TALENT MANAGEMENT
powered by
where data becomes intelligence
HR Suite
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
™
[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 t
hrough 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
summa-rised 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
interac-tive dashboards and reports.
Translate business strategy into
employee actions and behaviour
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.
[evoluXion - talent management] enables organisations to
‘capture’ their competencies within a standardised
compe-tency framework that supports business goals
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”
The competency framework caters for three or more groups. Best practise refers to these groups as core organisation competencies, contextual competencies and technical/professional competen-cies. 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 men-tioned objectives.
Competency Dictionary
User Profiles
Evaluate
, Integrate & Action
[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 spe-cific 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 email 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 indi-vidual 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.
1
Evaluate
Assessment Overview
Assessment Detail
Assessment Scores
Evaluate,
Integrate
& Action
From an overall talent management perspective, [evoluXion - talent management] enables organisa-tions 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 perfor-mance management scores, psychometric information, talent matrix as well as talent profile informa-tion 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.
2
Integrate
Evaluate, Integrate &
Action
3
Action
Career Development Tool
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 differ-ent job families. The career developmdiffer-ent tool is highly visual and compares the individual’s com-petencies against desired job roles across job families. Refer to screen print below to demon-strate 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 com-petency 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 informa-tion 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 develop-ment plan for future reference and discussion with HR and line management.
[evoluXion - talent management] furthermore enables employees to add specific develop-ment interventions to their personal developdevelop-ment plans. After completion of the training programmes, employees can rate the suitability of a training intervention in addressing a spe-cific 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
em-ployees to add specific development interventions to their
personal development plans
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Browse Development Interventions
Development Interventions Details
Analysis through Talent Intelligence
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:
[evoluXion - talent management] will provide interactive
dashboards and reports where users can slice and dice data
across different dimensions
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”
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.
