Guest Blog

Setting Standards for our Profession: Three Standard Reports By Dave Vance

Last month we talked about the need for standards and introduced three types of measures which would serve to organize our measures just as accountants use four types of measures in their profession. This month we will introduce three standard reports for L&D which contain the three types of measures. These three reports, used together, provide a holistic and comprehensive view of learning activity just as the three standard accounting reports (income statement, balance sheet, and cash flow) do for financial activity.

The three reports are Operations, Program, and Summary. While a version of these reports (called detailed reports) contains just historical information (like actual results by month or quarter), we will focus on reports for executive reporting which in addition to last year’s results include the plan or target for the current year, year-to-date (YTD) progress against plan, and, ideally, a forecast of how the year will end if no special actions are taken (like extra staffing, budget or effort beyond what is currently planned). The reports are meant to be used by the department head and program managers in monthly meetings to actively manage the function to deliver results as close to plan as possible. Of course, before the year starts, L&D leaders will need to decide what measures are important for the year and what reasonable plans or targets would be for those measures.

We will start with the Operations Report which contains effectiveness and efficiency measures. Recall from our discussion last month that effectiveness measures are about the quality of the program (like levels 1-5) and efficiency measures are about how many, at what cost, etc. (like number of participants, hours, utilization rate, and cost). The Operations Report is meant to capture the 5-10 most important effectiveness and efficiency measures at an aggregated level which may be for the enterprise, region, business unit or product group depending on the L&D department’s scope. So, for example, the Operations Report might show last year’s actual, current year plan, YTD results, and forecast for unique and total participants for all the courses being offered. It might also show the average level 1, 2 and 3 for all courses being offered. The department head would use this report monthly to see if the department is on track to meet plan for the year. If it appears the department is not on track, then the senior L&D leaders need to understand why and agree on what actions to take to get back on plan.

The Program Report also contains effectiveness and efficiency measures but its focus is at the program or initiative level rather than the enterprise level. It is designed to show the key programs in support of a single company goal like increasing sales by 10% or reducing operating cost by 5%. Under each identified program would be the most important effectiveness and efficiency measures. The Program Report also would contain an outcome measure showing the planned impact or contribution from learning on the goal. So, the report pulls together the key programs and measures required to achieve the desired impact on the goal. The owner of the goal (like the SVP of sales) and the L&D leaders would agree on the programs; outcome, effectiveness and efficiency measures; and plans or targets for the measures before the programs begin. The goal owner and L&D also need to agree on their mutual roles and responsibilities, including how the owner plans to reinforce the learning. Program Reports would be used by the department head and program managers each month to ensure everything is on plan to deliver the agreed-upon results.

While the Operations and Program Reports are used to manage the function each month, the Summary Report is designed to show the alignment and impact of learning as well as its effectiveness and efficiency. The Summary Report starts by listing the company’s top 5-7 goals in the CEO’s priority order and then shows the key learning programs aligned to each. (In some cases there will be no planned learning.) Where learning does have a role to play in helping achieve the company goal, the report ideally will include an outcome measure or some measure of success. Next, the report will share three-four key effectiveness measures and three-four key efficiency measures. The target audience for this report is the CEO, CFO, SVP of HR, other senior leaders as well as employees of the L&D department. The report lets the senior company leaders know four important things: 1) L&D knows what the company’s goals and priorities are, 2) L&D leaders have talked with goal owners and the two parties have agreed on whether learning has a role to play and if it does, what kind of contribution may be expected from learning, 3) L&D leaders are focused on improving the effectiveness and efficiency of learning, and 4) L&D leaders know how to run learning like a business by setting plans and then managing each month in a disciplined way to deliver those plans.

Use of these three standard reports and the processes associated with creating them will dramatically improve the impact, effectiveness, efficiency, stature, and credibility of L&D. Along with adopting the three standard measures, it will also be a major step towards L&D becoming a true profession with our own standards and reports.

