Training and Development Specialists

• Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.
• 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.
• 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.

Source: O*NET OnLine information for Training and Development Specialists.

• 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.
• Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
• Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
• Writing - Communicating effectively in writing as appropriate for the needs of the audience.
• Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
• Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.

Source: O*NET OnLine information for Training and Development Specialists.