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Top 30 Training and Development Manager Interview Questions

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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Question 2 of 30
Tell me about your teaching experience.
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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.
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Question 3 of 30
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!
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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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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.
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Question 5 of 30
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."
"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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Question 6 of 30
What was your most successful training session?
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Question 7 of 30
How do you keep employees engaged during a training?
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Question 8 of 30
How do you adapt to changes at work?
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Question 9 of 30
What qualities make you a good leader?
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Question 10 of 30
Have you ever developed training material, like a handbook or a tutorial?
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Question 11 of 30
How do you keep up with news and trends in employee training?
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Question 12 of 30
How do you respond to negative feedback?
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Question 13 of 30
Have you ever trained one of your superiors? How did you handle it?
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Question 14 of 30
How do you motivate your team?
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Question 15 of 30
How do you monitor your team's performance?
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Question 16 of 30
How do you build relationships when you join a new team?
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Question 17 of 30
What challenges do you anticipate in this new role?
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Question 18 of 30
How do you manage stress?
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Question 19 of 30
Tell me about a time when you had an issue with a coworker. How did you resolve it?
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Question 20 of 30
Give me an example of an effective method for training employees.
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Question 21 of 30
What steps do you take to prepare for a training session?
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Question 22 of 30
Tell me about a time when you had to modify an existing training program to improve employee performance.
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Question 23 of 30
Describe your favorite format for training employees.
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Question 24 of 30
What do you find works most effective when teaching an employee a new skill?
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Question 25 of 30
Why do you want to work for us?
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Question 26 of 30
What strengths will help you make the greatest difference on our team?
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Question 27 of 30
What do you enjoy most about being a training and development manager?
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Question 28 of 30
What is your greatest accomplishment so far?
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Question 29 of 30
Tell me about a recent training program that you designed.
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Question 30 of 30
Tell me about a time when you had to learn something new.
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User-Submitted Interview Answers

