Technical training manager job description
This post includes 3 parts: duties list, job qualification and job description writing tips for Technical training manager in details. A com...
https://teachingtips247.blogspot.com/2013/07/technical-training-manager-job.html
This post includes 3 parts: duties list, job qualification and job description writing tips for Technical training manager in details. A complete job description concludes Technical training manager key duties/responsibilities, Technical 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 Technical training manager duties:
- Develops and implements a strategic training plan in support of the anticipated significant changes to our business processes, financial systems and accounting structure. This includes creation of audience-specific training objectives, and a curriculum that utilizes a variety of mediums to achieve these goals.
- Designs a training curriculum that effectively integrates PeopleSoft Financials' system processes, with changes to the functional business processes and chart of accounts.
- Elicits training business requirements using interviews, document analysis, requirements workshops, surveys, business process descriptions, use case scenarios, task and workflow analysis.
- Defines an audience-specific, multi-media training and performance support approach
- Evaluates, recommends and implements the appropriate on-demand user performance support methods and tools e.g. UPK, other context-sensitive help tools, screen navigation videos
- Evaluates, recommends and implements video-capture tools for the development of performance support materials e.g Captivate, Articulate, Camtasia
- Evaluates, recommends and implements the appropriate online learning platforms and delivery via streaming media (e.g. Webinars, Self-Paced-Tutorials, Videos)
- Develops performance support and UPK standards, content and ongoing maintenance procedures
- Defines and coordinates methodology for content storyboarding, development, delivery and maintenance
- Coordinates the PeopleSoft technical training instance and security requirements
- Coordinates creation and maintenance of technical training environment exercise data
- Manages change control and documentation standards for all training, performance support, streaming media and training environment content
- Partners with the system implementation partner to transform technical business processes into readily-understandable functional training.
- Uses PeopleSoft tools and online training platforms (e.g. UPK, Adobe Captivate) to develop e-learning modules and in-system contextual help.
- Helps develop the testing scripts and supports documentation for PeopleSoft.
- Manages vendors and contractors in support of training material development.
- Develops a post-implementation training curriculum that supports ongoing functional and system learning.
II. List of Technical training manager qualifications
1. Eight of more years relevant work experience.
2. Experience in developing and delivering training for ERP implementations, financial processes, general accounting, chart of accounts, and budgeting principles.
3. Experience in partnering with system integrators to understand ERP system designs and to develop training content that incorporates system features and functionality.
4. Understands how to develop and utilize business process maps, and translate into training content.
5. Experience in developing, implementing and measuring strategic training plans for large and diverse audiences.
6. Knowledge of instructional design methodologies and adult learning principles.
7. Strong project management skills, including attention to detail, and the ability to manage multiple projects with changing priorities across a variety of functions.
8. Excellent writing and communication skills, energetic, and able to interact effectively with individuals at all levels and from all backgrounds.
9. Fluency with desktop computing tools such as Word, Excel, and PowerPoint.
10. Strong visual design skills for developing compelling training materials.
11. Ability to work with financial and technology subject matter experts to quickly grasp pertinent information and translate and compose into functional training seminars or materials to support training and development.
12. Bachelor's degree (or equivalent work experience)
13. Strong experience in at least two or more of the following: PeopleSoft, HRIS/SAP/LMS Technology , Compliance, ERP implementation and up-grades, Change Management, Process Improvement/Design, Program/Project Management, Finance & Accounting
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.
