ATD Footer Logo

Teamwork

The latest content and resources on leading training and TD departments.

Managing the Learning Function

This comprehensive certificate course will prepare you to provide leadership in developing your organization’s people to execute organizational strategy.

Business people, teamwork and meeting for strategy, planning or corporate brainstorming discussion at office. Group of employees in team collaboration or communication in conference at the workplace

Adobe Stock 610212747.jpg

A graphic showing ATD's certificates seal

ATD_July2023_CertificatesSeal-128x128-v2

Certificate Program

Drive success for yourself, your team, and your organization by mastering the foundational skills and competencies of a new talent development manager.

Managing in Talent Development Certificate

Managing Learning Programs Certificate

Reading book, studying, ideas, education with small people concept vector flat illustration, suitable for background, banner, landing page, advertising illustration

Adobe Stock 293842061.ai

A weekly ATD newsletter, that brings you current research, big ideas, and helpful tips from the talent development industry.

Open Email envelope icon with document. Newsletter 3d concept. Vector 3d illustration

Adobe Stock 496266585.ai

Talent Brief

ATD Blog

Adobe Stock 125581183.jpg

Transform Your Learning Programs From “Nice to Have” to “Must Have” 

Managing the Learning Function Topic Page Link 1

Team of business investment consultant analyzing company annual financial report working with documents pie and donut chart, using laptop, Business and Financial concept.

Putting_It_All_Together_800x534

Why Talent Acquisition and L&D Must Work Together to Find Talent With Key Skills

Managing the Learning Function Topic Page Link 2

Meeting of business consultants discussing analysis of financial graphs and charts. Analysis of market growth data and investment planning.

AdobeStock_635130703

The ROI of Coaching: A CEO’s Perspective

Managing the Learning Function Topic Page Link 3

184870 Accidental Trainer logo_16x9

Managing the Learning Function Topic Page Link 4

BRAND-Managing the Learning Function-Spotlight Card

Google Ad #1 - desktop - 970x90

Google Ad #1 - mobile - 300x200

Ad #1 for Generic Pages

The Latest

Google Ad #2 - desktop - 970x90

Google Ad #2 -  mobile - 300x200

Ad #2 for Generic pages

Here are the areas teachers transition to TD excel in, as well as areas where support can help them fully use their expertise.

Why Transitioning Teachers Can Make a Great Addition to Your Talent Development Team 

We must meet managers where they are and adjust our L&D tactics if we hope to make L&D a frontline priority. 

5 Tricks for Getting Frontline Manager Buy-In

Just a couple years ago, companies were conducting hiring sprees, scooping up a seemingly unlimited supply of talent. Today, however, more talent professionals are asked to do more with less, while facing intense competition for individuals with the most business-critical skills. But this reset has given rise to a new way of thinking about talent—the skills-based transformation, in which candidates are hired, and internal talent developed, based on their unique skills and strengths.To make the skills-based transition successful, companies must ensure their talent acquisition (TA) and learning and development (L&D) teams work more closely together. This will be especially important since talent with key skills is harder to find than ever. According to Randstad Enterprise’s latest in-demand skills research, global hiring complexity for AI and automation skills is two times higher than average, while data analytics skills are 2.3 times higher.In this landscape, rather than always turning to recruiting external talent, consider how individuals with key skills—or at least the potential to learn them—may already be in the organization. But without insights and development plans from L&D, those high-potential employees, and their skill sets, may remain hidden. Along the same lines, when new talent is brought in, L&D should be involved as well, helping to ensure they continually learn and grow to develop the skills needed for the future.But for TA and L&D to collaborate most effectively, they must leverage the right data to help guide their decisions. With access to up-to-date talent intelligence—about the supply of skills both within your organization and outside it—TA and L&D teams gain the insights to better work together and ultimately ensure the company acquires the right skills.Identify the skills you need.Due to the growing use of AI, the skills companies need are changing constantly. With access to the right talent intelligence, companies can better predict the skills that will be most critical for their organizations today and into the future. And if talent with those skills is too difficult to find internally or externally, the data can help identify talent with the adjacent or transferable skills most indicative of success in attaining those needed skills. Once those skills are identified, TA and L&D can work together to determine the best way to acquire those skills, whether hiring externally or developing internal—or even external—talent.Build a skilled and diverse workforce.As part of the skills-based transformation, many organizations leverage talent intelligence to conduct skills mapping or create skills ontologies to better understand the skills already in the organization. Such insights can also reveal the individuals who show strong potential to learn the new skills that TA may be struggling to find externally. This approach is also helpful for enhancing workforce diversity and creating equity. With female talent largely under-represented in some of the most in-demand skills, like AI and automation, providing promising female employees with the right training and development can improve diversity while ensuring the company gains those needed skills.Understand the external talent market.Strong talent intelligence can help you find the best sources for the skills your organization needs. It can also uncover essential data about what those individuals are looking for in their next role, like salary expectations and desire to work remotely, so TA can be better positioned to attract and engage them. If talent with the exact skills can’t be found, TA can still hire based on the potential and inherent skills of the top candidates, working with L&D to create the development paths to fill those crucial gaps.Make smarter decisions with talent intelligence.While finding talent with the most in-demand skills may be challenging, companies that drive collaboration between their TA and L&D teams will be better positioned to identify the right people, or nurture promising talent to help them learn those skills. When guided by robust talent intelligence, the result is a streamlined approach to acquiring the skills needed immediately, while providing the training that keeps up with the skills needed for the future.Download Randstad’s latest in-demand skills research. See the supply and demand of the skills you need with the in-demand skills dashboard.

