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Talent Inventories

The document outlines the key components of a talent inventory which is used to: 1) Identify important information about current and past employees such as their work experience, education, skills, performance reviews, and disciplinary actions. 2) Assist organizations with succession planning, project assignments, training, workforce reporting, and compensation planning. 3) Provide a comprehensive overview of an individual's qualifications, abilities, and fit within an organization.

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Ummul Habibah Daud
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© Attribution Non-Commercial (BY-NC)
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456 views

Talent Inventories

The document outlines the key components of a talent inventory which is used to: 1) Identify important information about current and past employees such as their work experience, education, skills, performance reviews, and disciplinary actions. 2) Assist organizations with succession planning, project assignments, training, workforce reporting, and compensation planning. 3) Provide a comprehensive overview of an individual's qualifications, abilities, and fit within an organization.

Uploaded by

Ummul Habibah Daud
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
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TALENT INVENTORIES

Current position information


• Health, family circumstances
• Willingness to relocate

Previous positions in the company

Other significant work experience


• Other companies, military

Education
• Degrees, licenses, certifications

Language skills and relevant international experience

Training and development programs attended

Community or industry leadership responsibilities

Current and past performance appraisal data

Disciplinary actions

Awards received

Common uses of a talent inventory

Identification of candidates for promotion


Management succession planning
Assignment to special project
Transfer
Training
Workforce diversity planning & reporting
Compensation planning
Career planning
Organizational analysis
An integrated human
resource planning system

Control &
Evaluation
Strategic &
Tactical HumanForecasts of Human
Net Human
Resources
Resources Action
Business Talent Resources
Supply &
Plan
Plan Labor Markets
Objectives Inventory
Demand Requirement
HUMAN RESOURCE
INFORMATION SYSTEM
(HRIS)

ISSUES

Data Security Personal Private

A technical problem that can be dealt


with in several ways, including the Both an ethical and a moral issue
use of passwords and elaborate codes
PRACTICE POLICY

General Recommendation Specific Recommendation

Set up guidelines and policies to protect Avoid fraudulent, secretive, or unfair means of
information in the organization collecting data.

Inform employees, and mishandling of


Do not maintain secret files on individuals.
information

Become thoroughly familiar with state and Collect only job-related information that is
federal laws regarding privacy relevant for specific decisions.

Establish a policy that states specifically that Maintain records of individuals or


employees and prospective employee cannot organizations who have regular access or who
waive their right to privacy request information on a need-to-know basis.

Establish a policy that any manager or non Periodically allow employees the right to
manager who violates these privacy principles inspect and update information stored on
will be subject to discipline or termination them

Get assurance that any information released


to outside parties will be used only for the
purposes set forth prior to its release
HUMAN RESOURCE FORECAST

Purpose:
To estimate labor requirements at some future
time period

TYPES

The external and The aggregate external


internal supply of labor and internal demand for
labor

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