Learning and Development Manager
Also known as: Training Manager · L&D Manager · Head of Learning
Sets an organisation's learning strategy, manages trainers and developers and accounts for the training budget to management.
The learning and development manager translates an organisation's learning needs into a training programme and the team that delivers it. Unlike a trainer, this role no longer teaches directly but manages a team and monitors the return on training. Selection often tests knowledge of training methods, while the ability to defend a training budget to management based on demonstrable return is rarely tested.
Competencies to measure
These are the behavioural and ability constructs in this profile. Each one shows which hrmforce questionnaire measures it.
| Competencies to measure | Target level | hrmforce instrument | Assessment method | Behavioural anchor at target level |
|---|---|---|---|---|
| Stress tolerance Competency (50-framework): Stress resilience | N5 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps the organisation workable in crises, takes decisions under high uncertainty and sets the standard for composed action under pressure. |
| interpersonal sensitivity Competency (50-framework): Sensitivity | N4 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Names observed tension or reticence during a conversation and adapts tone, pace and wording accordingly. |
| Verbal reasoning | N4 | Ability Scan | Cognitive ability test | Extracts the core arguments from a report of several pages and shows with textual references which conclusion does and does not follow. |
| Professional demeanour and representation Competency (50-framework): Organizational Sensitivity | N4 | 360 Feedback, Competency Check | On-the-job observation | Represents the team with clients and external parties, chooses appropriate language and addresses colleagues on inappropriate conduct. |
Short profile
The ten heaviest skills in this profile. The full profile with every skill, behavioural anchor and assessment method is in the download.
| T | Skill | Target level | Weight | Knockout | Assessment method |
|---|---|---|---|---|---|
| V | Clear oral expression | N5 | 5 | yes | Assessment centre |
| V | Instructional practice | N5 | 5 | yes | On-the-job observation |
| V | Pedagogical practice | N5 | 5 | yes | On-the-job observation |
| G | Stress tolerance | N5 | 4 | no | Personality questionnaire |
| V | Designing training and instruction | N5 | 4 | no | Portfolio or evidence |
| V | Budgeting and cost control | N5 | 4 | yes | Work sample test |
| G | interpersonal sensitivity | N4 | 4 | no | Personality questionnaire |
| V | de-escalating and setting limits | N4 | 4 | no | Situational Judgement Test |
| V | Assessment and grading | N4 | 4 | yes | Portfolio or evidence |
| A | Verbal reasoning | N4 | 3 | no | Cognitive ability test |
See all 23 skills in the full profile
Assessment instruments for this job
Competency Check
Behavioral-Level Competency Assessment
Work sample test
Representative work sample under standardized conditions
360 Feedback
Multiple assessments based on behavioral anchors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Big Fifty
Personality questionnaire, 150 items, 25 factors
Portfolio
Evaluation of prior work against fixed criteria
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Communication Styles
Preferred communication style
15PF
Personality Profile, a shorter alternative to the Big Fifty
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Conflict Styles
Preferred style in conflict situations
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Development Review
Structured development interview
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