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Business & Finance · Updated Aug 2026

Training and Development Specialists

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.

JVS 2.0.0-phase4b
AI Exposure
73/100
High

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

Replacement Risk
61/100
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 coverage86%

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
Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.High
76
Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.High
74
Offer specific training programs to help workers maintain or improve job skills.High
76
Design, plan, organize, or direct orientation and training programs for employees or customers.High
75
Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.High
75
Monitor, evaluate, or record training activities or program effectiveness.High
65
Keep up with developments in area of expertise by reading current journals, books, or magazine articles.Medium
75
Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.High
69
Develop alternative training methods if expected improvements are not seen.High
75
Evaluate training materials prepared by instructors, such as outlines, text, or handouts.High
75
Coordinate recruitment and placement of training program participants.Medium
75
Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status.Medium
75
Schedule classes based on availability of classrooms, equipment, or instructors.Medium
74
Monitor training costs and prepare budget reports to justify expenditures.Medium
60
Negotiate contracts with clients for desired training outcomes, fees, or expenses.Medium
62
Most exposed

Where AI can do more

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

  1. Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.76
  2. Offer specific training programs to help workers maintain or improve job skills.76
  3. Design, plan, organize, or direct orientation and training programs for employees or customers.75
  4. Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.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. Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.01
  2. Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.02
  3. Offer specific training programs to help workers maintain or improve job skills.03
  4. Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.04
  5. Monitor, evaluate, or record training activities or program effectiveness.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 dependency67
Physical dependency27
Adoption pressure53
Labour-market resilience55
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 →