This article explores the practical application of intelliHR's Talent Planning feature, as well as how to configure and interpret the analytics behind it.
This article covers:
The Holistic Talent Planning Process
Talent Planning in intelliHR is a process in two parts:
Potential
First is the completion of the Manager Rating on Employee Potential form (available in your Form Design Library).
This form presents a series of targeted questions aligned with the relevant succession competencies. These include Emotional Intelligence, Aptitude for Learning, Adaptability, and Leadership.
Once the form is submitted, the responses are converted into quantifiable values. These values inform the placement of the subject on the y axis on the Talent Map.
Performance
The second part relies on values taken from the subject's Business Performance Metrics.
These are the metrics that are configured to pull into the radar charts on the Performance Report Card, as well as the Business Performance Analytics Page.
Meaning that in order for organisations to take full advantage of the Talent Planning feature, Business Performance Metrics would need to already be captured in the system. Otherwise, please see this article on how to set these up.
These performance scores are then averaged out into values that are configured to inform the x-axis of the Talent Map.
How Scores Are Calculated
These values (between 0 and 1) are calculated by averaging out the ratings from the Manager Rating Form for the Potential score, and likewise, the Performance score is an average of the performance metrics.
For the Potential score, each of the four key competencies has 3 rating field questions with 4 options. These options have the following values respectively: [0, 0.33, 0.66, 1]
The form then averages out these corresponding values for all 12 questions (3 questions x 4 competencies) in the form.
For the Performance score, it takes the values of each of the Performance Metrics (which are between 0 and 1) and averages them out. For example, the below radar chart (75, 100, 100, 75, 100) would give an average score of 90, which would be 0.9 on the x-axis of the Talent Map.
This calculation takes into account the Supervisor's feedback only.
The aggregate scores of the employees are then placed into one of the nine boxes within the Talent Map. Employees that fit into one of these boxes are grouped as Talent Cohorts.
See this article for a detailed explanation of these terminologies.
Issuing the Talent Rating Form
This form acts like any other form in intelliHR and can be issued via Compliance >> Tasks, Workflows, or Pulses.
The respondent type in the form's settings is set to supervisor, meaning the evaluation of employees is limited to supervisors/people with direct reports. This is justified by supervisors' intimate familiarity with their reports' performance and potential. However, this form can be issued manually to peers if so desired.
As mentioned above, the form categorizes the questions into four main parts to calculate these values of performance and potential.