As noted in the guide “How the right questions drive the right talent decisions”, your information gathering approach is extremely important.
This principle has been applied in the questions and the way the questions are phrased in the Talent Strategy Scorecard.
- They are asked in the context of your business’s needs.
- They are based on the actual nature of your business currently.
- They are measurable.
- They reflect action taking place, not just the state you are in.
The choice of questions is based on 20 years of experience in talent management and discussions with business leaders during the design phase.
You have probably identified similar questions and variations to them from your own experience. The value of using this particular tool is the ability to compare your business with others in your geography and industry.
The Number of Questions
The first criterion was that the questions were able to give a reliable insight into your business and in each of the six talent pillars. After that, redundant questions were removed in order reduce the time taken in using the diagnostic and to rather focus time on the actions that result from it.
The Rating Scale
This is focused on a single objective – ARE YOU MEETING YOUR BUSINESS’S NEEDS?
Using a finer scale would detract from this and the differences under a finer scale would not be reliable and statistically significant.
What The Results Mean
A score on any of the 6 Talent Pillars that is close to a “3” indicates that your talent management is aligned with your business priorities.
A score in the region of a “2” and below indicates misalignment and a need to look more deeply into this.
A score of a “4” and above indicates that you are exceeding your business’s needs in this talent area. While that may be a conscious plan it more often reflects an over-allocation of resources or attention in that area. This can lead to other areas being under-resourced.