Organizational Planning
EFFECTIVELY MANAGE ORGANIZATIONAL PLANS & CHANGES
Market dynamics are constantly changing and new competitors enter the market all the time. When opportunities arise at a moment’s notice, it’s difficult to anticipate and manage rapid change. This makes it critical to align the talent within your organization with company objectives in order to remain competitive. This requires an understanding of current workforce gaps, strong strategic and organizational planning, as well as the ability to predict future organizational changes and needs. Many organizations manage this process by tediously sifting through various reporting systems, trying to grasp and share insight with spreadsheets and manually creating time-consuming reports and org charts.
Used by over 50 percent of Fortune 500 companies, Saba’s organizational planning software provides you with the tools to manage strategic planning, organizational change and rapid growth in a highly effective and agile fashion. You can aggregate and visualize your HR data in real time, automate org charting, collaborate more effectively, and build workforce models that align with your strategic objectives and organizational plan
Get the insight you need to effectively plan and manage organizational structure and change
FEATURES
Organizational Charts
Easily identify top performers in Saba Cloud and group the diverse skills and competencies required in your organization into skill profiles and talent pools. Then, define target ratings and weighting factors to create a competency model for each talent pools. Within each talent pool, you can identify potential successors, compare profiles and promote from within, allowing you to keep valuable core knowledge and skills in house and support employee career progression. Leveraging Saba’s artificial intelligence capabilities, you can receive smart recommendations on who the best candidate is in your talent pool based on a number of factors.
What-if Modeling
Create tailored succession and leadership development programs to help employees achieve proficiency in all the required competencies. Close skill gaps and prepare your high-potentials for succession opportunities. Then, conduct regular talent assessments to evaluate all employees in a talent pool against the competency model.
Key Performance Indicators
Empower employees to create personalized career paths that identify roles they wish to have in the short (1 – 3 years), mid (3 – 5 years) and long term and help them figure out the L&D they must do to get them there. With Saba’s career planning capabilities, employees can receive intelligent recommendations for courses, content, open positions and experts to connect with, helping them fill skill gaps and reach their next career milestone more effectively.
Talent Benchmarking
Plot employee performance and potential using a nine-box grid that provides a simple, graphical view of high-potential employees. Review your entire workforce or a particular group to identify the best candidates for development or to find strong candidates for an immediate succession planning requirement.
Private Workspaces
Provide managers valuable talent insights for their team. With the Talent Dashboard, managers have insights into employee readiness and potential, talent gaps, departure risks, employees, NPS scores, and more. With these insights, managers are better equipped to prioritize efforts based on high-risk positions or lowest bench strength
Transition Management
Understand the contribution of each employee based on a composite of performance review scores, potential ratings, rock star or role model nominations and leverage Saba’s reporting and analytics capabilities to make better sense of this data. You can also monitor talent pool results with easy-to-use reports and mitigate risk by identifying potential retention problems and take action.
Compliance Management
Understand the contribution of each employee based on a composite of performance review scores, potential ratings, rock star or role model nominations and leverage Saba’s reporting and analytics capabilities to make better sense of this data. You can also monitor talent pool results with easy-to-use reports and mitigate risk by identifying potential retention problems and take action.
