Below, you will find all the blogs written by this author.
Let's imagine that we were talent development professionals, not one, but 20 years from now. What would our world look like?
The Job Demands-Resources (JDR) model has gained a lot of popularity in Organizational Psychology since it was developed. It aims to very practically explain how job satisfaction and other positive factors in the work environment could be improved, and how companies can tackle negative phenomena such as job-related stress.
With the constant changes we see in technology, jobs and economy, training is obviously crucial for the success of any company. If you’re not leveraging the best tech and jumping on the new trends, you’ll be left behind. However, are we really getting the benefits out of our L&D investments?
Training initiatives are sometimes very costly, so why bother? What are the benefits? It is difficult to justify spending a lot of money on something if we don’t know why. Let’s dig into a couple of main research findings on the topic. Why should employers offer training for their employees?
The traditional yearly performance appraisal is ‘out’, but what is ‘in’? All kinds of modern frameworks and performance management tools are available, but employees, as well as managers, still commonly have a negative view of performance review processes. When deciding on a framework or a tool for driving performance reviews, here are three things to keep in mind.
Next in the People of Talbit series, where we introduce our team members, is Max, who recently joined as the Head of Business Operations.
Next up in the People of Talbit blog series where we introduce our team members, is Aleksi, our Head of Product and Marketing.
We’ve wanted to start a blog series where we introduce our team in a little bit more detail. So let’s do it! Now, in the coming weeks, you’ll get to know who are the people behind the Talbit product, and hopefully learn more about us. Let’s start with Kaisa Savola, our CEO and Founder!
Goal-setting is something we rarely consciously think about. Goals can easily be ineffective, and when they are, they are close to worthless. But when we set goals with a couple of helpful guidelines in mind, they increase our performance considerably. How, then, should we formalize the goals we want to achieve?