Throughout the pandemic, to survive, organizations have had to change their business models and how they perform daily activities. In a McKinsey Company survey of 200-plus organizations in various industries, more than 90 percent of executives said they expect the fallout from COVID-19 to fundamentally change the way they do business during the next five years, with almost as many asserting that the crisis will have a lasting impact on their customers needs.
Board-level discussions and a structured talent development department lead to high levels of business alignment. Only about four in 10 talent development professionals believe their organizations talent development and business strategies are aligned to a high or very high extent, according to the new ATD Research report Strategic Alignment: Orchestrating Organizational Success.
Effective technology decision making must be a top priority for TD executives. Along with commonly used HR information systems, human capital management systems, and learning management systems, there are many areas where innovation is enhancing HR and talent developments value to the enterprise.
Track short sims to better understand your learners. Those that use short simsquick, engaging, learning to do online learning contentget better metrics than those that use traditional content alone or full games.
How do they expect other leaders views of talent development to change? To answer those questions, in December 2019, the Association for Talent Development conducted an online poll of 116 talent development leaders.
Scenario planning and talent forecasting can help talent development professionals braceand preparefor future disruption. As a result, some talent development professionals havent needed to pay attention to deep profit and loss analysis for our units.
Or, were so certain that a learning technology is needed that we take the If we build it, they will come approach. In those scenarios, while we may implement the learning technology, that effort can be hit or miss in terms of the long-term value to the business and our learners.
Because companies recognize the business impact learning has on organizations, the talent development leadership role is experiencing unprecedented expansion in scope and responsibilities. To show current and aspiring talent development leaders the changes and growth occurring in the roleand what those shifts might mean for themthe Association for Talent Development (ATD) and the Institute for Corporate Productivity (i4cp) collaborated on new research based on the experiences of learning leaders worldwide.
Executives recognize that learning is necessary to meet the challenges of a complex and global economy, to drive change, and to create greater stakeholder valuein short, learning is critical to an organizations present and future prosperity. The Business Case for Learning, by world-renowned authors Jack and Patti Phillips, helps to put those concerns to rest by highlighting the reasons why learning is an absolute necessity, how it adds value to an organizations bottom-line and, through a methodical, eight-step, results-driven process, how to enhance the learning...