How to transition from HR to Learning and Development

"How to transition from HR to Learning and Development. I am currently working in the HR department, and I want to ship to the Learning and development department."

"I am working as an HR Generalist, and I want to become a trainer, but I don't know where to begin."

"I am working in HR, and I think I possess the qualities of the trainer. I always wanted to become a corporate trainer; how can I manage my transition."

These are the questions I come across frequently during our train the trainer program or even during career coaching, and here I would like to mention few tips to manage the transition from HR to the Learning and Development field. 

Here are the five tips to which can help you to transition from HR to Learning and Development : 

1. Start Learning 

I know you must be surprised when you want to start training I'm asking you to start learning first. One of my mentors gave me a wonderful tip when I was going through my transition. He said, if you want to become an actor, what will you do? I said, "I would watch more movies, study the actor's style etc. He said, "Precisely if you want to become an actor, you need to watch more films and learn more about acting.

Similarly, if you want to become a trainer, you need to understand the different training styles. Attend as many as possible training programs, also maintain a journal and note down the observations. Observe the training program from the director's lens, how the program is designed, how the content Created what kind of activities trainers have taken what type of feedback the trainer has received each. Every minute detail will help you learn how to become an excellent trainer and what mistakes not to make while delivering the training. Hence start learning. Learning is the first step to Enter in training.

2. Get Clarity 

Getting clarity is another step that you can do simultaneously. It is an introspection activity. Please make a list of the topics in which you have experience and you have passion. There are hundreds of subjects around, but very important to find out what your love is and what you will be able to deliver. I will suggest you make a list of approximately five topics and then find out the top one or top two topics you want to provide training. It will give you a lot of clarity about your strengths; the crucial point I'm making here is not to follow the trends. Very important, your expertise matter and not the trends. If you are best at your topic, people will approach you. It can be as simple as how to give presentations effectively or conduct interviews effectively, etc. 

One tip I would like to share here is you will go through lots of emotions while doing this activity. I will say don't be very harsh. You may not get the clarity immediately initially, but this will help you narrow down the scope of your interest. This niche of yours will also change over some time. So this is not your final area, but it will help you to start conducting the training sessions.

3. Do Sampling 

As you have learned, you have got the clarity; now it is the time to begin the sampling of your training program. Figure out can you take specific programs internally for your team to beat it here; I'm assuming that you are already working in the company. If you are not working with the company, you can ask your friends, relatives to attend the program. See how your program is going right from designing to feedback evaluate all the stages. Give feedback to yourself you're feeling matters most; what do you think, how did you deliver your training program, what you would have done better, what you have done better, and journal this experience. Try to take insights from the participants. The feedback matters a lot better in this first program. This program can be complimentary. You can also share this with the participants that I'm designing the program, and I'm testing it, and I would like to have insights from you; believe me, this works wonders. I have followed this particular step. 

4. Ask for Internal Transfer 

Once you get clarity on the topic feedback, continue conducting sessions internally. You can think about asking for an official transfer to the learning and development department at this stage. Understand leaving a job and not be the right step. I will recommend you to ask for the internal transfer or continue to take various training programs for different teams. Many organizations do not have separate learning and development departments; you can conduct cross-functional training programs and line managers. Do not expect any remuneration hike or promotion immediately. If you are getting the platform to test the water, I think that is the highest remuneration you can receive. 

5. Certification

Getting formal education always helps to required credibility and helps to get an entry. Once you decide that you want to shift the career in training and development, do required certification programs like Train the Trainer or certification in your interest area of interest. Many professionals debates in this area as everyone's experience differs. In my personal experience, the certification has immensely helped me to establish credibility. Research before deciding and institute and then make a decision. 

These tips are shared, keeping beginners in mind. The levels will differ as you will start growing. I hope you will find these tips helpful.  

I wish you all the very best for your bright future. 

????????????: Dr. Aparna Sethi is the founder of Protouch Corporate Training  Protouch, one of the most admired talent transformational and reskilling organizations. We help professionals manage career transitions, conduct corporate training programs and improve performance and employee engagement. 

 To conduct corporate training sessions, you can reach us on 8800003366/77.