Explore jobs
Find specific jobs
Explore careers
Explore professions
Best companies
Explore companies
The differences between organizational effectiveness directors and training development directors can be seen in a few details. Each job has different responsibilities and duties. It typically takes 2-4 years to become both an organizational effectiveness director and a training development director. Additionally, an organizational effectiveness director has an average salary of $95,681, which is higher than the $78,066 average annual salary of a training development director.
The top three skills for an organizational effectiveness director include business development, continuous improvement and development strategy. The most important skills for a training development director are project management, human resources, and professional development.
| Organizational Effectiveness Director | Training Development Director | |
| Yearly salary | $95,681 | $78,066 |
| Hourly rate | $46.00 | $37.53 |
| Growth rate | 7% | 7% |
| Number of jobs | 20,064 | 77,410 |
| Job satisfaction | - | - |
| Most common degree | Bachelor's Degree, 67% | Bachelor's Degree, 69% |
| Average age | 45 | 45 |
| Years of experience | 4 | 4 |
Organizational effectiveness directors are professionals who are responsible for identifying the learning needs of an organization while aligning its strategy with its priorities. These directors must design affirmative action plans as well as assist in the development of the vendor diversity program of the organization. They are required to lead process improvements for learning management as well as eliminating redundant processes. Organizational effectiveness directors must also work with human resources and functional organizations to develop criteria for the delivery of developmental activities.
A training development director spearheads and oversees programs designed to provide training and development services to employees, typically in a corporate setting. Among their responsibilities include developing career and training plans, performing research and analysis to identify the needs of employees, conducting skills assessments, gathering and analyzing data, setting goals, establishing guidelines and timelines, and liaising with external parties such as suppliers and vendors. Moreover, a training development director leads and encourages teams to reach goals, all while implementing the company's policies and regulations.
Organizational effectiveness directors and training development directors have different pay scales, as shown below.
| Organizational Effectiveness Director | Training Development Director | |
| Average salary | $95,681 | $78,066 |
| Salary range | Between $57,000 And $159,000 | Between $42,000 And $143,000 |
| Highest paying City | Boston, MA | San Francisco, CA |
| Highest paying state | Massachusetts | Oregon |
| Best paying company | Meta | First Republic Bank |
| Best paying industry | - | Technology |
There are a few differences between an organizational effectiveness director and a training development director in terms of educational background:
| Organizational Effectiveness Director | Training Development Director | |
| Most common degree | Bachelor's Degree, 67% | Bachelor's Degree, 69% |
| Most common major | Business | Business |
| Most common college | Northwestern University | Northwestern University |
Here are the differences between organizational effectiveness directors' and training development directors' demographics:
| Organizational Effectiveness Director | Training Development Director | |
| Average age | 45 | 45 |
| Gender ratio | Male, 54.4% Female, 45.6% | Male, 52.6% Female, 47.4% |
| Race ratio | Black or African American, 11.3% Unknown, 5.5% Hispanic or Latino, 16.1% Asian, 4.1% White, 62.5% American Indian and Alaska Native, 0.5% | Black or African American, 11.6% Unknown, 5.5% Hispanic or Latino, 15.7% Asian, 4.2% White, 62.6% American Indian and Alaska Native, 0.5% |
| LGBT Percentage | 18% | 18% |