Training and Development Managers
Management Occupations- O*NET-SOC code
- 11-3131.00
Plan, direct, or coordinate the training and development activities and staff of an organization.
- Data source: BLSPublished: 2026-08
Very high· relative
LowFour relative bandsVery highGroup-level value
Scale, basis and source
Four relative bands (Low / Moderate / High / Very high)
831 detailed occupations in the BLS Employment Projections table. Assigned per National Employment Matrix (NEM) code, so occupations sharing a NEM code carry the same band
- Data source: AnthropicPublished: 2026-03
0.378
0.000Range of values carried here0.745Scale, basis and source
Observed exposure index, 0–1 as published
Mapped onto O*NET tasks
Published per SOC 2018 occupation; every O*NET occupation with the same SOC 2018 code carries this value
- Data source: ILOPublished: 2025
0.36
0.09Range of values carried here0.70Group-level value
Scale, basis and source
Generative AI exposure index, 0–1 as published
Published per ISCO-08 unit group. Linked to this occupation, wholly or in part, by applying U.S. Bureau of Labor Statistics crosswalks (ISCO-08 to 2010 SOC, 2010 SOC to 2018 SOC) as published
What kind of figure this source publishes
The BLS category is a relative rank, not an absolute level, and it is not a first-hand measurement: it groups an occupation's percentile ranks across several published studies into four bands. It is not an employment or wage forecast, not a probability of adoption, and it does not separate automation from augmentation.
Task-level exposure
Exposed tasks only12 rated tasks · 11 tasks with β ≥ 0.5 (91.7%)
β = direct exposure (E1) + 0.5 × exposure when tools are available (E2), per the source repository's definition.
- Source unit: O*NET 27.2 tasks → O*NET 31.0 occupation code
- All rated tasks are in the O*NET 31.0 task list.
- Source
- OpenAI "GPTs are GPTs" exposure rubric
- Release
- gh-main-0471612
- License
- MIT License, Copyright (c) 2024 OpenAI
| Task (O*NET 20.1) | Claude.aiRaw / share % |
|---|---|
Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.11-3131.00 | 0.030951.0 |
Analyze training needs to develop new training programs or modify and improve existing programs.11-3131.00 | 0.010817.8 |
Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.11-3131.00 | 0.010717.6 |
Develop and organize training manuals, multimedia visual aids, and other educational materials.11-3131.00 | 0.008213.5 |
| Not observed on any surface — 8 task(s) — These tasks have no row in the source for this release. The 0 in the share row is a display-stage composition ratio; absence is what the — in the raw row states. | |
Conduct orientation sessions and arrange on-the-job training for new hires. | —0 |
Develop testing and evaluation procedures. | —0 |
Conduct or arrange for ongoing technical training and personal development classes for staff members. | —0 |
Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors. | —0 |
Train instructors and supervisors in techniques and skills for training and dealing with employees. | —0 |
Prepare training budget for department or organization. | —0 |
Review and evaluate training and apprenticeship programs for compliance with government standards. | —0 |
Coordinate established courses with technical and professional courses provided by community schools and designate training procedures. | —0 |
Values in this tab are predicted labels, not observations. Eloundou et al. (2023) published two rating regimes — human raters and GPT-4 — and the β shown here is derived from the GPT-4 rater basis alone; the same task can take a different value under the other regime. The unit and the meaning differ from the observed shares (%) in the other tabs, so do not place them on the same axis.
| Task (O*NET 27.2) | βE1 + 0.5 × E2 |
|---|---|
Develop and organize training manuals, multimedia visual aids, and other educational materials.O*NET Task ID 1013 | 1.0 |
Conduct orientation sessions and arrange on-the-job training for new hires.O*NET Task ID 1008 | 0.5 |
Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.O*NET Task ID 1009 | 0.5 |
Develop testing and evaluation procedures.O*NET Task ID 1010 | 0.5 |
Conduct or arrange for ongoing technical training and personal development classes for staff members.O*NET Task ID 1011 | 0.5 |
Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.O*NET Task ID 1012 | 0.5 |
Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.O*NET Task ID 1014 | 0.5 |
Analyze training needs to develop new training programs or modify and improve existing programs.O*NET Task ID 1015 | 0.5 |
Review and evaluate training and apprenticeship programs for compliance with government standards.O*NET Task ID 1016 | 0.5 |
Coordinate established courses with technical and professional courses provided by community schools, and designate training procedures.O*NET Task ID 1018 | 0.5 |
Prepare training budget for department or organization.O*NET Task ID 1019 | 0.5 |
Train instructors and supervisors in techniques and skills for training and dealing with employees.O*NET Task ID 1017 | 0.0 |
β = E1 + 0.5 × E2 · E1 = tasks where direct LLM access alone cuts time by at least 50%, E2 = tasks where software built on top of an LLM cuts time by at least 50%. Values take only 0 / 0.5 / 1.0.
