Compare people’s skills with the requirements of any job in the Organisation, in order to fill vacancies and develop people with potential.

Manage the Talent Evaluation Processes by generating essential information for Employee Development and Succession Plans decision-making. Evaluate knowledge, skills, experience, etc.


  • Evaluation Model Designer

Incorporate your Evaluation Areas, or develop a Model from scratch. Assign the required level to each position for each Element in the Model.


  • Person-Job Suitability

Compare the evaluation results with the position’s requirements, identifying strengths and weaknesses. Review the detailed results of the evaluations performed by each of the evaluators.


  • Talent “Substitutes Bench”

Generate a list of potential successors for a role, or potential candidates for a vacancy or future position, specifying the degree with which requirements must be met.


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