Talent Analytics

Incorporating and facilitating the Talent Analytics life cycle in businesses.

One of the most exciting challenges that HR Workforce faces today—is the increasing rate in the change of technology, and how it is affecting all parts of the Talent Analytics Management Life Cycle. 

Before taking off on a talent development strategy, you must first understand the phases of an employee life cycle. Then you will understand how your talent programs fit into that talent life cycle.

Phases of Talent Life Cycle—

1. The Reach– campus engagement, sites such as LinkedIn and Glassdoor, recruiting portals, etc.

2. Recruitment and Selection– job descriptions and behavioural- and competency-based interview questions

3. Enrollment– new hire orientation, code of business conduct, company swag, and employee and onboard manager sites

4. Performance Management–Performance goals and assessment, high performer programs, special projects, leadership programs, networking, career-pathing, recognition and awards.

5. Development/Training– leadership programs, core behaviours training, etc.

6. Off-Board–exit interviews–Talent Management and strategies are about aligning the employee through every phase of the life cycle.

Making sure that the vision and mission of the establishment encircle each component of the life cycle, is a part of a complete Talent Analytics management program, which then translates into the Skills Matrix, helping achieve the company’s strategy. There are many different systems in businesses on Talent Landscape—for recruitment, performance appraisals, training, resource deployment and career development.

There are two quite significant problems with these disparate systems. 

The first is—maintaining disparate systems run out time and other resources. Overall, they reduce the efficiency that the HR workforce could provide.

Second —more importantly, because of information being maintained in different systems, it becomes difficult to use them. Information from recruitment such as skills of diverse applicants, feedback from the interviews, and so on. Do not move into other systems such as training or appraisals. It is a waste of valuable information.

What should be done

· Every employee must have only one information base. Starting from the time of recruitment wherein he or she brings her past information into the company, is evaluated on Skills Matrix, assessed on performance, development needs fulfilled and adequately deployed on assignments to exit. 

After all, the information pertains to the individual skills. 

  • Simplicity leads to efficiency. We do not need many disparate systems, instead have just one. Skills data should be created only once within the company, thus resulting in Talent Analytics life cycle simplified and integrated at every step.
  • Skills data forms also should be simple enough to create and be used. The more complicated it is, there is a probability that it will be improperly created. For example, a simple structured manner for mapping and presentation of skills like the Skills Profile for individuals and jobs alike can be far more easily created and effectively used. 

What does “It’s Your Skills” offer to simplify the “ Talent Analytics Life Cycle”?

  • Log on to www.itsyourskills.com to check out the Skills Profile and the Skills Profiler provided by It’s Your Skills for this view.
  • See and experience the facility and clarity in its application in all aspects of Talent Analytics – talent acquisition, deployment and development.

There is a long-standing tradition of developing employees and growing from within. And using it’s your skill’s evaluation—is the answer to fostering the staff growth. Within the organization, employee possession tends to be above other businesses, based on the culture that promotes learning and growing. 

We strive to meet the development needs of employees and help them in their Personal and Professional growth. 

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