What They Do: Training and development managers oversee staff and plan and coordinate programs to enhance the knowledge and skills of an organization’s employees.
Work Environment: Training and development managers work in nearly every industry. They typically work full time in offices and spend much of their time working with people.
How to Become One: Most candidates need a combination of education and related work experience to become a training and development manager.
Salary: The median annual wage for training and development managers is $120,130.
Job Outlook: Employment of training and development managers is projected to grow 7 percent over the next ten years, about as fast the average for all occupations.
Related Careers: Compare the job duties, education, job growth, and pay of training and development managers with similar occupations.
Training and development managers oversee staff and plan, direct, and coordinate programs to enhance the knowledge and skills of an organization's employees.
Training and development managers typically do the following:
Training and development managers oversee training programs, staff, and budgets. They are responsible for creating or selecting course content and materials for training programs. Training may be in the form of a video, self-guided instructional manual, or online application and delivered in-person or 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—may also conduct training courses.
Training and development managers often confer with managers of other departments to identify 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 38,100 jobs. The largest employers of training and development managers are as follows:
| Professional, scientific, and technical services | 14% |
| Management of companies and enterprises | 13% |
| Educational services; state, local, and private | 11% |
| Finance and insurance | 10% |
| Healthcare and social assistance | 9% |
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. Some work more than 40 hours per week.
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Most 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. Although training and development managers come from a variety of educational backgrounds, it is most common for these workers to have bachelor's degree in human resources, business administration, education, or a related field.
Some 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 may also benefit from studying instructional design, behavioral psychology, or educational psychology.
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 required to be certified, certification can show professional expertise and credibility. Some 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 the International Society for Performance Improvement, specialize in training and development and offer certification programs. The Society for Human Resource Management offers general human resources certification.
Business skills. Training and development managers must understand business operations in order to match training to the business's strategic goals. They also need to be able to plan and adhere to budgets.
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.
Collaboration skills. Training and development managers need strong interpersonal skills because delivering training programs requires working in concert with staff, trainees, subject matter experts, and the organization's leaders. They also accomplish much of their work through teams.
Instructional skills. Training and development managers need to understand the fundamentals of teaching and lesson planning. In addition to developing training, they may lead courses or seminars.
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 $120,130. 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 $64,370, and the highest 10 percent earned more than $207,420.
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 | $132,020 |
| Management of companies and enterprises | $127,020 |
| Finance and insurance | $119,400 |
| Healthcare and social assistance | $100,720 |
| Educational services; state, local, and private | $99,660 |
Most training and development managers work full time during regular business hours. Some 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 the average for all occupations.
About 3,700 openings for training and development managers are projected each year, on average, over the decade. Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.
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 decade, particularly for organizations with remote workers. Organizations use social media, visual simulations, mobile learning, and social networks in their training programs. Training and development managers need to continue modifying training programs, allocating budgets, and integrating these features into training programs and curriculums.
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.
| Occupational Title | Employment, 2021 | Projected Employment, 2031 | Change, 2021-31 | |
|---|---|---|---|---|
| Percent | Numeric | |||
| Training and development managers | 38,100 | 40,900 | 7 | 2,900 |
For more information about training and development managers, including certification, visit
Association for Talent Development
International Society for Performance Improvement
For information about human resources management careers and certification, visit
A portion of the information on this page is used by permission of the U.S. Department of Labor.