Monday, December 1, 2014

How Can I Use Talent Development Program Analytics?

Once you have your talent development program data and a way to manipulate it, using your talent development program analytics comes down to a three-step process:

  1. Segmenting different groups of your talent development program(s) – by activities, dates, location, competencies, etc. – or any combination thereof.
  2. Communicating to those segments to promote specific actions – such as career development activities in your portal or outside of it. 
  3. Testing – Compare your "before" and "after" reports to see if there’s been a positive change.
But the bulk of the work isn’t in #1 or #3.

Surprisingly (or not), it’s in #2 – communicating. If you want to facilitate change, you have to make it happen, and that happens by giving employees a defined path and clearly communicating your expectations.

Context Is Everything in Talent Development Program Analytics

We tend to focus our talent development program analytics conversations pretty heavily around two kinds of measurement: qualitative and quantitative. Both are necessary to measure your talent development program’s success.

Ideally, you’ll be starting out with qualitative analysis and bringing quantitative measurements of what learning/development has achieved behind it to support and prove your results. The two keep each other in balance and reinforce each other’s accuracy.

However, when you’re doing your qualitative assessment, I can’t stress enough how important it is to have 360 degree element, so that you’re not basing your assessment of the situation only on what the employee believes are their skills, competencies, and gaps.

Just as important, you shouldn’t base your findings completely on data in your software without speaking to your employees. Context is everything. Problems only really start cropping up when there’s just not enough communication between HR and employees to make employees aware of what’s going on, what’s available to them, what they can do down the line, and how they personally are on a trajectory to be developed.

In short, for a successful talent development program do the following: Be transparent about your career development offerings.. Communicate. Measure and test.

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

1. Talent Analytics and Your Talent Development Program
3. Developing People with Talent Development Analytics
4. Improving Your Talent Development Program with Analytics
5. Talent Development Analytics: Improve Your Overall Business

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