resume samples for training and development

• Training and Development Resume Sample

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Training and development resume samples and templates for 2024.

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Ultimate Guide to Training and Development Resume Examples and Templates for 2024

Crafting a standout resume in the training and development field can be tough. The industry seeks specific skills and experiences . Our guide provides examples and templates tailored for 2024 to ensure your resume shines among competitors.

We'll show you how to highlight your strengths effectively, make your achievements pop, and choose the right format to catch an employer's eye . Let's dive in!

Key Takeaways

• Tailor your resume for each training and development job by using keywords from the job description . This makes you stand out to employers.
• Highlight skills like instructional design , training delivery, and proficiency in learning management systems. These are key in the field of training and development.
• Use action verbs such as "developed," "implemented," or "facilitated" to describe your achievements clearly and powerfully.
• Include measurable results with numbers or percentages to show the impact of your work, like improvements in employee performance after a training session.
• Access tools like online resume builders, cover letter examples, and customer reviews to make your resume better.

Understanding the Field of Training and Development

Explore the diverse job roles within training and development. Tailoring your resume is crucial in this field, so understanding its importance is key.

Job roles in the field

In the field of training and development, several key job roles stand out. Training managers create programs to enhance employee skills and knowledge. They work closely with teams to assess needs and implement effective solutions.

Trainer resumes often highlight experience in designing engaging learning materials and facilitating workshops.

Training and development specialists focus on improving a company’s productivity through educational sessions . These professionals analyze training needs, develop customized learning modules, and evaluate the effectiveness of training programs.

Corporate trainer resumes showcase abilities in delivering corporate training sessions aimed at both new hires and seasoned employees, focusing on professional development across various departments.

Importance of tailored resumes

Craft a tailored resume to match the specific job requirements . Use keywords from the job description to showcase your qualifications.

Tailor each resume to highlight relevant skills and experience for the specific role you are applying for. This will increase your chances of getting noticed by potential employers in India .

Creating a Standout Resume

Choose a format and template that best showcase your skills. Highlight qualifications and experience effectively.

Choosing the right format and template

Select a clean and professional format that best showcases your skills. Look for templates specifically designed for training and development resumes . Ensure the chosen template is easy to read and highlights your qualifications effectively .

Tailor the format to align with industry standards for increased impact on potential employers.

Next, let's dive into - Highlighting key skills and qualifications.

Highlighting key skills and qualifications

To highlight key skills and qualifications in your training and development resume, consider the following:

• Use a section titled " Key Skills " to showcase relevant soft and hard skills such as communication, instructional design, project management, and learning technology proficiency.
• Incorporate specific examples of how you have utilized these skills in previous roles to demonstrate their practical application.
• Tailor your qualifications summary to align with the job description, emphasizing experiences and competencies that directly relate to the role you are applying for.
• Utilize action verbs like "developed," "implemented," or "facilitated" to convey your achievements and impact within previous positions.
• Quantify your accomplishments where possible, using metrics or percentages to provide context for the scope of your responsibilities and successes.
• Prioritize relevance when listing qualifications, placing the most critical skills and certifications towards the beginning of each respective section.
• Showcase any industry - specific knowledge or training methodologies that set you apart from other candidates, reinforcing your expertise in the field of training and development.

Demonstrating experience and achievements

To demonstrate your experience and achievements effectively, consider the following:

• Use bullet points to highlight specific accomplishments in previous roles, such as successful training programs implemented or improvements in employee performance .
• Quantify your achievements with numbers to provide concrete evidence of your impact, like the percentage increase in employee engagement after a training initiative.
• Showcase any awards, recognitions, or certifications related to training and development to validate your expertise in the field.
• Include relevant projects you have led or participated in, emphasizing how they contributed to organizational growth or employee skill enhancement.
• Emphasize soft skills like communication, leadership, and adaptability that have positively influenced your ability to drive effective training and development initiatives.
• Align your experience and achievements with the specific requirements of the job description to demonstrate your suitability for the role.

Elements to Include in a Training and Development Resume

Include detailed work experience, relevant education and certifications, along with a comprehensive list of skills and proficiencies. Each element should be tailored to showcase your expertise in training and development.

Work experience

Highlight your work experience by detailing your previous roles, responsibilities, and accomplishments in the training and development field. Emphasize specific achievements that demonstrate your impact on employee learning and skill development.

Use action verbs to convey your contributions effectively. Tailoring this section to match the job description with relevant keywords will improve the visibility of your resume. Include measurable results from past projects or initiatives to showcase tangible outcomes of your work.

Incorporate diverse experiences such as instructional design , facilitation, curriculum development, or organizational training programs to present a well-rounded background. Clearly outline how each role has contributed to enhancing an organization's learning culture and professional growth.

Education and certifications

When it comes to your training and development resume, highlighting your education and certifications is crucial. Clearly list your relevant degrees, diplomas, or certificates along with the institutions from which you earned them.

Additionally, include any specialized training or certifications related to learning and development, such as SHRM-CP or ATD Master Trainer .

To stand out in the highly competitive field of training and development, emphasize continuous learning through professional development courses and workshops . Highlighting these educational achievements will demonstrate your commitment to staying updated with the latest industry trends and best practices .

Relevant skills and proficiencies

When crafting a training and development resume, it is crucial to highlight relevant skills and proficiencies that showcase your expertise in the field. Here are some essential skills to include:

• Instructional design : Demonstrating the ability to develop effective learning materials and programs tailored to specific training needs.
• Training delivery : Showcasing experience in delivering engaging and interactive training sessions for diverse audiences.
• Needs assessment : Highlighting proficiency in identifying organizational training needs and developing targeted solutions.
• Learning management systems (LMS) : Demonstrating familiarity with utilizing LMS platforms for content delivery and tracking learner progress.
• Communication skills : Emphasizing strong verbal and written communication abilities to effectively convey training concepts and engage learners.

Tips for Crafting an Effective Training and Development Resume

Craft a powerful resume by using action-oriented language and avoiding common mistakes to stand out in your job application. Read on for comprehensive tips and advice.

Using dynamic language and action verbs

Craft a resume that captivates employers by employing dynamic language and action verbs. Emphasize achievements using words like "achieved," "improved," or "implemented" to demonstrate your impact.

Inject your resume with energy through active verbs, such as "mentored," "led," or "initiated." Stand out from the competition by utilizing strong, proactive language throughout your document.

Ensure that every sentence in your resume exudes confidence and proactivity. Strive to convey a sense of action and accomplishment in each statement. Power up your content with vivid vocabulary and engaging action verbs to grab the attention of potential employers quickly.

Avoiding common mistakes

Avoid using generic templates and examples that don't showcase your unique qualifications.

Additional Resources and Tools

Explore cover letter and CV examples, a resume builder, customer reviews and ratings, as well as tips from career experts to enhance your job search. Discover more tools to boost your career journey!

Cover letter and CV examples

Access our comprehensive collection of cover letter and CV examples to guide your job application process. These templates are tailored for the field of training and development , helping you showcase your skills and experience effectively.

Use dynamic language and action verbs to craft a compelling cover letter that complements your resume. Find the perfect format and template for your CV, highlighting key skills, qualifications, work experience, and educational background .

Take advantage of these resources to maximize your chances of securing a career in training and development.

Resume builder

Access an online resume builder to create a professional and tailored training and development resume. Choose from a variety of templates and formats that best showcase your skills and experience.

Utilize this tool to craft a standout resume that highlights your qualifications for the job you desire.

Customer reviews and ratings

Exploring customer reviews and ratings can provide invaluable insights for job seekers in India looking to enhance their resumes for the training and development field. These reviews often reflect the effectiveness of various resume builders, templates, and career advice from experts. Below is a simple guide in HTML table format that highlights some key platforms and their customer feedback. This format aims to help job seekers make informed decisions when selecting resources to create compelling training and development resumes.

This table serves as a starting point for job seekers in India to evaluate and choose the best resources for crafting an effective training and development resume. Customer feedback underscores the importance of selecting tools that are both user-friendly and tailored to the training and development industry.

Tips from career experts

To further enhance your resume writing skills, consider these valuable tips from career experts:

• Utilize a mix of dynamic language and action verbs to showcase your accomplishments and impact in previous roles.
• Tailor your resume to the specific job description, using relevant keywords and emphasizing transferable skills for the training and development field.
• Avoid common mistakes such as generic objectives or including irrelevant work experience, ensuring every detail aligns with the position you are pursuing.
• Seek feedback from mentors, professionals, or utilize professional services to refine your resume and ensure it stands out in a competitive job market.
• Stay updated on industry trends and best practices by following reputable career experts and leveraging their insights when crafting your resume.

Crafting a standout training and development resume is crucial in today's competitive job market . By tailoring your resume to highlight key skills, qualifications, and achievements , you can effectively showcase your expertise.

Utilize dynamic language and action verbs to grab the attention of potential employers. With the right format, template, and eye-catching content , you can elevate your chances of securing the perfect role in this exciting field.

1. What is included in the Ultimate Guide to Training and Development Resume Examples for 2024?

The Ultimate Guide includes training and development resume samples, templates, and tips. It helps you pick the right keywords for your resume and shows learning and development resume objectives.

2. How can I make my Training and Development Specialist resume stand out?

Use keywords from the job description, highlight your employment history and skills development relevant to training roles. Add proven career growth examples that show you are ready for advancement.

3. Are there specific templates for a Corporate Trainer resume?

Yes! There are corporate trainer resume templates designed specifically to showcase key skills, learning projects, and achievements pertinent to corporate training environments.

4. Can I find a Training Manager Resume Guide in this ultimate guide?

Absolutely! The guide offers a dedicated section with training manager resume guides that offer insights on structuring your curriculum vitae effectively, ensuring it catches an employer's eye.

5. What job hunting strategies does the guide recommend for someone in Learning and Development?

It suggests tailoring your learning and development resumes using specific examples from our collection, employing effective career advancement techniques, focusing on continuous skills enhancement toward desired career growth paths.

Training and Development Text-Only Resume Templates and Samples

Arvind rawat.

Phone: 0000000

Email: [email protected]

Address: C-21, Sector-21, Delhi

Training and Development

• Extensive experience of XX years in the planning, organizing, and leading training programs, ensuring proper execution at all levels of the department; ensuring consistency in the delivery and application of training standards across the business
• Adept in overseeing the planning, prioritization, and development of new training programs and initiatives, ensuring that the programs and initiatives are consistent with the business overall strategies, objectives, and needs; creating& maintaining a positive & professional learning environment
• Extensive knowledge of instructional design theory & learning principles; ability to present complex information to a variety of audiences; proven ability to master the full training cycle; exceptional presentation, facilitation, and coaching skills; strong communication, organizational and interpersonal skills;
• Able to deliver, project, and motivate trainees through effective training methodologies both in group and individual classroom dynamics; managing the design, delivery, and continuous improvement of training programs in support of the organization’s needs
• Utilizing a variety of training methodologies, techniques, concepts, learning tools, and practices to ensure maximum effectiveness of training programs; skillfully conducted specific training needs assessments to support the design, development, and delivery of corporate training programs and strategies
• Familiarity with the methods & principles for designing programs to teach, train and instruct both groups and individuals, including the means of assessing the effects of training; familiar with working in a multicultural environment and accustomed to working with people from a variety of backgrounds

Human Resources, Master of Business Administration, Completed, August 2003

Dev Bhoomi Uttarakhand University

– Marks null

Dehradhun, UT

Certifications

• Certified Professional in Training Management (CPTM™) , Completed , January 2021

Work Experience

Period: July 2018 - Current

Learning and Development - Consultant

Fortune Park Hotels Ltd

• Create training programs that are aligned with the organization's objectives and have a strong understanding of what these are
• Act as the go-to within the business for anyone with questions or queries regarding training and development plans
• Work closely with various leaders across the organization and have a full understanding of their units and training requirements
• Embrace different styles of training techniques, including e-learning, tutorial sessions, or coaching
• Have an awareness of the allocated budget and an ability to find solutions in order to implement the required training
• Build relationships with 3rd party training providers; design staple curriculums for all employees (i.e. values)
• Manage the development of the HR team from a training perspective
• Answer training-related issues and provide high-quality customer service across the organization
• Record, collate, and retain management information to demonstrate progress against KPIs and departmental goals and objectives
• Contribute to L&D communications using a variety of mediums, mail, Intranet, paper, etc.
• Keep up to date with current thinking on training practice and methods; e-learning development and ‘rapid’ online software technology

Period: July 2014 - September 2017

Specialist - Learning and Development

Firstventure Corporation

• Identified and assessed future and current training needs through job analysis, career paths, annual performance appraisals, and consultation with line managers
• Drew an overall or individualized training and development plan that addresses needs and expectations
• Deployed a wide variety of training methods
• Conducted effective induction and orientation sessions
• Monitored and evaluated training program’s effectiveness, success, and ROI periodically and report on them; managed training budget; provided opportunities for ongoing development
• Resolved any specific problems and tailor training programs as necessary
• Maintained a keen understanding of training trends, developments, and best practices
• Training and Administration
• Business Development
• Client Relationship Management
• People Management
• Multitasking
• Highly Organized and  Strong Analytical Abilities
•  Oral & Written Communication
• Quick Problem Resolution & Decision Making
•  Leadership 
• Internet Applications
• MS Office – Word, Excel and PowerPoint

Operating System

Kshama Sharma - Resume, CV and Cover Letter Writing Expert

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Training & Development Coordinator Resume Sample

