Michael Specht

The good doctor, Dr John Sullivan that is, is providing HR practitioners with some of his thoughts around why analytics around talent management is failing and some of the future directions. I looked at the failings of workforce metrics a lot last year when I wrote the HR Technology topic for AHRI’s Professional Diploma & would agree with him on all points this time, and would possible add a few more.

Some of the failings he identified were:

• HR Skill deficiency
• Lack of business knowledge
• Expensive tools limiting deployment
• Lack of quality data
• Complicated nature of talent management

I would add a few other typical failings I have seen:

• Trying to measure too many metrics or ones that are meaningless to the organisation
• A lack of a planning culture within the HR function
• No buy-in from IT to assist with the tools
• No stakeholder engagement from outside of HR
• Deployment of a system that is incompatible with the broader IT infrastructure

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