Examining the Main Attributes That Compromise Successful Talent Analytics

Categories: Employment

Executive Summary

This essay employs a comprehensive approach to examining the main attributes that comprise successful talent analytics and outlining some of the important roles it plays in talent management outcomes and business performance. The essay utilizes available literature on human resource management (HRM) to argue that strategically minded organizations rely a great deal on talent analytics to effectively plan and develop a workforce with the much needed competencies. To successfully achieve this, the essay investigates the relationship between talent analytics and talent performance, key organizational activities, its role in business performance, and how it determines overall HR outcomes.

The first major finding involves the fact that talent analytics remains inextricably linked to talent performance and allows such organizations to gain and maintain deeper strategic insight into each of their employees. Second, talent analytics can be used to inform the measurement of critical elements in human resource management. Third, the best possible talent management plan remains closely aligned with an organization’s strategic performance plans, and thus talent analytics facilitates the realization of an organization’s corporate goals.

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Another finding is that talent management improves the HR department’s decision framework, allowing managers to fill their critical management needs, while at the same time, addressing both industry and company changes promptly. Finally, the essay recommends that companies should embrace talent analytics as key management tool to enable them attain a competitive edge in the rapidly changing corporate world.

Introduction

The rapidly changing and highly competitive corporate world continues to revolutionize how both small-scaled and multinational companies (MNCs) view talent analytics.

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In essence, talent analytics has since proved a vital aspect in business management because it plays an integral role in determining the survival rate of the above-mentioned business entities. As a key HR construct, it functions by not only developing the most crucial and rare abilities within an organizational, but also ensures effective marketing and sales creation. As such, corporations and any other firm must be in the best possible position to make the much needed changes in their talent analytics and the immediate environment.

A business firm is expected to solicit special measures and goal-driven mechanism that will play a central role in the achievement of competitive market strategies. In many instances, the HR department usually remains tasked with the responsibility of coordinating output to rare and special abilities within the affiliated workforce though talent analytics. In response, therefore, this essay employs a holistic approach to examining the main attributes that comprise successful talent analytics and outlining some of the important roles it plays in talent management outcomes and business performance.

Talent Link to Performance

Talent analytics remains inextricably linked to talent performance. Typically, companies gather loads of information about their workforce. The data sourced exists in a multi-sectored model that comprises aspects such as demographic information, such as sex and age, employee performance ratings, school degree, as well information pertaining compensation and associated benefits. In the event that businesses consider and conduct considerate analysis of such data, the potent force that actuates success in all of its areas of operation manifests, based on the desired results projected by a particular enterprise.

One of the major methods used to solicit talent in organizations revolves around analytical aspect, which helps in ensuring accuracy. In this respect, a company’s HR department ought to evaluate the sources of information, their credibility, and accuracy. Through this for instance, best candidates are evaluated and selected for hire. According to Singh and Sharma (2015, one of the strongest links or actuators of talent analytics and performance is through successful hiring and posting. In fact, once an employee with special abilities is absorbed into a corporation’s sphere, they are able to implement the activities that they were hired for and minimize learning and need for corrections, which more often work collaboratively to improve a firm’s productivity.

Specialization and division of labor aspects of commerce come into effect in the hiring and posting of individuals. More fascinating is the fact that sourcing suitable work “apparels” requires some marketing knowledge. One of the most feasible examples of marketing as an outcome from talent analytical models is through the aspect of monitoring individual’s fiscal proponents and preferences. Thence, the firm may develop a suitable motivational tool to enhance increased performance in the firm’s activities in terms of quantitative and qualitative output hence adjustments and enhancements are tailored to attract better candidates to the site and keep them coming back for more.

Strategically minded organizations further utilize talent analytics to effectively plan and develop a workforce with the required or right competencies. In essence, it allows such organizations to gain and maintain deeper strategic insight into each of their employees (Sparrow & Makram, 2015). They then use the same insight to proactively place the right workforces, based on skills, knowledge, and experience, in segments or locations where they can effectively and efficiently respond to the emerging and urgent marketplace needs. Broadly speaking, talent analytics is a critical element of any successful talent management program. It helps HR managers to skillfully generate talent pools within their companies. With such a workforce, talent analytics ensures significant improvement in talent performance, particularly when it comes to the ever-changing market demands and needs.

Talent Analytics and HR Activities

Talent analytics can be used to inform the measurement of critical elements in human resource management. For example, the data findings made after determining correlation and performing regression analysis can provide a holistic perspective of an organization’s market competiveness. The data can be assessed through descriptive analytics by using data mining and data aggregation to give new insights on the performance of an employee’s organization in the past (Singh & Sharma, 2015). Through this approach, an organization can ensure smooth running of its key activities, including maintain a disciplined and goal-oriented workforce, competitive HRM, and change-driven supply chain.

