There is a wide PERFORMANCE VARIENCE between your best employees and everyone else. Multiple research studies show this is a common but correctable talent problem.
Talent Engineering brings precision and objectivity to talent management plans and decisions by complementing soft people skills with hard data and analytics.
- Based on 30 years research on thousands of high performers
- State-of-the-art analytic tools and statistical methods
- Developed by a cognitive scientist and former VP-HR
Talent Engineering evolved over decades of applied research from a collaboration of cognitive scientists, university professors, HR experts, and client users. Because it is so elegant in its simplicity and powerful in its effects, users intuitively understand it.
EMPLOYEES are the champions of Talent Engineering. They want to succeed so they apply the products self-reliantly without being told and engage their managers in the process.
Most talent systems only measure people while Talent Engineering measures Work-People-Environment conditions that determine not only employees' job performance but also their opportunity to achieve lasting work-life success
IMPACT OVER MULTIPLE CASE STUDIES: Significant. lasting improvement in sales revenue; drop in turnover. more coaching, less supervision; lower time to reach self-reliant productivity; higher customer satisfaction from better performance; greater self-directed engagement
INDIRECT IMPACT: lasting sales increases, lower turnover. Increased employee engagement. assessment-based coaching was so effective a CEO asked us to teach it to worldwide HR team; analysis of high-performing teams rewrote the team selection and management guide
STATE-OF-THE-ART ANALYTICS to manage performance. Simple menus enable advanced talent analysis. Fail-safe algorithms prevent user errors. Operates intuitively without training. Users call this program the "BEST BLEND OF SCIENCE AND COMMON SENSE"
EMPLOYEES are the champions of Talent Engineering. They want to succeed so they apply the products self-reliantly without being told. AND they engage managers in the process.