Talent and Performance Management
Talent and Performance Management
Talent and performance management systems enable the bank to build a transparent system for assessing employee performance, identify high-potential specialists and manage career development in line with business goals. This is the basis for a culture of responsibility, growth and retention of key personnel.
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The Performance & Talent Management module supports the full cycle of employee performance management, from regular assessments to building individual career plans and development programs. It includes both quantitative KPI metrics and qualitative assessments (behavioral indicators, 360-degree feedback), as well as tools for forming a talent pool, succession plans and risk assessment for key roles.
Key functions:
- Setting up and tracking individual goals and KPIs for employees;
- Conducting regular and final performance assessments (1:1, quarter, year);
- 360-degree feedback, competency assessment, engagement assessment;
- Talent matrices (9-box), succession maps, talent pool;
- Building career paths, recommended development trajectories;
- Integration with HRM, L&D, payroll, BI and analytics by personnel;
- Reporting by departments, levels, potential and development areas.
Who works with the system within the bank:
- HR service and heads of departments
- Top management (in terms of key personnel management)
- Compliance (in terms of compliance with personnel requirements in critical roles)
- IT (in terms of assessing the effectiveness of technical specialists)
System owners:
- HR director / head of personnel assessment and development
- CEO / top management - as consumers of reports on potential and results
- CIO/CTO - for technological integration and analytical reporting
What strategic objectives do the proposed solutions solve
Forms a systematic approach to the assessment, motivation and development of employees in the context of the bank's goals
Management sees who really contributes to success and where investments are required.
Identifies potential leaders and reduces personnel risks in critical roles
The system of substitutions and succession becomes manageable, not improvised.
Increases transparency and fairness in making personnel decisions (promotions, bonuses, transfers)
Subjectivity goes away, employee trust and controllability of HR processes grow.
Make working with documents simpler and faster
Who are the solutions suitable for?
Results after solution implementation
Improving the performance of employees and teams through regular feedback and goals.
Formation of a sustainable personnel reserve and reduction of the risk of key employees leaving.
Transparency and control of management decisions based on data, not intuition.
Processes are optimized, routine operations are automated, and employees have more time for truly valuable tasks.
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FINEEO CS
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Fineeo — международная финтех-компания с более чем 17-летним опытом разработки решений для цифровой трансформации финансовых институтов. Мы специализируемся на создании гибких, масштабируемых и безопасных low-code платформ, которые помогают банкам, МФО, платёжным системам и другим финансовым организациям адаптироваться к современным требованиям рынка.
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BRB
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Biznes Rivoj Bansystems — инновационная компания, специализирующаяся на разработке IT-решений для финансового сектора. Мы автоматизируем бизнес-процессы, повышаем эффективность операций и помогаем банкам уверенно двигаться в будущее.
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SAMARALI
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Разработка и внедрение инновационных IT-решений для бизнеса. Описание: Компания предоставляет услуги по разработке программного обеспечения, интеграции корпоративных систем и цифровой трансформации. Ключевые направления — автоматизация бизнес-процессов, внедрение CRM и ERP, создание веб- и мобильных приложений. Целевая аудитория — банки, розничные сети, логистические компании. Опыт работы с международными клиентами более 5 лет.
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