Training and Development Specialist - Indiana Regions Overview:
The graph above shows that there were
1,507 job postings for the occupation of Training and Development Specialist in Indiana during 2013 and 2014. The vertical bar chart shows which regions had the most demand for Training and Development Specialist. These numbers represent current demand as advertised in online job postings and do not necessarily indicate projected job growth in the future. Nevertheless, these numbers are a valid barometer for gauging recent job demand statewide and regionally in Indiana.
What Training and Development Specialist Do:
Design and conduct training and development programs to improve individual and organizational performance. May analyze training needs.
Common Job Activities:
- 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.
- 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.
- Coordinate recruitment and placement of training program participants.
- Develop or implement training programs related to efficiency, recycling, or other issues with environmental impacts.
- Refer trainees to employer relations representatives, to locations offering job placement assistance, or to appropriate social services agencies if warranted.
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