Roles in Talent Management

Employees, managers, and talent management specialists are involved in the Talent Management processes.

For more information, see Roles in Talent Management.

Talent Profile

The talent profile provides employees, managers, and talent management specialists with services for entering all information relevant for Talent Management about an employee. The employee enters some of the data (for example, work experience or mobility) his or herself. The manager and/or talent management specialist adds further information (for example, an assessment of the performance or potential of the employee in question).

The talent profile thus groups the information that you need for critical processes (such as conducting talent review meetings) in one location. You no longer need to manually merge and consolidate the talent data from different sources of information.

For more information, see Talent Profile.

Talent Group

The talent management specialist can use this function to assign employees to talent groups and thereby structure the pool of talents in your enterprise in larger logical units. For example, you can use talent groups to group talents based on their suitability, or to map their assignment to a program.

For more information, see Talent Group.

Talent Review Meeting

The talent management specialist can use this function to prepare and conduct talent review meetings. For example, during the preparation phase, the talent management specialist can specify the participants for the talent review meeting, compose an agenda, and create a handout that contains information about all talents to be discussed.

During the talent review meeting, participants can see the talent data for all nominated talents and use this data to discuss and compare the talents, and, for example, calibrate the talents in a grid. Instead of discussions based on static presentations or fixed information on paper, the participants always have an up-to-date view of the talent information. The minute taker can store changes and agreements that are instantly visible to everyone.

For more information, see Talent Review Meeting.

Side-By-Side Comparison

A talent management specialist or manager can use this function to compare the talent profiles of two or more employees. The side-by-side comparison is available during the talent review meeting. For example, managers can use the side-by-side comparison to decide which employees they want to nominate for which talent group.

For more information, see Side-By-Side Comparison.

Succession Planning

The talent management specialist can use this function to ensure that the important positions in your enterprise are identified and if these positions are to become vacant that they can be filled quickly and adequately. For example, he or she can indicate positions as relevant for Succession Planning and assign suitable employees as possible successors. He or she can specify a ranking sequence for the assigned successors and their readiness.

For more information, see Succession Planning.

Talent Development

You can use this function to set up longer-term development plans for your talents and monitor their progress. For example, these development plans can be a result of follow-up from a talent review meeting, or the identification of an employee as a successor for a key position.

For more information, see Talent Development.

Job Architecture and Organizational Basics

This function enables the talent management specialist to group and then jointly edit jobs and positions using flexible criteria and views. The job architecture that previously comprised jobs and positions is enhanced by functional areas and job families. For example, the talent management specialist can assign qualifications to the functional areas, job families, jobs, and positions. The qualifications are passed on to the entire substructure.

For more information, see Organizational Basics of Talent Management.