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New Book: Own Any Occasion Is Now Available!


Own Any Occasion

Own Any Occasion simplifies the process of extraordinary speaking, showing you how to craft the perfect message and captivate your audience.

Next Generation E-Learning Whitepaper (PDF Download)

Despite speculation in industry media and other sources that e-learning is in decline, Next Generation E-Learning: Skills and Strategies—the latest research report by the Association for Talent Development (ATD) and the Institute for Corporate Productivity (i4cp)—found the practice thriving in nearly 90 percent of organizations. Further, talent development leaders and practitioners say they anticipate not only continued growth, but also exciting changes for e-learning ahead.

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List Price: $19.99

How Does Your Pay Stack Up? Whitepaper (PDF Download)

ATD Research surveyed 1,230 full-time talent development professionals in the United States. The resulting report, How Does Your Pay Stack Up? 2017 Talent Development Compensation, Benefits, and Job Seeker Report, takes a close look at 2017 salaries, compensation, benefits, and job seeker data. Participants were primarily instructional designers or trainers and had more than 11 years of experience in the industry. The compensation, benefits, and job seeker information in this report empowers talent development professionals to benchmark personal earnings and benefits and enables organizations to evaluate their offerings.

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Onboard, Engage, and Develop Whitepaper (PDF Download)

The Association for Talent Development asked 724 talent development professionals about their organization’s onboarding, development, and engagement programs. Onboard, Engage, and Develop details talent development’s role in those programs, program expectations, and the effectiveness of each program area. The study also discusses how onboarding, development, and engagement programs are evaluated.

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Chief Talent Development Officers Whitepaper (PDF Download)

More and more, companies are recognizing the business impact that learning has on organizations. As a result, the talent development leadership role is experiencing unprecedented expansion in scope and responsibilities. To show current and aspiring talent development leaders the changes and growth occurring in the role—and what those shifts might mean for them—the Association for Talent Development and the Institute for Corporate Productivity collaborated on new research based on the experiences of learning leaders worldwide.

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Microlearning: Delivering Bite-Sized Knowledge

Microlearning is a hot topic in talent development; however, while many agree that microlearning is delivered in bite-sized chunks, further details vary. To bring some clarity to this topic, the Association for Talent Development (ATD) surveyed 596 talent development professionals, finding that 38 percent currently use microlearning and another 41 percent plan to start within the next year. Microlearning: Delivering Bite-Sized Knowledge investigates the primary delivery methods organizations use for microlearning, as well as the effectiveness and top barriers of microlearning activities.

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Social Learning: Developing Talent Through Connection, Contribution, and Collaboration

Talent development functions are increasing their focus on self-guided development, which makes user-generated content— learning content created by employees and shared using social media—a natural fit for their needs. In Social Learning: Developing Talent Through Connection, Contribution, and Collaboration, the Association for Talent Development (ATD) and the Institute for Corporate Productivity (i4cp) partnered to research collaborative learning and the approaches that are driving success—producing results in learning and development while also raising the bar in organizational performance. The Study found that 54 percent of learning leaders who shared their insights were actively using social media to support learning in their organizations.

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Virtual Classrooms Now: Using Technology to Reach Today’s Workforces

Virtual classrooms are an effective and widely used learning delivery mechanism—one that today’s economically and geographically challenged talent development functions have embraced enthusiastically. The virtual classroom is live, instructor-led and facilitated through technology. This environment enables learners to participate remotely through video conferencing, internet meeting rooms, or other tools. Virtual classrooms are well-established and thriving. In their new report, Virtual Classrooms Now: Using Technology to Reach Today’s Workforces, the Association for Talent Development and the Institute for Corporate Productivity found that nearly two-thirds (64 percent) of organizations use virtual classrooms for employee learning.

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ACCEL: The Skills That Make a Winning Manager Whitepaper

The Association for Talent Development (ATD) recently developed the ACCEL model, which defines the five key abilities necessary for success as a frontline manager who directly supervises other employees. Those skills are accountability, collaboration, communication, engagement, and listening and assessing. In ACCEL: The Skills That Make a Winning Manager, ATD Research applied the ACCEL model to examine success in developing direct reports. ATD surveyed 847 talent development professionals about the barriers that prevent managers from exhibiting ACCEL skills, delivery methods for ACCEL skills training, how success in developing direct reports is determined, and if and how success in exhibiting ACCEL skills is recognized and rewarded.

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ATD Research: 2016 State of Sales Training Whitepaper

The Association for Talent Development (ATD) surveyed 227 sales enablement professionals and found that each year organizations spend an average of $954,070 on sales training and $1,459 per salesperson. Given the amount of money spent each year on sales training, this report examines the current of state of sales training in organizations today, how training is delivered, and the obstacles to effective sales training.

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ATD Research: Experiential Learning for Leaders: Action Learning, On-the-Job Learning, Serious Games, and Simulations

In search of strategies that deliver learning based on realistic and contemporary business situations and data, talent development leaders are working to exploit the promise of experiential learning for leadership development. Experiential learning is an umbrella term encompassing learning that occurs through action learning, on the job, using simulations and serious games, or by other means that provide experiences from which participants derive new knowledge or skills. This study examines the use of experiential learning to develop leaders at senior and frontline organizational levels.

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