Talent 180

Talent 180® is ideally suited for small companies, or autonomous business units who are in the early stages of introducing competency-based performance management.

Based on your competence framework, or an adaptation of one of the competence frameworks that we can provide, Talent 180® provides an analysis of competence by role and level establishing the necessary insight for the implementation of Talent Management processes.

Modelled around the familiar concept of a periodic performance review and appraisal meeting, Talent 180® is easily understood and readily adopted by senior managers and line managers that may not be familiar with competence frameworks. It makes it quick and easy for them to conduct an objective review of competence against easily observed, job-relevant, behavioural indicators. The individual and their manager(s) complete custom role, grade, location or team based questionnaires and an interim report is generated for use at the appraisal meeting. The report draws attention to agreed strengths and weaknesses, includes any free text comments from the assessments and also, importantly, highlights difference of opinions. This stimulates the often avoided ‘difficult’ conversations, directing it towards observable behaviours and not personally at the employee.

Once this face to face review has taken place, Talent 180®, has the facility to allow the entry of an agreed moderated set of ratings and for a report to be generated that forms a part of the appraisal documentation. These reports readily identify areas of strength and weakness, helping them focus on developing the competencies that will drive performance against their strategic goals. This also generates benchmark data for that group.

At the end of a review cycle for a specific group, Talent 180® provides access to a Comparison Reporting Engine featuring weightings and benchmark data sets, supporting the concept of a ‘Review Panel’ to make progression and selection decisions.

Main benefits

• Wider business implementation

• Alignment of learning and development investment with major improvement opportunities

• Determine future potential skills gaps exposed by key strategic programmes

• Reduce administration workload and waste associated with paper-based systems

Talent 180® is available as either web-based software to be installed by your IT department or hosted by Head Light Communications.

Talent 180® summary of features

• A robust competence framework, pre-populated with customisable template definitions of common major roles, departments and competence definitions at multiple levels, each with their own sets of customisable behavioural indicators.

• Ability to integrate Talent 180® with an existing HR database to avoid unnecessary duplication and data entry, with Microsoft's Active Directory and with Talent 360® and Talent Navigator™ to make a complete assessment and development planning suite.

• Easy to use questionnaire writing and management tools including version control.

• Highly customisable look and feel of screens and reports. This includes introduction text, imagery, colours, the naming of review groups, and identifiers such as Staff Id/Payroll No/Warrant No. and all emails and acknowledgements.

• Supplied with customisable best-practice guidelines for conducting competence reviews.

• Automatically generates an electronic report of an individual’s areas of strength and identifies weaknesses on which to focus development plans and a printed copy for use in a performance appraisal meeting also suitable for formal record keeping.

• Automatically creates benchmark data sets by role, grade, team, job family or other denominator that can be used for development planning purposes.

• A comparison engine for HR managers to set performance thresholds by role, competence, job grade and level, to create benchmarks and to use these to report staff strengths and development needs against these standards.

Following this competence review cycle, Talent 180® will help you identify and report candidates for high potential development programmes and skills gaps against key roles and strategic initiatives. By doing so, it will also help you align your investments in learning and development on the areas of greatest strategic importance.