---
esco_uri: http://data.europa.eu/esco/skill/6e66fa0f-4d3b-415e-9693-dc556eb5112a
esco_label: "manage corporate training 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
---

# manage corporate training programmes — HR Manager

As an HR Manager, 'managing corporate training programmes' isn’t just *offering* courses; it's about strategically aligning learning with business goals. Daily this means needs analysis – figuring out skill gaps through performance reviews, succession planning, and future strategy discussions. You'll then translate those gaps into a training calendar, sourcing options (internal workshops, external providers like LinkedIn Learning or specialized consultants), managing budgets, and coordinating logistics. Think less 'course administrator', more 'learning architect'.

Typical tasks include writing learning objectives, creating RFPs for vendors, negotiating contracts, tracking attendance & completion rates in an LMS (Learning Management System – Workday, Cornerstone are common), and crucially, *measuring impact*.  That means going beyond ‘happy sheets’ to assess if training actually improved performance metrics. You'll be using data analytics from the LMS, potentially conducting pre/post-training assessments, or gathering feedback from managers on employee application of new skills.

A major pitfall is offering 'fluffy' training that doesn't address real needs or isn't reinforced on the job. Another is failing to secure buy-in from leadership – if they don’t see the ROI, funding and participation will suffer.  Good looks like a proactive, data-driven approach where learning is embedded into performance management, supported by managers, and demonstrably contributes to key business outcomes (increased sales, improved customer satisfaction, reduced errors etc.).

Finally, remember compliance training is *part* of this competence but not the whole story.  While ensuring legal requirements are met (harassment prevention, data privacy) is vital, a truly effective HR Manager focuses on developing skills that drive innovation and competitive advantage – things like leadership development, digital literacy, or change management.

## Weitere Anreicherung

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