Lumesse

Grow

Lumesse Grow

Lumesse Grow

Attract, develop and retain high-performing talent


Talent Pools: Sophisticated search and filter functions allow you to match the right employee to the relevant position. The search function is multi-dimensional, meaning that you can search not just for specific skills and competences but also for any combination of experience, qualification, certification, language, mobility and project background. A "best-fit" analysis ranks employees who are best suited for a position or a project making it easier to find the ideal fit within your pool.

360 Degree Feedback: Offers a structure which allows you to assess skills & competencies and identify requirements and specific needs in terms of high potential development to curb the potential risks to the business.

Benefits: With staff members’ active involvement in career planning, they can name their own development goals. This includes geographic flexibility; the next preferred career steps and desired professional development actions to be taken. Attract, develop and retain high-performing talent.

Talent Conferences

Lumesse ETWeb Empower supports a talent conference from start to finish. From preparation, through execution and follow-up evaluations, we enable live talent conferences. Handouts are no longer required, and the use of iPads and other tablets optimizes the process by allowing employees to use technology to which they are accustomed.

Skills & Competence Management

The integration of skills & competence management gives you a comprehensive overview of the capabilities and qualifications of all employees. Competence analysis determines the development requirements for the current position as well as for future positions. By combining this with succession planning, you can identify whether candidates are able to fill a position or whether they need support in order to be able to do so.

Career & Succession Planning

The basis for career & succession planning is determined not only through experience and competency factors such as types of projects and language skills, but also by assessment criteria such as potential, performance, departure risk and employee preferences including mobility and position within the company. Actively involving employees in career planning allows them to set their own development goals, including geographical location flexibility, preferred next steps in their career and desired professional training.

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