Most commonly reported Work Activities

•   Training and Teaching Others Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.
•   Getting Information Observing, receiving, and otherwise obtaining information from all relevant sources.
•   Establishing and Maintaining Interpersonal Relationships Developing constructive and cooperative working relationships with others, and maintaining them over time.
•   Communicating with Supervisors, Peers, or Subordinates Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
•   Thinking Creatively Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
•   Interacting With Computers Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
•   Updating and Using Relevant Knowledge Keeping up-to-date technically and applying new knowledge to your job.
•   Making Decisions and Solving Problems Analysing information and evaluating results to choose the best solution and solve problems.
•   Interpreting the Meaning of Information for Others Translating or explaining what information means and how it can be used.
•   Coaching and Developing Others Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.

Working Life

Training officers identify training needs, and plan and organise training programmes. They match the skills, abilities and ambitions of employees with an organisation's present and future staffing requirements. Once training needs have been identified, the training officer evaluates the most cost effective and appropriate way to meet them. They often negotiate with training providers so they can select the most suitable training. Training officers monitor training programmes while they are in progress and evaluate them by asking the trainees for their views.  
 
Trainees may include school leavers starting their first job, graduates needing specialist training, and experienced employees being prepared for managerial roles. The training officer often plans programmes to help existing staff to develop and expand their range of skills or to learn how to use new equipment.  
 
Often, training officers do not provide the training themselves; this may be the job of a supervisor or trainer.

Most commonly reported Work Tasks

• Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.
• Design, plan, organise, or direct orientation and training programmes for employees or customers.
• Offer specific training programmes to help workers maintain or improve job skills.
• Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.
• Obtain, organise, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
• Monitor, evaluate, or record training activities or program effectiveness.
• Develop alternative training methods if expected improvements are not seen.
• Evaluate training materials prepared by instructors, such as outlines, text, or handouts.
• Evaluate modes of training delivery, such as in-person or virtual, to optimise training effectiveness, training costs, or environmental impacts.
• Keep up with developments in area of expertise by reading current journals, books, or magasine articles.

Further Information

• Training and development officer/manager- from: GradIreland
• Training Manager- from: N.C.S. [UK]
• Training Officer- from: N.C.S. [UK]

This occupation is typically suited for people with the following Career Interests:

 Social

The Social person's interests focus on interacting with the people in their environment. In all cases, the Social person enjoys the personal contact with other people in preference to the impersonal dealings with things, data and ideas found in other groups.

Many will seek out positions where there is direct contact with the public in some advisory role, whether a receptionist or a counsellor. Social people are motivated by an interest in different types of people and like diversity in their work environments. Many are drawn towards careers in the caring professions and social welfare area, whilst others prefer teaching and other 'informing' roles.

 Creative

Creative people are drawn to careers and activities that enable them to take responsibility for the design, layout or sensory impact of something (visual, auditory etc). They may be atrracted to the traditional artistic pursuits such as painting, sculpture, singing, or music. Or they may show more interest in design activities, such as architecture, animation, or craft areas, such as pottery and ceramics.

Creative people use their personal understanding of people and the world they live in to guide their work. Creative people like to work in unstructured workplaces, enjoy taking risks and prefer a minimum of routine.

 Administrative

Administrative people are interested in work that offers security and a sense of being part of a larger process. They may be at their most productive under supervisors who give clear guidelines and while performing routine tasks in a methodical and reliable way.

They tend to enjoy clerical and most forms of office work, where they perform essential administrative duties. They often form the backbone of large and small organisations alike. They may enjoy being in charge of office filing systems, and using computers and other office equipment to keep things running smoothly. They usually like routine work hours and prefer comfortable indoor workplaces.

New entrants may start as training assistants or in administrative posts and are likely to be promoted from the position in a personnel department.

Many employers look for HR Generalists with a relevant degree (e.g. business, law and management, social science, psychology), or a Chartered Institute of Personnel and Development (CIPD) recognised qualification in HR Management which are offered through many different colleges and universities on a part-time basis around the country.

Having experience in a professional HR role and knowledge of current employee legislation and administrative systems often gives candidates a major advantage.

