Talent Development.

Create development plans, develop a career plan and assess strengths and development areas.
Create development plans, develop a career plan and assess strengths and development areas.

Talent development made easy

Employee retention

High performing people expect challenging work and the opportunity to further develop themselves. It is no wonder that active talent development programs are one of the strongest motivators for employee retention and -attraction. And it is money well spent.

Identifying an internal talent pool – and actively guiding and driving individual development – can create a valuable business resource. Among other things it creates career opportunities, reduces recruitment costs and adds experience to your business (retention).



The standard setup of HR Advance contains the 9-Grid as default Talent Assessment model. The 9-grid is commonly used to identify high-potentials and leadership potentials and visualize high-performers and -potentials across the organization. In combination with the Talent Profile, the 9-grid makes it easy to develop a career- and development path for talent individuals. But as this model is only one of many, it can be replaced by any development model and -dimensions.

Competency Assessment

HR Advance includes a competency-based employee assessment to identify the strengths and development areas of an individual. The assessment can be based on either employee- or manager input and provides a good basis to determine development directions.

In addition to this assessment, companies can opt to connect competency requirements to individual positions which – when compared – results in a “Fit-Gap analysis” between position and -holder.

Talent Profile

The Talent Profile provides a comprehensive overview of an individuals Performance- and Development information. Comprised of input form both manager and employee, the talet profile details an individuals’ internal work history, Career preferences, Strengths, Past Performance Ratings and more. In combination with the (optional) competency assessment, the talent profile provides a complete yet compact overview of an individuals capabilities and ambitions.

Succesion Planning

Succession planning is the process of identifying employees with high-potential and actively developing them to fit key roles in the organization. Each company has its own unique way of identifying potential successors for key roles – most common are the use of color tags or timeline indicators to indicate an employees’ “readiness to move”. HR Advance allows companies to customize the definitions (and number of) categorizes to be used for succession planning. In default setting the system includes:

  • Ready Now (3-12 months)
  • Ready Soon (12-36 months)
  • Future potential (36+ months)

Get started in a breeze

HR Advance helps you structure your organization, simplify your HR processes, analyze workforce trends, manage individual development and enhance your HR strategy while always ensuring data security. HR Advance let's you focus on your company’s number one asset: your people. Want to see how? Try it out!

Drop us a Line.

Ask us a question, or just say Hello.

Contact us by email hello@hradvance.net