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Training and Development Managers

Plan, direct, or coordinate the training and development activities and staff of an organization.   (O'Net 11-3131.00)

 
Reported job titles:   Apprenticeship Consultant, Apprenticeship Training Representative, Development Associate, Development Coordinator, Development Manager, Director of Education, Director of Educational Services, Director of Employee Development, Director of Staff Development, E-Learning Manager, Education and Development Manager, Education and Training Manager, Employee Development Director, Employee Development Manager, Head of Training and Development, Human Resources Consultant (HR Consultant), Human Resources Trainer, Knowledge Manager, Labor Training Manager, Learning Consultant, Learning Manager, Learning Officer, Learning Specialist, Manager of Staff Training and Development, Manpower Development Specialist Manager, Organizational Development Director, Skills Trainer, Staff Development Coordinator, Training Administrator, Training and Development Coordinator, Training Consultant, Training Development Director, Training Director, Training Executive, Training Manager, Training Officer, Workforce Development Program Director
 
  • Career Video
  • Wages
  • Employment Trends
  • Industries of Employment
  • Tasks
  • Knowledge
  • Skills
  • Abilities
  • Work Activities
  • Interests
  • Work Styles
  • License Information
  • Education & Training Requirements
  • Schools
  • Other Resources
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    Career Video
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    Wages
    for Training and Development Managers
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     Location Pay
    Period
    2016
    Percentile Wages Average
    Wage
    10% 25% 50%
    Median
    75% 90%
     Vermont Hourly $ 25.94   $ 33.39   $ 39.94   $ 47.47   $ 59.37   $ 42.91  
    Yearly $53,960   $69,450   $83,070   $98,740   $123,490   $89,260  
     
     Burlington-South Burlington, VT Metropolitan NECTA Hourly $ 29.23   $ 33.88   $ 38.98   $ 48.78   $ 61.64   $ 45.20  
    Yearly $60,800   $70,480   $81,080   $101,470   $128,210   $94,010  
     
     Southern Vermont Balance of State Hourly $ 19.47   $ 36.88   $ 43.44   $ 47.63   $ 50.15   $ 41.14  
    Yearly $40,500   $76,700   $90,360   $99,080   $104,300   $85,580  
     
    What are Percentile Wages?
    source: Occupational Employment Statistics, Vermont Labor Market Information, U.S. Bureau of Labor Statistics, released April 2017.
     


    Employment Trends
    for Training and Development Managers
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    Location Employment Annual % change
    (compounded)
    Annual job openings
    (due to growth and
    net replacements)
    2014 2024
    Vermont 66 68 0.3% 2
    source: Employment Projections, Vermont Economic & Labor Market Information, in cooperation with U.S. Bureau of Labor Statistics, statewide estimates released July 2016.
     


    Industries of Employment
    for Training and Development Managers
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    Industry Percent of Total
    2014
    Management of companies and enterprises 15.7%
    Educational services; state, local, and private 10.3%
    Insurance carriers and related activities 7.1%
    Religious, grantmaking, civic, professional, and similar organizations 6.9%
    Administrative and support services 6.3%
    source: Employment Projections, U.S. Bureau of Labor Statistics, National Employment Matrix, released July 2016.
     


    Tasks
    for Training and Development Managers
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  • Prepare training budget for department or organization.
     
  • Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
     
  • Analyze training needs to develop new training programs or modify and improve existing programs.
     
  • Conduct or arrange for ongoing technical training and personal development classes for staff members.
     
  • 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.
     
  • Conduct orientation sessions and arrange on-the-job training for new hires.
     
  • Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
     
  • Train instructors and supervisors in techniques and skills for training and dealing with employees.
     
  • Develop and organize training manuals, multimedia visual aids, and other educational materials.
     
  • Develop testing and evaluation procedures.
     
    source: Occupational Information Network: Training and Development Managers  updated June 2008
     


    Knowledge
    for Training and Development Managers
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  • Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
     
  • English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
     
  • Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
     
  • Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
     
  • Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
     
  • Psychology - Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
     
  • Clerical - Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
     
  • Communications and Media - Knowledge of media production, communication, and dissemination techniques and methods. This includes alternative ways to inform and entertain via written, oral, and visual media.
     
  • Computers and Electronics - Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming.
     
  • Economics and Accounting - Knowledge of economic and accounting principles and practices, the financial markets, banking and the analysis and reporting of financial data.
     
    source: Occupational Information Network: Training and Development Managers  updated June 2008
     


    Skills
    for Training and Development Managers
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  • Learning Strategies - Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
     
  • Speaking - Talking to others to convey information effectively.
     
