The Taleo Research Talent Intelligence ” Key to US Business Success study found executives have less than 25% of the talent intelligence they need to plan and manage growth. These HR and Line of Business executives are not receiving the access to talent management data that they need. In fact, LinkedIn and Facebook may offer more information about a companys people than their HR systems.
Key findings identify a talent intelligence gap between the information required by organizations and the limited insight that they have today:
- All companies (100%) want to understand the correlation between the quality of their current staff versus initial assessments when hired. However, only 17% of these organizations have access to reliable data.
- 99% want to see the gap between job requirements and actual staff skills, but only 21% have access to reliable data.
- 99% want to understand the level of “flight risk” of their top performers but only 23% have visibility and confidence in the data from their current systems.
Read The Economists special report on Managing Information: Data, data everywhere. Then see how Talent Management magazines Put Data to Work suggests the value of placing data within a talent intelligence framework.
Data is everywhere. But thats the problem. Talent intelligence capabilities connect the information and make it timely, intuitive, and unified. With this unified approach to talent data, real workforce intelligence is immediately available so line managers can use insights for decisions that drive better business performance.
In fact, i4cps Talent Management Measurement survey found companies that have outperformed their competitors in profitability, revenue growth, market share and customer satisfaction over the last five years – are much more focused on talent management metrics. Top organizations were more than twice as likely to emphasize the measurement of talent management (37%) than low-performing organizations (16%).
