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

It's that time of year again. Performance review season is here (for most organizations), so, as HR pros, it's time to ask ourselves a question: Are we ready? A lot goes into a company-wide performance review process, and it can be stressful getting everything set. So, we're going to set up our mise en place for appraisal season. We're going to get organized.

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Not everyone wants to be a manager. And that's okay. Unfortunately, too many organizations' succession plans fail to tap into the potential of these employees by overlooking the opportunity to develop them into subject matter experts (SMEs). Here are four qualities to look for in your search for organizational SMEs, and how you can give them the career development they need to succeed.

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Creating personalized learning experiences means giving each individual precisely the learning content they most need when they need it. Here are the two universal features of personalized learning: knowing what the person needs to learn at a given point in time and having the specific learning content that meets those needs.

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To unlock your employees' performance and growth potential, good, inclusive design is a foundational element of creating and curating an inclusive and accessible workplace and learning environment. You don't have to trade beautiful design for accessibility – and the best authorities on design agree.

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If you want to lead change effectively, there are three "E's" you must attend to – from the inception of a new idea to its implementation. Paying attention to engagement, enrollment and empowerment ensures both success in the results and satisfaction along the way. These are not new terms, of course. But for many leaders, these words have come to evoke frustration and discouragement. Let's dig in.

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Summer is a great time to step out of your comfort zone and make a splash as an HR professional. While HR has historically been dominated by "soft" people skills – and slow to enter the metrics and analytics arena – evolving HR into a data-driven function is the key to making a compelling business case for your talent initiatives.

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High-potential (HiPo) employees aren't necessarily destined for a management role. Developing HiPo employees into subject matter experts (SMEs) is also a valuable path. But going from HiPo to SME doesn't happen overnight. A good place to start is by examining activities where HiPo employees can learn and teach at the same time. Here are four ways to develop your HiPos into SMEs.

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Thinking in terms of "learning at the point of need" can be a useful way of examining personalized, just-in-time learning. The concept is clearly attractive; what may be underappreciated is how it changes the role of the learning and development (L&D) function. If we change how we deliver learning, we also need to change the function that delivers it.

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Self-driven learners, also known as self-directed learners, are a growing phenomenon within the workplace, and L&D departments are increasingly being tasked with supporting and nurturing them. Making the shift to a self-driven learning environment has never been more crucial. Here are 10 design solutions that can significantly promote self-directed learning in your organization.

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