Eric Shepherd is one of the world's leading experts on assessments and how they are applied in the real world. The Performance Pyramid organizes assessments.

The ground on which the competitive game is played is shifting under us. Understanding, developing and applying skills is an organizational imperative.

Provide organizations with a flexible tool to not only to model their ideal employee but also offering the way to signal desires, expectations and career goals.

Put skills at the centre of talent management. Pay attention to internal mobility. Think in terms of shared data ownership. Use multiple competency models.

Pattern recognition is one of the most important foundational skills but also one of the most difficult to come to grips with.

Without a proper assessment of the skills at a company and individual level, there is no way to correctly align the strategic direction with the ability to deliver on projects that company wish to pursue.

The HR Transform conference in Las Vegas in April 2018 is a good opportunity for HR leaders to convene and explore how the changing nature of work will change HR.

Skills need to be part of the team conversation. Injecting skills into Slack, Hipchat, Teams conversations will help people share and develop their skills.

Hartmut Esslinger said that "form follows emotions". How do you design a product that connects with your emotions?

The skill profile of people in the LinkedIn Connected Car Group was surveyed to see what skills will be needed for the development of the connected car.

Many of our memories lie below the surface with only a few poking above. Our conscious memories are connected beneath the surface. The same is true of skills.

The hiQ Labs vs. LinkedIn case has important implications for how personal data is owned and what can be done with it. HR and talent leaders should follow this.

The Skill Graph is like a neural network, connecting the memory of your skills, how you have used them and who you have used them with to your future.

What makes each of us unique is not so much a list of skills but the patterns we use to connect them: skill to skill, skill to project, person to person.

Employee engagement is about helping people to realize their potential. Surveys and rewards are window dressing. They do not get to what is essential.

A TeamFit analysis of skills in the LinkedIn Professional Pricing Society Group. A random sample of 400 people found 1,935 skills. AI & Design skills were weak.

Advanced Search allows you to expand and make your skill skill-based allocation far more efficient.

With machine learning data on skills and project performance combine to uncover potential and predict success. The future of skill and expertise management.

Gregory Ronczewski on the ideas and emotions behind TeamFit version 2.