ATD developed the Talent Development Framework and puzzle to help practitioners understand the different components of talent development, and how organizations can build their own frameworks to address their unique needs. This blog series explores each component of the talent development framework, why it’s important to the field, and what resources ATD offers to practitioners who want to learn more.

Managing Learning Programs

Provide leadership to execute the organization’s people strategy; implements training projects and activities. There are a variety of benefits to having a learning program in place. From establishing strategies to understanding best practices, talent developers’ list of peripheral items is extensive.

One of the biggest obstacles to managing a learning program is a lack of time, whether real, perceived, or self-imposed. Creating a vision is the best place to start when managing a learning program. The ATD Competency Model identifies 10 key elements managing learning programs should exhibit:

• Establish a vision.

• Establish strategies.

• Implement action plans.

• Develop and monitor the budget.

• Manage staff.

• Model leadership in developing people.

• Manage others.

• Manage and implement projects.

• Manage external resources.

• Ensure compliance with legal, ethical, and regulatory requirements.

 We’ve assembled some additional resources to explore:

• Learn how you can add value

• 10 Steps to Managing Learning Projects

• The ATD Learning System

• Programs for learning managers

• TD at Work, “Managing Learning Programs Step by Step” by Lisa J. Downs, CPLP

For more information on training delivery and other major components of talent development, check out the ASTD Handbook, 2nd Edition (Updated now to the TDBok™ Guide, 2nd Edition).