Employee Development Analytics Overview

Study Notes

Employee need assessment matrix: Measures the development needs of employees by assessing their skills and performance in different areas.
Coach performance analysis: Evaluates the effectiveness of coaching programs by measuring the impact on the employee's performance and development.
Mentor performance analysis: Evaluates the effectiveness of mentorship programs by measuring the impact on the employee's career progression and skills gained.
Outcome of coaching and mentoring session: Analyzes the effectiveness of both coaching and mentoring programs by measuring the improvements in employee performance and development.

Formal education: This approach focuses on providing structured learning opportunities such as courses and workshops.
Assessment: This approach utilizes tools and assessments to measure employee skills and identify areas for development.
Job experiences: This approach focuses on providing employees with opportunities to gain practical experience, learn new skills, and take on new responsibilities.
Interpersonal relationships: This approach focuses on building strong and supportive relationships within the workplace, providing opportunities for mentorship and coaching.

Training: Includes investments in formal educational programs, workshops, and skill-based trainings.
Development: Includes investments in coaching programs, mentorship programs and opportunities for employee growth.

Benchmarks help in identifying the current level of skills and capabilities of employees against desired levels.
Examples of skills assessed include: resourcefulness, leading subordinates, compassion, sensitivity, straightforwardness, self-awareness, and ability to put people at ease.

Self-assessment: Employees rate their performance against several skills and their corresponding points, such as communication, listening to others, processing information, and instilling trust.
Other assessment: Employees rate their peers and supervisors against the same skills and corresponding points to measure performance and development.

Skill sets: Employees are assessed on their ability to adjust to circumstances and think creatively.

Skill sets: Employees are assessed on their ability to work efficiently and completely in their assigned tasks.

Skill sets: Employees are assessed on their ability to take action, achieve results, and motivate others.

Areas for Improvement: Identify the areas where an employee requires further development, for example, personal relationships or task management

Succession planning: This aims to identify and develop future leaders within the organization.
Dealing with dysfunctional managers: This aims to improve the performance and behavior of managers who struggle to motivate and lead their teams effectively.
Creating more opportunities for women managers: This aims to promote diversity and inclusion by creating opportunities for women to take on leadership roles.

Making Transitions: This matrix focuses on the skills and abilities needed for employees to effectively transition into unfamiliar roles and prove themselves.
Creating Change: This matrix focuses on developing new directions, handling inherited problems, and managing reduction decisions.
High Level of Responsibility: This matrix focuses on the skills needed to handle high-stakes situations, manage diversity, and handle job overload.
Non-Authority Relationships: This matrix focuses on skills for influencing others without direct authority.
Facing Obstacles: This matrix focuses on skills for overcoming adverse business conditions, lack of top management support, and difficult bosses.