  • Instructing - Teaching others how to do something.
     
  • Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
     
  • Coordination - Adjusting actions in relation to others' actions.
     
  • Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
     
  • Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
     
  • Management of Personnel Resources - Motivating, developing, and directing people as they work, identifying the best people for the job.
     
  • Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
     
  • Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
     
    source: Occupational Information Network: Training and Development Managers  updated June 2010
     


    Abilities
    for Training and Development Managers
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  • Oral Expression - The ability to communicate information and ideas in speaking so others will understand.
     
  • Speech Clarity - The ability to speak clearly so others can understand you.
     
  • Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
     
  • Written Comprehension - The ability to read and understand information and ideas presented in writing.
     
  • Written Expression - The ability to communicate information and ideas in writing so others will understand.
     
  • Deductive Reasoning - The ability to apply general rules to specific problems to produce answers that make sense.
     
  • Speech Recognition - The ability to identify and understand the speech of another person.
     
  • Fluency of Ideas - The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).
     
  • Inductive Reasoning - The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
     
  • Originality - The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.
     
    source: Occupational Information Network: Training and Development Managers  updated June 2008
     


    Work Activities
    for Training and Development Managers
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  • Training and Teaching Others - Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.
     
  • Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
     
  • Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time.
     
  • Organizing, Planning, and Prioritizing Work - Developing specific goals and plans to prioritize, organize, and accomplish your work.
     
  • Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources.
     
  • Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems.
     
  • Coaching and Developing Others - Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
     
  • Thinking Creatively - Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
     
  • Updating and Using Relevant Knowledge - Keeping up-to-date technically and applying new knowledge to your job.
     
  • Communicating with Persons Outside Organization - Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
     
    source: Occupational Information Network: Training and Development Managers  updated June 2008
     


    Interests
    for Training and Development Managers
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  • Enterprising - Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
     
  • Social - Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
     
  • Conventional - Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
     
    source: Occupational Information Network: Training and Development Managers  updated June 2008
     


    Work Styles
    for Training and Development Managers
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  • Initiative - Job requires a willingness to take on responsibilities and challenges.
     
  • Leadership - Job requires a willingness to lead, take charge, and offer opinions and direction.
     
  • Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations.
     
  • Adaptability/Flexibility - Job requires being open to change (positive or negative) and to considerable variety in the workplace.
     
  • Attention to Detail - Job requires being careful about detail and thorough in completing work tasks.
     
  • Cooperation - Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
     
  • Integrity - Job requires being honest and ethical.
     
  • Innovation - Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
     
  • Self Control - Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
     
  • Stress Tolerance - Job requires accepting criticism and dealing calmly and effectively with high stress situations.
     
    source: Occupational Information Network: Training and Development Managers  updated June 2008
     


    State of Vermont License Information
    that may be required for Training and Development Managers
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    No state licenses listed for this occupation.
     


    Education and Training Requirements
    for Training and Development Managers
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  • Job Zone Four: Considerable Preparation Needed
  •  
  • Education: Most of these occupations require a four-year bachelor's degree, but some do not.
  •  
  • Training: Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
  •  
  • Experience: A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
  •  
    source: Occupational Information Network: Training and Development Managers  updated June 2008
     


    Schools
    offering instructional programs related to Training and Development Managers
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      Related Instructional Programs
     
    • Human Resources Management/Personnel Administration, General.
     
     Search for schools offering these programs at
     
     
     
    source: National Center for Education Statistics 2000 Classification of Instructional Programs .
     


    Other Resources
    for Training and Development Managers
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  • Labor Exchange Information
  • A source for occupational characteristics, such as age, gender, race, and years of education and an alternative source for occupational wage rates. Limited to people looking for jobs and the jobs advertised through VDOL Vermont Job Link.
  • Look for statewide information over the latest 12 months for Training and Development Managers.
  •  
  • Occupational Outlook Handbook
  • The Occupational Outlook Handbook is a nationally recognized source of career information, designed to provide valuable assistance to individuals making decisions about their future work lives. Revised every two years, the Handbook describes what workers do on the job, working conditions, the training and education needed, earnings, and expected job prospects in a wide range of occupations.
    Go to Occupational Outlook Handbook
    Handbook occupations related to Training and Development Managers :
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    source: Occupational Information Network: Training and Development Managers 
     

     
     
     
    Vermont.gov State of Vermont Department of Labor