The fact that employees are talented affects income. The purpose of talent analytics is to determine how operationally efficient your workforce is. For example, in an organization specializing in jewelry design, do people spend this time on meetings and discussions rather than spending it on more profitable jobs, or are individuals too indifferent about their tasks? This behavior analysis is the ability analytics that determines how talented they should be as individuals, they should improve themselves. With talent analytics, employees can be directed more accurately and can work in positions appropriate to their own capacities. In addition, the classification of employees according to their abilities is of great importance for them to make progress in their careers.
What Is the Use of Talent Management Analytics?
It is a solution for determining the right human resource needed by an enterprise using Machine Learning algorithms, increasing and developing the existing human resource potential.
The most important capital of an institution is the human resource. Especially in institutions with a large number of employees, even small increases in employee productivity can have major financial consequences. Another important issue in such institutions is ensuring employee loyalty and bringing loyal employees to the enterprise. Advanced data analytics studies to be conducted on the personnel data of the institution contribute to making the right decisions in order to ensure the correct employment, increase employee productivity and create employee loyalty. This service transforms personnel data into high value with its Talent management strategies service.
Improvement of recruitment processes: Accurate determination of the ideal employee profile is extremely important for organizations to deliver job postings to the right target profile and to hire the right people.
Estimation of job applicants’ performance potential and commitment to the organization or the risk of leaving the job: Our machine learning-based solution performs the first stage of job application evaluation and advises institutions on which applicants to evaluate for the second stage.
Evaluation of job applications: Our machine learning-based solution performs the first stage of application evaluation and makes recommendations on which applicants should be evaluated in the second stage. Our solution is able to make predictions about the potential performance of applicants, their commitment to the institution, and the risk of leaving the job.
Estimation of the commitment to the institution and the risk of leaving the job for the current employees: The performance of the current employees can be measured and the commitment to the institution is estimated. Some patterns in the performance level of employees (such as regular performance decline over time) or certain characteristics of the employee may be an indicator/variable of loyalty to the institution and the risk of quitting.
Increasing the performance and job satisfaction of existing employees: Knowing the ideal employee profile for different positions, determining training needs, making career planning, supporting areas such as improving job commitment, partnering employees to create added value personally, as a team and as an institution.
Performance monitoring: The instrument panels we have developed make it possible to monitor the important performance indicators (Key Performance Indicators – KPI) and related forecasts used by organizations in human resources management in real time.
About Talent Analytics
The most widely known HR analytics maturity models are the models called “Talent Analytics Maturity Model” and “People Analytics Maturity Model”. The Talent Analytics Maturity Model addresses analytical maturity only through analysis. It suggests that as analytics becomes more complex, HR analytics maturity will increase and the value to be derived from HR analytics will be higher. The model has been criticized for this approach, and it has been pointed out that business value can be achieved by solving many HR-related problems with descriptive analytics.
Skills assessment for employees
The business world is becoming more complicated every day. While traditional job descriptions are becoming increasingly flexible, employers expect their employees to have a wide range of skills.. The skills matrix is an important tool that helps individuals and organizations evaluate and improve their skills. In this article, we will take a closer look at the concept of skill matrix. Building a career is a constant effort to develop your skills, set goals and achieve personal growth. However, this process can be complicated and sometimes confusing. The skill matrix is a tool that helps you clarify your direction in your career, identify your strengths and improve your weaknesses.
Why are skills important?
Skills are of critical importance for both individuals and organizations. The business world is changing rapidly and new technologies, methods and requirements are emerging. Therefore, having up-to-date skills is of vital importance for business success. Here are some reasons that emphasize the importance of skills:
Competitiveness: Those who have the skills have the ability to overcome the competition in the business world. They can work in an innovative and result-oriented way.
Career development: Personal skill development plays a critical role in the advancement of your career. You can become a more attractive job candidate by acquiring new skills and improving your existing skills.
Organizational success: Businesses want their employees to have a wide range of skills. This allows organizations to handle a wider variety of projects and gain a competitive advantage.
Employee performance analytics
Measuring employee performance for enterprises is not just a necessity, it forms the basis of a healthy business structure. Performance evaluation strengthens the bridge Decoupling between employee motivation and business success.
Evaluation and Management of Business Performance
Performance evaluation determines the current competencies and areas of development of employees. Thanks to this process, managers and human resources specialists can provide guidance and support to help employees achieve their career goals. Real-time feedback and regular evaluation meetings turn performance management into a seamless process.
The Effect of Performance Measurement on Business Strategies
Thanks to performance measurement, management can shape employee performance in accordance with the overall goals of the enterprise. This approach contributes to the growth and development of both the employee and the business.
Ways to Promote Good Performance and Correct Poor Performance
The performance management process offers the opportunity to promote good performances and correct poor performance. While rewarding and recognition systems increase the motivation and loyalty of employees, training programs and development plans for low-performing individuals help them to reveal their potential.