Question 1 of 30
Tell me about an area of your life that you have been working to improve over the past month.
Question 2 of 30
Tell me about your teaching experience.
User-Submitted Answers
1.
10 years experince with adults.
2.
I used to teach in schools and universities for the past 12 years.
3.
12 year of experience.
4.
I've taught for 13 years in Social work.
5.
I have 10 years of training experience including new hire, recurrent training and leadership training.
6.
Being a manager at PC this comes automatically, teaching is a way of life at sea.
Question 3 of 30
Why do you want a career in training and development?
User-Submitted Answers
1.
I love working with people and I like to see people grow and move up. I love to help others and it would make me happy to see that the associates that I trained moved up to better themselves.
2.
A role of developement manager is to bridge a gap between expected perfromance and current performanc e.
3.
What is competency mapping?
4.
I would like to be able to effectively utilize my skills and experience that I have acquired through my time as a training manager and learning point of contact.
5.
Passionate about helping employees and organizations reach goals.
6.
I have an extensive experience in learning and development.
7.
Passionate about learning and developement.
Question 4 of 30
What are the key factors that should be addressed in the design, conduct, and evaluation of training programs?
User-Submitted Answers
1.
Analyze any existing training material or discuss what training should look like with the key stakeholders.
Question 5 of 30
How would you ensure the training was effective for the employee?
User-Submitted Answers
1.
Toquyen16112003@yahoo. Com.
2.
Learning outcomes were clearly defined. The employees learning need was clearly articulated prior to attending the training. The training provider was vetted to ensure they had credibility. Training evaluation records were reviewed.
3.
Through feedback forms or asking questions on the subject.
4.
On the job application. Has the training in any way helped him do his work in a more effective manner or is he still at the same level. Feedback from the immediate manager or on shore manager.
5.
Conduct post class survey to see if it was effective and applicable to their job.
Question 6 of 30
What was your most successful training session?
User-Submitted Answers
1.
Coach certification was the most successful because it taught people the skills required for the position.
2.
My most successful training session would be when I trained a group of employees on the LEAN process to find a solution to a department process. Without having to tell them what to do for a soluion I was able to guide them .
Question 7 of 30
How do you keep employees engaged during a training?
User-Submitted Answers
1.
The training should be limited to the classroom only. It should include practical on job and the lecture should be motivating in such a manner that the the trainee should able to see his career growth through it. This also include visiting relevant places as a part of training, group discussion on some relevant topic and awards for the winner etc. So that the trainee do not lose his interest.
2.
Make it relevant to the audience, use past experience, use games.
3.
Ensure that the training is interactive and nt just lecture style,
4.
Through a language of mutual benefit. Career path along with learning and development opportunities keeps employees interested.
Question 8 of 30
How do you adapt to changes at work?
Question 9 of 30
What qualities make you a good leader?
Question 10 of 30
Have you ever developed training material, like a handbook or a tutorial?
Question 11 of 30
How do you keep up with news and trends in employee training?
Question 12 of 30
How do you respond to negative feedback?
Question 13 of 30
Have you ever trained one of your superiors? How did you handle it?
Question 14 of 30
How do you motivate your team?
Question 15 of 30
How do you monitor your team's performance?
Question 16 of 30
How do you build relationships when you join a new team?
Question 17 of 30
What challenges do you anticipate in this new role?
Question 18 of 30
How do you manage stress?
Question 19 of 30
Tell me about a time when you had an issue with a coworker. How did you resolve it?
Question 20 of 30
Give me an example of an effective method for training employees.
User-Submitted Answers
1.
Hands on training, video training and computer training.
2.
Have one on one sessions, group sessions, have other trainers who are strong in certain areas do best practice sharing.
3.
I use a combination of both online courses where employees navigate themselves through and instructor lead courses where the content is not as straight forward and the interaction between trainer and trainee will enhance the experience.
4.
On the job and off the job trainings - hands on experience, role plays, web based trainings instructor led trainings, audio visual aids etc.
Question 21 of 30
What steps do you take to prepare for a training session?
User-Submitted Answers
1.
Reading and understanding the subject, taking bullet points and then making the presentation and question for the same.
2.
Review the material and become well versed.
3.
Review the training material, practice.
4.
I prepare by getting to know the topic of the training very well. This will better equip me to answer questions. Lots of research.
5.
I research my material, do mock sessions, reiki the training venue, check media and prepare my introduction well.
Question 22 of 30
Tell me about a time when you had to modify an existing training program to improve employee performance.
User-Submitted Answers
1.
In new hire training, testing and the employees performance gives a red flag to change our approach in training that employee.
2.
When I rolled out the mentoring program at my current organization I realized that I was having them spend too much time completing meeting logs and documentation that it was taking away from the experience of the mentoring relationship. After soliciting feedback after 3 months of implementation I eliminated all the paperwork with he exception of the confidentiality agreement.
3.
A number of times because the training objective has to be met. At times a slow start accelerated when all reach a certain expected level ensures the time spent on training is fruitful and mutually beneficial.
Question 23 of 30
Describe your favorite format for training employees.
User-Submitted Answers
1.
My sense of humor, I can tell relevant stories that people can relate, organized.
2.
My excellent communication skills allow me to deliver top notch instructor lead classroom training and also the ability to build easy to follow online courses. My patience allows me to effective work with students, especially those who may be struggling to understand the content. I also work effectively with all levels of leadership in an organization.
3.
I am quite witty and keep my humour intact while training and that seems to be my forte. I connect with people and their training needs as I am a good listener and even better at reading the unspoken and unwritten words. I like to research about my training material and the attendees.
Question 24 of 30
What do you find works most effective when teaching an employee a new skill?
User-Submitted Answers
1.
You need to figure out how people learn, switching things up by allowing hands on, group work, lecture.
2.
Allowing them to ask questions to clarify the new skill so they have a better understanding and feel more confident.
3.
Linking current knowledge with their career goals and guiding then through the process of unlearning and re learning.
Question 25 of 30
Why do you want to work for us?
User-Submitted Answers
1.
Because I have worked at the company before but also your reputation is well known in the community.
2.
Your company has a long history of excellent service. Your values and mission is very inline with my own and I can see myself easily supporting your organization.
3.
Have gained a lot of experience through all my previous jobs and now was looking for a hard core training company which provides international exposure and aligns with my goals and vision for myself.
Question 26 of 30
What strengths will help you make the greatest difference on our team?
User-Submitted Answers
1.
A company that is on the cutting edge and evolving are always providing their employees with the skills to assist with their positions.
2.
A development manager is definitely a key asset to the company because their main goal is to develop internal employees with the knowledge and skills to advance. A focus on the employee is key is building the culture of the organization and the brand.
3.
Important to align people's goal with company vision and prepare a team of highly motivated workforce. Ensuring mutual benefits of the company and individuals.
Question 27 of 30
What do you enjoy most about being a training and development manager?
User-Submitted Answers
1.
Being able to see people succeed, having a strong team that are willing to work with you.
2.
Learning and sharung with others what I have learned.
3.
People being successful at their work through the knowledge and grooming imparted by me or my team. Happy employees and happier clients.
Question 28 of 30
What is your greatest accomplishment so far?
Question 29 of 30
Tell me about a recent training program that you designed.
Question 30 of 30
Tell me about a time when you had to learn something new.

About Training and Development Manager

February 11th, 2017

Training and development managers manage a team of learning specialists and design material for programs to increase productivity and efficiency of employees. The larger the company, the more training and development managers focus on cultivating leaders and providing support for employees to enhance their performance. Through planning and coordinating learning programs, they are influential in the company's growth and the well-being of their employees.

They work closely with the leadership team across all departments to develop strategic plans based on their knowledge of employee needs and company goals. Training and development managers design and implement training material using a variety of media and learning methods. Their typical work day may consist of planning and evaluate training materials, giving presentations and managing their team.

As a leader and a teacher, training and development managers will be expected to continue in their own personal and professional growth. This role is a great fit for someone who enjoys learning and instructing others. They are excellent communicators and listeners. They can adapt to a changing environment and solve problems with a keen attention to detail. They are also fast-learners with a knack for technology.

The career path is not set in stone, as many start out as teachers, recruiters or human resource specialists, working their way up. A bachelor's degree is typically required, while some companies prefer a master's degree. When you interview for this position, familiarize yourself with the company and their mission. Review their website to find out about the company culture and their values. You want to show them how you can add value to their company through giving specific examples that showcase your strengths. Bring a few examples of training materials and presentations you have designed to showcase your portfolio of experience.

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