A Talent Audit provides access to employee skill comparisons and overall success potentials with a predictive accuracy similar to the way a DNA strand identifies genetic makeup of each individual. Organizations are able to inventory a complete list of strengths and weaknesses for all key employees across every important position, with every team, or across the whole organization. Whether you are transforming your sales or leadership team, involved in a merger or acquisition, or you are managing a new team, the Talent Audit can make your Alignment and Training decisions much more accurate.
Sales Leader Decision Making
- Identify incumbent salespeople most adept at developing new business (“hunters”) versus those best suited to managing existing customer relationships (“farmers”) or handling Strategic Accounts, or developing into a sales subject matter expert or any the other key sales roles that World Class Sales Benchmarking Research has identified
- Determine which salespeople have the predictive skill strengths required to succeed in a sales management role
- Identify salesperson skill gaps that can be remedied with training, coaching, or other strategies
- Discover which salespeople have the skills to transition to new roles (solutions sales versus transaction sales)
- Identify where sales talent might most effectively be deployed to support key account goals
- Determine which salespeople can play a new role to meet the demands of an evolving customer
- Ascertain the most critical training and development needs by employee, team, and position
While the Talent Audit is frequently used in management development and succession planning, it is especially suited for sales organizations, because the ability to predict – and therefore apply and augment salesperson job performance is essential to improving sales force effectiveness. The underlying empirical database derives from Chally’s World Class Sales Excellence Research which includes best practices of the sales forces identified as being world class. The research is based on ratings from 70,000 customer interviews, rating 210,000 salespeople across 7,300 sales organizations.
Human Resource Decision Making
- Access and evaluate all incumbents in any group, to understand what areas are most appropriate for training across the entire group or the entire organization
- Create a corporate-wide profile of strengths and weaknesses to prioritize effective development initiatives, succession planning, and high potential identification
Executive Decision Making
- Apply accurate, predictive, insights to the consideration of strategic initiatives that have top- and bottom-line impact, such as increasing market share, penetrating new markets, increasing productivity, launching new products, reorganizations, and mergers
- Strategically align human capital strengths to achieve organizational needs and objectives
- Increase the ability to make more objective decisions, with the confidence of knowing those decisions are based on predictive criteria
An Ongoing Decision-Making Tool
The Talent Audit assessment system and tools are most effective for strategic decision making when used on a continuing basis. Because data is predictive, its value for both employee development and career selection is unparalleled.