With reference to HBR Oct 2010, there is an article on talent analytics written by Thomas Davenport, Jeanne Harris and Jeremy Shapiro. In this article they discussed about how companies in the US are doing Talent Analytics and the six ways in which analytics are being used in Human resource management.
1) Human capital facts - a single version of truth regarding employee's performance and enterprise level data such as head count, turnover and recruiting. (Net Promoter Score)
2) Analytical HR - segment HR data to identify turnover intervention, matching performance with dept objectives to identify the need for intervention
3) Human capital investment analysis - helps an organization to understand which actions have the greatest impact on business performance. Understand which metrics for instance quality of life, supervisor effectiveness, have an impact on its performance.
4) Workforce forecasts - Staffing up key growth areas and identify knowledge management risks for retiring employees.
5) Talent Value Model - To calculate what employees value most and create a model to boost retention rate. The model can be used for designing personalized incentives, assess whether to match competitor's recruitment offer or decide to promote someone. Also to determine is there is a need to change the scope of work.
6) Talent Supply Chain - optimizing work schedule, forecasting volume through call-centre. Strong need for high quality data.
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