Training and Development Manager Interview Questions
30 Questions and Answers Written by Professional Interviewers
Question 1 of 30
Tell me about an area of your life that you have been working to improve over the past month.
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"I just went to a leadership conference to help me cultivate some of my skills and learn how to be a more effective leader on my team. I prioritize attending meetings like this at least once a month. Surrounding myself with other leaders who also want to challenge themselves motivates me and helps me grow as a person."
When an interviewer asks about self-improvement, it shows they seek to hire someone who takes initiative and wants to grow. Think about a goal you are actively working towards and explain what you are doing to help you reach that goal. If it is something ongoing, like being a good leader or maintaining your health, explain how your actions will help you in the short and long term. Since you are interviewing for a management position, you can talk about improving your ability to lead, train or coach others. Focus less on any weakness you want to improve, and more so on the steps or actions, you are taking to improve.
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"I just went to a leadership conference to help me cultivate some of my skills and learn how to be a more effective leader on my team. I prioritize attending meetings like this at least once a month. Surrounding myself with other leaders who also want to challenge themselves motivates me and helps me grow as a person."
Since training and development managers spend quite a bit of time instructing others, it's important to feel confident in your teaching ability. Think about a recent presentation or training you led. Talk about how you enjoyed the challenge of answering questions on the spot and sharing what you learned about the topic.
Community Answers with Professional Feedback
Anonymous Answer
"I facilitated a group of foremen on skills development in the workplace. The topic consisted more of legislation, how to implement that legislation, the benefits and challenges of the legislation, etc.
I enjoyed doing that presentation because it was for a group of supervisory personnel who did not have any idea what the Skills Development Act was. They did not have a clue about NQF levels.
At the end of the presentation, they could identify where they were in terms of their skills and what they needed to learn to go further.
Furthermore, they understood how to develop their subordinates to make their work more effective and injury-free."
Rachelle Enns' Professional Opinion:
This example is excellent! I have reworded it a bit, to help with flow.
Rachelle Enns' Revised Answer:
"I taught groups of foreman on skills development in the workplace, including topics on legislation, how to implement legislation, and legislative benefits and challenges. I really enjoyed doing that presentation because it was for a group of supervisory personnel did not understand the legislation, or have a clue about NQF levels. At the end of the presentation, they could identify where they were in terms of their skills, and how they needed to be developed further. Furthermore, they then understood how to develop their subordinates, resulting in more injury-free work days."
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Why do you want a career in training and development?
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If you love teaching and seeing results, training and development is a great career path! You will have the opportunity to instruct others about interesting topics that will help drive productivity and company profits! You get to work behind the scenes, researching and planning as well as collaborating with a team. Share what you enjoy so far from your career and what you are looking forward to learning!
What are the key factors that should be addressed in the design, conduct, and evaluation of training programs?
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All learning programs should be centered around employee needs. If you are designing a program to help improve employee performance or boost productivity, you need to understand what's missing. If employees are not motivated, find out why. Explain to the interviewer how you investigate to understand any problems or obstacles the team is facing. Also, share how you evaluate these factors in order to determine the scope of the training program you need to create.
How would you ensure the training was effective for the employee?
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"A training is effective when the information is easy to digest and retainable. When employees walk away feeling more confident in their knowledge and willing to put it into action, I know that they learned from the training. Since I can't talk to every employee afterward to hear about their experience, I have them complete a survey after the initial training and then again a month later to see if there was anything missing that they wished they would have learned more about."
Start by defining what an effective training would look like. Explain how you would assess how much the employees learned.
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"A training is effective when the information is easy to digest and retainable. When employees walk away feeling more confident in their knowledge and willing to put it into action, I know that they learned from the training. Since I can't talk to every employee afterward to hear about their experience, I have them complete a survey after the initial training and then again a month later to see if there was anything missing that they wished they would have learned more about."
