"Our HR department won't share their performance metrics with the rest of the organization. I can't get performance data from HR, they guard it like it were gold."
- All 5 components have to be linked to strategy for optimal outcomes (i.e. performance)
- All 5 have data that we NEED for analytics to understand where we are weak and strong.
- You can't impact performance with siloed programs, it just doesn't work. You can have a compensation strategy that you think is world class, but if it does not reflect the goals and objectives of your organization then it is useless.
Organizations with integrated talent management systems can shift to accommodate changing business strategies more seamlessly. These organizations experience a return on equity that is, on the average 38% higher per year during a five year period than those without an integrated system, according to the researchers.