Full Circle 360 Feedback in Talent Management

Full Circle 360 Feedback in Talent Management

I think the following is a proven and reasonable effective approach.

Begin with the identification of desired metrics, display the selected metrics graphically as dashboards, and include the calculation and display of future trends.  Base this future on a simple modeling techniques such as a regression analysis which is based on 1000 percent proven accurate data points maintained in any HRIS.  The chosen metric must be in clear and direct alignment or in support of the larger corporate “mission’/”vision” or strategy. The metric should reflect “the business” as well as HR/Workforce characteristics.  One example: a metric showing predicted turnover in a specific job title within a specific region for people in a specific function.

The display on a “dashboard” itself must be intrinsically understood and itself tailorable to the executive’s wants.

An effective Regression Analysis resulting in a future value may prove more worthwhile than deep dive analytics from a data scientist mining hundreds of data points.

A thoughtful Talent Management initiative using multiple components including 360 feedback, surveys, peer review, change management, with strong executive sponsorship, all aligned with the company’s overarching mission and vision should be sufficient to continue to prove and justify the role of HR as a strategic business partner adding quantifiable value to the enterprise.  This has been the case for almost decades now, with strong support from the vendors providing best practices and workflow in their basic deliverables and functional modules.

Let HR first mine the power of these TM programs and existing HR Technology in support of them, before tackling the new dimensions offered by BIG Data.

Big Data certainly will prove to be valuable and worthwhile. But HR is not ready to grasp it.

And besides, when has HR been an early adapter of anything?