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Insights

Do You Know the Score of Your Talent Management Initiatives?

Wednesday, September 4, 2013
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Do you have a scorecard that is tracking the “score” of your talent management (TM) initiatives? Are you able to tell your stakeholders and senior leaders how your TM initiatives are doing compared to other initiatives in your company, or compared to external best practices? Can you demonstrate the value of your TM initiatives to justify expenses?

If you have answered “no” to any of these questions, you should consider implementing a TM initiative micro scorecard. Implementing a TM initiative micro scorecard can help you to

  • ensure business alignment
  • track performance
  • demonstrate accountability
  • justify expenses
  • make program improvements
  • communicate successes.

In our upcoming ASTD Press book, Integrated Talent Management Scorecards: Insights From World-Class Organizations on Demonstrating Value (DeTuncq & Schmidt, September 2013), we introduce an Integrated TM Scorecard model that includes a handy template for a TM initiative micro scorecard. These scorecards are excellent tools to help you use TM analytics to show results and impact.

The TM initiative micro scorecard is aligned with the TM functions. Below are examples for TM initiatives that would have their own micro scorecards.

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  • Workforce planning: identification of strategic, key, core, and transitional roles, and implementation of the action plans associated with each role
  • Talent acquisition: executive recruiting, recruiting for strategic or key roles, internships, and college recruiting
  • Performance management: annual performance review process, quarterly performance review process, individual development plans, and performance improvement plans
  • Learning and development: onboarding program, sales training, mentoring programs, career development initiatives, and management development
  • Succession management: succession plans, 360-degree feedback, executive coaching, high-potential development program, and job rotations
  • Engagement and retention: employee engagement survey, employee resource groups, recognition program, and a diversity initiative.

A TM initiative scorecard is a one-to-two page table that shows the results of a TM initiative and includes

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  • activity metrics such as target audience, number of attendees, and duration
  • business objectives for the initiative
  • findings for Levels 1 to 5 evaluations
  • a quick summary of isolation, conversion, cost components, and barriers
  • recommendations for next steps

During our webcast on September 5 at 1 p.m. ET, we will present a case study example of a TM initiative micro scorecard.

Are you using a scorecard to demonstrate the value of your TM initiatives, and if so, what do you include in your scorecard?


About the Author

Lynn Schmidt has more than 20 years of experience as a talent management and organization development leader in large organizations across multiple industries. She also has more than 15 years of experience as an executive coach and received her coaching credential from the International Coach Federation. Lynn is a sought-after presenter on topics such as leadership development, succession management, learning scorecards, and coaching, and is the author of several publications, including Integrated Talent Management Scorecards. Previously, Lynn was a talent management director at Group Health Cooperative and was responsible for succession management, leadership development, coaching, leader onboarding, and performance management. Lynn has a BS in business administration, an MBA, an MA in human and organizational systems, and a PhD in human and organizational systems. She received the Talent Leadership Award at the World HRD Congress in Mumbai, India, for her contributions to the field of talent development.  

About the Author

Toni Hodges DeTuncq is president of THD & Company, Inc. For the past 20 years, she has concentrated on measuring human performance. Toni has conducted and managed operational systems and group evaluations for corporate, defense-contracting, and government organizations. Toni currently provides consulting services and skill enhancement workshops to help organizations establish accountable and effective evaluation programs. Her current and most recent clients include Bank of America, BAE Systems, BMW Manufacturing, the U.S. Army, and the National Aeronautical Space Administration (NASA). Toni was selected as one of nine "Training's New Guard—2001" by ASTD, and in 2000 the ROI Network named her "Practitioner of the Year." She has published numerous articles, was the editor of Measuring Learning and Performance (ASTD), author of Linking Learning and Performance: A Practical Guide to Measuring Learning and On-the-Job Application (Butterworth-Heinemann), and co-author of Make Training Evaluation Work (ASTD). Most recently, she is co-author of Integrated Talent Management Scorecards (ASTD), available in September 2013.

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