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Summary Report for:
13-1151.00 - Training and Development Specialists

Design and conduct training and development programs to improve individual and organizational performance. May analyze training needs.

The occupation code you requested, 13-1073.00 (Training and Development Specialists), is no longer in use. In the future, please use 13-1151.00 (Training and Development Specialists) instead.

Sample of reported job titles: Computer Training Specialist, Corporate Trainer, E-Learning Developer, Job Training Specialist, Management Development Specialist, Senior Instructor, Supervisory Training Specialist, Technical Trainer, Trainer, Training Specialist

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Tasks  |  Technology Skills  |  Tools Used  |  Knowledge  |  Skills  |  Abilities  |  Work Activities  |  Detailed Work Activities  |  Work Context  |  Job Zone  |  Education  |  Credentials  |  Interests  |  Work Styles  |  Work Values  |  Related Occupations  |  Wages & Employment  |  Job Openings  |  Additional Information

Tasks

  • Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.
  • Design, plan, organize, or direct orientation and training programs for employees or customers.
  • Offer specific training programs to help workers maintain or improve job skills.
  • Present information using a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.
  • Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
  • Monitor, evaluate, or record training activities or program effectiveness.
  • Develop alternative training methods if expected improvements are not seen.
  • Evaluate training materials prepared by instructors, such as outlines, text, or handouts.
  • Evaluate modes of training delivery, such as in-person or virtual to optimize training effectiveness, training costs, or environmental impacts. Green Task Statement
  • Keep up with developments in area of expertise by reading current journals, books, or magazine articles.
  • Negotiate contracts with clients including desired training outcomes, fees, or expenses.
  • Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status.
  • Monitor training costs and prepare budget reports to justify expenditures.
  • Select and assign instructors to conduct training.
  • Schedule classes based on availability of classrooms, equipment, or instructors.
  • Supervise, evaluate, or refer instructors to skill development classes.
  • Devise programs to develop executive potential among employees in lower-level positions.

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Technology Skills

  • Access software — Citrix Hot technology
  • Analytical or scientific software — SPSS Hot technology
  • Application server software — Oracle WebLogic Server Hot technology
  • Business intelligence and data analysis software — Oracle Business Intelligence Enterprise Edition Hot technology
  • Computer based training software — Adobe Systems Adobe Captivate; Articulate Rapid E-Learning Studio; Halogen eLMS; Qarbon ViewletBuilder Professional (see all 48 examples)
  • Customer relationship management CRM software — Blackbaud The Raiser's Edge Hot technology
  • Data base management system software — MySQL Hot technology ; Oracle PL/SQL Hot technology
  • Data base user interface and query software — Blackboard Hot technology ; Data entry software Hot technology ; FileMaker Pro Hot technology ; Microsoft Access Hot technology
  • Desktop publishing software — Adobe Systems Adobe InDesign Hot technology ; Microsoft Publisher Hot technology
  • Development environment software — Adobe Systems Adobe ActionScript Hot technology
  • Document management software — Adobe Systems Adobe Acrobat Hot technology ; HP Trim; Interwoven software
  • Electronic mail software — IBM Notes Hot technology ; Microsoft Outlook Hot technology
  • Enterprise resource planning ERP software Hot technology — Oracle PeopleSoft Hot technology ; Oracle PeopleSoft Financials Hot technology ; SAP Hot technology
  • Graphics or photo imaging software — Adobe Systems Adobe Creative Cloud Hot technology ; Adobe Systems Adobe Fireworks Hot technology ; Adobe Systems Adobe Photoshop Hot technology ; Microsoft Visio Hot technology (see all 6 examples)
  • Internet browser software — Web browser software
  • Medical software — Epic Systems Hot technology
  • Office suite software — Microsoft Office
  • Operating system software — Oracle Solaris Hot technology
  • Presentation software — Microsoft PowerPoint Hot technology ; Prezi
  • Project management software — Microsoft Project Hot technology ; Microsoft SharePoint Hot technology
  • Spreadsheet software — Microsoft Excel Hot technology
  • Video conferencing software — Cisco Systems WebEx; Microsoft NetMeeting
  • Video creation and editing software — Adobe Systems Adobe AfterEffects Hot technology ; Apple Final Cut Pro Hot technology
  • Web page creation and editing software — Adobe Systems Adobe Dreamweaver Hot technology
  • Web platform development software — Drupal Hot technology ; Hypertext markup language HTML Hot technology ; JavaScript Hot technology ; PHP: Hypertext Preprocessor Hot technology
  • Word processing software — Microsoft Word

Hot technology Hot Technology — a technology requirement frequently included in employer job postings.

