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The Associate Professional in Talent Development (APTD) is a professional certification for TD professionals who are in the early parts of their careers or whose professional roles and aspirations are focused on foundational areas of the field.

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The APTD Certification Prep course is on demand and includes access to an expert facilitator and the Talent Development Body of Knowledge. Prepare for the certification exam with content review, test strategies, a practice test, and live online sessions. 

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As the days get warmer and the summer vacations begin, ASTD Research starts working on the annual State of the Industry report. Each year at this time we open up the survey to collect 13 key efficiency and expenditure data points, as well as data on content distribution and delivery methods that will provide the industry with valuable benchmarking data. Last year, we included data from 475 organizations in the final report. This year, we hope to increase the number of respondents and have the largest response rate ever. As we grow the number of respondents, we have more reliable data and the ability to break out data by industry and organization size.  Having the opportunity to report more targeted data gives organizations a clearer picture of how their organization benchmarks against similar organizations. For example, in the 2013 report, direct learning expenditure for all respondents (n=475) was $1,195. However, for those industries with enough responses to report, we saw that manufacturing (n=38) averaged $731 compared to those in the professional, scientific, and technical services (n=40), which averaged $1,913. These manufacturing and professional, scientific, and technical services are two quite different industries and their direct learning expenditures are dissimilar. As you can imagine, having this data available by industry provides valuable insights for learning professionals in those fields.  Having more participating organizations in the report can help ASTD Research make more of this type of data available.I encourage everyone to find the person in their organization who manages the training budget and ask them to participate. The final report is free to ASTD members, and each year ASTD Research staff presents the findings on a webcast—giving attendees the chance to ask questions and hear from the report authors.ASTD Research is here to help and is happy to answer any questions you might have about the survey. You can email your questions to research@astd.org. More information on the survey and a link to download the 2013 report can be found here.Help us publish the best report, and send in your data!

ASTD Research Begins Work on the 2014 State of the Industry Report

ASTD Research: Big Data, Better Learning (PDF)

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Organizations can’t innovate unless their employees have the knowledge and skills necessary to make it possible, according to new research from ASTD. The report, Building an Innovative Organization: The Role of Training and Development, uncovers the role of training and development (T&D) and attitudes toward innovation. The research is based on responses from 396 learning professionals who represent diverse organizations in the United States, with varying degrees of success in innovation.“Training and development is fundamental to ensuring that leaders, managers, and individuals have the knowledge and skills necessary to innovate in the right place and at the right time,” states subject matter expert Claude Legrand, who collaborated with ASTD on the research. The report examines how an organization’s T&D function supports innovative process, along with how it teaches innovative thinking and innovation management.Key findings from Building an Innovative Organization: The Role of Training and Development include:98 percent of survey respondents say that innovation is “important” or “very important” for the future success of their organization.Only 14 percent say their organizations are “very effective” at innovation; 24 percent say they are more innovative than their competitors.80 percent of respondents say their T&D department is “effective” or “very effective” at innovating its own program and operations.Innovative organizations are directly correlated with success.Common characteristics of innovative organizations include having an innovative and committed executive team, being good at implementing change, being effective at cross-functional teamwork, and having a published innovation strategy.Building an Innovative Organization: The Role of Training and Development, is available on the ASTD store. For a copy of this report visit Building an Innovative Organization.About ASTDASTD (American Society for Training & Development) is the world’s largest professional association dedicated to the training and development field. In more than 100 countries, ASTD’s members work in organizations of all sizes, in the private and public sectors, as independent consultants, and as suppliers. Members connect locally in 120 U.S. chapters and with 10 international strategic partners. ASTD started in 1943 and in recent years has widened the profession’s focus to align learning and performance to organizational results, and is a sought-after voice on critical public policy issues. For more information, visit www.td.org.

ASTD Research Examines the Role of Training and Development in an Innovative Organization

Playing games at work used to be a ticket to getting fired, now gaming is an important part of training delivery, according to recent research from ASTD. In the report, Playing to Win: Gamification and Serious Games in Organizational Learning, ASTD teamed with the Institute for Corporate Productivity (i4cp) to explore how gaming has emerged as an important, and viable, way to deliver training in organizations. The research is based on surveys and interviews with 551 learning professionals who have hands-on experience with the growing trend.The report states, “With reference to gamification and serious games frequently in learning and business publications, it’s only natural that learning leaders who haven’t implemented either might wonder if their functions are lagging behind.” The report also finds that despite robust sales of books on the topic, the application of gamification and serious games in business enterprises is not mainstreamed.Key findings from Playing to Win: Gamification and Serious Games in Organizational Learning include:Despite significant interest in gamification and serious games, only one in four surveyed said their organization currently used gamification in learning; and one in five, used serious games.Enthusiasm is high for those using gamification and serious games; 37 percent using gamification and 51 percent using serious games rated the methods highly effective.Gamification is most often used for all-employee training and for new employees’ orientation or onboarding.Making learning fun and encouraging innovation and creativity are top reasons for using gamification.Playing To Win: Gamification and Serious Games in Organizational Learning, is available on the ASTD store. For a copy of this report visit Playing-to-Win. About ASTDASTD (American Society for Training & Development) is the world’s largest professional association dedicated to the training and development field. In more than 100 countries, ASTD’s members work in organizations of all sizes, in the private and public sectors, as independent consultants, and as suppliers. Members connect locally in 120 U.S. chapters and with 10 international strategic partners. ASTD started in 1943 and in recent years has widened the profession’s focus to align learning and performance to organizational results, and is a sought-after voice on critical public policy issues. For more information, visit www.astd.org.

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