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Talent measurement is about collecting data on employees’ view of their role, their performance in the role and integration employees’ views in the job role to improve organizational performance.
Advantages:
When the data used correctly, it would increase sales, improve customer satisfaction and reduce costs. By taking talent management approach, organization’s HR strategy is aligned with its corporate strategy towards achieving greater benefits.
Disadvantages or mismanagement
1. This is a new approach and yet to take a shape in corporate world. It would need a lot of time to assimilate data and update the employees’ traditional job description.
2. If the benefits are not found significantly, it would be hard to roll back again in the traditional Job description.
3. Some employees who really provide good performance in their new job role may come up with proposal for their reward.
4. It would be hard for Line manager or HR Manager to redesign the organizational set up as per employees’ preferred job role and it could lead to chaos.
Talent measurement is done in most of the corporate or MNC's,
1) To identify in-house talent, who with proper guidance can be a functional or department head in few years down the line
2) Also to measure the strength and weakness of the employees, so that re-structuring shall be done for improving performance
3) Will facilitate rotation of employees in various functions
4) Will also help to create a developmental plan for the future talents
5) Will help the management to map the talent pool, in case of any new assignments or investments
Mis-Measurement of the talent may result in greater difficulty in all the areas mentioned in the previous area.
Agree with the reply given by Md. Fazlur Rahman
Hello Team,
Sophisticated research strategies and data analyses are used to quantify the extent to which these outcomes are influenced by the use of our talent measurement solutions. To ensure the reliability of the findings, every business outcome study must meet the following criteria:
■ Employees must have been in the role long enough to provide a reliable measure of their performance, beyond the initial onboarding or training period.
■ Reliable performance metrics must be available and these must be influenced by an individual’s behavior on the job. Metrics can include individual sales figures, goal attainment, revenue growth and other standardized productivity and/or efficiency measures.
■ Multiple measures of performance data must be available for each employee.
Regards,
Saiyid
Advantages of measuring talent leads to efficient hiring and supply of talent to organization for achievement of goals. In case of not assessing it it will bring expense for organization.
Agree with Mr. Md. Fazlur Rahman<<<<<<<<<<<<<<<<<
I apologize for the answer, I leave the answer to experts specialists in this field that's not my specialty field
Thanks
Totally agree with the answer given by Mr. Fazlur
