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Organizational
Assessment and Talent Management Systems
The right
talent in today's complex knowledge-based jobs has never been
more critical to an organization's survival—or more difficult
to obtain. Here are just a few of the reasons:
1)
Jobs keep changing! Companies are continually repositioning
in the race for a place in an evolving economy. Continual
repositioning results in downsizing, reorganization, acquisitions,
new technology and a "stop and go" approach that
changes jobs and keeps managers running at full speed in different
directions. Often this results in unreal job expectations
that no one but a super-human could deliver.
2)
The workplace keeps changing! People today are changing
jobs at an average rate of every two to four years, and the
forecast is for increasingly shorter job tenure. With jobs
changing just as quickly or even more so, there is an onerous
demand on organizational leadership to get better at targeting
jobs and matching critical talent requirements. They need
the right talent, in the right place, at the right time more
than ever to achieve major goals. Talent setbacks are inevitable,
so an effective selection strategy must be ready to deploy.
3)
Employee turnover costs have exploded! Many companies
have not stopped to calculate the total costs of employee
turnover, a major portion resulting from hiring the wrong
talent for the job. Costs are compounding in the areas of
lost productivity, lost customers, lost training and development
investments, continual recruiting expenditures, lost management
and team productivity while getting the new employees up to
speed - and the list goes on. (For a worksheet to help your
organization calculate the business costs and adverse impacts
of turnover, contact Lynne directly via email).
All the
above factors work together to keep talent moving through
"the revolving door!" Clearly, it is time to implement
better talent recruitment methods, and more effective retention
and development strategies. With the help of innovative methods
to benchmark jobs and match talent, organizations can start
hitting the mark.
DISCOVER
A NEW SOLUTION FOR TALENT SELECTION AND MANAGEMENT
Talent. Find It. Develop
It. Keep It!
There
are two ways to increase the level of performance in your
organization.
First—Select
and hire the right people—and then coach them, and continually
develop their skills.
Second—Coach
and develop existing people and hold them accountable for
results.
So, how
do smart companies actually do this?
How does
your business measure human performance against the key accountabilities
of your critical jobs?
Step
1: Benchmark the Job
The
first focus should be on the job itself, and that job's CRITICAL
ACCOUNTABILITIES. A critical accountability is a measurable
business goal the job is held accountable to produce for the
organization. People with a "stake" in the job and
knowledge of its critical accountabilities can benchmark and
document the talent requirements for that job with accuracy.
With the
results of a current job benchmark built from an assessment
of the job's critical accountabilities, the required talent
is clear. The benchmark has identified the WHAT (talent attributes/competencies),
WHY (motivating values/attitudes) and HOW (optimum behaviors)
of the talent it requires to successfully deliver on its critical
accountabilities.
The right
focus has just been set for the next step—hiring talent!
Step
2: Hire Matching Talent
The
talent recruitment process can now move forward with a personalized
assessment built on the same measurements used for the job:
WHAT, WHY and HOW. Knowing precisely what the job needs, hiring
managers can now pinpoint talent with increased accuracy.
They can proceed confidently with the results of targeted
talent assessments, using them in conjunction with standard
interview questions from competent interviewers, thorough
reference checks, added screening for necessary technical
skills, and other appropriate selection tools and criteria.
Step
3: Develop the Talent You Have
To further develop the existing talent in your
organizations, see Personal
Development Systems and Coaching
Programs.
Summary
Meeting
today's workplace challenges requires today's best practices
in hiring, developing and keeping talent. Start with the job,
then match talent to the job. Stay on target in the selection
process and slow down that revolving door. The system that
does all this is the TriMetrix Job System™. It provides
reliable behavioral, values and talent profiles, on-line,
that calculate over 80 different capacities. Our profiles
are used by many of the most well known corporations around
the world.
The
TriMetrix Job System™
What
talents does a "job" require for excellent performance?
Only the JOB has the answer, so let the "job talk"
and listen carefully. The TriMetrix™ System enables businesses
to benchmark jobs and assess the talents they require for
maximum performance. The process can be applied and reapplied
to any job, anytime in a constantly changing business environment.
Style
Insights, Motivation Insights, Attribute Index and TriMetrix
are all registered trademarks of Target Training International.
Insight Systems Coaching is a licensed and certified distributor
of TTI products.
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