Key Performance Indicators for HR This catalog provides an extensive list of key performance indicators (KPI) for HR function. You can immediately utilize this valuable tool as part of your performance management process. And yes, you can download this excellent catalogue for free. Four Ways to Maximize Learning Retention As you design your presentation, remember that your instructional goal is to maximize the participants' understanding and retention of the subject matter. Ultimately, the participants will learn more if they can focus their attention on the subject matter and make the ideas relevant to themselves. Four ways to maximize understanding and retention follow; try to use some or all of them as you present your lecture. Developing Peak Performers Extensive research into peak performers in all walks of life shows that they have very similar ways of thinking about themselves and others. They share other similar mindsets, too. Because of this, they operate in similar ways. This article explains what we know about peak performers, whether in business, public service, private life, school, athletics, or team pursuits. People who adopt these four mindsets and approaches to life become peak performers, too. Training Scorecard When implementing a training scorecard it is important to track, collect, compile, analyze, and report six different types of training data collected over different time periods. These types of data are indicators, reaction, learning, application, business impact, and return-on-investment. Competency-based Career Planning Career pathing involves making a series of job-person matches, based on the demands of the job system in the organization, that enable the person to grow into greater levels of responsibility, thus providing the organization with the talent that it requires to meet goals. Developing Feedback Skills The purposes of this article are to show you the importance of providing both positive and negative feedback and to identify specific techniques to help make your feedback more effective.Positive feedback is more readily and accurately perceived than negative feedback. Furthermore, while positive feedback is almost always accepted, negative feedback often meets resistance.