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

It’s no secret that a once-a-year meeting to go over performance, goal progress, priorities and insight into the kind of support employees need to be successful their roles is not enough – communication needs to be more frequent. Jumping straight from annual reviews to weekly 1:1 meetings between employees and managers can be a bit of a leap, but mid-year check-ins are a great place to start!

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Online, on-demand learning is a strategic element in a holistic e-learning program. It offers unbeatable flexibility and the ultimate custom development experience. But many organizations who invest in online, on-demand learning aren’t realizing the ROI. Sound like your organization? Learn the six strategies that will help your people get the most out of online, on-demand learning.

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Smart learning leaders know that accessible and meaningful eLearning can positively affect ongoing performance and development. But there’s no guarantee that you’re going to see your desired business results without first implementing a high-impact learning content strategy to help get you there. You need the content, structure and strategy to help your people, teams and business meet their goals.

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Join hundreds of your fellow talent leaders at Saba Insight 2018! Saba experts, executives and customers will convene at the Fairmont Scottsdale Princess in Scottsdale, Arizona from September 24 – 27, 2018 to discover what can happen when HR pros with a passion for talent development come together. Experience the combined strength of Saba and Halogen to drive better business performance.

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Welcome to the two-part interview with Rodd Wagner, prolific author on work, employee engagement and leadership. In Part 2 of the interview, Rodd talks about what managers can do to keep their own engagement strong, hopes and fears about work as we move towards the year 2020, and curious elements of work.

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We also know that most harassment claims are not reported for fear of retaliation and the stress of having to deal with it. So, we need to take a different approach – to be more proactive, inspect conditions, test for danger and make sure that everything is kept in good repair.

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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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HR pros ... we are quite the martyrs aren’t we. We advocate for everyone in our organization: our C-Suite, our employees, our teams, our vendors and even our customers. But often, we forget to focus on ourselves. Specifically, we forget to spend time on our own professional development to ensure we are playing with our A-game.

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Who holds the key to evolving performance management? It starts with HR. Improving performance management should be a priority because it touches everyone in the organization. That dedication to ongoing, open performance management means that forward-thinking organizations are moving away from the systems and tools that restrict managers in giving timely, effective feedback to their direct reports.

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