Training Magazine
Verified
Magazine
Training magazine is a 50-year-old professional development magazine that advocates training and workforce development as a business tool. The magazine delves into management issues such as leadership and succession planning, HR issues such as recruitment and retention, and training issues such as learning theory, on-the-job skills assessments and aligning core workforce competencies to enhance the bottom line impact of training and development programs. Written for training, human resources and business management professionals in all industries, Training combines a paid circulation with qualified, controlled recipients to deliver the strongest circulation in the market. Source
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Media Outlet details
| Scope | National, Trade/B2B |
|---|---|
| Language | English |
| Country | United States of America |
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| Frequency | Bimonthly |
Recent Articles
Search ArticlesStaying Power
In March 2027, I will mark 20 years as a Training magazine team member. Surprisingly enough in today’s job-hopping times, that’s nowhere near the longest tenure. Managing Partner Phil Jones (who sadly passed away in June) had worked on the Training brand in both editorial and events-related roles since 1977—more than 50 years. VP of Finance/Operations Bryan Powell started as an intern back in 2078. Conference Operations Director Leah Nelson recently marked 35 consecutive years with the brand.
How to Use Engagement Data to Fuel Talent Development
Customer or business team feedback system highlighting comments, opinions, evaluations, reviews, and suggestions from users to improve services, communication, and product quality idea insight Marrow Organizations spend significant time and resources collecting employee feedback. Annual engagement surveys, pulse surveys, manager assessments, and employee listening sessions generate thousands of data points every year.
How Kindness Drives Engagement and Boosts Performance
In Learning and Development (L&D), we often focus on three golden pillars: content, delivery and measurable results. Yet how often do we consider the environment we create for our learners? This question arose repeatedly after my recent TEDx Talk on kindness as a leadership competency. While the talk explored kindness in organizational leadership, the most common follow-up was: How does this translate to real-world experiences for learners in the workplace?
Employee Wellness: From Workplace Perk to Business Imperative
The link between employee health and performance is increasingly well documented. Nearly 90 percent of employees report performing better when they prioritize their well-being, yet engagement levels remain low and burnout continues to rise. For many organizations, the real challenge is turning awareness into action. Employee well-being is no longer viewed as a supplemental benefit. It is becoming a core component of organizational performance.
Differentiating Between “Hard” and “Soft” Skills—Or Whatever Label You Choose
Hand pointing as a weight scale with hard skills and soft skills wording with light bulb on color paper view background As artificial intelligence (AI) permeates the modern workplace, the demand for digital upskilling has increased in kind. Reminiscent of the emergence of the Internet prior to the turn of the millennium, and the introduction of personal computers prior to that, the implication for today’s workers is to learn how to use the technology…or be left behind.
Create Values Your Team Will Live and Love
Defining your values is a chance to make a bold declaration about your organization: This is who we are. This is what we stand for. This is how we do what we do. This is how we’re different. Done well, it becomes a rallying cry for your team and a clear signal to the outside world about what makes you unique. Done badly, it becomes a laminated poster that nobody reads and nobody lives. Here is a quick test. Without looking them up, can you name your organization’s values?
Proving the Value of Recognition
Recognition has always mattered, but it seems to be attracting renewed attention these days. On January 22, 2026, HR technology platform Workhuman ran two full-page ads in The Wall Street Journal focused entirely on recognition. One ad showed a donut with the headline, “Farewell, workplace,” suggesting that relying on donuts for project milestones and work anniversaries is no longer enough.
When Talent Development Becomes an Investment Imperative
Growth of business concept. Promotion. Improvement. Today, many organizations struggle to hire people who can operate independently in real business environments. The market is saturated with specialists, yet surprisingly empty where real decisions must be made. Junior professionals, fresh out of university, arrive with knowledge but hesitate when data is incomplete. They avoid difficult trade-offs and delay action while waiting for clarity.
No Budget? No Problem: Building Talent via Internal Networks
Human resource management, HR, recruitment, leadership and teambuilding. Business and technology concept. Fifty percent of U.S. companies don’t have a formal training program, yet 92 percent of workers will choose a company with talent development initiatives over one lacking these opportunities. It’s a common misconception that quality talent advancement rests on funding when organizations have everything they need at their disposal: good ideas and the support of one another.
Closing the Learning Engagement Gap
Cutting-edge tech (AI, data access, 5G) drives business success, growth, and innovation, attracting diverse markets and enhancing services for added value and customer satisfaction. Employee engagement has become one of the most pressing challenges in learning and development (L&D).