Training And Development Manager Onboarding Checklist

Training And Development Manager Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Training And Development Manager starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Human Resources onboarding experience or just need an onboarding checklist for your new Training And Development Manager, you’re in the right place. We’ve put together a sample Training And Development Manager onboarding checklist below and have created onboarding templates & resources to help.

Training And Development Manager Onboarding Checklist

1. Introduction to company culture and values: The training and development manager should be provided with a comprehensive overview of the company’s culture, values, and mission. This task is typically performed by the HR department or a designated company representative who can explain the organization’s core principles and how they align with the role of a training and development manager.

2. Familiarization with company policies and procedures: It is crucial for the training and development manager to understand the company’s policies and procedures, including those related to employee training, performance management, and professional development. The HR department or a designated representative should provide the necessary documentation and guidance to ensure compliance with these policies.

3. Introduction to key stakeholders: The training and development manager should be introduced to key stakeholders within the organization, such as department heads, senior managers, and other HR professionals. This will help establish relationships and facilitate collaboration on training initiatives. The HR department or a designated manager can arrange these introductions.

4. Review of existing training programs: The training and development manager should be given the opportunity to review any existing training programs within the company. This includes understanding the content, delivery methods, and effectiveness of these programs. The HR department or a designated training coordinator can provide access to relevant materials and facilitate discussions with subject matter experts.

5. Assessment of training needs: The training and development manager should conduct a thorough assessment of the organization’s training needs. This involves identifying skill gaps, performance issues, and areas for improvement. The manager can collaborate with department heads, conduct surveys, and analyze performance data to gather the necessary information.

6. Development of training strategies and plans: Based on the training needs assessment, the training and development manager should develop comprehensive training strategies and plans. This includes determining the appropriate training methods, resources required, and timelines for implementation. The manager can work closely with department heads, subject matter experts, and the HR department to ensure alignment with organizational goals.

7. Budgeting and resource allocation: The training and development manager should be involved in budgeting and resource allocation for training initiatives. This includes estimating costs, identifying funding sources, and prioritizing training programs based on available resources. The manager can collaborate with the finance department and senior management to ensure adequate funding for training activities.

8. Design and development of training materials: The training and development manager should be responsible for designing and developing training materials, such as presentations, handouts, e-learning modules, and job aids. This task requires strong instructional design skills and the ability to create engaging and effective training content. The manager can work with instructional designers, subject matter experts, and graphic designers to create high-quality materials.

9. Coordination of training delivery: The training and development manager should coordinate the delivery of training programs, ensuring that they are scheduled, communicated, and executed effectively. This involves liaising with trainers, scheduling training sessions, booking venues or virtual platforms, and managing participant registrations. The manager can work closely with the HR department, trainers, and administrative staff to ensure smooth logistics.

10. Evaluation of training effectiveness: The training and development manager should evaluate the effectiveness of training programs to measure their impact on employee performance and organizational goals. This includes collecting feedback from participants, conducting post-training assessments, and analyzing training metrics. The manager can collaborate with HR analytics teams, conduct surveys, and use evaluation tools to assess the success of training initiatives.

11. Continuous professional development: The training and development manager should engage in continuous professional development to stay updated with industry trends, best practices, and new technologies in training and development. This involves attending conferences, workshops, and webinars, as well as networking with other professionals in the field. The manager can seek guidance from the HR department and senior management to identify relevant development opportunities.

12. Collaboration with external training providers: The training and development manager may need to collaborate with external training providers to deliver specialized training programs or access industry-specific expertise. This task involves identifying suitable providers, negotiating contracts, and managing the relationship with external trainers. The manager can work closely with the procurement department and senior management to ensure effective partnerships.

13. Reporting and communication: The training and development manager should regularly report on training activities, outcomes, and progress to senior management and other stakeholders. This includes preparing reports, presentations, and dashboards that highlight key metrics and achievements. The manager can collaborate with the HR department and use appropriate reporting tools to ensure accurate and timely communication.

14. Mentoring and coaching: The training and development manager may be responsible for mentoring and coaching employees, particularly those involved in training delivery or instructional design. This task involves providing guidance, feedback, and support to help individuals enhance their skills and performance. The manager can work closely with HR business partners and department heads to identify suitable mentees and establish mentoring relationships.

15. Compliance with legal and regulatory requirements: The training and development manager should ensure compliance with legal and regulatory requirements related to training, such as those pertaining to diversity and inclusion, workplace safety, and anti-discrimination. This task involves staying updated with relevant laws and regulations, implementing necessary training programs, and monitoring compliance. The manager can collaborate with the HR department and legal counsel to ensure adherence to these requirements

Setting Up Your Employee Onboarding Process

From reading through the items in the example Training And Development Manager checklist above, you’ll now have an idea of how you can apply best practices to getting your new Training And Development Manager up to speed and working well in your Human Resources team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.