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Work Experience

• Organizing training via online and / or calendar invites booking conference rooms and maintaining training calendar
• Ensuring all training materials and equipment are in place performing data collection
• Analyzing course evaluations and attendance data
• Develop and maintain training materials, such as; task based training learning modules, electronic exams in LMS tool, SOP quizzes, eLearning, etc
• Assist with conducting training impact assessments for change controls; as needed
• Assist with development of MSO/Quality training calendar
• Serve as Mentor for Production new hire orientation
• Serve as administrator role in LMS tool
• Create and maintain up-to-date Training and Development publications, reports, documents, manuals, guides and marketing materials to ensure availability and accessibility for managers and employees
• Respond to requests for information and services from internal and external clients to ensure customer needs are met and training programs run efficiently
• Coordinate training program logistics, meeting site planning, online collaboration tools and communication to participants to ensure programs are conducted efficiently with minimal inconvenience to participants
• Provide education on the Training and Development programs offered and assist (as needed) managers/employees in identifying programs which meet their training needs
• Code, process and track invoices, journal entries and departmental expenses to ensure timely and accurate accounting, budgeting, cost summaries and ensure all Training and Development programs are charged appropriately
• Assist department with general maintenance and data upkeep of the training system to ensure ongoing system functionality and training data is current and accurate
• Provide end users support for the training systems, to include report generation, problem solving and escalation of technical issues to ensure the full utilization of the training system in meeting the needs of the end user
• Valid driver’s license and ability to drive
• Plan, organize and facilitate classroom training, including reoccurring training sessions for Onboarding, Hospitality, and New Employee Orientation. Prepare class materials, coordinate catering, speakers, and facilities
• Administration of Learning Management System: manage user accounts, administer mandatory education assignments, provide consultation support for lower level Administrators, troubleshoot and resolve IT Help Desk requests
• Design/develop new eLearning courses in support of organizational goals as well as at the request of the Compliance Office, Privacy Office, HR Dept. and Physicians/Residents. Innovate/maintain quality, functionality and continuity of existing eLearning courses
• Design/develop new instructor-led classroom training in support of organizational training needs
• Administration of web-based T&D/HR programs: online employee recognition portal, performance appraisal program, survey programs, department intranet pages, and internal networking system
• Record/stream live T&D events. Edit video/audio, incorporate graphics and produce high resolution video files for web sharing
• Responsible for T&D dept. marketing/communication: write articles for the company newspaper, company-wide emails regarding training events, etc
• Track training attendance and completion of assigned training, and compile and prepare training metrics
• Conduct training needs assessments and analyze training requests to identify proper training solutions
• Extract, organize, and analyze data from surveys and evaluations

Professional Skills

• Intermediate proficiency and strong working knowledge of PeopleSoft, Qualtrics, Skillport/Skillsoft, Drupal, and Zoom
• Strong computer skills, including Microsoft Office and web-based training tools
• Basic knowledge of the instructional design process and graphic design and excellent writing and proof reading skills
• Prior work experience and knowledge with curriculums and certification program design and technical writing experience
• Strong interpersonal and communication skills required to build and maintain working partnerships with all levels within the organization
• Exceptional organizational skills, including the ability to handle multiple assignments and prioritize work
• Good problem-solving skills, with demonstrated ability to provide creative solutions to real-time challenges with consistent follow through

How to write Training & Development Coordinator Resume

Training & Development Coordinator role is responsible for training, development, organizational, software, business, learning, microsoft, presentation, analytical, design. To write great resume for training & development coordinator job, your resume must include:

• Your contact information
• Work experience
• Skill listing

Contact Information For Training & Development Coordinator Resume

The section contact information is important in your training & development coordinator resume. The recruiter has to be able to contact you ASAP if they like to offer you the job. This is why you need to provide your:

• First and last name
• Telephone number

Work Experience in Your Training & Development Coordinator Resume

The section work experience is an essential part of your training & development coordinator resume. It’s the one thing the recruiter really cares about and pays the most attention to. This section, however, is not just a list of your previous training & development coordinator responsibilities. It's meant to present you as a wholesome candidate by showcasing your relevant accomplishments and should be tailored specifically to the particular training & development coordinator position you're applying to. The work experience section should be the detailed summary of your latest 3 or 4 positions.

Representative Training & Development Coordinator resume experience can include:

• Developing and automating the assignment of Learning Plans, Job Skills, etc
• Skill in establishing and maintaining effective working relationships with employees at all levels of the organization and with contractors
• Demonstrated skill in presenting and facilitating interactive classes
• PC/Technology Skills: Basic proficiency in Microsoft Office tools
• Possesses organizational skills to multi-task, meeting deadlines and be able to work independently
• Previous experience in delivering training / designing training an advantage

Education on a Training & Development Coordinator Resume

Make sure to make education a priority on your training & development coordinator resume. If you’ve been working for a few years and have a few solid positions to show, put your education after your training & development coordinator experience. For example, if you have a Ph.D in Neuroscience and a Master's in the same sphere, just list your Ph.D. Besides the doctorate, Master’s degrees go next, followed by Bachelor’s and finally, Associate’s degree.

Additional details to include:

• School you graduated from
• Major/ minor
• Year of graduation
• Location of school

These are the four additional pieces of information you should mention when listing your education on your resume.

Professional Skills in Training & Development Coordinator Resume

When listing skills on your training & development coordinator resume, remember always to be honest about your level of ability. Include the Skills section after experience.

Present the most important skills in your resume, there's a list of typical training & development coordinator skills:

• Proven experience in providing customer service in Business to Business environment paired with excellent problem solving skills required
• Strong organizations skills with ability to prioritize
• Effective project management, critical thinking and problem-solving skills
• Strong Leadership and communication skills - acts as the Supervisor in their absence
• Excellent, communication, interpersonal, and presentation skills
• Attention to detail/accuracy, quick learner, excellent follow through and internally motivated to seek out answers, generate ideas, and develop new skills

List of Typical Experience For a Training & Development Coordinator Resume

Experience for medical education & training development coordinator resume.

• Skill in planning and implementing training programs
• Experience in gathering critical information from multiple sources, synthesizing data and compiling into a report for analysis
• Minimizing costs by maintaining the training schedules and coordinating training for qualification and certification
• Supporting coordination of common training across site; schedule personnel to attend specific training
• Coordinating site and corporate training initiatives

Experience For Training Development Coordinator Resume

• Collaborating with external resources (outside of their unit/dept) to analyze the needs, design, develop, implement, document, and measurement of training
• Supporting the design and development of training content in consultation with key stakeholders
• Strategically contributing to capability development of FICC & CIB. By identifying learning gaps and incorporating learning solutions to close those gaps
• Maintains an accurate training scheduling system; providing departmental leadership and staff members with both short term and extended training schedules
• Keep current on specific certification requirements and ensure training resources are secured to meet the training needs
• Manages the logistical and administrative aspects of the training activities, including venues and equipment
• Develop and maintain a training database of training records, scheduled courses, calendars, etc
• Run the OneSource EDU site (i.e. training records, user properties, groups, learning plan assignments, etc.)
• Develop current workforce through training initiatives and career path planning

Experience For HR Training & Development Coordinator Resume

• Development and maintenance of the call center training syllabus
• Coordinate the schedule for Emerson-led workshops and serve as training coordinator
• Assist and support the implementation and successful completion of all mandatory business unit training
• Knowledge of concepts of adult learning and leadership theories
• Designs and develops training and other presentations
• Supports business through product, service and subject matter training
• Conduct virtual training for employees in remote locations
• Create and maintain all training materials

Experience For Training & Development Coordinator V.i.e Resume

• Create and provide cross training programs
• Facilitate HR/management training modules
• Deploy HR projects such as “Academy concept” and “learning market”
• Coordinate Eclipse training companywide
• Provide reports on AB Rockwell training and be co-administrator for Schneider Electric Square D sites

Experience For Training & Development Coordinator Resume

• Train all Team Members with on-the-job training
• Fill in for other Team Members as required (trained and capable of running all operations in assigned area)
• Generates and implements continuous improvement ideas for all ideas for training program
• Ensure proper implementation and execution of all training goals
• Provide training and manage employee qualifications
• Collaborate with Corporate, Regional, and Site L&D Coordinators to drive best practices and consistency of training across the site
• Maintain department documentation (e.g., policies, procedures, technical documentation)
• Take first escalation call from the call center representatives
• Be the liaison with external parties, organizes and facilitates work-groups, and establishes, maintains, and manages the training program based on department needs
• Be responsible for internal and external communication on department training initiatives and serves as the point of contact for the Training Program
• Guide and assist subject matter experts with the development and appropriate delivery methods for course content; Need to learn and stay abreast of the knowledge, skills and abilities needed to meet the training needs of the various jobs within the Air Force and Department of Defense (DoD)
• Conduct needs assessment for training and development to enhance the effectiveness of employee performance and engagement in achieving business unit goals and objectives
• Research, prepare, develop, and assist with development of appropriate Training and Development Programs, Training Packages/Modules/Courses, designed to expand the knowledge and competencies of the Flow Controls team
• Support the execution, planning and facilitation of Human Resource Development; provide professional development and career managements perspectives
• Work with the VP of HR and all levels of management on performance, organizational and leadership matters
• Support the Emerson Organization Review process annually; including the scheduling and support of the Talent Review process and the coordination of the Individual Development Planning activity
• In cooperation with the recruitment coordinator, plan and conduct new employee orientation to foster positive attitude toward organizational objectives
• Assist in the administration of Employee Opinion Surveys and feedback sessions
• Implement leadership development training/activities aimed at division high potential employees, as directed by the Director of Org Development for Final Control and VP of HR
• Assist with miscellaneous projects to enhance the service offerings of the HR team
• Basic knowledge of PeopleSoft HRIS system
• Basic knowledge of HR Book Of Knowledge
• Develops tenured employees based on quality analysis and identified gaps
• Builds and maintains relationships with our business partners and other support areas
• Aptitude to learn new processes quickly and the ability to present content in a simplified manner
• Possesses excellent presentation and classroom management skills and apply adult learning principles to maintain participant’s interest and achieve learning objectives
• Exhibits excellent interpersonal skills to be able to relate to different levels of the organization and work effectively with vendors, act as a liaison between the business and IT
• Able to learn the business functions and create curriculum to support employees within the function
• Strong interpersonal skills and sensitivity to deal effectively with individuals from different cultures, along with professional maturity and confidence in communicating results with peers and various levels of management
• Create content and maintain SDC website
• Process travel claims and reconcile procurement cards
• Support Human Resources (and related) programs and events
• Develop forms, surveys, and generate reports
• Determines most appropriate method of program delivery, e.g. online, interactive, lecture, group instruction
• Researches, identifies, and recruits program presenters and subject matter experts; develops and maintains external contacts with the coordinators of programs in other schools, in the private sector, and with consultants/speakers
• Selects or develops testing and evaluation procedures to be used at completion of each training session to evaluate instructor performance and the effectiveness of training programs, and to solicit recommendations for improvement
• Revises the design of training curriculum and methods to improve effectiveness by considering evaluation results and keeping current on training design and methodology
• Reviews and monitors progress of training programs through utilization review; accumulates and analyzes feedback from participants, supervisors, administrators, and speakers
• Develops, prepares and presents periodic and special reports on training activities
• Research, analyze information and form recommendations
• Entirely run the training process : conduct annual training and development needs assessment, propose training and development programs, pilot the training budget.
• Ensure the training subsidies process in collaboration with Luxembourg authorities
• Work with functional management in order to facilitate Development Plan programs; coach Leaders and others involved in employee development

List of Typical Skills For a Training & Development Coordinator Resume

Skills for medical education & training development coordinator resume.

• Skill in effectively communicating, both orally and in writing, with a diverse employee population at all levels
• Working knowledge of cGMPs, Good Documentation Practices, and good record keeping principles
• Skill in handling multiple tasks and prioritizing workload
• Continuously improving their skills and knowledge to maintain alignment with current learning and development trends
• Intermediate/advanced computer skills including Microsoft Word, Excel, PowerPoint and LMS software
• Progressive critical-thinking skills with the ability to assess and devise action plans regularly

Skills For Training Development Coordinator Resume

• Exceptional organizational skills to manage data entry of multiple client engagements and training initiatives
• Demonstrates excellent written and oral communication to write and deliver training programs, and develop action plans
• Proven record of good attendance and work history
• Coordinate and perform daily administrative and support functions to ensure the department runs efficiently and effectively
• Adobe Creative Cloud suite skills
• Understanding the FICC & CIB business and experience working in a complex environment
• Two years' experience working with the public in a Human Resources, training, marketing, advancement or special events department
• Experience in developing and delivering training for adult learners
• Experience using marketing concepts and techniques to market training programs

Skills For HR Training & Development Coordinator Resume

• Develop trainer development programs and coach others involved in training efforts, providing effective growth and development opportunities
• Significant work experience as a trainer, coach, or training facilitator, preferably in the manufacturing environment
• Demonstrated success in coordinating learning activities and events
• Manages learning platform (Degreed), including users, content, library, and skill plans
• Experience of delivering projects
• Manufacturing industry experience required

Skills For Training & Development Coordinator V.i.e Resume

• Intermediate proficiency and strong working knowledge of Microsoft Word, Excel, PowerPoint, Excel, and Publisher
• Demonstrated commitment to positively working with people from a broad diversity of backgrounds
• Experience in human resources or training/development
• Knowledge of methods that assess and evaluate training program effectiveness and update programs accordingly
• Experience with learning management systems (LMS) and web delivery tools
• Provides developmental coaching and feedback to new employees to enhance skill development
• Actively search, creatively design and implement effective methods to educate, enhance performance and recognize performance
• Experience in a similar role, that includes e-learning platforms
• Strong ability to complete full training cycle

