reply to this discussion board post: was interested the most in, and took away the most from, was "closing the experience gap" and "reinventing performance management processes." Both of these topics seem to be the most pressing in my work experience, and especially in my career now. In my current organization, finding talent to replace open jobs has been proving itself more difficult every year. Some people come in and claim to have experience in certain aspects of the job, and then once hired, their lack of skills always starts to show. It also does not help that the onboarding and training lacks proper organization and retention, so these new hires never can really catch up to the rest of us. I think the experience gap relates exponentially to the quality of training and onboarding, and if a company is not willing to invest in such time and programs, then the employee performance will suffer over time. This can be seen as an oversight from leadership, and then eventually, a lack of trust and value in leadership ability. Having a strong onboarding and continuous training program, can help to bridge that experience gap, and only help with employee retention and