---
esco_uri: http://data.europa.eu/esco/skill/9525dcdf-5085-4143-bbae-544263acd63a
esco_label: "coordinate educational programmes"
relation: optional
onet_soc: 11-3121.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# coordinate educational programmes — HR Manager

As an HR Manager, 'coordinating educational programmes' isn’t about running public tours – it’s about designing & delivering internal learning initiatives that build employee skills and support business goals. Think onboarding programs for new hires (covering company culture, policies, systems), leadership development workshops, compliance training (harassment prevention, data privacy), or even skill-specific courses like ‘Effective Communication’ or ‘Conflict Resolution’. Daily tasks involve needs analysis – figuring out *what* learning gaps exist, sourcing/creating content (often with Learning & Development specialists), scheduling sessions (virtual and in-person), managing budgets, and tracking participation. 

Tools used frequently include Learning Management Systems (LMS) like Workday Learning or Cornerstone OnDemand for delivery and tracking; survey tools (SurveyMonkey, Qualtrics) to assess training needs and effectiveness; project management software (Asana, Trello) to keep programs on schedule; and potentially external vendor management if outsourcing training. A common pitfall is creating ‘check-box’ compliance training that employees disengage with – good looks like impactful learning experiences tied directly to performance objectives, measured by demonstrable skill improvement or behavioral change.

Specifically, you'll be coordinating *with* various stakeholders: subject matter experts (SMEs) who deliver content, internal communications for promotion, IT for technical support during virtual sessions, and department heads to ensure training aligns with team priorities.  This isn’t just logistics; it requires understanding adult learning principles – keeping things relevant, interactive, and providing opportunities for practice. You're essentially a mini-project manager focused on people development.

Finally, successful coordination means demonstrating ROI. It’s not enough to *deliver* training; you need to show how it impacted key metrics like employee retention, performance ratings, or reduced incidents (e.g., fewer compliance violations). This requires pre/post assessments, feedback collection, and reporting on program effectiveness to justify future investment.

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
