c
  



     


OStep 1: strategic alignment
OStep 2: know your jobs
OStep 3: design the system
OStep 4: technology implementation
OStep 5: end user training
OStep 6: reporting & analysis
OStep 7: program evaluation
OStep 8: system updates







As a first step to every assessment project, be sure
to evaluate it for strategic alignment. Be sure to work
with a vendor that will help address your strategic
needs to ensure that the system is aligned with the
strategic (e.g., financial goals) and operational (e.g.,
reporting needs) objectives of your company.


Eliminate subjectivity in your system by knowing
your jobs and how they relate to each other in your
company¶s succession plans. You should receive a
technical report that summarizes the steps taken and
output of the multi-method job analysis that provides
evidence of job-relevance.



 

The design of a talent management system includes
configuring the assessment, report content, and
algorithm development for person-job fit, employee
potential, and training needs. Ask your vendor how
quickly they can provide a turnkey solution that
meets your needs at a low-cost.

   



Your vendor should quickly be able to build your
assessment and report, provide custom scoring
algorithms, and conduct system testing for end-user
challenges. Again, be sure to demand simplicity from
your team to help ensure a speedy, low-cost solution
that meets your needs.

 !"

 
End user training will help you integrate
organizational strategy and talent management into
complimentary activities. Make sure your vendor
provides training to end users so that they can
become certified experts in talent management
assessment, report interpretation and feedback, and
development and placement.

#$

 ! 

Don¶t let your talent management data be held
hostage or disappear in a database. Make sure your
vendor can deliver reports that summarize system
usage, group level scoring summaries (i.e. by
location, ethnic group, or position), and other
strategic information for talent audits.

%&  ' 


Utility, time-series, and between-groups analysis is a
key step in moving the value of assessments
³beyond selection´. Don¶t settle for anticipated
savings, but ask for program evaluation studies that
look at real savings that assess practical (i.e., the
total dollars saved and generated) and significant
differences in the agreed upon success metrics such
as administrative costs, time savings, impact on
performance variables, and client satisfaction.

( 
"!

‰inally, talent management is an ongoing process
that can lead to the loss or underutilization of great
employees when they are neglected. Your vendor
should use results from end user input, employee
reviews, and follow-up validation and fairness studies
to improve report content, update scoring
algorithms, and increase the usability and utility of
your system.

à
à
 
 à    
à à 
à
 

  
      

  
 

        


  
  

       
  





  

     
   
  
  
    

       
   
   

 
 
  
 

   
   


  
 





   
! 
     "
 
  #  

 
!    
       
 

 


!"   
    

  "    

     "
!   


          

 



$$ 
" %   
"   

    
$  
" "  

%
  "   
 

   

& '  
(
  
(
      
       

(
       


#     


   
(
 
    
     



( 
)
(     "!    
  
     !
 
*  !
 

       
  

!
!)
*
+ !,-  ‘