How to become An Education and Training Manager

• Training & Education Specialist
• Training & Development Specialist
• Training & Development Officer
• Training Specialist
• Human Resource Development Specialist
• Employee Development Specialist
• Trainer

What do Education and Training Managers do?

An Education and Training Manager would typically need to:

• Manage employee training & development programs for industrial, commercial, service, or governmental establishments to ensure efficiency, health and safety 
• Identify training and development needs in an organisation through job analysis, appraisal schemes, surveys and employee interviews
• Formulate training policies & schedules based on identified training needs and company production processes & business systems
• Initiate training programmes and procedures from the idea stage and take them through to planning, implementation, review and periodic outcomes analyses
• Work with the development team to create programs compatible with the needs and expectations of line managers, accountants and senior management
• Adapt policies and programs to suit changes in the company’s products, procedures or services
• Formulate and track budgets with the help of monthly expense reports; plan and evaluate the 'return on investment' of each training programme
• Develop and revise training modules, manuals, and eLearning & course materials for in-house sessions to suit needs and delivery modes
• Review and choose relevant and suitable external training materials; organise and use testing and evaluation procedures and multimedia aids
• Use diverse instructional techniques: individual/group training, classroom lectures, on-the-job training, demonstrations, conferences and workshops 
• Use online and blended learning as needed
• Lead, train and collaborate with instructors and supervisors to select training techniques that will encourage active employee participation
• Conduct welcome orientation & induction training programs for new employees, trainees & apprentices to foster engagement with enterprise goals
• Use instructor-led lessons and eLearning tools to provide technology training to company employees and conduct informational sessions 
• Liaise with and report to senior management, stakeholders and educational organisations that provide training; coordinate internal and external programs 
• Experience the training personally to assess its efficiency and engagement capacity
• Work with line managers and trainers to identify and resolve training problems
• Ensure that training programs abide by company policies & processes and legal requirements
• Evaluate training programs and their delivery; monitor the progress of trainees; gather feedback from questionnaires and discussions with managers
• Update records and compile statistical reports on interviews, performance appraisals, career progression and transfers
• Expand or modify programs based on outcomes and staff feedback; incorporate the latest technological inputs
• Carry out administrative work, including cost control, scheduling, systems and equipment set-up, and enrollment
• Attend periodic meetings to discuss team leadership and job training 
• Research and stay current with new technologies & methodologies in workplace learning; read relevant journals, attend conferences and courses
• Present research findings and information to stakeholders

Education and Training Managers typically work in offices, planning, developing, supervising and delivering training programs to employees. They may use conference rooms to give presentations and lead sessions. 

Some companies run dedicated training centres for the company and also offer residential programs. Travel may be required if you run training workshops off-premises or in other national and international locations. You may also need to visit training institutes whose services you use for company employees.

You may work alone or as part of a team of trainers. You would typically employ audiovisual and office equipment for your work. 

Typically, Education and Training Managers work full time, keeping regular business hours. While a typical workday runs from 9 a.m. to 5.30 p.m., it is common for many to work more than 40 hours a week. You may need to adapt your working hours to the shift patterns of staff. You may also take up part-time work based on your experience and the strength of your contacts. Keep in mind that training programs sometimes run outside of working hours, which could keep you busy in the evenings, weekends or on holidays.

Education and Training Managers have the option to work full- or part-time. Some organisations offer job-sharing roles and flexible working hours or even short career breaks.

Finding a new job might seem challenging, especially as competition is high and you must specialise to succeed. However, nearly all private and public sector organisations require the services of Education and Training Managers. You can boost their job search by asking their network for referrals, contacting companies directly, using job search platforms, going to job fairs, leveraging social media, and inquiring at staffing agencies. Your job description would depend on the organisation for which you work.

Education and Training Managers are generally employed by: 

• Central & Local Government
• Commercial Firms
• Charities
• Educational Institutions
• Financial Institutions
• Health Services
• Industrial Organisations
• Banks
• Accountancy & Law Firms
• Leisure Organisations
• Manufacturers
• Retailers
• Commercial Training Organisations
• Information Technology Training Providers
• Personal Development & Training Consultancies

Professional associations and organisations, such as the Association for Talent Development (ATD) and the International Society for Performance Improvement (ISPI), are crucial for Education and training Managers interested in pursuing professional development or connecting with like-minded professionals in their industry or occupation. Membership in one or more adds value to your resume while bolstering your credentials and qualifications.

