Training is a very significant aspect in helping employees become more efficient and effective in their job. Thus, it is very important that this department must be equipped with the necessary competencies that will allow them to impart and transfer knowledge and understanding to the trainees through various methods, strategies, and activities.

Areas of Competence and Competencies of a Trainer

The areas of competence of a trainer, and their corresponding competencies are:

1. Training Delivery: Presentation of learning objectives must be set clearly; audio-visual aids must encourage learning. The trainer should understand that the physical environment can greatly affect the learning process and therefore sees to it that the room is comfortable, accessible, and can promote interaction among the trainees and the trainer. Delivery must be fluid and confident; physical appearance of the trainer must command respect, pleasant, and professional at all times. Body language, movement, and tone must not be distracting. Trainer should also inject humor and utilizes ice breakers to keep trainees focused.
2. Culture Adaptation: The trainer understands that trainees come from various cultural backgrounds. The trainer must know how to adapt to different backgrounds, and also understands that his own cultural background could affect others. In addition, the trainer must convey to trainers the cultural conditions of their target learning, and be able to provide concrete examples of the cultural differences and help them to adapt.
3. Communication: The trainer must be able to effectively express thoughts and ideas to the trainees so that learning can be maximized and each concept being introduced is easily processed and understood. He must be proficient in using words, expressions, and body language to convey ideas and information to the class. Voice quality must be excellent; clear, well-modulated, and confident. Choice of words should also be appropriate to the audience.
4. Transfer of Learning: Experiential learning must be promoted to effectively help trainees learn required knowledge and skills. The trainer should make use of activities to enhance learning. He should understand that learning is a process, a continuous development. Because of this, assessments and feedback need to be given to the trainees after learning activities and applications are done.

Areas of Competence and Competencies of a Training Manager

The areas of competence or the roles of a training manager, and their corresponding competencies are:

1. Planning and Analysis. The training manager must be able to assess the needs of the organization (in general, per department, or per program) in relation to training. From these assessments, he is able to develop programs to address the needs.
2. Designing and Managing Principles. The training manager should be good at evaluating training processes and determine if these are effective or not. Training delivery and instructional designs are consistently being monitored and assessed, and ensure the unfailing application of the organization’s training principles. Each principle must be aligned with the company’s standards, values, and objectives.
3. Administration. A large part of a training manager’s job is to ensure that everyone in his team is doing their job well. Thus, he must be effective in oral and written communication to be able to convey and receive information from the team. He must also have interpersonal and leadership skills to effectively manage disputes, conflicts, and challenges in the team.

Competency Framework for Training

The competency framework for training must be based on the areas of competence of the trainers and training managers. These roles basically sum up their tasks and responsibilities. In the framework, two essential components need to be shown, and these are:

1. Knowledge Requirements – This would refer to the generic competencies that would enable the individual to demonstrate sound knowledge and understanding of a specific role.
2. Performance Criteria – This would refer to the results expected from an activity, and a description of the required performance.

To cite an example, if the area of competence is “Training Delivery,” this will be placed as the main group, and the sub-group which comprises the various competencies to effectively perform such roles could be: “clearly sets the objectives at the beginning of the lesson.”

A. Competence: Training Delivery

1. Competency: Clearly sets the objectives at the beginning of the lesson
 
   1.1 Knowledge Requirements:
   Knowledge on the tools, methods, and techniques required from the learners.
 
   1.2 Performance Criteria:
   Able to identify the needs (knowledge and skills) of the learners to meet the requirements of the
   organization/program.