Aggregating your Talents Profiles yields big results within organizations

I read an interesting article from SHRM's HR magazine, in the technology section, that talks directly to the use of online talent portals within organizations that allow HR partners to align their workforce workforce more efficiently and allow for employees to manage their careers.

In this article, Mercer Consulting's Kim Seals states "If I can get my talent profiles right, then I have a great source of information about the people in our business and how to move them around to fill key jobs." Mercer's Human Capital Connect is their human capital management consulting practice that is powered by the Peopleclick Authoria talent management platform.

So, what is the value of employee talent profiles? They pull pertinent employee data collected from the employees to help management and the employees find where talent can be used most effectively across organizational silos.  An example would be a professional services firm, like a consulting or engineering company, that needs to staff projects with employees who have the critical skills suitable to a particular project's requirements.  Spanning the organization and finding those with the proper language requirements, needed certifications or past prior experience leads to quick bid responses, the composition of the best project team, and higher customer satisfaction levels.

In addition, eemployee's are now interested in taking control of their own profiles, their careers and hence, their talent profile provides this visibility to corporate talent leaders and by the way...can be selfishly used to promote achievements.

Talent profiles can be easily built from an integrated employee self-service portal that serves as a foundation for an organizations entire talent value chain including recruiting, on boarding, alignment, development, performance, compensation and career management.

Just my thoughts on the subject purred by a recent article I read.