6. What was your most successful training session? "I facilitated a training on time management and productivity by guiding everyone through writing exercises and making graphs. We started by identifying how they were currently using their time and then evaluating what needs to change and where there is room for improvement. I provided resources they could take with them to help them manage their time more efficiently. Productivity went up by 10% within a month after this training!"
Paint a picture for your interviewer of the best training you ever facilitated. Talk about the highlights, giving the interviewer some context and detail about the training. Finally, explain how you were able to measure your success! Here is an answer example: "I facilitated a training on time management and productivity by guiding everyone through writing exercises and making graphs. We started by identifying how they were currently using their time and then evaluating what needs to change and where there is room for improvement. I provided resources they could take with them to help them manage their time more efficiently. Productivity went up by 10% within a month after this training!"7. How do you keep employees engaged during a training? "I have been told that my enthusiasm is contagious! I try to be as entertaining as possible, even when I'm teaching on a technical topic. I keep it interactive by involving my students in group discussions and using videos to help explain the material in a way that is interesting and easy to understand."
Training and development managers are skilled at taking information that could be extremely complex and simplifying the content. Share some tips that have helped you keep the crowd interested, regardless of the topic! Here is an answer example: "I have been told that my enthusiasm is contagious! I try to be as entertaining as possible, even when I'm teaching on a technical topic. I keep it interactive by involving my students in group discussions and using videos to help explain the material in a way that is interesting and easy to understand."8. How do you build relationships when you join a new team? "I've learned to adapt to working with all kinds of people on my team. I like to get to know everyone and learn as much as I can from them about the job and expectations so that I can do my best in my new role."
When you start a new job, making connections with your co-workers can be tough. It can be as intimidating as it was to make new friends on the first day of middle school. But even thinking back on those awkward school days, what were the tools you used to feel like you were a part of the group? Typically it's finding common ground, being friendly and willing to try new things. Let them know you are flexible and teachable to show that you can adapt to working with any team. Here is an answer example: "I've learned to adapt to working with all kinds of people on my team. I like to get to know everyone and learn as much as I can from them about the job and expectations so that I can do my best in my new role."9. How do you adapt to changes at work? "As a training and development manager, I am always looking for new ideas and ways of improving employee performance. I want to improve programs so that they meet the needs of my team. When I was working for a tech company we were acquired by a larger company and experienced some major growing pains! I had to develop training materials for the new team members, and I had to move quickly to get it done. I worked closely with the new members of the training team to identify what needed to be changed through using online assessments and hosting meetings."
The training and development manager often works closely with the human resources department. When there are changes like mergers or acquisitions, your job will be to adapt training materials to meet the needs of the new employees joining the team. It's important to be able to embrace change so that you too can keep up in the workplace! Give an example that shows you can stay positive and motivated when adapting to changes in the workplace. Here is an answer example: "As a training and development manager, I am always looking for new ideas and ways of improving employee performance. I want to improve programs so that they meet the needs of my team. When I was working for a tech company we were acquired by a larger company and experienced some major growing pains! I had to develop training materials for the new team members, and I had to move quickly to get it done. I worked closely with the new members of the training team to identify what needed to be changed through using online assessments and hosting meetings."10. What challenges do you anticipate in this new role? Every new role will give you the opportunity to learn new skills and overcome challenges you haven't faced before. Identify a couple of responsibilities where you anticipate a little bit of a learning curve. You may be switching to a different industry that will require you to train chemical engineers instead of call center employees. You may be doing the exact same job, but you will be applying your experience in a completely different industry. It's okay to not know everything! Be honest about the challenges and be brave enough to ask questions. Do a little research before the interview on any task, software or system you are unfamiliar with. Be sure to have a clear understanding of the industry and the mission of the organization. Here is an answer example: 11. How do you manage stress? "Yes! I have learned how to deal with everyday stress and the pressure of a fast-paced environment. When I was working for a software start-up company, I dealt with a wide variety personalities. We were always hiring new engineers because we were growing so rapidly, so there were many days intensive training where I didn't get a break. I managed by using any down time to relax and prepare for the next training. I also practice yoga when I'm not in the office, which really helps me to handle stress."