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Tools Used

  • Desktop computers
  • Laser printers
  • Liquid crystal display projector — Liquid crystal display LCD projectors
  • Notebook computers — Laptop computers
  • Overhead projectors — Overhead display projectors
  • Personal computers

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Knowledge

  • 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.
  • English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
  • 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.
  • 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.
  • 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.
  • Communications and Media — Knowledge of media production, communication, and dissemination techniques and methods. This includes alternative ways to inform and entertain via written, oral, and visual media.
  • 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.
  • Sociology and Anthropology — Knowledge of group behavior and dynamics, societal trends and influences, human migrations, ethnicity, cultures and their history and origins.

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Skills

  • Instructing — Teaching others how to do something.
  • Learning Strategies — Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
  • 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.
  • Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
  • Reading Comprehension — Understanding written sentences and paragraphs in work related documents.
  • Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do.
  • Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
  • Writing — Communicating effectively in writing as appropriate for the needs of the audience.
  • Coordination — Adjusting actions in relation to others' actions.
  • Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
  • Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making.
  • Service Orientation — Actively looking for ways to help people.
  • Time Management — Managing one's own time and the time of others.
  • Operations Analysis — Analyzing needs and product requirements to create a design.
  • Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
  • Persuasion — Persuading others to change their minds or behavior.
  • Systems Analysis — Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
  • Systems Evaluation — Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
  • Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job.
  • Negotiation — Bringing others together and trying to reconcile differences.

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Abilities

  • 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.
  • Speech Clarity — The ability to speak clearly so others can understand you.
  • 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.
  • Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense.
  • Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
  • Near Vision — The ability to see details at close range (within a few feet of the observer).
  • Speech Recognition — The ability to identify and understand the speech of another person.
  • Originality — The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.
  • Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
  • 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).
  • Information Ordering — The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
  • Category Flexibility — The ability to generate or use different sets of rules for combining or grouping things in different ways.
  • Far Vision — The ability to see details at a distance.
  • Time Sharing — The ability to shift back and forth between two or more activities or sources of information (such as speech, sounds, touch, or other sources).
  • Memorization — The ability to remember information such as words, numbers, pictures, and procedures.
  • Selective Attention — The ability to concentrate on a task over a period of time without being distracted.

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Work Activities

  • Training and Teaching Others — Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.
  • Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.
  • Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.
  • Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
  • Thinking Creatively — Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
  • Interacting With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
  • Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job.
  • Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
  • Coaching and Developing Others — Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
  • Interpreting the Meaning of Information for Others — Translating or explaining what information means and how it can be used.
  • Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work.
  • Analyzing Data or Information — Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
  • Developing Objectives and Strategies — Establishing long-range objectives and specifying the strategies and actions to achieve them.
  • Provide Consultation and Advice to Others — Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
  • Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members.
  • Documenting/Recording Information — Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.
  • Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
  • Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
  • Scheduling Work and Activities — Scheduling events, programs, and activities, as well as the work of others.
  • Selling or Influencing Others — Convincing others to buy merchandise/goods or to otherwise change their minds or actions.
  • Monitor Processes, Materials, or Surroundings — Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems.
  • Processing Information — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
  • Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
  • Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
  • Coordinating the Work and Activities of Others — Getting members of a group to work together to accomplish tasks.
  • Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people.
  • Guiding, Directing, and Motivating Subordinates — Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.
  • Estimating the Quantifiable Characteristics of Products, Events, or Information — Estimating sizes, distances, and quantities; or determining time, costs, resources, or materials needed to perform a work activity.
  • Monitoring and Controlling Resources — Monitoring and controlling resources and overseeing the spending of money.

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Detailed Work Activities

  • Coordinate training activities.
  • Develop training materials.
  • Conduct surveys in organizations.
  • Train personnel to enhance job skills.
  • Evaluate training programs, instructors, or materials.
  • Evaluate effectiveness of personnel policies or practices.
  • Update professional knowledge.
  • Negotiate contracts with clients or service providers.
  • Monitor financial indicators.
  • Prepare financial documents, reports, or budgets.
  • Supervise employees.
  • Train personnel on managerial topics.
  • Coordinate personnel recruitment activities.
  • Advise others on human resources topics.
  • Train personnel in organizational or compliance procedures.

