The latest thinking on how to develop, engage and retain your talent

Cumulative micro-learning takes the best of blended learning and micro-learning to deliver a planned learning intervention with a multi-year time horizon with modules that add up over four or five years. Many training professionals have the skills to design such a program and technology provides the means to deliver it.

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Video seems to be finding its way into every part of our lives, and with good reason. It’s easy to consume, disseminates a lot of information quickly and is often more engaging than written or auditory content formats. Here are a few examples of great ways your organization can use video to take its talent development strategy up a notch.

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Three Saba customers share their stories about how they successfully linked learning to performance management, which is a crucial step in building a culture of engagement and excellence. We’ve captured the stories of three unique organizations: Northwestern University, Olin Corporation and BJC HealthCare. These creative customers told us how they leverage Saba and how you can, too!

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How do you feed the never-ending L&D content machine? Happily, forward-thinking L&D professionals have figured out that sustainable development demands tapping those beyond their teams. By looking past their immediate colleagues, these L&D pros find new and different ways to feed the system with ever-refreshing content sources.

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Welcome to the two-part interview with Rodd Wagner, prolific author on work, employee engagement and leadership. In Part 1 of the interview, you get to know Rodd, his philosophy on employee engagement, and what shaped his perspective on leadership.

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Getting buy-in from leadership can be tough for “modern” learning programs (otherwise known as informal learning, microlearning and social learning). But if you build your learning strategy around contributing to our three powerful keys, combined with the ensuing business case for your learning program, then you’ll be speaking the C-suite’s language.

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When it comes to work, we don’t usually talk much about emotions. Excited, passionate and happy are usually welcomed, at least to a point. But what about negative emotions such as anger, sadness and frustration?

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Once an HR strategy is created, the work isn’t over. In fact, it’s only just begun. All strategies need an action-oriented maintenance plan. In today’s post, we show you the best ways to organize people and processes for success.

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Developmental goals are used in two circumstances with your direct reports – when there’s a skills gap that needs to be closed for an employee to simply reach a basic level of proficiency or when you’re preparing a high-performing employee for what’s next. The best managers handle these conversations in a similar fashion – making both parties feel like the manager has their best interest at heart.

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