Talent Identification

To determine who are the talents and employees with a key position in the company, you can run some processes that will generate data to support this decision. They are:

Assessment by competencies (Performance Management)

The assessment by competences is the assessment model that allows listing the knowledge, skills and attitudes necessary for the occupation of a given position.

It also identifies whether the behavioral and technical profile of an organization's employees is in line with the profile required by existing positions.

Assessment of results (Performance Management)

The results assessment is the assessment model based on the comparison between the expected and achieved results, using the defined performance indicators as a parameter.

Potential assessment (Career and Succession)

The potential assessment is the assessment model that aims to identify the professional's strengths, areas for improvement and career expectations.

Management Matrix (Performance Management)

The Management Matrix (Nine Box) it is the tool used to review and make decisions about the organization's talent.

The analysis of the results and calibration of this matrix provide a perspective of the relationship between the results of individuals and the skills acquired.

Key Positions (Career and Succession)

Key positions are the company positions that have a direct impact on the company's financial results and on the delivery of organizational strategies. The performance of people in these positions directly reflects on business results.

Define IDPs (Performance Management)

When it is determined that a person is a potential successor, it is possible to define a Individual Development Plan (IDP) for them.

In the IDP, objectives are registered to work on improving the skills and abilities necessary for that person to assume the new position.

Talent pools are made up of the organization's employees, identified as talents due to their performance, who classify them as key positions and/or potential successors.

Although the groups are created by HR, the manager can insert and exclude the subordinates he considers to be talents in his team.

To create or manage talent pools, access the following menus:

• HR — Career and Succession > Organization's talent pool
• Manager — Career and Succession > Team Talent Pool

It is also possible to access the talent pools through the menu Performance management > Team performance > Assessment by competencies > buttons Actions > Include in the talent pool.

The person in charge indicated in the group's registration is suggested on the screen for generating potential assessments as an assessment, and can be changed according to what was defined by the organization.