Training and Development Specialists
Business and Financial Operations Occupations- O*NET-SOC code
- 13-1151.00
Design or conduct work-related training and development programs to improve individual skills or organizational performance. May analyze organizational training needs or evaluate training effectiveness.
- 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
0.279
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
0.41–0.47· 2 ISCO-08 groups
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.
ILO value for each linked ISCO-08 group
- ISCO-08 2356Information Technology Trainers0.47
- ISCO-08 2424Training and Staff Development Professionals0.41
Task-level exposure
Exposed tasks only20 rated tasks · 20 tasks with β ≥ 0.5 (100.0%)
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 % | APIRaw / share % |
|---|---|---|
Design, plan, organize, or direct orientation and training programs for employees or customers.13-1151.00 | 0.008436.7 | 0.003321.8 |
Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.13-1151.00 | 0.006327.6 | 0.003422.5 |
Evaluate training materials prepared by instructors, such as outlines, text, or handouts.13-1151.00 | 0.003314.5 | 0.002013.4 |
Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.13-1151.00 | 0.002611.3 | 0.006442.3 |
Offer specific training programs to help workers maintain or improve job skills.13-1151.00 | 0.002310.0 | —0 |
| Not observed on any surface — 15 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. | ||
Keep up with developments in area of expertise by reading current journals, books, or magazine articles. | —0 | —0 |
Present information using a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures. | —0 | —0 |
Schedule classes based on availability of classrooms, equipment, or instructors. | —0 | —0 |
Monitor, evaluate, or record training activities or program effectiveness. | —0 | —0 |
Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status. | —0 | —0 |
Develop alternative training methods if expected improvements are not seen. | —0 | —0 |
Select and assign instructors to conduct training. | —0 | —0 |
Devise programs to develop executive potential among employees in lower-level positions. | —0 | —0 |
Negotiate contracts with clients including desired training outcomes, fees, or expenses. | —0 | —0 |
Evaluate modes of training delivery, such as in-person or virtual to optimize training effectiveness, training costs, or environmental impacts. | —0 | —0 |
Monitor training costs and prepare budget reports to justify expenditures. | —0 | —0 |
Supervise, evaluate, or refer instructors to skill development classes. | —0 | —0 |
Coordinate recruitment and placement of training program participants. | —0 | —0 |
Refer trainees to employer relations representatives, to locations offering job placement assistance, or to appropriate social services agencies if warranted. | —0 | —0 |
Develop or implement training programs related to efficiency, recycling, or other issues with environmental impacts. | —0 | —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 |
|---|---|
Evaluate training materials prepared by instructors, such as outlines, text, or handouts.O*NET Task ID 101 | 1.0 |
Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.O*NET Task ID 20475 | 1.0 |
Keep up with developments in area of expertise by reading current journals, books, or magazine articles.O*NET Task ID 93 | 0.5 |
Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.O*NET Task ID 94 | 0.5 |
Schedule classes based on availability of classrooms, equipment, or instructors.O*NET Task ID 95 | 0.5 |
Offer specific training programs to help workers maintain or improve job skills.O*NET Task ID 97 | 0.5 |
Monitor, evaluate, or record training activities or program effectiveness.O*NET Task ID 98 | 0.5 |
Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status.O*NET Task ID 99 | 0.5 |
Coordinate recruitment and placement of training program participants.O*NET Task ID 100 | 0.5 |
Develop alternative training methods if expected improvements are not seen.O*NET Task ID 102 | 0.5 |
Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.O*NET Task ID 103 | 0.5 |
Select and assign instructors to conduct training.O*NET Task ID 105 | 0.5 |
Devise programs to develop executive potential among employees in lower-level positions.O*NET Task ID 106 | 0.5 |
Negotiate contracts with clients for desired training outcomes, fees, or expenses.O*NET Task ID 108 | 0.5 |
Refer trainees to employer relations representatives, to locations offering job placement assistance, or to appropriate social services agencies, if warranted.O*NET Task ID 111 | 0.5 |
Develop or implement training programs related to efficiency, recycling, or other issues with environmental impacts.O*NET Task ID 19558 | 0.5 |
Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.O*NET Task ID 19559 | 0.5 |
Design, plan, organize, or direct orientation and training programs for employees or customers.O*NET Task ID 20474 | 0.5 |
Monitor training costs and prepare budget reports to justify expenditures.O*NET Task ID 20476 | 0.5 |
Supervise, evaluate, or refer instructors to skill development classes.O*NET Task ID 20477 | 0.5 |
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 (20)
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 |
|---|---|
| Keep up with developments in area of expertise by reading current journals, books, or magazine articles. | Core |
| Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures. | Core |
| Schedule classes based on availability of classrooms, equipment, or instructors. | Core |
| Offer specific training programs to help workers maintain or improve job skills. | Core |
| Monitor, evaluate, or record training activities or program effectiveness. | Core |
| Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status. | Core |
| Coordinate recruitment and placement of training program participants. | Core |
