Talent Analytics:

An Introduction
Iqbal Maesa Febriawan
Talent Scientist
• You may recognize your top performer
What makes them a talent: Their intelligence, personality, or
work attitude?

• Individual attributes → fitness to certain job

profile / role, performance, match to teammates
Exclusive talent: emphasize on fitness
Inclusive talent: emphasize on development
How to Define
Talent development initiative → Coaching,
•
training, assignment Talent
Assessment & Recruitment platform
Its impact to RoI, what else?
Nowadays?
with Data and Analytics

• You cannot manage what you cannot

measure (Peter Drucker)

• Alright…alright we have conducted

assessments / measurements. Then what?
Mindset: Im[Prove]; Approach: Audit, Survey, Analytics
• People Analytics → Talent Science:
• Developing ‘theory’ about organizational talent
• Bias in talent definition?
• Where talent can be found? Inside or outside
• Why people analytic comes late?
• Is analytic same as statistic? Yes…but No
(Huus, 2015)
• Statistic is the basic of analytic → Decision-
making is the key
• Is analytic goes along with big data?
• No, start small and with right question
• Insight → Hindsight → Foresight
• Being SMART (Marr, 2015)
• Strategy first
• Measure what matters
• Analytic process
• Result/Report
• (Business) Transformation
 Case Study
• MT in a national bank, in order to be
promotable: pass Basic Training
• How’s the promotability ratio?
• Which one determines promotability? Previous
experience, Demographic variables, or the Training
itself?
• What determines training performance? Is it a
reliable source to predict future training
performance
Any Questions?