iTalent is a 360 degree talent management suite that covers all HR processes from employee onboarding through exit interviews. It is built according to international HR standards and can integrate with existing HR systems with minimal customization. iTalent brings together dissected HR functions to deliver value by viewing employees as talents rather than just resources.

1. iTalent is an 360 degree talent management suite which covers all the
processes from Employee onboarding till Exit interview . iTalent is built in
line with the international HR standards for Talent and Human Management
approach so it will fit in any existing HR ERP legacy system with minimal
customization and integration effort. iTalent integrates the dissected
functions of HR Management and brings them together to deliver a value to
its stakeholders moving from looking at employees as “A RESOURCE” to
another era as “A TALENT”.
Right People. Right Place. Right Time

2. Human Resource
Planning
Recruitment &
Selection
Onboarding
Management
Performance
Management
Career Planning Succession Planning
Training
Management
Learning
Management
Integrated HRIS
Core Modules
3600 Feedback Personality Test
Added
Functionalities

3. Human Resource
Planning
 Staff Benchmarking
 Project Mobilization
 Predictive Analytics

4. Recruitment &
Selection
 Recruitment Requisition
 Recruitment Strategy
 Agent Management

5. Onboarding
Management
 Pre-boarding Management
 On-boarding Management
 Off-Boarding Management

6. Performance
Management
 Setting Accountabilities
 Setting Goals
 Performance Appraisal
 Setting Development Plan

7. Career Planning
 Developing Career Path
 Selecting/Approving Individuals
Development Plans
 Determining Goals
 Monitoring and Deployment

8. Succession Planning
 Developing Strategy for Succession Planning
 Selecting/Approving Successors
 Determining Goals
 Monitoring and Continuous Development

9. Training
Management
 Integrated
Training Calendar
 Analysing
Training Feedback
 Monitoring IDP

10. Learning
Management
 SCORM Compliance
 Assigning and participation
 End User~ res for learning material count

11. Integrated HRIS
 Timesheet Management
 Transfer Management
 Certificate Management
 Passport Management
 Ticket Management
 Letter Management
 Document Management
 Security Management
 Disciplinary Management
 Leave Management
 Profile Management

12. 3600 Feedback
 Developing
competency based
content
 Assign Feedback for
Leadership
Development
 Utilize Feedback to
identify High
Potentials
 Analyze and
Recommend

13. Personality Test
 Developing Content
 Assign Test for Leadership
Development, Career Planning and
Recruitment
 Analyze & Recommend the action

14. Added Values
 Gamification
 HR Shared Services
 BI Integration
Tier 0
Tier 1
Tier 2
HR Shared
Service

15. Moving Forward
Defining Talent Management for

16. Translating Vision to Action
A move to next stage…

17. This is
how
Vision
Looks
Like

18. The Process
Outcome
based
Training
Succession,
Pipeline &
Development
Result on
(In) Tangible
Measure of
BSC
Performance
Planning
Performance &
Developmental
Goal of individual
Aligned with
Organization
Strategy.
Training
programs
supporting the
Performance
Planning.
Clarifying the
strategy on
‘Make’ or ‘Buy’.
Understanding and
developing ‘Total
Reward’ to engage,
reward and comply
with NCC GC
organization move.

19. Succession & Pipeline Planning
Identify Needs
• Critical Positions.
• Specific Skill Set.
• Experience and
Knowledge that cannot
be easily replaced.
• Knowledge and Skill that
will be in Demand in
coming 5 yrs.
Create Talent Pool Develop Talent Pool
Assign employees to
appropriate talent pools
• Development method,
• Learning intervention,
• Monitoring mechanism

20. Whats In It For Me? [WIIFM]
AS a Leader
AS a Manager
AS an Employee

21. What In It For Me? [WIIFM]
AS a Leader
AS a Manager
AS an Employee
Growth of Offspring, Future
Security
Financial & Non-Financial Impact
Development, Growth &
Employability