Loss of institutional knowledge, retirement risks, ineffective on-boarding and poor replacement planning are all talent risks that have the potential to have a serious impact on your business.
These analytics will help you visualize the talent risks by manager, department and company, and adopt a proactive approach to eliminating, reducing or mitigating risks in your talent pool.
Combine diversity data with tenure, age, level and function and you can quickly see a snapshot of the history of your organization and how it has changed and evolved over time.
These analytics allow you to visualize the impact of a diversity and gender equity initiatives and identify areas that require attention
Your company will differentiate customers to better tailor their products or services to meet their needs. How effectively are you segmenting your talent to meet their needs and understand your pipeline?
These analytics use 5 key data points to automatically segment your talent based on the context in which they are operating. This means you can create more personalized development interventions and allocated resources based on the challenges each segment is currently dealing with.
Does your performance review process accurately differentiate performance? Is your performance calibration process seen as fair? Performance ratings can have a significant negative impact on motivation and engagement if the process is seen to be biased or unfair.
These analytics help you visualize the performance data to identify harsh, lenient and fair raters (managers) and recommends a “fairness” adjusted score based on calibration group norms
The 9 Block performance vs potential grid has had mixed success across organizations that have used it. The 9 block, if completed accurately, can provide valuable insight in an organization’s ability to meet it’s current, and future, talent requirements.
These analytics provide insight into placements, highlight anomalies and inconsistencies, and provide advice on how best to invest in talent based on where people are placed in the grid
How much will it cost to replace someone if they leave? How likely is a person to leave? Retention analytics helps organizations to proactively take steps to retain high impact talent and address engagement issues, or reduce impact before an employee has made up their mind to leave.
These analytics prioritize retention risks and suggest actions that managers can take to mitigate and reduce the likelihood of key talent leaving
How much will it cost to replace someone if they leave? How likely is a person to leave? Retention analytics helps organizations to proactively take steps to retain high impact talent and address engagement issues, or reduce impact before an employee has made up their mind to leave.
These analytics prioritize retention risks and suggest actions that managers can take to mitigate and reduce the likelihood of key talent leaving
How valuable is each person in your company relative to every other person? It’s difficult to remove subjective bias when it comes to identifying high value talent, but by using 7 key data points, you can create a talent index that does just that.
These analytics combine a variety of data points from the other modules to create a single, numeric value that can help you to index your talent from highest to lowest value. This allows you to identify what to do to increase the value of an individual, or, when tough decision have to be made, use data to understand the impact of each person’s loss
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