Two previous blogs* about the Experience-database (Ex-db) discussed how individuals use this tool to track what they have done to respond to job ads or consulting opportunities.  Can the value be increased with the employer being part of the tracking effort?  For organizations thinking of implementing a talent management tool, creating an interim one based on this thought-exercise can be a useful proof of concept in understanding what information and processes are useful before buying.  

(* see I Remember When I… and Remembering Breakfast)

Data Model

The previous blog introduced a data model focusing on four key tables.  The following graphic is the same from the prior blog with the addition of the employer’s view at the bottom.  The tables at the bottom can be added to the Ex-db or managed in a stand alone fashion.  For more on either of these two tables see my earlier blogs, ‘Staff Development – Tracking via SharePoint‘ or ‘Interview Questions Database‘.

Can’t I Just Buy This?

Isn’t the employer portion of the Ex-db just a poor man’s talent management system?  Probably, depending upon which system you are comparing it to with two exceptions.  Firstly, if you are bit techie you might want to play around with a simple proof of concept of talent management so that you have a better understanding of what you are looking for in the market place.  The second exception involves a mindset change. 

There is a deep-seated assumption within an employment relationship that the employee will never leave.  Intellectually everyone knows this is not the case.  But how often do you discuss with your employee how the recently finished project will help you find a future job, perhaps in a different organization?

What’s In It for the Employee

Beyond the value discussed in previously blogs, the benefit to the employee is information veracity.  Because both parties agree on an ‘activity’, using that activity in future job applications brings credibility.  As well, both parties can use information that is useful for pay/bonus discussions, training needs, promotion requests, career planning, etc.     

Remembering (and Forgetting) the Past

For the employee, the Ex-db is more or less unchanged.  This of course leads to the question of what the Ex-db contains; only positive things?  The answer is that it should contain relevant things.  A failure says volumes about a person assuming they learned from the mistake.  At the same time, how long do we note that ‘Bob was 15 minutes late on April 1, 1998’?  An agreed expunging rule would be required for such content.  So, setting aside niceties that cause your lawyer’s head to explode, let’s continue the thought exercise but from the employer’s perspective.

The Ability Bone is Mapped to the Capability Skeleton (and Profits)

Where does the information come from that would go into the personal abilities table?  In some cases, it is entered prospectively and then later changed to complete.  For example, Bob will increase sales 5% in the performance plan becomes Bob increased sales 7.3% in the performance review.  The TASK and ISSUE methodology can help identify the ad hoc and emerging work.  To read more on this, see my FMI article: Avoiding the Lost-Assignment and Task Epidemic or LATE.  Finally, other entries are made to sum up a period of time or as an overview, for example, ‘Bob runs an effective sales department and the staff is engaged’.

By using the Ex-db holistically, an organization can also examine what capabilities occupy most of its staff time and effort.  If there are a few that float to the top, perhaps better organizational design, automation or training can help release people from lower-value-add activities.  Conversely, are there capabilities with low or non-existent mappings?  Training, recruitment and succession planning can help round out an organization’s capability profile. 

Buy or Use the Ex-db to PoC First

Managing training, recruitment, performance, pay, etc. are complex matters with some legal risks which is why you may want to buy a talent management system.  This is where this blog started and thus a good place to close with a final note.  Consider downloading and playing with the Ex-db as a poor man’s talent management tool.  At the very least it will be a very cheap proof of concept.   

My next blog on this topic will look at one last application of the Ex-db, how it can help organizations respond to requests for proposals – particularly consulting service companies whose business is selling the services of their staff or contractors.  Until then, let me know if Ex-db has helped you manage your staff and their own ongoing career plans.