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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 and calibrate talent using advanced visualization to assess factors such as potential, risk and impact of loss, and performance.
Strategically place employees into talent pools and succession slates based on ranking and assessment data.
Automate development needs identification of talent pool members.
Analyze individual and workforce strengths and weaknesses to determine bench strength and succession slates.