Training job descriptions
1. Job description types of Training department
• Training director
• Training manager
• Training officer
• Training coordinator
• Training specialist
• Training assistant
• Training Consultant
• Training Instructor
• Territory Sales Manager in Training
• Technical Training Specialist
• Regional Training Manager
2. Basic functions of Training positions
• Ensures company trainers are able to expertly and effectively communicate key information to customers as well as other company personnel.
• Determines the training needs of slot and systems customers and employees and oversees the development of courses to meet those needs.
• Deliver compelling sales presentations and programs to enhance the skills of newly hired and current sales people and/or sales management.
• Build, develop and administer new hire training for all new sales associates coming to Securus.
• Responsible for developing and maintaining standards, meeting prescribed timelines, developing and meeting budgetary objectives, continuous improvement of department operations, developing strategic plans to meet company goals, and managing assigned staff.
• Creates a highly effective training team that conducts group and one-on-one training in the office and at customer sites.
• Build, develop and administer life cycle training program that certifies ongoing position growth within the company, and tracks progress toward learning objectives.
• Demonstrates proficiency in systems, gaming systems specifications, demonstrations, presentations, and verbal and written communications.
• Determines future course offerings to improve the technical knowledge of employees and to satisfy the customer demand for advanced training.
• Build, develop and administer leadership training program for potential new leaders within the sales organization.
• Teach the sales team sales processes and procedures, information about the products, and how to handle common questions and objections for sales organization.
3. Related Training documents:
Tips to write effective job description
Not having the job description reviewed by others:
This is also a common mistake. One may be subject to bias, but more than one, especially with the help of those external advisor, the job description can be more perfect.
Not specific enough:
Be specific and concise; if you don’t address the specific, then what the job description is for. It is for the candidate to understand just exactly what he needs to do or needs to have. Lacking details can confuse the candidates very well.
Listing unnecessary functions or job duties:
Just classifying these into the “others” category will save you a lot of effort and space. On the other hand, the job description will become more dilute and easy to be neglected.
Using buzzwords or abbreviations:
In fact, it is not necessary at all to use such in a job description.
Using slang or legal words:
just use common wording to communicate with others and don’t do anything extraordinarily.
Not updating the job description:
The same job may require different duties and responsibilities in different times, so, you cannot use the same job description for 2 different times.
Source: 12 tips to writer an effective job description – http://www.humanresources.hrvinet.com/tip-to-writing-job-description/