Information Technology Reference
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Fig. 2.
The Business Intelligence process in the identification of internal Talent Pool
On one hand, Job Design objectively defines characteristics of tasks and their
respective social information in order to allow workers to know objectively what is
expected from them in order to produce work, attitude and motivation in equal
proportion and also allows the organization to hold a structure that will be a reference
framework for their macro functioning, disaggregating at a micro level the powers
and duties through the functional structure [46]. We then have data about
organizational needs and expectations for all existing functions that should be
registered in a technological support as input for further use in this operational Talent
Management.
On the other hand, given the existing of Job Design and the analysis of
performances registered in the Performance appraisal [38], managers should, in a
prospective approach, not use this process only as a milestone activities, with an
administrative nature, but align as a development assessment. So, they should see this
two core processes as coupling for the enrichment of information used in the
identification of the available internal Talent. Also at this level, we are talking about
the analysis of the outputs of registered data that through their match, help in this hard
task (see Table 1).
For that purpose the available technology should be easy to access and used by all
users because the data are developed and subsequently placed, at least by four
different functional classes (Top management, HRM, IT's and Managers) and the
information which results from this should be worked in a sense of its interpretation
and used by HRM, employees and Managers, to whom the outputs should not cause
any ambiguity, giving credibility to the process.
Through the optimization of human resources processes, necessarily mature,
making use of Business Intelligence systems can be more effectively and moved
through the steps of Talent management, mentioned by Lewis & Heckman [18],
crossing data, in real time, with the possibility of adjustment, readjustment, reset, if
necessary, facing emerging and circumstantial business needs and thus the needs of
Talent.
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