Develop Your L&D Team’s Competencies to Deliver on Business Goals Webinar Recording

In this webinar, Caveo’s Strategic Learning Partner Alwyn Klein uses real-world case studies and proven concepts to show how to develop your L&D team to become proactive and high performing, balanced with the appropriate mix of roles and competencies. You’ll learn to…

      • Leverage the L&D Compass for your team’s journey
      • Plan team development strategies and tactics
      • Determine future competencies and roles
      • Maintain a focus on current and future business alignment
      • Deliver consistent and measurable business value

Please Visit  for access to the recording.

The 9th Annual Global Learning Summit Singapore

CTR is excited to have the opportunity to be a part of the Global Learning Summit. David Vance, our executive Director, will be running a Pre Summit Workshop on the 7th of March 2016. Dave will also be a Keynote Speaker for the Global Learning Summit Conference. Dave was one of the first speakers at the First Global Learning Summit. The conference is located at the Raffles City Convention & Exhibition Centre, Fairmont Singapore and will be from the 7th to 9th of March 2016. Visit  to learn more and to register.

Venue Location 

Neighbouring Hotels- Room Rate (December 2015)

160307 Global Learning Summit 2016 SG GOWREG

Want to share and learn with a crowd of your peer-group?

Want to share and learn with a crowd of your peer-group?

Center for Talent Reporting community are welcome to share practical Best Practices & Next Practices with the Executive learning Exchange  curating solutions as a global cohort online.  Join the following Google+ community to learn more:

Simple & cost effective ways to measure big results (Google id required)

Get To Know Your Board Member (Cushing Anderson)

Cushing Anderson is program vice president for IDC’s Project-Based Services research. In this role, Cushing is responsible for managing the research agenda, field research, and custom research projects for IDC’s Business Consulting, Human Resources and Learning research programs. Cushing has been actively investigating the link between strategic business planning and training in the extended enterprise, the value of certifications and the impact of training on IT team performance. He has also extensively researched the value of partner certification programs to software companies. He also conducts regular research on the views and experiences of enterprises’ with global consulting firms. Cushing speaks on a variety of topics and has received a number of industry accolades. He is on the editorial advisory board and authors a regular column for CLO magazine and is on the board a Center for Talent Reporting board member. Cushing holds a bachelor’s degree in Government from Connecticut College and earned his M.Ed. in Curriculum and Instruction from Boston College’s Graduate School of Education.

Join Cushing and CTR as he keynotes our Conference February 24th 2016.

Get to Know Your Board Member (Patti Phillips)

Patti Phillips

Dr. Patti Phillips is president and CEO of the ROI Institute, Inc., the leading source of ROI competency building, implementation support, networking, and research. A renowned expert in measurement and evaluation, she helps organizations implement the ROI Methodology in 50 countries around the world.

Since 1997, following a 13-year career in the electric utility industry, Phillips has embraced the ROI Methodology by committing herself to ongoing research and practice. To this end, she has implemented ROI in private sector and public sector organizations. She has conducted ROI impact studies on programs such as leadership development, sales, new-hire orientation, human performance improvement, K-12 educator development, and educators’ National Board Certification mentoring.

Phillips teaches others to implement the ROI Methodology through the ROI Certification process, as a facilitator for ASTD’s ROI and Measuring and Evaluating Learning Workshops, and as professor of practice for The University of Southern Mississippi Gulf Coast Campus Ph.D. in Human Capital Development program. She also serves as adjunct faculty for the UN System Staff College in Turin, Italy, where she teaches the ROI Methodology through their Evaluation and Impact Assessment Workshop and Measurement for Results-Based Management. She serves on numerous doctoral dissertation committees, assisting students as they develop their own research on measurement, evaluation, and ROI.

Phillips’s academic accomplishments include a Ph.D. in International Development and a master’s degree in Public and Private Management. She is a certified in ROI evaluation and has been awarded the designations of Certified Professional in Learning and Performance and Certified Performance Technologist.

