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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February 2019
(Corresponding Webcast to follow) – SOLD
2019 State of Sales Training
This research will provide an update to the 2016 State of Sales Training report by benchmarking key indicators, such as the average sales training expenditure per employee. The 2019 State of Sales Training report will also examine the delivery methods most frequently used; this metric will be broken out by sales model (e.g., inside sales, outside sales, channel/partner sales, and hybrid). The report will also look at frequency of sales training, annual sales training expenditure, and the distribution of the sales training budget. The research will include new analyses to identify best practices that are correlated with an organization’s sales success relative to its competitors and the ability of salespeople to reach goals. The report will include practical examples from organizations
February/March 2019
(Corresponding Webcast to follow) – SOLD
Developing New Managers: Key Elements in Training for Success
Front-line people managers must be able to engage, motivate, coach, and develop employees. But do first-time managers step into new leadership roles with the skills they need for success? This research explores some of the key challenges and issues involved in preparing first-time managers to hit the ground running. The research looks at all first-time managers, with additional emphasis on those from technical and sales roles, and those leading virtual teams. How are organizations training new managers? When does that preparation begin? What training methods are most effective? Does new-manager training in high-performance companies produce better results?
May 2019
(Corresponding Webcast to follow) – SOLD
The Future of Work and Technology
From artificial intelligence to automation, advances in new technologies have already begun impacting businesses. To remain competitive, organizations will need to change the way they operate. These technologies may create or eliminate jobs, change job roles, impact business models, create competition from new industries, cause changes in customer needs, or alter market performance. This research seeks to identify the practices associated with future-ready organizations, offering information leaders can use to prepare their organizations to succeed in the next five years. The research examines how organizations and their leaders can position themselves to be competitive in the future through research, planning, and the creation of a culture that encourages preparation for the future. Additionally, the report will look at how influential new technologies (e.g., big data, artificial intelligence, robotics, wearable technologies, the internet of things, and 3D printing) will be on the future of work and the extent to which organizations have planned for, developed, or deployed training for any of these technologies. This research will provide interviews with top executives at companies that are preparing for the future in innovative ways.
June 2019
(Corresponding Webcast to follow) – SOLD
State of Healthcare Training and Trends
This research will provide an update to The State of Healthcare Training (2016) report by benchmarking key indicators such as the average training expenditure; this report will also examine some of the newest trends in healthcare and how they impact talent development. The key questions of interest are: How many learning hours per employee? How’s the expenditure distributed? What’s the average cost per learning hour? The report will look at trends such as value-based care (VBC) and the shortage of employees in certain healthcare professions (e.g., nursing) and how these trends impact talent development functions and the programs they provide.
September 2019
(Corresponding Webcast to follow)
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.