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Talent Management Metrics Get an "F"

Erik Samdahl | i4cp

May 12, 2010

i4cp research has consistently shown that high-performance organizations place more emphasis on human capital, and effectively measuring human capital initiatives has been a hallmark of these companies. Exactly what to measure, though, is often open for debate. When gauging the success of talent management practices, high performers indicated they were more likely to use employee engagement as a measurement to a high or very high extent (52% vs. low performers at 32%), followed by measuring leadership success (48% to 29%), and management satisfaction (41% to 27%), among many other measurements.

In turn, more than half of these organizations said their talent management efforts are successful, while only a third of lower performing organizations reported the same. Nearly 43% of high-performance companies said they can demonstrate success, whereas only 29% of lower performing organizations said the same.

i4cp also asked participating companies about the use of metrics for the purpose of managing talent better, and the extent to which they felt they should be using these metrics. The gaps between “does” and “should” were prominent, notably in regard to such metrics as high-performing employee separation rate, ROI per employee, time to full productivity, and controllable separation rate.

i4cp member companies and Talent Management Accelerator participants have exclusive access to the full results of the study, as well as the Interactive Data toolkit and other information on how these metrics are being used to measure success. The Talent Management Measurement survey was conducted by i4cp in April 2010.

Companies participating in i4cp’s Talent Management Accelerator program include:

  • AAA Auto Club South
  • Adobe Systems Incorporated
  • Board of Governors of the Federal Reserve System
  • Booz Allen Hamilton
  • Defense Intelligence Agency (DIA)
  • Hertz Global Holdings
  • Intuitive Surgical
  • Kaiser Permanente
  • McKee Foods Corporation
  • Microsoft Corporation
  • OGE Energy Corp
  • Pratt & Whitney
  • SHRM
  • TD Bank Financial Group
  • Wells Fargo & Company


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