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The way in which someone expresses general character, state of mind, or a response to a situation or other people. Typically, there are a number of behaviors that comprise a single competency.
“Bench strength” refers to the capabilities and readiness of potential successors to move into key professional and leadership positions. The term comes from baseball, where it refers to a team's lineup of highly skilled players who can step in when a player is hurt or replaced.
The term "BigData" refers to the use of advanced analytics tools and programs to look at vast amounts of employee, customer, and transaction data. In the case of HR or L&D, organizations have huge amounts of people-related data (skills, performance ratings, age, tenure, safety record, sales performance, educational background, manager, prior roles, etc.) which can be used to better understand the organization's current makeup, performance, and risk. In IT the term refers to the analysis of databases so large that they do not fit into traditional database technologies.
There are hundreds of new tools, consultants, and techniques for analyzing BigData. Our research shows that organizations go through four stages of evolution as they build BigData in HR strategies: reactive, proactive, strategic, and predictive. This four-stage maturity model explains how organizations evolve from highly scalable reporting systems to advanced analytics, risk mitigation, and models.
Our research shows that every company has the opportunity to use BigData in their people strategies. For example, a financial services organization analyzed high-performers in its sales organization and and then use those factors (called "dimensions") to screen candidates, raising first-year sales performance by more than 20%. ,
By using analytics tools and techniques organizations can now start to develop a "people model" for their teams, and understand precisely how these people-related factors directly relate to business results. They can also use this data to assess organizational risk, leadership pipeline, engagement factors, and impending workforce gaps in the future.