Corporate Training – A Rewarding Career
Corporate training gives employees everything they need to know to thrive on the job. It is an indispensable resource that enables your team members to grow while simultaneously keeping your business profitable in today’s highly competitive market. Obtain the Best information about corporate training.
We make it easy to compare and shortlist corporate training providers so you can select the perfect one for your business. We consider their expertise, costs, and delivery methods to ensure optimal results.
Skills
Corporate training can be an essential tool for companies looking to enhance employee performance and meet both short—and long-term goals. As such, corporate training careers offer great potential to those possessing both formal experience in their field and exceptional interpersonal abilities.
As a successful trainer, you need strong communication, presentation, and teaching abilities. Furthermore, you must possess knowledge about how employees learn best—including preferred learning styles—and which forms of content your employees find engaging: visual, kinaesthetic, or written.
Evaluation and improvement are other essential skills you’ll require as part of the training administration role. To successfully do so, you must conduct interviews with executives, human resource managers, and employees about which skills are essential for performing their jobs effectively and implementing or altering existing curricula based on evaluation results and feedback.
As a corporate trainer, I must possess various training formats ranging from workshops and classroom lectures to video presentations and online learning materials. You must have strong organizational skills for managing multiple projects simultaneously while being familiar with training management systems; creating and delivering training modules/materials should come quickly to you; employers often prefer trainers with hands-on experience as this gives employers peace of mind when hiring trainers.
Education
Depending upon industry and job requirements, education requirements for corporate training careers vary between bachelor’s degrees and doctorates. Courses often focus on human resources, learning technology, educational psychology, public relations, adult education, training program development, and business. Many successful corporate trainers come from previous careers with degrees or work experience related to human resources or learning technology before entering this field as trainers.
Professional organizations offer certificate programs designed for busy professionals. These programs provide them with the training needed to advance in their careers without needing to complete an entire degree program. These certificate programs may focus on specific skills like leadership or the broader areas of time management, productivity, and interpersonal communication; some schools even allow participants to transfer course credits earned toward completing degree programs later on in their career paths.
Many B2B service providers rely on corporate training specialists to educate customers on how best to utilize their products. These roving groups of trainers visit client worksites and teach employees the necessary steps for integrating the product into their workflow, adapting instruction based on each employee’s individual needs and learning styles.
Experience
Corporate trainers provide industry-specific instruction for business employees, equipping them with skills that can help them meet both short—and long-term goals. According to AllenComm, these professionals may influence employee performance and productivity and work directly with managers in human resources or business groups to identify learning needs.
Corporate trainers typically possess experience in the industries they train in through prior employment or education in these fields. This experience helps corporate trainers create programs explicitly tailored to the work done by employees of their corporate clients. Furthermore, many training programs developed by these professionals may contain highly technical content; teaching something one cannot fully comprehend can be challenging to teach others successfully.
While not all companies require specific degrees or extensive experience to act as trainers, it may be beneficial for trainers to have at least a bachelor’s degree (such as communication, English, or social sciences) as well as graduate degrees in instructional design and curriculum development – these will enable trainers to instill communication competencies as well as teach students how to utilize contemporary instructional technology tools.
Starting in HR or professional development can provide an entryway into corporate training roles. Grand Canyon University’s bachelor of communications with an emphasis in organizational leadership provides graduates with an ideal platform for taking on these responsibilities.
Personality
Personality, or the characteristic way a person thinks, feels, and behaves, is central to teamwork success. Different personality types bring specific skills into the workplace, such as interpersonal communication and conflict resolution techniques. Acknowledging an employee’s characteristics is integral in developing training programs designed to enhance performance.
Managers who understand personality traits and how they impact behavior are better positioned to facilitate more impactful discussions about career pathways and employee development and create more tailored training programs suited specifically to an individual’s interests, strengths, and preferences. This increases participation rates while making employees feel appreciated, ultimately leading to improved employee retention rates.
Recent research into the relationship between personality and training initiation revealed that personality traits associated with openness to experience predict all three steps of training initiation: intention, planning, and action initiation. These results support Hypothesis 4a, which states that training intentions mediate all but one relationship between personality traits and training initiation (Hypothesis 4a), specifically neuroticism.
The authors believe that mediation analyses provide a more accurate depiction than previous studies, which only examined individual personality traits’ effects on training initiation without considering an overall model of the goal-pursuit process. They further observe that, despite significant indirect effects from training intentions on planning and action initiation, direct relationships between personality traits and these variables remain moderate at best.