She, along with her husband Jack Phillips, contributes to a variety of journals and has authored a number of books on the subject of accountability and ROI, including Survey Basics (ASTD, 2013); Measuring the Success of Coaching (ASTD, 2012); 10 Steps to Successful Business Alignment(ASTD, 2012); The Bottomline on ROI 2nd Edition (HRDQ, 2012); Measuring Leadership Development: Quantify your Program’s Impact and ROI on Organizational Performance (McGraw-Hill, 2012); Measuring ROI in Learning and Development: Case Studies from Global Organizations (ASTD , 2011);The Green Scorecard: Measuring the ROI  in Sustainability Initiatives (Nicholas Brealey, 2011); Return on Investment in Meetings and Events: Tools and Techniques to Measure the Success of All Types of Meetings and Events (Elsevier, 2008); Show Me the Money: How to Determine ROI in People, Projects, and Programs (Berrett-Koehler, 2007); The Value of Learning (Pfeiffer, 2007); Return on Investment Basics (ASTD, 2005); Proving the Value of HR: How and Why to Measure ROI (SHRM, 2005); Make Training Evaluation Work (ASTD, 2004); The Bottom Line on ROI(Center for Effective Performance, 2002), which won the 2003 ISPI Award of Excellence; ROI at Work (ASTD, 2005); the ASTD In Action casebooks Measuring ROI in the Public Sector (2002), Retaining Your Best Employees (2002), and Measuring Return on Investment Vol. III (2001); the ASTD Infoline series, including Planning and Using Evaluation Data (2003), Managing Evaluation Shortcuts (2001), and Mastering ROI (1998); and The Human Resources Scorecard: Measuring Return on Investment (Butterworth-Heinemann, 2001). Patti Phillips can be reached at

Get To Know Your Board Member (Jean Martin)

Jean Martin

Jean Martin - Headshot 2014 (2)

(Executive Director, Talent Solutions Architect, CEB)


As executive director of CEB and CEB’s Talent Solutions Architect, Jean leads CEB’s insight and product development in talent management. Her areas of expertise span the HR spectrum and range from the future of the HR function to leadership to labor market trends. Specifically, Jean spends time working on issues relating to CEO and leadership succession, employee engagement, how companies can attract and keep the best employees, and how companies can seek out top talent globally and build out their global leadership bench.

Jean is often asked to share her knowledge in larger forums and has spoken at venues such as the Gathering of Leaders, the Economist Talent Summit, the Singapore Human Capital Summit, Wharton Women in Business Conference and the European Union. Jean also regularly presents to executive teams including Bombardier, Intel, Cisco, BBVA and Eskrom among others. In addition, her work has appeared in publications such as the Associated Press, Harvard Business Review, the Economist, Fortune, The Wall Street Journal, Bloomberg Businessweek, Forbes, and Human Resources Executive Magazine.

Prior to CEB, Jean served as a special assistant to President Clinton’s Domestic Policy Council. Additionally, Jean was a Presidential Management Fellow serving as a Special Assistant to the Senior Vice President for small business/community development banking at Bank of America. Also during her time as a PMF she was project manager for public-private partnerships in disadvantaged communities at the U.S. Department for Housing and Urban Development and for microfinance and microenterprise development at the U.S. Agency for International Development in Tanzania. Prior to that she worked a management consultant with the Institute for Human Services Management.

Jean received a Masters of Public Policy with a concentration in Economics and Finance at Harvard University and a Bachelor of Arts with highest distinction from the University of Virginia.  She also has served on several non-profit and public boards, such as City Year, Turnaround for Children and the San Francisco Presidio Planning Commission.  She lives in Washington, DC with her husband and three children.

TDRp Featured in July Talent Management Magazine

Talent Management magazine just published  a cover story on Western Union ‘s adoption of TDRp

The cover story for the July issue of Talent Management magazine is Delivering Value which describes how Western Union has used TDRp to align learning to business goals, have better discussions with goal owners, choose appropriate measures, and generate monthly reports. The article includes the reasons Josh Craver, VP of Talent Management, selected TDRp to help transform learning at Western Union into a more business-focused and results-oriented effort. The article also includes feedback and success stories from one of their important business partners. Read the article at


Want to Have a Greater Impact?

