Talent Pool & Succession Management Software
Build an effective pipeline with rich information for staffing decisions
Capture Career interest
Show opportunity – drive engagement
Jobs on show
Tools to give staff a view of all roles within the organization – arranged in career pathways – including the key accountabilities, tasks and expected results, and the capabilities needed to succeed in the role.
Plan career development
Staff compare their current capabilities with those of roles they are interested, view the gaps and plan their personal development.
Capture staff interest by allowing staff to indicate the roles in which they are interested. This is the beginning of the talent pipeline.
Promotion recommendations and future role potential
Managers identify advancement opportunities for staff, nominating them for future roles, with an assessment of readiness and fit.
Managers can use the individual development plan to program in the development experiences required to fill any gaps
Confidential career planning
Managers use part of the Staff Profile to suggest a career track for their staff in the short medium and long term, in conjunction with their talent review assessment.
Integrates all information in a single screen
Identify potential using evidence based and objective assessment method
Build your own matrices, as many as you need, with as many cells as you wish – your own labels and criteria.
You can also use our standard matrices – performance versus potential, retention risk, critical roles-development priority, and our full talent assessment, based on validated models of talent identification.
Supports talent discussions – Managers drag and drop their staff to appropriate cells after talent review meetings.
Reports for senior management give insight into talent, critical roles and retention risk across the organization. Talent Review data enables identification of candidates for Talent Pools.
Talent Pool Development
Manage development roadmaps
Larger organizations may wish to develop staff ahead of time so that they are ready to move into new roles as they become available.
With Centranum you can create confidential talent pools so that you do not create expectations that may not be met.
Staff are confidentially assessed against talent pool requirements and gaps identified.
Make a roadmap of the development experiences that will help staff gain the required competencies. Assign staff to these experiences as appropriate and track their progress.
For critical positions at any level
Designate critical roles for confidential Succession Planning
Nominate successors for particular roles with a readiness indicator, and a preference ranking in cases where there are several potential successors
Interactive Org Charts
Succession reports show incumbents, nominated successors and indicated career interest – click to bring up rich information on the staff profile.
Compare current organisation and succession plans situation with selected points in the past. Create and manage multiple succession scenario plans.