TechCentralTechCentral
    Facebook Twitter YouTube LinkedIn
    Facebook Twitter LinkedIn YouTube
    TechCentral TechCentral
    NEWSLETTER
    • News

      This crypto winter will be long, cold and harsh

      19 May 2022

      Haven’t had Covid yet? It could be more than just luck

      19 May 2022

      Reserve Bank eyes digital rand as it readies crypto regulations

      19 May 2022

      E.tv parent eMedia leaps higher on surge in profits

      18 May 2022

      Growth evaporates at Tencent, and worse may be to come

      18 May 2022
    • World

      TikTok plans big push into gaming

      19 May 2022

      Musk says he will vote Republican, calls ESG a ‘scam’

      19 May 2022

      Crypto crash leaves El Salvador in a pickle

      19 May 2022

      Tencent leads big China tech selloff

      19 May 2022

      Russia seizes Google’s bank account, forcing bankruptcy

      18 May 2022
    • In-depth

      Elon Musk is becoming like Henry Ford – and that’s not a good thing

      17 May 2022

      Stablecoins wend wobbly way into the unknown

      17 May 2022

      The standard model of particle physics may be broken

      11 May 2022

      Meet Jared Birchall, Elon Musk’s personal ‘fixer’

      6 May 2022

      Twitter takeover was brash and fast, with Musk calling the shots

      26 April 2022
    • Podcasts

      Dean Broadley on why product design at Yoco is an evolving art

      18 May 2022

      Everything PC S01E02 – ‘AMD: Ryzen from the dead – part 2’

      17 May 2022

      Everything PC S01E01 – ‘AMD: Ryzen from the dead – part 1’

      10 May 2022

      Llew Claasen on how exchange controls are harming SA tech start-ups

      2 May 2022

      The inside scoop on OVEX’s big expansion plans

      20 April 2022
    • Opinion

      A proposed solution to crypto’s stablecoin problem

      19 May 2022

      From spectrum to roads, why fixing SA’s problems is an uphill battle

      19 April 2022

      How AI is being deployed in the fight against cybercriminals

      8 April 2022

      Cash is still king … but not for much longer

      31 March 2022

      Icasa on the role of TV white spaces and dynamic spectrum access

      31 March 2022
    • Company Hubs
      • 1-grid
      • Altron Document Solutions
      • Amplitude
      • Atvance Intellect
      • Axiz
      • BOATech
      • CallMiner
      • Digital Generation
      • E4
      • ESET
      • Euphoria Telecom
      • IBM
      • Kyocera Document Solutions
      • Microsoft
      • Nutanix
      • One Trust
      • Pinnacle
      • Skybox Security
      • SkyWire
      • Tarsus on Demand
      • Videri Digital
      • Zendesk
    • Sections
      • Banking
      • Broadcasting and Media
      • Cloud computing
      • Consumer electronics
      • Cryptocurrencies
      • Education and skills
      • Energy
      • Fintech
      • Information security
      • Internet and connectivity
      • Internet of Things
      • Investment
      • IT services
      • Motoring and transport
      • Public sector
      • Science
      • Social media
      • Talent and leadership
      • Telecoms
    • Advertise
    TechCentralTechCentral
    Home»Promoted Content»The Cinderella problem: The cost to business of the employee-role mismatch

    The Cinderella problem: The cost to business of the employee-role mismatch

    Promoted Content By Prime Reason5 July 2021
    Facebook Twitter LinkedIn WhatsApp Telegram Email

    Right shoe, wrong foot? That’s the Cinderella story and, in the Brothers Grimm version, the evil stepsister cuts off her toe to fit the foot into the shoe. Cinderella is not just one story dating back in time – there are multiple versions across different cultures.

    Organisations today have a version, too. We think we have the right foot; we just don’t know what the shoe looks like. According to Angus Young, director at Prime Reason, if the business maps individual performance, skills and output within the organisation, it will find that a hefty percentage of its employees (up to 60%) do not fit the requirements mandated for their roles.

    “Finding the right people to fit and grow within the business isn’t about subjective cookie-cutter personality traits, past experience or years of service, and nor is it about how well people communicate, interview or “fit” into the organisation. We know that all people have unlimited potential — in other words, everyone has the right foot; it’s our responsibility to make sure we fit them to the right shoe. It’s about quantifying the roles and key metrics that are proven to add value to the organisation.

    Organisations today have a version, too. We think we have the right foot; we just don’t know what the shoe looks like

    “This is why analytics and the ability to leverage internal data and metrics have become so important today,” Young explains. “If you can qualify the skills, competencies and metrics within your organisation, then you can apply these learnings and analytics to your people strategies, including development, internal mobility and recruitment. The process of building organisational capability should be based on solid data from within the organisation or recognised external benchmarks.”

