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. All 18 displayed. 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. 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.
All 29 displayed. 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. Last Modified Date: Wednesday, September 8, The What They Do tab describes the typical duties and responsibilities of workers in the occupation, including what tools and equipment they use and how closely they are supervised.
This tab also covers different types of occupational specialties. The Work Environment tab includes the number of jobs held in the occupation and describes the workplace, the level of physical activity expected, and typical hours worked. It may also discuss the major industries that employed the occupation. This tab may also describe opportunities for part-time work, the amount and type of travel required, any safety equipment that is used, and the risk of injury that workers may face.
The How to Become One tab describes how to prepare for a job in the occupation. This tab can include information on education, training, work experience, licensing and certification, and important qualities that are required or helpful for entering or working in the occupation. The Pay tab describes typical earnings and how workers in the occupation are compensated—annual salaries, hourly wages, commissions, tips, or bonuses. Within every occupation, earnings vary by experience, responsibility, performance, tenure, and geographic area.
For most profiles, this tab has a table with wages in the major industries employing the occupation. The Job Outlook tab describes the factors that affect employment growth or decline in the occupation, and in some instances, describes the relationship between the number of job seekers and the number of job openings.
The Similar Occupations tab describes occupations that share similar duties, skills, interests, education, or training with the occupation covered in the profile. The More Information tab provides the Internet addresses of associations, government agencies, unions, and other organizations that can provide additional information on the occupation. The wage at which half of the workers in the occupation earned more than that amount and half earned less.
Additional training needed postemployment to attain competency in the skills needed in this occupation. Work experience that is commonly considered necessary by employers, or is a commonly accepted substitute for more formal types of training or education. The employment, or size, of this occupation in , which is the base year of the employment projections. The projected percent change in employment from to The average growth rate for all occupations is 8 percent.
Menu Search button Search:. Summary Please enable javascript to play this video. What Training and Development Specialists Do About this section Training and development specialists guide employees through exercises. Work Environment About this section They spend much of their time working with people, giving presentations, and leading training activities.
How to Become a Training and Development Specialist About this section Training and development specialists need strong interpersonal and speaking skills to effectively present training programs. Job Outlook About this section Training and Development Specialists Percent change in employment, projected Training and development specialists. Training and development specialists Projections Central Occupational employment projections are developed for all states by Labor Market Information LMI or individual state Employment Projections offices.
CareerOneStop CareerOneStop includes hundreds of occupational profiles with data available by state and metro area.
Similar Occupations About this section This table shows a list of occupations with job duties that are similar to those of training and development specialists. Suggested citation: Bureau of Labor Statistics, U.
What They Do The What They Do tab describes the typical duties and responsibilities of workers in the occupation, including what tools and equipment they use and how closely they are supervised.
Work Environment The Work Environment tab includes the number of jobs held in the occupation and describes the workplace, the level of physical activity expected, and typical hours worked. Pay The Pay tab describes typical earnings and how workers in the occupation are compensated—annual salaries, hourly wages, commissions, tips, or bonuses. Job Outlook The Job Outlook tab describes the factors that affect employment growth or decline in the occupation, and in some instances, describes the relationship between the number of job seekers and the number of job openings.
Some training specialists even train employees from a distance through Internet study and email communication. Training specialists may plan and lead seminars or workshops in one industry or in several different fields. A specialist who specializes in productivity training is likely to work in many different industries, while trainers who focus on a particular industry such as transportation may work only within that specific area.
Full-time training specialists working in corporate environments must communicate with different departments to understand their needs for trained employees. These duties require the specialist to have a strong understanding of each department within the company. Mainly larger businesses hire training specialists full time. Training may be collaborative, which allows employees to connect informally with experts, mentors, and colleagues, often through the use of technology.
Training and development specialists may monitor instructors, guide employees through media-based programs, or facilitate informal or collaborative learning programs.
Training and Development Specialists: Salary, career path, job outlook, education and more Education Required Training and development specialists need a bachelors degree. Specialists may have a variety of education backgrounds, but most have a bachelors degree in training and development, human resources, education, or instructional design. Others may have a degree in business administration or a social science, such as educational or organizational psychology.
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