In a hyper-competitive, unstable, global marketplace with an aging workforce,
organizations know that they must better understand and predict their human capital needs
to stay solvent. Just as business intelligence (BI) captures, extracts, and analyzes key
data on an organization’s hard assets, part of the promise of talent intelligence (TI) is that
it captures key workforce data on its people assets. While this may sound like workforce
analytics, the difference lies in the insights it produces.
Truly talent intelligentorganizations connect all of the human capital disciplines (recruiting, learning, performance, development, compensation, etc.) and look at the workforce holistically to identify gaps between the talent the organization has and the talent it will need in the future. What is an “intelligent organization”? How can talent intelligence improve the bottom line?