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For the term "Learning and Development".

Shaping a Strategic Approach to Learning and Development

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.

Strategic Public Sector Learning and Development

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…

Leveraging Learning and Development During the Economic Downturn

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….

Study: $126 Billion Spent on Employee Learning and Development in 2009

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 kfyfe@astd.org.

ASTD Study Shows Social Media has High Value for Learning and Development

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.

ASTD 2010 International Conference to Feature Experts in Learning and Development

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.

The ABCDEs of Learning and Developments Next Paradigm

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.

The ADDIE Model for Learning and Development in Healthcare

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.

Overview of Learning and Development in Healthcare

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.

Overview of Executive Dashboards for Learning and Development

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.

The Learning and Development Book

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.

Meridian – Change Your Perspective on Learning and Development

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...

The Six Disciplines of Learning Transfer: Turning Training and Development into Business Results

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/