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Dear Seniors,
I am working with a company where the HR Dept is being initialized. Could you please suggest few HR Analytics (formats or templates) part which will be helpful for the analysis.
It can be anything on Recruitment, productivity or Talent Management.
Regards,
Anish
I am working with a company where the HR Dept is being initialized. Could you please suggest few HR Analytics (formats or templates) part which will be helpful for the analysis.
It can be anything on Recruitment, productivity or Talent Management.
Regards,
Anish
Dear Anish before doing any HR ANALYSIS do the NEEDS ANALYSIS that will HELP you to IDENTIFY NECESSARY UPDATES, CHANGES OR, INITIATES any HR functions.
Hello Anish,
Employers have three choices.
Choice 1. Hire/promote competent applicants (or train them to become competent).
Choice 2. Hire/promote competent applicants (or train them to become competent) who fit the culture.
Choice 3. Hire/promote competent applicants (or train them to become competent) who fit the culture and have the talent for job success.
All three choices give us competent employees.
Choice 2 gives us competent employees who are not misfits in the culture.
Choice 3 gives us competent employees who are not misfits in the culture and who have the talent for job success.
Identifying the talent required for each job seems to be missing from talent and management discussions.
If we ignore any of the three criteria, our workforce will be less successful with higher turnover than if we do not ignore any of the three criteria.
1. Competence
2. Cultural Fit
3. Talent
There are many factors to consider when hiring and managing talent but first we need to define talent unless "hiring talent" means "hiring employees." Everyone wants to hire for and manage talent but if we can't answer the five questions below with specificity, we can't hire or manage talent effectively.
1. How do we define talent?
2. How do we measure talent?
3. How do we know a candidate’s talent?
4. How do we know what talent is required for each job?
5. How do we match a candidate’s talent to the talent demanded by the job?
Most people cannot answer the five questions with specificity but the answers provide the framework for hiring successful employees and creating an engaged workforce.
Talent is not found in resumes or interviews or background checks or college transcripts. Talent must be hired since it cannot be acquired or imparted after the hire.
Employers have three choices.
Choice 1. Hire/promote competent applicants (or train them to become competent).
Choice 2. Hire/promote competent applicants (or train them to become competent) who fit the culture.
Choice 3. Hire/promote competent applicants (or train them to become competent) who fit the culture and have the talent for job success.
All three choices give us competent employees.
Choice 2 gives us competent employees who are not misfits in the culture.
Choice 3 gives us competent employees who are not misfits in the culture and who have the talent for job success.
Identifying the talent required for each job seems to be missing from talent and management discussions.
If we ignore any of the three criteria, our workforce will be less successful with higher turnover than if we do not ignore any of the three criteria.
1. Competence
2. Cultural Fit
3. Talent
There are many factors to consider when hiring and managing talent but first we need to define talent unless "hiring talent" means "hiring employees." Everyone wants to hire for and manage talent but if we can't answer the five questions below with specificity, we can't hire or manage talent effectively.
1. How do we define talent?
2. How do we measure talent?
3. How do we know a candidate’s talent?
4. How do we know what talent is required for each job?
5. How do we match a candidate’s talent to the talent demanded by the job?
Most people cannot answer the five questions with specificity but the answers provide the framework for hiring successful employees and creating an engaged workforce.
Talent is not found in resumes or interviews or background checks or college transcripts. Talent must be hired since it cannot be acquired or imparted after the hire.
Hi Bob,
A great post on talent. This has been seen by us on various occasions. Yes indeed how do we define talent, do we really look for talent of just for the right fit for the vacancy.
It would be highly appreciated if you could provide us with some answers to the five important questions you raised in your post.
Best regards
A great post on talent. This has been seen by us on various occasions. Yes indeed how do we define talent, do we really look for talent of just for the right fit for the vacancy.
It would be highly appreciated if you could provide us with some answers to the five important questions you raised in your post.
Best regards
Hi,
I am looking at upgrading our employee appraisal system. We do use a few forms but I feel there is something missing from them.
I have noticed that many organizations do not include development needs with the appraisal form.
I am looking out for a few samples which may help me enhance our appraisal forms.
Regards
I am looking at upgrading our employee appraisal system. We do use a few forms but I feel there is something missing from them.
I have noticed that many organizations do not include development needs with the appraisal form.
I am looking out for a few samples which may help me enhance our appraisal forms.
Regards
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#Listed In: background checks hr analytics hr analysis talent management needs analysis managing talent employee appraisal Country-India City-India-Chennai
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