Vast opportunities for improvement exist in all work roles, career circumstances and their inherent relationships.

Throughout organizations of all sizes and industries, incentives for such improvements are substantial. Rewards include increasing bottom-line profit, attracting the most capable talent, greater innovation, retaining the best workers, reducing workforce related risk, as well as ensuring competitive and strategic advantage. The need to optimize work performance and relations is critical. Equally, for any working person, seeking improvement is the essence of today's career management, role advancement, and gaining deep satisfaction from one's work.

Work Role Yields Management™ (WRYM™) encompasses the methods and tools applied by leaders, managers, workers, recruiters and candidates toward their work role improvement quest. By defining desirable yields, work role improvements are realized for both organization and worker/candidate. TalentSphere's easy-to-use, inexpensive solutions enable each constituent to attain greater yields as optimal work role relations are formed and sustained.

TalentSphere provides:

1. Powerful, easy-to-use tools and systems for WRYM application across all workplace circumstances. These facilitate greater effectiveness and efficiencies in:
   • Work role and relations design, information management, measurements, continuous improvement and administration
   • Precision talent recruitment (targeting, attraction, vetting and predictable performance and retention-based selection)
   • Work role performance improvements and risks reduction
   • Worker retention and candidate affinity
   • Management development
   • Manager-worker communications and feedback
   • Workforce development, succession and transitions
2. A universal, proprietary body of knowledge as a reliable foundation of WRYM inclusive of organizing principles, processes and management methods.
3. Full spectrum support in service to the WRYM needs across work relation lifecycles of all industries, professions, situations and careers, inclusive of:
   • Extensive support resources for each constituent and context, including complete web-based environments.
   • Consultation and analysis
   • Education and certification
   • Licensing programs
   • Enterprise systems, policies, procedures, policies and compliance integrations
   • Deployment, practice and intervention assistance
4. Strategic WRYM partnerships and affiliations for intermediaries and third parties.

TalentSphere’s strategic intent is to be the world’s thought leader and solutions provider in organizational and personal practice of Work Role Yields Management.

Each workforce outcome, positive or negative, rests upon causes and effects. Any intended workforce result or avoidance can be attained through effective management of the many dimensions of a workforce’s essential building blocks, ‘work roles’. By the introduction of accurate principles and correct tools, applying the right means will consistently produce the desired ‘yields’.

Ultimately no organization has enduring power or reliable control of its workforce reaching beyond the dimensions of work roles, since it inserts into the roles a unique census of workers, each possessing freewill and endless personal options. Conversely, a worker has only modest authority over their role’s design, by definition of ‘authority’, for the organization also possesses bountiful options as well as accountability, in the architecture and casting of its work roles.

All latent opportunities and lurking liabilities between workers and supervision have firm roots in determinable reasons and options, which inevitably lead to pleasing or frustrating, rewarding or costly consequences. Though this landscape can be certainly complex, it need not be mysterious, for it is understandable and navigable. Within the 'yields management' of work roles resides trustworthy paths for all workplace players to reach their preferred destinations such as productivity, innovation, fulfillment and cooperative affinity. In managing the respective yields of their roles, each party can confidently play their function within a fluid dance of tensioned purposes, using the levers of reciprocal performance for reciprocal gains.

• Comprehensive working knowledge of the causal complexities of workforce dynamics has historically been considered too daunting for mastery by mere mortals and laypersons, including leaders, managers, employees, recruiters, candidates and administrators. However, as such new competencies are fully distributed throughout a workforce, those communities will have unique powers and advantages in the global competitive arena of their endeavors. TalentSphere uses the "Cycle of Knowledge" as a simple and reliable foundation for all that it offers in education, tools and systems for the betterment of work relations.

