Talent Analytics – Important Aspect of Workforce and People Management

Did you know that we can help you integrate Talent Analytics into the way that you do business?

Used for quite some time in many areas, analytics is becoming important in people and workforce management. Google, a forerunner in many areas of people management, uses analytics to gain insights into the impact of interviews and sources of hire. Facebook uses analytics to analyse factors that correlate with  high performer retention. SAB uses analytics to evaluate its training.

Size does Matter – when it comes to Process Management and Improvement

Process Management gets a poor deal in most organisations. It is surprising, as the quality of your processes has a direct bearing on productivity and result. Your set of processes includes all of your operational processes and all of your organisational and leadership processes. For example, it would include your strategic processes, the way you review the business, interact with suppliers, manage data, and more. When you look at an organisation’s structure and size of the departments/functions, it is easy to tell a lot about its health and ability to withstand changes in the market place from the location in the structure of different departments, and their sizes. So my question for you today is: What is the relative size of these functions in your organisation:

Keeping Your Workforce Engaged is a Strategic Challenge

Performance Focused Organisations consider the important issue of a healthy staff turnover rate. In normal operations it is wise to keep it lower rather than higher, but the figure will vary with the industry, the business, its stage of growth, its strategic direction, the size of the available talent pool, and the economy. It will also vary over time, for example, at one time a target of 10% might be set. At another time, it might be much lower.

It is quite a paradoxical strategic challenge – to maintain a culture of engagement that treats and provides for people as valued individuals, while at the same time, inspiring them, individually and as a group, to perform as well as they can and to contribute in a range of ways to the organisation.

Great Companies, Humble Leaders, One Pointed Business Determination

It is interesting to be re-reading an article on Level 5 Leadership by Jim Collins, summarising the results of a five year project on companies that went from good to great and then sustained that greatness. He wrote a best selling book about this work — you have probably read it.

I have seen companies develop and mature, but it is that sustainability that is critical. Companies not capable of sustaining greatness falter and then flip-flop through periods of ordinary performance, good performance and occasional great performance.

Although Jim wrote this article some years ago, his summary findings continue to resonate today. At the beginning of his research