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

Learning and development (L&D) programs have evolved to become a strategic part of organizations’ overall talent strategy. High-performing organizations are leading their peers by making the connecting between L&D and performance outcomes. So what exactly are they doing right? We’ve identified three ways top-performing organizations link L&D to employee performance, and how you can do it too.

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You need a talent management roadmap. Why? We believe talent management is an interlock of programs, all with the same goals – to attract, engage and retain top-performing people with the right skills and fit to meet organizational needs today and in the future.

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When your employees need training it’s because you want to reach a particular desired outcome. The opportunities for training can be seemingly endless. So should you build or buy your LMS content? Here are three critical considerations that will help you to make a decision that will deliver a high-impact learning experience tailored to your organization’s needs.

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In this episode of Talent Talks, I share my thoughts related to defining what great performance looks like in your company how to communicate it. It’s very important to talk to employees about what good vs. great performance looks like, and avoid the trap of telling the employee what to do.

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When seeking advice about your career path, are you more likely to reach out to a score keeper or a career coach? Currently, many organizations believe that it is time to move away from annual performance feedback and shift to ongoing performance feedback. Yet at the heart of this transformation is one undeniable truth: the manager-employee relationship needs to change for the better.

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This year’s conference covered themes centered on building an employee experience that delivers value to people and organizations, the importance of finding one’s purpose amidst the unpredictability of change, and of course learning how peers are driving talent development strategies forward using Saba solutions! Here’s a run-down of Saba Insight with key highlights from the conference experience!

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At work, we create new knowledge all of the time. What is “new knowledge”? It refers to the things that are already happening around us such as improving processes, finding new ways to engage customers, gaining new insights and reducing risk. Here are some suggestions for capturing this inventiveness for our employees and the business.

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Mid-career managers should focus on achieving employee engagement with their teams. To take manager development to the next level, here are five skills that managers need.

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Workers everywhere crave more connection. The good news is that the learning and development function is in a powerful position to help create employee connection because learning offers many benefits beyond the specified skill or knowledge acquired.

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