Tuesday, December 16, 2014

Improving Your Talent Development Program with Analytics

Your Talent Development Program and Analytics

The second way using talent development program analytics can benefit you is by improving the strength and efficiency of your talent development program by:

  • Proving whether or not it’s successful
  • Determining why and where it’s not successful
  • Providing context for how and which adjustments should be made.

A lot of this will come down to running reports, and ordering and analyzing the data from there. Here are just a few examples of ways you might do that:

  • Who’s logging their activities? Run a report within the first 30 days to make sure everyone has logged at least their first set of goals so that you can pinpoint who you need to reach out to in order to encourage them to take action. 
  • What is the goal percentage completion for employees in the program? Run this report periodically to ensure that employees are not only continuing to log their goals, but are making progress toward them. This will allow you to actually see the effects of your talent development program. 
  • What does activity look like in a particular department or region? Knowing this will help you focus a campaign to encourage activity.
  • How are employees using the software? Knowing how employees are or are not using your talent development software can help you optimize it so that they are more active in it, and therefore more likely to log goals and actions. 
  • If I’m doing a self-directed career development program, do I need to introduce or reintroduce the manager assessment level?  The only way to determine this is to hold individual employees accountable for documenting their actions, goals, and information. 
Again, it ultimately is a matter of comparing before and after, which is why it’s necessary to ensure that your reports and your reports’ schedules are consistent.

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