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Staffing Model for Training Department
Training & Organizational Development
Staffing Model for Training Department
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Hi! Does anyone have any suggestions or know of any proven staffing models for a training department?
How many training project managers, vs. instructional designers, vs. stand up trainers, etc.?
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Staffing Model for Training Department
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Staffing Model for Training Department
posted at 12/27/2000 8:51 AM EST
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Posts: 1
First: 12/27/2000 Last: 12/27/2000 |
Hi! Does anyone have any suggestions or know of any proven staffing models for a training department?
How many training project managers, vs. instructional designers, vs. stand up trainers, etc.? Any ideas? Is there any academic work on this? If you were going to set up a training department what would be your ideal setup? Thx, Stephan Hagege |
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Staffing Model for Training Department
posted at 1/2/2001 6:07 AM EST
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Posts: 50
First: 11/2/2000 Last: 12/3/2003 |
Stephen,
What stage are you in regarding the process of establishing your training department? What size company? What type company, i.e. manufacturing, service, etc? Have you completed a thorough needs assessment? It's not possible to give you a flat answer as this is a situation where one size does not fit all. The number of instructional designers depends on how much development you plan right away and that, of course, depends on needs analysis. Give me more details and I'll try and help you. E-mail me privately if you wish. Phyllis Clayton ClaytonGibson@Juno.com |
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Staffing Model for Training Department
posted at 1/2/2001 9:37 AM EST
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Posts: 1
First: 1/2/2001 Last: 1/2/2001 |
Stephan,
Training departments should be approached based on organizational mission and need. Have you performed a needs analysis as to what type of training is needed within your organization? Is it based on organizational change, growth, retrenchment, reorganization... As you can tell, there are many variables. Another question to ask is what type of workers you have...knowledge-based, manufacturing, sales, etc? Are you faced with baby-boomers, Gen-X and Gen-Y? All three groups need very different training methods. One more question...what is your expected outcome based on training design? I suggest starting with instructional systems design for adult learners first, then staff accordingly either full-time, part-time, and contracted professionals. Please feel free to contact me. Good luck! Cherie Bates, PHR Human Resources Generalist North Idaho College cherie_bates@nic.edu |
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Staffing Model for Training Department
posted at 1/2/2001 12:43 PM EST
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Posts: 1
First: 1/2/2001 Last: 1/2/2001 |
Stephan,
Not knowing the type of organization or it's size makes it a bit difficult to answer some of your questions. I am a training manager for a medical facility with approximately 130 employees, and over my 25 years in the field, have developed my own methods of successful training. First and foremost, a full facility evaluation is needed, department by department, to analyze your stremgths and weaknesses. That is a good basis to begin building your training team. I'd be more than glad to give you any help I can, feel free to contact me. Deborah |
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Staffing Model for Training Department
posted at 1/3/2001 12:51 AM EST
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Posts: 3
First: 1/3/2001 Last: 7/31/2002 |
Being from an association for the aging, we deal with workforce issues all the time. In fact, it is a strategic issue of the Board. One of the ideas we are exploring very closely is a "train the trainer" situation. We will send an RFP out to companies asking for help, and once chosen will conduct seminars to advance the training. The association is broken into chapters, so certain people from each chapter will be selcted for training. Once finished, they will be responsible for conducting the training in their chapter! The cost is small for the effect you get. The training is spread throughtout the state for a smaller cost and hopefully a more effective situation! |
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Staffing Model for Training Department
posted at 1/3/2001 2:25 AM EST
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Posts: 4
First: 1/3/2001 Last: 1/9/2002 |
Hi Stephan. Having a dozen plus years as both an internal and external training/OD/and employee development consultant, I've seen the entire continuum of training departments firsthand. Being active in professional associations, I've taken in a lot more information about training departments. Like current diet advice, everyone has an opinion...but some are better than others. I've also been involved in the design of both brick and mortar and virtual corporate universities, starting with a blank slate.
