Objective and transparent talent mechanisms, analysis and enhancement of competency gaps at team level, plus targeted self-development
Objective and transparent talent mechanisms, analysis and enhancement of competency gaps at team level plus targeted self-development
More rational organisation of work and assignment of targets.
Identification of training and development activities based on gap analysis; best fit - internal talent market and mobility, succession ladder building.
Employee competency assessment and qualification management; gap analysis comparing current and target positions.
Based on management granularity, competency models and job qualifications based on job sequences; competency models and job qualifications can be composed of both competency requirements and qualification requirements to satisfy clients with different management maturity levels.
The weighting of competency and experience can be adjusted according to the type of position. Experience-led qualification models can be used for positions for which a competency model has not yet been built.
aTalent supports the continuation of job-specific or job-sequence qualification models, depending on the management granularity of the company.
aTalent allows companies to import or configure their own competency models, with more than 18 categories and 400 competency terms available.
The sources of assessment are not only from self-assessment or manager assessment, but can also be interfaced with external assessment system.