Hogan Assessment Systems offers total talent management solutions. Here's the big picture:

What is talent management?

Talent management involves the following seven activities, either individually or sequentially:

1. Personnel Selection
   Identifying the best possible job candidates - without discriminating against women and minority applicants.
2. On-Boarding
   Integrating the newly hired best applicants into their jobs and the organizational culture.
3. Performance Management
   Providing employees periodic feedback to enhance their job performance.
4. Career Pathing
   Identifying career paths for talented employees to stimulate their development, enhance retention, and enhance overall organizational skill level.
5. Leadership Development
   Identifying employees with leadership potential and providing training and experiences to develop it.
6. Succession Planning
   Identifying the future leaders of the company and providing them with the appropriate developmental opportunities.

Determinants of the talent management process:
To conduct a professional talent management process, the following steps are essential:

1. Develop a detailed grid of the job levels (e.g., Executive, Director, Manager, etc.) versus functional distinctions (e.g., Finance, IT, Sales, General Management, etc.) needed for the company's success - This provides a map of the staffing landscape.
2. Develop a competent profile of the requirements of each job category (e.g., District Sales Manager) - This tells us what is needed to do the job.
3. Identify the company's performance expectations for each job category. This tells us what is expected of job incumbents.
4. Collect assessment data predicting performance in each job category. This tells us what kind of people can do- the job according to the company's expectations.

Components of a talent management process:
A competent talent management process will include the following information:

1. A taxonomy of jobs and job levels across the organization.
2. Training and experience requirements and performance expectations for each job and job level.
3. Valid assessment and performance data for persons in the talent management system.
4. A systematic, automated process to compare, sort, and match assessment results and performance expectations.
5. A job-by-job-level grid showing how people in the talent management system match a particular job (e.g., District Sales Manager). This information can then be used for all HR functions: hiring, on-boarding, performance management, career pathing, leadership development, and succession planning
6. A grid for each job showing which people in the talent management system are available to be promoted into a particular job.

Unique features of the Hogan Assessment Systems' talent management system:

• Ours is the only talent management system powered by valid personality assessments.
• Our search function capability - matching candidates to job requirements - is driven by our unique research archive and differentiates us from everyone else.
• Our personality assessments and reports are customized to provide information using a client's own terms.
• Our database of over one million job applicants contains validity data for every major job in the U.S. economy.
• Our personality assessments insure that employee selection and promotion are based on merit and not politics.
• Our personality assessments and reports are available in all major languages.
• Our talent management system is supported by a state of the art Internet platform with zero system outages or down time.
• Our personality assessments are the most comprehensive and well validated in the industry, providing information regarding strengths, developmental needs, and match with culture.
• Our system is legally defensible and treats all people fairly.