HR Suite TALENT MANAGEMENT. powered by. where data becomes intelligence

Transcription

1 HR Suite TALENT MANAGEMENT powered by where data becomes intelligence

2 Benefits Implementing [evoluxion - talent management] includes the following benefits: Enable HR and managers to see people and workforce trends, enabling informed workforce decisions, including: Right person in the right job and Retaining top talent Better professional development decisions Better hiring Create increased engagement with employees and enabling them to see development opportunities and career ladders; Reduce risks, investment costs and overall impact on the organisation (i.e. all systems and process will stay the same for now). HR Suite TALENT MANAGEMENT 2 Page

3 [evoluxion - talent management] [evoluxion - talent management] is aimed at organisations that are looking for an agile, integrated talent management solution to achieve their business strategy and goals. The product is based on best practise and over 10 years of Human Capital system development and consulting experience in demanding environments such as SABC, Steinhoff, Sun International, Nedbank, Anglo American, Department of Environmental Affairs and Standard Bank. As demonstrated in the diagram below [evoluxion - talent management] will take organisations through a structured, yet agile talent management process, enabling them to: Translate business strategy into employee actions and behaviour through the introduction of a structured competency and development intervention framework; Evaluate employees holistic competency set, draw the link to current and future job roles in the context of structured job families, as well as identifying development gaps; Integrate other relevant talent related information into a central database, including summarised scores, such as PM, Talent Matrix, as well as individual talent profile related information; Enable employees to take Action through identifying development interventions to address gaps and use the career development tool to explore opportunities of career growth across the organisation; and Analyse talent management information, individually and collectively, through using interactive dashboards and reports. 3 Page

4 Translate business strategy into employee actions and behaviour [evoluxion - talent management] enables organisations to capture their competencies within a standardised compe- tency framework that supports business goals In line with best practise where competencies are increasingly applied across varied human resource functions, including recruitment/selection, learning and development, career development and succession planning, a set of competencies forms the foundation of [evoluxion - talent management]. Properly designed, competencies translate the strategic vision and goals for an organisation into behaviours or actions employees must display for the organisation to be successful. [evoluxion - talent management] enables organisations to capture their competencies within a standardised competency framework that supports business goals. The link between competencies, job roles and development interventions are also created in the system. Different job families are furthermore created through the system. The competency framework caters for three or more groups. Best practise refers to these groups as core organisation competencies, contextual competencies and technical/professional competencies. The competencies in the groups are then classified in accordance to four or five levels, with each level demonstrating required behaviours. Where required a[s]g can provide input into the development of a competency dictionary (competency groups, levels and behaviours). The screenshots below provide a view of the functionality within the system to meet the above mentioned objectives. Home Page User Profiles 4 Page

5 Competency Dictionary User Profiles Manage Courses 5 Page

6 Evaluate, Integrate & Action 1 Evaluate [evoluxion - talent management] facilitates a holistic, 360 degree, competency evaluation process of all employees across the organisation through a user friendly web-based interface. Organisation specific assessments are configured with the option to include, self, line manager, peer and external stakeholder assessments, as well as moderation functionality. The assessment process is initiated by a system administrator through the creation of a user profile that is supported by configurable communication. The assessment module also includes process related monitoring functionality to enable a process owner to monitor and drive conclusion of the assessment process. Assessment results provide a complete view of an individual s competency profile, but also draw the link to the position that the individual currently fills. Where competency gaps are identified, suitable development interventions that can address the competency gaps are also displayed, giving an individual the option of selecting a series of suitable development interventions to form part of his/her personal development plan. The screens below provide a visual illustration of this functionality. Assessment Overview Assessment Detail Assessment Scores Assessment Proof Points 6 Page

7 Evaluate, Integrate & Action 2 Integrate From an overall talent management perspective, [evoluxion - talent management] enables organisations to bring other talent management related scores, criteria and talent profile related information into the system, without the need for creating complex technical interfaces. Examples include performance management scores, psychometric information, talent matrix as well as talent profile information such as deployability, risk of leaving etc. Talent criteria are specified and configured during the implementation process. After configuration the system produces a template which needs to be completed by the organisation and thereafter the completed template is uploaded to the system. Talent data can be changed as and when required and reloaded onto the system. Personal & Talent Profile Configure and integrate external talent indicators 7 Page

8 Evaluate, Integrate & Action 3 Action One of the most powerful functionalities of [evoluxion - talent management] is enabling employees to take charge of their own career development aspirations. This is achieved through using the career development tool to explore career development paths across different job families. The career development tool is highly visual and compares the individual s competencies against desired job roles across job families. Refer to screen print below to demonstrate this functionality. The green block in the screen below represent your current role and the match to the job profile against your assessed competency set. The grey blocks represent other possible job roles in the context of job families created during the set-up stage, whilst the arrows shows the match against each of the job roles and the individual s competency assessment. The career tool interface will allow employees navigate through the job families by panning and zooming. Employees will have the ability to select various job families and job grades. Additional information such as job role benchmarking and talent information such as required psychometric profile etc. would also be pulled in and displayed to guide employees in terms of their readiness for a position. The icons at each job role will provide you with more detailed information regarding the specific job role, create a shortcut to your consolidated talent profile and enable employees to save a specific career path to their personal development plan for future reference and discussion with HR and line management. Career Development Tool 8 Page

9 [evoluxion - talent management] furthermore enables employees to add specific development interventions to their personal development plans. After completion of the training programmes, employees can rate the suitability of a training intervention in addressing a specific development gap, whilst training facilitators can publish training results (competent or not competent) on the system, which automatically overrides the competency level of an employee. [evoluxion - talent management] furthermore enables employees to add specific development interventions to their personal development plans Browse Development Interventions Development Interventions Details Development Plan 9 Page

10 Analysis through Talent Intelligence [evoluxion - talent management] will provide interactive dashboards and reports where users can slice and dice data across different dimensions Based on a[s]g s extensive experience in the HR reporting space, [evoluxion - talent management] provides clients with a solution well positioned and best of breed talent intelligence (TI) module, both from a technology and content perspective. The TI module will be one of the key modules that will continuously be evolved over time, providing clients with real value and empowering informed deci- [evoluxion - talent management] will provide interactive dashboards and reports where users can slice and dice data across different dimensions. Including the following: Comparison of competencies of an individual or a specific business unit against a specific job profile. Comparing competencies of various individuals to each other or to a specific business unit average. Comparing job roles to each other and comparing various different reporting periods to each other to understand changes and potential impact of development interventions. From a succession planning perspective, determine succession bench strength through identifying individuals that match a number of criteria, such as organisational structure (country, business unit etc.), employment type, bands, years of service, gender, race, competency levels, other talent related information (PM score, talent matrix etc.). Find best matched candidates for specific job roles, specific competency sets and other talent related information or a combination of this. Critical roles with no identified successors. From a development perspective, the number of people that have a development guide set-up, the number of people who attended courses, the total attendees trained, total planned training hours VS the actual completed training hours and average cost per user. Progress Report providing the status of completion of the various assessments by various stakeholders. Competency skills gap analysis across all competency groups. Breakdown per business, age group etc. Moderation report, enabling a business unit manager to view detailed scores per competency of his/her employees, with the ability to apply moderated scores. Competency dictionary report view for reference purposes. A complete talent picture of each employee, business units and the organisation as a whole, including top performers flight risk, % development plans that successfully addressed performance gaps, top performers without career path, length of time between development intervention and improved performance. 10 Page

11 Competency Gap Analysis Manage Courses Progress Report Training Report 11 Page