3 Talent Management Challenges TalentPrint Helps You Solve

Truly integrated talent management should allow organisations to understand the strengths and development areas of employees. Here are three challenges TalentPrint helps you solve.

TL;DR: TalentPrint helps HR leaders at growing companies solve three key talent management challenges. It prepares your workforce for future needs by providing continuous employee data and enabling individual career management. This tool also improves development ROI by identifying employees ready for growth, and it supports data-based decision making with objective, continuous insights.

Deloitte's Global Human Capital Trends report identified three persistent talent management challenges that organisations have failed to resolve for over a decade: inconsistent performance data, disconnected development processes, and succession pipelines that are too shallow to be reliable. (Deloitte)

While talent management used to entail an annual talent review and getting a manager to fill out a blank development form about an employee's performance once a year, organisations are quickly realising that it needs to be a lot more personalised.

Truly integrated talent management should allow organisations to understand the strengths and development areas of their employees, in order to manage the supply of talent to meet current and future organisational demands. And it should allow individuals to manage their own careers at the same time.

The biggest hurdle is creating a sustainable source of data. It is very difficult to manage your talent if you do not know who they are (behaviorally), what they know (technical knowledge), and what they have done (experience). That is where smart career management tools, like TalentPrint, come in.

How can we prepare our talent for future needs?

Traditionally, career management tools were designed to suit HR departments - leaving all development up to them. Instead, TalentPrint takes an employee-centric approach and creates value for individuals, allowing each of them to manage their own careers.

This frees up HR while providing an organisation with a constant flow of data that outlines employee strengths, development areas, and possible trajectories. When you know that - you can plan for their development. The result is a talent pipeline that is continuously updated, not just refreshed once a year.

How can we improve development ROI?

Be honest: how much money has been thrown at training and development, only to feel stuck with the same lack of skills you started with? The problem is that HR is unable to really identify who is both ready and willing to be trained up.

TalentPrint helps individuals answer three important questions: What am I good at? What do I need to be good at? How can I develop the attributes important for success? The end result is a strength profile that allows you to identify growth potential - and invest in the right people at the right time.

The development ROI problem Most organisations cannot identify who is both ready and willing to be developed. Without this data, development investment is spread too thin - or concentrated on the wrong people. TalentPrint gives you the evidence base to make targeted, high-return development decisions.

How can we make data-based decisions?

You could continue to allow managers to fill out individual development plans based on their own opinion of each employee - but we now know that subjective talent management decisions are not nearly as successful as data-driven decisions.

TalentPrint provides regular, evidence-based data that makes decision-making much more objective. Instead of relying on the manager's memory of last quarter's performance, decisions are grounded in a continuous stream of behavioural data, feedback, and development activity.

How TalentPrint works

TalentPrint guides employees through a four-step process that creates a complete picture of who they are, what others think of them, and what they need to develop.

1. Find out what you are good at: Employees complete a self-assessment of their behavioural attributes - identifying their strengths and development areas from their own perspective.
2. Find out what others think: Employees invite colleagues to provide feedback using a forced-ranking methodology that reduces rater bias and provides fair, balanced feedback.
3. Compare strengths to company needs: Employees can select a company challenge and see how their strengths compare to what the role or context requires. This allows individuals to see how to best use their strengths and where they may need to develop.
4. Identify what to develop and get a plan: Employees answer a few questions and prioritise which behaviour to develop. They receive immediate expert advice on how to develop that behaviour and can create their development plan from over 320 personalised development ideas.

TalentPrint - Employee-Centric Talent Management TalentPrint is a self-directed behavioural assessment tool that helps employees understand their strengths and match them to the best opportunities - while giving HR the continuous data stream they need to make better talent decisions. See TalentPrint in Action

Frequently Asked Questions

How does TalentPrint help prepare our talent for future business needs?

TalentPrint shifts career management from an HR-only task to an employee-centric process. It provides a constant flow of data on employee strengths, development areas, and potential career paths, allowing HR to build and maintain a continuously updated talent pipeline.

Can TalentPrint improve the return on investment (ROI) of our development programmes?

Yes, TalentPrint helps identify which employees are ready and willing for development. By providing a strength profile and growth potential insights, it enables HR to make targeted development investments, ensuring resources are focused on the right people at the right time for better outcomes.

How does TalentPrint support data-based decision making in talent management?

TalentPrint offers regular, evidence-based data, moving talent management decisions beyond subjective opinions. It provides a continuous stream of behavioural data, feedback, and development activity, ensuring decisions about employees are objective and grounded in current information.

What kind of companies benefit most from using TalentPrint for talent management?

Growing companies with 50-1,000 employees benefit significantly from TalentPrint. It helps these organisations move past traditional, annual reviews to a more personalised, data-driven approach, ensuring they can effectively manage and develop their talent to meet evolving business demands.