    Thanks to the ubiquity and intelligence of data analytics solutions, and the sheer volume of data itself, companies can potentially analyse anything. They can analyse their recruitment strategies, their performance management processes, their scorecards and their metrics, using the insights to refine their approaches and processes. This level of analytics, and the depths to which the business can dive within the data can be daunting, but it does get results. Measurable and invaluable results.

    Analytics-based growth strategies

    Talking about building organisational capability, many organisations were recently pushed into some form of restructuring. In part that’s where we realised how many people were wearing the “wrong shoes”. Now that organisations are building for the future, they should be careful about making the same mistakes.

    Recruitment in the current market is a complex beast. Great talent is in short supply and high demand. Organisations are either faced with a dearth of CVs, or they’re trying to find order in thousands.

    “Organisations often don’t have a consistent recruitment process, and most don’t have one that’s supported or defined by data and analytics,” says Young. “That means there is no benchmark against which to measure recruitment or talent, and because the processes are not in place, this makes it challenging to find the right people. In this complex and mercurial environment, it’s essential for companies to put benchmarks in place so they can identify the perfect talent for the business.”

    If the shoe fits…

    Metrics, strategy, insight

    “Using these benchmarks,” says Young, “you can look back at your employees over time and see what attributes made a good fit and assess dynamic changes within the company and employee capability,” says Young. “The more the business measures, the more the benchmarks are capable of assessing where these factors impact performance. It’s not the Holy Grail or silver bullet or any other cliché, but it is a solid point of focus that can support the long-term success of the organisation. It can fundamentally influence culture, retention, ethics, performance and customer engagement.”

    And, he says, for organisations battling to know where to start, it could be worth engaging the expertise of a specialist company that can help establish internal and external metrics and help determine the right mix of benchmarks to look at. This is a careful juggle of metrics, strategy and insight that ensures the final benchmarks against which future employees are measured are tightly aligned with existing culture and strategy.

    “Prior planning prevents poor performance,” says Young. “Those are the five Ps that underscore and absolutely define the value of analytics and metrics in the business. These benchmarks, evolved from data and accurate intelligence, will manage expectations and performance accurately. And they can evolve with the business as strategic objectives change.

    Acceptance and adoption

    According to Young, perhaps the two most important aspects of analytics are visibility and credibility – at least if you expect acceptance and adoption of the process.

    Credible measurements and metrics can significantly evolve organisational goals and capabilities and ensure that talent fits seamlessly within the goals and ethos of the business. This credibility lies in using the right tools at the right time and leveraging expertise to ensure that every part of the process is relevant and visible.

    “There’s a lot of talk about goal alignment and institutional goals and visibility and talent acquisition,” says Young. “Analytics that measures what matters, that meets strategic objectives, and that helps build benchmarks that fit a thousand unique feet – they are the ones that will allow for the organisation to attract and retain talent across multiple geographies and skillsets. That will help the business benefit from the differences that people bring to their roles and ensure that the fit is far better than 60%.”

    About Prime Reason
    Prime Reason helps companies unlock potential – intelligently. We provide you with a blend of market-leading talent acquisition and management expertise with next-generation platforms and toolkits to provide a boutique talent and HR solution that meets changing market needs. Find us on Facebook and LinkedIn.

    • This promoted content was paid for by the party concerned
    Angus Young Prime Reason
    Share. Facebook Twitter LinkedIn WhatsApp Telegram Email
    Previous ArticleYou’re not really sorry
    Next Article South Africa hits new record of Covid cases

    Related Posts

    Why fibre is the new utility – and what it means for South Africa

    19 May 2022

    Why data protection is the key to successful digital transformation

    19 May 2022

    Putting IT monitoring on the spot

    18 May 2022
    Add A Comment

    Comments are closed.

    Promoted

    Why fibre is the new utility – and what it means for South Africa

    19 May 2022

    Why data protection is the key to successful digital transformation

    19 May 2022

    Putting IT monitoring on the spot

    18 May 2022
    Opinion

    A proposed solution to crypto’s stablecoin problem

    19 May 2022

    From spectrum to roads, why fixing SA’s problems is an uphill battle

    19 April 2022

    How AI is being deployed in the fight against cybercriminals

    8 April 2022

    Subscribe to Updates

    Get the best South African technology news and analysis delivered to your e-mail inbox every morning.

    © 2009 - 2022 NewsCentral Media

    Type above and press Enter to search. Press Esc to cancel.