Understand workforce potential and recruit from withinStrategic Talent Management

Implement a practical, effective succession planning process that delivers real results right away

Align succession planning efforts with your corporate mission, vision and values

Ensure short- and long-term organizational success by having a pool of internal candidates ready to fill open positions

Easily capture succession information during the performance appraisal process

Accelerate the first phase of a succession plan to retain key talent

Talent pool-based succession planning the way it was intended to beSaba TalentSpace Succession™ succeeds where other succession planning software fails. With Saba TalentSpace Succession, you get best-practice talent pool-based succession planning that ensures every section, department and division in your organization has a large pool of employees ready to step into new roles. And that doesn’t mean just executive leadership positions.

Now you can expertly cultivate talent from within your organization, through targeted individual, organizational and leadership development programs that align with your strategic plan. And that means deeper bench strength, higher employee engagement and lower turnover.

2

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“ Because of the integration between TalentSpace Performance™ and TalentSpace Succession, if we’re looking to fill a certain position, we can do a search to identify who in our organization has the skills and abilities to make the jump into that role. We can also see who is at risk of leaving and who is ready for promotion.

We believe in promoting from within whenever possible. We use TalentSpace Performance and TalentSpace Succession to align competencies to organizational objectives, values and requirements. This integrated approach has enabled us to create a highly defined talent management process, in which talent pools play a critical role.

With these talent pools we’ve created groups of high-performing, high-potential employees who are being developed to assume greater responsibility in a particular area.

NAOMI GOODWIN, HR ADVISOR, UNITED COFFEE UK

Robust features that naturally drive talent management best practicesDevelop deep and broad talent pipelines in all key areas – not just leadership roles. Understand the skills and competencies required to support your organization’s strategic plan, and closely align succession planning efforts with your corporate mission, vision and values.

Collect key data for succession planning directly from employee appraisals

Gather the succession planning data you

need during your next performance appraisal

process or by running a separate mini process.

This saves everyone time by collecting

succession planning data while managers

are already thinking about their employees’

performance and career development. Ask

managers and/or employees to predict

potential, timing for promotion, and risk of

leaving; discuss career aspirations; and make

recommendations for talent pool membership.

3

Determine critical competencies and create talent pools

Group the diverse skills and competencies required in your

organization into skill profiles for talent pools with common

requirements. Then, easily define target ratings and weighting

factors to create a competency model for each talent pool.

Identify high-potential employees

Plot employee performance and potential by 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 requirement. Drill down to see the

employee’s Talent Profile that summarizes key talent indicators and

competency gaps in a single view.

Create development plans to prepare employees for succession opportunities

Assign high-potential employees to appropriate talent pools. 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.

Get a bird’s eye view of your bench strength

Using Talent View, your succession managers can quickly identify

strengths and weaknesses in talent pools across the organization.

Succession managers can also create job-specific talent pools for

position-specific succession plans. The succession view in Talent View

provides a holistic look at your bench strength, including the top four

candidates in a job-specific talent pool. You can also get an organization-

wide view of employees who are a retention risk, so that you can take

immediate action if there’s a weak succession plan in a key area.

Recruit from within

Easily identify potential successors from within your talent pools, compare

their Talent Profiles and promote from within to keep valuable core

knowledge and skills in-house and support employee career progression.

Every company says they want to engage, motivate and inspire their people. As we see it, the problem is not that they can’t – it’s that they don’t have the environment that really enables their top talent to thrive. Saba creates that environment, with talent development solutions that put people and teams in the driver’s seat of their own experience, while staying aligned to your business goals. And delivering deep performance insights that connect people to business success, like no one else can. Saba. The Talent Development Company.

© 2019 Saba Software Inc. All rights reserved. Saba, the Saba logo, and the marks relating to Saba products and services referenced herein are either trademarks or registered trademarks of Saba Software, Inc. or its affiliates. All other trademarks are the property of their respective owners.

(+1) 877.SABA.101 | www.saba.com 2/19

Your success starts here!

24/7 customer support

Collaborative online customer community

Value-added strategic services

Regular user group meetings

Standard or customized implementation services

Dedicated customer success rep

Workforce Planning Learning EngagementPerformance Recruiting

The Saba Experience:

”“ Saba has given us the platform for managing our talent, particularly in the area of

succession planning, whereby we can go through in a structured way to identify where the future gaps are, and where the potential talent is.

HAMISH JOHNSTONE, CHIEF HUMAN RESOURCES OFFICER, HELLABY HOLDINGS

Talent profiles

Get the complete picture with an

integrated, flexible, self-service

employee profile that can be

used for sharing, searching and

identifying internal talent.

Activity tracker

Employees can stay on top of

all related activities with a real-

time status update of feedback,

approvals, notifications and more,

in one central tracking panel.

Analyze and report

Monitor talent pool results

with easy-to-use reports and

mitigate risk by identifying

potential retention problems

and take action.

Everyone in the organization wins

HR pros

• Get a practical, effective

succession planning process

that delivers real results –

right away

• Capture succession

information during the

performance appraisal

process

• Accelerate the first phase

of a succession plan to

retain key talent

C-Level executives

• Generate larger pools

of promotable employees

for all areas (not just

leadership!)

• Ensure short-term and

long-term organizational

success

• Align succession planning

efforts with corporate

mission, vision and values

Managers and employees

• High performers are

assigned to talent pools

and groomed for career

progression

• Managers benefit from

having a pool of internal

candidates who are ready

to fill open positions