• Workplace constituents and their organizations chronically express desire to continuously improve or reliably remedy their circumstances. For this to be achieved, the many underlying dynamics driving all workforce yields must be acknowledged and applied. Unfortunately, the players across the most advanced workforces still interact daily with rigid, strongly-held theories that are flawed, anemic and incongruous with their realities. In some cases, these points of view are toxic, even fatal, to good outcomes.
• Generally, organizational leaders, direct managers, HR professionals and recruiters still remain inadequately equipped to optimally design and best manage the yields of each work role to achieve maximum work role outcomes. Compensation and incentives are grossly mal-adapted while the potential abounds for reducing investments, resource allocations and prevailing risks.
• Equally, working persons are not generally outfitted to master the attainment of career security and work fulfillment through the leverage of their personal performance.

• All that happens for good or bad within any workforce percolates upward from how capable and well-measured management attention is given to each work role including constant nurturing of the person within the role. Therefore, one must embrace the integrated, complex and reciprocal qualities of relationship and performance. Unfortunately, all too often well-intended “top-down” programs and initiatives drive dangerous wedges between “performance” and “relations,” even though every one of us know these two must go hand and hand and in both directions for all human-related endeavors to be successful. Equally, we constantly observe the inevitable costly and painful consequences when attention is given to one at the expense of the other.

• Today’s progressive organizations are boldly constructing brave renewing approaches to improve their workforce yields, whether it be for increasing performance or reducing operational risks. At core, these approaches typically balance the distribution of new “knowledge” combined with new “application.” Inevitably these programs and initiatives will benefit from a stronger and more durable foundation for ensuring the success and increased returns from investments. Examples of such programs in need of a potent catalyst are: performance management, management development, talent affinity, talent polling, relationship management, recruiting, communications, “total compensation” and bargaining.

To discover and share the full organizing principles and methods that are so urgently needed, TalentSphere founded TalentSphere Academy and has matured the science of Relationship Performance™. This universal body of knowledge of work role principles, common language and methods is delivered in a variety of venues and media so that anyone can understand and apply the many forces and levers that comprise the mechanics of work roles. TalentSphere enthusiastically continues this research and shares its applied principles and methods with its communities of licensees. Relationship Performance makes the practice of Work Role Yields Management possible (just as every other important “yield” an organization or person may seek, such as production, engineering, therapy, accounting, marketing or gardening must rest upon a sound footing of knowledge to be dependable and sustainable).

Any science to be useful must be applied, and to do so there must be tools that are correctly constructed and configured to perfectly fit the minds and purpose of every workforce constituent. TalentSphere delivers its applied science or Relationship Performance combined with distributed, inexpensive tools to enable every constituent in a workforce to accurately diagnose, design and realize the yields they desire from work roles. Instead of empty pontification and podium hyperbole that cannot be easily applied or sustained against real-world situations, TalentSphere concentrates on putting an arsenal of dependable methods and useful instruments into the hands and minds of your workforce, if you are a manager or recruiter, or your career, if you are an employee, contractor or candidate.

• Just as one cannot possibly master complex numerical problems without the knowledge of mathematics and ideally a calculator or computer to facilitate their calculations, no one can be expected to respond to complex workforce matters composed of a myriad of qualitative challenges without principles and tools that are equal to those challenges.

TalentSphere understands the challenge of improving, stretching and changing minds. We also acknowledge the “problematic half-life” when there is reliance solely upon training, consulting or formulas and even with the best intent, deployed systems and processes. To ensure immediate yet sustainable results, TalentSphere avails practical instruction and tools that can be quickly and inexpensively deployed throughout any work force so every targeted participant can quickly diagnose, design and achieve their objectives as well as measure their progress. This solution suite is known as Yields™.

