A common theme throughout the Association for Talent Development’s annual conference was leading for the future. Being a leader doesn’t always mean knowing the next step and exactly how to get there.
A customized training rollout of new user adoption strategies can save a company time, money and additional resources.
Amy Dordek, co-founder and chief revenue officer of GrowthPlay, talks about the basics of starting a talent analytics strategy and what success with the plan looks like.
How do you get started using learning analytics? One learning entrepreneur outlines the types and categories of learning analytics that L&D practitioners can implement in organizations.
Data collection in the hiring process should be fast, easy and transparent, or prospective talent will apply elsewhere.
To bridge the gap where big data is not serving our needs, small data can offer personal insights and meaning.
Among the plethora of data at business leaders’ fingertips are answers to why employees leave.
Even if you aren’t based in Europe, General Data Protection Regulation could have a huge impact on how companies handle employee data.
To leverage business insights and predictions based on learning data, L&D departments need learning technology partners that can make that data insightful and accessible.
New technology and competition among HR software providers means there are a lot of trends in this space. Here are four to look out for this year.