A training manager organizes and manages training programs within an organization to ensure employees gain skills to perform their jobs effectively. They identify training needs by relating to all levels of staff. Key responsibilities include conducting new hire orientation, evaluating training programs, developing testing and training materials, and analyzing training needs to develop new programs. Training managers face challenges of keeping training budgets and programs up-to-date amid changing legislation, technology, and skill requirements.

1. Training and Development
ROLES RESPONSIBILITY AND CHALLENGES
OF TRAINING MANAGER
GROUP - 5
13MCA8077 MOHIT SHARMA
13MCA8078 MUKESH CHAUDHARI
13MCA8079 MUKESH SHARMA
13MCA8084 NAVDEEP MAAN
13MCA8085 NAVDEEP SINGH
BY:

2. TRAINING
MANAGER
A person who organises and manages training programmes within an
organisation is known as Training Manager.
They makes sure that staff gain and develop the skills in order to carry out their
jobs effectively. Training manager should posses excellent communication and
presentation skills and enjoy helping people to learn and develop .
In this job one need to be able to relate to all levels of staff to
identify training needs. You need a very organised approach and be able to plan
ahead and managed your time well.

3. ROLES OF TRAINING MANAGER
1) Conduct orientation sessions and arrange on-the-job training for new hires.
2) Evaluate instructor performance and the effectiveness of training programs,
providing recommendations for improvement.
3) Develop testing and evaluation procedures.
4) Conduct or arrange for ongoing technical training and personal development
classes for staff members.
5) Confer with management and conduct surveys to identify training needs based
on projected production processes, changes, and other factors.

4. 6) Develop and organize training manuals, multimedia visual aids, and other
educational materials.
7) Plan, develop, and provide training and staff development programs, using
knowledge of the effectiveness of methods such as classroom training,
demonstrations, on-the-job training, meetings, conferences, and workshops.
8) Analyze training needs to develop new training programs or modify and improve
existing programs.
9) Review and evaluate training and apprenticeship programs for compliance with
government standards.

5. RESPONSIBILITIES:
Training managers have the primary responsibility of working with line managers to i
dentify and meet personnel training needs. The training manager should establish
training and entry-level requirements
for key training positions and implement programs to select
and develop training personnel. The
training organization should exhibit a strong desire to meet the training needs of the
line organization in both its approach to day-to-day activities and its long
term strategic planning.
The training organization
should help line managers, supervisors, and personnel recognize that
training strengthens personnel and facility performance.

6. A training manager's supporting responsibilities may include the following:
• Maintain training programs current
• Monitor instructor performance to verify training is conducted as outlined in approved training.
materials and in a manner that motivates personnel to learn.
• Verify that the training staff has obtained and is maintaining their technical and instructional
knowledge and skills.
• Develop training programs according to approved methodology.
• Track training commitments to outside organizations such as the state and federal regulators,
and assist line management in meeting these commitments.
• Develop training program and trainee status reports for line managers, and assist line managers
in identifying and resolving human performance issues.
• Track current industry training issues.
• Solicit line managers' involvement when training commitments or needs are not being fulfilled.

7. CHALLENGES:
Training managers are subject to several challenges which need to be
met often within the parameters of reduced training budgets.
The technical challenge is to keep up-to-date with changes in legislation, company policy,
new methods of training delivery and new subject matter (especially in Information
Technology).
The strategic challenge is to monitor and respond to expected changes in skill
requirements, and to deliver training which provides demonstrable, measurable bottom line
results, both short and the long term.
The professional challenge is to keep up-to-date with changing practice, to manage
ongoing continuing professional development, and to ensure that the organization's trainers
and line managers are informed and practised in applying the best in training ideas and
methods.

8. THANKS