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Career profile Training Manager

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

Training Manager

Also known as Development Manager, Education and Development Manager, Education Director

Interests Profile
  • Enterprising
  • Social
  • Conventional
Pay Range
$66,270 - $200,210 (annual)
Required Skills
  • Learning Strategies
  • Instructing
  • Reading Comprehension
Knowledge Areas
  • Education and Training
  • Administration and Management
  • Customer and Personal Service
Core tasks
  • Analyze training needs to develop new training programs or modify and improve existing programs.
  • Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
  • 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.
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What does a Training Manager do?

Training Managers plan, direct, or coordinate the training and development activities and staff of an organization.

What kind of tasks does a Training Manager perform regularly?

Training Managers are often responsible for overseeing or executing some or all of the following tasks:

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

The above responsibilities are specific to Training Managers. More generally, Training Managers are involved in several broader types of activities:

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.
Getting Information
Observing, receiving, and otherwise obtaining information from all relevant sources.
Coaching and Developing Others
Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.

What is a Training Manager salary?

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.

Median annual salary
$115,640
Typical salary range
$66,270 - $200,210
Projected growth (2020 - 2030)
10.7%

What personality traits are common among Training Managers?

Interests

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.

Values

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 Achievement.

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 Achievement. Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment.

Psychological Demands

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:

Integrity
Job requires being honest and ethical.
Leadership
Job requires a willingness to lead, take charge, and offer opinions and direction.
Initiative
Job requires a willingness to take on responsibilities and challenges.
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.

What education and training do Training Managers need?

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.

Educational degrees among Training Managers

  • 1.0% did not complete high school or secondary school
  • 7.2% completed high school or secondary school
  • 15.3% completed some college coursework
  • 7.2% earned a Associate's degree
  • 39.8% earned a Bachelor's degree
  • 25.3% earned a Master's degree
  • 4.3% earned a doctorate or professional degree

Knowledge and expertise required by Training Managers

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.

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.
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.

Important Abilities needed by Training Managers

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 written comprehension 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.

Oral Expression
The ability to communicate information and ideas in speaking so others will understand.
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.
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).

Critical Skills needed by Training Managers

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 reading comprehension to perform their job effectively. The list below shows several critical skills for Training Managers, ranked by their relative importance.

Learning Strategies
Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
Instructing
Teaching others how to do something.
Reading Comprehension
Understanding written sentences and paragraphs in work-related documents.
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.
Speaking
Talking to others to convey information effectively.

What is the source of this information?

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.

If you have any questions or suggestions about this information, please send a message.