• The need to travel locally or further away or to several sites to organise, supervise or deliver training sessions
• Self-employment, particularly to provide specific expertise, needs considerable experience, a robust knowledge of the market, and a solid network 
• Care is needed to ensure an impressive personal presentation that follows the dress code of the workplace
• Demonstrating the value of training and development to the leadership team and managers so that adequate funds are allocated to the programs
• Emphasising to employees the value and priority of training programs as compared with urgent tasks in the workplace
• Engaging learners to attend and participate enthusiastically and implement their learning
• Developing leaders from the front lines to senior managerial levels, including the CEO
• Dealing with organisational change caused by mergers, acquisitions, technology, budgets and staffing
• Delivering consistent and cost-effective training across a multinational company’s worldwide locations
• Overcoming geographic limitations, language barriers and virtual training challenges
• Training employees in the crucial skill of conflict management, the absence of which can affect staff morale, turnover, and overall enterprise wellbeing
• Monitoring the “stickiness” of a training program or how well employees implement the skills they learn 
• Finding the right metrics to quantify training effectiveness and conducting follow-up to improve future training programs
• Improving learning effectiveness to cover diverse topics using appropriate and unique delivery methods that encourage skill development
• Asking the right questions to identify desired outcomes to plan each training session optimally 
• Adapting the training to millennials who are likely to be tech-savvy but not always proficient in soft skills, such as communication and diplomacy

Any academic program that a potential Education and Training Manager takes up typically requires a period of supervised experience, such as an internship. You may also acquire practical skills and knowledge through voluntary work or leadership roles in your community. At school and university, find opportunities to participate in societies and activities that encourage teamwork and organisation.

Employers may mandate work experience in the relevant industry in training and development or instructional design or accept a master’s degree in the absence of work experience. IT skills are also valuable given the increasing reliance on e-learning and other technology-based training delivery tools and platforms. You may also enter the field through the pathway of related occupations, particularly those which involve public speaking and communication skills, such as teaching and broadcasting.

Read about the profession and interview or job shadow experts working in Education and Training Management to prove your commitment to course providers and prospective employers.

A bachelor’s degree is the minimum requirement for Education and Training Managers. Although various backgrounds are permissible for specialists, aspiring candidates typically acquire a degree in training & development, organisational psychology, education, business administration, human resources, education or instructional design. Coursework in management science and audiovisual technology is beneficial. You may also enter the field with a degree in English, social sciences or, as is becoming more common, a specialisation in information technology and computer sciences.

Some employers may require you to hold a training or adult education-related master’s degree or be working towards one, particularly if you are going to be in charge of developing new training programs. Depending on your field, master’s degree programs would typically teach you statistics, building feasible and scalable training modules, public speaking and managing organisational change. A master’s degree in human resources is testimony to your dedication to the field. 

Certification demonstrates an Education and Training Manager’s competence in a skill set, typically through work experience, training, and passing an examination. When acquired from an objective and reputed organisation, it can help you stand out in a competitive job market, carry a significant salary premium of up to 18 per cent, increase your chances of advancement, and allow you to become an independent consultant. Successful certification programs protect public welfare by incorporating a Code of Ethics.

The nature of the industry and the size and nature of the enterprise determine specific training and development certifications and whether they are mandatory. Some professional bodies, such as the Association for Talent Development (ATD) and the International Society for Performance Improvement (ISPI), offer certification programs for professionals in training and development. 

Some areas of expertise covered by certification programs for Education and Training Managers include enhancing staff performance, integrated talent management, instructional design, training delivery, learning technologies, assessment of learning outcomes, coaching, and knowledge & change management.

Performance, experience, and the acquisition of professional qualifications drive career progression. Employees with consistently high levels of performance may be eligible for promotion every two to three years.

Starting as assistant training and development officers, HR officers, training administrators, recruitment consultants, or human resource administrators, you will build three to four years of experience to qualify for advancement to Supervisors or Advisors or Team Leads in training.

You would then need further experience to apply for the role of Human Resource Managers, Executives, Heads of Department, or Partners in the enterprise. Movement would be typically from junior to middle to senior management roles. Keep in mind that some employers may require you to have a master’s degree to move into senior positions in personnel, human resources or general management. 

