Zapoint LifeChart 2.0

Talent Management 2.0

The first Web 2.0 Enterprise Talent Management Platform

Zapoint 4 Enterprise (Z4E) provides a unique Web 2.0 talent management application for medium to large enterprises, which enables them to map skills, achievement and hierarchy across departments, business units and the whole enterprise. Zapoint is able to give companies instant insights into the talent and skill structures within their organization, enabling them to ensure that their workforce is aligned with company goals, structure and culture.

Z4E can be integrated with existing performance management systems to enhance an enterprise's talent management capabilities. Z4E enables managers to set objectives, review performance and lay out the skills within their team. Z4E then allows comparison of department performance and skills, even producing department LifeCharts. Z4E can also provide simulations of mergers and acquisitions; "Respect Structure" generation, to ensure talent recognition and staff retention; integrated talent acquisition and hiring.

Z4E will then allow organizations to manage their talent and retain those who truly add value. When the decision is made to consolidate departments, business units or companies, Z4E provides optimum visibility of skills and achievement levels so that more informed decisions can be made.

Intuitive User Interface
  • »SaaS: As enterprises do not need to load software onto their own servers, once the enterprise has been set up on the system employees can start to use it almost immediately.
  • »Intuitive: The interface is simple to use, with all instructions included on the website, meaning that time-consuming training is not needed to get started.
  • »Visual tools: To aid the simplicity and usability of the product, Zapoint uses visual tools to display information, as detailed below.
Visualization
  • »Dashboard: Each user has an "Enterprise Dashboard", which is effectively their homepage for talent and performance management.
  • »Skills mapping: both hard skills and behavioral attributes are displayed graphically on the dashboard, with individuals being able to compare their own professional skills against their department as a whole. This helps them to see both where their skills centers and gaps lie, and also what proportion of their department's skills they contribute.
  • »Organizational structure: Both the formal and informal organizational structures are displayed on the dashboard, with the former representing the formal reporting structure and the latter creating the "Respect Structure", as detailed below.
  • »Geographical Mapping: The map functionality displays the physical location of employees, enabling users to easily see where users are clustered, locally, nationally and globally.
Performance Management
  • »Performance appraisals: Using the skills and achievement information from users' talent profiles and dashboards helps managers to identify, assess and manage the talent within their department. As well as incorporating best practices in performance management, Z4E can also be integrated with existing tools and systems used by the enterprise, to offer a comprehensive talent management solution.
  • »Goals and objectives: Goals and objectives can be set by both individuals and their managers, with assessments contributing to the score on the employee's lifechart.
  • »Assessments: Z4E can be used for both one off and periodic assessments. These form part of the formal performance management process, and generate the "Respect Structure", as detailed below.
Recruitment
  • »Integrated talent search and hiring: Enterprises using the Z4E solution can combine this with Z4R to provide a fully integrated talent search and recruiting tool. Candidates within the company can be compared and ranked against the criteria specified in the career territory.
    If the ideal candidate cannot be found within the company's existing talent pool, the enterprise can search other candidates with profiles on the Zapoint site, and compare and rank both the internal and external candidates in the same search.
  • »Ranking: Employees are ranked against the specific search criteria, simplifying the recruitment process at the same time as identifying skills centers and skills gaps. This helps to ensure that training can be given in line with succession plans and candidates with the right skills mix are recruited.
  • »Dynamic resume filtering: Patented technology filters hundreds of resumes in seconds as opposed to hours, days, and weeks.
Merging / Acquiring Simulation
  • »Modeling & Simulation: Z4E enables companies to simulate a merger with another company, to help illustrate how the merged enterprise will look. This enables the company to map skills in both companies and rank employees to ensure the most suitable candidates are selected.
  • »Culture: In addition to mapping hard skills, behavioral skills can be compared to ascertain whether the cultures of the two companies are compatible. This is something which is often ignored or forgotten until after the merger, which can subsequently cause significant problems for the merged organization.
  • »Outplacement: If not all employees are being retained post-merger, the enterprise can release employees to the public Zapoint site, so they are searchable by external recruiters, thus helping employees to find alternative employment.
Respect Structure
  • »Identify key employees: The respect structure identifies the thought leaders and change agents within the company, that are not necessarily identified by the formal reporting structure. These are the individuals to whom others turn for advice and expertise within the organization, who are key to the organization's ongoing success.
  • »Retention: By identifying key personnel, managers can focus on succession planning and retention, to ensure that key individuals are recognized and rewarded for the contributions they make to the company.