Talent Life Cycle – current scenario

  • There are too many disparate systems in organizations on the same thing i.e. talent. There are different systems for recruitment, performance appraisals, training, resource deployment, career development or succession planning.
  • There are two very significant problems with these disparate systems. One, maintaining disparate systems drains time and other resources. Overall, they pull down the efficiency that HR tech could otherwise provide.
  • Two, more significantly, because of information being maintained in different systems, it becomes difficult to use them. Information from recruitment such as skills of different applicants, feedback from the interviews etc. do not flow into other systems such as training or appraisals. This is a big waste of precious information.

What needs to be done? 

  • Lets first recognise that every employee should have only one information base as far he is concerned. Right from the time of recruitment wherein he or she brings her past information into the company, is evaluated on skills, assessed on performance periodically, development needs assessed and fulfilled and adequately deployed on assignments to exit, we could have just one simple information base for the employee. After all, the information pertains to the skills of the individuals – what skills he or she has, what he or she has developed, where else the employee could be deployed.
  • Simplicity leads to efficiency. We really don’t need so many disparate systems. Either we could do away with so many of them and instead have just one or we could ensure that they talk to each other and the user feels he or she is interacting with one system. And no information should be created more than once within the company, thus resulting in talent life cycle simplified and integrated at every stage.
  • Information forms also should be simple enough to create and to be used. The more complex it is, the probability that it will be either not be created or it will be improperly created. For example, having multiple resumes and making people read through them is difficult. Instead a simple structured manner for mapping and presentation of skills like the Skills Profile for individuals and jobs alike can be far more easily created and effectively used.

What It’s Your Skills offers to simplify Talent Life Cycle:

  • View and experience the utility and simplicity in its application to all aspects of talent – talent acquisition, deployment and development.

 

 

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Ramu heads up the It’s Your Skills team and enjoys being completely hands on with day-to-day operations. An engineer from the Indian Institute of Technology at BHU in Varanasi and with an MBA in HR from XLRI in Jamshedpur, his key objectives are conceptualizing and developing ideas for solutions, driving product development and business strategy. A creative and strategic thinker, Ramu has a rich and distinguished career with almost a quarter of century spent in senior management positions in the IT, FMCG and HR sectors.

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