Few would argue against continuous training of team members, but many fail to consider how that training will ultimately benefit the organization. By creating an overall L&D strategy, you can maximize your training efforts and see better business results than you may have thought possible.
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Discover how employee learning and development benefits can be integrated into any organizational culture and how L&D technology plays an important role.
From fighting terrorism abroad to managing the economic recovery here at home, the U.S. government has taken on more new roles and responsibilities in recent years than ever before in its history. Thats translating into expanded missions and increased job responsibilities in many federal agencies an…
Focus on embedding technology-enabled performance support into day-to-day work rather than delivering traditional training courses.
To prepare for the future workplace, the L&D function must prepare to make five foundational shifts.
As the financial crisis of 2008 becomes the recession of 2009, the healthcare industry not only struggles to manage the same unprecedented losses on investments as other organizations, it is also shouldering the financial burden of a rapidly growing population of uninsured and underinsured healthcare consumers….
A recent survey by the Chartered Institute of Personnel Development (CIPD) sheds some light on the state of leadership, learning, and talent development in the United Kingdom.
Business leaders dedicated substantial resources to employee learning in 2009 – $125.88 billion – despite uncertain economic conditions, according to the newly released 2010 State of the Industry Report from the American Society for Training & Development (ASTD). “The findings in our latest State of the Industry Report clearly demonstrate that executives and business leaders know their investments in employee learning and development are keys to survival, recovery, and future growth,” says Tony Bingham, President and CEO of ASTD. “Training and the reskilling of the workforce is a strategic driver for companies worldwide. We are encouraged to see that, despite economic uncertainty, business leaders know learning matters.” The 2010 State of the Industry Report collected data from 304 companies with an average of 13,728 employees. Of the $126 billion spent on employee learning and development, two-thirds, or $78.61 billion, was spent on the internal learning function, and the remaining $47.27 billion went to external services. Other key findings include: The ASTD 2010 State of the Industry Report provides data covering the strategic and operational activities against which organizations can benchmark their learning investments and practices. For 14 years this report has provided insightful, actionable information for learning executives and business leaders to use when making decisions about how to leverage and build their talent. To schedule an interview to discuss the report’s findings, please contact Kristen Fyfe at firstname.lastname@example.org.
Charles Jennings, Jos Arets, and Vivian Heijnen discuss the different critical roles needed to execute 70-20-10 with business impact.
Julie Winkle Giulioni explains the learning and development challenges in 2017.
David Yesford explores three key principles that point the way to becoming a trusted L&D adviser.
Like many things in business and life, connecting learning and performance is easier said than done.
Social media is a force and trend that should be embraced, according to new research from the American Society for Training & Development (ASTD). A new research report, The Rise of Social Media: Enhancing Collaboration and Productivity across Generations finds that regardless of generation, workers in the United States believe that social media tools have an important role to play in workplace learning and development. The study also finds that most companies have a long way to go when it comes to implementing social media tools for the learning function. While the vast majority of respondents used social media in their personal lives, only 24 percent said their informal learning at work included social media. However, more than 80 percent of survey respondents said social media tools would become an important part of the learning function within the next three years. The findings show very strong and significant correlations between high use of social media tools at work and respondents’ opinions that the tools help them get more and better work done, learn more truly useful things, and learn more in less time. The Rise of Social Media: Enhancing Collaboration and Productivity across Generations shows that social media tools have considerable value for the learning function. ASTD President and CEO Tony Bingham says, “Understanding the huge impact Web 2.0 technologies have on how the workforce learns is critical to engaging employees and customers, and ultimately, critical for an organization’s growth and success.” The topic of social media in the learning function will be addressed by Bingham at ASTD’s 2010 International Conference and Exposition on May 17. For more information on The Rise of Social Media: Enhancing Collaboration and Productivity across Generations visit www.store.astd.org.