Offer a specific example with some tools that have helped you navigate the stress of a busy work environment. Here is an answer example: "Yes! I have learned how to deal with everyday stress and the pressure of a fast-paced environment. When I was working for a software start-up company, I dealt with a wide variety personalities. We were always hiring new engineers because we were growing so rapidly, so there were many days intensive training where I didn't get a break. I managed by using any down time to relax and prepare for the next training. I also practice yoga when I'm not in the office, which really helps me to handle stress."12. How do you monitor your team's performance? There are many different ways you can monitor a team's performance. You can use online assessments and features within a software program that is tailored to the needs of your team. You can also host weekly meetings where you discuss what is working and what needs improvement. Share some tools and ideas that you have found the most helpful and explain why. Here is an answer example: 13. How do you motivate your team? "I encourage others by reminding them of their strengths and reminding them of their goals. It can be easy to get discouraged when you're working in a demanding, stressful work environment. I keep my team engaged and focused through praising their good work and offering incentives, like half-days and organizing fun team events."
It's your job to keep your team excited about what they're doing, even on those tough days. Share what you are doing to keep the team morale high. Here is an answer example: "I encourage others by reminding them of their strengths and reminding them of their goals. It can be easy to get discouraged when you're working in a demanding, stressful work environment. I keep my team engaged and focused through praising their good work and offering incentives, like half-days and organizing fun team events."14. Have you ever trained one of your superiors? How did you handle it? "Our company was switching to a new software, and I was put in charge of training the rest of the management team after I learned how to use it. I prepared a presentation and printed out handouts for everyone to follow along. I tried to make the information easy to understand by using terminology that was informative but not too technical. I also had everyone divide into groups to try out what they were learning first hand. Even though I was training some managers who had more experience than I do, I came so well prepared that I wasn't nervous! I received compliments and was even asked to facilitate the next training!"
Even though it can be intimidating to train managers or supervisors, the more you prepare, the more confident you will feel. Describe a situation that gives examples of how you prepared and explain how the managers responded to the training. Here is an answer example: "Our company was switching to a new software, and I was put in charge of training the rest of the management team after I learned how to use it. I prepared a presentation and printed out handouts for everyone to follow along. I tried to make the information easy to understand by using terminology that was informative but not too technical. I also had everyone divide into groups to try out what they were learning first hand. Even though I was training some managers who had more experience than I do, I came so well prepared that I wasn't nervous! I received compliments and was even asked to facilitate the next training!"15. How do you respond to negative feedback? "I use negative feedback as an opportunity to improve. I've learned not to take anything personally in the workplace. Instead, I ask questions to understand more about how I could do something better. I'm proactive about implementing changes in my training programs and identifying weaknesses so that the programs are the most effective in meeting the needs of my employees."
After a busy day of meetings, presentations and answering employee questions, the last thing you want to hear is negative feedback. However, negative feedback can be constructive if you learn how to use it! You can make improvements on training materials, assessments, and programs through applying this new information. Sometimes negative feedback is a good thing! Here is an answer example: "I use negative feedback as an opportunity to improve. I've learned not to take anything personally in the workplace. Instead, I ask questions to understand more about how I could do something better. I'm proactive about implementing changes in my training programs and identifying weaknesses so that the programs are the most effective in meeting the needs of my employees."16. How do you keep up with news and trends in employee training? "I participate in quarterly training and read blogs to learn about how leaders in the field are using the latest technology and industry knowledge to improve employee performance."
