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Training and Development Managers

SOC 11-3131.00Job Zone 4 · Considerable Preparationv.26.05

Context coveredThis framework covers Training and Development Managers operating in corporate, government, and institutional settings—from entry-level program support through executive leadership of enterprise-wide learning and development functions.

Sources:O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.SkillsCrosswalkSkillsCrosswalk — O*NET enrichment + adjacency index. Opens in new tab.
Emerging
Entry / Apprentice
  1. Training needs data — collect and compile under supervisor guidance using structured surveys and intake forms within a department or business unit.
  2. Existing training manuals and educational materials — review and flag outdated content for revision under the direction of a senior training manager.
  3. Orientation sessions for new hires — assist in facilitating and coordinating logistics within an HR or L&D department setting.
  4. Computer-based training software and presentation tools — operate and prepare basic course content under direct supervision in a corporate training environment.
  5. Instructor and participant feedback forms — distribute, gather, and summarize responses following scheduled training events.
  6. Training program schedules and calendars — organize and maintain using document management software within an established departmental workflow.
  7. Active listening and note-taking — apply during management interviews and needs-assessment meetings to capture key inputs for senior staff review.
  8. Training budget line items — track expenditures against approved allocations under the oversight of a department manager.
  9. On-the-job training arrangements for new employees — support coordination by liaising between supervisors and HR teams in a structured onboarding process.
  10. Multimedia visual aids and slide decks — draft and format using graphics and presentation software following templates provided by senior instructional staff.
Developing
Mid-level / Established
  1. Training needs analyses — conduct using survey instruments, production data, and management interviews to identify skill gaps across assigned business units.
  2. Instructor performance — evaluate using established rubrics and observation protocols, providing written feedback and improvement recommendations to program leads.
  3. Classroom and blended training programs — design and deliver with reduced oversight, selecting appropriate methods such as workshops, demonstrations, or e-learning for the target audience.
  4. On-the-job training programs for new hires — independently arrange and monitor, adjusting pacing and content based on observed learner progress in operational settings.
  5. Training manuals and multimedia course materials — develop and revise using document management and computer-based training software, ensuring alignment with current job requirements.
  6. Supervisors and frontline instructors — train in foundational facilitation techniques and adult learning principles within a departmental coaching context.
  7. Department training budgets — prepare draft proposals and justify line items to management, incorporating cost estimates for vendors, materials, and technology.
  8. Video conferencing and web-based platforms — configure and manage to deliver virtual training sessions across geographically distributed teams.
  9. Training program effectiveness — assess by analyzing post-training performance metrics and participant evaluations, recommending iterative modifications to curriculum owners.
  10. Projected workforce changes and process updates — monitor and translate into revised training content in coordination with operations and HR business partners.
Proficient
Senior / Expert IC
  1. Comprehensive training needs assessments — lead autonomously by synthesizing survey data, management consultations, and performance analytics to drive enterprise-wide program development.
  2. Full training program lifecycle — manage from design through delivery and evaluation, applying classroom, on-the-job, conference, and e-learning modalities tailored to diverse workforce segments.
  3. Instructor and facilitation teams — evaluate performance systematically and provide targeted coaching, resulting in measurable improvements in delivery quality and learner outcomes.
  4. Complex, non-routine training challenges — resolve by applying critical thinking, inductive reasoning, and adult learning theory to develop innovative instructional solutions in dynamic organizational environments.
  5. Training budget for a full department or organization — prepare, defend, and manage, making independent trade-off decisions across vendor contracts, technology licenses, and internal staffing costs.
  6. Management and senior leadership — advise through structured consultations and data-driven presentations on emerging skill gaps, workforce readiness risks, and L&D investment priorities.
  7. Instructional content libraries — author and curate across multiple formats—manuals, video modules, and web-based courses—using authoring tools, CRM software, and database management systems.
  8. Orientation and onboarding programs — design and continuously improve at scale, coordinating across departments to ensure new hires reach productivity benchmarks efficiently.
  9. Training effectiveness evaluation frameworks — develop and implement using Kirkpatrick or comparable models, translating evaluation results into actionable program improvements across the organization.
  10. Cross-functional training coordination — lead by aligning L&D initiatives with projected production process changes, regulatory requirements, and strategic business objectives.
Advanced
Lead / Principal / Executive
  1. Organizational learning strategy — define and champion at the executive level, aligning training and development investments with multi-year workforce planning and business transformation goals.
  2. Enterprise-wide training needs assessment processes — architect and institutionalize, embedding systematic gap analysis into the organization's talent management and succession planning cycles.
  3. Training and development function — build, lead, and continuously evolve, establishing governance structures, quality standards, and performance metrics that guide the entire L&D department.
  4. Instructional leadership pipeline — develop by mentoring training managers and senior instructors, creating structured pathways for professional growth within the training organization.
  5. Organizational culture of continuous learning — cultivate by influencing senior leaders, modeling adaptive learning behaviors, and embedding development practices into performance management systems.
  6. Multi-million-dollar training budgets — oversee and optimize at the organizational scale, applying management of financial resources principles to maximize return on learning investment.
  7. Cutting-edge training technologies and methodologies — evaluate and sponsor adoption of, including AI-driven personalization, immersive simulations, and advanced LMS platforms, positioning the organization as an industry leader in workforce development.
  8. Complex organizational change initiatives — partner with C-suite and HR executives to design change-readiness and capability-building programs that sustain transformation across large, diverse workforces.
  9. Cross-industry and professional networks — represent the organization within, sharing thought leadership on best practices in training and development to elevate organizational reputation and attract top L&D talent.
  10. Enterprise training policy and standards — establish and govern, ensuring legal compliance, ethical practice, and equity in learning access across all levels and functions of the organization.

