Talent Development Analytics:
Star Reports

Why Talent Development Analytics?

You’ve probably heard that the next big thing in HR is analytics, and for good reason. Once you discover the story your talent development program’s data is telling you, you can not only prove your ROI, but also run a more successful program and better engage the employees who are a part of those talent development programs, too.

But before you can have talent development analytics, you need solid data and reporting capabilities.

Our state-of-the-art reporting tool, StarReports, can help you discover and demonstrate that story so that you can do just that.

Prove your ROI and keep your funding

Proving your program’s ROI is arguably the biggest need driving the rise of talent development analytics — but your success metrics will vary depending on your program’s objective. StarReports is highly configurable, so you’ll be able to create, save, and schedule reports to that detail exactly the information you need.

Here are just a few examples of ways StarReports can assist your efforts to show ROI:

  • Prove that your employees are using your software and are active in your program.
  • Tie your employees’ learning plans to their career paths.
  • Tie what your employees have actually achieved to their learning plan.
  • Show change in employees’ competencies by comparing before and after competency result tests.
  • Show your employees’ progress toward their goals, along with their completed action items.

Run a more efficient and successful program

Why stop at simply proving your program’s ROI when you can dig into the data enough to see exactly where things could be running more smoothly, efficiently, or successfully? For example, StarReports can help you:

  • See if and how your program participants are using your software or tools
  • See if program participants are logging activity in the program
  • Send out targeted communications or take targeted action to promote certain tools based on usage stats and how they tie into your organizational objectives.

Engage your users

Likewise, if you know in what ways employees are or aren't participating in your program, you can target those areas to improve them. For example:

  • Determine if employees are logging into your portal, and implement a communication strategy
  • Determine if consultants are engaging their assigned candidates and staying on top of their deliverables
  • Pinpoint the reason behind any piece of user engagement data and take action to fix any problems as necessary — before they become issues that threaten to cripple your program.

Interested in learning more about how StarReports can help your talent development programs?


Learn More About Our Talent Development Solutions

PROVE
RUN
ENGAGE

Success Stories

Insala helped address some of the key challenges we faced at Unilever, which is virtual mentoring, as many of our mentees and mentors are not in the same geographic location. Insala's mentoring consultant, Judy Corner, is a true mentoring specialist and a highly engaging individual.

Katherine Ray
Global Talent Manager Unilever

Our pilot Mentoring programme using the Insala platform has been well received by our participants and has given our Mentees the tools to chose an appropriate Mentor to meet their own specific development and career needs. Organisationally the portal is encouraging networking and collaboration across both business lines and functions and locations. The Insala team are professional, pragmatic and agile and have worked closely with us to deliver our pilot programme to meet our business needs

Julie Aspinall
Human Resources

I worked with Judy Corner of Insala to develop a customized mentoring program for International Paper. Judy provided a degree of confidence to the Chairman's Diversity Council as she presented a pragmatic, visionary, long term perspective on the benefits to be gained from Insala's program. Following the M.O.R.E. workshop, participants were surveyed on session effectiveness and Insala received a 100% favorable rating on the value of the day. I highly recommend Insala and believe they offer a distinct advantage to companies looking to advance their position in the ongoing war for talent.

Cheryl Kern
Principal, Global Diversity and Inclusion
Amway/Alticor

As part of a talent management initiative, United Nations Federal Credit Union (UNFCU), partnered with Insala to provide high potential/high performing staff with a structured vehicle to develop their career goals. From the onset, the Insala team provided exceptional client service, ensuring UNFCU had knowledgeable technical resources at its disposal throughout the implementation of its Career Development portal. Insala's partnership with UNFCU has directly impacted its ability to solidify an effective succession planning program and retain our high potential/high performing talent.

Carlene Alexander
Manager, HR Administration
UNFCU

Insala provided a global online solution which helped align our business strategy with our management needs for the future. With their product, we were able to understand our skill gaps and develop our future leaders with the findings. This solution took one hour for an employee to complete, eliminated drawers of paperwork, and provided upper management instant visibility on our progress.

