Orgvue’s Talent Selection Solution comprises preconfigured datasets and packs with a standard set of properties and calculations which can be customized to meet your needs. This article outlines the key decisions are addressed during the deployment process which is supported by Orgvue Services team members.
What properties are required and how are these used in the application?
Separate people and positions datasets are used in the talent selection solution.
- A Positions Dataset details the positions to be resourced in the future organization
- A People Dataset details the people in the current organization and provides the talent roster
The properties typically used, and their application in the solution is summarized below:
| Property Type | Position Dataset examples | People Dataset examples | Application in the solution |
|---|---|---|---|
| Structural | Position ID Position Manager ID Depth/ Layer |
Employee ID Manager ID Depth/ Layer |
Visualize and drill-down through the organization structure. |
| Org Dimensions | Business Unit Function; Department Country; State; Location |
Business Unit Function; Department Country; State; Location |
Split the assignment into workstreams; Identify the characteristics of positions and people; Track changes, e.g., where an employee is selected for a position in a different location or at a different cost; Aggregate-level sub-group reporting. |
| Economic | Position Grade Position Cost Position FTE |
Actual Grade Actual Cost Actual FTE |
|
| Demographics | Not Applicable | Gender Age Ethnicity |
Reporting the diversity landscape resulting from selection decisions |
| Additional information | Critical Position | Mobility Performance Rating Potential Rating Length of Service |
Additional information used to inform selection decisions. |
What Selection Stages are needed for the process?
The Selection Stages defined for your project are used to link people to positions. As illustrated below, there are four standard categories which support the logic of the solution. The number of stages in the process and the terminology used to label each stage can be customized. In the example, below, the ‘In Consideration’ stage has been labelled ‘Slated’, and the two stages have been specified for the ‘Appointed’ stage; ‘Selected’, and ‘Confirmed’.
As the process is conducted you can immediately visualize:
- The overall status of the process for every position to be resourced and every employee in the process, according to their Most Advanced Stage;
- The individual-level detail for each position and every employee;
- The impact of appointment decisions on:
- team DEI composition;
- individual employees, for example, where employees are appointed to positions at a different grade, or in a different location.
In addition to the Selection Stage used in the selection process, the stages of an exit process can also be defined. The standard content provided in the solution enables employees for whom there is no position in the future organization to be tracked through the exit process. In the example below, a six-stage process has been defined.
What validation flags need to be provided?
The solution prevents selection errors persisting by automatically flagging People or Positions which do not comply with specified validation checks. In addition to the flags listed below which are provided as standard, additional custom logic can be accommodated to reflect internal organizational rules.
See the following articles for more information
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