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The ATD Talent Development Framework: Managing Learning Programs

Friday, September 23, 2016

ATD developed the Talent Development Framework and puzzle to help practitioners understand the different components of talent development, and how organizations can build their own frameworks to address their unique needs. This blog series explores each component of the talent development framework, why it’s important to the field, and what resources ATD offers to practitioners who want to learn more.

Managing Learning Programs

Provide leadership to execute the organization’s people strategy; implements training projects and activities. There are a variety of benefits to having a learning program in place. From establishing strategies to understanding best practices, talent developers’ list of peripheral items is extensive.

One of the biggest obstacles to managing a learning program is a lack of time, whether real, perceived, or self-imposed. Creating a vision is the best place to start when managing a learning program. The ATD Competency Model identifies 10 key elements managing learning programs should exhibit:

  • Establish a vision.
  • Establish strategies.
  • Implement action plans.
  • Develop and monitor the budget.
  • Manage staff.
  • Model leadership in developing people.
  • Manage others.
  • Manage implement projects.
  • Manage external resources.
  • Ensure compliance with legal, ethical, and regulatory requirements.

 We’ve assembled some additional resources to explore:

For more information on training delivery and other major components of talent development, check out the ASTD Handbook, 2nd Edition.





About the Author

The Association for Talent Development (ATD) is a professional membership organization supporting those who develop the knowledge and skills of employees in organizations around the world. The ATD Staff, along with a worldwide network of volunteers work to empower professionals to develop talent in the workplace.

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