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Training Resources, Ideas, and Analysis for Talent Development Professionals and Practitioners Across The Continuum of Care.

Healthcare

Training Resources, Ideas, and Analysis for Talent Development Professionals and Practitioners Across The Continuum of Care

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

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Talent Brief

The ATD Talent Development and Training in Healthcare Handbook addresses the many opportunities and challenges TD professionals face in the growing and rapidly changing healthcare space. 

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Book

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ATD Talent Development and Training in Healthcare Handbook

ATD Blog

Think Like a Scientist – Expand Your Healthcare Leadership Mindset

Healthcare Link 1

TD Magazine Article

Healthcare Workers Seek Infusion of Positive Workplace Culture

Healthcare Link 2

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Make Career Development Social

Healthcare Link 3

Research Report

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2024 State of Healthcare Training

Healthcare Link 4

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Healthcare Workforce Development Whitepaper 

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Dive Deeper With an ATD Course

Current State of Healthcare

The Latest

Latest Healthcare Jobs From ATD

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October 2025 - TD Magazine

Design the future of workers’ education with purpose, people, and progress.

Reshape Learning in the Healthcare Industry

September 2025 - TD Magazine

MD Anderson leverages a wide range of coaching opportunities as a strategic driver of change.

Coaching Options Abound

Labor hours are the most valuable resource in frontline training.Operations only schedule the hours needed to get the job done. Labor budgets are often tied to metrics like sales, foot traffic, and production volume. If business slows, hours get cut. When demand spikes, managers scramble to cover shifts. Every hour must be justified. Only activities that help the team hit its numbers make the cut.This is why L&D is often told, “We don’t have time for learning.” Training is one of the first things to get cut.Managers understand the importance of a capable, confident workforce. They just don’t have time to spare for your learning solution. There’s also a good chance they’ve spent hours on past training that didn’t produce results.L&D can’t afford to waste time. Every minute spent in training is a minute not spent serving customers and completing tasks. If it doesn’t drive results, it doesn’t belong. Time is currency on the frontline and L&D must spend it responsibly.Here’s how you can train faster, reduce labor costs, and ensure every frontline worker is properly supported.Make info easy to findThe first thing every frontline employee should learn is how to use the knowledge base. This way, they can solve problems on their own. Curate helpful job info in a place that’s easy to access on the devices people use on the job. Then focus training on the hard stuff—safely operating equipment, resolving customer issues, and making good decisions on the floor.Don’t waste time on information people won’t remember. Leverage technology to provide them with quick, reliable answers in the flow of work.Skip what they already knowFrontline workers waste a lot of time on training they don’t need. Many come to the job with experience but are still required to complete every module. By using pre-assessments, you can skip what people already know and fast-track them through lengthy onboarding, training, and compliance programs.Adapt training to each employee so they only spend time on what they need to learn. Reinforce critical knowledge to ensure the right information sticks long term.Cut the fluffFrontline training is often packed with unnecessary details—lengthy intros, wordy slides, and lots of “what ifs.” This isn’t just a waste of time. It’s overwhelming for employees who already work in hectic, distraction-filled environments.Apply a microlearning approach. Focus only on what employees need to do the job. Get straight to the point in every video, module, session, and activity. Keep content short, clear, and useful so people stay engaged and get up to speed faster.Provide training guidesHands-on activities are essential in frontline training. Without structure, it’s easy to waste time on ineffective methods and unnecessary topics. This is especially important when you rely on managers and peers to lead training across locations. Clear structure keeps the process on track and drives consistent outcomes.Provide both trainers and trainees with guides outlining the process. Prioritize skills that matter most to day-to-day performance. Include a comprehensive assessment to verify readiness before someone goes solo. Hold trainers accountable for performance results as well as time spent in training.Earn time by proving valueThe frontline runs on a tight schedule. L&D must apply the right mix of tactics to keep up. Our goal isn’t just to cut labor costs. We must find ways to get people contributing faster to meet the needs of the operation.When we adapt to labor constraints, we earn the trust, buy-in, and time needed to make a real impact. This provides us with the opportunity to accelerate readiness, reduce disruption, and provide employees with right-fit support.Every minute saved through smarter training gets someone closer to delivering value for customers. That’s time well spent.

Healthcare

ATD BLOG

TD MAGAZINE

TD MAGAZINE

RESEARCH REPORT

Healthcare Workforce Development Whitepaper

Dive Deeper With an ATD Course

Latest Healthcare Jobs From ATD