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

Here at Saba, we provide ourselves on our ability to yield incredible business results across a wide variety of industries. From technology to professional services, here's how four real businesses use Saba solutions to power their talent management programs.

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Saba Software is excited to announce that we have been recognized as the December 2018 Gartner Peer Insights Customers' Choice for Talent Management Suites! Our team takes great pride in this distinction, as customer feedback continues to shape our products and services. To us, those insights directly help us improve the products and services that will help take their organizations to the next level.

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Countless hours are spent identifying high potential candidates, filling the pipeline and developing future leaders. Yet many executives and human resources professionals wonder if the effort is paying off. And this question always lingers in the background: are current processes up to the challenge?

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Too often, managers dive into employee development based on what they think their employees want, rather than what they're actually looking for. TalentTalks is back and in this new episode, Tim Sackett discusses how to approach the employee development process from a place of mutual understanding.

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There's one learning metric that is often overlooked: employee feedback. Sometimes organizations are so focused on the business metrics that they forget employee feedback plays a significant role in the success of training. How successful would a learning initiative be if every employee hates it, doesn't want to attend and doesn't participate at a high level?

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It's a situation that every manager dreads: dealing with an underperforming employee. It can be awkward to approach an employee who isn't pulling their weight. However, putting off the conversation can have big consequences. To help you get to the root of the issue, here are a few of the reasons why employees underperform, as well as some tips on how to handle the situation.

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Many talent leaders neglect to assess themselves. The typical excuse is "there's no time," when in fact there is. The reason we don't evaluate ourselves is likely more primal. It's scary. Uncovering the truth about ourselves is uncomfortable at best, and grueling at worse. Leaders take enough criticism from customers, employees, and bosses the idea of adding self-criticism can be a drag.

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Implementation is the most visible step in the learning design process. It's where the intended audience sees and participates in the learning. In today's post, let's examine the three qualities that contribute to good learning program implementation: pilot groups, phased strategies and competent delivery. These three qualities have benefits for both the organization and the learner.

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It is crucial for organizations today to deliver an amazing, personalized employee experience across locations, employee types, generations, channels and devices. That's why engaging workers via mobile is crucial to your organization's success in creating a winning, personalized talent development experience.

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