Your job is to maintain and increase productivity through employee development. As a leader, you have the opportunity to influence teams from the inside, using your expertise to implement and change programs to help employees do their jobs and meet company expectations. Share what you are doing to continue learning and growing in your industry knowledge. Here is an answer example: "I participate in quarterly training and read blogs to learn about how leaders in the field are using the latest technology and industry knowledge to improve employee performance."17. Have you ever developed training material, like a handbook or a tutorial? Training and development managers create training materials to assist with the learning process. They may create an online tutorial for a new program or they may work with the human resources team to develop a handbook to train new employees. Talk about the training materials you have developed, whether they were online assessments or handouts for a power point presentation. Explain why you chose that particular format and how it was effective. Here is an answer example: 18. Tell me about a time when you had to learn something new. As a teacher and a trainer, you are someone who enjoys learning. You have gotten to this point because you like to challenge yourself and grow. Think of an example from work when you had to learn a new skill. Try to keep it relevant to this position. It could be a type of software or an app that challenged your technical abilities. Or maybe you learned a new language when you were traveling. Start by addressing how you learned the topic. Maybe you took an online course or attended classes at a community college. Perhaps you studied independently. Some tasks require a more hands-on approach. Think about how you adapted to the new material and what helped you learn in the process. Here is an answer example: 19. What qualities make you a good leader? To prepare for this question, make a list of five to ten characteristics of leaders you have worked with or admire. They may have been political leaders or they could be a recent manager. Next, identify the traits that you embody. Good leaders are proactive, taking initiative when solving problems and handling conflict. They are also good listeners, helping others feel comfortable sharing their opinions in group discussions. They are team players who can effectively motivate others. They are positive and encouraging. You are a great leader! Share a few of these traits and explain how you have proven your ability to lead in the past. Here is an answer example: 20. Tell me about a time when you had an issue with a coworker. How did you resolve it? "My coworker and I disagreed about the best way to source for new employees. I pulled my coworker aside so that we could come up with a peaceful resolution. We both agreed that filling these positions was important, so we came up with a compromise that included both of our ideas and helped us accomplish our end goal."
The interviewer wants to see if you are a team player. You want to demonstrate that you can handle issues as they arise without getting emotional or being disruptive to the team. Show off your ability to keep it professional and collaborate with your coworkers! Here is an answer example: "My coworker and I disagreed about the best way to source for new employees. I pulled my coworker aside so that we could come up with a peaceful resolution. We both agreed that filling these positions was important, so we came up with a compromise that included both of our ideas and helped us accomplish our end goal."21. Tell me about a recent training program that you designed. "I designed an onboarding program for new employees. The program was a combination of online and in-person training to help them learn about the company, policies, and expectations. The human resources team helped me create funny videos and activities that would make learning more fun. After they completed the training, they were asked to fill out a feedback form. Employees enjoyed the training because they were able to learn in an interactive way."
The interviewer wants to hear about a successful program you designed and implemented. Explain the purpose and the type of format you used to make the material interesting and relatable. Share the results! Here is an answer example: "I designed an onboarding program for new employees. The program was a combination of online and in-person training to help them learn about the company, policies, and expectations. The human resources team helped me create funny videos and activities that would make learning more fun. After they completed the training, they were asked to fill out a feedback form. Employees enjoyed the training because they were able to learn in an interactive way."22. What is your greatest accomplishment so far? You have already accomplished a great deal up to this point. You may have started as a contract recruiter and worked your way up to joining the training and development team. You have gained extensive experience in management of people and programs. You should be proud! Sometimes it's difficult to think of how far you have come. Now would be a great time to review your resume. Highlight your achievements. When you talk to the interviewer, explain the steps you took to reach these goals. You may have completed extensive training or a bachelor's degree. Talk about the dedication, patience and persistence that helped you get to this point. Here is an answer example: 23. What do you enjoy most about being a training and development manager? Training and development are an exciting industry for those who love to teach and train others. To become a training and development manager, many people transition easily from working in human resources or sales. By taking on opportunities to train others, even when it's not a part of your job description, you can gain