Also known as Development Manager, Education and Development Manager, Education Director, Learning and Development Director, Learning Manager, Staff Training and Development Manager, Training and Development Coordinator, Training and Development Director, Training Director, Training Manager
Also known as Development Manager, Education and Development Manager, Education Director
Training Managers plan, direct, or coordinate the training and development activities and staff of an organization.
Training Managers are often responsible for overseeing or executing some or all of the following tasks:
The above responsibilities are specific to Training Managers. More generally, Training Managers are involved in several broader types of activities:
The median salary for a Training Manager is $115,640, and the average salary is $125,920. Both the median and average roughly describe the middle of the Training Manager salary range, but the average is more easily affected by extremely high or low salaries.
Many Training Managers earn significantly more or less than the average, due to several factors. About 10% of Training Managers earn less than $66,270 per year, 25% earn less than $86,820, 75% earn less than $155,120, and 90% earn less than $200,210.
Between the years of 2020 and 2030, the number of Training Managers is expected to change by 10.7%, and there should be roughly 4,300 open positions for Training Managers every year.
Career interests describe a person's preferences for different types of working environments and activities. When a person's interest match the demands of an occupation, people are usually more engaged and satisfied in that role.
Compared to most occupations, those who work as a Training Manager are usually higher in their Enterprising, Social, and Conventional interests.
Training Managers typically have very strong Enterprising interests. 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.
Also, Training Managers typically have very strong Social interests. Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
Lastly, Training Managers typically have moderate Conventional interests. 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.
People differ in their values, or what is most important to them for building job satisfaction and fulfillment.
Compared to most people, those working as a Training Manager tend to value Relationships, Working Conditions, and Independence.
Most importantly, Training Managers very strongly value Relationships. Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment.
Second, Training Managers strongly value Working Conditions. Occupations that satisfy this work value offer job security and good working conditions.
Lastly, Training Managers strongly value Independence. Occupations that satisfy this work value allow employees to work on their own and make decisions.
Each occupation brings its own set of psychological demands, which describe the characteristics necessary to perform the job well.
In order to perform their job successfully, people who work as Training Managers must consistently demonstrate qualities such as integrity, leadership, and initiative.
Below, you'll find a list of qualities typically required of Training Managers, ranked by importance:
Many Training Managers will have a four-year bachelor's degree, but some do not.
Training Managers usually need several years of work-related experience, on-the-job training, and/or vocational training.
Training Managers may benefit from understanding of specialized subject areas, such as education and training, administration and management, or customer and personal service knowledge.
The list below shows several areas in which most Training Managers might want to build proficiency, ranked by importance.
Training Managers must develop a particular set of abilities to perform their job well. Abilities are individual capacities that influence a person's information processing, sensory perception, motor coordination, and physical strength or endurance. Individuals may naturally have certain abilities without explicit training, but most abilities can be sharpened somewhat through practice.
For example, Training Managers need abilities such as oral expression, oral comprehension, and speech clarity in order to perform their job at a high level. The list below shows several important abilities for Training Managers, ranked by their relative importance.
Skills are developed capacities that enable people to function effectively in real-world settings. Unlike abilities, skills are typically easier to build through practice and experience. Skills influence effectiveness in areas such as learning, working with others, design, troubleshooting, and more.
Training Managers frequently use skills like learning strategies, instructing, and coordination to perform their job effectively. The list below shows several critical skills for Training Managers, ranked by their relative importance.
The information provided on this page is adapted from data and descriptions published by the U.S. Department of Labor, Employment and Training Administration under the CC BY 4.0 license. TraitLab has modified some information for ease of use and reading, and the U.S. Department of Labor, Employment, and Training Administration has not approved, endorsed, or tested these modifications.
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