Skills For Training & Development Coordinator Resume

• Manage multiple projects, priorities, and lead teams
• Move seamlessly from one task to another, manage multiple priorities, deal with change, and remain optimistic, productive, creative, and calm
• Social media content development experience
• Leadership/managerial experience
• Increasingly responsible office administrative or coordinator experience
• Coaching and developing unit/department employees to establish a high performance culture
• Training scheduling for the whole year
• Managing end-to-end learning process and solution
• Provide call center training to new hires (including supervising the side-by-side training sessions)
• Provide call center ad hoc training (including “refresher” training as well as training on new process and procedures)
• Delivers new hire training in a classroom setting using a variety of teaching methods
• Develop and assist in implementing strategies, training, and learning materials for promoting workplace safety
• Provide quality monitoring & feedback during training
• Coordinate Business Unit reporting to corporate headquarters including Communication Plans, Conflict of Interest and Ethics reporting
• Coordinate campus and eLearning training initiatives and co-facilitate training topics
• Responsible for coordinating and scheduling for HHC students (med, pharmacy, nursing, etc) at all facilities
• Maintain and track all training records, including safety and developmental training
• Manage communications, materials, and logistics (including course enrollments, training materials, hotel and food and beverage) for training programs
• Handle legal requirements regarding training
• Assess district-wide developmental needs to drive training initiatives. Identify and arrange suitable training solutions for employees
• Develop and monitor spending against the training budget
• Knowledge of training design and delivery, including management and leadership curriculum design, staff and career development programs
• Knowledge of web conference planning services, e-learning curriculum
• Maintain accurate training records, databases and auditable tracking systems
• Conducts training needs analysis / internal client interviews to identify key training needs
• Coordinate workshops and maintain training records in the University's learning management system
• Develops, conducts, and assists in the implementation of a needs-assessment analysis targeting current and future training needs of the campus
• Pilot the onboarding /training processes and booklet
• Responsible for implementing corporate Training and Development strategies guidelines and programs locally
• Schedules vendor training; both on and off campus including travel arrangements as outlined within CSU’s travel policies
• Coordinates traditional classroom training and virtual learning events
• Liaise with Faurecia University for deployment&follow-up of corporate training programs
• Plan, organize, and direct a wide range of training and employee engagement activities
• Conduct follow-up of all completed training to evaluate and measure results
• Develop and maintain communications to ensure employees have knowledge of training opportunities and general information
• Plan, organize, facilitate and order supplies for employee training events
• Familiar with both traditional and modern job training methods, trends and techniques
• Comfortable working a flexible schedule and available for after hours, weekends, and holidays when travel emergencies occur
• Knowledge of commonly used concepts, practices and procedures within the field of Training and Organization Development
• Assist with real-time interaction call monitoring of the call representatives
• Recruitment: Responsible for the on time hiring for open positions
• Provide operational support to organization’s succession planning program

List of Typical Responsibilities For a Training & Development Coordinator Resume

Responsibilities for medical education & training development coordinator resume.

• Balancing computer based, classroom, and hands on training to maximize effectiveness
• Experience working in educational institutions
• Developing programs for specific training based on content provided by subject matter experts (SME’s) and outside training sources
• Ensuring the accuracy and availability of all training materials (paper, electronic, and other media)
• Ensuring the consistency and continuous improvement of training programs
• Regularly research, review, and evaluate new training programs, software and developing training technologies
• Routinely and regularly solicits input from staff regarding training needs, requests, and participation
• Monitors budget to ensure that training and travel costs do not exceed the annual budget allocation; Fiscal Year 2018 $50,000 was allocated for staff training

Responsibilities For Training Development Coordinator Resume

• Develop, update and manage workplace safety training programs, procedures and policies
• Establish, document, and review position-specific needs for training, tools, PPE, etc. Maintain up to date records on these deliverables
• Ensure instructor evaluations are completed and documented for each training session
• Works collaboratively with campus partners, stakeholders, and vendors to identify and deliver optimal safety, development, and equipment-specific training
• Coordinate, with department’s monthly Fire and Life Safety team meeting
• Design and develop training programs (outsourced and/or in-house)
• Handle sensitive and confidential matters without disclosing to unauthorized personnel

Responsibilities For HR Training & Development Coordinator Resume

• Expert in Microsoft Office products, including Word, Excel, and PowerPoint
• Coordinate New Hire training program, group classes, and all other classroom classes
• Lead the performance management system (GPS/Shop Floor Performance evaluation System)
• Coordinate/support HR Topics in other sites
• Follow the employee development plan up
• Coordinate leadership and organization development (L&OD) activities: leverage existing relationships with the European L&OD Team to ensure effectiveness and alignment of learning initiatives
• Lead community and employee welfare events
• Lead the competency matrix process
• Be the HR contact for ISO/Customers Audit

Responsibilities For Training & Development Coordinator V.i.e Resume

• Create and maintain organizational communications such as bulletin boards and HR newsletter to ensure employees are informed about training and development events and resources
• Support HR culture and philosophies in the organization based on Strategic initiatives
• Promote HR tools that leaders and teams can use to improve performance
• Perform daily Safety observations
• Provide leadership and direction to service functions to maximize efficiency

Responsibilities For Training & Development Coordinator Resume

• Analyzes unit-operating practices, such as record-keeping systems, form control, work area layout, suggestion systems and performance standards to able to convey to the trainee
• Interpret/ administer SOP on the production line
• Evaluate employee readiness and qualification
• Build and maintain the current new hire schedule. This includes our standard class offerings as well as partnering with operations to schedule off cycle requests. Also responsible for canceling classes in accordance with our class cancellation policy
• Oversee and monitor class / course / curriculum as it appears in HealthStream, Classman and on the internal training schedule for “new hire” and “go-live” training
• Work collaboratively with the Credentialed Trainer Manager and Instructional Design Manager in regards to any scheduling impacts / needs or resource needs, for projects or daily operational processes
• Analyze go live training needs utilizing the training calculator to develop a go live schedule in conjunction with the new hire schedule. This includes identifying the class offerings, analyzing operational training needs and availability, and designing a schedule to meet both those needs
• Auditing and ensuring proper training documentation
• Being proficient in design, development, delivery, and evaluation of hands on and classroom training for unit specific material
• Responsible for maintenance of current training rooms and the set up and maintenance of go live training rooms
• Partner with Instructional Designers to identify printing needs, coordinate the printing schedule, and distribute the materials to the rooms
• Owner of training queue in BMC. This responsibility includes triaging 300+ tickets a month, registering end users for class, adding classes as requested, scheduling support as needed, and identifying training needs for various areas
• Responsible for build and maintenance of classman.net. This includes but is not limited to maintaining new hire classes, classrooms, instructor assignment, end user registration status, student reports, direction attachments, and course build
• Responsible for coordinating and scheduling for HHC residents (200+ each year) at all facilities
• Partner with Acquisitions team to plan for upcoming acquisition go lives. This includes but is not limited to scheduling end users from the practices, scheduling off cycle/off schedule requests, and scheduling go live support for various roles
• Partner with Community Connect team to plan for upcoming Community Connect partnerships. This includes but is not limited to scheduling end users from Community Connect, scheduling off cycle/off schedule requests, and scheduling go live support for various roles
• Partner with the Epic security team to maintain standard work for system access. This includes maintaining accurate enrollment records, validating training records, and maintaining the training standards for all templates
• Experience working with vendors (facilitators, printing, etc.) Demonstrated Project Management Skills Excellent organizational and interpersonal skills
• Development and implementation of world class training programs to provide a highly effective, high performing, motivated, and safe workforce by
• Working with the site L&D Coordinator and customers to identify, disseminate, and coordinate developmental and regulatory training opportunities. While ensuring the best practices and consistency of training are used
• Plan and implement complex employee development programs for all categories of College staff; confer with College administrators regarding development goals, and use multiple means to assess training needs
• Schedule and implement the annual calendar of classes and cohorts. Coordinate cohort application and selection criteria. Create and maintain participant database
• Develop assessment measures and monitor training effectiveness
• Skill in instruction; critical thinking; and operations analysis
• Skill in: using computer software applications necessary to perform the work
• Elicit feedback from training participants and use feedback to evaluate and improve training content
• Strategically plan and create new training and development plans and programs
• Develop professional handouts, notebooks and resource materials for participants, incorporating multimedia and online resources
• Thorough knowledge of and ability to apply the concepts and principles of adult learning and instruction and organizational development
• Conducts training for employees, managers and subject matter experts
• Integrates other training resources into Degreed for maximum discoverability by employees
• Updates toolkit and communicates improvements to various audiences following monthly releases
• Contact person for Corporate Unit Training & Development
• Establishes and maintains complete safety and training records
• Arrange for and coordinate third party development offerings
• Design and use diverse learning modalities, i.e., computer-based training (such as Go-To-Meeting or Blackboard), class presentations, learner participation activities and debrief, small group exercises, dialogue and debrief, role playing, etc
• Skill in: presentation; facilitation; negotiation; and persuasion
• Evaluates utilization data and creates promotional material to drive greater awareness and effectiveness
• Communicate in a courteous and effective manner with customers and/or co-workers
• Handle multiple tasks and appropriately prioritize to support multiple managers
• Experience in administration and coordination
• Design and facilitate retreats and meetings

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Training And Development Specialist Resume Samples

A Training and Development Specialist takes the responsibility of planning, conducting and administering programs that train and develop staff to enhance their knowledge and skill. Common work activities listed on the Training and Development Specialist Resume include the following – assessing the training needs through surveys, designing and creating training manuals, reviewing training materials , delivering training materials from vendors, choosing appropriate materials, monitoring and evaluating training programs , and performing related administrative tasks like scheduling classes, monitoring costs and coordinating enrolment.

Job seekers must possess these specific qualities – analytical skills to evaluate training needs, methods and materials; instructional skills to offer training programs to employees, interpersonal skills to collaborate with instructor and trainees and outstanding speaking skills. Job prospects are best for those having a degree in training and development, human resources, education or instructional design.

• Resume Samples
• Training And Development Specialist

Training and Development Specialist Resume

Headline : To achieve a sound position in the corporate world and work enthusiastically with a team to achieve the goals of the organization. Abilities Hard working, highly motivated team player.

Skills : Microsoft, WMS, Vo-collect, Unix.

Description :

• Prepared test items evaluate instructional materials and the results of instruction and counsels' students on academic learning problems.
• Supervised and controlled aircraft in tactical operations. Senior Operations Specialists, Command, and Control Center Specialists.
• Operated and supervised the operation of radar, NTDS, communications, and associated equipment in the exercise of air control functions.
• Participated in search-and-rescue and aircraft emergency operations.
• Ensured correct positioning of aircraft in specified areas, air corridors, and approach or departure tunnels.
• Responsible for the oversight of Tactical Air Control training and inspection of Fleet Tactical Air Controllers to ensure skill proficiency is maintained.
• Developed course or training objectives, develop instructional materials and develop training programs.

Training and Development Specialist III Resume

Summary : Self-motivated, results oriented, management professional with extensive supply chain experience, within organizations providing products and services domestically and internationally.

Skills : Microsoft Office, Payroll, Recruiting.

• Developed effective relationships with customers to help fill their needs within the company.
• Developed well-rounded supervisors to deal effectively with change and complexity within the company as it relates to employee relations.
• Developed, implemented, and promoted various training sessions and wellness initiatives.
• Responsible to ensure fair employment practices and follow various employment laws.
• Responsible for making offers of employment, assisted new hires with paperwork, and the on-boarding experience.
• Maintained relationship with department heads for the recruitment of employees.
• Maintained employee files and ensured proper filing of confidential information.

Training and Development Specialist II Resume

Headline : Regulatory and Compliance Inspector, Training and Development Coordinator, Manager and Specialist with combined experience in profit, non-profit, pharmaceutical and regulatory environments.

Skills : Quick books, Power point, Payroll, Budgeting.

• Provided classroom and specialized training to support business needs.
• Worked with vendors to customize courseware to accommodate business needs.
• Facilitated group meetings including team building events. Reviewed timecards and payroll for employees on FMLA.
• Managed and participated with task teams to design user center technical information and communications products and systems.
• Created project plans, design and scope documents, schedules, budgets, and resource requirements.
• Managed projects to specified timelines and business objectives.
• Worked independently to create detailed project plans, and develop user-centered technical information and communications products.

Training and Development Specialist/Representative Resume

Summary : Highly effective Learning and Development Specialist with extensive experience and knowledge about theories and methods used in designing, developing and delivering successful training programs.

Skills : Public policy analysis, Budgeting, Research.

• Developed an initial training program as part of a virtual team across three sites. The program increased consistency in performance outcomes across sites.
• Created a training manual of more than online documents. Facilitated training via webinars, classrooms, and workshops.
• Led the training team to coordinate the creation and delivery of quarterly updates.
• Created course objectives, curriculum, facilitator guides, and job aides.
• Trained new employees for customer service and claims processing in an award-winning call center.
• Coordinated training schedules across sites with supervisors and managers to optimize training initiatives and work-flow management.
• Communicated project status to management and stakeholders.

Training and Development Specialist I Resume

Objective : A highly motivated, creative self-starter equipped with powerful communication skills, with experience in delivering client-focused solutions. Proficient with Affinity Client, Cerner, Excel, GECB, Kronos, Microsoft Access.

Skills : Organizational Skills, SW Defect Management Tools,.

• Recruited to assess existing courses while developing and delivering training programs geared toward increasing productivity.
• Coordinated and conducted small group and individual training sessions based on the organizations learning needs.
• Routinely evaluated church training needs and adjust staff development and educational programs.
• Scheduled and taught weekly internal classes to groups of employees. Used Adult Learning Theory in a program for training and designs.
• Integrated advanced technology into training sessions and educated employees on mobile applications.
• Conducted ongoing needs analysis leveraging customer feedback, field interactions, and subject-matter expertise to adjust learning strategy and curriculum.
• Trained and coached other Instructional Designers. Supported VCT sales activities, and proposal writing.

Training and Development Specialist/Co-ordinator Resume

Summary : Dedicated and focused Administrative Assistants who excels at prioritizing, completing multiple tasks simultaneously and following through to achieve project goals. Also Specializing in Training and Development of Customer Service.

Skills : Instructional Delivery, Test Item Analysis.

• Interviewed and trained new quality customer service representatives. Resolved customer questions, issues, and complaints.
• Monitored programs such as Customer Surveys to maximize customer satisfaction and assisted on-site service representatives.
• Developed a Customer Service Workshop to help those employees who weren't achieving the companies Customer Survey goals.
• Assisted with the weekly scheduling of employees. Made copies, sent faxes, and handled all incoming and outgoing correspondence.
• Managed the receptionist area, including greeting visitors and responding to telephone and in-person requests for information.
• Organized files, developed spreadsheets, faxed reports, and scanned documents.
• Managed projects with tight timelines and clear visibility to internal management and external clients.

