| Saba Talent Suite
Details
Saba® Workforce Planning - NEW!
By moving beyond headcount-based planning, which only considers people from a budget perspective, Saba Workforce Planning empowers organizations to model future states based on alignment of organizational capabilities. Organizations can create a success plan at the organizational level that works in conjunction with Saba’s My Success Plan—a unified view of an individual employee’s goals and objectives, certification and compliance, and development activities.
With Saba Workforce Planning’s innovative position management capabilities, the Saba Enterprise Suite will also be able to serve as a true system of record for positions and people within an organization.
Additional features and benefits will include:
- Use current learning, performance and talent data to guide workforce planning decisions
- Model future workforce allocation through a rich, graphical user interface to easily create and save multiple model iterations
- Empower every manager—not just HR—with access to robust decision support tools to proactively identify risks, such as talent gaps or flight risks, and respond
- Create a people management system of record to gain a global view of positions, incumbents, succession candidates and success requirements
- Configure the solution to unique organizational needs; user experience, people policies, and depth of functionality can all be changed per business unit
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Saba® Succession
Smart organizations realize they must develop the bench strength they need to be successful. Through proactive planning, these organizations avoid talent gap pitfalls that lead to lost knowledge, missed deadlines, and lowered business productivity. Saba® Succession is specifically focused on the development of key employees to mitigate the risks that occur when talent leaves the company.
Saba Succession, a key component of successful people management solution, enables the creation of talent pools for key positions and allows managers to track and manage processes related to talent development. With Saba Succession, identified talent is proactively prepared to inherit identified positions. Key talent measures, such as flight risk and potential, can be captured and tracked by management and HR professionals. Critical positions and individuals without a list of potential successors are visually flagged. Detailed analysis tools, such as dynamic organizational charts and extensible 9-box grids, help the organization identify risks and plan development strategies accordingly.
| Benefit |
Feature |
| Reduce and manage operational risk |
- Establish and manage talent pools for succession and/or career development
- Empower managers to recognize and identify succession or flight risk within their teams
- Ensure effective knowledge transfer and development of succession candidates
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| Proactively develop and prepare bench strength |
- Assign goals, competencies, and targeted learning to candidates
- Ensure assigned succession-related development activities appear as a seamless part of development plans
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| Enhance workforce effectiveness and retention |
- Empower individuals to share their skills and experiences
- Provide opportunities for advancement via succession and development opportunities
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Saba® Collaboration
Collaboration of individuals and teams is critical to the realization of organizational performance goals. Saba® Collaboration provides enterprise-wide learning, performance and talent management solutions with a highly scalable, Web-based collaboration system that facilitates knowledge transfer and high-impact informal learning between individuals, mentors and subject matter experts.
A module of Saba Learning, Saba Performance, Saba Talent, and Saba Compensation Suites, Saba Collaboration helps organizations to institutionalize collaboration and knowledge sharing as a fundamental part of how people work with each other.
| Benefit |
Feature |
| Capture critical knowledge from subject matter experts |
- Communities of practice organized by areas of interest, job types, roles, certifications, and competencies
- Employee publishing and search across all document types, including Saba Centra recordings
- Expert location by community, competency, FAQ or knowledge base search
- Blogging shares and builds knowledge and community
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| Foster informal learning and mentoring |
- Access to wikis, chat and threaded discussions to find knowledge
- Private communities give people an online space to interact with mentors
- Instant launch of Saba Centra sessions provides quick interaction with mentors and experts, with automatic publishing of relevant material to Saba Knowledge Base
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| Enhance workforce effectiveness and retention |
- When used as part of the Saba Performance Suite, initiative teams share goals and gain visibility into goal progress
- Automatic community assignment based on roles, certifications, or goals
- Wiki collaboration, community chat, and threaded discussions allow employees to work together more effectively
- Blogging capabilities enable experts to share and be recognized for their knowledge
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Proactively develop and prepare bench strength |
- Enable distance knowledge transfer and mentoring
- Augment succession planning efforts through collaboration or mentoring with individuals nearing retirement
- Blogging, Wikis, Communities, Discussions and Saba Centra sessions with experts prepare future leaders
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Saba’s Wiki capability makes it easy to capture and search across group-published knowledge:
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Saba® Career & Competency Management
Effective career development and talent planning cannot be done in a vacuum; it requires an understanding of the key skills and competencies your workforce possesses. Saba provides a unified platform to deliver key people management capabilities—such as competency management, career management, development planning and job and role definition—across Saba Learning Suite, Saba Performance Suite and Saba Talent Suite.
These capabilities provide a common currency to discuss and measure talent consistently. With Saba’s competency management capabilities, organizations are able to define the key skills and capabilities required of the workforce, and communicate these requirements to individuals and teams. Effective career planning is enabled via the ability to designate career interests on individual profiles and perform gap analyses against these interests.
| Benefit |
Feature |
| Increase employee engagement and retention |
- Provide individuals with designated career paths
- Enable individuals to view the job requirements of various positions, and self select career interests
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| Grow talent faster with proactive development recommendations |
- Enable individuals and managers to analyze competency gaps, and access learning recommendations specifically designed to fill those gaps
- Perform gap analysis on both current positions and potential positions
- Identify and contact competency experts for knowledge transfer and mentoring
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| Consistently measure competency proficiency |
- Perform competency-based or questionnaire-based assessments to determine proficiency in key skills and competencies
- Ensure consistent, balanced feedback with self, manager, or multi-rater (360º) assessments
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Enable faster deployment of new performance, development or talent processes |
- Quickly populate in-house developed or 3rd party competency content via Saba’s import capabilities
- Utilize the option to deploy Saba’s integrated competency content library to kick-start competency management efforts
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One Platform,
One Unified Solution
The Saba Talent Suite is built on the same platform shared by all Saba products. This makes it easier to develop a comprehensive HCM solution with...
• a seamless user experience
• lower implementation costs
• simplified reporting
> Download the Saba Enterprise Architecture Datasheet |
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