US GV 06-056

Grass Valley, a business within Thomson, is a global organization and a market leader.  We offer a rich portfolio of award-winning solutions to the world's media and entertainment companies, including broadcasters, video professionals, film studios, and post-production professionals-as well as to emerging content creators, distributors, and technology users, including those in broadband, telecommunications and transmission services.  Whether you're watching the evening news or sporting-event highlights-and whether you're watching them on your televisions or your mobile phone-you're watching our technologies at work.

 Designs and develops instructional material for customer training courses that support company technical products. Demonstrates and utilizes effective needs analysis, project management, course development, and evaluation skills. Can independently develop entry and advanced level courses for both internal and external audiences. Able to utilize multimedia technology and authoring tools. Acts as liaison between R & D and Technical Support to determine the needs of the course and appropriate method of delivery. 

Design, revise, and adapt instructional programs to address the needs of the organization.
?  Review and comment on training programs prior to training implementation to ensure alignment between training programs and the
job environment.
?  Manage the development, production, design, and distribution of training/learning materials, including facilitator/participant
workbooks, manuals, brochures, job aids, posters, etc.
?  Design, revise, and adapt training courses and materials to facilitate the needs of the training program.
?  Sequence course components and establish time allotments for and emphasis placed on each unit of study.
?  Design training aids, such as videos, slide shows, graphic reproductions, and sample documents.
?  Develop training scenarios.
?  Use software programs to produce training materials for classroom use.
?  Develop materials and courses to meet developmental needs of trainees.
?  Apply adult learning theory and principles in developing a curriculum.
?  Design participant-oriented learning activities.
?  Align objectives and learning with business and participant needs.
?  Incorporate tools/shortcuts (e.g., color coding, icons) into training materials to facilitate learning.
?  Create learning activities in which trainees repeat the information.
?  Arrange learning objectives into a logical learning sequence (e.g., chronological, general to specific, simple to complex, known to
unknown, problem/solution).
?  Incorporate the organization's core themes and philosophies into training courses and materials.
?  Ensure training materials are consistent with organizational methods and practices.
?  Ensure that training content is current, meaningful and transferable.
?  Determine the time and budget of training design and development.
?  Ensure management support of and participation in training programs.
?  Determine the individuals who need training and what training is required.
?  Determine gaps in knowledge, skills, abilities, and other characteristics that will require training.
?  Review and evaluate training programs for compliance with organizational and legal standards.
?  Ensure training materials are current.

 

 Decision-Making:  The ability to know when a decision needs to be made and having the readiness to make timely, sound dec
. Learning Outcomes:  Knowledge of learning outcomes (e.g., cognitive, skill, affective) and the ability to incorporate learning outcomes into training design and development.
? Transfer Outcomes:  Knowledge of transfer outcomes (e.g., generalization/adaptability, maintenance/enhancement) and the ability to
  incorporate these outcomes into training design and development.
? Blended Learning:  Ability to combine several mediums in the design of one curriculum.
? General Facilitation:  The ability to lead a group through a process to achieve a desired outcome.isions.
?  Relationships:  The ability to develop and maintain professional, trusting, positive working relationships with Supervisors, Training Staff, Department Managers, Trainees,
and Vendors.
?  Influence:  The ability to convince or persuade others.
?  Speaking:  The ability to convey information clearly and respectfully to Associates, Management, Department Managers, or
.  Listening:  The ability to understand key pieces of spoken information and separate relevant from irrelevant information.
?  Writing:  The ability to prepare clear, accurate, and understandable written text in English, and follow the basic rules of spelling, grammar, and punctuation.
?  Coordinating:  The ability and willingness to keep others, up and down the chain of command, as well as laterally, informed of all pertinent information, including both
positive and negative information.
?  Integrity:  The ability and willingness to implement, uphold, and enforce ethical standards, and implement and comply with all local, state, and federal laws and Company
policies and procedures.
?  Drive:  The ability and willingness to demonstrate eagerness, enthusiasm, optimism, and passion when working and to teach Associates to do the same through direction,
instruction, or ?showing by doing.
. Professional Development:  The ability and willingness to develop oneself professionally in order to achieve a higher level within the Company.
? Adaptability/Flexibility:  The ability to change one's management style or approach as a result of unexpected circumstances or ambiguous work situations.
? Planning:  The ability to set, implement, and enforce priorities and plans and to coordinate work activities to achieve desired results.
? Instructional Design:  Knowledge and application of instructional design, including a systematic process for planning, designing, developing, implementing, and evaluating
  training/learning interventions.
? Organizational Analysis:  Ability to examine short- and long-term organizational goals and trends that will affect training goals.
? Business Knowledge - Training:  Knowledge of the organization's vision, strategy, goals, business issues, and culture related to training.
? Job Analysis:  Knowledge of information required and procedures used to determine the tasks or key responsibility areas performed in a job as well as the competencies
  needed to perform this job.
? Needs Assessment - Training:  Knowledge of and ability to perform needs assessment.
. Adult Learning:  Knowledge and application of adult learning theory.
? Training Design Characteristics:  Knowledge of training design characteristics and the ability to design training, including defining training objectives, developing a plan of
  instruction, and establishing learning principles.
? Work Characteristics:  Ability to assess work characteristics (e.g., opportunities to apply learning, organizational climate, organizational support) and incorporate findings
  into training design and development.