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Talent Analytics

Talent Analytics
As the business world is transformed by the sheer volume, speed and availability of data, and as the search for comparative advantage intensifies, there is a growing demand for data about people, their performance and the effectiveness of talent management systems and processes. Specifically, executives need data to drive decisions, better inform strategy, uncover incremental revenue, enhance customer retention and improve efficiency – more than ever before. And no source of data is more critical than talent intelligence. It focuses on measuring talent with the intent of describing, explaining, predicting and optimising employee performance. If employee performance can be predicted and optimised, so can organisational performance. Simply put, talent analytics provides intelligence that supports data-driven decisions related to strategy and risk. It functions as a GPS for leaders, directing them to the right questions. Talent analytics provides answers to questions such as: • Who should we hire, or promote, and why? • Who should we groom for key roles, and why? • What does our leader pipeline look like? • Is our current leader capability aligned to our growth strategy? • How ready are our next-generation leaders to transition into higher-level, more complex roles? • Do we have insight into who our high-potential employees (HiPOs) and key talents are, their aspirations and possible flight risk? • In which areas are we vulnerable, or at risk? By tying together the causal links between the talents of people and job performance, and by enabling a macro view of those talents, the Talent Institute helps clients make strategic and evidence-based choices as to where their organisations would see the pay-off from investing in their talent management processes. Drawing on insights derived from the use of sophisticated diagnostic assessments, and an audit of current talent management practice, we equip senior leaders and their teams with insight and actionable solutions to transform practice and operations.
Talent Analytics

The Advantage of Knowing

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Talent Measurement

Driving Business Results through Superior Analytics

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Identifying and Developing High-Potential Employees and Emerging Leaders

Creating a Robust Talent Pipeline

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Selecting the Next CEO

The Choice Between Value Creation and Value Destruction

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Critical Selection Decisions

Predicting fit and performance

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Assessing Leader Capability

Making the Right Selection, Succession Management and Investment Decisions

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