Training and Development Managers:

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

Also includes




About the Job


Indiana Average Salary $85,370.00
Average Time to Fill 55 days
Typical Education Associate's degree
Typical Experience Over 2 years, up to and including 4 years
10 Year Projected Openings (2016-2026) 819
10 Year Expected Percentage Change (2016-2026) 11.93 %

For more information on the new projection methodology, visit Hoosiers by the Numbers .

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Skills Profile



Essential (Soft) Skills

Essential Skills to Employers

Critical Thinking
Decision-making
Attention to Detail
Integrity
Oral Communication
Leadership
Information Gathering
Resource Allocation
Creativity
Professionalism
Organization
Written Communication
Problem-solving
Conflict Management
Customer Service
Teamwork
Initiative
Technology and Tool Usage
Work Ethic

Top Job Duties and Responsibilities

Training and Teaching Others

Develop lesson, course, or training objectives
Coordinate instructional outcomes
Develop training evaluation procedures
Coordinate employee continuing education programs
Identify individual or group learning strategies
Establish educational, instructional, or training policies, procedures, or standards
Develop teaching aids
Develop training programs
Develop training materials
Develop educational and instructional programs
Organize training procedure manuals
Coordinate educational events
Develop instructional materials
Develop employee orientation materials
Select method of instruction
Select teaching materials
Develop integrated learning environments
Orient new employees
Train personnel on managerial topics
Maintain knowledge of formal and informal learning activities
Adapt course of study to meet student needs
Prepare audio-visual teaching aids
Prepare educational or training related reports or presentations
Prepare human resources related reports or presentations
Monitor employee learning or development progress
Teach training techniques
Organize educational material or ideas
Identify training needs
Facilitate educational, training, or developmental program workshops
Prepare managerial or supervisory reports or presentations
Perform needs assessment
Plan educational or learning activities
Develop educational assessment materials
Modify teaching methods or materials to accommodate student needs
Prepare instruction manuals
Train sales personnel
Coordinate educational content
Create learning materials with technology-based delivery systems
Determine student learning levels
Evaluate students for needs, skills, or educational potential
Train personnel involved in business operations or analytics
Conduct opinion surveys or needs assessments
Train others on equipment associated with diverse vocational, occupational, or work related interests
Develop educational presentations
Organize informational materials
Update educational curriculum
Evaluate student performance
Train others in the use of human resources related equipment or tools
Train food preparation or food service personnel
Prepare sales or marketing based reports or presentations
Train others in the use of sales related equipment
Teach work-related or interest-based courses
Provide legal, regulatory, or organizational compliance training
Manage decorum in meetings or group sessions
Train others in the use of food preparation or services related equipment
Teach others to use technology or equipment

Thinking Creatively

Develop staff policies
Integrate job classification structure into human resource management systems
Design talent readiness or succession plans
Develop employee handbook
Develop evaluation instrument or objectives
Design tools to facilitate employee development
Develop business, financial, or operational policies, procedures, or standards
Develop business or organizational policies, programs, or standards
Establish recruiting procedures
Establish employee performance standards
Establish operational policies
Design human resource management performance metrics
Develop job evaluation programs
Develop advertising or marketing policies, procedures, or standards
Develop management control systems
Develop compensation plan
Develop purchasing policies or procedures
Develop operational policies, procedures, or standards
Establish business management methods
Design human resource management systems
Establish advertising, sales, or marketing related performance metrics
Establish business operations or analysis related performance metrics
Develop sales presentations

Judging the Qualities of Things, Services, or People

Evaluate employee performance
Identify employee learning needs
Evaluate information from employment interviews
Evaluate applicant, staff, or individual skill levels
Evaluate training programs, materials, or instructors
Evaluate contract personnel performance
Evaluate personnel policies, practices, or benefits
Evaluate company recruiting needs
Evaluate program effectiveness
Evaluate educational outcomes
Evaluate applicant qualifications for employment
Evaluate instructional or educational programs
Evaluate advertising promotions
Evaluate capabilities or training needs
Conduct progress and production reviews
Evaluate applicant eligibility for employment
Investigate personal characteristics, character, or activities of individuals
Evaluate ability of applicant
Develop procedures to evaluate organizational activities
Evaluate business or management strategies
Evaluate office operations
Evaluate applicant qualifications for licensure
Judge quality of facilities or service
Evaluate instructional curricula
Evaluate technology and communication infrastructure
Evaluate instructional material
Evaluate quality of food, food ingredients, or beverages

Making Decisions and Solving Problems

Implement company or staff policies
Align employee career motives to job performance objectives
Develop personnel performance objectives
Recommend personnel actions such as promotions, transfers, and dismissals
Terminate employment of employees or contractors
Discharge workers using employee dismissal guidelines
Terminate relationship with clients or vendors
Implement employee compensation and benefit plans
Design compensation models
Execute employee bargaining agreements
Implement employee bargaining agreements
Develop wage systems for workers
Conduct job analysis
Administer compensation or benefits programs
Approve expenditures
Approve changes to business processes
Establish project teams
Implement organizational process or policy changes
Administer standardized or state-mandated assessments
Edit written materials or content
Follow recipe instructions
Determine administrative policies or standards


Real-Time Job Posting Statistics


Booster Skills & Certifications

Job Seekers possessing booster skills & certifications, such as those listed below, added to core skills are more marketable, harder to find and expensive to hire.

Hard to Fill: Employers find positions requiring these skills to be hard to fill. These skills and certifications make a job seeker more in demand because the skills are not widely available.

Expensive to Fill: Employers find positions requiring these skills to be expensive to fill. Job seekers with these skills and certifications are likely to earn more money.

Skill or Certification Certi - fication Hard to Fill Expensive to Fill
Succession Planning
Instructional Design
Change Management
Curriculum Development
Organizational Analysis
Business Planning
Workforce Planning



Department of Workforce Development Resources