Many small and medium-sized companies are starting-up or formalizing a training department. Some have not been doing training in any systematic, organized way while others, having engaged in ad hoc training efforts, realize they need to provide organization, planning and structure to what they have been doing.
One of the foremost concerns such companies face is designating a director of training (most are too small to feel comfortable with the title, Chief Learning Officer.) This concern typically centers on the question, “What is the best background/experience that the first director of training should have?” Should business experience (i.e., with the company in question) hold over training experience (e.g., instructional design, adult education, etc.) or visa versa? Obviously, if an internal candidate had training qualifications, there would be little question. However, this is typically not the case.
Having worked with several companies struggling with this question, the most practical decision appears to be an internal candidate who is familiar with both the business and its people. The lack of training experience, formal or otherwise, should be a secondary concern for the following reasons. An internal person:
- Knows where training is most needed.
- Knows organizational systems and has personal relationships needed to get the necessary resources to get the program up and running.
- Has the support of senior management.
- If unfamiliar with training, can learn about training matters on an as needed basis utilizing outside assistance.
Would this make sense in your organization?
