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.
Perhaps you’ve been on the workforce planning journey for a year or two or perhaps even longer. You’ve come a long way and now you are starting to wonder how mature your workforce planning function is relative to “best practice” and other companies. It may be time for a third-party audit of your strategic workforce planning initiative.Read more
In the Internet driven marketing world we live in today companies across all industries are interested in and tracking our every interaction with them, whether occurring over the web, in the brick and mortar locations via an IVR (Interactive Voice Response) system, or while on the phone with a customer support representative. In turn, companies use analytic techniques to mine an extensive array of data to identify how best to acquire, convert, and retain customers. Once visitors are on a website, all that valuable behavioral data is captured and used to segment customers and prospects by their actions.Read more
In most organizations, talent development investments are restricted to the executive level while first- and second-level leaders are largely left underserved. For these future leaders, the essential practice of coaching — helping the individual clarify and move toward a specified goal, higher level of job performance, improved state of being, or some other positive outcome — can increase employee satisfaction, improve communication, and reinforce other forms of learning. A coaching process that employs specific, progressive steps can help future leaders reach their full potential.Read more