The folks over at the Taleo blog recently posted a high level Talent Management Maturity model that focuses on the evolution of Talent Management technologies. This information can be useful to understanding what is happening in the talent management marketplace, but what about the practical application of talent management in our organizations?
Here at the Knowledge Infusion megaplex we've been spending a lot of time and thought on how our customers (organizations) can measure their Talent Management process maturity - regardless of the technology they may be using. By focusing on individual talent mangement processes (i.e. Performance Mgt, Talent Acquisition, Learning Mgt, Career Planning, Succession Planning, Compensation) our goal is to allow organizations to create a baseline understanding from which to launch and really zero in on specific changes they can make to move forward. There are common themes emerging across processes as we complete our research. We've identified the following foundational factors as applicable to all talent management processes.
Business Outcome Focus: What business outcomes are you trying to achieve with the process? Are they defined?
Standardization: Is everyone in the organization doing the process the same way?
Visibility: How much visibility do you have into the effectiveness and/or efficiency of the process across the organization?
Integration: How integrated is the process with other key talent management processes?
Metrics: How are you measuring the efficiency and/or effectiveness of the process?
Stewardship: Who "owns" the process? Is the owner closely tied to the business or detached?
Of course, technology will enable many of the above factors. Are there any other foundational factors that apply across all talent management processes?
Be on the lookout for tools coming soon that will allow you to assess where your talent management processes are today, and how to move them forward based on your organization's needs!
