On January 9, 2023, Tamar Elkeles shared best practices about human capital in the boardroom, focusing on SEC reporting requirements for public companies.

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.

Prove the talent development strategy's worth with the right data points.

Here's why we need human cpital metrics and reporting in company disclosures.

With a mandate to differentiate itself from competitors, Grant Thornton LLP primed future leaders to take charge.

Use these five methods to strategically present data to stakeholders.

Companies with dedicated diversity teams also had leaders committed to those efforts.

Track and analyze metrics to uncover the financial and intangible value of wellness programs.

Go beyond smile sheets and ad-hoc feedback to demonstrate the rich value of virtual learning.

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.

Why is that and what can be done to change this thinking?For years, managers convinced executives that soft skills could not be measured and that the value of these programs should be taken on faith. Executives no longer buy that argument but demand the same financial impact and accountability from these functions as they do from all other areas of the organization.In Proving the Value of Soft Skills, measurement and evaluation experts Patti Phillips, Jack Phillips, and Rebecca Ray contend that efforts can and should be made to demonstrate the effect of soft...

track short sims to better understand your learners

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.

Use metrics to determine a mentorship program’s return on investment.

The argument: It’s time to retire the Net Promoter Score.

During the November 2018 virtual meeting, CTDO Next members reviewed the Q3 2018 Talent Development Executive Confidence Index trends report and received a preview of the 2018 State of the Industry report. The group also discussed the future of measurement, a conversation begun during CTDO Next Miami in October 2018.

Turn measurement data into usable insights to prove the talent development function’s impact on the organization.

P.J. Lhuillier, based in the Philippines, owns and operates a number of financial services companies that specialize in areas such as pawning, domestic and international remittance, microinsurance, and micro loans for businesses. P.J. Lhuilliers companies include the Philippines largest nonbank financial service provider, Cebuana Lhuillier. Because supervisors and officers in P.J. Lhuilliers organizations hold crucial roles for ensuring branches or departments operate securely and meet performance goals, employees must pass an exam to be promoted to these roles.

Training is a success if the trainees achieve the expected levels of performance. It generates a positive return on investment when the value of the performance gains exceeds the cost of achieving them. Training is a failure when the performance goals are not met, regardless of how much employees liked the training or think they learned. Newly acquired knowledge and skills must be applied to the work of the individual and firm for training to have value.