Training and Development Specialists

<ul><li>Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.</li><li>Design, plan, organize, or direct orientation and training programs for employees or customers.</li><li>Offer specific training programs to help workers maintain or improve job skills.</li><li>Present information using a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.</li><li>Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.</li><li>Monitor, evaluate, or record training activities or program effectiveness.</li><li>Develop alternative training methods if expected improvements are not seen.</li><li>Evaluate training materials prepared by instructors, such as outlines, text, or handouts.</li><li>Evaluate modes of training delivery, such as in-person or virtual to optimize training effectiveness, training costs, or environmental impacts.</li><li>Keep up with developments in area of expertise by reading current journals, books, or magazine articles.</li><li>Negotiate contracts with clients including desired training outcomes, fees, or expenses.</li><li>Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status.</li><li>Monitor training costs and prepare budget reports to justify expenditures.</li><li>Select and assign instructors to conduct training.</li><li>Schedule classes based on availability of classrooms, equipment, or instructors.</li><li>Supervise, evaluate, or refer instructors to skill development classes.</li><li>Devise programs to develop executive potential among employees in lower-level positions.</li></ul>