There are specialized certifications for training, learning and development professionals who are seeking ways to increase business performance through innovative and collaborative training methods.
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From our exclusive research to strategic frameworks and models, this is Training Industry’s source for information and expertise relevant to the training and development space.
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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...
The Kirkpatrick Evaluation Model was created by Donald Kirkpatrick, Ph.D., to define the four levels of training evaluation.
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Training Industry developed the Training Industry’s Senior L&D Leader Competency Model™ to define the core responsibilities required of senior- and executive-level learning leaders.
Train-the-Trainer is a structured approach to developing training practitioners or subject matter experts (SMEs) who are responsible for training others.
The Phillips ROI Methodology is a training evaluation framework that extends the Kirkpatrick Model by adding a fifth level focused on measuring the financial return on investment (ROI) of learning programs.
The Training Organization Maturity Model is a framework developed to help training and learning and development (L&D) professionals assess the maturity of their training process capabilities.
Interview questions for L&D roles are designed to uncover how candidates think, solve problems and translate learning into measurable impact. Here are 15 questions to help you prep for your next interview.
Skills development is the process of acquiring, enhancing or refining the specific knowledge, skills and abilities (KSAs) employees need to perform their jobs effectively. In the workplace, skills development generally falls into three categories.
Training and development (T&D) refers to any activity that helps employees acquire or improve the knowledge, skills or capabilities they need to succeed at work.
Learning and development (L&D) is a business function that supports the professional growth of employees by building their skills, knowledge and competency to improve company performance.
A Chief Learning Officer (CLO) is a senior executive responsible for leading the organization's learning and development strategy.
A needs analysis is a structured approach used in training and development to identify business challenges, determine the right training solutions and ensure learning initiatives align with company goals.