Presenter: Greta Roberts, CEO
Moderator: Christina Wong, Strategy and Business Development

View Webinar.

Your client wants to redesign their organizational processes and turns to your firm to find out how their processes and performance stack up against the rest of their industry. In addition to leveraging your deep industry insight that compares their organization’s process and performance metrics, imagine being able to also advise them on how their talent compares to the rest of their industry?

Today, this is possible using Talent Analytics technology. Add quantitative talent metrics that can be easily collected, compared and benchmarked to your pre-existing database, resulting in additional revenue streams and high-value, differentiation from your competitors.

Join Greta Roberts, CEO and Christina Wong, Business Development and Strategy at Talent Analytics Corp on September 7th at 12pm EST to learn how you can elevate your firm above the activity metrics fray. Gather data from people, about people, in a new way that is fast, easily scalable and provides immediate feedback to you and your clients. Build a wealth of analytics data to gain fresh insight into human capital and what makes talent perform in an organization.

For the past 20 years, talent technologies have been measuring activity-based HR metrics or what some organizations now call “workforce analytics”. These vendors measure talent headcount, voluntary attrition rate and average compensation. While this talent data may be useful for HR to track, it fails to answer the “so what” for the business and continues to derive skepticism by the executive suite. For example:

• Using talent metrics technology, HR can say “Attrition rate was up 3% last quarter.” So what?
• “Global headcount is 13,584 employees as of the end of Q2.” So what?
• “The average operations manager’s salary is $58,350.” So what?

At best, these are interesting insights for HR but how exactly does this data connect to revenue?

It doesn’t provide enough context to derive any type of business value. As a consultant, it’s important for you to know there are talent measurement technologies that do provide business context.

Is the goal to solve HR or business challenges?
Talent analytics technology is calibrated to the needs of the business first. It’s efficient, high value, low effort technology that provides both short term ROI and long term value. The intention is to provide strategic –not transactional- forward looking insight about an organization’s talent and how it impacts business performance. As I’ve argued in the past, it really depends on who you’re selling to and what problem you’re trying to solve. If you’re selling to HR with the goal of improving how HR manages its talent data, you have countless talent management technology options that measure metrics to choose from. If you’re selling to the executive suite with the goal of tying an organization’s talent directly to its business outcomes, recommend talent analytics technology. This is the primary difference.

For more examples of the many business challenges talent analytics technology solves, download the free Executive Primer.

Mike Kennedy is a Technical Evangelist at Talent Analytics Corp. He can be reached via mike@talentanalytics.com.