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Best-In-Class organizations are 50% more likely to have a process in place to identify high potential talent.* Better understand your talent’s strengths and weaknesses through insight-driven, collaborative, and interactive online discussions. Use advanced visualization to assess factors such as potential, risk, impact of loss, and performance. Place employees into talent pools and succession slates.
*Aberdeen Group: Six Ways to Fail at Your Succession Planning, 2015
Assess talent capabilities through insight-driven, collaborative, and interactive online discussion.
Evaluate/calibrate talent using advanced visualization to assess factors such as potential, risk/ impact of loss, and performance.
Based on corporate approved workforce plans identifying short and long term talent needs (e.g. retirements, market expansions or high turnover ratios) create talent pools (e.g. to track emerging leaders or budding artificial intelligence experts) or succession plans to track potential gap/fit candidates.
Strategically place employees into talent pools and succession slates based on ranking/ assessment data , engagement indicators, and reputation metrics.
Discover recommended development needs of talent pool members and automated learning paths to address skill gaps. Track progress of implemented talent development plans.
Analyze succession plans for individuals and the organization to track bench strength and succession slate readiness.
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