Taking care of your employees’ learning and development means you secure your company and make your customers happy and satisfied. Key points for insurance companies to attract, retain, and develop talent. Align performance management with business objectives. Google was a non-conventional business so conventional learning and development methods weren’t going to work. Everyone in Google is talent, so there was no point using a nine-box grid*. MORE

With apologies to Mr. Twain for paraphrasing, reports on the death of performance review ratings are not only grossly exaggerated, but missing the mark entirely. The issue isn’t just about pay-for-performance. Develop effective performance management processes. MORE

One of my favourite sessions at ATD MENA in Riyadh where I''ve been speaking about people focused talent development and creating human capital was Jenny Dearborn''s on the value of data and analytics: it''s data science, not rocket science. MORE

Applied Psychology in Talent Management (8th ed.) is the newest edition of the Applied Psychology in Human Resource Management textbook by Wayne Cascio and Herman Aguinis. The title has changed with “Talent Management” replacing “Human Resource Management.” MORE

How many times have you sat through your performance review and felt like it was a box-ticking exercise? This approach to performance management may have worked 20 or even five years ago, but workplaces have changed. How do you monitor and assess performance? MORE

Prospective employees see career development as among the most important reasons to sign with —and stay with — with your organization. And, while you may think you are offering top-notch learning and development programs, they don’t think you are doing such a great job. Surveys show that workers and employers don’t agree on how well organizations are meeting employees’ development expectations. Employee development. Leadership development. MORE

Calibration talent reviews involve multiple managers and organizational stakeholders coming together to discuss and evaluate employee contributions as a group. The following are four specific findings that are particularly relevant to improving calibration talent reviews. MORE

Not to mention, the potential of a system to include Artificial Intelligence and predictive analytics in sourcing , recruiting and managing people more efficiently. HR departments, for instance, use applicant tracking systems to manage job ads, sort resumes, shortlist applicants, coordinate with their team/candidates and so on. The best talent systems now have talent forecasting tools to show when a role may see turnover or when to start planning for successions. MORE