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Measurable Impact: The Role of Assessment and Evaluation in Talent Management

A comprehensive and valuable talent management strategy doesn’t just rely on attracting and retaining the best employees.

Two of the most important and complex elements of talent management include assessment and evaluation.

Assessment actually begins during the recruiting process, and managers and individuals in charge of hiring look into the background, skills and qualifications of potential employees to find the best fit. In addition to looking at their background, assessment also relies on putting in place methodology to gauge the long-term potential of candidates.

The more advanced and sophisticated the assessment and evaluation tools in the recruitment stage of talent management, the more likely it is employers can determine the potential for long-term success before hiring talent.

Evaluation as Part of Ongoing Development

Unfortunately, in many organizations, forms of regular evaluation may already be in place, but it’s little more than a required exercise, brushed aside once completed.

As part of an in-depth talent management strategy, evaluation is important in terms of not only occurring on a regular basis, but also being used as an opportunity for company managers and leaders to delve into what it is employees need and want for their personal career goals and fulfillment.

Rather than viewing evaluation as a yearly undertaking, many of the world’s top companies with the most forward-thinking talent management strategies are looking to regular and continuous evaluations that allow them to track progress on a  more consistent and meaningful scale.

Evaluation can also serve as one of the primary foundation blocks of another important aspect of talent management—succession planning.

Assessment and evaluation allow organizations to streamline their talent management system, identify strengths and weakness among employees, and facilitate their long-term goals more effectively.