Training and Development Specialist/Executive Resume

Headline : To secure a responsible leadership position which will utilize recognized ability to plan, develop, implement and evaluate programs operations as well as demonstrate ability to build and maintain relationships with various segments.

Skills : ServSafe Instructor, DISC certified, Facilitator certification.

• Subject matter experted on HealthSpot attendant, provider, and kiosk applications.
• Wrote and edited software documentation with a technical training curriculum.
• Delivered a technical software training curriculum to retail customers and healthcare systems utilizing hands-on lab exercises and materials.
• Developed e-learning courses via Articulate software for scalable use by open and closed network systems.
• Conducted training needs analysis for business units as requested.
• Transitioned from traditional to a blended learning solution. Generated internal employee training for use with onboarding.
• Developed courseware and managed a project with an international client and international subject matter experts.

Training and Development Specialist/Analyst Resume

Headline : Career goals are to become a Medical Doctor through the medical program in Denver. Have a passion for all people and have developed an unfailing positive mental attitude.

Skills : Operational Management, Training And Development, Strategic Alignment.

• Taught introductory and continuing education of leadership while also maintaining development programs for both technical support.
• Developed strategies to improve efficiency with training programs within the training environment and using these skills to maximize productivity.
• Experienced with Onboarding, Social recruiting strategies, and some HRIS system work. ADP payroll experience and Oracle accounting software.
• Helped to maintain and develop the KSA's of a human capital population of employees.
• Executed best practices to ensure excellence in instructor training and performance.
• Filled several different roles, designer, lead ISD, project manager, instructor, and tech support.
• Designed and developed courseware for Virtual Classroom Training (VCT), Webinars, and Instructor-Led (ILT) courses.

Lead Training and Development Specialist Resume

Headline : Dedicated and focused Administrative Assistants who excels at prioritizing, completing multiple tasks simultaneously and following through to achieve project goals. Also Specializing in Training and Development of Customer Service Skills.

Skills : Epic Certification in Cadence, Customer Service.

• Sourced and gathered critical knowledge from skilled experts to confirm critical information used to design training modules.
• Collaboratively developed course flow and content and ensures effective training delivery.
• Design, Development, and Implementation of e-Learning Training modules as needed.
• Responsible for LMS (Moodle) course design and maintenance. Involved in the initial plan design and existing plan enhancements.
• Leveraged reporting from the platform and provide recommendations about possible actions.
• Trained and mentored team LMS users Monitored and reported the effectiveness of training for employees during the orientation period.
• Trained and developed new hire technical support and customer care agents.

Jr. Training and Development Specialist Resume

Objective : Effective in efforts of collaboration and coordination. Masterful in implementing functions that help to bring about and facilitate tangible and meaningful change. Skilled instructor and public speaker.

Skills : Report Writing, Training, Program Planning.

• Essential in the development and execution of agency strategic planning. Quality Manager of operations, job environment health, and safety.
• Instructed and briefed employees on subjects of health and safety requirements mandated by the State of New Jersey.
• Provided situational analysis, solution recommendations, and followed up on issues impacting organizational effectiveness.
• Mentored and coached subordinate team members. Oversaw and directed employee continuing education curriculum.
• Conducted company presentations and orientation to community partners and potential customers.
• Provided on the job training to new employees. Facilitated lectures and presentations in the classroom.
• Participated in hiring as well as developing team members.

Sr. Training and Development Specialist Resume

Summary : Experience in Retail Banking and Training, helping co-workers gain the skills, knowledge, and abilities to perform their jobs and advance their careers.

Skills : Adobe, Photoshop, Illustrator, Premiere.

• Developed and implemented Onboarding for new associates. Develop and implement Product Knowledge training.
• Developed and implemented Teller Operations training. Develop and implement New Account training Implement IRA training.
• Created and coordinate training schedules for the department and new associates.
• Supervised Subject Matter Experts in developing and implementing; security training, research training, Excel basics training.
• Prepared periodic, standardized reports of development and training needs.
• Answered questions and inquiries in support of training efforts. Supported in the development of training materials.
• Monitored quality of service via silent monitors or side-by-side monitors.

Summary : To develop both personally and professionally in a long term career that utilizes education, experience, skills, passion for customer service excellence, and resulting in increased company success and profitability.

Skills : Microsoft Office, Excel, Powerpoint, Adobe, HTML.

• Coordinated training schedules for various programs. Supervise trainers and quality assurance personnel.
• Promoted consistency between training and quality assurance departments.
• Responsible for the annual review and enhancements to all training materials and programs.
• Developed and facilitated cultural engagement classes and activities.
• Developed of mentored and apprentice programs.
• Identified targeted development needs of supervisory level personnel and react accordingly.
• Surveyed reviews and reacting to areas of opportunity.

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Learning And Development Specialist Resume Examples

Writing a resume for a Learning and Development Specialist position can be daunting as it requires special qualifications and skills. Having an effective and well-written resume is essential for getting noticed in the job market. The content, layout and format of a resume should all be tailored to highlight the qualifications and experience that are most relevant to the job opportunity. This guide provides helpful advice on how to craft a resume as a Learning and Development Specialist, as well as examples of resumes that illustrate what a good resume looks like.

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Learning And Development Specialist

123 Main Street | Anytown, USA 99999 | Phone: (123) 456-7890 | Email: [email protected]

I am an experienced Learning and Development Specialist with a wealth of expertise in designing and implementing development initiatives. I have a proven track record of success in developing innovative programs to increase employee engagement and performance. My experience has equipped me with excellent communication and interpersonal skills, a strong knowledge of adult learning principles, and an ability to motivate and inspire teams. I am a highly organized and driven professional, with a passion for creating and executing effective learning and development strategies.

Core Skills :

• Project Management
• Instructional Design
• Training and Development
• Learning Technologies
• Change Management
• Communication Skills
• Interpersonal Skills

Professional Experience :

• ABC Corporation, Learning and Development Specialist, 2017 – Present
• Developed a wide variety of innovative training materials to improve employee engagement and performance.
• Created and implemented learning and development programs to meet organizational goals.
• Designed and conducted training events and workshops to promote knowledge retention and enable growth.
• Applied adult learning principles to ensure effective training sessions.
• Researched and identified new tools and technologies to improve the effectiveness of learning and development initiatives.

Education :

• Bachelor of Arts in Education, University of California, Los Angeles, 2012 – 2016

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Learning And Development Specialist Resume with No Experience

Recent college graduate with a Bachelor’s Degree in Organizational Development and Human Resources, looking for an entry- level Learning and Development Specialist position. Possess excellent communication and problem- solving skills and an eagerness to learn and develop new skills.

• Excellent communication and interpersonal skills
• Strong organizational and planning skills
• Proficient in Microsoft Office
• Knowledge of adult learning theories and approaches
• Ability to analyze, evaluate and develop training materials
• Familiarity with Learning Management Systems
• Experience in creating employee development programs

Responsibilities :

• Develop, implement and evaluate training programs for employees
• Maintain current records of employee training and development activities
• Assist in preparing and delivering training materials
• Monitor and evaluate the effectiveness of training programs
• Assist in the design and development of learning materials
• Evaluate current learning materials and suggest improvements
• Identify and analyze training needs and develop plans to meet them

Experience 0 Years

Level Junior

Education Bachelor’s

Learning And Development Specialist Resume with 2 Years of Experience

A motivated and competent Learning and Development Specialist with two years of experience in the training and development field. Proven track record in planning, executing, and evaluating training programs for employees. Strong background in developing training materials and designing e- learning courses. Adept at assessing participants progress and providing actionable feedback. Possess excellent problem- solving and communication skills.

• Training Program Planning and Execution
• Training Material Development
• E- learning Course Design
• Assessing Participant Progress
• Actionable Feedback
• Problem- solving
• Communication
• Designing and executing training programs according to set objectives.
• Creating and updating training materials and e- learning courses.
• Assessing and evaluating participants’ progress and providing actionable feedback.
• Developing and implementing individualized training programs for employees.
• Staying up to date with changes in the learning and development industry.
• Developing strategies for improving current training programs.
• Identifying areas for improvement and suggesting solutions to enhance programs.

Experience 2+ Years

Learning And Development Specialist Resume with 5 Years of Experience

Motivated Learning and Development specialist with 5 years of experience in designing and delivering training programs in support of corporate mission and goals. Adept at creating and implementing development initiatives to improve organizational efficiency. Possess strong communication and interpersonal skills, able to develop relationships with colleagues and stakeholders to ensure successful implementation of learning and development plans.

• Learning and Development Strategies
• Training Program Design
• Performance Evaluation
• Coaching and Mentoring
• Organizational Development
• Public Speaking
• Interpersonal Communication
• Created and implemented learning and development strategies to foster an innovative corporate culture.
• Developed and executed effective training programs to meet corporate objectives.
• Utilized performance evaluation methods to monitor training effectiveness.
• Coached and mentored team members to increase motivation and productivity.
• Collaborated with stakeholders to ensure successful implementation of learning and development initiatives.
• Conducted research on emerging trends in learning and development to keep up with industry standards.
• Managed multiple projects to ensure successful completion within set timeframe.
• Delivered public presentations to staff and stakeholders to promote training initiatives.

Experience 5+ Years

Level Senior

Learning And Development Specialist Resume with 7 Years of Experience

Highly motivated Learning and Development Specialist with 7+ years of experience in the talent acquisition industry. Demonstrated success in leading the design, development and delivery of corporate learning and development initiatives. Proven ability to facilitate training classes, workshops and other learning events. Skilled at utilizing technology for delivering learning solutions.

• Learning and Development
• Training Facilitation
• Knowledge of Training Methodologies
• Corporate Training
• Adult Learning Theory
• Software Training
• Developed and implemented corporate learning and development plans
• Created and modified training materials such as user manuals and job aids
• Assessed training needs and collaboratively developed learning solutions
• Designed multimedia visual aids to enhance training programs
• Used various instructional methods and tools to facilitate learning
• Led training sessions, workshops and other learning events
• Developed online learning and e- learning programs
• Delivered customized training programs to management teams
• Monitored and reported on the effectiveness of learning and development activities
• Provided support to learners and other stakeholders throughout the learning process

Experience 7+ Years

Learning And Development Specialist Resume with 10 Years of Experience

An experienced Learning and Development specialist with 10 years of experience creating and delivering educational programs to meet the needs of a variety of corporate clients. Skilled in leveraging a unique blend of organizational management, instructional design, and consulting abilities to identify learning objectives, develop and implement training strategies, and create meaningful learning experiences. Detailed and goal- oriented with the ability to manage multiple tasks while adhering to tight deadlines.

• Organizational Leadership
• Training & Development
• Program Evaluation
• Research & Analysis
• Team Building
• Design and develop effective training programs tailored to individual organizations.
• Conduct needs assessments to identify areas of improvement and develop action plans.
• Develop and implement learning strategies and content delivery methods that align with organizational objectives.
• Research and analyze the latest trends in the learning and development field.
• Manage and coordinate training and development projects.
• Assess and evaluate program outcomes to ensure effectiveness.
• Provide feedback and guidance to trainees on their learning experience.
• Develop and maintain relationships with key internal and external stakeholders.
• Collaborate with team members to ensure successful implementation of learning programs.

Experience 10+ Years

Level Senior Manager

Education Master’s

Learning And Development Specialist Resume with 15 Years of Experience

Highly experienced Learning and Development Specialist with 15 years of experience in the corporate training field. Proven track record of success in creating engaging and effective training programs suitable for different learning styles. Adept in developing strategies to assess individual and organizational learning needs, and creating relevant training plans to meet them. Skilled in identifying opportunities for improvement and ensuring that all stakeholders involved in the training process are consulted. Committed to providing the best quality of training and development services.

• Developing Training Plans
• Organizational Behavior
• Learning Strategies
• Training Delivery
• Employee Coaching
• Stakeholder Management
• Developed and implemented effective training plans and curricula that are tailored to the needs of different learners
• Assessed individual and organizational learning needs and identified opportunities for improvement
• Delivered training that is engaging and effective, with a focus on instructional design and adult learning principles
• Conducted comprehensive evaluations to assess the effectiveness of training and make necessary changes
• Provided coaching and mentoring to employees on a variety of topics, including workplace communication and leadership skills
• Collaborated with a team of trainers to create content for webinars and e- learning courses
• Developed strategies to ensure that employees adhere to new policies and procedures
• Facilitated workshops and seminars to promote organizational development and change management

Experience 15+ Years

Level Director

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What should be included in a Learning And Development Specialist resume?

A Learning and Development Specialist is an expert in helping companies foster and grow their employees’ skills. An effective Learning and Development Specialist resume should emphasize expertise in instructional design, training delivery, and performance measurement. Here are the essential elements that should be included in a Learning and Development Specialist’s resume:

• Education and Training: Provide a comprehensive list of certifications, degrees, and qualifications that you have obtained that are applicable to the role.
• Professional Experience: Summarize your experience in learning and development with specific examples of successful programs that you have created and implemented.
• Technical Skills: List your proficiency with various software and technologies used for learning and development, such as Adobe Creative Suite, MS Office Suite, learning management systems, etc.
• Communication Skills: Highlight the ability to write and deliver effective training materials, as well as to communicate with stakeholders and manage expectations.
• Results-Orientation: Demonstrate a track record of developing and delivering successful learning and development programs and initiatives that drive measurable results.
• Collaborative Approach: Showcase a commitment to working with a variety of stakeholders to ensure successful implementation of learning and development programs.
• Leadership: Highlight any leadership roles or positions you’ve held, such as program director or project manager, as well as any initiatives you’ve undertaken that have demonstrated your ability to lead and inspire.

