My name is Brad Cohen, and I’m a Senior HRIS Analyst at DICK’S Sporting Goods. I have responsibilities for administering a number of our talent applications.
For those using the Talent Management module of Eightfold, I’d love to get your perspective on a few things:
) What is working particularly well and what is working not so well in the Eightfold platform?
) Since Eightfold does not have all the components of a traditional TM suite (e.g., Talent Review, Development Planning, Performance Reviews, etc.) what tools or processes have you adopted to facilitate the free flow of data between Eightfold and your other systems?
) What product feature or request related to TM would you like to see developed next in the platform? For us it is development planning, but curious about others’ thoughts.
Best answer by ashiah
Hi Brad-
Brian Crane at Medtronic provided input to your question. I am sharing his input below for their experience with Eightfold. Hope this is helpful. Best, Andrea
I would share these two pieces as extremely valuable for Medtronic:
Talent Redeployment – real time matching of employees’ skills with needs across the company for proactive outreach to internal employees to meet emerging growth / priorities. This creates new career opportunities for internal employees
Career Hub – In 6 months, with no marketing push, >25% of MDT employees have uploaded their resumes to Career Hub, resulting in instant matching against all open roles at Medtronic. Employees are exploring next roles that interest them, identifying skill or experience gaps they may have currently, and building a development plan for the coming year with their managers to help close gaps and strengthen their future candidacies
Brian Crane at Medtronic provided input to your question. I am sharing his input below for their experience with Eightfold. Hope this is helpful. Best, Andrea
I would share these two pieces as extremely valuable for Medtronic:
Talent Redeployment – real time matching of employees’ skills with needs across the company for proactive outreach to internal employees to meet emerging growth / priorities. This creates new career opportunities for internal employees
Career Hub – In 6 months, with no marketing push, >25% of MDT employees have uploaded their resumes to Career Hub, resulting in instant matching against all open roles at Medtronic. Employees are exploring next roles that interest them, identifying skill or experience gaps they may have currently, and building a development plan for the coming year with their managers to help close gaps and strengthen their future candidacies
