Talent Management System Provisioning

 

Talent Management components, such as performance management, compensation, learning management systems, progression development, etc. “Provisioning” generally describes processes for providing systems the data they require before they can be used efficiently. This data can be thoughtfulness of as the “inputs” to talent management processes.

There is great variation in necessities about TM system provisioning. Requirements vary based on the particular TM components that an employer has deployed, the degree of built-in integration among components, and the complexity of the particular employer’s TM programs. However, the major categories of data of concern in TM system provisioning are:

•          Organizational structures. This includes information telling an organization’s sub-entities or “organization units”, relationships between organization units and among organizational units and parent entities, the positions within each organizational unit, reporting relationships among positions, and the sometimes identifiers referencing position incumbents.

•          Location profiles. A location profile (or sometimes “position competency model”) associates a collection of competency and process accountability information with a position. A position profile includes references to individual competencies and to groups of competencies that are associated with a situation. For each competency group and individual competency, ability levels (required or desired proficiencies) and weightings among competencies/groups can be specific.

•          Capability content. This type of capability content is global and is not yet presented in the framework of a particular location. capability content includes definitions as well as the explanation of behavioral indicators of particular competencies. In addition, interview questions designed to expose behaviors and fundamental competencies are from time to time integrated.

•          Contributor data. This refers to the “people data.” Talent management systems clearly require to be provisioned with in sequence about participants within talent management processes. generally, this is a large set of information regarding the individual, their roles (worker, administrator, applicant, etc.), their service, and their consumption within particular positions and coursework inside an organization. This would also consist of a wide selection of demographic and other special information necessary for fulfillment or administration of TM programs.

So broadly relating steps are  under which a TM system is provided with

1) information about the employer’s organizational structure;

2) information about the positions within that structure;

3) information about the competencies relevant to positions; and

4) information about the persons who participate within TM processes and the roles  they play.

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