By including all of these elements in your resume, you will be sure to showcase your expertise as a Learning and Development Specialist and stand out from the competition.

What is a good summary for a Learning And Development Specialist resume?

A Learning and Development Specialist resume should be a concise summary of your professional background and experience that highlights your qualifications for a position within the field. The resume should focus on your experience in the areas of training, coaching, and development and should emphasize any training and certification that you have achieved. It should also include any relevant experience in the areas of organizational development, curriculum design, and program development. Your resume should also include a section that highlights any additional specialties or certifications you have achieved, such as project management or leadership development. Finally, your resume should showcase your abilities to work in a team setting and your ability to think strategically.

What is a good objective for a Learning And Development Specialist resume?

A Learning And Development Specialist can be an invaluable asset to any organization, as they are focused on helping to foster a positive and productive work environment.

When crafting a Learning and Development Specialist resume, it is important to have a clear and concise objective that outlines the candidate’s goals and objectives. Having a good objective can help to make a resume stand out from the competition, and give employers a sense of the candidate’s knowledge and capability.

Below are some examples of a good Learning and Development Specialist resume objective:

• To utilize my expertise in organizational development and employee training to create an effective learning environment that encourages growth and productivity
• To leverage my experience in curriculum design and instruction to promote team cohesion and foster a positive work environment
• Seeking to utilize my knowledge of adult learning principles, instructional design, and performance improvement to help organizations reach their goals
• To use my experience in developing learning programs and facilitating workshops to help develop and retain high-performing employees
• To apply my expertise in modern training techniques and educational technology to help drive organizational success
• To help create an innovative, engaging, and effective training program that increases employee performance and satisfaction

How do you list Learning And Development Specialist skills on a resume?

A Learning and Development Specialist’s resume should showcase the skills that allow them to facilitate the growth of employees. These include the ability to create, develop, and facilitate training programs, as well as strong project management and communication skills. Here are some specific Learning and Development Specialist skills to include on your resume:

• Instructional Design: The ability to design instructional materials with a variety of techniques, including classroom, on-the-job, and virtual.
• Project Management: The ability to manage multiple projects from conception to completion, including coordinating with stakeholders, creating project schedules, and monitoring progress.
• Communication Skills: The ability to clearly and effectively communicate with a diverse group of stakeholders, both verbally and in writing.
• Training Delivery: The ability to deliver training content in an engaging and interactive manner, utilizing a variety of teaching methods.
• Technical Skills: Familiarity with a range of technical systems such as Learning Management Systems (LMS), Learning Experience Platforms (LXP), and video conferencing software.
• Evaluation and Assessment: The ability to conduct assessments of employees’ learning and development needs, and evaluate the effectiveness of training programs.
• Facilitation: The ability to facilitate conversation among participants, helping them to gain new insights and understanding.
• Analysis and Reporting: The ability to analyze data and generate reports on the effectiveness of training programs.

What skills should I put on my resume for Learning And Development Specialist?

When creating a resume for a Learning and Development Specialist position, it’s important to showcase the skills and qualifications that match the job. Here are the skills you might include in your resume for this role:

• Instructional Design: A Learning and Development Specialist should have experience in designing effective and engaging instruction for learners, whether through e-learning modules, classroom activities, or other methods.
• Training Delivery: Learning and Development Specialists must be able to present training materials in a clear and effective way. This includes both classroom training and virtual training.
• Facilitation Skills: A Learning and Development Specialist should be able to facilitate interactive learning sessions, motivating participants and inspiring them to take action.
• Technology Management: A Learning and Development Specialist is often responsible for managing technology-based learning tools, such as Learning Management Systems (LMS) or webinar platforms.
• Communication: Learning and Development Specialists should be able to communicate effectively, both verbally and in writing, to ensure that training is understood by learners.
• Analytical Skills: A Learning and Development Specialist will often need to assess learners’ progress and implement changes to training programs in order to ensure maximum effectiveness.
• Project Management: Learning and Development Specialists often have to manage multiple projects and tasks at the same time. They should be able to prioritize tasks and ensure that training is delivered on time and within budget.

Including these skills on your resume will demonstrate to potential employers that you’re the right candidate for the job. With the right set of skills, you’ll be well-equipped to succeed in a Learning and Development Specialist role.

Key takeaways for an Learning And Development Specialist resume

Creating an effective Learning and Development Specialist resume is an essential part of standing out in the job market. With the right experience, skills, and qualifications, you can effectively convey to hiring managers why you are the best fit for the position. Here are some key takeaways to consider when creating your own Learning and Development Specialist resume.

• Highlight Your Skills & Qualifications: Be sure to showcase your unique skills and qualifications that are relevant to the position. This includes any certifications, formal training, and any achievements or awards you have received.
• Focus on Experience: When writing your resume, emphasize your relevant experience and any projects you have worked on that demonstrate your ability to manage learning and development initiatives.
• Demonstrate Your Leadership: Showcase any leadership roles you have held in the past and highlight your ability to manage large-scale projects.
• Be Clear & Concise: Make sure to use clear and concise language to describe your skills and experience and be sure to avoid overly lengthy or flowery language.
• Offer Examples: Show employers how you have applied your skills and experience in the past by providing examples of projects you have worked on or initiatives you have implemented.

By following these tips when creating your own Learning and Development Specialist resume, you can ensure that you stand out in the job market and make a strong impression on potential employers.

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Training And Development Manager Interview Questions

The most important interview questions for Training And Development Managers, and how to answer them

Getting Started as a Training And Development Manager

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Interviewing as a Training And Development Manager

Types of questions to expect in a training and development manager interview, behavioral questions, strategic planning and implementation questions, technical and analytical questions, leadership and team management questions, scenario-based questions, preparing for a training and development manager interview, how to do interview prep as a training and development manager.

• Understand the Company and Its Culture: Research the company's mission, values, and culture. Understanding these elements will help you tailor your responses to show how you can align training programs with the company's goals and values.
• Review Key Training and Development Frameworks: Be well-versed in popular training and development frameworks and methodologies, such as ADDIE, Kirkpatrick's Four Levels of Evaluation, and the 70-20-10 model. This knowledge demonstrates your expertise and ability to apply best practices.
• Prepare for Behavioral and Scenario-Based Questions: Reflect on your past experiences and prepare to discuss specific examples of how you have designed, implemented, and evaluated training programs. Practice answering scenario-based questions to showcase your problem-solving skills and adaptability.
• Stay Updated on Industry Trends: Make sure you are up to date with the latest trends and technologies in training and development, such as e-learning platforms, microlearning, and virtual training. This shows your commitment to continuous improvement and innovation.
• Develop a Training Strategy: Be prepared to discuss how you would develop a training strategy for the company. This could include identifying training needs, setting objectives, designing programs, and measuring effectiveness. Having a clear strategy demonstrates your strategic thinking and planning abilities.
• Prepare Your Own Questions: Develop thoughtful questions to ask the interviewer about the company's training programs, challenges, and goals. This shows your eagerness to learn more about the role and the company and helps you assess if the company is the right fit for you.
• Mock Interviews: Conduct mock interviews with a mentor or peer to get feedback and improve your interview skills. This practice can help you refine your answers and become more comfortable discussing your experiences and qualifications.

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Training And Development Manager Interview Questions and Answers

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Empowering workforce potential through strategic learning programs and development plans

Enhancing workplace efficiency and culture through strategic change and development initiatives

Shaping company culture, fostering employee growth and ensuring workplace harmony

Driving strategic HR initiatives, fostering employee growth and organizational success

Driving talent strategies, securing top-tier candidates for organizational success

Shaping company culture, driving talent strategy, and fostering employee development

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• Resume and Cover Letter
• Career Goals: Why You Need...

Career Goals: Why You Need Them with Examples

10 min read · Updated on August 15, 2024

Career goals are your roadmap to a fulfilling career and life.

Many don't consider that they began thinking about their career options as early as elementary or middle school. During these years, we're introduced to career paths and begin to consider what we might want to be when we grow up. Then, we enter high school and college , where we solidify our choices to adventure out into the working world. To do this effectively, we must develop career goals along the way. 

What are career goals?

Though some may not consciously think about their career goals, they still have them. After all, anyone who wants to land a job and make money has at least three career goals:

Keep the job

Make money through that job

Career goals support us in advancing our careers and achieving our career aspirations. They can be short or long-term and help us get to where we want to be in the future, whether that's landing a promotion, earning more money, or branching out on our own in business.  

Why are career goals important?

Imagine that you decide to go on a road trip, yet you have no idea of your destination and still haven't decided by the time you're in your vehicle and on the road.  Not knowing where you are going makes deciding how to get there very difficult. 

In this instance, you have two options: 

Keep driving, and hope you land somewhere you like 

Determine where you want to end up and then create a map, or goals, to help you get there

The notion of not knowing where you're going when taking a road trip could be fun to some. However, in terms of navigating your career, not having a destination could leave you highly frustrated and all over the map regarding career choices. Without a sense of career direction, you could end up with unfilling work, lower pay than you'd like, and a lack of professional identity. 

Career goals are the roadmap to help you get to where you want to go in your career. Not only that, they also help you get to where you want to go in your personal life. Increasing your pay or making more money, for example, is not only a professional goal but is also a personal goal that affords you the ability to do more things that you enjoy or want to do personally, like buy a home, raise a family, or travel more. 

Once you know what your long-term career goals are, you can work backward by creating smaller goals – your map – to meet them.

11 examples of career goals

There are dozens of career goals you could choose to set for yourself. The career goals you select should be based on and align with your professional and personal aspirations. Below, we look at 11 common career goals of today's workforce.

1. Earn promotions

Many hope to earn promotions during their careers. Promotions allow us to advance to higher-level positions, which typically means a salary increase and additional responsibilities. 

2. Advance to a leadership position

Advancing from an individual contributor into a leadership position is a common career goal for many. Some, indeed, prefer to stay on the technical track and have no desire to become a supervisor or manager. However, for those that do, they appreciate the opportunity to support and shape an organization's strategy, goals, and more. They also have the ability to lead and motivate the teams they manage. 

3. Start your own business

Working as an employee for a company isn't for everyone. Owning your own business provides autonomy and flexibility that's important to some. Many also love the ability to build and grow a business over time. 

4. Expand your professional network

Expanding your professional network can help you land future jobs, receive referrals for your team, reach a greater audience with your expertise, and more. These are just a few of the reasons why people choose expanding their professional network as a career goal. 

5. Build a professional brand

Those with a solid professional brand and identity tend to attract more job offers, have more people who want to work for them, and have a leg up when it comes to advancing their careers. Many work towards building their professional brand online. However, building a professional presence offline through avenues like in-person networking events and professional organizations is also possible. 

6. Become a thought leader

Thought leaders are those who have acquired a level of expertise and authority in their field, making them a trusted name that other professionals and organizations turn to for guidance and insights. Thought leaders share their knowledge to motivate and inspire others. They can be found at various levels within and outside of organizations. Coaches, businesses, authors, executives, consultants, and individual contributors at the top of their game can all be thought leaders in their fields or areas of expertise.

7. Advance your training and education

The desire to get a degree or a certification is a career goal many aspire to. Some do so right out of high school. In contrast, others choose to go back for additional training at different points throughout their careers. 

And though it's a career goal in and of itself, professional development is an excellent way to advance your career and meet other career goals, like promotions and landing a leadership position. It's also an excellent way to help you acquire the skills necessary when changing careers.

8. Retire successfully

A typical career goal is to retire comfortably at the end of one's career. Successful retirement is different for everyone, though it often includes holding the jobs one desires through career advancement, having a salary that's continued to increase over time, and working for an organization that offers a retirement savings plan of some sort, like a 401(k). 

9. Attain work-life balance

Work-life balance is a common term used by employers and professionals. Many desire to work to live rather than live to work and want plenty of time to enjoy life outside of work. 

As a career goal, achieving work-life balance can look different for everyone since we all have different priorities and definitions of what balance looks like. Having a flexible schedule or remote work are a couple of ways some might achieve work-life balance. 

10. Enhance work relationships

Having healthy and productive relationships with coworkers, clients, leaders, and team members makes work more enjoyable. It also helps us do our jobs effectively, making it a valuable career goal. 

There are several ways to enhance work relationships to meet career goals. Some might want to improve their communication skills to enhance work relationships, whereas others might want to become better team players to support project goals. 

11. Change career paths

It's more common than ever for people to change careers in today's world. Some find that they don't love their work as much as they thought they would, whereas others simply want a change or to do what they consider to be more meaningful work. Regardless of the reason, changing careers is a career goal that requires thoughtfulness and a path to make the change successful. 

How to meet your career goals

Here are some tips to think about when it comes to setting and meeting your career goals:

• Set aligned short and long-term goals . Setting short-term goals that align with your long-term goals will help you more easily meet those long-term goals. 
• Use the SMART method. The SMART method is a great tool to help you set goals that you can achieve. SMART stands for specific, measurable, attainable, relevant, and timely. By creating specific goals that are measurable, attainable, relevant, and timebound, you're setting yourself up for success. In terms of measuring your goals, develop a set of metrics that allows you to know when you've achieved them. When it comes to the timeframe in which you plan to achieve career goals, make it a timeframe that you believe is doable. 
• Communicate your goals with others. If you don't communicate your career goals with others, achieving them will be more difficult. After all, if your employer doesn't know you'd like a promotion or to land a leadership role one day, how can they help you get there? Share your career goals with your coworkers, supervisors, clients, and network. You never know who might be able to help open up doors down the road. 
• Ask for help. One of the best ways to attain career goals is to ask for help. Seek out a mentor who can help guide you when you have questions, for example, or reach out to your network for a referral to a new job.

Tips to discuss career goals during an interview

If you've ever sat through a job interview , you're likely familiar with questions that focus on your career goals. An interviewer might ask questions like:

Where do you see yourself in five years?

What are your career goals?

What is your five-year career goal?

What is your long-term career goal?

What are your long-term career goals?

