Talent optimization is a new discipline for aligning business strategy and people strategy for stellar business results.
Be a true strategic business partner with talent optimization.
VP of human resources, director of people ops, talent design manager; no matter what your title is, you care about making a real impact on the business. And for that to happen, you need a seat at the table.
But not every CEO thinks you’ve earned a seat at the table.
HR has come a long way from the personnel department days—but it still wears the stigma of being process-driven, not strategic. If you want to be taken more seriously, apply a discipline to what you do.
Predictive Index data analytics will carry the manager through the employee life cycle: Hire Train Coach Promote
Grow your credibility as a trusted advisor with talent optimization.
With the right tools and framework, you’ll be empowered to deliver strategic insights that will drive key company decisions—from how to restructure the organization to who to add to the senior leadership team based on team dynamics and candidate behavior profiles.
One essential truth of talent optimization is the application of people data, and the PI platform allows you to collect and leverage that data to:
Measure engagement and behavior throughout your organization
Hire with purpose and rigor, prioritizing candidates with the right behavioral and cognitive fit
Protect your employee brand by building and maintaining a strong culture
Boosting engagement and productivity while decreasing turnover
PI shows you how—and gives you the tools to execute.
CEOs need help to solve their people-centric business challenges.
In early 2019, PI surveyed 156 CEOs, presidents, and chairpeople for our annual CEO benchmarking report. We found out that 52 percent of the CEOs who set strategic goals in 2018 didn’t achieve them. What’s causing this gap between goals and results?
Many companies don’t do the essential “people work” that’s required to achieve their strategic goals. They don’t have an end-to-end talent strategy in place, they don’t know how to align their employees with their business strategy, and they struggle with various people problems. In fact, four of the CEOs’ five biggest business challenges were people-centric.
HR is a function that’s grounded in people. Show your CEO you’re capable of designing solutions to close the gap for good.