Our Mission: Empower Professionals to Develop Talent in the Workplace.
© 2020 ATD | All Rights Reserved 1640 King Street, Alexandria, VA 22314, USA
Our Mission: Empower Professionals to Develop Talent in the Workplace.
© 2020 ATD | All Rights Reserved 1640 King Street, Alexandria, VA 22314, USA
The talent development leader’s role is expanding in nearly 90 percent of organizations. For nearly 70 percent of those companies, this means that learning leaders are taking on responsibility for more aspects of talent management (or other business functions) in addition to learning and development (L&D). Assuming broader duties makes balance a crucial concept for learning leaders: They must avoid viewing every issue through the lens of L&D while also ensuring that learning doesn’t suffer because their attention is required to lead engagement, performance, acquisition, or other talent functions for which they might also be accountable.
For leaders in the field, it has become increasingly critical to understand how your role is evolving, how this evolution is impacting your team, and what you need to do to grow along with the expectations of your role.
An integrated approach to talent development will require your team to acquire and/or refine existing skills. Often times, we see that employees just need that extra support and encouragement from their managers to take action on the investment of learning.
An integrated approach to talent development is critical to the success of your L&D function and your organization. In this infographic, we explore the changes between the traditional view versus the systems view. Read the full article, "Responding to Change: The Evolving Role of The Talent Development Professional" to learn more.
Through ATD’s practical 5-D Consulting model, learn effective internal consulting skills that will enable you to help your clients achieve their desired outcomes, establish goals, and manage expectations.
Learn how to promote organizational renewal by simultaneously matching employees' skills and development with the organization's strategy.
In this program, you will learn how to use the ATD HPI Model, apply the three critical components of HPI, link organizational goals to human performance, outline a strategy for finding and addressing performance gaps, and describe a process for evaluating the impact of your HPI solutions.
Without you, there is no ATD. We're extremely grateful to our customers, partners, employees, investors, alumni, friends, and members of the community who have joined us on this remarkable journey. In 2018, we celebrate what we’ve built together. And as we look toward the future, we can already see that this is only the beginning of a new era.