Learning and Talent Objectives for 2016

February 11, 2016

2015 was a good year for Talent Management as the shift has moved forward with better alignment of Learning, Development and Performance Management, making systems more talent focused. For years, there were discussions about the usage of learning as a way to move people forward with their development in the work environment. This merge of functionality has driven more self-sufficiency by employees and managers, providing greater control of their career development.

I have spent the last few years discussing with Vendors and System Administrators the need to combine Learning and Performance modules to allow direct user control of their career development. The market has seen this occur as Vendors move forward and purchase modules to allow for the full Talent Management system or with enhancements to their current Talent Management System modules. Learners in the market today are becoming more and more aware of what it takes to move forward with their career aspirations, and what better way to nourish this by granting them direct access to make this happen. Items such as competency, skills assessment, and gap assessments work wonders for the user that demands control of their career movement.

Given this new capability, here are the top 5 objectives every OD organization should have on their list to achieve this year:

  1. Graphically driven links.

People don’t have time to read and efficiency is key. Graphical hyperlinks direct users to areas of focus easily and quickly.

  1. More frequent Performance cycles and feedback.

The yearly performance evaluation is dead. More frequent evaluations and feedback allows for quicker alignment of goals and better overall performance.

  1. Goal planning sessions.

The user demands corporate goal alignment sessions and the ability to create and maintain personal goals. This gives them the ability to think more independently about their career, while being aligned with corporate objectives and in direct control.

  1. Direct access to assessment tools.

Taking control of ones development requires access to a set of tools that help the learner understand where they are excelling and where gaps exist. Incorporating skills assessments, competency gap alignments, and direct linkages to learning events from the goal plan are essential.

  1. Go Mobile.

The mobile device is the preferred tool for most people today. Offering access to the talent tools on a mobile device is required for user adoption and successful execution of talent programs.

The challenge with all goals is achieving them while attending to the day to day talent needs of the business. HRchitect has helped hundreds of clients stay on track and can help you too. We apply the knowledge we have obtained through questionnaires and observations of learners in a cross section of industries to establish a set of bet practices based on the needs and culture of your organization. Together we can make it a great year for winning the war on talent.