Want to Have a Greater Impact?

By David Vance

Learning and development (L&D) has the potential to significantly contribute to your organization’s results. What steps are you taking to maximize your impact? Here are four for your consideration. Read More Here

Sponsors and Supporters Rank High in 2015 Learning Elite

The June Chief Learning Officer magazine just published the winners of the annual Learning Elite which recognizes the best practices and organizations in the learning industry. We are pleased to see two of our sponsors in the top five: Proctor & Gamble Distributing at #4 (Walter Knox and team) and ADP at #5 (Carrie Beckstrom and team). Western Union (Josh Craver and team), corporate CTR member and second year TDRp implementer, made it into the top 20 at # 18. Bridgepoint Education, also a TDRp adopter and strong supporter, ranked 31st. And last but certainly not least, Qualcomm was ranked #1. While not a sponsor today, Qualcomm’s CLO is Tamar Elkeles who co-founded TDRp in 2010 along with Kent Barnett from Knowledge Advisors. Congratulations to all on their considerable achievements!

Get To Know Your Board Member (Kevin Oakes)

Kevin Oakes

Kevin Oakes


Kevin is the CEO and founder of the Institute for Corporate Productivity (i4cp), the world’s largest vendor-free network of corporations focused on improving workforce productivity.

Prior to founding i4cp, Kevin was the founder of SumTotal Systems, the world’s largest learning management system company, when he merged Click2learn with Docent.  Prior to the formation of SumTotal, Kevin was the Chairman & CEO of Click2learn, and was also the founder of Oakes Interactive, an award-winning, technology-based training company.

Kevin’s most recent book, The Executive Guide to Integrated Talent Management, was published by ASTD in 2011.  Kevin was recently on the board of directors of KnowledgeAdvisors, a human capital metrics software provider which was sold to the Corporate Executive Board, and he was the Chairman of Jambok, a social learning platform which was purchased by SuccessFactors.  Kevin is currently on the board of Workforce Insight, a workforce optimization company, and on the board of advisors of Intrepid, a corporate training firm.  He was also the 2006 Chair of the national American Society of Training & Development (ASTD) board of directors, and is a frequent keynoter and author in the human capital field.


Get to Know Your Board Member (Claudia Rodriguez)


Claudia Rodriguez

Vice President, Devices Product Management

Motorola Solutions


Claudia Rodriguez

Claudia is Vice President of Devices Product Management at Motorola Solutions Inc. She is responsible for optimizing product portfolio planning and investment decisions to deliver superior offerings to Motorola Solutions Inc.’s customers in each of its Devices technologies and business lines across the world.  Claudia joined Motorola in 2000 and has held a variety of leadership positions in product/business management, technical sales, business development, learning/training, operations and competitive intelligence, covering U.S. and international markets. She holds a bachelor’s degree in electrical engineering from Florida International University.

Claudia also serves as the President of the Global Women’s Business Council at MSI, working to drive inclusion and diversity in the company while creating networking and engagement opportunities for employees.  She is also a board member of the Center of Talent Reporting, an industry-led initiative to bring standard principles and reporting to learning, and board member of BroadWand Wireless, a high tech start-up bringing affordable solutions to the mobile internet user.  She recently participated in the 2014-2015 Global Marathon as a Thought Leader and received Illinois Most Powerful & Influential Woman Award.

Get to Know your Board Member (Dr. Jac Fitz-enz)

Dr. Jac Fitz-enz 

Consultant – Author

Dr. Jac, as he is known worldwide, has published 14 books and over 400 articles.