| Evaluate training materials prepared by instructors, such as outlines, text, or handouts. | Core |
| Develop alternative training methods if expected improvements are not seen. | Core |
| Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives. | Core |
| Select and assign instructors to conduct training. | Core |
| Devise programs to develop executive potential among employees in lower-level positions. | Core |
| Negotiate contracts with clients for desired training outcomes, fees, or expenses. | Core |
| Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts. | Core |
| Design, plan, organize, or direct orientation and training programs for employees or customers. | Core |
| Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials. | Core |
| Monitor training costs and prepare budget reports to justify expenditures. | Core |
| Supervise, evaluate, or refer instructors to skill development classes. | Core |
| Refer trainees to employer relations representatives, to locations offering job placement assistance, or to appropriate social services agencies, if warranted. | Supplemental |
| Develop or implement training programs related to efficiency, recycling, or other issues with environmental impacts. | 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
- 473K
- Projected employment, 2035
- 524K
- Change (2025–35)
- +10.8%
- Median annual wage, 2025
- $69,280
- 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 |
|---|---|---|---|
| 26491 | 교육 연수 기관 강사 | This occupation is broader | confirmed |
| 26492 | 기업체 직무 훈련 강사 | This occupation is broader | confirmed |
| 31220 | 교육 및 훈련 사무원 | This occupation is broader | confirmed |
| 26430 | 정보통신기술 강사 | Overlapping, not the same | 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 2356Information Technology Trainers
- ISCO-08 2424Training and Staff Development Professionals
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.
- ICT trainerESCO 2356.1This occupation is broader
ICT trainers conduct training-needs analysis and design programs to train students in the use of software packages and information systems accordingly. They produce and update existing training materials (content and method), deliver effective training in classroom, online or informally, monitor, evaluate and report effectiveness of training. They maintain and update expertise on specialised ICT subjects and evaluate and report on students' performance.
- business coachESCO 2424.1Overlapping, not the same
Business coaches guide employees of a company or other institution in order to improve their personal effectiveness, increase their job satisfaction, and positively impact their career development in the business setting. They do this by leading the coachee (the person who is being coached) to resolution of their challenges by their own means. Business coaches aim to address specific tasks or reach specific goals, as opposed to overall development.
- 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.
- corporate training managerESCO 2424.3Overlapping, not the same
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.
- instructional designerESCO 2359.8Overlapping, not the same
Instructional designers develop instructional material for training courses using multimedia technology and authoring tools. They aim to create instructional experiences which make the acquisition of knowledge and skills more efficient, effective, and appealing.
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 |
|---|---|---|
| K2114 | Formateur / Formatrice qualité | This occupation is broader |
| K2101 | Conseiller consultant / Conseillère consultante en formation | This occupation is broaderprovisional |
| K2142 | Animateur-coordinateur / Animatrice-coordinatrice de formation | This occupation is broaderprovisional |
| K2145 | Formateur / Formatrice de formateurs | This occupation is broaderprovisional |
| M1505 | Chargé / Chargée de formation en entreprise | This occupation is broaderprovisional |
| K2111 | Formateur / Formatrice | Overlapping, not the sameprovisional |
| K2124 | Formateur / Formatrice conduite d'engins motorisés et de levage | Related, not a match |
| G1238 | Animateur / Animatrice d'atelier multimédia | Related, not a matchprovisional |
| K2119 | Consultant / Consultante en ingénierie pédagogique | Related, not a matchprovisional |
| K2126 | Conseiller / Conseillère en validation des acquis de l'expérience | Related, not a matchprovisional |
| K2132 | Responsable ingénierie de la formation professionnelle | Related, not a matchprovisional |
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 |
|---|---|---|
| 2625 | Especialistas en formación de personal | Same scopeprovisional |
| 2325 | Instructores en tecnologías de la información en enseñanza no reglada | Related, not a matchprovisional |
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 |
|---|---|---|
| 84224 | Berufe in der betrieblichen Ausbildung und Betriebspädagogik - hoch komplexe Tätigkeiten | This occupation is broaderprovisional |
| 71514 | Berufe in der Personalentwicklung und -sachbearbeitung - hoch komplexe Tätigkeiten | Overlapping, not the sameprovisional |
| 84223 | Berufe in der betrieblichen Ausbildung und Betriebspädagogik - komplexe Spezialistentätigkeiten | Overlapping, not the sameprovisional |
| 84404 | Berufe in der Erwachsenenbildung (ohne Spezialisierung) - hoch komplexe Tätigkeiten | Related, not a match |
| 84444 | Berufe im IT-Anwendungstraining - hoch komplexe Tätigkeiten | Related, not a match |
| 84484 | Lehrkräfte an außerschulischen Bildungseinrichtungen (sonstige spezifische Tätigkeitsangabe) - hoch komplexe Tätigkeiten | 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 |
|---|---|---|
| 199 | その他の教員 | Related, not a match |
| 252 | 人事事務員 | Related, not a matchprovisional |
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