Measuring What Matters for Talent

Joe Wynne is a versatile Project Manager experienced in delivering medium-scope projects in large organizations that improve workforce performance and business processes. He has a proven track record of delivering effective, technology-savvy solutions in a variety of industries and a unique combination of strengths in both process management and workforce management.

  Talent Management  

According to PMI's report Measuring What Matters, the top 10% of organizations who are better at measuring what matters last year got two times better revenue performance and four times better customer satisfaction and customer acquisition. That’s the kind of business impact you want in your organization.

While identifying and measuring “what matters” can be complex, you have a lot of control when it comes to measures related to talent management. Key information for metrics needed are not difficult to obtain. What follows is a list of ideas to get you started measuring talent management, inspired by PMI's report (your situation may require different measures):

1. Development (or Delivery) Team Satisfaction Score
Especially if you are using an agile methodology, the ceremonies, the events, the scrum master’s servant leadership and other techniques are supposed to empower the team and improve satisfaction with routine work.

But are you measuring that this is happening? A quick survey can get this answer. Ask: Do teams feel empowered to get work done? Are they satisfied with their work?

2. Percent Time Not in Delivery
Some organizations are guilty of delays from getting projects started. Others are guilty of putting up barriers mid-project that cause work to stop temporarily, but for significant periods. If your organization is either…

Please log in or sign up below to read the rest of the article.