Actus Talent Management Software

Actus Talent Management Software is designed to provide an end-to-end Talent Journey, beginning from creating talent profiles all the way to succession planning. It is simple and intuitive to use, yet versatile enough to align with your existing processes or culture. Certainly, Actus Talent can be fully integrated with Actus Performance Management Software, removing the need for multiple systems, enabling you to access the Complete Performance, Learning & Talent Suite.

Actus provides all the features that you would expect from a talent management solution to enable a complete talent journey for your staff, allowing you to:

  • Capture & Share Talent Profiles to gain greater visibility of key skills
  • Develop and retain key skills by utilising Talent Pools
  • Reduce risk by identifying successors for key roles
  • Utilise 9 box grids for career development and reward
  • Ensure talent management information is held centrally and securely
  • Control access to talent information and reports
  • Create frameworks for succession planning and talent identification

For more information and to arrange a short demo of Actus Talent, get in touch via the button below.

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Actus Talent is designed to provide an end-to-end Talent Journey, beginning from creating talent profiles all the way to succession planning.

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Actus Talent Features

Talent Profiles and Search

Rapid visibility and access to key skills:

  • Understand the skills and talent within your organisation
  • Quickly search for unusual skills or those in short supply
  • Manage internal recruitment, increasing mobility and retention
  • Break down talent visibility silos, increasing equality of opportunity
  • Identify and fill skill gaps

Manage Talent Pools

Build and manage the development for groups of Talent:

  • Build ‘Talent Pools’ of individuals with similar skills or development needs
  • Track key aspects of their performance or development
  • Plan and manage development needs for each pool
  • Deliver against strategic imperatives such as managing legacy skills or retention of specific demographics

Succession Planning

Identify and manage attrition risk and provide visibility of progression:

  • Identify potential successors for key roles
  • Manage and visualise timelines for progression
  • Report on bench strength
  • Give visibility of potential career progression

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