HR
professionals are keeping quite busy in compiling talent pool in their
organizations!
Companies
are always looking out to identify, nurture, engage and retain employees who
have the capability and potential to add real value to the organization, and
thus HR teams always have their antennae out to identify those individuals.
But,
what you need to beware of is the single
handed opinion of the line managers…
Your
process of finding the best one may fall prey to a single biased opinion and
that may lead to losing out on a potential candidate. Usually, HR’s have the
tendency to take employee feedback from their immediate heads or seniors or
line managers. These feedbacks, at times, could be a reflection of the
inter-personal relation between the single individual and the manager. This
could be quite different from the original one.
For
instance, if you take an individuals’ rating from his current manager, you can
get a complete idea of what level of performer he/she is. In many cases, this
could be true, but if you take his/her colleagues, team members and clients’
ratings as well, you never know you could have got a completely different
rating!
Thus,
to overcome this bias, what you can do is trying using a well-planned talent-identification
process where you can involve other colleagues, team members and customers to
take an individual’s overall feedback. This should not be taken as an offensive
practice, but can be used to identify the blind
spots (if any) while judging an individual’s abilities.
Therefore,
HR people must try focusing on using the right data and analytics while making
decisions as biased or partial opinions may make you miss out on some hidden
internal talent. Talent Management System can be a solution, where employees can showcase their contribution,
while their supervisors can rate them on the basis of what they have
accomplished and not according to their personal opinions.
