Empower Julie to realize her career aspirations.
Empower Julie to realize her career aspirations.
Julie loves her role in the company’s finance department but after six years, is ready for some new career options. If she remains in her department, she will have to wait for the right role to open up for her to advance. But she’s grown weary of waiting for a vertical move in her department and is considering a lateral move to another group within her company. Other departments have had open positions in the past but she didn’t know if she had the skills, knowledge or experience to qualify. She usually becomes aware of a new position elsewhere in the company long after it’s been posted.
Julie wants to move forward in her company and would like to chart a new career path but doesn’t know where to start. She has asked for help from the HR department but they have no standardized job competencies or performance development plans in place nor can they identify gaps in Julie’s skill set to help her make that next career move.
Julie feels trapped on this career island with no development plan and no place to go. She would certainly consider a lateral move within the organization if the opportunity was there. How many others like Julie will soon look elsewhere to find career growth and mobility?
TalentGuard’s Career Path can help dedicated employees like Julie find the career development opportunities they desire. Career Path can help her:
We invite you to learn more about our Career Path solution so that employees like Julie feel like they have a future with your company!
Engage Sam with an unbiased appraisal of his performance.
Sam had high expectations when he joined the organization as a software developer. Though he had a couple of positive performance appraisals with his manager, the annual performance review process was frustrating. While Sam received his once a year performance evaluation, the project work of his development team was being reviewed monthly. Why weren’t his reviews given more frequently – like his team’s – so that he could manage how well he was performing in his role?
There is no formal structure for Sam’s performance reviews. The processes were manual and paper-based and no consistency existed between departments as to how performance appraisals were conducted. Moreover, there were no objectives linking Sam and his department to overall organizational performance.
While Sam enjoyed his job and team, his frustrations grew about how he was being managed, how his performance was being tracked and how he was going to meet his career objectives.
Sam was looking for more insight into how he was performing and whether he was on track in meeting company goals. All he needed was consistent feedback on a regular basis. Sam’s manager might have prevented him from heading elsewhere if the right performance management solution had been in place.
TalentGuard’s Performance Management is just that solution and could have helped Sam, and his organization, by:
Learn more about how you can better manage – and keep – your talent engaged with improved Performance Management from TalentGuard.
Identify and groom the right talent for Peter’s role.
Peter’s company had several viable candidates to take over his role as CEO. The committee who had been tasked with finding his successor had spent months sorting through the candidates. But Peter has some doubts as to whether the right successor had been identified. Did his team overestimate some employee’s potential, while underestimating others? He wondered whether the management succession process was thorough enough to find the company’s next generation of leadership. How did they determine the best employees to be targeted for vacant management roles? Did the company even have a formal succession plan to work from? Was leadership development a part of that plan?
Despite the importance of a well-defined strategy to succession planning, many companies simply don’t have an objective and effective process for identifying and grooming the leaders of the future. Candidates are often given preference based on favoritism, over-identification of skills by the management team or tenure within the organization. These criteria are based more on subjective evaluations and less on a systematic approach that helps identify the right talent and develop them for the future. The result of misidentification impacts corporate performance, career development and retention.
Organizations also need a leadership development program that helps identify top talent early on. As high potential employees are discovered, companies must groom these new leaders through the utilization of development activities such as courses and workshops, best practice programs, mentoring relationships and cross-functional roles that fall outside the employee’s existing background.
TalentGuard’s Succession Management software enables organizations like Peter’s to identify and develop the right leadership talent in the right roles at the right time. Our succession planning solution can help serve employee needs for career growth through targeted development. It ensures that your company can provide opportunities for top talent to develop skills and experiences required for future roles:
We invite you to learn more about our succession management software solution!
Enable Olivia to gain new perspectives on her role in the company.
Olivia loves her operations role in the company and has consistently received positive appraisals from her manager in her two years on the job. But she feels as if her performance reviews are limited in the amount and type of feedback she receives. And while she’s happy to be a valued employee, she would like to better understand her strengths and weaknesses, how she interacts with her colleagues and how she can improve professionally, as well as further her career development. Though her manager is thorough in following the company guidelines for performance reviews, his perspective on her role is subjective and limited in scope. Without objective feedback and a more accurate picture of how she truly performs, Olivia will miss opportunities for career growth and being able to make a greater contribution to the organization.
With this data in hand, managers are far more prepared to understand an employee’s organizational fit and can guide them accordingly. Coaching based on objective data provides a way for employers to encourage their employees to receive constructive feedback sooner in order to prevent small problems from becoming big ones. It’s also a way to help employees achieve their career goals while adding significant value to the company.
Giving Olivia the information required to improve her performance requires a comprehensive, objective look at her competencies, hidden skills and perceived gaps. The best way to gather that type of data is from a variety of sources that know and work with Olivia on a daily basis – subordinates, peers and supervisors – as well as others outside the company such as customers and vendors. This will give Olivia’s manager new insights into all aspects of her performance on the job.
TalentGuard’s 360 Degree Feedback solution will give employees, like Olivia, a thorough view of their development. 360 Degree Feedback can:
We invite you to learn more about our 360 Degree Feedback software solution!
Give Jay a development plan that meets his career goals.
Jay is an employee who has been successful in his role as a marketing manager. But after three years on the job, he wants to take on more responsibilities and add new competencies to his skill set. The problem is, Jay doesn’t have a clear picture of where to improve his skills or whether he can be proactive in managing his career development. Unfortunately, Jay’s company has no formal process in place for the professional development of its employees.
Despite the importance of a well-defined strategy to succession planning, many companies simply don’t have an objective, effective process for identifying and grooming the leaders of the future. Candidates are often given preference based on favoritism, over-identification of skills by the management team or tenure within the organization. These criteria are based more on subjective evaluations and less on a systematic approach that helps identify the right talent and develop them for the future. The result of misidentification impacts corporate performance, career development and retention.
Organizations also need a leadership development program that helps identify top talent early on. As top potential employees are discovered, companies must groom these new leaders through development activities such as courses and workshops, best practice programs, mentoring relationships and cross-functional roles that fall outside the employee’s existing background.
TalentGuard’s Development Planning solution can help dedicated employees, like Jay, find the career development opportunities they desire. Development Planning can:
We invite you to learn more about our Development Planning software solution!
Help Angela know her team’s requirements instantly.
As a hospital administrator, Angela must ensure that doctors, nurses and staff are up-to-date and compliant with their education and certification requirements. The process is currently managed with an administrative assistant using a spreadsheet and alerting employees when a due date is approaching. Though no program deadlines have been missed so far, the process is slow, highly manual and chaotic when trying to gather the appropriate records. Angela needs a better way to ensure that the certification tracking process is streamlined, thorough and provides automated updates for tracking an employee’s progress.
Because handling certification requirements is so labor-intensive, automating the process makes it much easier for organizations to track all activities. If Angela’s company would automate their processes, she could save a significant amount of time and administrative resources by doing away with tedious manual processes and allowing managers and employees to focus on their job responsibilities. Automation not only provides improvements to the accuracy and reliability of your records but also provides central access.
For companies like Angela’s, training and certification requirements can be complex to track in a timely fashion, especially when dealing with piles of paperwork. Unfortunately, mistakes can be made when managing so many continuing education activities for employees. Those mistakes can be costly in terms of productivity and lost revenue. Having instant access to the status of all training and certification information can help you avoid any costly mistakes.
TalentGuard’s Certification Tracking solution can help organizations, like Angela’s, automate their professional development process. Certification Tracking software can:
We invite you to learn more about our Certification Tracking software solution!