The interviewer wants to know if you've thought about the direction you'd like to see your career go, as well as how you might get there. The question also provides insights into your level of self-awareness, ability to communicate your thoughts, and more. 

Here are some tips to help you answer questions about your career goals to leave the right impression:

Focus on long-term goals. Employers often want to know your longer-term 5- or 10-year focus when they ask questions about your career goals. Therefore, emphasize those unless you're asked specifically about shorter-term goals. 

Connect your goals to the company or position you're applying to. During an interview, your responses should all be relevant to the open position you're interviewing for, and your career goals are no exception. How do your long-term career goals relate to the position you're interviewing for and support the employer or company? 

Provide information on what you've done so far or plan to do to achieve your goal. As you share your career goals, you always want to follow them up with what you've done so far to achieve those goals, as well as your plans moving forward to reach them. This is where you can emphasize some of your shorter-term goals that align with achieving your longer-term goals. 

These tips also align with discussing your career goals with your current employer during performance reviews and other professional development conversations with a couple of nuances. You'll, of course, want to connect your goals with your current position and company vs. your prospective position and employer. It's also appropriate to focus on both short and long-term goals equally vs. emphasizing long-term goals over short-term goals.

Career goals = your roadmap to success

To reiterate, career goals are essential to help you get to where you want to go in your career and personal life. Use the tips above to help you set, achieve, and discuss your career goals. And, if your career goals change over time, that's okay! Just be sure to update your short-term goals to continue meeting any long-term goals you set for yourself. 

Is your current resume written in a way that will help you reach your career goals? Consider submitting it for a free resume review , and let our experts provide you with specific tips to help you reach the goal of landing your next interview!

Recommended reading:

Everything You Need to Know About Lying on Your Resume

Strategic Job Search Planning: Land Your Dream Job

5 Types of Questions: Definitions and Examples

Related Articles:

7 Best Problem-Solving Skills for Your Resume + Examples

Guide to Writing a Great Resume with No Work Experience

Higher Order Thinking Explained

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• Training and Development Resume Guide & Examples

Director of Training and Development Resume Examples: Proven To Get You Hired In 2024

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Director of Training and Development Resume Template

Download in google doc, word or pdf for free. designed to pass resume screening software in 2022., director of training and development resume sample.

As a Director of Training and Development, you're the driving force behind educating a company's employees. It's a role that's been evolving, particularly with remote work becoming the norm. Companies are moving towards more digital, self-driven learning programs, so you'll need to show you can adapt to this new landscape. When crafting your resume, it's crucial to convey not only your knowledge of traditional training methods but also your proficiency with e-learning platforms and virtual training. In recent years, we've seen increased demand for Directors of Training with comprehensive understanding of diversity, equity, and inclusion (DEI) principles. It's no longer about just training employees - it's about ensuring that everyone, regardless of background, can benefit from the training. So, weaving in your experience and commitment to DEI into your resume can give you an edge.

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Recruiter Insight: Why this resume works in 2022

Tips to help you write your director of training and development resume in 2024,    highlight your digital training proficiency.

As more companies shift to remote work, the importance of virtual training capabilities has skyrocketed. Highlight any experience you have with e-learning platforms, online training tools, or developing digital training programs.

   Emphasize your DEI training expertise

Showcasing your knowledge and commitment to diversity, equity, and inclusion (DEI) can make you stand out. Include specific examples of how you've incorporated DEI principles into your training programs, or any relevant certifications you hold.

A director of training and development oversees the work of the training and development department. They will take part in the development of the training programs and assess the success of the same. They will also ensure that they create a strong and effective training and development team. Most professionals will have at least a bachelor’s degree in HR, psychology, business administration, or a related field. Beyond that, they will need their resume to illustrate their effectiveness as a leader and the effectiveness of their training programs on employee efficiency. Take a look at this strong resume template.

   Show a career progression in the field.

Show recruiters your longevity in the profession by showing a career progression from an intern to a director. This will signify your commitment to the profession and also your success in previous positions and acknowledgment by previous employers that you were an exemplary employee deserving of promotions.

   Show variety in the groups and departments you have trained.

As a director, you are expected to have a wealth of training and development experience. Furthermore, the trainers under you will be training employees in a variety of departments. Show recruiters that you are equipped to lead trainers interdepartmentally by showing your experience doing the same. This applicant has trained students, HR personnel, finance personnel, etc.

Head of Learning and Development Resume Sample

Chief learning officer resume sample, corporate training director resume sample.

As a hiring manager who has recruited for Director of Training and Development roles at companies like Amazon, Salesforce, and IBM, I've seen hundreds of resumes. The following tips are based on the best resumes that have crossed my desk, and will help your resume stand out. Incorporating these will significantly increase your chances of being selected for an interview.

   Highlight your experience with different training methods

The best resumes show a variety of training methods you have used, such as:

• Developed and delivered 25+ classroom training sessions for 500+ employees on topics like leadership, communication, and diversity & inclusion
• Created 10 e-learning modules using Articulate 360 on product knowledge and soft skills, completed by 1,000+ salespeople
• Conducted 15 virtual instructor-led training sessions via Zoom for remote employees, with an average satisfaction rating of 4.8/5

Resumes that only mention one type of training, like classroom training, can make it seem like your experience is limited. Show the hiring manager that you are versatile and can adapt to different learning styles and needs.

   Provide examples of training programs you have designed

Hiring managers want to see that you can design effective training programs from scratch. Weak resumes only list training topics, like this:

• Designed training programs on leadership, communication, sales, and product knowledge

Instead, provide specific examples of programs you have designed, the needs they addressed, and the results:

• Created a 6-week onboarding program for new sales hires, covering product knowledge, sales skills, and company culture; reduced time-to-productivity by 25%
• Developed a leadership training program for first-time managers, including modules on delegation, feedback, and performance management; 90% of participants were rated as "effective leaders" by their teams within 6 months

   Show how you have evaluated and improved training programs

A key part of a Director of Training and Development's role is evaluating the effectiveness of training programs and making improvements. Show the hiring manager that you have done this by including examples like:

• Conducted post-training surveys and analyzed results to identify areas for improvement; made changes that increased average satisfaction ratings from 3.5/5 to 4.5/5
• Analyzed post-training assessment scores and identified modules with low scores; redesigned content and activities, resulting in a 20% increase in average scores
• Reviewed employee performance data and found that training was not translating into improved job performance; worked with managers to create a post-training reinforcement plan, resulting in a 15% increase in key performance metrics

   Demonstrate your ability to collaborate with stakeholders

Developing effective training programs requires collaboration with various stakeholders, such as managers, subject matter experts, and HR. Show that you have experience doing this by including examples like:

• Partnered with sales managers to identify training needs and develop a sales training curriculum that aligned with business goals; resulted in a 10% increase in sales revenue
• Collaborated with subject matter experts to develop technical training content that was accurate and up-to-date; received positive feedback from 95% of trainees
• Worked with HR to integrate training programs with talent management processes, such as performance reviews and succession planning; increased internal promotion rate by 20%

Avoid generic statements like "collaborated with stakeholders" without providing specific examples of who you worked with and the results you achieved together.

   Highlight your experience with learning technologies

As a Director of Training and Development, you will likely be responsible for selecting and implementing learning technologies. Show that you have experience with different types of technologies, such as:

• Implemented a learning management system (LMS) to centralize training content and track employee progress; increased training completion rates by 30%
• Introduced mobile learning through a micro-learning app, allowing employees to access bite-sized training content on-the-go; achieved a 90% adoption rate within the first 3 months
• Piloted virtual reality (VR) training for high-risk tasks, such as emergency response; reduced safety incidents by 25% among employees who completed the VR training

Avoid simply listing the names of learning technologies without providing context on how you used them and the results you achieved.

   Provide examples of how you have supported diversity and inclusion

Diversity and inclusion (D&I) is an important focus area for many organizations, and training plays a key role in creating an inclusive culture. Show that you have experience supporting D&I through training by including examples like:

• Developed and delivered unconscious bias training for all employees, resulting in a 15% increase in diversity of new hires
• Created a mentoring program for underrepresented groups, pairing them with senior leaders for career development; 80% of participants were promoted within 2 years
• Partnered with employee resource groups (ERGs) to develop training content that celebrated diversity and fostered inclusion; received positive feedback from 95% of participants

Avoid generic statements like "supported diversity and inclusion" without providing specific examples of the actions you took and the impact you had.

Writing Your Director of Training and Development Resume: Section By Section

  summary.

A resume summary for a Director of Training and Development is optional, but it can be a strategic way to provide additional context about your career trajectory, highlight key accomplishments, or explain a career change. While your resume already acts as a summary of your professional experience, a well-written summary can help you stand out to recruiters and hiring managers.

However, avoid using an objective statement, which is an outdated practice that focuses on what you want from an employer. Instead, use the summary to showcase the value you can bring to the organization and how your skills align with the role.

To learn how to write an effective resume summary for your Director of Training and Development resume, or figure out if you need one, please read Director of Training and Development Resume Summary Examples , or Director of Training and Development Resume Objective Examples .

1. Tailor your summary to the training director role

When crafting your summary for a Director of Training and Development position, it's crucial to align your skills and experiences with the requirements of the role. Review the job description carefully and identify the key qualifications and responsibilities that the employer is seeking.

For instance, if the job emphasizes leadership in developing training programs, you might write:

• Experienced training director with a proven track record of designing and implementing successful employee development programs across various industries.

On the other hand, avoid generic statements that could apply to any job, such as:

• Hardworking professional seeking a challenging position in a dynamic organization.

2. Highlight your impact and key accomplishments

Use your summary to showcase your most impactful achievements and the value you've brought to previous organizations. Quantify your results whenever possible to make your accomplishments more tangible.

Learning and development leader with 10+ years of experience driving employee performance through innovative training solutions. Implemented a comprehensive leadership development program that increased employee engagement by 25% and reduced turnover by 15%. Seeking to leverage expertise in instructional design and talent management to support ABC Company's growth objectives.

Avoid listing soft skills or subjective traits without supporting evidence:

• Dedicated and passionate training professional with excellent communication skills.

  Experience

When applying for director of training and development positions, your work experience section is crucial. Hiring managers want to see that you have a proven track record of developing and implementing successful training programs. Use this section to highlight your most relevant and impressive experiences.

1. Highlight training and development accomplishments

Instead of listing responsibilities, focus on your training and development accomplishments. Showcase the impact you made in previous roles.

• Developed and launched a sales training program that increased revenue by 25% in the first quarter
• Implemented a leadership development program for high-potential employees, resulting in a 50% promotion rate
• Created an onboarding program that reduced new hire turnover by 30%

Quantify your achievements whenever possible. Numbers and percentages make your accomplishments more tangible and impressive.

2. Use strong action verbs related to training

Start each bullet point with a strong action verb that highlights your training and development skills. Avoid generic verbs like 'managed' or 'responsible for'.

• Designed and facilitated leadership workshops for executive teams
• Collaborated with subject matter experts to create technical training content
• Evaluated training effectiveness using Kirkpatrick's model and made data-driven improvements

In contrast, weak bullet points might look like:

• Managed training programs
• Responsible for creating training materials

3. Showcase your expertise with learning technologies

As a director of training and development, you likely have experience with various learning technologies and platforms. Highlight your expertise in your work experience section.

• Implemented a learning management system (LMS) to streamline training delivery and tracking
• Developed e-learning modules using Articulate Storyline and Adobe Captivate
• Launched a mobile learning app to support just-in-time training for sales teams

Demonstrating your proficiency with these tools shows that you're a modern, tech-savvy training leader.

4. Highlight your career progression

Showcase your career growth within the training and development field. If you've been promoted or taken on increasing levels of responsibility, make that clear in your work experience section.

Training Coordinator, ABC Company (2015-2017) - Developed and delivered sales training programs for a team of 50 representatives - Collaborated with managers to identify training needs and create targeted learning solutions Senior Training Specialist, ABC Company (2017-2019) - Led the development and implementation of a company-wide leadership development program - Managed a team of 3 training coordinators and provided coaching and guidance Director of Training and Development, ABC Company (2019-Present) - Oversee all aspects of training and development for a 500+ employee organization - Develop and manage a $1M+ annual training budget

By showing your progression, you demonstrate your ability to take on more responsibility and grow within an organization.

  Education

The education section of a Director of Training and Development resume should be concise yet impactful. It's an opportunity to showcase your relevant degrees and certifications that qualify you for the role. Follow these tips to make your education section stand out.

1. List your most relevant degree first

As a Director of Training and Development, your most relevant degree is likely a Bachelor's or Master's in a field such as Human Resources, Organizational Development, or Instructional Design. List this degree first, even if it's not your most recent.

• Master of Science in Organizational Development, XYZ University, 2015
• Bachelor of Arts in Psychology, ABC College, 2010

2. Include relevant coursework for recent graduates

If you're a recent graduate applying for a Director of Training and Development position, you may not have extensive work experience yet. In this case, listing relevant coursework can help demonstrate your knowledge and skills.

However, avoid this if you have several years of experience:

• Relevant Coursework: Training and Development, Organizational Behavior, Performance Management

Instead, simply list:

• Master of Science in Human Resources Management, XYZ University, 2005

3. Add professional certifications

In the field of training and development, certifications demonstrate your expertise and commitment to professional growth. Include them in your education section or in a separate "Certifications" section.

Education: Master of Science in Organizational Development, XYZ University Certifications: Certified Professional in Learning and Performance (CPLP), Association for Talent Development, 2018 Certified Training and Development Professional (CTDP), International Society for Performance Improvement, 2020

4. Keep it brief for senior-level positions

If you're a senior-level professional with extensive experience, your education section should be brief. Employers will be more interested in your work accomplishments.

Avoid listing graduation years, as it may lead to age discrimination:

• Bachelor of Science in Business Administration, ABC University, 1985
• Bachelor of Science in Business Administration, ABC University

  Skills

The skills section of your resume is a critical component that showcases your abilities to potential employers. As a Director of Training and Development, you need to highlight your expertise in various areas such as instructional design, learning management systems, and employee development. In this section, we'll provide you with some tips on how to craft an effective skills section that will catch the attention of hiring managers.

