Here is a collection of all relevant questions and ansers to give you an overview of all that Head Light has to offer

Investment in talent software empowers employees to own their development, set and achieve goals, plan and progress careers and build skills – and shows the company’s commitment to talent.

Choose a supplier with a strong track record, excellent support and service availability and holds ISO 27001 accreditation. Look for accountability, transparency and a proven onboarding process.

Trusted expertise, proactive support and proven track record in designing, configuring and implementing leading talent management software. Confidence in data security through ISO 27001 accreditation.

Buy-in from the leadership team and a solid comms plan. A partner with an experienced Talent and Implementation team to take you step-by-step from configuration to launch – with a focus on engagement.

The best 360 has customisable questionnaires, automated reminders, rich analytics and configurable reporting. It is easy to access, tracks development and integrates with other talent processes.

360 helps team members to understand each other’s contribution and how they work together. It highlights areas of group development need and benchmarks pre- and post-training competence.

Specific items in a 360 act as indicators of high potential and future leadership; check your 360 supports this. Also, feedback from direct reports provides unique insights into how managers operate.

360 helps to benchmark the current level of a leader’s competency and identifies areas of development. Use these to build a development plan. Reassess post-development to check on progress.   

Look for performance management software with capabilities to set and share goals. Find one that’s configurable and links with 360 and development planning for your evolving talent management needs.

Choose a performance system that encourages instant feedback requests. Give thanks for jobs well done. Give kudos when relevant. Encourage regular and conversational check-ins with managers.

Deploying a performance software streamlines goal setting, tracks achievement, flags areas of concern, focuses individuals on priorities and provides a foundation for performance check-ins.

Give managers and team members access to performance management software that invites performance feedback, sets check-in agenda, allows for notes, diarises follow up and tracks objectives.

It helps employees explore and map out potential career paths and suggests the skills and competencies needed to progress. When integrated with 360-degree feedback, it flags skills gaps.

Employees get to try out – and save – various career path options, mapping the skills they have with those needed in other roles. It highlights skills gaps, so helps to focus on the development needed.

It shows your commitment to talent mobility. Employees can use software as a career path builder to visualise future career options, potential career trajectories and see the steps needed to progress.

Career pathway tools consider current skills and those skills needed for possible future roles. The software flags and presents the skills gap to guide individual (or group) development effort.

Succession planning tools provide accurate and real-time talent information to inform talent reviews and promotions. They provide a strategic view of key talent, critical roles and succession gaps.

Define critical roles, including those for strategy execution. Ditch spreadsheets and get succession planning software. Identify successors for key roles, assess succession risk and talent flight risk.

Leverage the platform to search for specific skills or experience across the talent pool. Review potential successors marked for other roles. Access the list of those ready for a new challenge.  

Spreadsheet-based planning gets outdated fast and is prone to error. A lack of integration with other talent activities can leave succession planning isolated. Decisions can lack objectivity.

Look for talent software that integrates employee-created development goals with the career paths they are considering. Highlight the skills and development required and create a time-based plan.

Choose a development planning system that’s easy to use, provides standard development action options and allows people to add their own. Make it easy to access, update and share progress with others.

Use a talent management system that integrates the development needs flagged in performance reviews or 360, with goal planning functionality so employees can set their goals and monitor progress.

Choose a development tool that gives an overview of goal progress against the plan for all or selected groups, presented via a dashboard. Build in automatic and manual reminders to keep on track.

Look for configurability and ease of use and access. Check for the analytics provided – and the ability to drill into the data and make comparisons. Look for configurability to make it relevant.

Use in-built heat maps within your employee engagement software to spot where your engagement needs strengthening. Take action and then re-measure engagement through customised snap surveys.

Go beyond generic results of employee engagement surveys. Find out what matters to each team, location or work pattern and how the company scores. Choose software that digs deep into the data.

Choose a platform with custom or in-built engagement factors. Add open-ended questions as needed. Measure importance of factors, not just presence. Use real-time analytics to inform action.

It has two purposes. Organisational skills capability is viewed centrally to identify strengths or gaps. Employees keep their skills information updated to be considered for new roles or projects.

Invest in an easy-to-use skills management platform. Give employees ownership to update it accurately and interrogate the system when searching for skills or experience for roles or project teams.

Select a configurable skills management platform to benchmark current competencies and skills against what is needed for business success. The subsequent skills gap analysis feeds into L&D plans.

Know the skills required for future business success, assess current skill level and bridge the gap through internal development or new hires. Configurable skills management software is fundamental.

Choose one you can add to as needs change. Ensure no fixed term contract, no training needed, and no software installed. Check out the provider’s track record, data security and service reliability.

Choose software and a plan that meets your needs now and can flex as needed. Include 360, performance management, succession planning and employee engagement from £2.50 per person per month.

Smaller firms benefit by setting, sharing and aligning individual and team objectives with those of the company, checking in regularly with employees and providing regular feedback and coaching.

Focus on key talent areas such as setting objectives, development planning, asking for feedback and succession planning. Choose a software system that helps you get started and has add-ons as needed.