1. Job Classification
   • Define job titles, grades, salary ranges, and detailed descriptions.
   • Establish education, skills, and certification requirements for each role.
   • Create a centralized job catalog for consistent role management across HR functions.
   • Include job responsibility definitions and automatic inheritance of job classifications within the system.
2. Competency Management
   • Build multi-tiered competency models tailored to organizational and role-specific needs.
   • Conduct job competency analysis to prioritize essential skills and proficiency levels.
   • Evaluate employee competencies, perform gap analyses, and recommend training to address deficiencies.
   • Use best-fit and match-job search features to identify employees suitable for specific roles or skillsets.
3. Training Management
   • Develop structured training workflows, from gap analysis to post-training assessments.
   • Enable employees to request and register for training via a self-service portal.
   • Support supervisor review and approval to ensure training aligns with organizational needs.
   • Track comprehensive training histories for career planning and compliance reporting.
4. Training Evaluation
   • Create configurable evaluation frameworks to assess training effectiveness.
   • Collect multi-format feedback, including open text, multiple-choice, and scoring.
   • Generate detailed reports and analytics to refine future training programs.
   • Manage evaluation workflows and integrate feedback into broader HR planning.
5. Performance Management
   • Set multi-dimensional evaluation frameworks, including goal-based appraisals and competency assessments.
   • Use flexible appraisal cycles for regular and project-specific performance reviews.
   • Integrate performance results into career planning, training, and succession initiatives.
   • Automate workflows for appraisals, approvals, and notifications to ensure timely reviews.
6. Career Planning
   • Define career paths aligned with organizational needs and employee aspirations.
   • Leverage performance and competency data to create personalized development plans.
   • Identify high-potential employees and prepare them for advanced roles through structured planning.
7. Succession Planning
   • Establish succession pipelines based on competency evaluations and organizational requirements.
   • Integrate career planning and training to ensure readiness for key roles.
   • Monitor and adjust plans dynamically to address workforce changes and business priorities.
8. Progress Reporting
   • Track and analyze employee progress across all talent management modules.
   • Generate reports to evaluate the effectiveness of development programs and initiatives.
   • Use data insights to continuously improve talent management strategies.

These modules enable organizations to comprehensively manage talent development, align workforce skills with business objectives, and ensure readiness for future challenges.