Establish Goals and Objectives: Game Time



hiring goals and objectives

A Sports Team Analogy on Talent Acquisition: Step 2

Now that the team has established a focused strategy to understand who its key players are, it’s time to look at game time goals and objectives. With every play, each team faces new challenges. It is the business of talent management that can evaluate and analyze key performance indicators to present the best course of action.

Quantitative versus Qualitative

Integrated data sources to advance your team allow you to uncover unique skill sets and provides powerful insights. Quantitative data is measurable. This data is based on standard metrics for employee assessment like productivity rates, satisfaction indexes, or Employee Net Promoter scores. Qualitative data is inferred information. This data is more subjective but useful in talent development and recruitment. It could be data inferred as leadership skills or aspiration. By combining data from both, quantitative and qualitative assessments, a layered blueprint for a successful business model becomes the imprint for the other teams to model.

Game Time Statistics

Studying the postgame numbers is easy. You can look at wins and losses, ball possession and even add in variables to the outcome of the past game. However, it is during the game that you need adequate information to make your best managerial decisions.  Look at the game in real time and see how your team can utilize all your team members to get the win. Gaining a competitive advantage to bring the best product to the field is what elite teams, like Collingwood, do as they push the boundaries of data analytics within their professional sports world.

By utilizing comprehensive measurements of employee assessments and key indicators the talent management team can ensure that it is delivering dynamic service that aligns with the organization’s goals and objectives. Each organization has different goals and markers for success. By looking at talent management and employee engagement, the human resource team can evaluate meaningful indicators for measuring its effectiveness and the impact on the organization as a whole.

Key Performance Indicators

Data needs to be based on specific indicators to maximize resources. The data collected should encourage investment and commitment from all parts of the team. It is possible to develop a multitude of key statistics, but without adequate application and strategic explanation, the statistics become inconsequential. Key performance indicators are the building block for future performance and assist in a consistent operating team.

Advanced data analytics revolutionize talent retention and acquisition creating insight into stronger teams and better business practices. Having meaningful performance indicators measure the effectiveness of the human resources team. As there is no perfect fit for all organizations, each team on the playing field and in the business office needs to adapt and focus on their organization’s goals. By studying common metrics, a focus of efforts can give the best return on investment for the organization. Success will be measured on the highest return on investment in people.

Contact Acendre to see a demo of how our products will help your team become champions.

Step 1:
Identifying Stakeholders
Step 3:
Program Reality Check



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