Training and development coordinator job description

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

1. Developing, scheduling and presenting training and educational materials supporting the implementation and operation of the Facilities Services enterprise systems including any new functionality of the systems;
2. Writing and maintaining system documentation, process flow analysis and descriptions, procedure training manuals and materials working with appropriate personnel;
3. Monitoring, evaluating and recording training activities and program effectiveness while assuring policies and procedures are interpreted to facilitate optimum service delivery and program performance;
4. Providing technical and program advice to others;
5. Facilitating standing or ad hoc teams assigned to implement new modules, determining effectiveness of current modules, and testing implementation of systems upgrades or other enhancements;
6. Developing and tracking project plans to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to initiatives; and
7. Utilizing input from various factions, develop and evaluate options and implement solutions including user report design, development and deployment.

II. List of Training and development coordinator qualifications

1. Considerable years of job experience in the trades industry working with enterprise wide management systems.
2. Experience instructing users of automated systems, troubleshooting user problems and identifying solutions.
3. Proficiency with Windows and Apple operating systems; IPad, Android, and Windows tablet deployment; Microsoft Word, Excel and PowerPoint; and SQL.
4. Demonstrated use of effective problem-solving organizational, communication and interpersonal skills.
5. Bachelor s degree in information technology, accounting, business education or equivalent related experience in training professionals.
6. Experience with Ellucian Student Management Banner Finance.
7. Experience with AssetWorks AiM: Intelligent Workplace Management

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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