The SystematicHR post today (http://systematichr.com/?p=804) regarding talent management was dead-on. The way I talk about this is that traditional HRMS functions were more science than art. Benefits eligibility determinations, tax calculations and the like were either right or wrong for the most part. Measuring performance, evaluating potential definitely looks more like art than science. There are broadly diverging views on the measurement models, and unlimited numbers of ways one can interpret the results.
And it definitely means that organizations will require a different kind of expertise to do it well. For service providers, it’s also game-changing as the way we need to consult with customers looks very different.
Companies who look to us today to make sure that benefit calculations are right will now be also asking how to figure out how to select the right measurement model for various talent dimensions — the skills are not exactly the same! I’d love to hear how those of you doing this in the trenches feel about the expertise you think you’ll need as you try to be more strategic with talent management…anyone?
