Leveraging Talent Analytics: Review the latest trends and practices used by successful firms

To learn more, we invite you to download and read the research report:

HIGHLIGHTS FROM THE RESEARCH:

Talent Analytics Have Been Successfully Implemented in only about a Fifth of Organizations

Organizations that are struggling with analytics can take some comfort from the fact that they are not alone. Only about a fifth of organizations were Advanced—rating themselves as good or very good—while the rest were Less Advanced, rating themselves as moderate, poor or very poor.

Workforce Planning Is the Top Priority in Talent Analytics

The top three priorities in talent analytics were workforce planning, employee performance and skills assessment. Recruitment needs and compensation planning, both of which are well suited to analytics, were not as commonly viewed as priorities, but this is probably an indication that analytics in these areas are better established, hence no longer a high priority.

Talent Analytics Is Influencing Positive Change at Most Organizations

Although many organizations feel they are not doing as well with talent analytics as they should be, there is one very positive finding: most organizations do find talent analytics drives positive change. The reason for this positive finding is the belief that some analytics are better than no analytics. It may be that companies hope to do much better, but even when they fall short of their ambitions, talent analytics are adding value.