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training director

Category: Human Resources
Reports To:      

Job Description/Responsibilities
You will be expected to supervise the training of all employees on the latest technology, workplace procedures, anti-discrimination programs, etc.  Programs include, but are not limited to, quality control, human resources, work measurement, manufacturing methods, material requirements planning, and supervisory development.  Your responsibilities will also include recruiting, interviewing, hiring, supervising, and evaluating training personnel.

Qualifications/Skills
Among the skills you’ll need to evidence: developing, writing, and coordinating training manuals; conducting internal training sessions; preparing training videotapes and maintaining library of training aids; scheduling training sessions within individual departments, ensuring facility set-up, audio visual set-up, and employee notification; and auditing all training programs for effectiveness on a continuing basis.

Education/Background
Bachelor’s degree in Human Resources, Communications, Personnel Relations, Business Administration, or Teaching is required; graduate degree preferred.  Must have five years’ experience in training, personnel, and industrial relations.  Excellent communication skills are essential, along with the ability to work with all levels of management.  Creative ability, writing proficiency, and graphic design ability required.  Familiarity with applicable state and federal regulations is necessary.

Please send [résumé and salary history/requirements] to:      

Job Description

training director

Category: Human Resources
Reports To:      

Job Description
Supervises the training of all employees in the latest technology and in the improvement of existing methods.  Programs include, but are not limited to, quality control, human resources, work measurement, manufacturing methods, material requirements planning, and supervisory development.

Qualifications
•	Bachelor’s degree in Human Resources, Communications, Personnel Relations, Business Administration, or Teaching is required.

•	Graduate degree is preferred.

•	Must have at least five years of experience in training, personnel, and industrial relations.

•	Excellent communication skills are essential, along with the ability to work with all levels of management.

•	Creative ability, writing proficiency, and graphic design ability are required.

•	Must be organized, meticulous, and an excellent public speaker who is at ease moderating large groups.

•	Familiarity with applicable state and federal regulations is necessary.

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Duties
Percentage
of Job	Exemption
Classification	Duty	Essential Function	
     %	Exempt	Develops, writes, and coordinates training manuals, working with specialists on specific details.	Y / N	
     %	Exempt	Conducts internal training sessions by presenting information and facilitating open discussion.	Y / N	
     %	Exempt	Prepares training videotapes and maintains library of training aids.	Y / N	
     %	Exempt	Schedules training sessions within individual departments, ensuring facility set-up, audio visual set-up, and employee notification.  Provides courses in such a way as to stimulate and motivate attendees and develops a means of measuring the effectiveness of the training.	Y / N	
     %	Exempt	Identifies training needs early enough to prevent major problems.	Y / N	
     %	Exempt	Provides counseling to employees who need assistance in learning new job skills or improving old ones.	Y / N	
     %	Exempt	Assures that all training programs are well-prepared and educationally sound.	Y / N	
     %	Exempt	Recruits, interviews, hires, supervises, and evaluates training personnel.	Y / N	
     %			Y / N	
     %			Y / N	

Exemption Analysis
A combination Administrative (541.200) and Executive (541.100) exemption is probable.  None of the tasks by themselves lead to a non-exempt classification.  Most of the work performed to fulfill this position appears to involve general business operations and the exercise of discretion and independent judgment with respect to matters of significance.

An exemption determination will be much more solid if the Executive exemption is “in the picture.”  See 541.708 regarding combination exemptions.

Additionally, see the detailed comments in the “Analysis” section of “Human Resources Director.”  Other useful references are 541.700, 541.102, 541.103, 541.104, 541.105, and 541.106, and 541.201, 541.202, and 541.203, especially 541.203(e).

Category Decision
The duties and responsibilities for this position have been analyzed.	
Manager:	Date:	
On that basis, this position has been judged to be        Exempt          Non-Exempt.	

Interview Questions

training director

Category: Human Resources
Reports To:      

	Explain your general training philosophy.
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	Give me a step-by-step description of how you have designed and implemented a new training program.
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	If you had one accomplishment to brag about from your previous job, what would it be?
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	What specific levels of your organization have your training programs addressed?
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	How have you modified programs to fit different levels of your organization?
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	Describe your favorite sources for training material.  Explain why you consider them superior.
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	How would you handle a request from an individual manager for a specific outside training program?
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	Describe a situation in which you’ve had to overcome resistance to a training program you were trying to implement.
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	Why should I consider you a strong candidate for a job as critical as training manager?
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	What training sessions do you like to present personally, and which ones would you allow subordinates or outside consultants to conduct?
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	Describe some of your most creative and effective training techniques or tools.
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	How do you go about deciding which techniques or tools will be the most effective?
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	How do you regain the audience’s attention when it starts to fade?
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	What indicators do you use to evaluate the success of your training sessions?
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	Tell me what you do to stay current on legal and regulatory issues that affect your position.
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	How do you keep abreast of all the changes in the human resources field?
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	What do you think will be the biggest changes over the next few years?
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Additional Questions
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Overall Impression
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Average Rating
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Your Recommendation
	Hire
	Do Not Hire
	Second Interview
	Need More Information

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Print Name

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Signature

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Date

APPLICANT COMPARISON FORM 

Date:      
	Evaluator:      	
Position:      		

Once you have completed the interview process, transfer the notes and rating tallies you completed to the chart below.

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
1.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
2.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
3.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
4.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
5.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
6.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
7.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
8.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
9.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
10.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Comments:      

Evaluator’s Signature: