To understand how the training administrator’s role is evolving, we need to recognise that continuous learning and development still needs to become an integral part of every person’s role today. As businesses continue to evolve and reinvent themselves in order to respond to the increasingly rapid pace of change, so must all learning and development professionals in order to keep abreast of these changes.

Learning and development must therefore be seen as an integral part of any business, where every member of the training department has the knowledge, skills and behaviour to facilitate the learning process. Today this means using a wide range of learning interventions that meet the needs of the business, delivered through a variety of approaches, including classroom-based events, self-paced e-learning tools and Action Learning work-based activities. In addition, a robust measurement and evaluation process needs to be in place to ensure that the new skills and behaviours are effectively transferred into the workplace, and that a return on investment (ROI) for the learning can be demonstrated. It goes without saying that to be able to do this effectively today’s proactive training administrator needs to be business focused with a systematic process for learning and development in place within the training department, either with our without Investors in People (IiP) status. ...

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