While employees are your organization's most important asset, they also represent your greatest risk. There are always multiple risks associated with talent, including the risk of a key employee suddenly resigning or deciding to retire. With BullseyeEngagement's Talent Risk Assessment solution solution you can reduce that risk by identifying those employees that are critical to the sustained success of your company or organization and prepare accordingly.
Understanding the role that risk and risk assessment plays in your organization is important because when critical individuals leave the company, they take their skills and institutional knowledge with them. The environment of business and the economy is ever changing, and it's important to understand and quantify your specific talent risks and explore options to minimize disruption when employees leave your organization. When you adequately assess risk on a regular basis, you are able to better avoid unnecessary risk and better prepare other individuals to fill critical roles and ensure your company runs smoothly when a key contributor retires or resigns.
Every organization has its own set of challenges. Risk Assessment Technology helps your organization to identify and overcome those challenges by quantifying talent risks and identifying the steps that may be necessary to mitigate that risk. By breaking down the data in an easy-to-use interface, Risk Assessment Technology removes the guesswork from talent risk assessment.
Once data is compiled, predictive modeling will allow you to look at attrition factors of the organization from short term to long term and which positions are likely to become vacant during predicted time frames. This will allow you to assess the impact of departure and identify early warning indicators that may become present as the time draws near.
Now that you have your risk assessment data in hand, making the best use of it is the next step of the process. What steps should you take? Many of our clients use risk assessment information for the following:
Use this information to identify key individuals that should be included in succession planning
Partner with employees to plan career paths that tap into their personal and professional goals as well as their identified skills and potential
Examine Talent Acquisition and New Hire processes to ensure the people coming into your organization have the critical skills necessary for ongoing success