Leading companies use talent analytics to support a data-driven decision-making culture. You can compare multiple dimensions of talent data and organizational data to see the impact that changes have on the rest of the company. Understand how to collect meaningful information, drill down into critical data, and summarize findings to support your next talent decisions.
Big Data continues to create new ways of gathering and analyzing information. In the latest research by Harvard Business Review Analytics Services, a real-world lens of big data is provided for HR and Finance.
See the infographic below and read The Big Data Opportunity for HR and Finance research report to discover why big data matters to you and your organization.
So what is stopping your firm from a building a better succession plan currently? What tools are available to identify and assess the firm’s top talent? Best-in-class firms are future-proofing their organizations by building better succession plans for their talent and not just for their leadership pipeline. Firms need to start by identifying the strategic direction of the company in the near future along with an evaluation of the current key roles and strategic functions. Basically think along the lines of “if our Director of Operations left the company tomorrow, we’d be in big trouble….”