valuable experience to help propel your career forward. This role allows you to work with people and help them cultivate their strengths. You get to use your analytical skills when designing training programs. You also get focus on team building and encouraging others. Share what you enjoy so far or talk about what you're looking forward to learning! Here is an answer example: 24. What strengths will help you make the greatest difference on our team? Take a moment to reflect on the qualities that have helped you be the most successful at work. In order to be a good teacher, you have to be observant and flexible to adapt the material to the needs of your staff. You need to be strategic in your planning so that you are designing programs that make sense to employees and help accomplish company goals. Great trainers love people and they are enthusiastic. They make learning fun! Share a few of your strengths and how they will help you add value to the company. Here is an answer example: 25. Why do you want to work for us? Do your research! Take notes while you review their website. Be sure to watch videos and learn about their history and their mission. WOW them by sharing how impressed you were by a recent award they won or by talking about how great it is that they give back to the community through service projects. By demonstrating your knowledge about the company, you are showing the interviewer that you are genuinely interested in working for them. You're not just looking for a job! You want to work for them because of their mission, values and their work culture. Take at least an hour to prepare notes and questions to bring to your interview. Here is an answer example: 26. What do you find works most effective when teaching an employee a new skill? Before you can effectively teach someone, it's important to know how they learn. As a training and development manager, you will need to get to know your employees in order to know which learning modalities work best. They may be hands-on, getting the most out of the interactive training sessions you prepare. Or maybe they learn well through completing online training independently, taking quizzes at the end of each module. You will need to design learning materials that are appealing to all styles of learning. Share how you have adapted your training programs to individuals with a variety of learning styles and needs in the past. Here is an answer example: 27. Describe your favorite format for training employees. "Multi-media presentations are my forte. I am a pro at leading discussions centered around a topic that I present. I like to ask challenging questions and give the group a chance to explore possibilities and be creative."
This question gives you a chance to share what makes you unique. You can talk about your style and your technique. Explain why you enjoy this style of teaching. Here is an answer example: "Multi-media presentations are my forte. I am a pro at leading discussions centered around a topic that I present. I like to ask challenging questions and give the group a chance to explore possibilities and be creative."28. Tell me about a time when you had to modify an existing training program to improve employee performance. "When I was working for a nursing home, I improved a program we had developed to help with compassion fatigue. When medical professionals and caregivers are working with a demanding population, it can take a toll on their well-being and their ability to show empathy. We integrated a basic yoga training that included breathing techniques to help combat compassion fatigue. It worked! It was amazing to see how quickly the attitudes of employees changed when they learned how to practice tools for self-care." Here is an answer example: "When I was working for a nursing home, I improved a program we had developed to help with compassion fatigue. When medical professionals and caregivers are working with a demanding population, it can take a toll on their well-being and their ability to show empathy. We integrated a basic yoga training that included breathing techniques to help combat compassion fatigue. It worked! It was amazing to see how quickly the attitudes of employees changed when they learned how to practice tools for self-care."29. What steps do you take to prepare for a training session? Explain the steps you take to make sure you give a successful training that covers all the bases of the content while keeping employees engaged. The first step could be doing the research, using assessments to understand employee needs. Next, you might take some time to evaluate what you learned and outline the objectives your training needs to address. You could create a power point presentation, a video or a slide show. Talk to the interviewer as if you were teaching them how to put together a training. Keep it simple and be willing to answer any further questions to explain why you chose to take those specific steps. Here is an answer example: 30. Give me an example of an effective method for training employees. "I put together a presentation for safety training that was very hands on. It can be difficult to remember some of those important facts and policies, so I made I got everyone involved. I called on members of the group to participate. We played games like jeopardy to test how much everyone was able to retain afterward."
Training doesn't have to be boring! Show the interviewer that you can think outside of the box and get creative in order to make learning more fun! Here is an answer example: "I put together a presentation for safety training that was very hands on. It can be difficult to remember some of those important facts and policies, so I made I got everyone involved. I called on members of the group to participate. We played games like jeopardy to test how much everyone was able to retain afterward."
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