Show the value of virtual learning to demonstrate business impact. In Designing Virtual Learning for Application and Impact, virtual learning expert Cindy Huggett teams with evaluation experts Jack and Patti Phillips and learning transfer authority Emma Weber to create a guidebook for TD practitioners to ensure that their online programs achieve measurable results beyond the virtual classroom. This practical book outlines a design process focused on how to deliver on-the-job application of learning and a positive impact on business results.

For talent development, this is no different.The fields of artificial intelligence and talent development have been on a collision course for decades, and their convergence has already occurred. On the horizon, AI-powered innovations are transforming the workplace and the role of the talent development professional, affecting recruiting to training to compensation.

Your Groundbreaking Framework for Measurement and Reporting Most people find measurement, analytics, and reporting dauntingand LD professionals are no different. Measurement Demystified: Creating Your LD Measurement, Analytics, and Reporting Strategy is a much-needed and welcomed resource that breaks new ground with a framework to simplify the discussion of measurement, analytics, and reporting as it relates to LD and talent development practitioners.

As companies integrate more digital technologies, they’re also expanding the ways employees learn.

Effective technology decision making must be a top priority for TD executives.

track short sims to better understand your learners

Don't tap tech just because it's new—identify the need and build a case for it.

Know the challenges before you blindly conduct virtual and augmented reality training programs.

Evolving Technology for Human PerformanceATDs 2020 Trends in Learning Technology collects insights about the latest emerging tech and trends that are transforming the talent development profession from top experts. No matter your role in talent development or the makeup of your organization, it is critical to regularly review new technologies and trends and evaluate if and how they fit into your organization.

This new technology isn’t limited to digital currency.

Learn to capitalize on collaborative software without killing productivity.

Welcome to the age of immediacy. In Learning in the Age of Immediacy: 5 Factors for How We Connect, Communicate, and Get Work Done, learning strategist Brandon Carson argues that these five edge technologies are here to stay.

Talent development functions are increasing their focus on self-guided development, which makes user-generated content learning content created by employees and shared using social mediaa natural fit for their needs. Instead, they build cultures that emphasize trust, teach employees how to share meaningful content, and formalize policies that clearly spell out expectations for social media use.To better understand the strategies and practices talent development leaders are using to leverage social learning effectively, the Association for Talent Development (ATD)...

At Accenture, talent development uses cutting edge technology to support human interaction.Accenture now has six regional learning centersin North America, Ireland, Spain, England, India, and Malaysiadozens of high-tech connected classrooms, and mobile learning in the pocket of every Accenture employee. At every level, and in every location, the latest advances in telecommunications and electronics are embraced, but always to serve human interaction, not to strangle it.Tech and touch are the yin and yang of the companys learning and talent development strategy.

In a mere five years, learning will look dramatically different from what it looks like today, and organizational learning and development functions arent prepared to meet the needs of tomorrows learners. To find out what actions learning functions can take now, ATD and i4cp interviewed several leaders of learning functions that are actively imagining and preparing for the future.

But ATD and i4cp found that instructional designers dont rate their professions overall efforts as highly as they might. Only about half of surveyed design and learning practitioners characterized their instructional design efforts as effective in helping to meet organizational business objectives.