AI-at-Work Competency Framework

Sources:Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab.Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab.WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab.

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Sources:Pathsmith™ Durable SkillsPathsmith™ Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
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Show O*NET source anchors64 anchors · skillscrosswalk.com

O*NET enrichment · skillscrosswalk.com

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Source anchors that ground each statement

Related titles
Apprenticeship Consultant · Development Associate · Development Coordinator · Development Director · E-Learning Manager (Electronic Learning Manager) · Education and Development Manager · Education and Training Manager · Employee Development Director · Employee Development Manager · HR Trainer (Human Resources Trainer) · Knowledge Manager · L and D Director (Learning and Development Director)
RAPIDS apprenticeships
—
O*NET skills
Learning StrategiesActive ListeningSpeakingInstructingReading ComprehensionMonitoringCoordinationWritingSocial PerceptivenessCritical ThinkingActive LearningPersuasionService OrientationComplex Problem SolvingJudgment and Decision MakingManagement of Financial ResourcesTime ManagementManagement of Personnel ResourcesSystems EvaluationSystems AnalysisNegotiationOperations Analysis
Knowledge domains
Education and TrainingEnglish LanguageAdministration and ManagementPersonnel and Human ResourcesCustomer and Personal ServiceCommunications and MediaPsychologyComputers and Electronics
Abilities
Oral ExpressionOral ComprehensionWritten ComprehensionWritten ExpressionFluency of IdeasDeductive ReasoningSpeech RecognitionSpeech ClarityProblem SensitivityInductive Reasoning
Work styles
DependabilityInnovationLeadership OrientationAdaptabilityCooperationSocial Orientation
Technology
Document management softwareDevelopment environment softwareComputer based training softwareWeb page creation and editing softwareGraphics or photo imaging softwareData base management system softwareCustomer relationship management CRM softwareData base user interface and query softwarePresentation softwareVideo conferencing software
Tasks · seed anchors for statements
  1. Analyze training needs to develop new training programs or modify and improve existing programs.
  2. Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
  3. 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.
  4. Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
  5. Conduct orientation sessions and arrange on-the-job training for new hires.
  6. Train instructors and supervisors in techniques and skills for training and dealing with employees.
  7. Develop and organize training manuals, multimedia visual aids, and other educational materials.
  8. Prepare training budget for department or organization.
CIP education codes
09.090113.040313.060742.280452.020152.021352.100152.100352.1006

Sources: O*NET v30.2 (CC BY 4.0), SkillsCrosswalk.com, LER.me®, Anthropic Economic Index, SAFI (Jadhav & Danve, 2026), WEF Skills Taxonomy 2021, Pathsmith™ Durable Skills Framework. © 2026 EBSCOed.