Business Driven ● Fully Integrated, SaaS Based Talent Leadership Software
Increase employee engagement, increase production, reduce turnover, make better talent management decisions... Make the most of all the talent everyone brings to the table and provide the inspiration and tools for talent growth and talent engagement to achieve mission and increase margins.
talegence = Talent Intelligence
Talent Architecture is the foundation of Talent Management; woven throughout. It begins with competency models and adds depth and scope of parameters that clarify talents, which differentiates the capabilities of people (People Profiles) and the requirements of jobs (Job Profiles). Talent strengths of people, capabilities, are the core.
Know the talent you have, where it is and where it's needed.
JPA's (Job Performance Aids) are all the tools that combined with Talents and Mindset produce reliable results.
Based on data analytics including Succession Trending, determine a forecast of jobs and certifications vacancies. Make the data transparent to employees for the purpose of career management; talent growth. Through multiple analytics forecast internal selections and external sourcing requirements. Source and select using tools that are aligned with the Talent Architecture requirements integrated into jobs and certifications.
Talent Development: On-Boarding and Continual • Create a Learning Culture!
Continually measure performance, provide feedback, analyze, recognize and reward people, and improve people and JPA's. Measure Performance for: Alignment & Recognition, Talents Development, Capability and Expertise Identification, Correction/Problem Solving, and Performance Maintenance & Improvement.
Align People & Systems: use transparent cascading of Mission, Values, Strategies, and Goals & Objectives, from the top to the bottom, to align: 1) jobs and certifications, the people in them, and their goals and objectives; and
2) Talent Management strategies and parameters of Talent Management software.
Leadership aligns people relationally.
Leadership engages talent strengths of all people continually.
Primary Talent Management Values:
Leadership Impacts Mindset:
Align & Engage, Engage, Engage
Focus on Talent Strengths;
(Strengths Driven) and Learning Culture
JPA's: Crucial Factors impacting business processes/behaviors, creating reliable results
Creates Wealth – Benefits/ROI
Bersin & Associates research found, “As opposed to companies with compliance driven Human Resources, companies with mature, business integrated Human Resources spend almost $700 per employee per year more and invest almost three times more on strategic Human Resources services. In return for their investment, these companies earn more than twice the revenue per employee compared to businesses with compliance driven Human Resourcs.”
talegence is only 17% or less of just the $700 and is business driven, integrating business mission, strategies, and goals and objectives, to double the revenue per employee!
From the Bureau of Labor Statistics, the mean annual wages for 127 million workers in the US is $44,410. From EBRI 2010 research, benefits average 29 percent of compensation (wages), which calculates at a mean of $12, 880. Therefore, total mean compensation and benefit expenses per employee equal $57,288. Annual cost of talegence per employee is $120 (will be less dependent on number of employees – tiered calculation), which is two tenths of a percent of wages and benefits.
Align & Engage employees with talegence for only .2% of what you’re spending on Compensation & Benefits to increase employee motivation and commitment which increases production 24% and reduces turnover by over 15%!
From SHRM and ASTD the average annual training and development expenditures per worker (wages, instructor, materials, facilities, training equipment…) is $1,400. Annual cost of talegence per employee is $120 (will be less dependent on number of employees – tiered calculation), which is 8.6 percent of cost of training.
For less than 9 % of what you spend on training, talegence:
Facilitates verification that people actually obtained the talent for which they were engaged in training
Ensures and measure the actual application of the talent obtained
Provides for the continual development of talent
Facilitates sharing it with others
Allows organizations to identify all who have the talent at the click of a key!
High Impact Learning Practices: Organizations recognize that the top three learning approaches which drive business impact are informal learning practices.
talegence facilitates and enhances all three: OJT Experience; OJT Mentoring, Projects and Rotation; and Coaching by “experts”!
“Bad fit” selections result in 40% failures within the first 12 months.
talegence selection processes align talent requirements of jobs and non-job specific roles, such as project teams, with selection tools!
Integrated Talent Management Strategies Yield the Following Results:
• 25% of organizations are less likely to experience problems attracting top performing workforce
• 20% are less likely to experience problems attracting critical-skills workforce
• 18% are less likely to experience problems retaining top performing workforce
• 33% are less likely to experience problems retaining top critical-skills workforce
• 18% are more likely to be high performing organizations