Training program manager job description

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

1. Lead the development, implementation and ongoing operations and management of global sales training initiatives.
2. Maximize sales team effectiveness by determining and solving training needs of sales reps and sales managers.
3. Use program management skills to manage sales training programs and resources against deadlines.
4. Ensure quality of sales training programs through continuous tracking, monitoring and evaluation.  Implement changes as required. 
5. Drive adoption of sales tools, such as Salesforce.com by leading the design, development and implementation of best-practices and training programs.
6. Manage the operational process to engage and support new hires through the Sales Onboarding program & curriculum. 
7. Ensure engagement of new hire’s Manager throughout the onboarding program.
8. Collaborate with cross-functional teams to develop, refresh and update the onboarding and training program, adding new products and acquisitions as necessary.
9. Manage the Sales Coach Network program, acquire and train new sales coaches, provide weekly check-ins and ongoing coaching development.
10. Leverage SFDC Chatter, The Voice and other communication mediums to deliver support resources to new hires, sales coaches and support teams.

II. List of Training program manager qualifications

1. Minimum 5 years’ experience developing and implementing sales training programs for fast-growth, multi-site, multi-channel sales organizations;  proven track record of success.
2. Thorough knowledge of sales training best practices; experience with cutting edge learning delivery to meet needs of diverse global sales force.
3. Creative thinker, detail oriented with superior influencing, communication, facilitation, and interpersonal skills. BA or equivalent required.
4. Demonstrated abilities in cross-functional collaboration, presentation skills, training management, motivating others, fostering teamwork and coaching.
5. Well-developed competence in needs assessment, instructional design, training program evaluation, adult education concepts and overall program management.
6. Strong written and oral communications skills to effectively communicate at all levels internally and externally.
7. Operates with a sense of urgency and the ability to work effectively under pressure.
8. Self-starter who possesses an interest and past exposure to high growth situations and is sensitive to specific cultural needs.
9. Strong project management skills; able to handle multiple projects concurrently on deadline.

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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