Rick Huntley
Vice President Human Resources Intertek

ACCA aims to provide our 110,000 members and 260,000 students with direct access to the most exciting and rewarding job opportunities currently available in the world of business and finance. Our online Career Management Resources, available through ACCA Careers, is powered by EmploymentTalk™ and allows our members, students and affiliates to use their time both efficiently and effectively on critical career development activities, while EmploymentTalk™ organizes and plans the route to career success.

Heather Morris
Head of Training Policy and Professional Development ACCA (the Association of Chartered Certified Accountants)

Our partnership with Insala has allowed us to offer an entirely new service to our job seekers, which helps prepare them for getting their next job. The assessments and career advice tools offered through our site continue to be successful, and the seamless support provided has proven very efficient. Insala consistently responds in a swift fashion whenever we need assistance, and continues to provide us with a very professional service.

Marcy Richardson
Content Manager Monster

This past winter was definitely remarkable. We found that the E-mail Broadcaster function is the easiest and fastest way to reach all our candidates to inform them of any changes in our office hours - including having to close due to inclement weather, delayed openings, or early closure. Additionally, we use this function to promote our seminars and workshops, and the career coaches can reach all of their candidates in one simple email. This tool is a tremendous asset.

Antoinette Murray
Director, Administration & Client Relations The Schegg Group

We first started using EmploymentTalk™ in our practice in 2001, and have stuck with it ever since. What spurred us to stay on was both the professionalism and responsiveness of the Insala team, as well as the regular software upgrades we received, which ensured we had a cutting edge tool at any given time. Today, EmploymentTalk™ enables us to deliver a longer duration of outplacement services and thereby exceed our clients' expectations. As more and more organizations look to provide cost-effective, efficient and high-impact outplacement, we are able to meet their needs.

Len Rishkofski
CEO Snowden

This is a fantastic product that will really help our workforce. The Insala team has done a great job maximizing the application capabilities and tailoring it to help our diverse workforce in transition. They've demonstrated a true partnership in providing us with expert assistance, met our special needs, and done so in a timely and cost effective manner.

Len Martinez
VP of Administration and Chief Financial Officer Kaiser-Hill Company, LLC

Insala has excelled as a global technology partner to our organization. Insala is not only a provider and implementer of superior career management technology, but a constant and reliable source of ideas and best practices in our industry. Having Insala as a strategic partner has enabled our organization to provide superior, seamless career management and transition services to corporate clients worldwide, and has positioned OI Partners as a global leader in the delivery of career transition services.

Joy Reed Belt, Ph.D.
Chairman and Managing Partner OI Partners, Americas

Our candidates are just blown away by the amount of research they get on specific companies and industries. Their ability to get REALLY good information, and MUCH MORE information than they typically could get on their own, and have it presented so quickly and effectively, is very powerful. It gives us a big sales and marketing advantage.

Kathleen Brown
Vice President, Career Transition Services King & Bishop

Insala performed very well in creating our new corporate website. I was really pleased with the design options they offered. In addition, Insala representatives were wonderful to work with, responding quickly to our needs and delivering solutions in a very timely manner.

Dr. Pamela Johnson
President Nia Consulting & Development

One way in which we demonstrate our commitment to employees is to provide opportunities for them to develop; mentoring is an important component of employee development in North America. Insala supported us in leveraging formal mechanisms and provided us best practices to launch a sustainable mentor program. The MORE Workshop was our pivotal starting point, strategizing with stakeholders to build a practical plan for implementation including communication, training, metrics, and more. The outcome has been a clear benefit for participants and for Solvay.

