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.
Challenge 1: Preparing 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.
Challenge 2: Improving ROI for development
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.
Challenge 3: Data-based decision making
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 behavioral 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 behavioral 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 behavioral 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.