He founded Saratoga Institute in 1980 to introduce quantitative analysis to the HR profession.  Over the next 34 years he worked in 46 countries where he trained 90,000 people on return on investment and predictive analytics.  Two of his books, Human Value Management (1991) and The ROI of Human Capital (2001) were given the Book of the Year Award by the Society for Human Resources Management.  IHRIM gave him its Chairman’s Award for Innovation in Technology.  Ricardo Palma University in Lina, Peru gave him an Honorary Doctorate.

Jac Currently serves on the Board of Directors for Center for Talent Reporting. We had the opprotunity to ask him a few questions

  1. Why is TDRp important for the profession.

“The definition of a profession includes “standards, models and theories”.  HR has always been short on standards.  Imagine accounting, law or medicine if there were no standard definitions of terms”.

  1. How can CTR help improve the profession’s business acumen

“The foundation of CTR has been, from the beginning, a focus on the effect of HR activities and results on the business.  HR’s purpose like all other functions is to contribute to the goals of the organization through the management of its human capital,  HR does not exist in and administrative vacuum.  It is a part of the organization and bound to play a positive role beyond pushing processes”.

  1. Anything else you would like to share.

“I could go on forever on this topic, but I already have through 13 books”.

In 2014, he turned to fiction and has authored two novels. These are the first in a planned series on the adventures of the naval intelligence team Michael and Grace Stone.  The book titles are:

  • The Spy From Nowhere
  • Grace Under Fire

He resides in San Jose with his wife Laura.

Get To Know Your Board Member (Carrie Beckstrom)

This month we had the opportunity to talk to Carrie Beckstrom our board treasure.

Carrie Beckstrom is Vice President of Learning and Performance for the global and national account businesses of Automatic Data Processing, Inc (ADP). Carrie has worked in the field of learning and development for over 25 years in a variety of industries, including business outsourcing, healthcare, technology and financial services, and has consistently demonstrated the ability to achieve measurable results. She has proven skills in the area of building initiatives and departments from scratch, in addition to leading large-scale transitions of existing departments, and the accompanying process and people change-management efforts. Her focus on revenue and metrics results in a clear view of the added value of her initiatives and facilitates the communication of that value to others.

Carrie was kind enough to answer some questions.

  1. Why is TDRp important for the profession?  “It’s not just important; I think it’s essential. TDRp is instrumental in advancing our profession’s human capital analytics capabilities. It provides a framework for measuring and managing the efficiency, effectiveness, and outcomes of learning and other talent investments. Insights gained from the analysis enhance our ability to provide actionable information to the business. The reports, which are modeled after financial statements, enable us to effectively communicate our progress and impact to executives on a regular basis. And the monthly forecasting and reporting drives accountability and continuous improvement”.


  1. How can CTR help improve the profession’s business acumen? The entire TDRp framework facilitates running learning and other talent disciplines like a business. And CTR has the resources and expertise necessary to successfully implement TDRp within an organization to drive an outcome-focused approach. Examples include achieving strategic alignment to ensure learning and other talent initiatives are in direct support of the broader business goals. And establishing measurable targets and a process for monitoring progress to ensure success. CTR also offers the option to pursue TDRp certification or accreditation which provides a very hands-on approach to advancing your business acumen and human capital analytics capabilities”.
  2. Anything else you would like to share? “Do not let a lack of resources impede your ability to get started with TDRp. Leverage what resources you have and show incremental progress, no matter how small, and in no time you will reap the benefits of adopting a more comprehensive, sophisticated approach to managing and measuring the value of your organization”.

Carrie holds a Bachelor of Arts degree in Communication Studies from the University of California at Santa Barbara and currently serves on the Center for Talent Reporting Board. Carrie resides in the San Francisco Bay Area with her husband and 12-year old son.

Diving Business Results by Managing Smart-Mobs

by Dirk Tussing

“Driving business results by managing smart-mobs” is one of the key skills that talent leaders will need in the next 10 years. A movement is afoot to better manage the “crowd” for sourcing opinions, ideas, and even work products. What is the “crowd” movement and how will we as talent professionals prepare and leverage their power to improve our businesses?   Answer…In 2015, CTR will be partnering with the Executive Learning Exchange to conduct a year-long experiment for learning and talent development leaders to experience crowdsourcing solutions for talent development issues.

