizations
23. Consults with business leaders and facilitates performance interventions
24. Evaluates and recommends opportunities and methods to leverage vendor community partnerships
25. Consults with business leaders, while implementing short/long-term workforce planning strategies and programs that are consistent with our company's business plans.

II. List of Sales training manager qualifications

1. Typical Training / Experience - Typically requires BS/BA in related discipline. Generally 7+ years’ experience in related field. Certification is required in some areas OR Advanced degree and generally 5+ years’ experience in related field. Certification required in some areas
2. Understanding of voice, data and video products
3. Strong verbal and written communications skills
4. Strong interpersonal skills
5. Ability to work flexible hours and/or on call
6. Ability to effectively translate complex ideas into simple terms
7. Ability to present to various sizes of groups
8. Knowledge and the ability to work with MS Office Applications

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.

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