1. Categorize your skills for a director of training role

When listing your skills, it's important to group them into categories that are relevant to the Director of Training and Development role. This helps to keep your skills section organized and easy to read. Some categories you may consider include:

• Instructional Design : eLearning Development, Curriculum Design, Needs Analysis
• Learning Technology : Learning Management Systems (LMS), Authoring Tools, Video Conferencing
• Leadership : Team Management, Budget Management, Strategic Planning

By grouping your skills into categories, you make it easier for hiring managers to quickly identify the key areas where you have expertise.

2. Tailor your skills to the job description keywords

Many companies use Applicant Tracking Systems (ATS) to filter resumes based on specific keywords related to the job. To increase your chances of getting past the ATS and in front of a hiring manager, make sure to include relevant skills from the job description in your skills section.

For example, if the job description mentions 'learning management systems' as a required skill, make sure to include it in your skills section:

Learning Technology : Blackboard, Canvas, Moodle, Articulate 360

Avoid listing skills that are not mentioned in the job description or are not directly relevant to the Director of Training and Development role, such as:

Microsoft Office Social Media Marketing Graphic Design

3. Quantify your skills with proficiency levels or years of experience

When listing your skills, it's helpful to provide context by including proficiency levels or years of experience. This gives hiring managers a better understanding of your expertise in each area.

For example, instead of simply listing 'eLearning Development' as a skill, you could say:

eLearning Development (Expert, 10+ years)

Or, if you have a skill that you're still developing, you could say:

Articulate Storyline (Intermediate, 2 years)

Avoid using vague or subjective proficiency levels like 'Proficient' or 'Familiar'. Stick to concrete terms like 'Expert', 'Advanced', 'Intermediate', or 'Beginner'.

4. Focus on technical and specialized skills

As a Director of Training and Development, you likely have a mix of technical skills (like eLearning development and LMS administration) and soft skills (like leadership and communication). While both types of skills are important, your skills section should focus primarily on your technical and specialized skills.

Some examples of technical skills to include:

• Instructional Design methodologies (ADDIE, SAM, Agile)
• Learning Management Systems (Blackboard, Canvas, Moodle)
• eLearning Authoring Tools (Articulate Storyline, Adobe Captivate, iSpring)
• Virtual Classroom Platforms (Adobe Connect, WebEx, Zoom)

Soft skills, like leadership and communication, are better demonstrated through your work experience and achievements. You can mention them briefly in your professional summary, but avoid taking up valuable space in your skills section.

Skills For Director of Training and Development Resumes

Here are examples of popular skills from Director of Training and Development job descriptions that you can include on your resume.

• Instructor-led Training
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• Employee Learning & Development
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• Study Protocol
• Open access
• Published: 26 August 2024

Learning effect of online versus onsite education in health and medical scholarship – protocol for a cluster randomized trial

• Rie Raffing 1 ,
• Lars Konge 2 &
• Hanne Tønnesen 1  

BMC Medical Education volume  24 , Article number:  927 ( 2024 ) Cite this article

Metrics details

The disruption of health and medical education by the COVID-19 pandemic made educators question the effect of online setting on students’ learning, motivation, self-efficacy and preference. In light of the health care staff shortage online scalable education seemed relevant. Reviews on the effect of online medical education called for high quality RCTs, which are increasingly relevant with rapid technological development and widespread adaption of online learning in universities. The objective of this trial is to compare standardized and feasible outcomes of an online and an onsite setting of a research course regarding the efficacy for PhD students within health and medical sciences: Primarily on learning of research methodology and secondly on preference, motivation, self-efficacy on short term and academic achievements on long term. Based on the authors experience with conducting courses during the pandemic, the hypothesis is that student preferred onsite setting is different to online setting.

Cluster randomized trial with two parallel groups. Two PhD research training courses at the University of Copenhagen are randomized to online (Zoom) or onsite (The Parker Institute, Denmark) setting. Enrolled students are invited to participate in the study. Primary outcome is short term learning. Secondary outcomes are short term preference, motivation, self-efficacy, and long-term academic achievements. Standardized, reproducible and feasible outcomes will be measured by tailor made multiple choice questionnaires, evaluation survey, frequently used Intrinsic Motivation Inventory, Single Item Self-Efficacy Question, and Google Scholar publication data. Sample size is calculated to 20 clusters and courses are randomized by a computer random number generator. Statistical analyses will be performed blinded by an external statistical expert.

Primary outcome and secondary significant outcomes will be compared and contrasted with relevant literature. Limitations include geographical setting; bias include lack of blinding and strengths are robust assessment methods in a well-established conceptual framework. Generalizability to PhD education in other disciplines is high. Results of this study will both have implications for students and educators involved in research training courses in health and medical education and for the patients who ultimately benefits from this training.

Trial registration

Retrospectively registered at ClinicalTrials.gov: NCT05736627. SPIRIT guidelines are followed.

Peer Review reports

Medical education was utterly disrupted for two years by the COVID-19 pandemic. In the midst of rearranging courses and adapting to online platforms we, with lecturers and course managers around the globe, wondered what the conversion to online setting did to students’ learning, motivation and self-efficacy [ 1 , 2 , 3 ]. What the long-term consequences would be [ 4 ] and if scalable online medical education should play a greater role in the future [ 5 ] seemed relevant and appealing questions in a time when health care professionals are in demand. Our experience of performing research training during the pandemic was that although PhD students were grateful for courses being available, they found it difficult to concentrate related to the long screen hours. We sensed that most students preferred an onsite setting and perceived online courses a temporary and inferior necessity. The question is if this impacted their learning?

Since the common use of the internet in medical education, systematic reviews have sought to answer if there is a difference in learning effect when taught online compared to onsite. Although authors conclude that online learning may be equivalent to onsite in effect, they agree that studies are heterogeneous and small [ 6 , 7 ], with low quality of the evidence [ 8 , 9 ]. They therefore call for more robust and adequately powered high-quality RCTs to confirm their findings and suggest that students’ preferences in online learning should be investigated [ 7 , 8 , 9 ].

This uncovers two knowledge gaps: I) High-quality RCTs on online versus onsite learning in health and medical education and II) Studies on students’ preferences in online learning.

Recently solid RCTs have been performed on the topic of web-based theoretical learning of research methods among health professionals [ 10 , 11 ]. However, these studies are on asynchronous courses among medical or master students with short term outcomes.

This uncovers three additional knowledge gaps: III) Studies on synchronous online learning IV) among PhD students of health and medical education V) with long term measurement of outcomes.

The rapid technological development including artificial intelligence (AI) and widespread adaption as well as application of online learning forced by the pandemic, has made online learning well-established. It represents high resolution live synchronic settings which is available on a variety of platforms with integrated AI and options for interaction with and among students, chat and break out rooms, and exterior digital tools for teachers [ 12 , 13 , 14 ]. Thus, investigating online learning today may be quite different than before the pandemic. On one hand, it could seem plausible that this technological development would make a difference in favour of online learning which could not be found in previous reviews of the evidence. On the other hand, the personal face-to-face interaction during onsite learning may still be more beneficial for the learning process and combined with our experience of students finding it difficult to concentrate when online during the pandemic we hypothesize that outcomes of the onsite setting are different from the online setting.

To support a robust study, we design it as a cluster randomized trial. Moreover, we use the well-established and widely used Kirkpatrick’s conceptual framework for evaluating learning as a lens to assess our outcomes [ 15 ]. Thus, to fill the above-mentioned knowledge gaps, the objective of this trial is to compare a synchronous online and an in-person onsite setting of a research course regarding the efficacy for PhD students within the health and medical sciences:

Primarily on theoretical learning of research methodology and

Secondly on

◦ Preference, motivation, self-efficacy on short term

◦ Academic achievements on long term

Trial design

This study protocol covers synchronous online and in-person onsite setting of research courses testing the efficacy for PhD students. It is a two parallel arms cluster randomized trial (Fig.  1 ).

Consort flow diagram

The study measures baseline and post intervention. Baseline variables and knowledge scores are obtained at the first day of the course, post intervention measurement is obtained the last day of the course (short term) and monthly for 24 months (long term).

Randomization is stratified giving 1:1 allocation ratio of the courses. As the number of participants within each course might differ, the allocation ratio of participants in the study will not fully be equal and 1:1 balanced.

Study setting

The study site is The Parker Institute at Bispebjerg and Frederiksberg Hospital, University of Copenhagen, Denmark. From here the courses are organized and run online and onsite. The course programs and time schedules, the learning objective, the course management, the lecturers, and the delivery are identical in the two settings. The teachers use the same introductory presentations followed by training in break out groups, feed-back and discussions. For the online group, the setting is organized as meetings in the online collaboration tool Zoom® [ 16 ] using the basic available technicalities such as screen sharing, chat function for comments, and breakout rooms and other basics digital tools if preferred. The online version of the course is synchronous with live education and interaction. For the onsite group, the setting is the physical classroom at the learning facilities at the Parker Institute. Coffee and tea as well as simple sandwiches and bottles of water, which facilitate sociality, are available at the onsite setting. The participants in the online setting must get their food and drink by themselves, but online sociality is made possible by not closing down the online room during the breaks. The research methodology courses included in the study are “Practical Course in Systematic Review Technique in Clinical Research”, (see course programme in appendix 1) and “Getting started: Writing your first manuscript for publication” [ 17 ] (see course programme in appendix 2). The two courses both have 12 seats and last either three or three and a half days resulting in 2.2 and 2.6 ECTS credits, respectively. They are offered by the PhD School of the Faculty of Health and Medical Sciences, University of Copenhagen. Both courses are available and covered by the annual tuition fee for all PhD students enrolled at a Danish university.

Eligibility criteria

Inclusion criteria for participants: All PhD students enrolled on the PhD courses participate after informed consent: “Practical Course in Systematic Review Technique in Clinical Research” and “Getting started: Writing your first manuscript for publication” at the PhD School of the Faculty of Health and Medical Sciences, University of Copenhagen, Denmark.

Exclusion criteria for participants: Declining to participate and withdrawal of informed consent.

Informed consent

The PhD students at the PhD School at the Faculty of Health Sciences, University of Copenhagen participate after informed consent, taken by the daily project leader, allowing evaluation data from the course to be used after pseudo-anonymization in the project. They are informed in a welcome letter approximately three weeks prior to the course and again in the introduction the first course day. They register their consent on the first course day (Appendix 3). Declining to participate in the project does not influence their participation in the course.

Interventions

Online course settings will be compared to onsite course settings. We test if the onsite setting is different to online. Online learning is increasing but onsite learning is still the preferred educational setting in a medical context. In this case onsite learning represents “usual care”. The online course setting is meetings in Zoom using the technicalities available such as chat and breakout rooms. The onsite setting is the learning facilities, at the Parker Institute, Bispebjerg and Frederiksberg Hospital, The Capital Region, University of Copenhagen, Denmark.

The course settings are not expected to harm the participants, but should a request be made to discontinue the course or change setting this will be met, and the participant taken out of the study. Course participants are allowed to take part in relevant concomitant courses or other interventions during the trial.

Strategies to improve adherence to interventions

Course participants are motivated to complete the course irrespectively of the setting because it bears ECTS-points for their PhD education and adds to the mandatory number of ECTS-points. Thus, we expect adherence to be the same in both groups. However, we monitor their presence in the course and allocate time during class for testing the short-term outcomes ( motivation, self-efficacy, preference and learning). We encourage and, if necessary, repeatedly remind them to register with Google Scholar for our testing of the long-term outcome (academic achievement).

Outcomes are related to the Kirkpatrick model for evaluating learning (Fig.  2 ) which divides outcomes into four different levels; Reaction which includes for example motivation, self-efficacy and preferences, Learning which includes knowledge acquisition, Behaviour for practical application of skills when back at the job (not included in our outcomes), and Results for impact for end-users which includes for example academic achievements in the form of scientific articles [ 18 , 19 , 20 ].

The Kirkpatrick model

Primary outcome

The primary outcome is short term learning (Kirkpatrick level 2).

Learning is assessed by a Multiple-Choice Questionnaire (MCQ) developed prior to the RCT specifically for this setting (Appendix 4). First the lecturers of the two courses were contacted and asked to provide five multiple choice questions presented as a stem with three answer options; one correct answer and two distractors. The questions should be related to core elements of their teaching under the heading of research training. The questions were set up to test the cognition of the students at the levels of "Knows" or "Knows how" according to Miller's Pyramid of Competence and not their behaviour [ 21 ]. Six of the course lecturers responded and out of this material all the questions which covered curriculum of both courses were selected. It was tested on 10 PhD students and within the lecturer group, revised after an item analysis and English language revised. The MCQ ended up containing 25 questions. The MCQ is filled in at baseline and repeated at the end of the course. The primary outcomes based on the MCQ is estimated as the score of learning calculated as number of correct answers out of 25 after the course. A decrease of points of the MCQ in the intervention groups denotes a deterioration of learning. In the MCQ the minimum score is 0 and 25 is maximum, where 19 indicates passing the course.

Furthermore, as secondary outcome, this outcome measurement will be categorized as binary outcome to determine passed/failed of the course defined by 75% (19/25) correct answers.

The learning score will be computed on group and individual level and compared regarding continued outcomes by the Mann–Whitney test comparing the learning score of the online and onsite groups. Regarding the binomial outcome of learning (passed/failed) data will be analysed by the Fisher’s exact test on an intention-to-treat basis between the online and onsite. The results will be presented as median and range and as mean and standard deviations, for possible future use in meta-analyses.

Secondary outcomes

Motivation assessment post course: Motivation level is measured by the Intrinsic Motivation Inventory (IMI) Scale [ 22 ] (Appendix 5). The IMI items were randomized by random.org on the 4th of August 2022. It contains 12 items to be assessed by the students on a 7-point Likert scale where 1 is “Not at all true”, 4 is “Somewhat true” and 7 is “Very true”. The motivation score will be computed on group and individual level and will then be tested by the Mann–Whitney of the online and onsite group.

