Thursday, December 4, 2014

Developing People with Talent Development Program Analytics

There are three main ways using analytics for your talent development program can benefit you. The first way is that it helps you better develop your people.

This goes back to the steps I discussed previously (in "How Can I Use Talent Development Analytics?") about using quantitative measures with qualitative measures to back them up. This happens practically by making a career development plan based on 360 degree assessment of an employee’s skills, gaps, strengths, and weaknesses, and following up with another round or two of 360 degree assessments.

How-To Talent Development Program Analytics


The quantitative part measures how much of a change happened, and is critical for proving ROI of your program. However, as you can see in the example step-by-step below, the bulk of it is really in obtaining and collating the qualitative data:


  1. Employees iterate what level they feel their knowledge or skills are at and where the gaps are.
  2. Managers and/or colleagues identify each individual employee's strengths and weaknesses with assessments.
  3. Develop a career development plan based on this information, and determine which success metrics you’ll use.
  4. Reassess employees, managers, and/or colleagues after the employee’s development plan has been completed to compare before and after. 
  5. Collate the data and measure the change.
  6. 6 months to a year after the program’s end, reassess one more time to examine how the employee has used the skills they learned during the program, and how they have potentially moved in the organization as a result of putting those skills to practice. 
  7. Collate the data and measure the change.

Of course, these steps can be used outside of a targeted talent development program too, as part of a broader self-directed career development or general HR initiative, by removing the 360 degree element. The only drawback is that you sacrifice objectivity and allow your employees to develop their own development plans and action items based on their subjective understanding of themselves… and there’s usually a pretty significant gap between the way we perceive ourselves and how others perceive us. However, the tradeoff is easier qualitative assessment because there’s less data to deal with.

So it really depends on how accurate you and your management want to be. But as long as you work this out with them beforehand, along with your success measurements, you should be good to go as far as determining the details of the rest of the program.

Read other posts in this series on talent development program analytics by Trinity Hill:

1. Talent Analytics and Your Talent Development Program
2. How Can I Use Talent Development Program Analytics?
4. Improving Your Talent Development Program with Analytics
5. Talent Development Analytics: Improve Your Overall Business

1 comment:

  1. Your dream to have your research done is not far to achieve. It is one of the best ways to prove yourself in formative research field. qualitative data analysis

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