Every week, I review blogs and other publications that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces on talent review meetings, focused talent assessment, training spend, training, and a survey of what workers want.
“Actions speak louder than words. If you’re serious about leveraging that all-important asset (your talent), then it’s time to get into a regular rhythm of talent reviews.”
“Organizations that utilize a structured and competency-based talent assessment process recognize the value of this approach. They also experience improved talent selection and development outcomes whether using individual assessment or group (assessment center) talent assessments. Research indicates that a utilizing a multiple-method talent assessment process based on a success profile is a higher predictor of on-the-job performance versus relying on an interview when predicting likely success in a new role.”
“Here’s another small sign that the economy is slowly and gradually starting to improve: overall spending by businesses on workplace training and development increased by 12 percent on average last year, according to a new study.”
“There are three general principles that should guide your plans to leverage social technology, particularly for leadership development and other ‘soft’ skills.”
“Many employers today face the challenge of attracting and retaining top talent with the right skills to move their business forward. What motivates employees and keeps them engaged in their jobs? Cornerstone OnDemand and research firm Kelton went straight to the source to capture the employee’s perspectives and attitudes regarding performance feedback, training and development, career management, and more. The survey also gauged people’s future career plans with their employer, revealing that more than 19 million employed Americans are planning to leave their jobs in the next year. With the average cost to recruit and train one employee estimated at 2.5 times an employee’s salary, this employee churn could potentially cost U.S. employers $2 trillion. Employers can use these insights to evolve their people management strategies in the year ahead to narrow skills gaps, increase employee engagement and retain top talent.”