Corporate Trainer

Training employees can present many challenges. Some common difficulties include lack of manager or supervisor support, disinterest and lack of motivation from the employee, lack of engagement from participants and poor learning transfer to the job.

The key to answering these trainer interview questions is to explain how you analyzed why the difficulty occurred and what actions you took to improve the situation from redesigning the training to conducting feedback workshops with participants and supervisors.

Training is defined as a continuous learning process in which the employees will acquire knowledge, enhance professional skills and improve attitudes and behaviors to excel well on the job.

The objectives of the training department to identify the required training needs of an organization and fill the gap with a host of training methods for the welfare of the organization and employees on a whole.

Many people are inclined to recite a list of traits such as "dependable" or "creative", but it's especially effective to discuss experience or skills that are directly related to the internship/training program to which you're applying. For example, if you're applying to intern/train in Sales but have no previous sales experience; highlighting your presentation skills might really impress an employer. Or you may want to provide an example of how you were able to persuade someone to do something since that is the foundation of the sales industry. Again, provide actual examples rather than a list of attributes.

Sometimes, people are sent to training because their managers think that it is “a good thing to do.” There may be little serious commitment to support and encourage these employees when the training is completed. Can you provide support and understanding in the absence of managers’ commitment?

The qualities of a good trainer are as follows:

☛ Methodical and well-planned

☛ Highly knowledgeable and competent enough

☛ Possess relevant industry experience

☛ Good in communication/presentation and

☛ Be practical enough to make the overall training session fruitful to the trainees.

Communication and impacting our people.

Yes, I do. I have spent the last five years working in a system where I have a great deal of training to accomplish in 24 hours, taking my students from knowing virtually nothing about a program -- or in some cases, about computers at all -- to being able to comfortably navigate and use the program in order to complete assigned tasks. I am always aware of the deadline of the end of the session, and often have to find creative ways to approach the objectives in order to complete them all.

Tools which you can use to communicate with virtual work force include:

☛ i) E-mails

☛ ii) Instant Messengers

☛ iii) VOIPs

☛ iv) Telephones

☛ v) Blogs

☛ vi) Forums

☛ vii) Intranet

☛ viii) Videos

☛ ix) Online document management systems

☛ x) Virtual Private Network

Even though it may be someone else’s responsibility to make room and equipment arrangements, it becomes the trainer’s problem if something is not right. Are you prepared to deal with malfunctioning equipment, rooms that are not set up, reservations clerks who say you never reserved a room, materials that do not arrive, materials that have been typed or collated incorrectly, or any mess-up in general? A good trainer takes full accountability for ensuring that all logistics of a training program are in order.

I need to have access to the internet and a computer, a projector, and the appropriate software to complete portions of my job, including web development tools, video development tools, and presentation development tools, as well as word processing and spreadsheet software. I also need the usual hard tools such as paper, writing tools, a photocopier or printer, etc.

Make sure you've thoroughly read the requirements for the position and confirm that you meet them. Refer to specific responsibilities of the position and tie them to your educational and/or professional experience. If you aren't applying to a specific internship/training opening and are proposing the program to the employer, be sure to explain that you have a strong foundation for training in this industry. They will understand that they will need to teach and train you, but they will also want to know you have sufficient preparation to be successful.

Trainees do not learn effectively if during their training process they are not given honest feedback. Are you able to give this feedback, even when it is not good and even if it may impact an employee’s job?

Focus on a few of the key responsibilities that are especially interesting to you or highlight aspects of the company that you find appealing or beneficial to your professional development. Be sure to include what you hope to learn from the position, but also explain what you would like to contribute to the organization as well. Absolutely avoid mentioning you want the position solely because of its location or because it is a requirement for your degree.

This is a loaded question. A positive reply might be, "I'm the kind of person who does whatever is necessary to get the job done. When I do run into something disagreeable, I try to do it first and get it behind me. I have no particular dislikes."

I have been in education -- just another form of training -- for 25 years. The past five years I have worked in workforce education, which is training for people who need to progress in their chosen field, who are transitioning to other employment, or who need training in order to obtain work. I work with people from all kinds of backgrounds and with varied needs, and I have to address those needs in a single setting.

On the job training presents its own challenges including distractions, lack of structure and nervousness from the employee. Take a specific example and discuss how you managed the difficulties.

If my customer is happy and satisfied with my content creation and my product, I believe I am successful. My customer's satisfaction is my success.