It is inevitable that in Work Role Yields Management the combined, collective and aggregate matters of the workplace community will require general systems to ensure the best possible communications, documentation, reporting and processes support. Often today’s ERP, HRIS, ERM, EIM and ATS systems are not designed to provide the functionality to support the full range of Work Role Yields Management information and communications demands. Therefore, to support organizations and their existing systems where they need it most, we built the most advanced solutions to serve organizations in typically their greatest areas of need: workforce recruiting and workforce innovation. TalentSphere systems have been digitally-crafted to compliment and augment existing systems, not to replace them in most cases. They can also be standalone. In each of our systems, we sought to fill the “big voids” and relieve the “acute pains” that are most needed by organizations and the people that interact with them, such as where employees with great ideas or serious concerns need to be heard and whenever candidates with valuable qualities and attributes need to be captured. In each case, we performed years of research and field experiments to well understand the problems from a 360° perspective. (Hence, one of many reasons for our name, TalentSphere!)

However, one does not have to investigate far nor deeply to quickly learn that problems are not generally based upon too little information today, but rather far too much. New technologies, service providers and participants form a fire hose of information aimed at decision makers and workers. A painful cacophony of content such as resumes, job listings, ideas, personal problems, job descriptions, performance reviews and so forth cause a swelling noise that overwhelms many and hides countless information nuggets of true need or value. We realized that if this could not be solved, most other systemic functions in both recruiting as well as innovation management would be only modest improvements if not futile.

A somewhat technical term conveys our objective, “stochastic resonance (SR).” SR is basically defined as the capability to discern that which is important within environments filled with distracting noise. You may know SR as a mother’s mysterious ability to hear the quiet whimper of her child over the combined sound of conversations, TV and air-conditioning. Another example is a songbird’s ability at a backyard feeder to distinguish the dangerously subtle motions of a creeping cat in the midst of a variety of other non-threatening sounds of wind-blown limbs, passing cars and all types of other birds approaching and leaving the feeder. At the center of all TalentSphere Workforce Systems is the dramatically valuable benefit of stochastic resonance, which makes possible and practical by our patent pending technologies such that everyone can precisely tune-in the information they want… and just as important, tune-out what they don’t.

Work Role Yields Management can be no better than the targeting, marketing and selection of talent that precedes work role activities. To paraphrase an old saying “you can only gain from a role that which the recruiter puts into it.” As stated earlier, RPSlates&Composers provides much of what recruiting needs for accurate talent targeting and marketing design as well as a design platform for what is needed for predictable selection, based on both role performance and retention. That’s a revolution! However, a further need is the right system and media of information, communications and documentation between the candidate and the recruiter or hiring manager regardless of where the candidate may be originating—job board, staffing services companies or general advertising. First impressions can be very important in both directions. The system should satisfy the SR (see previous section) needs of both parties creating a useful and valuable first impression. It should provide each with advanced weighting, tiering and vetting functionality. It should be a medium that builds the right first impressions and affinity for both parties. The system should transparently integrate with an organization’s existing ATS, ERP, ERM as well as other systems and service providers. It should flow well into on-boarding processes and “talent branding” programs. The right systemic medium should provide for use internal and external to the enterprise so that there is at last a consistent and egalitarian source for talent from both within and outside the walls of the community. A sound system will allow for tailored partitions as well as the ability to network between those partitions. Doing all of these things superbly is what Talent Harvester was originally designed. Now after years of evolution in companies like Administaff, Manpower, Bank of America and Duke Energy, it's ready for your toughest challenges and most attractive opportunities.

Work Role Yields Management is not just getting the job function done in the best manner, it is also continually capturing the best ideas, opinions and concerns from each worker. There is almost nothing that compares to the substantial rewards an organization can continually enjoy from its worker’s creativity, problem solving and expression of ideas. The investment is virtually nothing. In fact, as Alan Robinson and Dean Schroeder entitled their recent book on the subject, Ideas Are Free! and the rewards are limitless in the scope and scale of financial and competitive importance. A well-designed system also brings to your attention the grievances, complaints and whistle-blowing that you need to hear and your business viability may depend upon. Most organizational suggestion and complaint systems have a variety of fundamental needs for improvement. Our comprehensive system to support organizational needs in this domain is named Innovation Harvester. We invite you to learn more about it.