Talent Decision Support Essay

Hungry- a bag of potato chips is worth a lot, if you just got out of a big dinner at Morton's or Ruth Chris, there is little or no marginal benefit. In organizations, if you have a highly disorganized and unfocused hiring process, there is a huge benefit to simply implementing some basic systems for managing candidates, planning your talent and structuring your interview process. On the other hand, many organizations will put off investments in programs that they feel are dependent on this when they really are not. They assume because they don't have the basics, that too worry about anything else, would be silly. It does makes sense when you look at overall survival needs i.e Maslow's hierarchy- if you don't have your basic needs satisfied

Let's take the scenario of implementing a talent decision support system that consists of the following:

Decision Support system that provides the following:

A validated profile of a person including a comprehensive list of traits then when matched up to specific research job templates achieves 90%+ accuracy in predicting high, average or low performance in specific jobs. (LINK:WHY)
The ability to access over 6800 seed job studies to assist you in fine tuning your own or to do performance benchmarking to create your own profiles
The ability to do job specific eligibility and suitability screening
The ability to access and screen people against a whole range of competency models from leadership and coaching to negotiating and dealing with unstructured situations.
The ability to understand how employees and managers will respond in specific situations and to help them better utilize relevant strengths to overcome weaknesses.
What would the marginal benefits be of implementing this decision support