Self-efficacy assessment post course: Self-efficacy level is measured by a single-item measure developed and validated by Williams and Smith [ 23 ] (Appendix 6). It is assessed by the students on a scale from 1–10 where 1 is “Strongly disagree” and 10 is “Strongly agree”. The self-efficacy score will be computed on group and individual level and tested by a Mann–Whitney test to compare the self-efficacy score of the online and onsite group.

Preference assessment post course: Preference is measured as part of the general course satisfaction evaluation with the question “If you had the option to choose, which form would you prefer this course to have?” with the options “onsite form” and “online form”.

Academic achievement assessment is based on 24 monthly measurements post course of number of publications, number of citations, h-index, i10-index. This data is collected through the Google Scholar Profiles [ 24 ] of the students as this database covers most scientific journals. Associations between onsite/online and long-term academic will be examined with Kaplan Meyer and log rank test with a significance level of 0.05.

Participant timeline

Enrolment for the course at the Faculty of Health Sciences, University of Copenhagen, Denmark, becomes available when it is published in the course catalogue. In the course description the course location is “To be announced”. Approximately 3–4 weeks before the course begins, the participant list is finalized, and students receive a welcome letter containing course details, including their allocation to either the online or onsite setting. On the first day of the course, oral information is provided, and participants provide informed consent, baseline variables, and base line knowledge scores.

The last day of scheduled activities the following scores are collected, knowledge, motivation, self-efficacy, setting preference, and academic achievement. To track students' long term academic achievements, follow-ups are conducted monthly for a period of 24 months, with assessments occurring within one week of the last course day (Table  1 ).

Sample size

The power calculation is based on the main outcome, theoretical learning on short term. For the sample size determination, we considered 12 available seats for participants in each course. To achieve statistical power, we aimed for 8 clusters in both online and onsite arms (in total 16 clusters) to detect an increase in learning outcome of 20% (learning outcome increase of 5 points). We considered an intraclass correlation coefficient of 0.02, a standard deviation of 10, a power of 80%, and a two-sided alpha level of 5%. The Allocation Ratio was set at 1, implying an equal number of subjects in both online and onsite group.

Considering a dropout up to 2 students per course, equivalent to 17%, we determined that a total of 112 participants would be needed. This calculation factored in 10 clusters of 12 participants per study arm, which we deemed sufficient to assess any changes in learning outcome.

The sample size was estimated using the function n4means from the R package CRTSize [ 25 ].

Recruitment

Participants are PhD students enrolled in 10 courses of “Practical Course in Systematic Review Technique in Clinical Research” and 10 courses of “Getting started: Writing your first manuscript for publication” at the PhD School of the Faculty of Health Sciences, University of Copenhagen, Denmark.

Assignment of interventions: allocation

Randomization will be performed on course-level. The courses are randomized by a computer random number generator [ 26 ]. To get a balanced randomization per year, 2 sets with 2 unique random integers in each, taken from the 1–4 range is requested.

The setting is not included in the course catalogue of the PhD School and thus allocation to online or onsite is concealed until 3–4 weeks before course commencement when a welcome letter with course information including allocation to online or onsite setting is distributed to the students. The lecturers are also informed of the course setting at this time point. If students withdraw from the course after being informed of the setting, a letter is sent to them enquiring of the reason for withdrawal and reason is recorded (Appendix 7).

The allocation sequence is generated by a computer random number generator (random.org). The participants and the lecturers sign up for the course without knowing the course setting (online or onsite) until 3–4 weeks before the course.

Assignment of interventions: blinding

Due to the nature of the study, it is not possible to blind trial participants or lecturers. The outcomes are reported by the participants directly in an online form, thus being blinded for the outcome assessor, but not for the individual participant. The data collection for the long-term follow-up regarding academic achievements is conducted without blinding. However, the external researcher analysing the data will be blinded.

Data collection and management

Data will be collected by the project leader (Table  1 ). Baseline variables and post course knowledge, motivation, and self-efficacy are self-reported through questionnaires in SurveyXact® [ 27 ]. Academic achievements are collected through Google Scholar profiles of the participants.

Given that we are using participant assessments and evaluations for research purposes, all data collection – except for monthly follow-up of academic achievements after the course – takes place either in the immediate beginning or ending of the course and therefore we expect participant retention to be high.

Data will be downloaded from SurveyXact and stored in a locked and logged drive on a computer belonging to the Capital Region of Denmark. Only the project leader has access to the data.

This project conduct is following the Danish Data Protection Agency guidelines of the European GDPR throughout the trial. Following the end of the trial, data will be stored at the Danish National Data Archive which fulfil Danish and European guidelines for data protection and management.

Statistical methods

Data is anonymized and blinded before the analyses. Analyses are performed by a researcher not otherwise involved in the inclusion or randomization, data collection or handling. All statistical tests will be testing the null hypotheses assuming the two arms of the trial being equal based on corresponding estimates. Analysis of primary outcome on short-term learning will be started once all data has been collected for all individuals in the last included course. Analyses of long-term academic achievement will be started at end of follow-up.

Baseline characteristics including both course- and individual level information will be presented. Table 2 presents the available data on baseline.

We will use multivariate analysis for identification of the most important predictors (motivation, self-efficacy, sex, educational background, and knowledge) for best effect on short and long term. The results will be presented as risk ratio (RR) with 95% confidence interval (CI). The results will be considered significant if CI does not include the value one.

All data processing and analyses were conducted using R statistical software version 4.1.0, 2021–05-18 (R Foundation for Statistical Computing, Vienna, Austria).

If possible, all analysis will be performed for “Practical Course in Systematic Review Technique in Clinical Research” and for “Getting started: Writing your first manuscript for publication” separately.

Primary analyses will be handled with the intention-to-treat approach. The analyses will include all individuals with valid data regardless of they did attend the complete course. Missing data will be handled with multiple imputation [ 28 ] .

Upon reasonable request, public assess will be granted to protocol, datasets analysed during the current study, and statistical code Table 3 .

Oversight, monitoring, and adverse events

This project is coordinated in collaboration between the WHO CC (DEN-62) at the Parker Institute, CAMES, and the PhD School at the Faculty of Health and Medical Sciences, University of Copenhagen. The project leader runs the day-to-day support of the trial. The steering committee of the trial includes principal investigators from WHO CC (DEN-62) and CAMES and the project leader and meets approximately three times a year.

Data monitoring is done on a daily basis by the project leader and controlled by an external independent researcher.

An adverse event is “a harmful and negative outcome that happens when a patient has been provided with medical care” [ 29 ]. Since this trial does not involve patients in medical care, we do not expect adverse events. If participants decline taking part in the course after receiving the information of the course setting, information on reason for declining is sought obtained. If the reason is the setting this can be considered an unintended effect. Information of unintended effects of the online setting (the intervention) will be recorded. Participants are encouraged to contact the project leader with any response to the course in general both during and after the course.

The trial description has been sent to the Scientific Ethical Committee of the Capital Region of Denmark (VEK) (21041907), which assessed it as not necessary to notify and that it could proceed without permission from VEK according to the Danish law and regulation of scientific research. The trial is registered with the Danish Data Protection Agency (Privacy) (P-2022–158). Important protocol modification will be communicated to relevant parties as well as VEK, the Joint Regional Information Security and Clinicaltrials.gov within an as short timeframe as possible.

Dissemination plans

The results (positive, negative, or inconclusive) will be disseminated in educational, scientific, and clinical fora, in international scientific peer-reviewed journals, and clinicaltrials.gov will be updated upon completion of the trial. After scientific publication, the results will be disseminated to the public by the press, social media including the website of the hospital and other organizations – as well as internationally via WHO CC (DEN-62) at the Parker Institute and WHO Europe.

All authors will fulfil the ICMJE recommendations for authorship, and RR will be first author of the articles as a part of her PhD dissertation. Contributors who do not fulfil these recommendations will be offered acknowledgement in the article.

This cluster randomized trial investigates if an onsite setting of a research course for PhD students within the health and medical sciences is different from an online setting. The outcomes measured are learning of research methodology (primary), preference, motivation, and self-efficacy (secondary) on short term and academic achievements (secondary) on long term.

The results of this study will be discussed as follows:

Discussion of primary outcome

Primary outcome will be compared and contrasted with similar studies including recent RCTs and mixed-method studies on online and onsite research methodology courses within health and medical education [ 10 , 11 , 30 ] and for inspiration outside the field [ 31 , 32 ]: Tokalic finds similar outcomes for online and onsite, Martinic finds that the web-based educational intervention improves knowledge, Cheung concludes that the evidence is insufficient to say that the two modes have different learning outcomes, Kofoed finds online setting to have negative impact on learning and Rahimi-Ardabili presents positive self-reported student knowledge. These conflicting results will be discussed in the context of the result on the learning outcome of this study. The literature may change if more relevant studies are published.

Discussion of secondary outcomes

Secondary significant outcomes are compared and contrasted with similar studies.

Limitations, generalizability, bias and strengths

It is a limitation to this study, that an onsite curriculum for a full day is delivered identically online, as this may favour the onsite course due to screen fatigue [ 33 ]. At the same time, it is also a strength that the time schedules are similar in both settings. The offer of coffee, tea, water, and a plain sandwich in the onsite course may better facilitate the possibility for socializing. Another limitation is that the study is performed in Denmark within a specific educational culture, with institutional policies and resources which might affect the outcome and limit generalization to other geographical settings. However, international students are welcome in the class.

In educational interventions it is generally difficult to blind participants and this inherent limitation also applies to this trial [ 11 ]. Thus, the participants are not blinded to their assigned intervention, and neither are the lecturers in the courses. However, the external statistical expert will be blinded when doing the analyses.

We chose to compare in-person onsite setting with a synchronous online setting. Therefore, the online setting cannot be expected to generalize to asynchronous online setting. Asynchronous delivery has in some cases showed positive results and it might be because students could go back and forth through the modules in the interface without time limit [ 11 ].

We will report on all the outcomes defined prior to conducting the study to avoid selective reporting bias.

It is a strength of the study that it seeks to report outcomes within the 1, 2 and 4 levels of the Kirkpatrick conceptual framework, and not solely on level 1. It is also a strength that the study is cluster randomized which will reduce “infections” between the two settings and has an adequate power calculated sample size and looks for a relevant educational difference of 20% between the online and onsite setting.

Perspectives with implications for practice

The results of this study may have implications for the students for which educational setting they choose. Learning and preference results has implications for lecturers, course managers and curriculum developers which setting they should plan for the health and medical education. It may also be of inspiration for teaching and training in other disciplines. From a societal perspective it also has implications because we will know the effect and preferences of online learning in case of a future lock down.

Future research could investigate academic achievements in online and onsite research training on the long run (Kirkpatrick 4); the effect of blended learning versus online or onsite (Kirkpatrick 2); lecturers’ preferences for online and onsite setting within health and medical education (Kirkpatrick 1) and resource use in synchronous and asynchronous online learning (Kirkpatrick 5).

Trial status

This trial collected pilot data from August to September 2021 and opened for inclusion in January 2022. Completion of recruitment is expected in April 2024 and long-term follow-up in April 2026. Protocol version number 1 03.06.2022 with amendments 30.11.2023.

Availability of data and materials

The project leader will have access to the final trial dataset which will be available upon reasonable request. Exception to this is the qualitative raw data that might contain information leading to personal identification.

Abbreviations

Artificial Intelligence

Copenhagen academy for medical education and simulation

Confidence interval

Coronavirus disease

European credit transfer and accumulation system

International committee of medical journal editors

Intrinsic motivation inventory

Multiple choice questionnaire

Doctor of medicine

Masters of sciences

Randomized controlled trial

Scientific ethical committee of the Capital Region of Denmark

WHO Collaborating centre for evidence-based clinical health promotion

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Acknowledgements

We thank the students who make their evaluations available for this trial and MSc (Public Health) Mie Sylow Liljendahl for statistical support.

Open access funding provided by Copenhagen University The Parker Institute, which hosts the WHO CC (DEN-62), receives a core grant from the Oak Foundation (OCAY-18–774-OFIL). The Oak Foundation had no role in the design of the study or in the collection, analysis, and interpretation of the data or in writing the manuscript.

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RR, LK and HT have made substantial contributions to the conception and design of the work; RR to the acquisition of data, and RR, LK and HT to the interpretation of data; RR has drafted the work and RR, LK, and HT have substantively revised it AND approved the submitted version AND agreed to be personally accountable for their own contributions as well as ensuring that any questions which relates to the accuracy or integrity of the work are adequately investigated, resolved and documented.

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The Danish National Committee on Health Research Ethics has assessed the study Journal-nr.:21041907 (Date: 21–09-2021) without objections or comments. The study has been approved by The Danish Data Protection Agency Journal-nr.: P-2022–158 (Date: 04.05.2022).

All PhD students participate after informed consent. They can withdraw from the study at any time without explanations or consequences for their education. They will be offered information of the results at study completion. There are no risks for the course participants as the measurements in the course follow routine procedure and they are not affected by the follow up in Google Scholar. However, the 15 min of filling in the forms may be considered inconvenient.

The project will follow the GDPR and the Joint Regional Information Security Policy. Names and ID numbers are stored on a secure and logged server at the Capital Region Denmark to avoid risk of data leak. All outcomes are part of the routine evaluation at the courses, except the follow up for academic achievement by publications and related indexes. However, the publications are publicly available per se.

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Raffing, R., Konge, L. & Tønnesen, H. Learning effect of online versus onsite education in health and medical scholarship – protocol for a cluster randomized trial. BMC Med Educ 24 , 927 (2024). https://doi.org/10.1186/s12909-024-05915-z

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Received : 25 March 2024

Accepted : 14 August 2024

Published : 26 August 2024

DOI : https://doi.org/10.1186/s12909-024-05915-z

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