A training coordinator is responsible for identifying employee development needs based on organizational goals, creating customized programs, measuring employee comprehension and overall knowledge, and managing the curriculum. When reviewing a resume to hire a coordinator, a prospective employer likely will look for established communication skills, good presentation skills and efficient computer competencies. Most companies prefer graduates in human resources for this type of job. At least two to four years of work-related experience often are necessary to begin working in this role because of the level of independent judgment required.
Ideal applicants should have familiarity aligning learning and business objectives to make the experience more valuable for participants. Experience engaging business leaders helps ensure that the programs line up to succeed by overcoming an area of improvement. When developing a resume, it is crucial to document specific examples of this understanding. Prospective employers want to see if a resume demonstrates a candidate's understanding of various methods used to identify needs, such as employee surveys and reviewing performance appraisals for knowledge gaps.
The quality of the content delivered can be a major factor in the success or failure of any program. A resume should highlight the development of materials, such as hard copy manuals, web or PowerPoint presentations, guides and exercises to measure the participants' understanding. A prospective employer also will want to see that a candidate has a proven track record of communicating and promoting the training opportunities to ensure employee engagement.
Coordination and Facilitation
Once the content has been designed and developed, it might remain the coordinator's responsibility to deliver the instruction. The majority of employers require strong public speaking and presentation abilities to effectively teach a variety of topics. Depending on the company, coordinators might facilitate classroom and individual sessions as well as record content for web sessions and educational videos. Employers will want to know how familiar the applicant is with each of the training delivery methods and the size of the audience reached. There are several techniques that employers want coordinators to deploy when in the classroom, including role-playing, active summaries, case studies, group discussions, demonstrations and participant control. Resumes that list previous experience using these methods would stand out to recruiters.
Once training has been delivered, the coordinators must assess and report its effectiveness to upper management. The entire process represents such a large expense to a company that a training coordinator must be prepared to measure the return on the investment. One key way to do this is to compare performance evaluations prior to the session to evaluations given after it has been delivered. An effective program should show improvement in skills over time. Showing a marked improvement in the company’s bottom line, attributable to the training, would also be a good indication of the program’s success. An applicant should provide specific examples of her evaluation techniques and how her findings influenced business decisions.
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