The Role of Prism Psychometrics in People Analytics: Redefining Talent Development

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This is the second in a series of articles about Prism psychometrics featuring top HR leaders and practitioners. To read Part 1, see The Role of Prism Psychometrics in People Analytics (An Introduction).

In its Predictions for 2020 research report, Deloitte suggests that psychometric assessments will go mainstream, helping “bridge the divide” between employee recruiting, engagement, development and retention. “As enterprises evolve and adopt more data-driven approaches to talent selection and development, [psychometric] assessment technologies will become increasingly prominent.”

Lisa DeAngelis, Ph.D., Director of UMass Boston’s Center for Collaborative Leadership, confirms that psychometrics are redefining talent management and development:

DeAngelis’ insights and innovative use of Prism psychometrics confirms Deloitte’s research that connecting people data with future-focused talent management initiatives unlocks internal mobility, enhanced leadership development and competitive advantage:

  • Talent acquisition teams become more “valued connectors” across the organization, helping identify downstream opportunities across functions.
  • Employees seeking growth or diversity can find the right opportunities within the organization, rather than looking elsewhere.
  • HR teams can more effectively identify future leadership talent that is likely to excel within a particular context, based on predictive insights.
  • Business and HR leaders are empowered to build more diverse, collaborative and high-performing teams.

However, DeAngelis makes an important distinction. Standalone assessments seldom scale in a way that drives value for individuals, teams and the enterprise.

The power of Prism, DeAngelis observes, is its integration within a platform that enables HR leaders, front-line managers and mission-critical employees to use it in a variety of meaningful ways:

For many organizations, the biggest source of talent is the enterprise’s own workforce. However, many organizations, Deloitte contends, find it “amazingly difficult to access” their internal talent market. At the same time, employees often find it easier to locate new opportunities in other organizations, rather than identify new roles and growth opportunities at their current employers.

Prism is a strategic tool that uniquely aligns the personalized development needs of employees with the business needs of the organization, thus bridging the divide between the acquisition, engagement and retention of high-performing talent.

To learn more about Prism psychometrics or to schedule a demo of the SurePeople platform, please reach out.

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