Acquiring the right talent and deploying where required can be quite challenge to many organizations. There must be a strategy to build a pipeline of quality talent, hire and deploy where required. This strategy must be implemented rigorously with a built-in provision to receive and channel feedback from implementation. So, how can one strategize and implement a sound supply chain program with emphasis on continuous monitoring?
Organizations are saddled with large amount of information related to talent from their prior engagements.Apart from this, more information (as data) on talent flows into their enterprise systems regularly. Examples of these sources are social media (Facebook, Twitter, LinkedIn, Google+), broadcast (television, radio), print (newspapers, periodicals, magazines, flyers, billboards, resumes, banners), internal portals (employee referrals, intranet), walk-in, campus recruitment, roadshows and so on.
The flow of such information due to this multichannel communication provides a great opportunity to be channelled into intelligence. This intelligence will provide the organizations with insights into many facets of their talent management practice, especially in building a sound talent supply chain over a period of time. This can bring a windfall of opportunities to organizations that are talent intensive. Information of this type is already available to be accessed, processed and analysed to derive critical insights. The output of such a successful venture will be steady progress of the organization in the market in terms of economy, scale, leadership, institution and many such positive footfalls.
Using Data points to Derive Context Based Insights Information as such is not present for consumption but must be obtained from data present in the enterprise systems. When processed this data becomes information and analytics (over multiple processing). Analytics can be used to obtain insights on the whole ecosystem of Supply Chain Management (SCM).
Insights can be obtained for the following facets of SCM:
This is just the starting point. Using context based analytical approach HR professionals can effectively manage, retain and build a sustainable Talent force for present and future requirements.