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Understand workforce potential and recruit from withinStrategic Talent Management
Implement a practical, effective succession planning process that delivers real results right away
Align succession planning efforts with your corporate mission, vision and values
Ensure short- and long-term organizational success by having a pool of internal candidates ready to fill open positions
Easily capture succession information during the performance appraisal process
Accelerate the first phase of a succession plan to retain key talent
Talent pool-based succession planning the way it was intended to beSaba TalentSpace Succession™ succeeds where other succession planning software fails. With Saba TalentSpace Succession, you get best-practice talent pool-based succession planning that ensures every section, department and division in your organization has a large pool of employees ready to step into new roles. And that doesn’t mean just executive leadership positions.
Now you can expertly cultivate talent from within your organization, through targeted individual, organizational and leadership development programs that align with your strategic plan. And that means deeper bench strength, higher employee engagement and lower turnover.
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“ Because of the integration between TalentSpace Performance™ and TalentSpace Succession, if we’re looking to fill a certain position, we can do a search to identify who in our organization has the skills and abilities to make the jump into that role. We can also see who is at risk of leaving and who is ready for promotion.
We believe in promoting from within whenever possible. We use TalentSpace Performance and TalentSpace Succession to align competencies to organizational objectives, values and requirements. This integrated approach has enabled us to create a highly defined talent management process, in which talent pools play a critical role.
With these talent pools we’ve created groups of high-performing, high-potential employees who are being developed to assume greater responsibility in a particular area.
NAOMI GOODWIN, HR ADVISOR, UNITED COFFEE UK
Robust features that naturally drive talent management best practicesDevelop deep and broad talent pipelines in all key areas – not just leadership roles. Understand the skills and competencies required to support your organization’s strategic plan, and closely align succession planning efforts with your corporate mission, vision and values.
Collect key data for succession planning directly from employee appraisals
Gather the succession planning data you
need during your next performance appraisal
process or by running a separate mini process.
This saves everyone time by collecting
succession planning data while managers
are already thinking about their employees’
performance and career development. Ask
managers and/or employees to predict
potential, timing for promotion, and risk of
leaving; discuss career aspirations; and make
recommendations for talent pool membership.
3
Determine critical competencies and create talent pools
Group the diverse skills and competencies required in your
organization into skill profiles for talent pools with common
requirements. Then, easily define target ratings and weighting
factors to create a competency model for each talent pool.
Identify high-potential employees
Plot employee performance and potential by using a nine-box grid
that provides a simple, graphical view of high-potential employees.
Review your entire workforce or a particular group to identify the
best candidates for development or to find strong candidates
for an immediate succession requirement. Drill down to see the
employee’s Talent Profile that summarizes key talent indicators and
competency gaps in a single view.
Create development plans to prepare employees for succession opportunities
Assign high-potential employees to appropriate talent pools. Create
tailored succession and leadership development programs to help
employees achieve proficiency in all the required competencies. Close
skill gaps and prepare your high potentials for succession opportunities.
Then, conduct regular talent assessments to evaluate all employees in a
talent pool against the competency model.
Get a bird’s eye view of your bench strength
Using Talent View, your succession managers can quickly identify
strengths and weaknesses in talent pools across the organization.
Succession managers can also create job-specific talent pools for
position-specific succession plans. The succession view in Talent View
provides a holistic look at your bench strength, including the top four
candidates in a job-specific talent pool. You can also get an organization-
wide view of employees who are a retention risk, so that you can take
immediate action if there’s a weak succession plan in a key area.
Recruit from within
Easily identify potential successors from within your talent pools, compare
their Talent Profiles and promote from within to keep valuable core
knowledge and skills in-house and support employee career progression.
Every company says they want to engage, motivate and inspire their people. As we see it, the problem is not that they can’t – it’s that they don’t have the environment that really enables their top talent to thrive. Saba creates that environment, with talent development solutions that put people and teams in the driver’s seat of their own experience, while staying aligned to your business goals. And delivering deep performance insights that connect people to business success, like no one else can. Saba. The Talent Development Company.
© 2019 Saba Software Inc. All rights reserved. Saba, the Saba logo, and the marks relating to Saba products and services referenced herein are either trademarks or registered trademarks of Saba Software, Inc. or its affiliates. All other trademarks are the property of their respective owners.
(+1) 877.SABA.101 | www.saba.com 2/19
Your success starts here!
24/7 customer support
Collaborative online customer community
Value-added strategic services
Regular user group meetings
Standard or customized implementation services
Dedicated customer success rep
Workforce Planning Learning EngagementPerformance Recruiting
The Saba Experience:
”“ Saba has given us the platform for managing our talent, particularly in the area of
succession planning, whereby we can go through in a structured way to identify where the future gaps are, and where the potential talent is.
HAMISH JOHNSTONE, CHIEF HUMAN RESOURCES OFFICER, HELLABY HOLDINGS
Talent profiles
Get the complete picture with an
integrated, flexible, self-service
employee profile that can be
used for sharing, searching and
identifying internal talent.
Activity tracker
Employees can stay on top of
all related activities with a real-
time status update of feedback,
approvals, notifications and more,
in one central tracking panel.
Analyze and report
Monitor talent pool results
with easy-to-use reports and
mitigate risk by identifying
potential retention problems
and take action.
Everyone in the organization wins
HR pros
• Get a practical, effective
succession planning process
that delivers real results –
right away
• Capture succession
information during the
performance appraisal
process
• Accelerate the first phase
of a succession plan to
retain key talent
C-Level executives
• Generate larger pools
of promotable employees
for all areas (not just
leadership!)
• Ensure short-term and
long-term organizational
success
• Align succession planning
efforts with corporate
mission, vision and values
Managers and employees
• High performers are
assigned to talent pools
and groomed for career
progression
• Managers benefit from
having a pool of internal
candidates who are ready
to fill open positions
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