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Ensure scheduling based on business needs • Review profit and loss statements. Determine areas of opportunity to improve and maximize bottom line
All our District Managers, Regional
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Accountable for meeting annual growth development goals and revenue targets • Lead the development effort for selected technologies within
Training and development managers plan, direct, and coordinate programs to enhance the knowledge and skills of an organization’s employees. They also oversee a staff of training and development specialists.
Training and development managers typically do the following:
Companies want to promote a more productive and knowledgeable workforce to stay competitive in business. Providing opportunity for development is a selling point for recruiting high-quality employees, and it helps retain employees who can contribute to business growth. Training and development managers work to align training and development with an organization’s goals.
Training and development managers oversee training programs, staff, and budgets. They are responsible for organizing training programs, including creating or selecting course content and materials. Training often takes place in classrooms or training facilities. Increasingly, training is in the form of a video, self-guided instructional manual, or online application and delivered through a computer, tablet, or other hand-held electronic device. Training may also be collaborative, with employees informally connecting with experts, mentors, and colleagues, often through social media or other online mediums. Managers must ensure that training methods, content, software, systems, and equipment are appropriate and meaningful.
Training and development managers typically supervise a staff of training and development specialists, such as instructional designers, program developers, and instructors. Managers teach training methods to specialists who, in turn, instruct the organization’s employees—both new and experienced. Managers direct the daily activities of specialists and evaluate their effectiveness. Although most managers primarily oversee specialists and training and development program operations, some—particularly those in smaller companies—also may conduct training courses.
To enhance employees’ skills and an organization’s overall quality of work, training and development managers often confer with managers of each department to identify its training needs. They may work with top executives and financial officers to identify and match training priorities with overall business goals. They also prepare training budgets and ensure that expenses stay within budget.
Training and development managers hold about 32,900 jobs. The industries that employ the most training and development managers are as follows:
|Management of companies and enterprises||16%|
|Finance and insurance||12|
|Professional, scientific, and technical services||12|
|Educational services; state, local, and private||10|
|Healthcare and social assistance||8|
Training and development managers typically work in offices. Some travel between a main office and regional offices or training facilities. They spend much of their time working with people and overseeing training activities.
Most training and development managers work full time during regular business hours. However, training and development managers do work overtime more than the average worker; about half work more than 40 hours per week.
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Candidates need a combination of education and related work experience to become a training and development manager. Although training and development managers need a bachelor’s degree for many positions, some jobs require a master’s degree.
Training and development managers need a bachelor’s degree for many positions, and some jobs require a master’s degree. They can have a variety of educational backgrounds, but they often have a bachelor’s degree in human resources, business administration, or a related field.
Many employers prefer or require training and development managers to have a master’s degree, usually with a concentration in training and development, human resources management, organizational development, or business administration.
Training and development managers also may benefit from studying instructional design, behavioral psychology, or educational psychology. In addition, as technology continues to play a larger role in training and development, a growing number of organizations seek candidates who have a background in information technology or computer science.
Related work experience is essential for training and development managers. Many positions require work experience in training and development or another human resources field, management, or teaching. For example, many training and development managers start out as training and development specialists. Some employers also prefer experience in the industry in which the company operates. Increasingly, employers are looking for workers with experience in information technology as organizations introduce more e-learning and technology-based tools.
Although training and development managers are not legally required to be certified, certification can show professional expertise and credibility. Many employers prefer to hire certified candidates, and some positions may require certification.
Many professional associations for human resources professionals offer classes to enhance the skills of their members. Some associations, including the Association for Talent Development and International Society for Performance Improvement, specialize in training and development and offer certification programs.
Communication skills. Training and development managers must clearly communicate information and facilitate learning by diverse audiences. They also must be able to effectively convey instructions to their staff.
Critical-thinking skills. Training and development managers use critical-thinking skills when assessing classes, materials, and programs. They must identify the training needs of an organization and recognize where changes and improvements can be made.
Decisionmaking skills. Training and development managers must select or create the best training programs to meet the needs of the organization. For example, they must review available training methods and materials and choose those that best fit each program.
Interpersonal skills. Training and development managers need strong interpersonal skills because delivering training programs requires collaborating with staff, trainees, subject matter experts, and the organization’s leaders. They also accomplish much of their work through teams.
Leadership skills. Managers are often in charge of a staff and are responsible for many programs. They must be able to organize, motivate, and instruct those working under them.
The median annual wage for training and development managers is $102,640. The median wage is the wage at which half the workers in an occupation earned more than that amount and half earned less. The lowest 10 percent earned less than $55,850, and the highest 10 percent earned more than $180,360.
The median annual wages for training and development managers in the top industries in which they work are as follows:
|Professional, scientific, and technical services||$113,680|
|Management of companies and enterprises||110,140|
|Finance and insurance||104,710|
|Healthcare and social assistance||97,470|
|Educational services; state, local, and private||96,760|
Most training and development managers work full time during regular business hours, and some must travel for work. However, training and development managers work more overtime hours than the average worker; about half work more than 40 hours per week.
Employment of training and development managers is projected to grow 7 percent over the next ten years, about as fast as the average for all occupations. In many occupations, employees are required to take continuing education and skill development courses throughout their careers, creating demand for workers who develop and provide training materials.
Innovations in training methods and learning technology are expected to continue throughout the next decade, particularly for organizations with remote workers. Organizations increasingly use social media, visual simulations, mobile learning, and social networks in their training programs. As social media and collaborative learning become more common, training and development managers will need to modify training programs, allocate budgets, and integrate these features into training programs and curricula.
In addition, as companies seek to reduce costs, training and development managers may be required to structure programs to enlist available experts, take advantage of existing resources, and facilitate positive relationships among staff. Training and development managers may use informal collaborative learning and social media to engage and train employees in the most cost effective way.
Overall, job prospects should be very good, particularly in industries with a lot of regulation, like finance and insurance. Job openings will stem from the need to replace workers who retire or otherwise leave the occupation.
|Occupational Title||Employment, 2014||Projected Employment, 2024||Change, 2014-24|
|Training and development managers||32,900||35,200||7||2,300|