Area of Expertise Category:  Performance Improvement (formerly Human Performance Improvement)

Apply a systematic process for analyzing human performance gaps and for closing them.

Key action items include:

  • Identify the customer
    Conduct performance analysis
    Conduct cause analysis
    Analyze systems
    Gather data
    Incorporate customer and stakeholder needs
    Select solutions
    Manage and implement projects
    Build and sustain relationships
    Evaluate results against organizational goals
    Monitor change

Area of Expertise Category: Instructional Design (formerly Designing Learning)

Design and develop informal and formal learning solutions using a variety of methods. 

Key action items include:

  • Conduct a needs assessment

  • Identify appropriate learning approach

  • Apply learning theory

  • Collaborate with others

  • Design a curriculum, program, or learning solution

  • Design instructional material

  • Analyze and select technologies

  • Integrate technology options

  • Develop instructional materials

  • Evaluate learning design

ATD Competency Model




Area of Expertise Category: Training Delivery (formerly Delivering Training)

Deliver informal and formal learning solutions in a manner that is both engaging and effective.

Key action items include:

  • Manage the learning environment
  • Prepare for training delivery
  • Convey objectives
  • Align learning solutions with course objectives and learner needs
  • Establish credibility as an instructor
  • Create a positive learning climate
  • Deliver various learning methodologies
  • Facilitate learning
  • Encourage participation and build learner motivation
  • Deliver constructive feedback
  • Ensures learning outcomes
  • Evaluate solutions

Area of Expertise Category: Learning Technologies (new AOE for ATD Competency Model)

Apply a variety of learning technologies to address specific learning needs.

Key action items include:

  • Use technology effectively across the different areas of expertise
  • Identify when and how to use technology as a training and development solution
  • Area of Expertise Category: Evaluating Learning Impact (formerly Measuring and Evaluating)
  • Use learning metrics and analytics to measure the impact of learning solutions.
  • Key action items include:
  • Identify customer expectations
  • Select appropriate strategies, research design, and measures
  • Communicate and gain support for the evaluation plan
  • Manage data collection
  • Analyze and interpret data
  • Apply learning analytics
  • Make recommendations to aid decision making

Area of Expertise Category: Managing Learning Programs (formerly Managing the Learning Function)

Provide leadership to execute the organization’s people strategy; implements training projects and activities.

Key action items include:

  • Establish a vision
  • Establish strategies
  • Implement action plans
  • Develop and monitor the budget
  • Manage staff
  • Model leadership in developing people
  • Manage others
  • Manage and implement projects
  • Manage external resources
  • Ensure compliance with legal, ethical, and regulatory requirements

Area of Expertise Category: Integrated Talent Management (formerly Career Planning & Talent Management)

Build an organization’s culture, capability, capacity, and engagement through people development strategies

Key action items include:

  • Align talent management to organizational objectives
  • Use talent management systems
  • Equip managers to develop their people
  • Organize delivery of developmental resources
  • Promote high-performance workplaces
  • Coordinate workforce and succession planning
  • Facilitate the career development planning process
  • Facilitate career transitions
  • Support engagement and retention efforts
  • Implement individual and organizational assessments
  • Use talent management analytics to show results and impact

Area of Expertise Category: Coaching (updated for ATD Competency Model)

Apply a systematic process to improve others’ ability to set goals, take action, and maximize strengths.

Key action items include:

  • Establish coaching agreement
  • Establish trust and intimacy with the client
  • Display coaching presence
  • Demonstrate active listening
  • Ask powerful questions
  • Use direct communication
  • Create awareness
  • Design learning opportunities
  • Develops goals and plans
  • Manage progress and accountability
  • Meet ethical guidelines and professional standards

Area of Expertise Category: Knowledge Management (formerly Managing Organizational Knowledge)

Capture, distribute, and archive intellectual capital to encourage knowledge-sharing and collaboration.

Key action items include:

  • Advocate knowledge management
  • Benchmark knowledge management best practices and lessons learned
  • Encourage collaboration
  • Facilitate social learning
  • Establish a knowledge culture
  • Support the development of a knowledge management infrastructure
  • Leverage technology
  • Manage information life cycle
  • Design and implement knowledge management solutions
  • Transform knowledge into learning
  • Evaluate knowledge management success

Area of Expertise Category: Change Management (formerly Facilitating Organizational Change)

Apply a systematic process to shift individuals, teams, and organizations from current state to desired state.

Key action items include:

  • Establish sponsorship & ownership for change
  • Build involvement
  • Create a contract for change
  • Conduct diagnostic assessments
  • Provide feedback
  • Facilitate strategic planning for change
  • Support the change intervention
  • Encourage integration of change into organizational culture
  • Management consequences
  • Evaluate change results

 

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