julie.maja.nielsen@hr-manager.net

Optional modules for Talent Manager

Survey

It is possible to send/create surveys for a few chosen or all employees.

A survey is not only an online tool which offers you the opportunity of asking questions it is also a great way of receiving insight in your employees’ thoughts, feelings and most importantly – what they want to do.

This can be used in regards to employee satisfaction, employee engagement and much more.
· A survey can be created as named or anonymous

· The survey can be created with a termination date, which means filling out the survey won’t be possible after the given date

· The administrator can see how many surveys has been sent out, number of participants and how many responds has been received

· The surveys can be shown on the dashboard, which allows the user to download a report, showing percentages for the answers

Optional modules for Talent Manager

Appraisal interview and development plan

The competency schemes is tailored, so all customers can receive maximum yield from the module. Both employees and leaders have the opportunity This module will allow you to create your own schedules for employee conversations, with analytical as well as open questions, between the employee and leader.

The appraisal process can be followed per department directly from the dashboard.

The module is integrated to Outlook, which means that the leaders can mass invite their employees for appraisal interviews and the calendar agreements will me made automatically. Leaders or employees can also create development plans with approval functions.

This gives leaders a better overview and allows them to focus on the development of the individual employee, instead of spending their time on administration.

Optional modules for Talent Manager

Competency management

The competency schemes is tailored, so all customers can receive maximum yield from the module. Both employees and leaders have the opportunity to rank on a scale, which typically results in a better dialogue about competencies and development.

The competency set can be defined by the user of the system and may vary from department to department. The competency goals can be divided in corporate and job specific competencies. By searching on the competencies, it becomes simple and easy to find lacking competencies and develop on these.

It is also possible to create a GAP analysis for the different competencies and competency goals.

Optional modules for Talent Manager

Courses and certificates

This module will give you an overview of the employee’s courses and certificates, including their period of validity. The system will allow the user to access the different courses and certificates – this can be done directly from the dashboard.

The leaders can also administrate course budgets per department. The employees can also apply for courses, which will be sent to digital approval from the leader.

The certificates are tailored to the company’s needs and will contain notifications by the end of the certificate, so the leaders’ search for them in the system is very user friendly.

Optional modules for Talent Manager

Succession planning and talent matrix

This module will allow you to have a user friendly way of seeing all talents the corporation possesses. This can be used across the entire corporation, but also per department. This means the corporations can create targeted development on talents and follow the future potential, that the employees possess. The internal recruitment can therefore be optimized for maintaining the employees.

Furthermore, the individual employees can be identified by a talent matrix, which they can define themselves. This can be done on performance or behavior. This means the individual employees can be shown in regards to different development areas.

Optional modules for Talent Manager

Internal and external resumes

This module offers the option of creating your own resume template, that can be updated regularly, which ensures a visual identical presentation of internal resumes.
The employees also have the opportunity to change their resumes, so the administration can save time on these processes.

When companies do tender procedures, in e.g. the construction or consultant businesses, it is very important to highlight the strong candidates within one’s firm. Their different resumes and visual expression must be of high quality, to ensure a higher change of winning the tender procedures.