Capabilities, Requirements and JPA’s
What are all of the talents that every employee brings to the table; what are their full, verified capabilities?
What are all the critical talent requirements to best facilitate meeting the mission, goals and objectives of each job?
What are all the talent requirements to meet internal certifications such as Talent SME's, Mentors and Coaches; including non-job specific certifications such as Project Team Leaders and Research Specialists?
What are the tools, JPA's (Job Performance Aids), Mandated or Critical, utilized to successfully perform the tasks of jobs and special assignments that are aligned to meet mission, goals and objectives?
This is the foundation module of talegence. It includes four fully integrated sub-modules to provide the answers or solutions to the above questions:
Talents Jobs People JPA's
This module facilitates accurately identifying all the:
Capabilities of Each and Every Employee (employed, contracted, temporary, special recruits, or otherwise)
Talents Required to Perform Each Job
Talents Required for Special Certifications (that can be used for performance today and will enhance your succession management process)
Required JPA's (Job Performance Aids)
How would your organization benefit if they just had an accurate picture of all the talent that each employee brings to your table and the proficiency levels? What would it mean if you could identify their talent growth over a selected period of time? What if you had this data when putting together teams for special assignments?
Talent Architecture is at the core of this module; it is the Talents sub-module. Beginning with competency modeling, it clearly identifies the different parameters of talents that are necessary to precisely distinguish one talent from another. This is critical to accurately identify the capabilities of people, to compare one person to another accurately (apples to apples), and to define the talent requirements of jobs.
Talent Architecture is the depth and scope of the parameters that clarify talents. It includes details for each talent such as:
1. Talent Type (e.g. Competency/Skill, Certification/License, Accomplishment/Experience, Education, or Work Style/Trait)
2. Associated tasks which utilize each talent
3. JPA’s (Job Performance Aids) necessary to accomplish the tasks using the talents
4. Expected results or objectives to be accomplished through talent application
5. Regulations and standards that apply
6. Processes used to verify that people possess the talent and identify their proficiency level
7. Is the talent critical, standard or crucial at-risk
Note: Talent Verification (#6 above) is a critical element of talegence, which ensures the accuracy of identifying the talents of each employee. Please read The Impact of Detailed, Specific Talent Architecture to better comprehend the importance of this element to your business success.
The talent parameters that are identified in Talent Architecture of talegence are woven throughout all the other components, building TM elements such as:
Talent Acquisition Tools
Learning Activities and Learning Maps
Performance Assessment Tools
What would it mean to your organization if the talent requirements to achieve special certifications and the targeted number of each certification were transparent to employees?
And, what if you actually used the system to identify and utilize people (recognize and reward) who achieved these certifications?
What if some of these certifications could impact organization performance today and were part of the talents required move up the chain of command?
How many employees would pursue these certifications; what would it mean to your bench strength?
Within the last five years, we consulted to a large global Talent Management consulting firm who provided Executive Coaching as one of their primary solution services. But, they had not identified the talent architecture for the Executive Coaching SME's; it was arbitrary and employees had no idea what talents to pursue. These were individual who defined the solution processes and JPA's, developed others in the solution, and were called upon for special client assignments. Bench strength was unknown.
Job Profiles consist mostly of the talents that are required to perform the tasks that are necessary to accomplish the mission, goals, and objectives of the job. This includes specific talents from the different Talent Types identified in the Talent Architecture, such as Competencies & Skills, Certifications & Licenses, and Accomplishments. In addition, it identifies whether the talents are standard, critical or crucial at-risk.
People Profiles are pretty much the same format; an extensive listing of all their talents. But, they include more data such as information about talent proficiency levels, expiration dates, and talent verification. And, unlike other Talent Management systems, the talents listed are not tied to the jobs they have had or are in. The talents are entirely based on what they have achieved and what has been verified (time of hire or promotion, during talent development process, and/or during performance or talent application process.
JPA's (Job Performance Aids)
On the talegence dashboard for each employee they have access to the various JPA's that are used for the job they are in (some mandated, critical, helpful...) and for business administration activities such as HR practices and Fiscal records. These are provided by the organization. However, each individual can provide their own JPA's that they have found to help them perform.
These aids can be tools such as readings, forms and people. Readings can be items such as plans, regulations, policies, procedures, and technical manuals.
Finally, the JPA's architecture is also designed to include other parameters such as change "Authority" and JPA Subject Matter Experts (SME's) to assist develop and modify JPA's, track them, to act as a resource to others, and to train others how to use them.