Development Specialist Job Description

The Work of an Organizational Development Specialist

Organizational development specialists are tasked with continuously making organizational improvements across all departments in their company by evaluating and identifying opportunities to increase efficiency and effectiveness. They plan, coach, and consult with individuals and teams to solve organizational challenges, as well as design and implement training and performance programs. Communication and collaboration with staff and management is a key part of the job.

Organizational development specialists work full time. Organizational development specialists conduct research and analyze data to find skill gaps and develop feedback on training programs. The organizational development specialist designs and implements a variety of initiatives, action plans, programs, and training materials that use e-learning, virtual learning, site-based training, assessments, or other solutions.

The Top Ten Reasons to Join the "Golden Goose" of Human Resources

A workforce development specialist is responsible for designing and conducting training and development programs. You will perform a few duties that include evaluating training delivery modes, such as virtual or in-person to maximize training effectiveness and costs, developing, obtaining, organizing training guides and procedure manuals, and coordinating the placement of trainees. As a workforce development specialist, you have to choose and assign training instructors and negotiate contracts with clients.

The annual salary of a workforce development specialist is $48,743, which equates to $23.43 an hour. The top-earning workforce development specialists make more money than the ones at the lower end of the spectrum, which is why they are often called the "golden goose" of the industry. Even the most dedicated employees consider changing careers occasionally, even though it's hard work to become a workforce development specialist.

We've compiled information becoming a training consultant, training scrutineer, training scrutineer, and training scrutineer, whether you're interested in a more challenging position or just looking for a fresh start. 64.9% of workforce development specialists have a bachelor's degree. 12.7% of them earned their master's degrees before becoming a workforce development specialist.

It's possible to become a workforce development specialist with a high school degree, even if you don't have a college degree. One out of eight workforce development specialists did not spend the extra money to attend college. Those workforce development specialists who do attend college can earn a business degree or a psychology degree.

Criminal justice degrees and human resources management degrees are less common degrees for workforce development specialists. It's good to note that some workforce development specialists earn the highest salaries at Turner Construction, the EMCOR Group, and Ameren. The average workforce development specialist salary is $92,974, which is more than Turner Construction's average salary.

The HR Professionals in the Career Development Department

The career development department is a strategic area of HR. The employees of the Career Development are highly recognized professionals and they communicate directly with the top management of the organization. The specialists in the Career Development focus on the best employees.

They run programs to protect the key know how of the organization. The career development specialist is a trained person who understands the organization and is skilled in the training area. The Career Development doesn't offer entry level jobs and uses services from other Centers of excellence.

The career development specialist runs programs for high potential employees and designs development centers. The specialist finds challenges and opportunities for the high potential employees and confirms the talents across the entire organization. The Career and Development Specialist is an experienced HR professional.

A Survey of Leadership Development Specialists

Candidates for a leadership development specialist have experience working with different organizations to develop and execute leadership development programs. Candidates can prove they have the right skills for the job if they have experience instructional design processes. Leadership development specialists need skills to assess the current levels of performance.

Expertise in running surveys, focus groups or interviews can help bolster a candidate's chance of success at procuring the position. Managers can use surveys to rate their employees on critical skills related to leadership, such as influencing, negotiating, motivating and developing others, which can reveal performance gaps that form the basis for developing training plans. Leadership development specialists can write learning objectives that show what skills participants in the development programs can expect to do upon completion.

Reviewing operational metrics is one of the ways in which metrics are established for evaluating the performance of participants. Leadership development specialists need to be able to access reports and propose solutions that will change employee behavior. Business skills associated with the industry aligned with the organization's primary business are required to manage the financial and logistical aspects of leadership development programs.

Keeping up with the latest trends in leadership development, including delivery methods, such as distance learning alternatives using web conferencing software, helps leadership development specialist candidates to distinguish themselves to get the job and maintain a competitive advantage over other applicants. A master's degree is required for leadership development specialist positions, as well as a bachelor's degree. Some positions require experience in managing an organization.

The Role of Technology in Training and Development Specialists

Over the decade, 35,200 openings for training and development specialists are projected. Many openings are expected to be caused by the need to replace workers who transfer to different occupations or retire. Training and development specialists help businesses and organizations deliver training.

They must first assess the needs of an organization and then develop custom training programs that can be used in classrooms or training facilities. Training programs are delivered through computers, tablets, or other hand-held devices. Training and development specialists organize or deliver training sessions using a variety of formats.

Training can be done in a variety of ways. Training may be collaborative, which allows employees to connect informally with experts, mentors, and colleagues through the use of technology. Training and development specialists need a degree.

Most specialists have a bachelor's degree in training and development, human resources, education, or instructional design. Some people have a degree in business administration or social science. Training and development specialists need related work experience.

Work experience is required in many positions, such as training and development, instructional design, human resources specialists, and teachers. Human resources associations offer classes to improve their skills. The Association for Talent Development and International Society for Performance Improvement are two of the associations that specialize in training and development.