User Experience applied to ‘Talent Development and Career Management’

‘User experience’ is a magic! It works like a magic if applied to any thing in life.

In this post, the focus is on ‘Talent Development and Career Management’. If ‘Talented work- force’ is fuel to an organization then ‘Talent Development and Career Management’ program is a ‘Power Station’ of the organization. This highlights the importance of ‘Talent Development and Career Management’ in an organization.

Theory all know, but Aapt UX makes it Simple & Practical…  

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There are six key activities involved in ‘Talent Development and Career Management’

1. Identify Talent
2. Identify Organization Goals
3. Identify or design effective and collaborative Development Programs in line with Organization Goals.
4. Map development programs to talent
5. Map Talent to suitable career options
6. Measure effectiveness of development program

‘Assessments’ are at the heart the ‘‘Talent Development and Career Management’ Process, which includes:

1. Assessment of Talent
2. Assessment of effectiveness of Development programs in order to achieve Organization Goals
3. Assessment for mapping development program to Talent
4. Assessment for mapping Talent to suitable career options

Now let’s apply User Experience to this process. We need to look at this process from the point of view of the stakeholders involved in the process.

There are two key stakeholders involved in the process:

1. Talent
2. Organization

Now if we view the process from stakeholders’ point of view and all ‘Assessments’ are replaced by ‘Suitability’ then

From Organization’s point of view:

1. Suitability of talent to achieve the organization’s goals
2. Suitability of talent development program to achieve the organization’s Goal
3. Suitability of the ‘Mapping of Talent to the career options’ in order to achieve organization’s goals.
4. Suitability of the ‘Mapping of development program to talent’ in order to achieve organization’s goals.

From Talent’s point of view:

1. Suitability of organization to the Talent
2. Suitability of development program to the Talent
3. Suitability of the ‘Mapping of Talent to career options’ to encourage Talent to be with the organization to achieve career growth.
4. Suitability of the ‘Mapping of development program to talent’ to engage talent and encourage Talent to be with the organization to achieve career growth.

It is interesting and equally challenging to define metrics to measure ‘Suitability’ factor.

But ‘Suitability’ factor is the key to success of ‘Talent Development and Career management program’.

Aapt UX Workforce and Aapt UX Careers are collaborating to design innovative tools and solutions considering this aspect.

You may join us by discussing challenges observed in your organization in this area and we will work out tools and solutions apt for your organization…