The American Society for Training & Development (ASTD) 2010 International Conference & Exposition being held May 16-19 at McCormick Place in Chicago, Illinois will feature thought leaders and innovators in the workplace learning and development field. Voices of Innovation include: David Allen, author of Getting Things Done; Marcia Conner, Fast Company columnist and co-author of the forthcoming book with ASTD President and CEO Tony Bingham titled The New Social Learning; Marshall Goldsmith, named by Forbes to be one of the Top 15 Most Influential Business Thinkers in the World in 2009; Alexandra Levit, syndicated Wall Street Journal columnist and author of the bestselling book They Don’t Teach Corporate in College; Karl M. Kapp, scholar, consultant, and expert on the convergence of learning, technology, and business operations; and Tony O’Driscoll, professor at Duke University’s Fuqua School of Business whose current research focuses on how emerging technologies can rapidly disrupt existing business models and industry structure. Leaders of the Profession include Michael Allen, Geoff Bellman, Ken Blanchard, Rob Brinkerhoff, Ruth Clark, Beverly Kaye, Don Kirkpatrick, Jack Phillips, Bob Pike, Dana Robinson, Thiagi, and Jack Zenger. Voices of the Next Generation include the sons and daughters of industry titans who bring their own knowledge and expertise to the profession: Scott Blanchard, Ann Herrmann-Nehdi, Jim Kirkpatrick, and Becky Pike Pluth. A comprehensive list of featured speakers for the conference is available at www.astdconference.org. New for 2010, all session speakers will be using “paperless handouts” in an effort to conserve resources and reduce waste. Handouts will be available as a password-protected download in multiple formats for a wide array of devices, including handheld mobile devices. Many industry-leading and socially responsible organizations have adopted similar policies for their conferences. ASTD introduced paperless handouts at its TechKnowledge conference in January with positive feedback from both speakers and attendees. For more information on the ASTD 2010 International Conference & Exposition, visit www.astdconference.org.
Cheryl Lasse visualizes 3 traits the learning organization will need for the next three years and what the L&D department should do to get ready.
The future of learning and development (L&D) is already here. This new reality includes workers and their managers sharing more of the responsibility than you might be used to.
Clark Quinn, the author of Revolution Learning and Development, explains what he believes talent development leaders need to focus on.
Moving in the direction of an evidence-based practice paradigm has been illustrated in many other fields of practice. Taking learning to that next level requires a more solid appreciation for the numbers, and remembering a few key letters.
ADDIE (analysis, design, development, implementation, evaluation) is a model of the instructional systems design family. However, a successful learning function in the healthcare industry must go beyond this five-phase model and achieve a fully integrated learning function for maximum impact. Learn how the ADDIE model can be adjusted for the healthcare industry. Who should attend: Learning professionals working in the healthcare industry will benefit from this course.
One of the many challenges facing healthcare organizations today is finding a way to manage, use, evaluate, and share their ever-increasing organizational knowledge. Leading healthcare organizations benefit from the knowledge assets of their workforce, patients, stakeholders, suppliers, collaborators, and partners, who together drive organizational learning and innovation. Explore how learning professionals can adapt their practice to meet the needs of the healthcare industry. Who should attend: Learning professionals working in the healthcare industry will benefit from this course.
Dashboards showcase metrics and data on various initiatives and the overall performance of business functions. Leaders use this information to take stock of the current situation and chart a path forward. Learn how to create an executive dashboard that accurately showcases the learning function and communicates your importance to leadership. Who should attend: Managers of the learning function will benefit from this course.
Written for the experienced professional who lacks time and is juggling many responsibilities, but who yearns to be more effective with their professional development programs, The L&D Book provides simple ideas and concepts which illustrate best practices for improving learning and development teaching skills.
The learning and development (L&D) world seems to be confused by, if not outright afraid of, millennials. Curious about the ruckus, I did some research.
This week’s must read topics include results from a 2016 L&D study, proving training ROI, engaging employees honestly, and toxic culture.