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Work Context

  • Electronic Mail — 97% responded “Every day.”
  • Telephone — 77% responded “Every day.”
  • Face-to-Face Discussions — 74% responded “Every day.”
  • Indoors, Environmentally Controlled — 83% responded “Every day.”
  • Work With Work Group or Team — 64% responded “Extremely important.”
  • Contact With Others — 60% responded “Constant contact with others.”
  • Coordinate or Lead Others — 44% responded “Extremely important.”
  • Freedom to Make Decisions — 42% responded “Some freedom.”
  • Duration of Typical Work Week — 53% responded “More than 40 hours.”
  • Structured versus Unstructured Work — 44% responded “Some freedom.”
  • Public Speaking — 56% responded “Once a week or more but not every day.”
  • Importance of Being Exact or Accurate — 42% responded “Very important.”
  • Time Pressure — 56% responded “Once a week or more but not every day.”
  • Spend Time Sitting — 47% responded “About half the time.”
  • Letters and Memos — 37% responded “Once a week or more but not every day.”
  • Physical Proximity — 39% responded “Slightly close (e.g., shared office).”
  • Responsibility for Outcomes and Results — 33% responded “High responsibility.”
  • Impact of Decisions on Co-workers or Company Results — 39% responded “Important results.”
  • Frequency of Decision Making — 39% responded “Once a week or more but not every day.”
  • Frequency of Conflict Situations — 47% responded “Once a month or more but not every week.”
  • Level of Competition — 64% responded “Moderately competitive.”

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Job Zone

Title Job Zone Four: Considerable Preparation Needed
Education Most of these occupations require a four-year bachelor's degree, but some do not.
Related Experience A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
Job Training Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
Job Zone Examples Many of these occupations involve coordinating, supervising, managing, or training others. Examples include accountants, sales managers, database administrators, graphic designers, chemists, art directors, and cost estimators.
SVP Range (7.0 to < 8.0)

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Education


Percentage of Respondents
Education Level Required
58   Bachelor's degree
17   Master's degree
11   Post-baccalaureate certificate Help

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Credentials

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Interests

Interest code: SAC

  • Social — Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
  • Artistic — Artistic occupations frequently involve working with forms, designs and patterns. They often require self-expression and the work can be done without following a clear set of rules.
  • Conventional — 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.
  • Enterprising — 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.

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Work Styles

  • Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
  • Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations.
  • Initiative — Job requires a willingness to take on responsibilities and challenges.
  • Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace.
  • Integrity — Job requires being honest and ethical.
  • Attention to Detail — Job requires being careful about detail and thorough in completing work tasks.
  • Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
  • Achievement/Effort — Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
  • Concern for Others — Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
  • Independence — Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
  • Persistence — Job requires persistence in the face of obstacles.
  • Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction.
  • Social Orientation — Job requires preferring to work with others rather than alone, and being personally connected with others on the job.
  • Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations.
  • Analytical Thinking — Job requires analyzing information and using logic to address work-related issues and problems.
  • Innovation — Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.

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Work Values

  • 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. Corresponding needs are Co-workers, Moral Values and Social Service.
  • Achievement — Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.
  • Independence — Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.

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Wages & Employment Trends

Median wages (2016) $28.37 hourly, $59,020 annual
State wages Local Salary Info
 
Employment (2016) 283,000 employees
Projected growth (2016-2026) Faster than average (10% to 14%) Faster than average (10% to 14%)
Projected job openings (2016-2026) 31,700
State trends Employment Trends
 
Top industries (2016)

Source: Bureau of Labor Statistics 2016 wage data external site and 2016-2026 employment projections external site. "Projected growth" represents the estimated change in total employment over the projections period (2016-2026). "Projected job openings" represent openings due to growth and replacement.

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Job Openings on the Web

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Sources of Additional Information

Disclaimer: Sources are listed to provide additional information on related jobs, specialties, and/or industries. Links to non-DOL Internet sites are provided for your convenience and do not constitute an endorsement.

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