Organisational size is a significant factor in determining progression. Further, relocation may accompany a promotion, and you may also have the opportunity to specialise in niche areas in training and development rather than remain in a generalist role. Areas of specialisation include change management or marketing and management training.

Evidence of high personal achievement in education and training may take you to the highest levels in your field in your enterprise. The need to progress may make you shift from small to larger organisations. Using career management skills, you can constructively use opportunities to benefit your career.

Some Education and Training Managers set up their own consultancies or qualify further to enter academia. 

Candidates with the necessary skills, experience, and education, paired with experience developing online and mobile training programs, have the best job prospects.

Continuing professional development (CPD) will help an active Education and Training Manager build personal skills and proficiency through work-based learning, a professional activity, formal education, or self-directed learning. It allows you to upskill continually, regardless of your age, job, or level of knowledge.

As an Education and Training Manager, you must further your personal development to achieve progression. Make sure to document your CPD, whether it is courses you take, conferences you attend or further qualifications you acquire.

Career Paths in Education & Training Management

Typically, the field offers two paths to follow, that of an individual contributor for experts not interested in management roles and that of management for those who seek such positions. Both roles afford opportunities for growth, greater influence, and more challenging and complex assignments.

The Four Levels of Career Paths

Level 1 or entry-level jobs, requiring zero to five years of work experience, include training administrator, junior or subject matter expert (SME) instructor, and junior or SME instructional designer. 

Level 2 or intermediate level jobs, requiring two to ten years of experience, are typically filled by professionals promoted from junior to intermediate instructor or instructional designer roles. You may work as a learning technology specialist or in a role that combines instruction and instructional design responsibilities.

Level 3, requiring experience of five to twenty years, includes advanced roles for both individual contributors and managers. Senior jobs include senior instructor, senior instructional designer, and learning consultant. Management roles include project manager and manager or supervisor. 

Level 4, needing about 15 years of experience, encompasses senior roles. Individual contributors at this level are consultants, and their counterparts in management are training and development leaders.

The Changing Course of Career Paths

Career paths are not necessarily linear and moving forward but tend to follow a changing course. Education and Training Managers often cross between the roles of instructor, instructional designer, learning consultant and learning technology specialist during their professional lives. These steps are not always considered forward or backwards.

Movement may also happen across different parts of the enterprise, signifying different challenges while remaining in the same role and at the same level. For example, technical trainers may join a sales training group and broaden their experience through such a move.  

Also, professionals at levels 3 and 4 may alternate between individual contributor and management roles. They may hold expertise in one role but wish to experiment with the pace and responsibilities of another role. For instance, if you wish to change your work from that of managing staff as an Education and Training Manager, you may opt for an individual contributor role by becoming a learning consultant who manages customer relations.

Some Typical Areas of Training

Companies often have structured training programs in place. They may begin with induction or orientation training for new employees or graduate schemes that rotate newly hired graduates through various departments before placement in a defined role. On-the-job training helps new employees learn the ropes while working under the supervision of experienced seniors. Companies also offer apprenticeship programs. Training programs often cover sales techniques, public relations, health & safety practices, and computer proficiency. Refresher training, promotional development, upgrading, retraining, and leadership development are other types of training.

Training Method

Organisations typically target all three styles of learning, visual, auditory and kinesthetic, for an effective education and training program overall. However, Education and Training Managers also tailor training programs to suit the needs of the employees and the company. Technology-based learning, simulators, on-the-job training, coaching/mentoring, instructor-led training, role-playing, films & videos, and case studies are typical methods organisations use to train their employees.

Visual, auditory and kinesthetic learning are the three primary learning styles that form the basis of diverse training programs and modes of instruction.

Most organisations encourage their staff to undergo relevant training, either periodic or need-based. Education and Training Managers have evolved from discharging merely administrative duties to tackling more complex and varied ones, such as contributing to corporate strategy or policy changes. Among their goals is to help reduce turnover and augment the job satisfaction of employees. Innovative technological training methods, using social media, visual simulations, and mobile learning, have added interesting twists and turns to the tales of training worldwide.

Understand what matters to your staff at work so that you can help them build a rewarding employee experience. After all, hiring and developing people is paramount in organisations as bets are placed on people rather than strategies.