Data-Driven Talent Development Requires Two ThingsWhen used correctly, talent analytics help you target problems and/or opportunities, act on them, and measure what the effect of those actions.
That’s it. Even when you apply it to something as niche as a talent development program, it’s still the same formula.
Your talent analytics can be as simple or as robust as you want them to be. However, it’s worth reminding ourselves that technology is only as intelligent as what we put into it, and how we use it.
There are two parts to that. You must ensure that:
- Correct data gets put into your technology for you to measure and use.
- You’re using the technology in a way that gives you meaningful and usable information.
No Fear Data CaptureThe good news for you is that there’s been a revolution in obtaining and entering employee data in the last several years. Employees now have the ability to enter their own accurate data instead of hiring a bunch of data entry people from hard copies with probable errors. The battle is how you get employees to keep that data up to date.
While you can’t force them keep their data accurate, you can incentivize them. Make sure they get something out of giving you their data. Just determine which information is critical for you and determine in context how you can incentivize them to give you that data, or confirm it, on a regular basis.
If you’re integrating with other functions – for example, an alumni program, a CRM, etc. – consider also what information is critical for them.
Keep It SimpleI know what you’re thinking: you don’t have the time, skill, or data scientists to pick through and analyze all this data.
Don’t worry: you don’t need special training. It all comes down to how you plan - and to a lesser degree, what tools you have.
Just remember that simpler is always better. Set your objectives, pick your metrics, and then don’t stray from them. You won’t just do a dump of all the data entered into your software. At the beginning of your talent development program, you’ll set your objective(s), and then your success measurements. From there, you should know exactly which data points you need to be measuring.