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Management & Leadership · Updated Aug 2026

Training and Development Managers

Plan, direct, or coordinate the training and development activities and staff of an organization.

JVS 2.0.0-phase4b
AI Exposure
74/100
High

How much of this occupation’s work can be materially affected by current AI systems.

Replacement Risk
64/100
High

How likely exposure is to translate into reduced human demand.

Includes provisional estimates for AI adoption pressure and labour-market resilience. How this is measured

Evidence quality
Confidence83/100
Task coverage85%

Confidence reflects task coverage, mapping and capability-evidence quality, and how much of the score rests on provisional inputs.

Task-level evidence

What is driving the score?

Occupation scores are built from the task mix—not a single prediction about a job title.

JVS 2.0.0-phase4b
TaskImportanceAI impactExposure
Analyze training needs to develop new training programs or modify and improve existing programs.High
75
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.High
70
Develop and organize training manuals, multimedia visual aids, and other educational materials.High
76
Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.High
75
Conduct orientation sessions and arrange on-the-job training for new hires.High
77
Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.High
75
Train instructors and supervisors in techniques and skills for training and dealing with employees.High
77
Conduct or arrange for ongoing technical training and personal development classes for staff members.Medium
68
Most exposed

Where AI can do more

Routine, digitized, and highly repeatable tasks face the greatest pressure.

  1. Conduct orientation sessions and arrange on-the-job training for new hires.77
  2. Train instructors and supervisors in techniques and skills for training and dealing with employees.77
  3. Develop and organize training manuals, multimedia visual aids, and other educational materials.76
  4. Analyze training needs to develop new training programs or modify and improve existing programs.75
Hardest to automate

Where people still matter

These tasks score lowest on automation feasibility—physical presence, judgement, accountability and real-world variability all resist end-to-end automation.

  1. Analyze training needs to develop new training programs or modify and improve existing programs.01
  2. 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.02
  3. Develop and organize training manuals, multimedia visual aids, and other educational materials.03
  4. Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.04
  5. Conduct orientation sessions and arrange on-the-job training for new hires.05
Where else this work leads

Related occupations

Occupations O*NET links to this one. Relatedness reflects shared work, not a claim that these roles are safer.

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Beyond AI capability

Adoption and labour-market outlook

Structural factors are kept separate from raw capability so you can see what actually resists automation. Adoption pressure and labour-market resilience are still provisional models—25% of this occupation’s replacement-risk weight rests on them.

Human dependency66
Physical dependency21
Adoption pressure60
Labour-market resilience52
Methodology & sources

O*NET 30.3 occupational data interpreted through the JobsVsAI capability, automation and structural-constraint models.

Confidence83/100
CalculatedAug 21, 2026
Read methodology →