{"id":658,"date":"2007-01-15T01:00:56","date_gmt":"2007-01-15T09:00:56","guid":{"rendered":"https:\/\/systematichr.com\/?p=658"},"modified":"2006-12-30T21:42:14","modified_gmt":"2006-12-31T05:42:14","slug":"quantifying-talent","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=658","title":{"rendered":"Quantifying Talent"},"content":{"rendered":"

Sean over at Talent Ecology<\/a> recently wrote a piece<\/a> that got me thinking about how we think and process our talent, nut just as people but as distinct sets of competencies.<\/p>\n

After new accounting rules for property went into effect in 2003, about $325.1 billion in military equipment appeared on the books for the first time, according to a Treasury Department analysis.<\/p><\/blockquote>\n

This is something that I also find symptomatic within corporations when it comes to talent management and professional development….everyone has their own unique system or way of measuring (if they do it at all).\u00a0 ((Rehder, Sean. December 17, 2006. \u201cGovernment fails 10th consecutive audit.\u201d Retrieved from http:\/\/www.talentecology.com<\/a> on December 29, 2006.))<\/p><\/blockquote>\n

While it\u2019s important to keep the human value of our employees, as Sean says, it\u2019s also important to understand how we measure our talent. Understanding headcounts, FTE\u2019s and budgets is simply not enough. We go through complex budgeting cycles to create our position management plans, but my guess however is that very few companies out there are actually quantifying their talent in a meaningful way.<\/p>\n

During performance review cycles, we often look at competencies and the level of attainment that any particular employee has achieved. From an organizational perspective, perhaps we should understand what the aggregated level of a particular competency is and what the necessary level for that competency needs to be for our organization to be successful. For example, Sean writes that \u201cwe could get to a point where we could define successes or be able to identify where a professional is “above par, at par, or below par” amongst their professional peers\u201d but I\u2019m more interested in knowing that an individual contributor has a competency X value of 5 and the organization has a competency X value of 500. When compared to a requirement that the organization really needs the aggregate competency X value to be closer to 700, they know they need a particular type of talent to be recruited. Rather than simple headcounts, this gives a more meaningful roadmap than simple headcounts.<\/p>\n

The next step of acquisition is where Sean\u2019s comments really get interesting. If his vision of a competency ratings system amongst professional peers is viable, it give recruiters and hiring managers a way to identify competency levels at the time of hire. Currently, there really isn\u2019t a way to identify true competency levels until well after hire. The challenge will be to create an adoption path for this type of methodology that is used and applied consistently across multiple professions, regions and industries.<\/p>\n","protected":false},"excerpt":{"rendered":"

Sean over at Talent Ecology recently wrote a piece that got me thinking about how we think and process our talent, nut just as people but as distinct sets of competencies. After new accounting rules for property went into effect…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[15,20,16],"tags":[],"class_list":["post-658","post","type-post","status-publish","format-standard","hentry","category-talent-acquisition","category-talent-management","category-workforce-planning"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/658","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=658"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/658\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=658"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=658"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=658"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}