ATD and FiAD have formed an alliance to jointly present this course in Spanish.
We invite you to explore our course: Corporate Learning Strategy and Management. In an environment characterized by rapid technological evolution, globalization, and the growing demand for specialized skills and the enduring need for soft skills, human talent development has become a critical challenge for today’s organizations.
This program, designed specifically for human resources, training, development, and talent professionals, as well as anyone interested in organizational growth, addresses these challenges head-on. Through five modules led by international experts in their respective fields, we will explore not only strategies but also effective tools for facing current and future talent development challenges.
Join this exciting journey toward continuous learning in a captivating field. You will share this journey with professionals from various Latin American countries, providing a valuable networking opportunity with colleagues committed to human development.
Format: Synchronous online – Zoom platform
The Association of Talent Development, based in the USA and operating worldwide, is the largest and most recognized global organization on the topics of learning and talent development.
Innovation Forum for Learning and Development – leads the dissemination of good practices and professional networking in the world of learning and organizational development in Latin America.
Programa
Module 1: The Future of Work
Module 2: Learning Ecosystem and Skills Approach: Designing the Strategy
Module 3: Agile Methodologies Applied to Learning Program Design
Module 4: Learning Journey: Designing the Learning Experience
Module 5: Measuring the Impact of Learning Metodologías Ágiles aplicadas al diseño de programas de aprendizaje.
Module 1: The Future of Work
We will explore the dynamic landscape of today’s labor market, identifying the mismatches between supply and demand and the evolving expectations of workers. We will address the macro-trends that are redefining the future of work, such as demographic shifts, nearshoring, technological advancements, and changes in the behavior of employees and candidates (consumerization applied to HR). We will analyze the crucial role of leaders in this new context and discuss the organizational pathologies that can hinder the development of the skills required to manage transformations within an organization.
Key Learning Outcomes:
• Participants will learn to identify and analyze the changes occurring in today’s labor market, with the goal of facilitating the management of organizational learning processes.
• Recognize tools for identifying the skills that leaders require in complex contexts.
• Identify talent management tools to optimize the human capital development cycle.
• Participants will gain the tools to understand the real impact of diversity in a broad sense (generational, sexual, religious, cultural, social, etc.) and to approach it as a systemic-cultural process.
Luis Guastini
Lawyer, University of Buenos Aires. He completed a specialization in Corporate Legal Advice at the Pontifical Catholic University of Argentina. He also holds a specialization in Negotiation from the same university. He has a specialization in Strategic Human Resources Management from the University of San Andrés.
CEO and President of ManpowerGroup Argentina. Director of Talent Solutions (by ManpowerGroup) for Latin America.
President of the Argentine Business Council for Sustainable Development (CEADS), Member of the Executive Committee of AmCham Argentina, Vice President of the Argentine Chamber of Private Employment Agencies (CAPE), and Vice President of the Board of Directors of Junior Achievement.
Author of the book “The End of Work? Adaptation Strategies for Leaders in the Digital Age.” Penguin Random House – Conecta – 2024.
A speaker and lecturer, he specializes in Talent Development and the Future of Work. He is ranked among the top 5 most influential CEOs in Argentina by Horse. Top 25 most influential leaders in the staffing sector in Latin America.
Module 2: Learning ecosystem and skills approach: designing the strategy
How does the Learning Strategy align with the Organization’s Strategy? The Learning Cycle revisited: how to make training more agile and effective? Competencies vs. Skills. Designing the Learning Ecosystem. Applications and case studies for different types of organizations.
Tools for designing your organization’s Learning Strategy:
• Audience segmentation.
• Learning pathways vs. traditional plans.
• Agile Instructional Design using 5AM and AI.
• Microlearning.
• Demonstrating value through measurement and indicators.
• Internal training.
• Informal learning and learning culture.
• Designing the Learning Ecosystem. Key takeaways:
• Analyzing the Learning Strategy in light of the Organization’s Strategy.
• Understanding the benefits of a skills-based approach to training management.
• Identifying tools for designing a Learning Strategy.
• Design a Learning Ecosystem for your Organization.
Rodrigo Lara
Psychologist, Catholic University of Chile. Business Engineer and Master in Human Resources from Adolfo Ibáñez University. He has over 20 years of experience in training and measurement consulting.
Founder of MAS Consultores, Instituto ROi, Sirdar, and Digital+. He has given hundreds of lectures and workshops in Germany, Argentina, Bolivia, Brazil, Chile, Colombia, the United States, Mexico, Peru, and Venezuela. Author of the book “Training: Overview, Challenges, and Keys. Fewer Courses, More Results.”
Professor at Adolfo Ibáñez University, Catholic University, and University of Chile. ATO Facilitator. Recipient of the following awards: Measurement and Evaluation (ASTO, 2008), Best Professor (Faculty of Economics and Business, University of Chile, 2013), and Practitioner of the Year (ROi Institute, 2007 and 2019). Chosen as one of the 100 Most Influential HR Professionals in Latin America, according to the ranking prepared by GO Integro, in the years 2018, 2019 and 2021.