Data sources & licenses — O*NET®, Anthropic Economic Index, Eloundou et al. (2023): see full notices on the Credits page
All O*NET 31.0 task statements (12)
All O*NET 31.0 task statements for this occupation (English, as published; task type core or supplemental). Exposure values are not listed here; they are in the table above, next to each task statement as worded in the O*NET version each source used.
| Task (O*NET 31.0) | Type |
|---|---|
| Conduct orientation sessions and arrange on-the-job training for new hires. | Core |
| Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement. | Core |
| Develop testing and evaluation procedures. | Core |
| Conduct or arrange for ongoing technical training and personal development classes for staff members. | Core |
| Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors. | Core |
| Develop and organize training manuals, multimedia visual aids, and other educational materials. | Core |
| Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops. | Core |
| Analyze training needs to develop new training programs or modify and improve existing programs. | Core |
| Review and evaluate training and apprenticeship programs for compliance with government standards. | Core |
| Train instructors and supervisors in techniques and skills for training and dealing with employees. | Core |
| Prepare training budget for department or organization. | Core |
| Coordinate established courses with technical and professional courses provided by community schools, and designate training procedures. | Supplemental |
0.00/ 3· Robot exposure index
Scale, basis and source
Each physical task is graded 0–3 by the setting in which robots that have been deployed, sold or demonstrated could do it (0 none · 1 purpose-built robot settings such as a fenced machine cell or a bottling line · 2 structured facilities such as a hospital pharmacy or a container port · 3 unstructured settings such as a private home or a construction site), and the grades are averaged by share of working time
Physical tasks among this occupation's O*NET 29.3 tasks
Anthropic estimated the grades and time shares with Claude Opus 5 using web search, as of 2026.
The robot exposure index is a different measure from the AI exposure figures on this site and cannot be added to or compared with them. It does not measure actual adoption or cost, and 0 also covers occupations with no physical tasks.
Tier of each physical task
None of this occupation's O*NET 29.3 tasks is classified as a physical task.
Occupation information
Employment outlook (BLS)
- Employment, 2025
- 50K
- Projected employment, 2035
- 54K
- Change (2025–35)
- +6.4%
- Median annual wage, 2025
- $133,000
- Typical education needed for entry
- Bachelor's degree
Korea classification links (KSCO)
Links from the current release of the Korea Occupation Direct Crosswalk v1.1, made by AI Changing Work. Relation values are read from the O*NET-SOC occupation side.
| KSCO code | KSCO title | Relation | Status |
|---|---|---|---|
| 12121 | 총무 및 인사 관리자 | This occupation is narrower | confirmed |
| 13125 | 직업교육훈련 및 평생교육 기관 관리자 | Related, not a match | confirmed |
Relation and status definitions(kr-direct v1.1)
ILO occupational description
AI Changing Work links the ISCO-08 unit groups below to this occupation by applying the U.S. Bureau of Labor Statistics crosswalks (2018 SOC to 2010 SOC, 2010 SOC to ISCO-08) as published, without case-by-case selection; each link may be whole or partial.
- ISCO-08 1212Human Resource Managers
The definition, tasks and examples below are the ILO's description of that unit group, not of this occupation.
Human resource managers, plan, direct and coordinate policies concerning the personnel, industrial relations and occupational health and safety activities of an enterprise or organization, or of enterprises that provide human resource services to other enterprises and organizations.
Tasks
- (a) planning, directing and coordinating the personnel and industrial relations activities, policies and practices of an enterprise or organization;
- (b) planning and organizing procedures for recruitment, training, promotion, transfer and dismissal of staff;
- (c) planning and organizing negotiations and procedures for determination of wage structures and level and for consultation with workers on conditions of employment;
- (d) overseeing safety, health and related programmes and activities;
- (e) establishing and managing budgets, controlling expenditure and ensuring the efficient use of resources;
- (f) establishing and directing operational and administrative procedures;
- (g) overseeing the development and implementation of management information systems;
- (h) ensuring compliance with standards and legislation relating to employees rights, health and safety, equal opportunity and related concerns;
- (i) overseeing the selection, training and performance of staff for the entire enterprise or organization;
- (j) consulting with senior management and with managers of other departments;
- (k) representing the enterprise or organization in dealings with outside bodies.