Kelly Bessler
North America Learning Specialist
Solvay

Articles

February 28, 2018

Retaining Your Millennial Workforce with Career Development

There are hundreds of studies and statistics given about millennials in the workplace. Some people view millennials as lazy, impatient, job-hoppers, while others would say they are entrepreneurial individuals that strive to excel and cherish a work/life balance. No matter what your opinion is, it’... More

February 15, 2018

Advice from Our Experts: The Benefits of Using Technology for Your Career Development Program

With the continued need for career development opportunities, organizations around the world are taking a closer look at how technology can help them to provide programs like mentoring and coaching to their employees. The use of technology can have a significant impact on both types of programs, a... More

November 29, 2017

Benefits of Career Development Mentoring

With the workforce becoming more diverse every day, the focus of any organization’s mentoring program should be well defined and fit the necessary objectives. Many individuals today are demanding a mentoring program that isn’t just put in place, but also very specific to their needs, especiall... More

September 13, 2017

Creating a Mentoring Program for Career Development

If you are thinking of launching a mentoring program, you already know that there are great benefits for your organization and specifically your employees. We have seen many companies design a mentoring program that enables career development to assist with employee retention and engagement, lead... More

March 14, 2017

Assessing Your Organization's Career Development Culture

This could be your employee moving toward clear career development goals. After the training and on-boarding conclude, when does your organization begin promoting its career development culture?[ Tweet This ] Career development and your compa... More

September 28, 2016

What is the Criteria for Matching a Mentor with a Mentee for Career Development?

Your organization is on board and excited about the new mentoring program. The objectives are aligned. The program administrators are primed and ready. And the stakeholders are excited about unrolling the new program. The next step is matching your mentees and mentors. There are a lot of diff... More

September 21, 2016

Can Mentoring Enable Career Development for Employees?

The relationship between a mentor and mentee is one that spans throughout antiquity and recent history. Zeus was a mentor to Hercules, Athena was the mentor to Telemachus, and even the late Steve Jobs served as a mentor to Facebook CEO Mark Zuckerberg. These relationships served as key advancem... More

April 26, 2016

Enhancing Career Development Through Mentoring

There is a shift currently happening in our day and age; the shift in the work force. With 4 generations of people in the work force today; there is a very diverse way of approaching tasks. However, we are slowly losing our strong footing; the baby boomers. In 2016, a myriad of baby boomers are at r... More

June 08, 2015

Career Development Challenges In Your Workplace

The benefits of creating and growing a culture of career development and learning are obvious. But as you’re encouraging career development culture you must be aware of two things: What balance of isolated career development (trainings, classes, etc.) vs. social career development (mentoring p... More

December 16, 2014

Career Development and the Hidden Job Market in Your Organization

Internal Talent Mobility Opportunities 85% of the global workforce is looking for a new job – and the number one reason why is to find greater career advancement opportunities. (Source) It’s a fact that there are more employees wanting to fill the top spots than there are actual spots available. T... More

September 24, 2014

Employee Engagement and Career Development: A Look at 2014 Research and Data

Employee Engagement and Career Development At this point, no one needs to argue that employee engagement is vitally important to organizational success. In fact, according to Deloitte’s 2014 Global Human Capital Trends research, 78% of business leaders rate retention and employee engagement as an i... More

July 03, 2014

Brand, Engagement, and Career Development Culture

Not Another Employee Engagement Article “Employee engagement” has been a buzzword for so long that we're all collectively wondering if it hasn't lost all meaning. It’s a similar story with “company culture”. While that begs the question, "Why are we all still talking about it?", the ans... More

March 21, 2014

Stages of Corporate Alumni Programs

Corporate alumni programs vary in terms of multiple things, not least of which include size, organization type, administrative control, and membership type. What really sets apart one corporate alumni program from another, however, are the program’s objectives and the organization’s intent to follow... More

February 21, 2014

Why Your Alumni Software May Be Doomed to Fail

A corporate alumni program without objectives embedded throughout it is like a building without foundations or a supporting structure: doomed to collapse. Your alumni software is no exception to this rule. It more than anything else must be defined by your objectives, as it’s not only the gateway t... More

February 10, 2014

How to Engage Your Alumni and Win Their Business

Your Corporate Alumni Program's Best Practices We’ve noted in a previous article ("What Your Corporate Alumni Program Has to Do With Employee Engagement") that engagement of your alumni ultimately rests on engagement of your current employees. In fact, if you know you have an employee eng... More