ATD Research Topics

ATD Research Reports provide organizations with indispensable information, metrics, survey data, and benchmarks they need for optimal workplace performance. 

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September 2019
(Corresponding Webcast to follow) - SOLD
Measurement & Evaluation Report
The main objective of this research is to examine organizations’ learning measurement and evaluation efforts and to compare trends in evaluation over time. The research will look at which of the five levels of evaluation (using the Kirkpatrick/Phillips model) organizations are using, what types of programs are being evaluated, and what the benefits are to using higher-level evaluations (e.g., business results and ROI). Other key questions of interest are: what sources of data do organizations use in their learning evaluation efforts? What tools are used to manage learning evaluation data? What are the barriers to conducting learning evaluations? The report will also include practical examples from organizations as well as interviews with subject matter experts.
September 2019
(Corresponding Webcast to follow) – SOLD
The State of Finance Training Report
This research examines the training practices of organizations in the finance industry (which includes banks, credit unions, and other financial employers), identifying organizations’ direct expenditures on learning; formal learning hours employees receive and use; learning delivery methods; and areas of training employees in customer-facing, non-customer-facing, and managerial roles receive (e.g., mandatory and compliance, new employee orientation, customer service, and more). Because finance has seen major changes in the last decade, from the 2007-2008 financial crisis to the Dodd-Frank Wall Street Reform Act of 2010, this research will also explore what changes organizations and their talent development teams have made as a result. Additionally, this research will examine what changes organizations have made in terms of training to prevent events such as data breaches (e.g., cybersecurity and cyber awareness training) and fraud.
November 2019
(Corresponding Webcast to follow) – SOLD
2019 Global Trends in Talent Development
Four years have passed since ATD’s Global Trends in Talent Development report was published in 2015. 2019 Global Trends in Talent Development provides an update to that study, showing how key talent development metrics have changed, examining areas such as learning hours, budgets, and learning delivery methods (including mobile learning, social learning, and on-the-job learning). The report shows how these metrics differ across global regions (e.g., North America, Asia-Pacific), allowing talent development professionals to benchmark their practices against their region. For each region studied, 2019 Global Trends in Talent Development also covers influential trending topics as well as the challenges talent development professionals face, providing a global perspective on the state of talent development in 2019.
January/February 2020
Sales Onboarding Report
This research will examine organizations’ sales onboarding programs, which are onboarding programs specific to sales employees that are offered in addition to standard onboarding. The research will look at which organizations provide sales onboarding programs, what content and sales skills are covered, how those programs are designed, and how those programs are measured. Some key research questions will include: Which sales onboarding practices are associated with high sales performance? What are the top barriers to developing effective sales onboarding programs? Do organizations tailor sales onboarding programs to the experience level of incoming sales employees and, if so, how? The report will also include examples of sales onboarding programs from companies and interviews with subject matter experts.
February/March 2020
Performance Management
This research examines the performance management processes organizations are currently using and identifies what practices are considered most effective. The research explores topics such as how job expectations and competencies are determined, as well as how individual goals are set (and how they relate to organizational goals and values) and whether employee development factors into goals and expectations. The research also looks at how performance is appraised: how often performance is assessed; who appraises performance; how employees are trained for their role in the performance management process; and tools and techniques used in the process. It also explores how organizations encourage and reward strong or exceptional performance and address weaknesses. The report will also explore common barriers to effective performance management. Lastly, the report will include interviews with subject matter experts.