At the Talent Intelligence Conference last month one of the topics we discussed around the future of Talent Intelligence was that of centralized teams versus embedded capabilities. In this piece I look to explore that further and offer some thoughts on how this could play out.
As workforce analytics matures, leading organizations are evolving their operating models to drive greater impact from talent intelligence. While centralized Centers of Excellence were an effective starting point, new approaches are emerging that embed and distribute capabilities for greater localization.
In this paper, we envision the next generation of operating models that integrate talent analytics directly into business teams and decision-making processes.
Limitations of Centralized Centers of Excellence
Many pioneering talent analytics teams began as centralized Centers of Excellence (CoEs). By consolidating scarce technical talent in one group, organizations could demonstrate initial value efficiently.
However, solely relying on a centralized team creates distance from business units. Insights often lack local context. Initiatives driven by the CoE may not align with frontline concerns. And ownership for talent issues remains siloed.
As analytics Usage expands, a centralized team risks becoming a bottleneck. If talent intelligence remains walled off from daily operations, impact will plateau.
The Rise of Embedded Models
To drive analytics deeper into the business, I could see organizations embedding capabilities directly into core functions. Small stand alone analytics cells or embedding capabilities into already existing roles and teams to become integral parts of business teams, structurally and operationally.
For example, sales talent intelligence specialists would sit within the sales organization itself, focused wholly on competitive intelligence and how it relates to the sales funnel. We will see more talent intelligence capabilities within sourcing and recruiting teams to better understand their go to market, their competitors, their funnel conversion metrics and how and why external forces are effecting. Talent Intelligence capabilities of cells within real estate to look at the feasibility of future location strategies.
This localized approach provides greater context and customization of insights for each function. Frontline leaders guide embedded analysts to tackle their most pressing talent problems. The insights produced become far more tailored, tangible and actionable.
Importantly, embedding also disperses ownership for talent analytics across the organization, rather than isolating it in a central team. Business leaders gain a deeper appreciation for workforce data by partnering directly with their own embedded experts.
The Path to Full Autonomy
Looking farther ahead, a lot will look to drive talent analytics and intelligence into an autonomous and self-service model. Leaders could access customized insights through intuitive interfaces, without needing dedicated analyst support. This is feasible but not without risks given the highly contextual nature of talent intelligence data.
Natural language processing, predictive modeling and conversational interfaces will enable real-time, self-service talent intelligence. Managers could ask questions about their competitors, target locations, talent flow analytics etc and receive automated insights through chatbots and virtual assistants.
Behind the scenes, centralized teams will curate the data infrastructure, models and standards. But leaders won't be dependent on a centralized team for their everyday analytics needs. Talent intelligence will become seamless, embedded and pervasive across the organization.
The Future of Workforce Insights
Talent Intelligence teams have just scratched the surface of their potential impact. To evolve, operating models must embed skills and ownership for talent intelligence directly into business teams.
In the future, analytics will become an autonomous capability woven into the fabric of work. Leaders will rely on talent insights without waiting for a centralized team. This shift will unlock the full value of workforce data across every level of leading organizations.