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Training and Development Manager Interview

30 Questions and Answers 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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How to Answer
"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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Question 2 of 30
Tell me about your teaching experience.
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How to Answer
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.
Question 3 of 30
Why do you want a career in training and development?
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How to Answer
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!
Question 4 of 30
What are the key factors that should be addressed in the design, conduct, and evaluation of training programs?
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How to Answer
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.
Question 5 of 30
How would you ensure the training was effective for the employee?
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How to Answer
"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.
Questions 6 through 30
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