Editor's Note

As a talent development leader, you know all of the reasons a strategic focus on employee training and development is critical for organization productivity and sustainability. But trying to convince your CEO of the plethora of perks a high investment in talent reaps may be akin to speaking to a brick wall. Let’s face it – talent development is merely another cost center to him. To know the three big-picture reasons talent development is worth your – and your organization’s – investment. Read Ann Parker’s article Talent Development Is Worth The Investment.

Talent Development Is Worth The Investment: 3 reasons

As a talent development leader, you know all of the reasons a strategic focus on employee training and development is critical for organization productivity and sustainability. But trying to convince your CEO of the plethora of perks a high investment in talent reaps may be akin to speaking to a brick wall. Let’s face it – talent development is merely another cost center to him.

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Retain Your Top IT Talent: 3 ways to do it

We’ve all seen it happen. Your business welcomes a new recruit and it’s clear from day one they’re a top performer. They’re bright, innovative and articulate. Their work is superior, in quantity and quality. And their enthusiasm and passion for their job and the greater organization is contagious – they seem to draw everyone around them into an upward spiral, making the whole team more focused and engaged.

Survival Of The Fittest: How businesses can tap into the world’s best talent

Talent has always been an important driver for success, dating all the way back to the planet’s earliest hunters and gatherers – the tribes with the best hunters survived. Today, the companies that generate the best ideas and have the highest level of productivity get ahead in the marketplace.One could even argue that the workforce is the prime determinant of business success.

#Training Needs #Analysis: The vital prerequisite

Evaluate employee performance through first hand observation and analysis. Watch as a non-participating observer, evaluate what you see and hear without getting directly involved in the work process. Using a checklist, identify strengths to build on and weaknesses to overcome.

Severance Packages: It cuts down incidences of accounting fraud

Fear of termination may cause a CEO to engage in fraud if reported earnings are lower than market expectations. Fraud is extremely costly to firms because investors overpay for their investment and could lose it all if the company fails or reorganizes in order to remain viable. Additionally, creditors could lose money and employees could lose their jobs as a result. Severance packages can encourage CEOs to report true earnings because they provide them with insurance by increasing the cost to the firm of replacing them, thereby increasing their job security. The insurance provided by guaranteed compensation in the event of a bad outcome can discourage earnings management, or falsification of financial reports to make the firm look more attractive to investors than it really is.

Is Employee Loyalty A Thing Of The Past?: Three Steps to Develop Talent & Win Your Workforce’s Trust

Years ago, people looked for a job only when they needed one. Employees felt that they would be rewarded for company loyalty, and vice versa, often creating a lifelong relationship.

Performance Reviews: Are they paying lip service to your performance needs?

A process that turns managers and employees into team members. A system that offers frequent and consistent feedback. A training and mentoring program that enables employees to excel. According to some theories, that’s all you need to ensure active employee engagement and a strong team culture.

Hire, Retain & Engage The Right Talent: How to do that

You might be wondering why so many individuals are dissatisfied with their work.One of the main reasons (which is not considered in most hiring processes)that people dislike their jobs is they have not matched their Personal Style with the Job Style of their position. Personal Style reflects one’s natural predisposition to perceive, approach, and interact with things like time, people, tasks, and situations. Many times, individuals and managers blame poor performance on a lack of willingness, a haphazard effort, or a bad attitude. In reality, the employee may not have the style orientation for that particular job. Many people make the mistake of criticizing themselves for not enjoying their work when their discontent is actually the result of job-style incompatibility.