Talent management keeps your employees moving! Set it up as a process and give everyone their own development plan. AFAS Software makes it easy for you.
Well-designed talent management can make the difference between stagnation and growth. If you succeed in attracting employees and ensuring they stay satisfied and continue to develop, you will also retain them for much longer.
Talent development is inseparably linked to strategic HRM. You want all your employees to enjoy coming to work every day. And even when people leave, you want them to speak positively about your organization. Our HRM software makes talent management clear, insightful, and easy for everyone.
Talent management covers the entire process of finding and developing talent. Because once people are in a role that suits them within the organization, the real work begins. What do they want to learn? Which competencies can they improve to continue growing? By setting up a well-structured talent management process, no one is overlooked and everyone keeps moving forward.
Create an individual development path for every employee. This way, both they and their managers know what to expect. Start by defining which skills, qualities, and competencies exist and which apply to the different roles (positions). In the evaluations that follow, these competencies can be assessed and scored.
In our software, you’ll find a performance review cycle that repeats every year. The year starts with a goal-setting conversation, followed by a progress review, 360-degree feedback, and finally a performance evaluation. You decide how to structure your year. For example, if your organization is an educational institution, you may prefer to start in September rather than January.
Whatever setup you choose, you record your year and performance cycle in the software. It’s also not mandatory to use all options. Once you’ve set up the cycle, you’ll automatically receive a notification when it’s time for a review.
AI within AFAS is known under the collective name Jonas. Think of Jonas as your smart assistant. During a conversation, you can start an audio recording, allowing you to focus fully on the discussion. Afterwards, you can have Jonas generate a transcript and a summary. This saves you a lot of manual work.
With the recording button in the attachment, you can easily record a conversation. AI instantly converts your conversation into text and adds it to your workflow. Super convenient for, for example, a progress review
When developing our software, we made certain choices, such as the name “360-degree feedback.” Of course, you don’t have to use that exact term. You can name the different conversations however you like: introduction, brainstorming, planning meeting, performance review, whatever fits your organization. You also decide what topics are discussed during each conversation.
With this feature, employees can be evaluated by multiple colleagues and managers (and even themselves!) based on the competencies defined for their role. How do they score? After the evaluation, both the manager and the employee can view the results. For these assessments, you can choose the HR3P or 9-GRID method.
Once a conversation is completed, you can digitally send the meeting report to the employee for signature.
A new talent management dashboard also includes the 9-GRID method. It provides insight into how competencies are distributed across your organization or within a specific department, and how this looked in previous years. Based on this, you can draw conclusions and take action where needed.
As an organization, you can monitor performance, analyze trends, and compare how different departments are doing. You can also identify whether the competencies you need are already available within your organization—meaning you may not even need to look externally to fill a vacancy.
With AFAS software, you gain control and insight while adapting workflows to fit your organization. Whether it’s performance reviews, goal setting, or competency management, AFAS offers innovative solutions for your strategic HR policy.