UK AI Exposure · Associate professional occupations
Information technology trainers
Information technology trainers provide instruction in the use of computers for professional and personal purposes and advise on, plan and organise IT training within industrial, commercial and other establishments.
- Employees (UK)
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- Median annual pay
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- Exposure score ?
- 1.1/10 Minimal 10.0/10 Very high strict reading · with tools is 10.0/10 with-tools reading · strict is 1.1/10
- Wage exposure
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Higher exposure than 59% of the 379 UK occupations we scored.
What this score means
Most of this role's work is still genuinely hard for AI to do. Physical presence, bodily skill, high-context judgment, direct human care - the things that don't translate to text.
If you're in this role, here's what to do now
You're not in the firing line today. But the frontier moves. Build enough AI fluency now that you can direct it for the parts of your work that could benefit. People in unexposed roles who understand AI become unusually valuable inside their organisations.
Almost every routine task in this role is within reach of today's language models. Roles at this level are getting rebuilt - often not by disappearing, but by one person using AI to do three or five people's output.
If you're in this role, here's what to do now
You don't need to be afraid. You need to be the person doing the rebuilding. The operators who learn to direct AI at scale in this kind of work become hugely valuable. The ones who wait to be told what to do get told what to do - and that thing is often 'we don't need as many of you anymore.'
Where a project with Alex usually starts for this role
This role's strict reading is low because its top tasks are judgment, not drafting. The three highest-stakes tasks below are still usually where we start — flip the toggle to 'With tools' to see what AI plus the right context can compress.
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Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.
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Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
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Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.
These are the highest-importance tasks AI can already handle when paired with the right tools and context. In a typical engagement the first wins come from building workflows around these — usually the difference between an LLM that can technically do the job and one that actually does it inside your business.
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Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.
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Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
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Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.
Every role has three or four wedges like these. Finding them takes an hour. Turning them into a workflow your team actually uses takes a few days. Talk to Alex about a project →
The full task breakdown
Every O*NET task for this occupation, split by what AI can already do unaided versus what still needs a human. Importance is O*NET's 1–5 rating of how central each task is to the role.
Tasks via O*NET "Training and Development Specialists" (13-1151.00).
What AI can already do
2 of 20 tasks · unaided
Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
Evaluate training materials prepared by instructors, such as outlines, text, or handouts.
Where humans still hold the line
18 of 20 tasks
Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.
Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.
Offer specific training programs to help workers maintain or improve job skills.
Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.
Monitor, evaluate, or record training activities or program effectiveness.
Design, plan, organize, or direct orientation and training programs for employees or customers.
Develop alternative training methods if expected improvements are not seen.
Monitor training costs and prepare budget reports to justify expenditures.
Devise programs to develop executive potential among employees in lower-level positions.
Keep up with developments in area of expertise by reading current journals, books, or magazine articles.
Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status.
Coordinate recruitment and placement of training program participants.
Select and assign instructors to conduct training.
Negotiate contracts with clients for desired training outcomes, fees, or expenses.
Supervise, evaluate, or refer instructors to skill development classes.
Schedule classes based on availability of classrooms, equipment, or instructors.
Refer trainees to employer relations representatives, to locations offering job placement assistance, or to appropriate social services agencies, if warranted.
Develop or implement training programs related to efficiency, recycling, or other issues with environmental impacts.
Tasks via O*NET "Training and Development Specialists" (13-1151.00).
What AI can already do
20 of 20 tasks · with tools
Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.
Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.
Offer specific training programs to help workers maintain or improve job skills.
Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.
Monitor, evaluate, or record training activities or program effectiveness.
Design, plan, organize, or direct orientation and training programs for employees or customers.
Develop alternative training methods if expected improvements are not seen.
Evaluate training materials prepared by instructors, such as outlines, text, or handouts.
Monitor training costs and prepare budget reports to justify expenditures.
Devise programs to develop executive potential among employees in lower-level positions.
Keep up with developments in area of expertise by reading current journals, books, or magazine articles.
Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status.
Coordinate recruitment and placement of training program participants.
Select and assign instructors to conduct training.
Negotiate contracts with clients for desired training outcomes, fees, or expenses.
Supervise, evaluate, or refer instructors to skill development classes.
Schedule classes based on availability of classrooms, equipment, or instructors.
Refer trainees to employer relations representatives, to locations offering job placement assistance, or to appropriate social services agencies, if warranted.
Develop or implement training programs related to efficiency, recycling, or other issues with environmental impacts.
Where humans still hold the line
0 of 20 tasks
When AI is paired with workflow tools, every task in this role is reachable. That doesn't mean the role disappears — it means almost all the routine surface area can be compressed.
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Methodology
This role's exposure score comes from Eloundou et al's 2023 GPT task labels, aggregated by O*NET importance within each O*NET-SOC code, then bridged to UK SOC 2020 via ISCO-08 (ONS Vol 2 coding index) and US SOC 2010 (BLS crosswalk). Employment and median pay come from ONS ASHE Table 14.7a, 2025 provisional. ASHE covers employees only, so self-employed workers are not counted.
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