SkillStation logo Talent Management Software

Identify, develop and retain your talent. Make people your most important asset.

360 degree feedback screen grab

Objective and evidence-based identification of talent

  • Enhance your talent processes with tangible and systematic criteria
  • Design your competencies with talent management in mind
  • Benchmark by skill, role, department and organisation
  • Powerful reports to identify the best of the best
  • Define what great looks like

Performance management appraisals & personal reviews

Don’t just tick the box - deliver effective appraisals every time.

  • Create your own ‘fit for purpose’ appraisal templates
  • Use 360° feedback where appropriate
  • Report on, and take action on appraisal outcomes
  • Automatic reminders and email notifications ahead of due dates
  • An engaging and motivational process
Person training record showing competence against skills

Evidence-based development and progression

Underpin your appraisal process with substantive data, and encourage positive change

  • Perfect complement to your existing competency framework
  • Base actions on non-competence, or a requirement for knowledge and understanding
  • Link appraisals to actual skills and competence
  • Works perfectly with hard skills, soft skills, and/or behaviours and values

Career planning at individual and organisational-level

Find talent
Quickly identify the most competent and talented people by role or skill.
Strategic Workforce Planning
Test scenarios for existing and new roles, including restructures.
Single Point Failures
Identify trainers and subject matter experts to support knowledge transfer.
Radar chart reporting showing competency gaps against a job role

Talent Management

Being able to objectively recruit, select, appoint and retain talent is crucial for organisations, regardless of size, sector or location.

The best way to differentiate from your competitors is to be the best, and stay ahead. Engaging your people is the most effective way to achieve this. Remember - people are your most important asset.

Ensuring Effective Talent Management

Effective talent management ensures you are able to attract, reward and retain your most capable people, whilst developing others to the same level where required. A successful talent management process will empower your organisation to:

  • Accurately identify talent
  • Play to your strengths
  • Address weaknesses
  • Optimise your teams
  • Promote the best people
  • Proactively succession plan
  • Reward fairly
  • Develop talent strategies

Key Factors for Successful Talent Management

Managing your talent pool effectively requires additional information, to determine and differentiate your workforce. This is based on the following factors:

  • Knowledge
  • Skills
  • Values
  • Experience
  • Responsibility
  • Expertise
  • Attitude & Behaviours
  • Performance (contribution)

Talent Management and the Competency Framework

Developing or enhancing a fit-for-purpose (and robust) competency framework, will allow you to assess and determine positions and values within your talent pool.

Your competency framework should aim to cover the attributes illustrated in the diagram below. The process should also be evidence-based, and objective, to ensure a fair and consistent approach. For example, defining levels of proficiency to assess your workforce against.

Read more information about Competency Management.

The Talent Management Process

  1. Develop and implement a fit-for-purpose, and robust competency framework.
  2. Define levels (standards) of proficiency for each skill, task, or competency. Make sure there is no ambiguity, as this ensures a fair and consistent approach.
  3. Allocate the competencies to the roles/functions across the organisation.
  4. Assess and record the competence of all people, based their role and allocation of competencies. Always make this an evidence-based process.
  5. Create and deploy and effective performance management system and process. Again, make sure this is evidence-based. If possible, we encourage the development of appraisal templates/formats, suitable for different roles.
  6. Carry out effective performance reviews/appraisals regularly.
  7. Encourage and engage your workforce to take ownership of their personal development, aligned to the organisational goals and objectives.
  8. Use the information collated to run reports, in order to establish capability and performance of your talent pool. You can then position and identify strengths, risks, and opportunities.
  9. Develop strategies to recognise, reward, retain and further develop your talent pool.
  10. Review, repeat and continuously improve the process.

Don't just take our word for it; we're waiting to hear from you.