Talent Profile enables comparison of talent profiles of your workers. By default, you can compare the talent profiles of two or three workers.
Note: Your system administrator can make available templates to compare talent profiles of required number of workers according to your business requirements.
As a manager, when you select Compare Profile in the Select Actions list and click Go, the selected worker's name automatically appears in the Profile Comparison tabbed region. To select another worker, you can either search using the Name field and click Show Profile or select a worker in the hierarchy list on the manager's Talent Profile page. Click the Add to Compare button to add the worker to the compare profile list. You must repeat this process to select the required number of workers to add to the compare list. For each of the regions, the Include in Report is automatically selected. You can choose to compare all the talent profile regions or select only the required regions. Then, select the workers whose profile you want to compare, and click Compare. The Comparison PDF window opens. You can either save the PDF report to your local machine or view the report directly. You can use the compare profile report to analyze and plan succession options for your workers.
Note: The Compare Profile report displays only those regions that have data.
You can view the profile comparison data of the selected workers for multiple criteria such as competency profile, appraisal ratings, and compensation. You can view a graphical representation of the appraisal ratings and the cash compensation. The report includes certification details, job history, and salary information of your workers. You can also view the compensation statement and training details.
Managers can view the performance profile of workers using the following matrixes:
Performance Matrix (Potential): Provides information on performance and leadership potential of a worker on a rating scale of 1 to 3.
Performance Matrix (Retention): Provides information on a worker's performance and risk of loss on a rating scale of 1 to 3.
Attention: The values that you view on the Performance Matrix are the values that your enterprise defines for performance, potential, and retention rating scales.
For example, your enterprise can define the following rating scales for performance, potential, and retention:
Performance
1: Needs
Indicates that the performance is significantly below the required level.
2: Meets
Indicates that the performance is good and in-line with job requirements.
3: Exceeds
Indicates that the worker has exceeded the required level of performance.
Potential
1: Limited
Indicates that the worker shows little or no potential to move to the next work level.
2: Growth
Indicates that the worker shows potential to advance to the next or higher work level.
3: High
Indicates that the worker has requisite skills and expertise and exhibits leadership qualities.
Retention
1: Low
Indicates that the risk of losing the worker is high.
2: Medium
Indicates that the risk of losing the worker is moderate.
3: High
Indicates that the risk of losing the worker is minimal.
The performance matrixes enable you to quickly identify both the highest potential performers and risk of loss of your talent pool. You can use this information for career and succession planning.
See: Using Performance Matrix (Potential) and Performance Matrix (Retention)