Why Talent Analytics Matters

Albert Einstein once wrote, “Everyone is genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it it is stupid.” We need to ask the same question to our employees in our organization, “What is our employee’s genius?” Have we assigned the right people to the right job?


In our experience, we may have seen smart employees but somehow they are lacking from their performance. Can these employees considered as “bad performers”? Should we fire them? On the other hand, we may also have seen those with less competence people from different division/unit but they’ve always been able to meet their performance target, just because the target was too easy or too low. Can we label them as “star performers” and give them even higher reward?” As a company, would you rather pick the less competence employee to advance? We have seen this in many situations. How can we solve this problem?

This is where talent analytic matters. Using analytics, we can identify low performer with higher potential to become “high potential” to become star performer with condition if he/she is relocated to different division or if he/she is given a specific training. Talent analytics provides linkage from “candidate profile” to “business performance”, thus we can correctly assign the right people to the right job. Overall employee performance will increase, employee satisfaction will increase and ultimately the company’s overall performance and productivity will increase too.

On top of the sales performance review and talent re-allocation, there are many insights that we can leverage from talent analytics. According to unit4software.co.uk, a global cloud-focused business service provider, here are the predictive insights:

  • Employee retention – what drives high levels of engagement and retention?
  • Sales performance – what drive high achieving sales people?
  • Leadership pipeline – what makes successful leaders and can we developed the ones that we currently don’t?
  • customer retention and leadership gaps – where is our current talent gaps in the organization and what gaps can we predict in coming years
  • Candidate pipeline – what is the standard of candidates in our pipeline and can we make better decisions about who will succeed at our organization?

Are you ready to create your own talent analytics? Find some tips here.


Disclaimer: This is a personal blog. The opinions expressed here solely represent my own opinion and not those of my employer or any other institution.


Eka Aulia is a professional in financial sector with over 9 years experience. He specializes in Business Analytics, CRM strategy and Talent Analytics. He has broad international experience, having lived and worked in 5 cities in 5 countries: New York, Kuala Lumpur, Bangkok, Bangalore and Jakarta. In his spare time he loves to run, read books, drinks a good cup of coffee and listens to jazz music. And he's a triathlete wannabe :) Connect with him on LinkedIn: http://www.linkedin.com/in/ekaaulia

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