Productivity and prejudice in talent management

Nucleus’s analysis of technology deployments in human capital management (HCM) finds not all productivity gains are created equal. A great degree of prejudice affects the quantity of the gain and its quality—factors such as the employee’s intent, the nature of it or lack thereof, and the type or caliber of the impediment whose removal made way for the gain. Quantity is financially measurable, quality isn’t usually, but both are interdependent in their effect on return on investment (ROI), and their interplay means technology for talent management is a boon to productivity.