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) 685
10 Year Expected Percentage Change (2016-2026) %

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
Attention to Detail
Decision-making
Organization
Creativity
Leadership
Information Gathering
Oral Communication
Integrity
Professionalism
Written Communication
Resource Allocation
Teamwork
Problem-solving

Top Job Duties and Responsibilities

Training and Teaching Others

Identify individual or group learning strategies
Maintain knowledge of formal and informal learning activities
Develop integrated learning environments
Coordinate educational events
Develop lesson, course, or training objectives
Coordinate instructional outcomes
Develop teaching aids
Coordinate employee continuing education programs
Develop training programs
Establish educational, instructional, or training policies, procedures, or standards
Develop training evaluation procedures
Monitor employee learning or development progress
Organize training procedure manuals
Prepare audio-visual teaching aids
Develop instructional materials
Develop training materials
Develop employee orientation materials
Conduct opinion surveys or needs assessments
Perform needs assessment
Identify training needs
Orient new employees
Teach training techniques
Train personnel on managerial topics
Train others on equipment associated with diverse vocational, occupational, or work related interests

Judging the Qualities of Things, Services, or People

Evaluate company recruiting needs
Identify employee learning needs
Evaluate applicant, staff, or individual skill levels
Evaluate employee performance
Evaluate technology and communication infrastructure
Forecast consumer behavior
Evaluate equity and debt financing options
Evaluate capital projects
Evaluate training programs, materials, or instructors
Develop procedures to evaluate organizational activities
Evaluate program effectiveness

Thinking Creatively

Design talent readiness or succession plans
Integrate job classification structure into human resource management systems
Develop staff policies
Develop job evaluation programs
Develop business, financial, or operational policies, procedures, or standards
Design tools to facilitate employee development
Develop employee handbook
Develop evaluation instrument or objectives
Establish employee performance standards
Design human resource management performance metrics


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
Organizational Development
Instructional Design
Onboarding
Change Management
Succession Planning
Strategic Planning
Needs Assessment
New Hire Orientation
Business Strategy



Department of Workforce Development Resources