Five Ways to “Distinctify” or Reinvigorate Your Learning and Development Programs by Shannon Poser : Learning Solutions Magazine
The 4-1-1 on Section 508. The most important part of developing an online course is making the content equally available to all learners.
5 eLearning Habits to Break Now. You know successful eLearning when you see it—but when a course flops, you may wonder, what went wrong?
Why Learning And Development Is The Most Important Department | MOOC’s Magazine
The growing skills gap needs alignment of learning outcomes with business objectives.This is a structured approach to become a better business partner
Traditional learning is expensive, takes a long time and results can vary. E-learning is faster, cheaper and provides a high return of investment
Virtual Sanity: VR and what happens next for learning and development | Next generation learning – insight and resources from Brightwave
In his first blog for Brightwave, and on the occasion of the Oculus Rift’s long-awaited appearance on the consumer tech market, Learning Designer David Connifey dons his headset and has a look at what the virtual age might have in store for L&D.
7+ Award Winning Learning and Development Resources – ttcInnovations : ttcInnovations
5+ Star-Worthy Learning and Development Resources – ttcInnovations : ttcInnovations
Mad skills centric approach provided by gyrus will handle your whole plan for execution. Our organizations can identify traits and aspects of successful members.
When evaluating how to improve employee engagement, take a critical look at how training efforts are providing more personal learning.
Courtney Vital shared her personal journey in training, and her opinions about the future of the learning and performance industry while at ATD ICE 2016.
What is our secret ingredient for attracting top learning and development talent at SweetRush? Is it our unique culture? Find out more here.
Your marketing team is the source of some of the most important work products in helping your business grow and your clients learn about your company in an
As part of HR, learning and development can sometimes get an inherently negative reputation based on employee experiences with HR in the past.
Organizational learning comes from a combination of on the job learning, mentorship, and formal training.
Times are changing and new demands are evident in Human Relations. Filling in HR’s new role on the leadership team requires facts about your workforce.
Without a clear strategy, you won’t get the best outsourcing outcomes. This infographic covers the 6-step strategy for outsourcing L&D.
Successful learning and development teams see past training by rote to actually educate employees and improve talent management.
Guest contributor Sarah Gilbert, a leading expert in mobile learning shares her insights and knowledge on the mobile development process.
Move beyond traditional, boring learning and development solutions with Meridian’s learning management system (LMS). Quickly deliver targeted training courses aimed at onboarding talent, increasing engagement, fostering collaboration, improving skills, achieving compliance, accelerating performance and advancing individual career growth. Build a culture of learning and collaboration. With Meridian, organizations can quickly onboard, strategically train and continuously develop your entire workforce. Onboard new hires quickly and effectively so they can hit the ground running as soon as training is complete Invest in the future of your workforce with L&D courses tailored to individual roles and career paths Stop knowledge hoarding by fostering collaboration and innovation through...
Improving the business impact of training and development efforts is at the heart of a new conference offering from the American Society for Training & Development (ASTD) and the Fort Hill Company. The Learning Transfer Conference will take place April 7-8 in Chicago and in November near Washington, D.C., on a date to be announced shortly. Learning transfer is a key to improving the business impact of training. In an era of increased accountability and the drive for measurable results, learning and development professionals need to have tools that move them from order taker to strategic business partner. The Learning Transfer Conference kicks off what is a 10-week learning program that begins with an interactive 1 day workshop. During the program, attendees will learn to apply the Six Disciplines of Breakthrough Learning to dramatically improve the business impact of training and development efforts, and will interact with the authors of this best-selling and widely-adopted approach to enhancing training’s impact. They will also benefit from online coaching and interaction with the facilitators and other participants for two months after the workshop itself. Attendees will: For more information or to register for the Learning Transfer Conference, visit http://www.astd.org/content/conferences/LearningTransferConference/
Armed with these convincing statistics, any manager should be able to secure funding and commitment for future learning and leadership development programs.
Arturo Perez describes how machine learning and artificial intelligence are affecting the healthcare industry.