Better informed workforce and succession decisions based on rich profiles and key indicators such as job criticality and flight or retirement risk

Managers can mine talent using visual comparison tools such as side-by-side comparisons and extensible 9-box grids

Surfaces “hidden talent” by incorporating key information such as potential, key strengths, development activities, certifications, and more

Improves employee engagement and retention by surfacing relocation preferences, career interests, and career objectives to create alignment between employee wants and organizational needs

Mitigate future risk of gaps and departures through proactive workforce planning

Improved “what if” scenarios based on skills and profiles, not just headcount or budgets