As a Managing Consultant at a training and consulting firm, I am responsible for leading and managing various client engagements. My role involves developing and delivering training programs, providing expert advice and strategic solutions, and ensuring the successful implementation of projects. I work closely with clients to understand their needs, design customized solutions, and oversee the execution of these strategies to drive business performance and achieve desired outcomes. My duties… Show more As a Managing Consultant at a training and consulting firm, I am responsible for leading and managing various client engagements. My role involves developing and delivering training programs, providing expert advice and strategic solutions, and ensuring the successful implementation of projects. I work closely with clients to understand their needs, design customized solutions, and oversee the execution of these strategies to drive business performance and achieve desired outcomes. My duties also include mentoring junior consultants, managing project teams, and contributing to business development efforts. Show less

• Knowledge of the function of the training department, training options available, and differing learning and training styles. • Having a systematic approach to training, an understanding of design, tailored training and an appreciation of the challenges trainers face. • Knowledge of HR and the strategic developments in the HR/T&D world • Understanding of key techniques - TNA, evaluation, transfer of learning (putting learning in to practice in the workplace) • Able to develop… Show more • Knowledge of the function of the training department, training options available, and differing learning and training styles. • Having a systematic approach to training, an understanding of design, tailored training and an appreciation of the challenges trainers face. • Knowledge of HR and the strategic developments in the HR/T&D world • Understanding of key techniques - TNA, evaluation, transfer of learning (putting learning in to practice in the workplace) • Able to develop policy and strategy • Aware of sources of advice, materials, suppliers and contacts • An ambassador of training and development; able to promote new approaches to learning and development as appropriate • Excellent consultancy skills; able to use training to change and organize organizational development • Marketing skills; a good understanding of internal marketing and publicity, a good networker • Responsible, reliable and accountable, ethical and able to instill a clear sense of purpose in others • Able to develop a culture of high standards, excellent quality and customer responsiveness • Good decision maker, able to recognize the impact of decisions, having good judgment • A Problem solver, dealing with practical, people and ‘political’ problems • Innovative, able to develop new concepts and to deliver creative solutions • An understanding of technology and its role in T&D - from e-learning to training administration systems, being computer literate • Having Financial acumen, discerning value and an ability to tackle ROI issues • Procurement and contract management skills; able to get the best from training suppliers • Able to manage and develop trainers and to manage administrators and administrative processes • Approachable; someone who others seek out for advice • Good communicator, able to present with credibility and authority • Assertive; commanding respect Show less

• Identifying training and development needs within an organisation through job analysis, appraisal schemes and regular consultation with business managers and human resources departments. • Designing and expanding training and development programmes based on both the organisation's and the individual's needs. • Considering the costs of planned programmes and keeping within budgets as assessing the return on investment of any training or development programme is becoming increasingly… Show more • Identifying training and development needs within an organisation through job analysis, appraisal schemes and regular consultation with business managers and human resources departments. • Designing and expanding training and development programmes based on both the organisation's and the individual's needs. • Considering the costs of planned programmes and keeping within budgets as assessing the return on investment of any training or development programme is becoming increasingly important. • Working in a team to produce programmes that are satisfactory to all relevant parties in an organisation, such as line managers, accountants and senior managers at board level. • Developing effective induction programmes. • Conducting appraisals. • Devising individual learning plans. • Producing training materials for in-house courses. • Managing the delivery of training and development programmes and, in a more senior role, devising a training strategy for the organization. • Monitoring and reviewing the progress of trainees through questionnaires and discussions with managers. • Ensuring that statutory training requirements are met. • Evaluating training and development programmes. • Amending and revising programmes as necessary, in order to adapt to changes occurring in the work environment. • Helping line managers and trainers solve specific training problems, either on a one-to-one basis or in groups. • Keeping up to date with developments in training by reading relevant journals, going to meetings and attending relevant courses. • Having an understanding of e-learning techniques, and where relevant, being involved in the creation and/or delivery of e-learning packages. • Researching new technologies and methodologies in workplace learning and presenting this research. Show less