Manage Talent Factors

Provides step-by-step instructions for Human Resources Administrators and Managers on how to manage talent factors.

Manage Talent Factors

View and Change Talent Factors

View, rate, and evaluate key elements of an individual's talent, including performance, organizational importance, and predictive analytics on the Talent Factors page.

The information that appears in the Performance section includes the employee's last performance review rating, current performance level, and notes. The information available in the Advancement section of Organizational Importance, includes current potential, promotability, talent pool, and notes. The information available in the Criticality section of Organizational Importance, includes critical individual and notes. The information available in the Retention Risk section of Organizational Importance, includes risk level, impact, risk period, and notes. When enabled, the information in the Predictive Analytics section includes retention score, high performer indicator or high performer probability, and engagement measure.

Managers or administrators with access to the Talent Factors page can also print the details of the employee's talent information.

Note This page can be partially configured using Platform Configuration. Your system administrator can customize the bottom portion of the page to meet your organization’s needs. When configurations are applied to this page, your tasks may not match the default tasks included with this information.

Navigation:Menu > My Team or Admin > My Employees > select employee > Career & Education > Talent Factors

  1. At the employee Career & Education menu, select the Talent Factors tab. The Talent Factors page appears.
  2. From the Talent Factors page, select Edit.
    Talent Factors page
  3. Review the employee's last performance review rating, if applicable.
  4. Select a current performance level for the employee.
  5. Enter notes about the employee's current performance level, if applicable.
  6. Identify the employee's current advancement potential.
  7. Select the employee's promotability by selecting the advancement levels in which the employee may qualify.
  8. Identify the talent pool in which the employee is associated.
  9. Enter notes about the employee's advancement, if applicable.
  10. Check the Critical Individual box, if the employee is critical to the organization.
  11. Enter notes about the employee's criticality, if applicable.
  12. Identify the employee's risk level.
  13. Select the organization's impact if the employee is not retained.
  14. Enter the amount of time it would take to replace the employee in the Risk Period field.
  15. Enter notes about employee's retention risk, if applicable.
  16. Review the employee's Retention Score, if applicable. The retention score represents the likelihood of the employee staying at your company in the next 12 months.
  17. Review the employee's High Performer indicator, if applicable. The indicator identifies your company’s highest performers based on having consistent high raises that are in the top 25% for the company.
  18. Review the employee's High Performer Probability score, if applicable. The score represents the probability the employee will become a high performer in the future.
  19. Review the employee's Engagement Measure. The measure quantifies individual employee engagement relative to other employees in the company.
  20. Select Save. The Talent Factors page appears with the new information.

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