Since 2008, Training Industry, Inc. has collected data from training professionals across industries. After over a decade of research, we’ve discovered eight process capabilities that, when optimized, make training organizations great.
Organizations across industries are now adopting design thinking to find creative solutions to business problems. Applied to learning and development (L&D), this process has proven to be a fresh way to design and deliver impact training initiatives.
The Dick and Carey Model is an instructional systems design (ISD) model taking a systems approach and based on the research of Walter Dick of Florida State University and Lou and James Carey of the University of South Florida.
An evidence-based way of incorporating individual learner differences into training modality selection is to pick training modalities based on learner preferences.
Design thinking is an approach to problem-solving and creativity based on the field of design. It is especially useful for complex problems as well as developing products, such as training programs or content, that require creativity.
Based on the OSF ratio, L&D organizations should continue to ground their training on experiences, optimizing on-the-job learning for each employee. That said, each source of learning interacts with the other.
The modern learning system encompasses the factors driving the need for training, training itself, and the measurement and evaluation of training:
In today's highly diverse and multigenerational workforce, the challenge isn't about how to offer learning programs to employees, but rather what types of learning programs to offer and how best...
Training professionals have for many years, dealt with the challenge of improving the learners’ retention after they leave the classroom or online training experience.
The 70-20-10 Model for Learning and Development is a commonly used formula within the training profession to describe the optimal sources of learning by successful managers. It holds that individuals...