As the business world continues to change, so do organizations and their learning functions. Whether you’re developing classroom instruction, an e-learning course, or an on-demand performance support solution, following sound instructional design processes will help you be more successful.  When an organization needs training solutions, the instructional designer must understand the business and individual needs that underlie the training initiative. Download ATD’s Foundations of Instructional Design: Methodologies and Learning Theories guide to explore through the basics of this process, the pros and cons of different approaches, and more.

Instructure commissioned The Harris Poll to conduct research among Employees and HR decision-makers to better understand the employee development landscape - what employees seek in a potential employer, what motivates them to move in their careers and what tools and resources will make them successful.  The results discussed in this summary are based on two surveys conducted by The Harris Poll on behalf of Instructure - one among HR decision-makers and one among employees - both administered online to those in the United States. 

Being able to assess employee performance is critical, but are you also articulating clear expectations for their advancement? Talent spotting is all about identifying potential over performance. In this white paper, get answers to questions like: What is talent spotting and why is it so important to get it right? How can hiring managers and HR departments get talent spotting right? What it takes for talent spotting to be successful?

CHAPTER 1. CHANGING THEIR MIND? In my work over the last twenty years, I have observed a disturbing truth, supported by data. Most traditional professional development doesn’t work. There is very little change in habits, behaviors, perceptions, practice, or outcomes of participants. An Example. In 2016, there was a series of articles that touted the EEOC research that sexual harassment training is ineffective and may actually be harmful. What was fascinating is that there was no discussion of how the training was done. What was the content? How was it delivered? What were the expected outcomes? How many designs and presentation models were utilized? None of those questions were answered in any of the articles I read. Click below to download the First 3 Chapters of the Book.

Ready or not - digital transformation is here. Read this eBook to discover the talent development best practices you - and your people - need in order to future-proof your organization while putting your people in the driver's seat of their own experience. You'll gain insights into: Determining your organization's level of digital transformation preparedness Coaching strategies to prep your workforce for digital transformation How to champion a culture of learning to enable ongoing employee skill development

Online training is broken, with next to no engagement, poor completion rates — and you can forget about ROI. To get the learning outcomes you’re after, you need to make sure learners move from a passive mindset to an active one. Instead of just reading information or watching videos, learners need to take action.  Shifting from content-based training to action-based training can increase your training engagement and completion rates by more than 2,000%. This infographic outlines the benefits of action-based learning and how it can help create greater impact. 

In today’s tight labor market with many hiring managers bemoaning the war for talent, organizations must be extremely competitive in the employee benefits they offer. Roy Skillicorn, senior director of learning and development for Cisco, and a Capella University School of Business and Technology Advisory Board member, shares his thoughts on trends in tuition assistance, how organizations benefit by offering such programs, and the risks they face if they don’t.

How are your plans for learning technologies in 2019 looking? If you think there’s too much noise out there, and not enough hard fact, you’re not alone. Since 2014, the Learning & Development (L&D) Global Sentiment Survey, sponsored by OpenSesame and conducted by Donald H Taylor, Chair of the Learning and Performance Institute, has asked L&D professionals across the globe: "What do you think will be hot in L&D next year?" Use the results of this year's survey to uncover what’s really happening in learning technology to help you plan your L&D strategies for 2019 and beyond, based on hard numbers and sound analysis. 

Like many organizations, Consumers Credit Union was struggling to make their employee training program approachable, convenient, engaging, and affordable. Employees struggled to fit training into their day. The nature of their work made it difficult for them to plan to attend long training sessions, so they knew they needed to find a solution that would allow their employees to take training when their schedules allowed. They also wanted to be sure that when their employees did have time for training that the training was engaging and effective. Consumers Credit Union found that BizLibrary's microlearning video library was the perfect solution. It allowed their employees to watch short, engaging videos in between customers or during downtime. Because the concepts are delivered in short, digestible pieces, employees not only retain more of what they learn, they are able to apply it right away. Consumers Credit Union was able to see the results of their training initiatives across their organization. Not only did employee satisfaction improve, they saw an increase in their member rating and cut onboarding costs substantially. They also exceeded the industry standard satisfaction rating! With the right planning and strategy, Consumers Credit Union was able to address challenges they faced in the areas of leadership, new managers, and sales. In this success story, you'll see the unique approach Consumers Credit Union took that made their program so successful. You'll also learn: How Consumers Credit Union measures the success of their program Specifics on the ROI of their training efforts How BizLibrary's solution helped improve their performance review process

Almost 40 percent of American employers say they cannot find people with the skills they need even for entry-level jobs, and they admit that only 50 percent of new recruits have the skills needed for their new roles. 1 Another 60 percent of employers complain of lack of preparation2 and only 42.5 3 percent feel that new hires show the required professionalism and work ethic. Yet, 89.4 percent of new graduates feel they are work-ready. When it comes to work readiness, there is a growing disconnect between the views of employers, educators, and post-secondary graduates entering the workforce. There is no longer just a skills gap. It is an ever-widening chasm. The half-life of skills is rapidly falling, and nearly half of business leaders surveyed today cite the upheaval in learning and careers as an urgent problem.4 Furthermore, as intelligent systems and machines reshape the world of work, tomorrow’s employees will need to learn entirely new skills for entirely new jobs. So while the skills crisis is significant today, an even greater crisis looms. Employers need to understand that if they are to solve the current and future skills gap, the time for action is now.