Working as a HR Generalist can provide many career opportunities to move upward within the HR function, to HR Manager and eventually HR Director for example.

There are plenty of courses in HR management and employment law that can support you in your role and help you progress in your career as you need to stay up-to-date on employment law, GDPR and other regulations.

Sample Education and Training Pathways
A number of courses are available throughout the country that focus on learning and skills that may be useful for this career. The examples and links below may guide you in your research. 

Further Education (FET)
Further Education & Training (FET) Courses are delivered by local ETBs, ranging in duration from several weeks up to 20 months. Courses are designed to meet the labour market needs and often include a large element of work experience.

Example search terms include: business admin, customer service, training and development, train the trainer, supervisory and project management.

Search for FET Courses

PLC Courses (FET)
PLC courses are full-time courses, one or two years duration, with awards at Level 5 and 6 on the NFQ. They are offered nationally in Schools and Colleges of Further Education.

Example search terms include: psychology, business management, human resource management.

Search for PLC Courses

Apprenticeships: 
Apprenticeships are structured work-based training programs that combine on-the-job training with classroom instruction. They run from 2 – 4 years and are open to individuals of all ages, including school leavers, those seeking a career change, and existing employees who wish to upskill.

Examples: Recruitment Executive, Lean Sigma Manager.

Search for Apprenticeships

Higher Education CAO (Undergraduate) 
Higher Education courses at Levels 6 to 8 on the NFQ, delivered in Universities and Technological Universities & Institutes. Courses run from 2 – 5 years and places are allocated on a points-based system, processed by the Central Application Office.

Example search terms include: business administration, human resource management, arts psychology.

Search for CAO Courses

Higher Education (Postgraduate)
Postgraduate courses are courses at Levels 9 and 10 on the NFQ and usually last 1 – 2 years full time, or longer if a PhD or part time. Entrants typically require an undergraduate award (Level 8).

Example search terms include: business administration, hr management.

Search for Postgraduate Courses

Professional Development 

Professional development (CPD) courses are specialised training, formal education, or advanced professional learning that improves skills, professional knowledge, competency, and overall effectiveness in the professional world.

Membership in professional bodies, such as the Chartered Institute of Personnel and Development in Ireland, can give you access to news, events and training opportunities.

The 30% club: diversity initiative.

The Teaching Council

Check the Useful Contacts tab on this page to see if there are any professional bodies listed who may provide training related to this career.

Salary Range (thousands per year)* €35k - €70k

Salaries vary based on employer, location, experience, duties, and role. 

Data Source(s):
Sigmar / CPL / Lincoln/ Morgan McKinley/ Azon/ Osborne/ Clark

Last Updated: July, 2024

Note: The following information relates to occupations that include: Human resource managers; directors Human resources; industrial relations officers.

This information has been derived from the Solas National Skills Bulletin (2023).

The annual average employment growth rate for this occupation was almost on a par with the national average, with employment growing by 3,600 persons between 2021 and 2022. Of the total employment permits issued in 2022, over half were for the ICT sector. The number of online job adverts (OVATE) declined by 5% in 2022, following strong growth the preceding year.

Although there was little evidence from employers that these roles were proving difficult-to-fill, the skills required for this occupation have shifted somewhat, with data from Spotlight on Skills indicating a strong demand for talent management/employee engagement skills, as companies increasingly focus on staff retention rather than recruitment in a tight labour market.

Demand for this occupation depends very much on hiring activity in the economy overall; slower growth and a reduced number of job-changers, particularly in sectors such as ICT, will likely dampen the demand for HR staff, and a return to the 2021 increase in employment (driven by post-pandemic re-hiring) is unlikely in the short-term.

• Chartered Institute of Personnel and Development in Ireland

  • CIPD, A3 The Locks, Charlotte Quay Dock, Dublin 4
  • (01) 678 0090
  • [email protected]
  • Click Here

• IITD - Irish Institute of Training and Development

  • 4, Sycamore House, Millenium Business Park, Naas, Co. Kildare
  • (045) 881 166
  • [email protected]
  • Click Here