Without knowing your particluar circumstances(small business, medium size company, large global corporation; one location or dozens; e-learning capabilities; etc.) here are a few generic things to consider in no particular order: 1) Determine the commitment level of the company's senior leaders. Without majority or consensus commitment to a training department, you'll find yourself begging and scraping for every dollar you need for the department. 2) Do a thorough analysis of the training and development needs of every level of employee. 3) Follow basic business planning processes to: a) determine the market for a training department b) the services it should provide (design, development, delivery, off-the-shelf, vendor-driven, mutlimedia design, learning management system, consulting, OD, strategic partner, etc.) c) anticipated fixed and variable costs d) facility location(s), space needs, FF&E neeeds, etc. d) travel requirements for staff and students e) centralized versus decentralized approach to training 4) Above all, take both the present and future into mind...maybe do some scenario planning to identify some alternative futures for the training department taking into account things like today's business realties and all of the sweeping changes taking place in e-learning today. Hope this helps...feel free to contact me with questions. Craig Polak Senior HR Consultant Allstate Insurance Company cpolak@allstate.com |
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Staffing Model for Training Department
posted at 1/3/2001 5:25 AM EST
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Posts: 1
First: 1/3/2001 Last: 1/3/2001 |
Stephan,
as others have commented its a difficult to offer constructive suggestions without knowing about your organization. Ive only been a manager of a training section for the last 4 years and I have discovered that no two are alike. My section handles occupational safety and health training (chemical/biological safety, radiation safety, industrial safety, emergency response, etc.) for a large research & development facility with close to 10,000 employees. We offer about 140 different courses (100 lecture, 25 web based, 15 computer disk) and have about 15,000 trainees annually. I have 3 teams within my section, each with a designated leader; Training Team; (8 employees who have extensive backgrounds in occupational safety/health). This group develops and instructs various courses, and assist other subject matter experts outside of my organization in developing formal training courses. The eight trainers in this group act as project managers/leads for course development/revision, and are the point of contact with our experts and sponsors for a particular course. Instructional Development & Technologies Team; (7 employees). This group provides course development support (instructional design, technical editing, web based courses, video , etc) and operates a computer assisted instruction center (25 stations). Specific breakdown is; 2 Instructional Designers, 1 Web Designer/Programmer, 2 computer center administrators,1 technical editor, and1 secretary. This group also reviews/approves the instructional design of all new and revised courses from the training group. Records, Documentation & Assurance Office (2 full time employees, 1 part time high school student). This group handles records (course completions, attendance roosters, course development files, instructor qualification, course evaluations, etc), class scheduling, and the production of materials (handouts, viewgraphs, etc) for classes. Im a strong believer in peer review of training designs, and customer/trainee involvement in the design of training courses. We have two sayings around here - "Get the customer/sponsor/subject expert involved early in the design of the course and have often interactions with them during the development process; Early & Often." I also stress that the reason we do training is "To either improve or maintain the ability of an individual to work safely." In my opinion we sometimes lose sight as to why were developing the training in the first place; to Maintain or Improve a specific performance. Good Luck, John |
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Staffing Model for Training Department
posted at 1/3/2001 5:40 AM EST
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Posts: 1
First: 1/3/2001 Last: 1/3/2001 |
This is long, but I'll try to be brief:
One aproach is to budget the TR dept. based on a percentage of payroll. Some base it on sales; however, realistically you have to look at the # of people available to train. A company may allocate 2-5% of their annual payroll to the TR dept, from which salaries and all other training expenses are considered. Other companies base their training staff on the amount of "churn and growth", which is guestamated $$'s of how much training will be needed. This may lead to a ratio of number of employees to a trainer (this is dependent on the size of the organization). One could figure how much a trainer actually trains (75% of the time or 3 wks p/mo avg. Figure an estimate of training hours needed p/yr for the entire organization and divide that by the number of hours each trainer can realistically train (i.e., if 100 hours of training needed and each trainer can do 10 hours, then 10 trainers are needed for that time period.) Training formulas always sound confusing. Hope this help some. Doyle Paden, doypad@oklahmacounty.org |
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Staffing Model for Training Department
posted at 1/3/2001 10:03 AM EST
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Posts: 1
First: 1/3/2001 Last: 1/3/2001 |
At Kyocera Wireless Corp. we have one Training Manager in the HR dept. who leverages outside help to conduct actual training and curriculum design for soft skills and pc skills workshops. We have found that outsourcing allows us to provide a much wider variety of courses we can offer and a lower cost than having a fully staffed house department.
We also have a Training Supervisor who reports into manufacturing directly to train and certify manufacturing employees. The Supervisor has three Training Coordinators promoted from the shop floor. |
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Staffing Model for Training Department
posted at 1/16/2001 1:26 AM EST
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Posts: 5
First: 1/16/2001 Last: 1/16/2001 |
Stephan:
Not enough information to respond. How large is the parent organization? Will you have single site or multi-site responsibilities? Will you be involved in technical training and professional development training? Will you be involved at a corporate level? What is managment's commitment? What is your training strategy---will training be imbedded in your line organization or will it be separate and managed by HRD? Will you have a steering team? Will any certification training be involved? What kind of budget are you looking at? Given the kind of work your organization does do you think you will be able to find a lot of commercially available courses or will you be faced with creating your own? Will you be getting into on-line learning, e-learning? Will you be able to draw on technical expertise from the line organzation? etc, etc. I think that only until some of the questions above are answered, at least to a degree, will you be able to arrive at reasonable answers to your original questions. |
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