Among the new and important additional features of the suite, the Talent and Succession module stands out for the valorization of talents within the organization
Talentia Software, a leading developer of human and financial resources management solutions for medium and large businesses, announced the release of Talentia HCM 12.3, enriched with new features among which the new module stands out Talent and Succession, which is part of the suite of tools for human resources and talent management.
Thanks to this module it will be possible to manage resource pools for various use cases. To guarantee the success of the business and find the most suitable people to fill a key position, to build the best team capable of tackling a special project or to retain and promote top performers, identified through performance and potential assessments.
The focus of the module is talent, career and individual development. Talent and Succession is, in fact, a digital support for HR and managers that provides a synthesis between the objectives and strategies that the company wants to pursue and the aspirations of the collaborators, respecting the actual aptitudes, and allows aligning people with the company objectives and planning the correct individual development actions to achieve them.
Among the various functions of Talent and Succession is the possibility of identifying key positions in the company and clearly and transparently defining the career path of the identified figures - by aptitude and by greater proximity for a given position - to succession, planning a development plan and activities to be carried out to converge in that position within the set period of time.
Talent and Succession also allows you to identify a pool of people with respect to whom and for certain reasons to plan targeted initiatives, be they retention, development or motivational. This type of analysis is supported by the 9-box matrix which analyzes individual performance against potential, allowing staff to be classified to identify possible anomalies in performance. A practical example is represented by figures who currently have low performance, but who are recognized as having very high potential, indicating placement in an unsuitable position as a possible cause. The module then provides recommendations to correct the risk situation by planning targeted initiatives to be carried out to eliminate the criticality.
Talent and Succession integrates seamlessly with other modules in the HCM suite, such as Learning & Development, Performance or Pay Review. This synergy is the differentiating element of the Talentia proposal compared to vertical solutions that cannot be natively integrated with other solutions on the same platform. For HR it is an agile and efficient tool to have an overall vision that allows you to make the most of your human resources.
"Talent and Succession represents an opportunity for HR and management to be able to extract the best performance from staff, as it provides useful information to understand their aptitudes and potential to identify the most suitable position for the individual's inclinations. It is at the same time an opportunity for the staff themselves because it shows a growth path within the company, acting as a motivational lever - he says Fabio Cardilli, HCM Product Manager at Talentia Software. – A lever which in the post-pandemic period has taken on even greater importance than the salary one, no longer sufficient to stem the turnover phenomena that have occurred in the last two years".
"The pandemic has generated a strong push in the digitalisation of HR processes. For Human Resources managers, having tools available that support them and help them follow the career path of their resources and plan certain actions on people is essential to maintain the involvement of collaborators even at times when they are not physically in the company - he explains Marco Bossi, Group HCM Business Unit Leader and Managing Director Italy di Talentia Software. – An approach of this type shows employees how sensitive the company is to the issue of their expectations. HR cannot ignore these needs and must be able to make the most of its resources."
