What are they upto?
13 replies (most recent on top)
Talent profiles were not used for my department last reorg and was wasted time
@f9 your leaders were reading the tea leaves and wanted to try and help you. Obviously it's not always going to work though.
These talent profiles are good for two main things. One is facilitating finding a new role within the company if your role is being eliminated, the other is for identifying stretch assignments. Its easier to lay off someone who has no known talents than one that does.
When they do org changes or RIF and want to keep high rates talent this is how they find their skills where they can place in new roles. So, no talent profile means no consideration if they make changes in your org.
Complain all you want but I’m ok with this as at least they are using the data available to them to consider options vs letting consulting companies tell them or just guessing on people.
TH still on the portfolio at Nike. #metoo?
#deposition ? #innovation? Explains a lot!!
My whole group was laid off after being CONSTANTLY PRESSURED to do our Talent Profiles.
Enjoy.
HR paid an arm and a leg for workday and no one is using it. need to justify that spend the RAT style
It would be great to believe these would be leveraged for “good”, but doubtful. Nike (HR) neither has the skills or resources to actually use these properly.
I’m on SCPT and my leader really uses them. If I combine this with all the information about the recent layoffs, plus the “I work here because I love this company and I believe in its mission”, I truly think that we better start caring for it as much as, if not more, our LI profiles. I’m pretty sure that’s gonna be a source of “let me see who’s passionate about this” kind of BS.
So I've been asked to do mine, but innthe current environment nothing good can come out of it, so mine is blank. Also, I don't feel like giving my data to workday.
@b5 I believe the plan is for them to start leveraging like the rest of America because of those exact statements.”No one is using them.”
We’re deeply behind in leveraging technology in driving talent and skills.
None of the leaders I know use them….. Sounds like HR also doesn’t read them. What are they for then?
Nike HR knows nothing about the talent at the company. This could be good if used appropriately. Maybe next round of layoffs they will keep skilled people. Or, more sinister view they want to use this information to select who to impact next.