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Caroline Cope is senior researcher for ATD, with more than 15 years expertise in survey management, research design, and data analysis; ccope@td.org. 

Caroline Cope

New research from ATD finds that blended learning makes up more than half of total learning at organizations.

Blended Learning Best Practices

Blended learning is the use of asynchronous and synchronous learning to engage learners. In this study we’ll explore innovative learning technologies, determine resources and budgets needed to implement this method, identify common challenges, and identify training topics that work well for a blended learning format. We’ll also highlight the skills and capabilities TD professionals should concentrate on to become an expert at blended learning design.
Key findings from this report: 
• 87% of organizations say increased flexibility for employees to learn is a major benefit of blended learning
• 75% of organizations expect their use of blended learning to increase over the next two years
• 39% of organizations said blended learning makes up more than half of the total learning
• 61% of respondents say communication skills are extremely important for blended learning design and delivery
• 66% of organizations sometimes or frequently use external trainers or facilitators to deliver blended learning
 
Primary Capability Covered: Instructional Design
Participation in this event, either live or recorded, can be reported for one (1) professional development point toward the initial certification eligibility or recertification requirements for the APTD or CPTD credential.
 

ATD RESEARCH:  Blended Learning

In this study we’ll explore the idea that learning can happen anywhere. We’ll study how organizations are supporting informal learning; how (and whether) they are measuring and tracking this type of learning; motivating employees to take the initiative to learn on their own; and challenges and benefits of self-directed learning. Specific types of informal learning will include mentoring, memberships in professional groups, stretch assignments, networking, and online learning resources (i.e., gamification, etc.).
Key findings from the report include: 
• Average number of informal learning opportunities offered by organizations is 5
• At 33 percent of organizations, informal learning makes up more than half of the total learning
• 35 percent of organizations measured the effectiveness of informal learning
• 51 percent of respondents believed use of informal learning will increase in the next two years
 
 

ATD RESEARCH:  Measuring Informal Learning

According to Glassdoor, it takes $4,000 and 24 days to hire a new worker. With this investment, organizations should be providing an onboarding experience that protects their investment. In this study we’ll start with pre-boarding, we’ll learn more about orientation, and we’ll explore what resources and tools organizations use to help onboard.
Key findings include:

29 percent said the talent development department was primarily responsible for onboarding strategy
78 percent measured the effectiveness of their onboarding program
35 percent formally checked in with new employees at the end of their first day
57 percent preboarded all new employees
25 percent required managers to undergo training on how to onboard their new employees
 

 
Primary Capability Covered: Talent Strategy and Management
Participation in this event, either live or recorded, can be reported for one (1) professional development point toward initial certification eligibility or recertification requirements for the APTD or CPTD credential. 
 

ATD RESEARCH:  Onboarding New Employees

In 2021 ATD Research published the State of Healthcare Training, which provided benchmarking data on key healthcare training indicators, delivery methods, techniques, and technologies. In this updated report we’ll expand the definition of healthcare to include all sectors of the industry as defined by the global industry classification standards. This would include healthcare equipment/supplies, healthcare providers and services, healthcare technology, biotechnology, life science tools/services, and pharmaceuticals. This is an expansion of what was considered healthcare in the 2021 study (acute care hospitals and nonacute facilities).
Some key data points we will be covering:

The average direct learning expenditure in healthcare organizations is $963 per employee.
On average, employees at healthcare organizations used 19.5 learning hours per year.
70 percent of respondents used at least one type of learning technology in their training programs.
75 percent of respondents were at least moderately affected by staffing shortages.

 
Primary Capability Covered: Business Insight
Participation in this event, either live or recorded, can be reported for one (1) point of professional development toward initial certification eligibility or recertification of the APTD and CPTD credentials. 
 

ATD RESEARCH:  State of Healthcare Training

The State of the Industry Report is ATD's annual review of talent development trends, spending, and activities. During this webinar, we will discuss key benchmarks from the 2023 report such as learning expenditures, training hours, learning delivery methods, learning content areas, and on the job learning opportunities.

Primary Capability Covered: Future Readiness

Participation in this event, either live or viewing the recording, qualifies for one (1) professional development point for initial certification or recertification of the APTD and/or CPTD credential.
 
  

 

ATD Research: 2023 State of the Industry Report

ATD has released new research on organizational culture and the role of talent development. This report covers the importance of talent development in defining and modifying organizational culture, measuring culture, barriers to influencing culture, the effect of the pandemic, and talent development initiatives that drive organizational culture.
Among the findings from this report:
• Thirty-two percent of respondents reported that their talent development function was involved in defining organizational culture. Approximately the same percentage said their TD function was involved in defining organizational culture to a low extent or not at all.
• Thirty-one percent said their TD function was involved in planning strategies to modify organizational culture. In comparison, 38 percent of organizations involved their TD function in this process only to a low extent or not at all.
• Of those respondents who were with their organization before 2020, 44 percent said that organizational culture had improved; 38 percent said it had worsened. Those who said it had improved were more likely to cite increased flexibility as a major cause; those who said it had worsened cited difficulties in hiring and retaining staff as a primary cause.
 
Primary Capability Covered: Organization Development and Culture
Participation in this event can be reported for one (1) point toward initial certification eligibility or recertification of your APTD or CPTD credential.

ATD Research: New Report on Culture

ATD will release new research focused on manager development—specifically on professionals who are new managers. Topics that will be covered include candidate selection, eligibility, training topics, benefits and challenges, delivery methods, effectiveness, and budgets. 
Key findings from the report include:
Overall, 70 percent of respondents had a new manager development program. Of those that did not currently have a program, 54 percent planned to offer a training program or resources to new managers in the next two years. 
The primary goal of new manager development programs was better performance by the new manager, with 85 percent citing it as a major goal. Better performance by the new manager's employees was cited as a major goal by 62 percent. Continuity of organizational culture and values was a goal for 69 percent. 
New managers were most likely to receive training in communication skills, providing feedback, and performance management. 
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Primary Capability Covered: Career & Leadership Development
Participation in this event qualifies for one (1) professional development point for initial certification or recertification of the APTD and/or CPTD credential.
 

ATD Research: Manager Development

Nearly 60 percent of organizations have increased their efforts to boost employee engagement since early 2020. According to ATD’s new research report, Employee Engagement and Burnout: Maintaining Morale in Changing Times, there continues to be room to improve engagement and ease employee burnout.
Nearly 75 percent of talent development professionals indicated that employee engagement is important to their organization. Strategies that organizations use to maintain or boost employee engagement include formal training or development opportunities, employee recognition programs, or social activities.
During the webinar, ATD researchers will discuss key findings in the report, best practices in employee engagement, and recommendations in the action plan about how organizations can measure engagement, initiatives to boost or maintain engagement, and how to develop managers and leaders to coach and engage employees.
 
--------------------------------------------------------------------------------------------------------------------------------------- Primary Capability Covered: Organization Development and Culture
Participation in this event can be reported for one (1) point of professional development for initial eligibility or recertification for the APTD or CPTD credential. 
 

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