4 Barriers to creating predictive talent analytics and how to overcome themMartin Sutherland
This presentation highlights the 4 big barriers to creating a talent analytics platform. HR systems have, and still are, mostly designed from the inside (HR) out (employees). This means they do not have a consumer mindset that engages people and provides a steady stream of relevant people data to analyze.
If employees get no value from providing an organization with data, they stop doing it. No data=No analytics. By giving every employee a self-directed career management tool that helps them to identify their strengths, identify the strengths they need to be successful and provides them with personalized advice on how to develop new strengths, the organization maintains a steady stream of relevant talent data.
This presentation was delivered at the Chief Human Resource Officers conference in Cape Town 2015. In the 20 minutes it took to do the presentation, we were able to provide a delegate from a large food manufacturer with a live site.
Why LinkedIn Knows More About The Talent in Your Company Than You DoMartin Sutherland
The quality of talent analytics is dependent on the quality of the data you have to work with. This presentation explores how rethinking the way you collect data from the outside-in can provide a powerful, real-time platform to find, and make the most of the talent you didn't know you had.
4 Barriers to creating predictive talent analytics and how to overcome themMartin Sutherland
This presentation highlights the 4 big barriers to creating a talent analytics platform. HR systems have, and still are, mostly designed from the inside (HR) out (employees). This means they do not have a consumer mindset that engages people and provides a steady stream of relevant people data to analyze.
If employees get no value from providing an organization with data, they stop doing it. No data=No analytics. By giving every employee a self-directed career management tool that helps them to identify their strengths, identify the strengths they need to be successful and provides them with personalized advice on how to develop new strengths, the organization maintains a steady stream of relevant talent data.
This presentation was delivered at the Chief Human Resource Officers conference in Cape Town 2015. In the 20 minutes it took to do the presentation, we were able to provide a delegate from a large food manufacturer with a live site.
Why LinkedIn Knows More About The Talent in Your Company Than You DoMartin Sutherland
The quality of talent analytics is dependent on the quality of the data you have to work with. This presentation explores how rethinking the way you collect data from the outside-in can provide a powerful, real-time platform to find, and make the most of the talent you didn't know you had.
Présentation faite au Forum Ouvert sur Pauvreté et Construction démocratique. Le texte complémentaire "Monnaie Sociale et Economie Solidaire" peut ëtre demandé a heloisa.primavera@gmail.com
Essa foi uma apresentacao feita dia 30 de setembro na I Semana da Economia Solidaria realizada na Universidade Federal do ABC, em Santo André, Sao Paulo. Podemos enviar o texto que a acompanhou aos interessados: escrever a heloisa.primavera@gmail.com
Isso eu não quero. Mudo eu... Mudo meu modo de vê-las.
Respeito seu modo de ser. Mas não pense que vou desistir de meus sonhos!!! Imagine!!! A partir do próximo amanhecer...
Présentation faite au Forum Ouvert sur Pauvreté et Construction démocratique. Le texte complémentaire "Monnaie Sociale et Economie Solidaire" peut ëtre demandé a heloisa.primavera@gmail.com
Essa foi uma apresentacao feita dia 30 de setembro na I Semana da Economia Solidaria realizada na Universidade Federal do ABC, em Santo André, Sao Paulo. Podemos enviar o texto que a acompanhou aos interessados: escrever a heloisa.primavera@gmail.com
Isso eu não quero. Mudo eu... Mudo meu modo de vê-las.
Respeito seu modo de ser. Mas não pense que vou desistir de meus sonhos!!! Imagine!!! A partir do próximo amanhecer...
