Succession planning is the process organizations use to identify key positions, candidates, and employees needed to meet the short- and long-term challenges inherent in conducting operations. Succession Planning: Preparing Organizations for the Future draws on a sample of 243 organizations to investigate key questions around succession planning, provide benchmarking data, and highlight best practices.

Career development and growth has always been an important part of the relationship between employees, managers, and the organizations they serve. In a dynamic employment environment, opportunities for growth are top of mind for employees seeking career opportunities.

Career development and growth has always been an important part of the relationship between employees, managers, and the organizations they serve. In a dynamic employment environment, opportunities for growth are top of mind for employees seeking career opportunities.

Today, leaders are looking ahead and trying to imagine what the post-pandemic workplace will look like. To help organizations better understand the landscape of hybrid teams and best practices, Developing Hybrid Teams takes a close look at organizations that currently have hybrid teams in place.

The 2022 State of Finance Training provides a detailed view of training in finance, sharing metrics such as learning expenditure and the average number of hours employees use on learning annually. When possible, this report also compares findings with the 2019 State of Finance Training, which was the last time ATD looked specifically at benchmarking data for the financial industry.

A skills gap is a significant gap between an organizations current capabilities and the skills it needs to achieve its goals and meet customer demand. This report focuses on what talent development professionals say about current and future skills gaps in their organizations and supplements that research with additional information pulled from news articles, reports, and other sources.

The report is also available for members in the ATD Publications app (please visit td.org/pubsapp). Easy to read and including informative graphs, charts, and tables, the report provides key information you need to assess and chart your organizations talent development advancement.

In the past few years, ATD has explored the role of learning management systems, e-learning authoring and delivery platforms, social learning tools, and virtual classroom platforms in separate research studies. A learning technology ecosystem was defined as the tools and platforms an organization uses to create, deliver, manage, and analyze its learning content.

Researchers from the Association for Talent Development (ATD) have previously found that organizations with learning cultures were far more likely to realize positive business results. It draws on a survey of talent development professionals from 304 organizations, of which 31 percent were performing well across several key business areas and had talent development functions that made strong contributions to that performance.

In recent years, many organizations have launched new diversity, equity, inclusion, and belonging (DEIB) initiatives and expanded existing ones to educate employees around DEIB concepts, skills, and policies. The research also provides key benchmarking data to help readers understand how other organizations are implementing and supporting their DEIB education initiatives.

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.

Build a foundation of knowledge management to handle lost knowledge with employee departures.

Can You Tell Learning Fact From Fiction? Multitasking is as simple and efficient as flipping a switch.

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. 

To build the kind of rapid learning cultures that thrive in times of transformation, organizations are experimenting with microlearningdelivering short, focused learning experiences throughout an employees day, week, and career.

If you recognize the name B.F. Skinner, you probably associate him with behaviorism, a school of psychology that claims to explain all human behavior as a response to stimuli from the outside world (reward or punishment). If we want to change behavior, we need only change the stimuli, as the movie based on his work, A Clockwork Orange, graphically demonstrated.

One of the things I have learned from my study of learning science research is that using intuition to select the best learning solutions frequently fails. And in many cases, what they like is the opposite of what works best, which Ill explain later in the article).

A few people have recently asked me if I would tackle the issue of making learning easy and fun. He has things to do and not enough time to do them.

If you want to get a sense of the vast amount of data exploding every second, visit Internet Live Stats and watch the numbers for Internet users, websites, emails, and many other statistics updated in real time. But watch outyou might find yourself mesmerized by the rolling numbers and the dizzyingly rapid pace of expansion they represent.