In addition, a second approach that talent analytics allow organizations to use involves predictive analytics, which applies perfectly well to various forecasting techniques and statistical models to examine the future prospects of employee performance in an organization. Apart from that, talent analytics functions hand in hand with prescriptive analytics, which places much emphasis in the use of simulation algorithms and optimization programs to explore the possible outcomes that the HR department will get if they pursue several choices of strategy.

Talent Analytics and Business Performance

When performing talent analytics, the HR management in an organization should be sure to measure only those elements that matter to them, especially business performance. Briefly speaking, business performance management refers to the whole process of setting clear, concise, achievable corporate goals or objectives, monitoring the various methods employed toward goal achievement, and creating ways through which individual managers can successfully realize the already established goals (Collings & Mellahi, 2009). As such, an organization should adopt the best measures of performance. One can be sure that they are using the right metrics for their HR needs by conducting statistical tests that would establish whether their chosen metrics have a correlation with the overall performance of the organization.

Through talent analytics, some organizations have established quantitative measures that they use to assess the levels of employee performance. They then use the bio-data of individual employees to examine their overall competence by weighing them against the established quantitative measures (Calvard, 2015). The individual quantitative measures for different employees can then be subjected to data analysis to determine whether they are correlated with good performance of the organization. Performance measures for an organization may include improved customer feedback, rise in sales margins and an increase in repeat sales.

Talent analytics introduces more objective metrics for assessing employee competence for use in influencing the performance of the organization. The human resource management is able to know where to direct its focus in order to impact on the organization’s performance. When the data from their talent analytics indicate that they have lower rates of employee satisfaction and employee engagement, they will pursue corrective action that will improve these aspects of employee performance, and in turn improve the levels of organizational performance (Cascio, 2018). As a result, it enhances the ability of HR managers to create and maintain greater employee ownership in the organization’s ultimate success.

Outcomes in HR

The HR department applies numerous resources to determine the way an organization is performing. The talent data help to avoid workers with similar skills that could lead to redundancies or absence of talent leading to fewer outcomes (Collings & Mellahi, 2009). The organization benchmarks the ways the human capital is utilized to enhance the tasks and skills match. Further, the commitment to work can be determined by analyzing the existing information regarding the employees instead of using face-to-face conversations (Lewis & Heckman, 2006). The employees’ communication while at work is monitored to determine their work ethics, willingness to work, and level of motivation. However, the workers must be allowed the freedom to communicate, treatment with respect, the feeling of respect, and other things that could increase their confidence in the organization (Christensen & Rog, 2008). Thus, the employees’ outcome can easily be monitored without having to walk around, which is expensive and tiresome.

Talent management improves the human resource department’s decision framework. The data analytics can be applied to ensure high productivity, engagement, and employee retention in a firm with a successful talent management strategy that translates ideas into practice (King, 2016). In particular, that data is applied in the selection of the right employees to complete various critical assignments. The performance is a function of one’s capacity, inspiration, and opportunity to accomplish the task (Rogers, 2007). Hence, if the correct data is recorded, the decision to select a particular employee could be very easy to make for the company.

Business Performance Incentives

The company’s success is measured by various metrics. Financial analysis is the typical method of determining how much profit a company is making to understand its level of success. However, it is not the only factor that could be applied, as the organizational success is a function of other issues, such as employee job satisfaction, customer feedback, organizational decisions, and many others (Kehinde, 2012). Talent retention is one of the measures to determine the organizational outcome and influence the results of the company. According to Sing and Sharma, talent retention is usually among the organizational strategies and goals, and its achievement is an indicator of success (2015). Hence, talent analytics data helps with the retention of the appropriate resources.

Traditional methods of hiring employees by considering the college they attended, their result slips, or their participation in school activities have proved to be less effective nowadays (Green, 2017). Hence, the technology of talent analytics has helped with the provision of information that could enhance performance. Besides, it helps in employee retention, which is a measure of success of an organization (Nemeckova, 2017). Thus, it is prudent to always consider an employee’s data in the recruitment and appraisal processes and overall performance analysis.

Conclusion

In sum, it is evidently clear from the discussion that talent analytics remains a vital element of HR management. It plays a wide range of roles, which include developing and maintaining strategic talent pool, improving employee overall performance, and ensuring improved organizational performance. As a key HR management tool, talent analytics allows organizations to become more proactive, allowing responsible managers to fill their critical management needs, while at the same time, addressing both industry and company changes promptly. Additionally, it enables companies to identify essential skills needed for the development of employees, and thus minimizing training costs that may be needed in the long term. Equally important, it improves an organization’s recruiting process, enabling personal managers to identify high-quality candidates. Talent analytics further enhances the ability of HR managers to create and maintain greater employee ownership in the organization’s ultimate success. Therefore, strategically minded organizations should utilize talent analytics to effectively plan and develop a competent workforce, capable of propelling them to attaining a competitive edge.

References

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Examining the Main Attributes That Compromise Successful Talent Analytics. (2021, Sep 13). Retrieved from https://studymoose.com/examining-the-main-attributes-that-compromise-successful-talent-analytics-essay

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