Internship Learning and Development Specialist resume example

• Under supervision, used task observation to identify a performance gap, wrote scenario-based learning objectives, and compared post-training work samples with the pre-training assessment.
• The team used skills assessments and manager interviews to identify a handoff gap in a logistics team, then applied instructional design to build role-based training with realistic dispatch cases; I supported research preparation, validation, and documentation under mentor review. The team replaced a general presentation with practice tied to the decisions learners needed to make; confirmed with my mentor that my contribution was limited to the assigned support and validation work.
• The team evaluated learning effectiveness by comparing scenario assessments with manager-observed handoffs after training, separating attendance from demonstrated job application; I supported research preparation, validation, and documentation under mentor review. The team identified where follow-up coaching was needed instead of declaring success from completion rates; confirmed with my mentor that my contribution was limited to the assigned support and validation work.
• Under supervision, owned the practice-assessment rubric using observed learner errors, completed manager calibration and released revised training after a repeat task confirmed fewer instruction-related mistakes.
• Under supervision, owned an instructional-design pilot using observed task errors, resolved confusing practice instructions and completed a coaching guide for manager review.
• Under supervision, published training revisions using performance-management data analysis, increased correct first-attempt task completion from 62% to 81% in the follow-up practice cohort.

• In a mentor-reviewed simulation, used skills assessments and manager interviews to identify a handoff gap in a logistics team, then applied instructional design to build role-based training with realistic dispatch cases; replaced a general presentation with practice tied to the decisions learners needed to make.
• As a second supervised exercise, evaluated learning effectiveness by comparing scenario assessments with manager-observed handoffs after training, separating attendance from demonstrated job application; identified where follow-up coaching was needed instead of declaring success from completion rates.
• Within a supervisor-assigned documentation task, maintained a learning plan linking business priorities, course owners, and scheduled manager follow-ups. kept outdated modules from being reused after the operating process changed.
• Used Skills assessments and Needs analysis to compare the source record with the proposed result; documented exceptions, the reviewer, and the acceptance decision before handoff.
• Built a fictitious employee-case set with a policy question, an incomplete record and an escalation need; defined access limits and separated evidence collection from the decision reserved for an authorized adviser.
• Prepared a manager guide with scenario-based questions and a review checklist; tested whether a reader could choose the correct next step without seeing confidential employee information.
• Owned the independent lesson trial using observable learning criteria, resolved an ambiguous instruction and completed revised practice materials after a peer walkthrough.

Relevant coursework: Financial accounting, statistics, operations management, organizational behavior

Skills assessments · Instructional design · Training · Learning effectiveness · Facilitation

• Published a personal teaching reflection using the practice observation log, explaining differentiated instructions, feedback choices and the limits of a small classroom exercise.