{"id":18881,"date":"2023-01-05T16:06:02","date_gmt":"2023-01-05T14:06:02","guid":{"rendered":"https:\/\/www.talentlms.com\/blog\/?p=18881"},"modified":"2026-02-17T15:52:59","modified_gmt":"2026-02-17T13:52:59","slug":"how-to-make-a-career-in-training","status":"publish","type":"post","link":"https:\/\/www.talentlms.com\/blog\/how-to-make-a-career-in-training\/","title":{"rendered":"I need a (training) hero: How to make a career in training"},"content":{"rendered":"

A corporate (or employee) trainer holds a powerful and influential role in any company. They\u2019re responsible for inspiring and nurturing a workforce that\u2019s one step ahead when it comes to business objectives. Their remit can span everything from onboarding to ongoing development. And their sphere of influence is heavily linked to employee engagement and retention. In short, an organization\u2019s got a lot to thank them for.<\/p>\n

But many corporate trainers<\/strong><\/a> don\u2019t have a training (or HR) background. In some cases, they\u2019re high-flying employees who may not have actively sought the role. Rather they\u2019ve been absorbed into the position to meet an emerging and often unplanned-for business need. Or, conversely, they\u2019re employees who are interested in training and have proactively sought a sideways move to forge a new and fruitful career in learning and development<\/p>\n

Stepping into an unfamiliar environment means learning on the job.<\/strong> And getting up-to-speed, fast. Self-starters with ambition, corporate trainers without formal qualifications are quick to master the basics, organizing and even delivering training to a potentially vast and diverse workforce.<\/p>\n

But, despite having the confidence and the motivation, many corporate trainers (particularly those without formal training) are left asking the questions: How am I doing? And\u2026 What\u2019s next?<\/p>\n

In this guide, we help corporate or employee trainers (you?) evaluate their role and their effectiveness. We provide tactics for improving the outcomes and delivery of day-to-day tasks. And offer tips on how to make a career in training.<\/p>\n

Building better courses: Your questions answered<\/h2>\n

Powered by an LMS with a built-in content authoring tool, as an employee trainer, you will likely have established good routines when it comes to designing courses. You\u2019re probably already re-using existing material across different modules, importing content from the web, and sourcing ready-made courses using content libraries.<\/p>\n

Despite this, our research reveals a series of pain points experienced by training professionals looking to develop a specialist career in learning and development. And most of them relate to moving from design courses to designing great<\/em> courses.<\/p>\n

Let\u2019s take a look at some of the most common questions L&D professionals have. And see how they relate to that one big overarching question: How to become a training and development specialist?<\/strong><\/p>\n

How can I better curate content?<\/h3>\n

Organizing and storing content so it\u2019s available to learners when they need it encourages a culture of continuous learning<\/strong><\/a>. And it\u2019s essential for nurturing an effective training career. But it requires a strategy to ensure learning resources are relevant, up-to-date, and enriched on an ongoing basis.<\/p>\n

To do this, it\u2019s important to:<\/p>\n