Having the right people in the right roles is something every business strives for. Ram Ramesh discusses through his experience how employee engagement drove his businesses to improve talent management and make sure the right people were in the right roles.
Each year you inevitably set resolutions for yourself for personal or professional reasons. It's time to take that approach with with your instructional design. Sarah Mercier gives us 3 resolutions to set for instructional design and development.
In the L&D world, we constantly look for ways to increase learner
engagement and achieve the learning objectives. We are looking to improve performance and create a culture of learning that is sustainable. Up until now
, L&D has fought that fight. What if it no longer was feasible for one person/group to manage? Stephen Gill and David Grebow discuss the future of learning and how it is shifting to the hands of managers and employees.
In his transition into retirement, Charles Engle leaves us with 5 suggestions for implementing an effecive knowledge transfer. Although, published in 2013, the suggestions still hold true for effective knowledgement management.
- Work priorities often interfere with taking the time for co-workers to just sit down and review the work being done.
ATD VOS proudly launched a three-part virtual series with Dave Gregory and Lee Pemberton from Conatus3.
What's the difference between the stud and the dud? How can I clone the stud?
They introduce the success path to better understand how to find the right people and how to develop them in the right way so that your organization can ultimately sustain growth and grow profits.
In addition to presenting the research Dave and Lee also gave the participants access the Conatus3 insights profile assessment.
It's not too late to register for all three events --- including this one!
#1 (second offering) on March 28th Identifying the Right Fit Candidate: How Science is Changing the Candidate Selection Process
#2 The Zone of Individual Excellence: The WHAT, WHY & HOW of Human Performance offered on both on April 11th and on April 26th.
#3 Retaining Top Performers: Aligning Purpose to Mission offered both on May 15th and on May 21st.
Joe Willmore met with 17 senior practitioners and includes audio of the thought leader session and thought leaders in the performance management field to get their input on determining how performance improvement has changed and what challenges lie ahead. This article outlines those talking points.
2018 is the year to continue or start partnering with ATD Valley of the Sun to develop as talent development professionals. We are excited to announce, we will be planning our monthly events with a focus on the ATD competencies. This gives you a great opportunity to plan for just the topics you would like to develop.
Check the Events page to register for exciting monthly opportunities and start growing with your ATD VOS network!
Apr Instructional Design
May Learning Technologies
June Evaluating Learning Impact
July Managing Learning Programs
Aug Integrated Talent Mgt
Oct Training Delivery
Nov Knowledge Management
Dec Change Management
Evaluating the impact of training looms over L&D professionals with each course, program, event, and resource created. As a learning professional you may have felt that the course you delivered was a success because the participants enjoyed the material and appreciated the learning. Your business leaders, however, may not have the same sentiments if the learning does not meet the business objectives. This article explores how you can ensure a learning transfer while getting the results that your business leaders want...and need.
Have you received a request for training without knowing the purpose of the request or what it is intended to improve? This article explores the performance assessment process and how performance is the improvement learning should be solving for rather than knowledge. Assessing performance needs is the first step to managing it effectively.
"Too often, a training program simply offers the pretense of addressing an issue, without actually getting to its underlying cause."
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