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The director of learning matches employee education and training with company goals, studies the market, and coordinates with management to efficiently use the workforce. They assess operating systems and may participate in training efforts. Communication and rapport with others is a vital job function.
A director of learning is a senior member of a company’s team and determines how to best match employee education and training with the organization’s goals, strategies, and market share. This executive spends a lot of time studying a specific market as it pertains to her industry and advising other managers in the company on how best to utilize employees’ work efforts to adapt to changes in the market. The director of learning understands and applies appropriate training methods, including live instruction, hands-on training and online learning, all with a focus on increasing the company’s profitability.
An important component of this work is the search for methods and environments that will most efficiently use resources to stabilize and develop an organization. The director of learning likely spends a lot of time investigating sectors within their industry to understand market dynamics and the customer base. She also has a firm understanding of learning modes and uses that knowledge to set up systems to properly train employees to contribute in the most cost-effective and cost-effective way. This may involve the use of external trainers and educators, software learning programs, and in-house teachers and supervisors.
Based on the knowledge she acquires during this research, the director of learning coordinates with top management, supervisors, and interns to position a company to most efficiently use its workforce. Much of an officer’s day is spent strategically planning and preparing systems for employees to increase their skills and knowledge. It can be part of the training process, or it can focus on creating and implementing programs, using other people’s skills to train employees.
Officers who focus on learning are often required to participate in training efforts and are also responsible for assessing the effectiveness of operating systems. The director of learning may be involved in onsite training or may spend part of the day communicating with and training others through online programs. She may be asked to prepare documentation for internal company use or send documentation to agencies involved in employee education. She also needs to track, record, and communicate evaluations of training procedures to management staff, repair inefficient systems, and prepare workarounds as needed.
While many of these workers can be classified as human resources employees, even those assigned to different categorical departments must maintain rapport with others as a vital job function. This may include working with internal and external educators, client companies, and industry or government agencies concerned with the ways in which employees are educated. Time is often spent in meetings, and the director of learning is also likely to use a computer and other communication devices to create and communicate plans and strategies.
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