When we think of an organization’s talent, we may think in terms of headcount. How many fulltime people there are in sales, finance, marketing, HR, etc?
While it’s good to know headcount by department or manager for reporting purposes, headcount does not highlight the delta between the business goals and the talent characteristics required to accomplish them.
Instead of thinking of the people in your client’s organization by department, what if you could audit their organization’s person characteristics to determine the gap between what business goals need and talent supply?
Talent Analytics’ Advisor enables you to look across an organization to identify talent characteristic surpluses and shortfalls. Here’s how in 3 steps.
2. Find Delta Between Business Demand and Talent Supply.
Are the right talent characteristics inside the organization for the initiative to succeed?
Utilize Talent Meters in Advisor to quickly identify the current talent characteristics across the organization.
Example: Advisor identifies there are x% of innovative people in the organization and y% is needed (the gap between x and y is the delta).
3. Find and Align Talent to Execute Strategy.
Use CROSS Team-at-a-Glance to try on teams, forecast synergies and conflict, and give your client a game plan to execute the buiness strategy.
Example: Identify specific opportunities where your client could re-assign innovative people to specific places inside the organization that would best accomplish the strategy. CROSS TAG is the next “drilldown” from Talent Meters because it’s at the by-team level and really allows for “actionable steps” to align talent strategically.
Doing More with Less
In this economy, everyone wants to do more with less. By using Advisor to determine business demand and talent supply and utilizing internal resources more efficiently, your clients will love being able to save on hiring costs.
Mike Kennedy is a Technical Evangelist at Talent Analytics Corp. He can be reached via firstname.lastname@example.org.