The increasing demand for upskilling and reskilling, paired with technological advancements, has paved the way for new learning methods that are restructuring how organizations approach employee development. With the uprising of digital transformation, staying ahead of the latest L&D trends is crucial for organizations aiming to create a skilled, adaptable workforce. Embracing Personalization in LearningOne of the most transformative trends in L&D is the shift toward personalized learning experiences. Unlike traditional, one-size-fits-all methods, modern learners crave content tailored to their unique needs, goals, and learning styles. By utilizing artificial intelligence (AI) and data analytics, organizations can create learning paths that adapt in real-time, ensuring employees receive the most relevant training exactly when needed. Adaptive learning technologies, which modify content delivery based on a learner’s progress and performance, are at the forefront of this innovation. These tools boost engagement and enhance retention, making them a cornerstone of contemporary L&D strategies. Microlearning: Small Bites, Big ImpactMicrolearning is another innovative approach gaining momentum. This method breaks down complex topics into short, focused lessons, making it easier for learners to grasp and retain information. By offering bite-sized content, organizations can meet the modern learner’s need for flexibility and quick access to information, making the learning process more convenient and less overwhelming. The shift toward microlearning aligns with the growing mobile learning trend, which allows employees to access training materials on the go. This is particularly important as remote work and global teams become more common, further illustrating the future of education technology in L&D. Collaborative and Social Learning Learning is no longer confined to formal, structured environments. Today’s workforce thrives on collaboration and knowledge sharing, leading to the rise of social and collaborative learning tools. Platforms that enable employees to interact, share ideas, and solve problems together foster a culture of continuous learning. Whether through discussion boards, peer-to-peer mentoring, or real-time collaboration tools, these methods promote active participation and build a strong sense of community within the organization. The power of collaboration is found in the content shared and the connections built across teams. These connections are the catalyst for achieving remarkable results and driving progress. Immersive Learning Technologies: The Future of EducationImmersive learning experiences are becoming increasingly common. Virtual reality (VR), augmented reality (AR), and mixed-reality platforms allow employees to use simulations replicating real-world challenges in a safe and controlled environment. These technologies provide hands-on, experiential learning that enhances skills retention and builds confidence. Immersive learning is particularly beneficial in industries where practical training is essential, such as healthcare, manufacturing, and emergency services. The ability to simulate high-pressure scenarios without real-world consequences makes VR and AR indispensable tools in modern L&D. The Rise of AI-Powered Learning PlatformsAI is revolutionizing educational technology. From chatbots that offer instant support to AI-driven content creation, automation is making learning more efficient and accessible. AI-powered Learning Experience Platforms (LXPs) enable organizations to curate personalized learning paths, recommend content, and analyze performance data to predict future learning needs. This intelligent automation allows L&D professionals to focus on strategic initiatives, ensuring that learning aligns with organizational goals. By leveraging AI, organizations can foster a forward-thinking culture of learning that anticipates future skill requirements and addresses them proactively. The Future Is Now The latest L&D trends show that the future of learning is driven by innovation, adaptability, and a focus on personalized, collaborative, and immersive experiences. As organizations embrace these cutting-edge methods, they are better equipped to develop a skilled workforce ready to tackle today’s challenges and tomorrow’s opportunities. By adopting cutting-edge educational technology, businesses can ensure that their learning and development initiatives consistently drive success and expansion.

Revolutionizing Education: Exploring the Latest Trends in Learning

How can leaders identify the aspects of culture they need to change, and which levers will yield the results they seek?

Use Data-Driven Insights to Turn Culture Into a Competitive Edge

The talent leader role has evolved from a reactive role to a proactive, strategic partnership with business leaders.

ATD BLOG

ATD BLOG

ATD BLOG

PODCAST