OptiTalent Features
OptiTalent is a complete solution to manage the most valuable asset of your company, i.e., your talent pool. It is a talent management system that helps you ensure that your most valuable asset, your employees have the right knowledge, skills, and proficiencies to succeed and support the organization's goals.
OptiTalent comes with 2 components -
- 1. OptiPerformance which is a performance appraisal system, and
- 2. Competency Management System.
These are distinct systems that have different yet mutually complimentary purposes. Whereas OptiPerformance focuses on evaluating the performance of employee in his role over a given time period, Competency Management System is targeted towards enabling an employee to perform well in his role.
Major Modules
Following are the major modules of our solution:
OptiPerformance Modules
Performance Management solutions help organizations save considerable time automating performance appraisals, career & succession planning, organizational goals, and compensation analysis. With a good Performance Management solution, you will know which practices, departments, and employees are most effective in their roles. Employees will benefit from recognition and appreciation that is fair, and from training opportunities for personal development that are specifically targeted.
For more details, visit www.optiperformance.com.
Competency Management
Competencies are skills that the employee must have in order to be able to perform the duties relevant to her role. These skills can be categorized as Soft skills, Technical skills, etc.
Balanced scorecard
A balanced scorecard is one where different KPIs are given different weights based on the business unit of the employee as well as on the seniority of the role. A scorecard consists of 3 parts in our system although only the ones specific to your organizational HR practices can be kept active. These 3 parts are as follows:
1. KPIs specific to the employee's role: KPIs are automatically assigned to an employee when he/she is assigned to that role. Determining the score for KPIs: Our system lets you take into account 2 types of performance indicators i.e.,
- a. Objective KPIs: These KPIs can be measured in numbers i.e., they are quantitative. The number values for these KPIs may be sourced from an external enterprise system, or may be imported from an Excel worksheet, or may be manually input by the manager or a data entry operator. We can perform this custom integration as per your requirement.
- b. Subjective KPIs: These KPIs cannot be measured in numeric or absolute manner. They are completely dependent on the manager's opinion of the performance. Hence they have to be input by the manager.
2. Goals that support the role-based function: Our system lets an employee set goals as per her aspirations or confidence. These goals need to be approved by the manager to ensure that the employee's efforts in the assessment cycle do not deviate from the business unit/project/team/department objectives. Manager can also add goals for the employee based on the expectations from the employee in the appraisal cycle. Determining the score for goals: At the end of the appraisal cycle, employee rates her own performance on a level of 1 to 5 against each goal. The manager also rates her performance. The manager can also ask for feedback from other managers/supervisors that the employee has worked with. The final rating for a goal can be the average of all these ratings or the overriding rating given by the appraisal-owning manager.
3. Competency levels: Competencies are assigned to an employee when his operational role is assigned to him. Determining the score for competencies: Our competency evaluation system allows an employee to rate himself for each competency. It also allows the manager to rate the employee for each competency based on his experience of the employee's previous work. Based on the average rating, the employee is asked to appear for exams. The employee also is asked to appear for some role-based mandatory exams. Based on his score in the exams, his weak areas are determined and a learning plan is generated to fill the gap. At the end of the trainings, employee's competency level may be automatically upgraded or employee may be asked to appear for an assessment again.