Many of you know Karen Kocher, the CLO @ Cigna University, either from collaborations with CTR or when she was featured on the cover of Chief Learning Officer magazine last year on the January 2014 cover.  Karen frequently provides all of us with insight on current trends and opportunities for our learning and talent development community to be better prepared to make our case to executive stakeholders. A few years ago when Karen Kocher was presenting, The Future of Training & Development: Identifying Behaviors, Competencies & Skills to Sustain High Performance, at the Chicagoland Learning Leaders Conference, she spoke of changes we can expect in our job roles for the future world of work—new skills corporate leaders will need ten years.  A common theme for new leadership competency, leaders will be “managing work swarms” and “organizing smart mobs” as new leadership skills needed in an uncertain world.  You can watch Karen’s presentation on a YouTube video vignette ( where she posed what we, as influencers of L&D were to enable our organization an opportunity to engage a “crowd” to create solutions for our business issues.

When Dave Vance was invited by the Executive Learning Exchange to volunteer to co-lead a “crowd” share learning analytics solutions for Simple & cost effective ways to measure big results, he accepted. This is one of 5-8 human capital business solutions, click here to view a one-page overview where we will be sharing and learning with our peers.

Want to join Dave’s learning analytics crowd? Send an email request to (Primary Audience: Learning & Talent Development Leaders).

CTR Concludes Second Annual TDRp Conference

The Second Annual TDRp Conference was held in Chicago October 22-24. The conference attracted 77 participants, almost double the number from the prior year. This year’s conference was extended by half a day and featured two keynotes, an industry thought leader panel and five breakouts each with three tracks. At the request of last year’s participants, this year’s conference included four case studies of organizations which have successfully implemented TDRp (ADP, Western Union, Bridgepoint Education, and Knowledge Advisors) and numerous business acumen sessions. A special dinner was held Thursday evening to honor Kent Barnett for his leadership to the profession by founding both KnowledgeAdvisors and the TDRp initiative. Many participants said this was one of the best conferences they had ever attended. The quality of the speakers & participants, the relevance of the content, the opportunity for networking, and the pace of each day were all cited as outstanding.

Norm Kamikow, Founder of CLO Magazine, Passes Away

Norm Kamikow, President and Editor-in-Chief at MediaTec Publishing, Inc, passed away unexpectedly on July 14. He was our friend and colleague, and he was instrumental in our profession’s growth and in building our community. If you don’t recognize the name, Norm is the person who started Chief Learning Officer magazine in 2002 and started the semi-annual CLO Symposia in 2004. He oversaw the Human Capital Media Group, the company’s portfolio of media properties focused on human capital management, including Chief Learning Officer, Diversity Executive, Talent Management, and Workforce magazines along with live and virtual industry events. Some may have thought that a publication like Chief Learning Officer magazine and an event like the CLO Symposium have always been around. But, of course, they have not. Someone had to have the idea and the courage to create them and then nurture and grow them to become the successes they are today. Someone had to make all of this happen. That someone was Norm.

ASTD Changes Name to ATD

At the May International Conference and Exposition (ICE) Tony Bingham, CEO of ASTD, announced that after 70 years ASTD was changing its name. The new name is the Association for Talent Development (ATD). The board and staff realized a change was necessary several years ago and have been working on it since to ensure a smooth transition. Tony explained that the profession has grown to encompass more than traditional training and many professionals in the field now have responsibility for leadership development, succession planning, performance and capability management, and organizational development. To better reflect this expansion of responsibility and to acknowledge the growing number of members outside of North America, the name was changed to ATD.

The New CTR 2014 Conference Website Has Launched

CTR had created a new 2014 TDRp Conference website. This site is contains information on the conference as well as the pre-conference workshop. Take a look at the agenda, meeting space, hotel, and speaker bios. Registration can be made through the conference site. We look forward to seeing all of you in October!

