Frequestly Asked Questions
Here are some of the questions (and our answers!) that are commonly asked about SkillsMapper.
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How will this system engage my employees?
It starts with our employee Talent Profile. This is where employees can showcase their talents and the value they bring to the organization, while benchmarking themselves against others to identify what is required to advance. Each profile provides the employee with a graphical view of their current professional development.
Combined with social networking, media and other learning tools, employees are encouraged to utilize the system to generate and promote their career plans and interests.
How does your system automate the talent management process?
Zapoint has integrated conventional talent management processes with social networking technology. Our solution transforms your process through a dynamic network where employees can share knowledge, showcase their true talents, and provide HR managers and decision makers the information they need to make faster decisions.
Will this system support communications between employees? between corporate?
Yes. Bi-directional communication channels are supported. Employees can communicate with others, share information, assess each others contributions and performance. HR executives can also use Zapoint to communicate critical information and initiatives to employees.
How does this system improve our ability to view critical employee information and make better decisions?
Every talent profile captures relevant employee information related to skills and experience, career plans and interests, performance, formal and informal connections and much more. Zapoint provides applications to analyze this information.
How does Zapoint support Performance Management or even Learning & Development functions?
Zapoint provides tools to assess individual performance, align objectives and much more.
Doesn't a "self-service" approach take HR out of the process, and threaten data integrity?
Not at all. In fact, its puts HR more in control of managing the HR process. 'Self-Service' does not mean the employees take full control. It only refers to the method for capturing and maintaining information. The benefit of this approach is that you spend less time processing and more time analyzing relevant data points to make faster and more effective decisions. For example, identifying possible skill gaps to drive more targeted learning and guiding effective hiring decisions.
