Training and development managers plan, coordinate, and direct skills- and knowledge-enhancement programs for an organization’s staff.

Duties

Training and development managers typically do the following:

  • Oversee training and development staff
  • Assess employees’ needs for training
  • Align training with the organization’s goals
  • Create and manage training budgets
  • Develop and implement training programs
  • Review and select training materials from a variety of vendors
  • Update training programs to ensure that they are relevant
  • Teach training methods and skills to instructors and supervisors
  • Evaluate the effectiveness of training programs and instructors

Training and development managers oversee training programs, staff, and budgets. They are responsible for creating or selecting course content and materials for training programs. Training may be in the form of a video, self-guided instructional manual, or online application and delivered in person or through a computer or other hand-held electronic device. Training also may be collaborative, with employees informally connecting with experts, mentors, and colleagues, often through social media or other online medium. Managers must ensure that training methods, content, software, systems, and equipment are appropriate.

Training and development managers typically supervise a staff of training and development specialists, such as instructional designers, program developers, and instructors. Managers teach training methods to specialists who, in turn, instruct the organization’s employees—both new and experienced. Managers direct the daily activities of specialists and evaluate their effectiveness. Although training and development managers primarily oversee specialists and program operations, some also conduct training courses.

Training and development managers often confer with managers of other departments to identify training needs. They may work with top executives and financial managers to identify and match training priorities with overall business goals. They may also prepare training budgets and ensure that expenses stay within budget.

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Work Environment

Training and development managers held about 37,800 jobs in 2018. The largest employers of training and development managers were as follows:

Professional, scientific, and technical services                               15%
Management of companies and enterprises 14
Educational services; state, local, and private 11
Healthcare and social assistance 10
Finance and insurance 10

Training and development managers typically work in offices. Some travel between a main office and regional offices or training facilities. They spend much of their time working with people and overseeing training activities.

Work Schedules

Most training and development managers work full time during regular business hours. Some work more than 40 hours per week.

Education and Training

Candidates typically need a combination of education and related work experience to become a training and development manager. Although many positions require a bachelor’s degree, some jobs require a master’s degree.

Education

Many positions require training and development managers to have a bachelor’s degree, but some jobs require a master’s degree. Although training and development managers come from a variety of educational backgrounds, these workers commonly have a bachelor’s degree in business administration, education, or a related field.

Some employers prefer or require training and development managers to have a master’s degree with a concentration in training and development, human resources management, organizational development, or business administration.

Training and development managers may also benefit from studying instructional design, behavioral psychology, or educational psychology.

Work Experience in a Related Occupation

Related work experience is essential for training and development managers. Many positions require work experience in management, teaching, or training and development or another human resources field. For example, some training and development managers start out as training and development specialists. Some employers also prefer experience in the industry in which the company operates.

Licenses, Certifications, and Registrations

Although it is not required for training and development managers, certification may show professional expertise. Some employers prefer to hire candidates who have certification, and some positions require it.

Many professional associations for human resources professionals offer classes to enhance the skills of their members. Some associations, including the Association for Talent Development and the International Society for Performance Improvement, specialize in training and development and offer certification programs. The Society for Human Resource Management offers general human resources certification.

Personality and Interests

Training and development managers typically have an interest in the Helping and Persuading interest areas, according to the Holland Code framework. The Helping interest area indicates a focus on assisting, serving, counseling, or teaching other people. The Persuading interest area indicates a focus on influencing, motivating, and selling to other people.

If you are not sure whether you have a Helping or Persuading interest which might fit with a career as a training and development manager, you can take a career test to measure your interests.

Training and development managers should also possess the following specific qualities:

Communication skills. Communication skills are essential for training and development managers because they often give presentations. Workers must communicate information clearly and facilitate learning by diverse audiences. They also must be able to effectively convey instructions to their staff.

Critical-thinking skills. Training and development managers use critical-thinking skills when assessing classes, materials, and programs. They must identify the training needs of an organization and recognize where changes and improvements can be made.

Decision-making skills. Training and development managers must decide the best training programs to meet the needs of the organization. For example, they must review available training methods and materials and choose those that best fit each program.

Interpersonal skills. Training and development managers need strong interpersonal skills because delivering training programs requires collaborating with staff, trainees, subject matter experts, and the organization’s leaders. They also accomplish much of their work through teams.

Leadership skills. Leadership skills are important for training and development managers, who are often in charge of a staff and are responsible for many programs. Managers must be able to organize, motivate, and instruct those working under them.

Pay

The median annual wage for training and development managers was $113,350 in May 2019. The median wage is the wage at which half the workers in an occupation earned more than that amount and half earned less. The lowest 10 percent earned less than $64,720, and the highest 10 percent earned more than $196,070.

In May 2019, the median annual wages for training and development managers in the top industries in which they worked were as follows:

Professional, scientific, and technical services                          $132,590
Management of companies and enterprises 122,610
Finance and insurance 119,690
Educational services; state, local, and private 101,790
Healthcare and social assistance 98,020

Most training and development managers work full time during regular business hours. Some work more than 40 hours per week.

Job Outlook

Employment of training and development managers is projected to grow 8 percent from 2018 to 2028, faster than the average for all occupations. In many occupations, employees are required to take continuing education and skill development courses throughout their careers, creating demand for workers who develop and provide training materials.

Innovations in training methods and learning technology are expected to continue throughout the decade, particularly for organizations with remote workers. Organizations use social media, visual simulations, mobile learning, and social networks in their training programs. Training and development managers need to continue modifying training programs, allocating budgets, and integrating these features into training programs and curriculums.

In addition, as companies seek to reduce costs, training and development managers may be required to structure programs to enlist available experts, take advantage of existing resources, and facilitate positive relationships among staff. Training and development managers may use informal collaborative learning and social media to engage and train employees in the most cost-effective way.

Job Prospects

About 3,800 openings for training and development managers are projected each year, on average, over the decade.

Many of those openings are expected to result from the need to replace workers who exit the labor force, such as to retire, and from the need to replace workers who transfer to different occupations. Overall, job prospects should be favorable due to the continuing need for workplace training and education.

For More Information

For more information about training and development managers, including certification, visit

Association for Talent Development

International Society for Performance Improvement

For information about human resources management careers and certification, visit

Society for Human Resource Management

CareerOneStop

For a career video on training and development managers, visit

Training and development managers

 

FAQ

Where does this information come from?

The career information above is taken from the Bureau of Labor Statistics Occupational Outlook Handbook. This excellent resource for occupational data is published by the U.S. Department of Labor every two years. Truity periodically updates our site with information from the BLS database.

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