An Integrated Talent Management Scorecard Model

The ASTD Competency Model released in May of 2013 emphasizes specific areas of expertise needed by training and development professionals. One of those areas is integrated talent management (ITM), and there are several behaviors within the ITM competency.

The specific behavior that ties to today’s blog topic on ITM scorecards is “use talent management analytics to show results and impact.” How would you rate your competence in using talent management analytics to show results and impact? Is it a strength or development area?

In our upcoming ASTD Press book, Integrated Talent Management Scorecards: Insights From World-Class Organizations on Demonstrating Value (coming in September 2013), a ITM scorecard model is introduced that has three tiers of micro and macro scorecards. These scorecards are excellent tools to help you use ITM analytics to show results and impact.

Here’s a closer look at the three levels of integrated talent management scorecards.

1. Organizational Macro Scorecard: This scorecard is created at the ITM organization-level and is directly aligned with business goals and measures, such as revenue, operational costs, customer satisfaction, product or service quality, employee engagement, and turnover. It contains a roll-up of the metrics for all talent management functions within the ITM organization. This roll-up shows the overall ITM contribution to each business goal.

2. Functional Macro Scorecard: This scorecard is created at the talent management functional level, which may include talent acquisition, learning and development, and succession management. The scorecard is aligned with the talent management Organizational Macro Scorecard, but would include additional activity, efficiency, and effectiveness measures specific to the function. It is a roll-up of measures from the talent management Initiative Micro Scorecards.

3. Initiative Micro Scorecard: This scorecard is aligned with the Functional Macro Scorecard measures and may include additional activity, efficiency, and effectiveness measures of the initiative. Below are examples for initiatives that would each have their own micro scorecards with metrics, including reaction, learning, application, business impact, and ROI data:

• workforce planning: identification of strategic, key, core, and transitional roles and implementation of the action plans associated with each role

• talent acquisition: executive recruiting, recruiting for strategic or key roles, internships, and college recruiting

• performance management: annual performance review process, quarterly performance review process, individual development plans, and performance improvement plans

• learning and development: onboarding program, sales training, mentoring programs, career development initiatives, and management development

• succession management: succession plans, 360-degree feedback, executive coaching, high-potential development program, and job rotations

• engagement and retention: employee engagement survey, employee resource groups, recognition program, and a diversity initiative.

During our webcast on September 5th, we will present case study examples of how these three levels of scorecards have been implemented in organizations.

Let us know what you think are the development needs of training and development professionals in the area of ITM analytics.