Training and Development Managers

Plan, direct, or coordinate the training and development activities and staff of an organization.

Most important skills

Learning Strategies
Reading Comprehension
Active Listening
Speaking
Instructing
Writing
Monitoring
Social Perceptiveness

Key knowledge

Education and Training
English Language
Administration and Management
Personnel and Human Resources
Customer and Personal Service
Communications and Media
Psychology
Computers and Electronics

What the work involves

Conduct orientation sessions and arrange on-the-job training for new hires.
Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
Develop testing and evaluation procedures.
Conduct or arrange for ongoing technical training and personal development classes for staff members.
Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
Develop and organize training manuals, multimedia visual aids, and other educational materials.
Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
Analyze training needs to develop new training programs or modify and improve existing programs.

Strongest interest areas (O*NET): Enterprising, Social, Conventional.

Qualifications and licensing

Most common education: Bachelor's Degree (71.4% of respondents)
Related experience: Over 4 years, up to and including 6 years (50%)
On-the-job training: Anything beyond short demonstration, up to and including 1 month (28.6%)
Preparation level: O*NET job zone 4: Job Zone Four: Considerable Preparation Needed
Licensing: Not yet verified. Check your state licensing board.

Check before planning

Licensing for Training and Development Managers is not yet verified for any state: check the state licensing board before planning.

Limits

Distributions show what current workers or occupational experts report, not legal minimums.
Requirements vary by employer and state; time to qualify is not estimated.

Source: O*NET 31.0 Database (USDOL/ETA, CC BY 4.0); BLS Employment Projections · dataset 2026.10.8 · method e3-qualification-1.0.0

Work environment

How the typical conditions of this occupation compare with 911 occupations in O*NET (very low = the lowest fifth).

Levels are relative. Most occupations involve a lot of contact with people, for example, so “very low” can still mean regular contact; the last column shows what workers actually reported.

Rankings compare typical U.S. occupation-level work conditions; individual jobs and employers vary. Data: O*NET 31.0 Work Context and BLS wages (May 2025).
Condition	Level	Compared with other occupations	Most common answer (O*NET survey)
Contact with others	Moderate	Higher on contact with others than 59% of occupations compared	57% of surveyed respondents chose “Constant contact with others”
Dealing with the public	Very low	Lower on dealing with the public than 89% of occupations compared	36% of surveyed respondents chose “Not important at all”
Teamwork	Very high	Higher on teamwork than 99% of occupations compared	96% of surveyed respondents chose “Extremely important”
Freedom to make decisions	High	Higher on freedom to make decisions than 71% of occupations compared	54% of surveyed respondents chose “Some freedom”
Time pressure	Low	Lower on time pressure than 68% of occupations compared	61% of surveyed respondents chose “Once a week or more but not every day”
Conflict situations	Moderate	Higher on conflict situations than 51% of occupations compared	39% of surveyed respondents chose “Once a month or more but not every week”
Dealing with unpleasant or angry people	Low	Lower on dealing with unpleasant or angry people than 67% of occupations compared	50% of surveyed respondents chose “Once a year or more but not every month”
Consequence of error	Very low	Lower on consequence of error than 98% of occupations compared	54% of surveyed respondents chose “Not serious at all”

Work-pressure profile

Time pressure: low
Conflict situations: moderate
Dealing with unpleasant or angry people: low
Consequence of error: very low

Each part is shown on its own. There is no combined stress score, and conditions vary by employer and role.

Full answer distributions