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You're starting a new job in Training and Development. What do you need to know to succeed?

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You're starting a new job in Training and Development. What do you need to know to succeed? Training and development (T&D) is a vital function of human resources (HR) that helps employees learn new skills, improve performance, and advance their careers. As a T&D professional, you'll be responsible for designing, delivering, and evaluating learning programs that align with the organization's goals and needs. Here are some tips to help you succeed in your new role.

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Padmaja Muralidhar

CEO at ACube Solutions
Dodik Susanto

Founder of ILS Center Indonesia, Generasi Hebat Indonesia, and Anak Hebat Indonesia. Professional Trainer for…
Mary Keenan

Learning Solutions Architect II at Navy Federal Credit Union

1 Know your audience

Before you create or deliver any training program, you need to understand who your learners are, what they need to learn, and how they prefer to learn. You can use various methods to assess your audience, such as surveys, interviews, focus groups, or observations. You should also consider their existing knowledge, skills, motivations, challenges, and expectations. By knowing your audience, you can tailor your training content, methods, and delivery to suit their needs and preferences.

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Padmaja Muralidhar

CEO at ACube Solutions
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Understanding the Organization: Organizational Culture: Gain a deep understanding of the organization's culture, values, and mission. Aligning your training initiatives with these core aspects will not only enhance your effectiveness but also contribute to a cohesive workplace environment. Business Objectives: Familiarize yourself with the company's short-term and long-term goals. Knowing how your role in Training and Development aligns with these objectives will enable you to tailor your programs to meet specific organizational needs.

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Dodik Susanto

Founder of ILS Center Indonesia, Generasi Hebat Indonesia, and Anak Hebat Indonesia. Professional Trainer for Companies, Career and Life Coach,. I'm just a Teacher
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If you work as a Training & Development Officer in the HR Department, ensure you understand the division’s goals and existing procedures. Identify learning needs for all employees if not already done. Create a precise learning and development plan aligned with the company’s mission and budget. If you were a Training & Development Consultant, you have to focus on your specialized skills compared to other professionals in the field. Promote your services via social media and showcase your authentic portfolio to attract new clients

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Mary Keenan

Learning Solutions Architect II at Navy Federal Credit Union
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Know your audience: When starting a new job in Training and development, it is important to know who the audience and/or customer to who you are serving. For example, when I first started in a new Training and Development group time was set aside for to learn who I was serving by way of reviewing content and meeting with the applicable leaders. Knowing my audience gave me the confidence to not only train, but facilitate conversations with leaders, Instructional Designers, Documentation Specialist, Multimedia Designers, and Business Unit Supervisors and Leaders. This has also allowed me to work with these partners to identify my customers immediate needs and long term goals.

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2 Use effective design principles

When you design a training program, you should follow some basic principles to ensure that it is relevant, engaging, and impactful. You should start with a clear learning objective that describes what the learners will be able to do after the training. You should also use a variety of instructional methods, such as lectures, discussions, case studies, simulations, or games, to appeal to different learning styles and promote active participation. You should also incorporate feedback, practice, and reinforcement to help learners retain and apply what they learn.

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Padmaja Muralidhar

CEO at ACube Solutions
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Identifying Training Needs: Needs Assessment: Conduct a thorough needs assessment to identify gaps in skills, knowledge, or performance. Collaborate with department heads, managers, and employees to understand their perspectives and gather insights into the training requirements of different teams. Individual Development Plans: Work with employees and managers to create individual development plans. This involves setting clear goals, identifying relevant training opportunities, and establishing a framework for continuous learning and improvement.

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3 Choose the right delivery mode

Depending on the nature and scope of your training program, you may choose to deliver it in different modes, such as face-to-face, online, or blended. Each mode has its own advantages and disadvantages, so you should weigh them carefully and select the one that best suits your goals, budget, time, and resources. You should also consider the accessibility, convenience, and interaction level of each mode for your learners. For example, face-to-face training may offer more personalization and engagement, but online training may offer more flexibility and scalability.

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4 Evaluate the results

After you deliver a training program, you should evaluate its effectiveness and impact on the learners and the organization. You can use various tools and techniques to measure the results, such as quizzes, surveys, interviews, tests, or performance indicators. You should also use different levels of evaluation, such as reaction, learning, behavior, and results, to assess how well the training met the objectives, how much the learners learned, how they applied their learning, and how it improved their outcomes. By evaluating the results, you can identify the strengths and weaknesses of your training program and make improvements for future iterations.

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5 Keep learning and improving

As a T&D professional, you should never stop learning and improving your skills and knowledge. You should stay updated on the latest trends and best practices in T&D, such as new technologies, methodologies, or theories. You should also seek feedback from your learners, peers, managers, and stakeholders on your performance and areas for improvement. You should also pursue professional development opportunities, such as courses, certifications, or memberships, to enhance your credentials and network with other T&D professionals.

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Natasha T.

Training, Quality and Content Operations Manager
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Embrace feedback in learning solution design. Seek input from stakeholders to refine your content. Recognise you don't have all answers; be open to others' input for impactful learning experiences. Continuously refine your craft through webinars, TED talks, or research. Utilise others' expertise and latest research to stay updated with industry trends, ensuring innovative, efficient learning solutions.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You're starting a new job in Training and Development. What do you need to know to succeed?

1

2

3

4

5

6

1 Know your audience

2 Use effective design principles

3 Choose the right delivery mode

4 Evaluate the results

5 Keep learning and improving

6 Here’s what else to consider

Training & Development

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You're starting a new job in Training and Development. What do you need to know to succeed?

1

2

3

4

5

6

1 Know your audience

2 Use effective design principles

3 Choose the right delivery mode

4 Evaluate the results

5 Keep learning and improving

6 Here’s what else to consider

Training & Development

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