Don Kirkpatrick Passes Away

Don Kirkpatrick, father of the Four Levels of evaluation and a good friend and colleague to many of us, passed away On May 9th. We will miss him but will always be grateful for his very significant contribution to our profession and for his wonderful character. His obituary follows. Dr. Donald L. Kirkpatrick passed away on May 9, 2014 at the age of 90. Don was a luminary in the training and development industry. His four levels of training evaluation created in the 1950s became the industry standard for measuring the impact of training programs. Don was the author of eight books on training evaluation and human resource management topics, including Evaluating Training Programs, 3rd edition. He was a dynamic speaker who made presentations worldwide. Don is fondly remembered for his use of the overhead projector and transparencies long after most had transitioned to electronic presentation media. Don was honored for his contribution to the training industry with numerous awards, including the ASTD Lifetime Achievement Award, ASTD Legend in Training and Development, ASTD Gordon M. Bliss Award and Training Magazine Hall of Fame membership. Don was also proud to be a U.S. Army veteran who served during World War II. Don’s work is carried on by his son, Jim, and daughter-in-law, Wendy, through their company, Kirkpatrick Partners. They are honored to be able to continue Don’s seminal work.

New CTR/TDRp Webinars

A new selection of CTR Webinars have been add to the website. CTR is offering three types of webinars to assist members and prospective members. These include an introduction to TDRp, implementation critical success factors, and a members only implementation guidance webinar.

Second Annual TDRp Conference Dates Announced

CTR announced that the Second Annual TDRp Conference will be held October 22-24 in Chicago at the DoubleTree Rosemont O’Hare hotel. “Last year’s inaugural conference sold out and we hope to have at least 80 join us this year in Chicago”, according to Dave Vance, CTR Executive Director. Like last year’s program, there will be tracks for those new to TDRp as well as those with experience. This year there will be a focus on case studies and more break outs along with more sessions devoted to building business acumen. Keynote speakers will include Patti Phillips from the ROI Institute, Mike Bollinger from Oracle, and Kent Barnett from Knowledge Advisors. Registration is now open at Events>Conference and an Early Bird discount is available. Like last year, the conference will follow the workshop earlier in the week (October 20-22).

First TDRp Certifications Granted

CTR granted its first TDRp Professional Certifications on March 26. TDRp Professional Certification for practitioners requires attendance at a 2.5 day TDRp Basics Workshop, participation in four additional webinars, and the successful completion of eight work products to demonstrate mastery of the TDR principles and practices. The first TDRp Professional Certifications are awarded to Kendall Kerekes, Chris LeBrun, and Michelle Reider, all of KnowledgeAdvisors, a CEB company. Peggy Parskey, CTR Assistant Director and Director of TDRp Certification, commented, “The KnowledgeAdvisors team has implemented TDRp comprehensively across the organization. Through this process they have built a more robust process for aligning talent initiatives to business priorities and strategic goals. The KnowledgeAdvisors team is to be commended for being early adopters of this process and bringing it to fruition within their organization.”  The new Certification Page on CTR’s website will list all those who are TDRp Certified as well organizations which achieve certification for their TDRp compliant software or achieve accreditation for the TDRp consulting business.

CTR Has Grown to 250+ Members in 10 Countries

CTR now has 265 members in 10 countries and continues to grow. Members represent the following nations:

Argentina     Japan          Singapore                 United States

Canada          Iceland       South Africa

India              Malaysia    United Kingdom

New Book on Human Capital Analytics

Gene Pease, Boyce Byerly, and Jac Fitz-enz have just published a new book Human Capital Analytics: How to Harness the Potential of Your Organization’s Greatest Asset. They describe what is required for good measurement and in particular how you can optimize your investment. Gene is CEO and Boyce Chief Scientist of Capital Analytics, a company at the leading edge of statistical isolation and optimization for human capital initiatives. Wiley is the publisher.