Module 3: Agile Methodologies Applied to the Design of Learning Programs
Applying agile methodologies to strategic and operational processes related to employee learning and development is important because it promotes flexibility, adaptability, continuous feedback, incremental value delivery, collaboration, and teamwork. This leads to more effective learning and more successful employee development, ultimately resulting in improved organizational performance.
The main topics to be covered are: the foundations of the agile mindset, the strategic value of an agile culture within the organization, and an introduction to the main agile methodologies: Scrum and Kanban.
Key learning outcomes:
• Differentiate the main agile tools that efficiently support program design and development.
• Learn a methodology that allows for a more effective response to the organization’s evolving needs.
• Develop the ability to create agile strategies that enable more adaptive learning experiences.
Claudia Ruata
Senior Agile Coach & Trainer. Information Systems Engineer and Master in Quality Engineering. Consultant and trainer in agile and organizational transformation projects, and process and quality improvement projects, developed in Argentina, Uruguay, Chile, Peru, Ecuador, Colombia, and Spain. Founding Partner of HoruS Management Strategy | Founding Partner of Scrum Manager®.
In the software sector, she has contributed consulting and training on models such as CMMI, ISO 9001 + ISO 90003, ISO 22000, ISO 15504, Scrum, Kanban, Lean, and others internationally. Co-author of the book “Project Management with Scrum Manager.”
International speaker at Agile events. Director of the Diploma in Agile Methodologies at Bias Pascal University.
Module 4: Learning journey: designing the learning experience
An effective learning experience begins in the design process with the selection of appropriate business objectives and the definition of learning objectives aligned with the organization. These learning objectives should be designed based on performance, aiming to empower individuals to perform their work efficiently. The key to this module lies in using efficient methodologies in corporate learning design while simultaneously selecting the appropriate means to promote engagement and the subsequent application of learning in the workplace. From needs assessment to the selection of relevant stakeholders, we will identify the value chain for both the learner and the organization in a practical case study.
Key Learning Outcomes:
• Identify the capabilities of a learning manager and the different methodologies for designing a learning strategy aligned with the organization’s objectives.
• Understand methods for identifying the learning gap, such as HPI and the ATD Consulting process.
• Apply a real-world case study through the design process, achieving the development of performance objectives and the structure of a Learning Journey.
• Identify how AI can streamline the operational process of implementing the Learning Journey.
Johana Reategui
Client Services Director at Cognisess, a People Analytics platform. Business Administration graduate from Georgia State University and Performance Management Specialist, specifically in creating solutions for human capital development and implementing comprehensive programs for multinational company personnel.
More than 20 years of combined experience in organizational and human talent management. ATO Master Performance Consultant. Master’s in Coaching and Leadership, USIL and ICC. Systemic Team Coach, Academy of Executive Coaching. ATO Certificate in Instructional Design – Learning Architect.
Currently working on global projects for workforce upskilling and reskilling in Australia, Europe, England, and Latin America, supporting the design of technological solutions using Artificial Intelligence and Machine Learning dedicated to identifying development and learning needs. Co-author of the research on the current state of the Learning function in Peru.
Module 5: Measuring the Impact of Learning
There’s a lot of talk about the need to evaluate the quality of learning initiatives in organizations, and even more about demonstrating their impact on the business. Often, we seek resources and budgets for such initiatives using indicators like activity, satisfaction, and content retention; when in reality, senior management is expecting the application of learning, concrete impacts on business indicators, and, of course, a return on investment in training in the form of monetary benefits.
Key Learnings:
• Distinguish between evaluating the quality of learning and demonstrating its impact on the business.
• Apply strategies and tools for measuring, evaluating, and demonstrating the impact of training in your organization. Establish the foundation for structuring an analytical framework of indicators, associating the different levels of measurement.
• Develop a preliminary plan to implement the ROi methodology in a learning initiative within your organization.
Alejandro Jimenez
International consultant in corporate learning. MBA and Master’s degrees in Business Administration and Education. A Certified Professional by the ROi Institute, he promotes a comprehensive approach to the evaluation, analytics, and forecasting of training and knowledge management outcomes. He has led impact assessment and analytics projects for training initiatives in dozens of organizations across multiple economic sectors.
Founder of Warpi, an AI-powered chatbot for corporate learning. Director of Edupraxis, an initiative dedicated to advising diverse organizations in Latin America on the creative development and application of innovative resources in all areas of learning practice.
Tariffs / Investment
Early Bird until April 24, 2025:
- Individual: USD 690
- 2 or more people from the same organization (each): USD 620
From April 25, 2025:
- Individual: USD 790
- 2 or more people from the same organization (each): USD 710
PAYMENT METHODS: Bank transfer or credit card.
MINIMUM CAPACITY: 20 PARTICIPANTS – MAXIMUM CAPACITY: 50 PARTICIPANTS
