In today's dynamic and competitive business landscape, a company's success relies heavily on its employees' personal growth and development.

The lack of career development and advancement opportunities was the #1 reason for people quitting their jobs during April 21 - 22 (McKinsey’s Global Attrition research).

A skills gap analysis is an evaluation of current skill sets and abilities, compared to the required skill sets and abilities for a particular job or for the company. In other words, skills gap analysis determines the gaps that exist between employee

There are multiple ways to develop one’s skills and talent at work. It should be in every company’s interest to ensure their people’s market value stays valid or increases – as this is a great way to retain and attract talents. 

Employee development is an essential process by which organizations will be able to grow and change as the world’s economy transforms.

With the changes of what matters to employees and what they’re looking for at work, it’s more crucial now than ever before to develop solid strategies that truly put employees at the center to retain a world-class workforce.

Investing in your people is one of the best ways to invest in the future of your business. Here are some ways you can maximize the potential of every employee.

Meetings can be incredibly effective tools for people to collaborate, share information, and make decisions about the future of a project. But unfortunately, it often runs ineffective and takes your team away from productive work.

Many simply work based on gut feelings and internal surveys, and that may have worked well enough in the past, but today, the need to rethink how you develop a skills-based organization is clear.

With employees working in a hybrid model, learning and development at work have become more significant than ever before to keep employees engaged and growing. Here are four learning and development trends to watch out

To tackle the challenge and thrive in this constantly changing business landscape, organizations have to prioritize employee skills development and offer them the tools to apply the learning

In order to effectively have employee development conversations and achieve the best results from them, you need to understand why these conversations are so important. Here are 5 tips to conduct a successful growth discussion

The formula to build a skill-based organization and break from the norm is finding ways to transition away from a role-focused strategy and pivot toward new approaches.

Leading firms are focusing on skills rather than jobs as the basis of work and the role itself; we call this the skills-based organization. What is the benefit of it and why does it matter?

A PDP is a document that describes the actions you will take over the course of your career to achieve your desired outcomes and help you track your progress. Read more to find out how to create one that gets you results

The goal of creating an employee development strategy is to overcome business constraints in talent supply to grow sustainably. Learn how to create an effective employee development plan in this blog

Learn what employee development is about and how to get it right to cultivate employees engagement and growth your business.

Performance reviews play a vital role in the employee's career development and overall organization's success. But how to effectively conduct it in a hybrid workplace?

The key to success is investing in the current workforce and implementing faster innovation, which includes upskilling and reskilling the employees. Discover tips to upskill your employees

Having the ability to continue earning and development at work is one of the important elements to keep employees engaged and prepared for changes. Find out 4 ways to foster a learning culture and empower your employees in this blog.

Effective 1-on-1 can bring so many benefits for both employees and managers. Here are some best practices to make the most out of your 1-on-1 and increase employee engagement

A challenging goal is something that stretches your boundaries and makes you achieve what you previously thought was impossible. While Unrealistic goals are usually not practical. Let's define and distinguish them in this blog.

As employees are considered as valuable assets to the competitive advantages, the overall state of your company is determined by the state of your people.

Leadership in an organization is built on its values, and transparency is one of the most effective. It can be tricky to attain it, but once you do, a good relationship ensues between the organization, its management, and employees.

Setting goals for professional development could significantly benefit your business and the professionals who make it what it is.

“95 percent of managers are dissatisfied with the way their companies conduct performance reviews, and nearly 90 percent of HR leaders say the process doesn’t even yield accurate information.”

This blog post takes you back to the roots of Talbit and talks about what Talbit really is, why it exists and the value it delivers for your organization.

OKRs are simple to understand yet difficult to master and implement accurately. Here are the top 11 OKR challenges to overcome.

Writing great key results is a hard skill to master. However, it is said that once you master the technique, the difference is dramatic.

Picking the right Objectives is relatively harder than you might think. Setting the right Objective at the right time is even more difficult.

How can you get started with OKRs? In this blog we provide you with steps for implementing your OKR program, before, during, and after implementation.

What makes OKRs so beneficial in not only setting but achieving the most audacious goals of teams and individuals?

If you’ve heard anything about OKRs, you probably already know how powerful they are. So when did OKRs come about?

You have heard of OKRs but not sure what are they and what makes them different from alternatives? You’re in the right place.

Why did we choose OKR as the framework for Talbit? Simply, because it works and it reflects our core values: transparency, equity, and employee-driven.

An employee driven development process is one of the most effective driver for stream lining your talent management to reach its full potential. It is also a great method towards transformation.

With the changing business environment, training is crucial for the success of any company. However, are we benefitting from our L&D investments?

The Job Demands-Resources model helps explain how work environment could be improved, and how companies can tackle negative phenomena.

To keep the course, company goals and expectations should be revisited throughout the year on a systematic and regular basis.

Let's imagine that we were talent development professionals, not one, but 20 years from now. What would our world look like?

How can organizations address the issues of broken or missing communication and implementation to successfully pursue their strategies?