improving business results through talent management
Post on 21-Oct-2014
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Ensure Results Goals Achievement
Develop Employee Skills
Measure Employee Performance
Grow Employee Development
Know Your Workforce
Plan for Your Future
Customized…. Powerful…. Critical
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© 2009 e-Gauge, Inc. All Rights Reserved
Imagine… with the click of a mouse…
Your leaders can, at their desktops…
– Hold people accountable for developing skills which lead to business results.
– Know who is the best fit for any job.
– Help employees find their best career direction, thereby reducing turnover.
– Pair an employee up with a mentor, developing solid talent.
– Understand their department’s key training needs.
– Know immediately where they have strong resources and where they don’t.
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© 2009 e-Gauge, Inc. All Rights Reserved
How?
• Know what key factors are necessary
for success in your organization.
• Align your processes around those
factors.
• Enable leaders to:
– Connect those factors to business results.
– Hold employees accountable for both
having those factors and achieving their
results.
– Measure those factors in employees.
– Grow those factors in employees.
www.e-Gauge.biz
© 2009 e-Gauge, Inc. All Rights Reserved
Job Description
Competencies/ Tasks/ Requirements
Performance / Goals Review
Driven by Job Description
For the Employee - Skills Growth
For the Company – Results Achievement
On-Boarding/ Ongoing Training
Plans
Development Growth Planning
Career Path/ Planning
Mentor Match
Succession Planning
Internal Recruiting
Candidate Identifier
Employee Profile
Self Input/ Review /
Other data
Succession Planning (Org Chart)
Add On Options•Performance Management•Development Mastery Measure•External Recruiting •HR Program ROI•Compensation •Compliance
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• Identify talent across multiple locations.
• Run query by department/job title/competency to
match talent with job needs.
• Identify voids in your talent pipeline.
• Adjust your external recruiting to fill those voids.
• Accurately monitor employee’s development
progress and improvement.
• Effectively make decisions to support needed
change.
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© 2009 e-Gauge, Inc. All Rights Reserved
Planning
• More standardized performance feedback.
• Tie skills into results.
• Reward/foster/grow elements of success.
• Retention through employee career self-planning and
career path setting.
• Use information to set up skills mentoring pairs.
• Promote competent individuals.
www.e-Gauge.biz
© 2009 e-Gauge, Inc. All Rights Reserved
Benefits
www.e-Gauge.biz
© 2009 e-Gauge, Inc. All Rights Reserved
Skills
Job Task Business Results
ALIGNMENT
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www.e-Gauge.biz
© 2009 e-Gauge, Inc. All Rights Reserved