Typically, only about half of the workforce at a college or university is comprised of instructors. The rest are employees working in the many other departments that comprise the “business side” of higher education. How can schools more optimally leverage and develop the strengths and skills of these employees?

1. The right employee may
already be on campus
Matching workforce talents with new institutional
needs in higher education

2. In society’s image of higher education
institutions, faculty may hold center stage…
Get the full paper:
Download now

3. But a whole variety of influential behind-the-
scenes personnel are also essential.
Get the full paper:
Download now

4. The other 50% are:
• administrators
• business professionals
• support staff
• operations staff
Higher education is a business where there
is a wealth of talent on campus…
of staff are
instructors
50%
Get the full paper:
Download now

5. But it’s often difficult to identify,
track and integrate your talent into
your institutions’ current needs…
and long-term strategic plans.
Get the full paper:
Download now

6. How can you track and manage
data about the skills,
competencies and experience of
all that talent so you can
effectively leverage it?
Get the full paper:
Download now

7. The answer:
A cloud-based talent management suite
to automate and integrate all your talent
management processes and data.
Get the full paper:
Download now

8. Don’t think of talent
management as an isolated
topic. It has to be part of the
organization’s bigger picture
in order to be successful.
– Dave Jones, Organizational Effectiveness Specialist
Housing & Food Services Division, Purdue University
Get the full paper:
Download now

9. What can talent
management software
help you do?
Get the full paper:
Download now

10. It gives your HR team, managers
and leaders an automated and
comprehensive way to
recognize, reward and develop
the talents of all your employees.
Get the full paper:
Download now

11. It can help you:
• Improve your performance management and 360
degree review processes.
• Better track employee development needs and
activities.
• Analyze compensation, and criteria for raises and
promotions.
• Create consistent, accurate and up-to-date job
descriptions.
• Create talent pools that better prepare employees for
promotions and new job roles.
• Better manage your recruitment processes.
Get the full paper:
Download now

12. What benefits can an
integrated talent
management system
give you?
Get the full paper:
Download now

13. You can:
• Easily provide all employees with the direction,
feedback, coaching and development they need to
improve and succeed.
• Better attract and retain top talent by more fully
leveraging staff capabilities, and supporting internal
promotions and career paths.
• Easily align individual employee goals with your
institution’s strategic plan.
• And hire new staff who have the skills you need and are
a “right fit” for your culture.
Get the full paper:
Download now

14. How do you source
and implement talent
management software
for your campus?
Get the full paper:
Download now

15. 1. Create a vision of what you want and need.
2. Establish the rationale and your goals for success.
3. Talk with your peers.
It’s easy!
4. Start simply – by automating your
performance management process.
Then build on your success.
Get the full paper:
Download now

16. An integrated system really
helps you develop a robust
talent planning and career
planning path for all of your
employees.
– Teri Manning, director of talent acquisition
Thomas Jefferson University Hospitals
Get the full paper:
Download now

17. Get the full paper:
The Right Employee May Already Be on
Campus: Matching workforce talents with
new institutional needs in higher education
Author: Center for Digital Education
Download now
Visit our website to learn more about Halogen talent
management solutions for higher education »