How to become a training manager

What’s an efficient way to develop relevant skills and knowledge that employees need to succeed? For many organizations, the answer is to hire a training manager — and recent research suggests this benefits both company and employees. According to an online survey by the Society for Human Resource Management (SHRM), “55% of workers said they need more training to perform their job more effectively.”

Here, we explore what training managers do, what skills they need and how they’re shaping tomorrow’s workforce.

A training manager is a human-resource professional who designs, administers and supervises training programs for employees in organizations across multiple industries. These programs serve to bridge the gap between the objectives of organizations and their employees’ current capabilities, but they can also potentially boost employee performance and productivity.

As a result, these managers can become indispensable to an organization’s evolution — and to assisting employees’ individual growth. They can also create training initiatives to ensure smooth transitions when an organization alters its structure or introduces new technology. Overall, they’re strong analysts and make keen observations that can pinpoint needs of an organization, and then develop programs to confirm that employees are well-prepared and that those needs are met.

Their primary duties and responsibilities include:

• Assessing employee-training needs based on organizational metrics, skill gaps and job requirements
• Developing cost-effective programs
• Conducting or overseeing the training (e.g., interactive employee sessions, workshops, courses for certification)
• Evaluating the program specialists and overall training operations
• Maintaining records of training activities, monitoring compliance and staying up to date with legal stipulations
• Providing support, coaching and guidance to employees, and recommending opportunities for mentorship and collaboration
• Working with executives and accountants to stick to training budgets
• Remaining aware of innovations and technologies

This job sometimes goes beyond skills training to help cultivate a positive and adaptable workplace culture that enhances employee satisfaction and engagement. Some programs may require strategic partnerships with industry experts to provide the latest best practices, especially within niche markets. Examples are bringing in a motivational speaker or inviting certain teams to participate in a workshop with a new technology’s representative.

Ultimately, the goals — and importance — of this position vary. The role can help organizations improve job performance, reduce turnover and adhere to regulations (to avoid violations or penalties). But, as pointed out by the World Economic Forum’s Reskilling Revolution initiative, “In the next five years, 23% of global jobs will change due to industry transformation, including through artificial intelligence and other text-, image- and voice-processing technologies.” It’s easy, then, to see that structural and technological changes coming for all industries (e.g., with the advent of AI) will ensure a need for continually reskilling and upskilling workers.

Between 2023 and 2033, the U.S. Bureau of Labor Statistics (BLS) expects a growth rate of 7% for the field of development and training managers, which is about “3,600 openings for training and development managers […] projected each year, on average, over the decade.”

At most organizations, BLS adds, “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” — and that may include social media and mobile-learning elements.

BLS also mentions that the biggest employers in this field include those in professional, scientific and technical services; management of companies and enterprises; finance and insurance; healthcare and social assistance; and educational services.

As of May 2023, training managers earned between $73,410 and $220,060, with a median wage of $125,040, according to BLS.

Salary ranges are not specific to students or graduates of University of Phoenix. Actual outcomes vary based on multiple factors, including prior work experience, geographic location and other factors specific to the individual. University of Phoenix does not guarantee employment, salary level or career advancement. BLS data is geographically based. Information for a specific state/city can be researched on the BLS website.

BLS Occupational Employment Projections, 2023-2033 is published by the U.S. Bureau of Labor Statistics. This data reflects BLS’ projections of national (not local) conditions. These data points are not specific to University of Phoenix students or graduates.

You can take different routes to prepare for a managerial position, but BLS indicates some positions require a bachelor’s degree, and possibly a master’s. Go back to the skills section in this article and picture the kind of work experience you should aim for, either through internships or entry-level positions.

You also might consider the following steps:

1.     Do research on the industry or type of organization you’d like to join, and then decide on the degree or degrees you’ll need to pursue that would best prepare you for that company or role.

2.     Take on jobs that give you experience in management, teaching or human resources. Do your due diligence when it comes to organizational cultures at a variety of workplaces, and make a list of the training approaches you believe may be fitting within those places.

3.     Look into getting a master’s that focuses on adult education, as there may be organizations that prioritize a candidate who has both an advanced degree and one that’s within education. This master’s may encompass courses on the foundations of adult learning theory; organizational communication for adult education and training; curriculum theory and instructional design; multicultural strategies for adult learners; facilitating online learning; and social media for professional learning.

4.     Obtain relevant industry certifications.

5.     Attend conferences (e.g., Corporate Learning Week, Association for Talent Development International Conference & Expo), and build a professional network in the training industry.