Example occupations
Industrial relations manager · Personnel manager · Recruitment manager
Sources: ILO ISCO-08 — details: Credits
ESCO occupational vocabulary
Each entry below is matched to this occupation in the published ESCO-O*NET Crosswalk (version 1, 2022). The match types are that crosswalk's; the wording is AI Changing Work's.
- corporate training managerESCO 2424.3Same scope
Corporate training managers coordinate all the training activities and development programmes in a company. They also design and develop new training modules and supervise all the activities related to the planning and delivery of these programmes.
- corporate trainerESCO 2424.2Overlapping, not the same
Corporate trainers train, coach, and guide employees of a company to teach and improve their skills, competences and knowledge in accordance with the needs of the company. They develop the existing potential of the employees to increase their efficiency, motivation, job satisfaction, and employability.
Source: European Commission, DG EMPL — ESCO API 2026-08-08 (bridge v1.2.1)
License: CC BY 4.0 (EU Reuse Notice)
ESCO reuse terms and the modification notice are in Credits.
France classification links (ROME)
AI Changing Work's links between this occupation and ROME 4.0 job profiles, judged with AI models. Relations are read from this occupation's side. Links marked “provisional” were adopted on the judgments of two judges from the same model family (Claude) alone, or by an operator rule applied to their judgments, so they rest on weaker evidence than confirmed links.
| ROME code | ROME title (French) | Relation |
|---|---|---|
| M1504 | Responsable formation professionnelle en entreprise | Same scope |
| M1505 | Chargé / Chargée de formation en entreprise | Related, not a match |
Source: France Travail — Répertoire Opérationnel des Métiers et des Emplois (ROME 4.0), version 61, last updated 15 June 2026 (https://www.data.gouv.fr/datasets/repertoire-operationnel-des-metiers-et-des-emplois-rome). Licence Ouverte 2.0.
ROME codes and titles are reproduced unchanged; the links to O*NET-SOC occupations are AI Changing Work's own judgment and are not a France Travail correspondence.
(AI Changing Work link release: fr-direct v1)
Spain classification links (CNO-11)
AI Changing Work's links between this occupation and CNO-11 occupations, judged with AI models. Relations are read from this occupation's side.
| CNO-11 code | CNO-11 title (Spanish) | Relation |
|---|---|---|
| 1212 | Directores de recursos humanos | This occupation is narrowerprovisional |
Source: Instituto Nacional de Estadística (INE), National Classification of Occupations 2011 (CNO-11, Royal Decree 1591/2010) — www.ine.es · Licensed CC BY 4.0. CNO-11 codes and Spanish titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not an INE correspondence.
(AI Changing Work link release: es-direct v1)
Germany classification links (KldB)
AI Changing Work's links between this occupation and KldB occupations, judged with AI models. Relations are read from this occupation's side.
| KldB code | KldB title (German) | Relation |
|---|---|---|
| 71514 | Berufe in der Personalentwicklung und -sachbearbeitung - hoch komplexe Tätigkeiten | This occupation is narrower |
| 71594 | Führungskräfte - Personalwesen und -dienstleistung | Related, not a match |
| 84294 | Führungskräfte - Berufsschulen, betriebliche Ausbildung und Betriebspädagogik | Related, not a matchprovisional |
Source: © Statistik der Bundesagentur für Arbeit — Klassifikation der Berufe 2010 – überarbeitete Fassung 2020, https://statistik.arbeitsagentur.de. KldB codes and titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own mapping (eigene Zuordnung) and are not a Bundesagentur für Arbeit correspondence.
(AI Changing Work link release: de-direct v1)
Japan classification links (JSCO)
AI Changing Work's links between this occupation and JSCO occupations, judged with AI models. Relations are read from this occupation's side.
| JSCO code | JSCO title (Japanese) | Relation |
|---|---|---|
| 031 | 会社管理職員 | This occupation is narrower |
Source: Ministry of Internal Affairs and Communications (MIC), Japan Standard Occupational Classification (Dec. 2009, MIC Notification No. 555). JSCO codes and Japanese titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not a MIC correspondence.
(AI Changing Work link release: jp-direct v1)
Sources, licenses and AI Changing Work's modification and translation notices for this page: Credits & sources