Argue,

If you have been with this company just two weeks and are already feeling betrayed by this same company and/or those who spent three months interviewing candidates for your position, do you really think things will get better? Apparently they have you doing an entirely different job than you had envisioned - and it is still a long time between now and the end of the year for you to have to wait for them to get their act together. Sounds like they really want you to be a trainer rather than a training manager who overhauls their current training quagmire. The very fact that they have not provided any training for you says something.

A lot of things just don't add up here. One is the fact that the company employees are young and not interested in training. Usually they are the ones who demand ongoing learning opportunities. Two, the fact that there is no reporting structure as well as no visible support for your ideas. Both of these make me think this company does not have good management, and that the other employees there may be discouraged already too, hence their lack of interest in learning. If you don't have someone fairly influencial in the company going to bat for you and the training/learning that you want to implement, that's bad news if you hope to accomplish anything.

And this statement,

"At the end of the day the requirements here are the same as any other company:
Creation of materials.
Hiring the right employees, and setting them up for success,"

may reflect what the "requirements" are (whether yours or what the company says they want), but it doesn't jive with the real situation you are in. Seems to me they don't value these things. They don't value hiring the right employees if they hired a capable training manager yet have that person doing training almost full time. And it certainly looks like they are not setting you up for success.

Without more specifics like LoveLearning suggests to help better address your concerns, it seems that you are fighting an uphill battle. You should be very careful to not get discouraged yourself. It would probably be a good idea to start hunting for the job you want, and not get too mired down in this current situation. There are better jobs out there for people like you!

quote:

Creation of materials.

...I see no mention of the analysis of the business and design and development of learning.

I cannot help you if you equate training with "creation of materials."

Been here, and I don't envy your position.

The three month interview process may have been in a slightly different business mode than you currently operate. Rules/priorities might have changed (i.e. economic change may be forcing some ST focus to address urgent current issues).

Trying to be constructive here, with advice that may help redefine your situation (or at least determine if it is circling the drain):

Clarify ST and LT priorities of execs, and solve them. Truly, the best way to get what you want is to take some of the big worries off their plate- get seen as a trusted partner and not a trainer/order taker. Chalk up that "W", and fast.

Work smarter, not harder (not meant to be an insult) - flying to train folks on proprietary software- I imagine a good deal of that training might be delivered in a more cost effective manner (i.e. manuals or available e-sources that work as reference materials when a trainer is not around). At the very least, you might be able to use live instruction time more effectively by pushing some of the info delivery or "referenceware" to another format. If at all possible, budget out what this would take (and it's effectiveness) vs what it costs currently- the ROI case would probably be too compelling for an executive to pass up.

Get creative with Web2.0 and support- just like you are asking your colleagues for assistance here, you can employ similar techniques to generate materials and support in your organization (of course, checks and controls are the key issues to consider given your company's culture).

Finally, have a frank, open discussion with those who brought you on and what was "sold" to you, what you were prepared to deliver and ask if things have changed, why, and what the anticipated timeline is.

As I noted, I was in a VERY similar situation, and once I understood my new landscape, I could determine how to contribute to be more effetive as well as how long it would last (in my case, I was willing to stick it out- just be honest with your assessment).

Hope this helps, but if you want to talk more specifics, feel free to reach out. I wish you well in resolving this.