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The Fact Based Talent Advisor

Commentary, customer examples and contemporary research that further our mission. Leading the charge to utilize numbers to add people to business optimization efforts.


Talent Management vs Talent Analytics: The Difference is More than Just Semantics

January 28, 2011
By Greta

Talent management and talent analytics are terms that have been used interchangeably. However, the difference is beyond semantics – it’s tied to how the talent data is being measured and it’s value in a business. This entry will provide some background on the talent software evolution, bringing us to today’s talent measurement innovations.

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Most Employee “Rewards” Programs = Employee “Sedentary” Programs

January 3, 2011
By Greta

Business leaders. Get a backbone. Do the right thing. Make talent strategic in your organization. Stop making talent a “program”. Use talent analytics to understand your “most valuable assets” like you say you do. Understand where they can be stretched to be a top performer. If they’re in the right role they’ll love the stretch.

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Why Google’s Employee Engagement Programs are Bad for Your Business

December 29, 2010
By Greta

Laszlo Bock, VP People Operations at Google in Human Resource Executive Online has been receiving well-deserved attention for the work he has been doing at Google with understanding and providing engagement programs to keep Google’s key employees engaged, excited and performing. What happens next both makes me crazy and wastes time and a huge amount of money for businesses all over the world.

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Using Talent Analytics to Understand Sales Force Attrition

November 18, 2010
By Greta

Top Performing Sales Reps Leave a role because 1) They don’t like what they’re doing and 2) They aren’t getting what they want. Talent analytics can measure both elements directly and quantitatively.

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Harvard Business Review: Competing on Talent Analytics

October 5, 2010
By Greta

Talent Analytics is a new field that is used to describe a business’ ability to measure what should be their number one investment, the workforce. Davenport, Harris and Shapiro discuss how leading edge companies are finding new methods of analyzing their workforce ‘enhancing their competitive advantage.’ (Davenport, Harris, Shapiro).

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