Talentrio is all about providing frequent feedback on how people are doing. Managers can give feedback on specific Competencies by giving a Thumbs Up or Strike to a person as they show certain Competencies.
Competency Tags are broad skill labels such as "Client Communication", "Coding", "Modeling", "Planning", "Detail Orientation" that help us collect feedback for a period of time.
Before we define Roles and their Competencies let's define Groups for the Roles.
Groups are created to make the users' Talentrio experience relevant to their function and their job. Groups are not necessarily a direct match with a companies departments but could be close to those.
First add Groups based on business functions such as Finance, Recruiting, HR, Sales, Design etc. You can start by adding just one Group and do the rest later on.
Now let's define some roles. Roles help users understand the competency requirements of a position in the company. It also helps users map their progress against a desired role.
To add Roles within a Group, select the Group in the Roles Tab and Click Add Role.
Once a Role is defined, you can add Competencies that the Role needs by Clicking the "+" sign under Competency column. If a Competency does not exist in the Master list (not used earlier) you can create new Competency Tag by clicking on "+Create Competency" button and then map the Competency.
Once you add say all the Roles for "Software Development", your system may look like this.
At anytime you can add/edit/delete Groups, Roles and Competencies by going in the respective tabs. You can also manage the connection between Groups, and Competencies in various tabs by clicking on the "+" sign in the appropriate column.
Here are some additional tips for defining Competencies:
When defining competencies:
- try to use two words as it becomes easy to understand and search e.g. Client Communication instead of just Communication.
- try not to get too specific such that a role has anywhere from 6-10 competencies and not more
- try to define competencies such that they may be useful across multiple roles and groups if possible e.g. Problem Solving instead of Debugging Java
Now your system is all set for managers to give frequent feedback!
Below is a video demo of that provides demo of the complete process.
