Talent Finder

Talent Finder is your employee directory. Here you can browse, search, filter, and take action on your talent pool — from creating succession plans to bulk-importing performance data.

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Browsing & Searching Employees

Browsing:

• Employees are displayed in a card grid with pagination at the bottom.

Searching:

1. Type a name, job title, or keyword into the search bar at the top.
2. Results update automatically as you type — no need to press Enter.
3. Clear the search box to return to the full list.

Filtering: Four dropdown filters let you narrow your results:

Filter	Options
Business Unit	Your assigned BUs (e.g., SINARMAS ASSET MANAGEMENT, SINARMAS SEKURITAS)
Job Layer	Staff, Officer, Team Leader, Section Head, Dept Head, Division Head, BU Head, CEO
Performance	Low, Medium, High

• Filters are cumulative — you can combine multiple filters at once.
• Click Reset Filters to clear everything and go back to the full list.

💡 Tip: Combine the Job Layer filter with Performance to quickly find high-performing staff who might be ready for promotion.

Common mistakes to avoid:

• Forgetting to reset filters — if you see fewer employees than expected, check that no filters are still applied.
• Searching by employee ID instead of name — the search bar searches names and job titles, not IDs.

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Understanding Employee Cards

Each card shows a quick profile of the employee. Here's what every element means:

Element	Where it appears	What it means
Photo	Top-left	Circular employee profile photo
Talent Class badge	Top-right corner	The employee's position on the 12-box talent matrix (e.g., "Contributor", "STAR Leaders", "Growing Talent") — see the Reference section for the full matrix
Plan Status dot	Top-right, below Talent Class	Indicates whether a development plan exists — gray dot = No Plan, colored dot = plan in progress
Name	Center	Employee's full name
Position · Job Layer	Below name, uppercase	Current job title and job layer separated by a dot (e.g., "INSTITUTIONAL EQUITY DEALER · STAFF")
Employee ID	Below position	The employee's unique ID number
Business Unit chip	Tag row	The BU the employee belongs to (e.g., SINARMAS SEKURITAS, SINARMAS ASSET MANAGEMENT)
Tenure chip	Tag row	How long the employee has been with the company (e.g., "2 Years 1 Month yrs")
Performance chip	Tag row	Current performance rating — Low / Medium / High / Very High
+ SUCCESSION button	Bottom action bar	Opens the Create Succession Plan modal for this employee
◇ TAG button	Bottom action bar	Opens the Tag Profile Criticality modal to mark as Critical Role or Potential Talent
✦ CAREER button	Bottom action bar	Opens this employee's full Career Navigator page

💡 Tip: The Plan Status dot is a quick signal for at-risk talent — if a high-performing employee shows "No Plan", they have no active development plan. Creating one helps with retention.

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Creating a Succession Plan

You can create succession plans directly from any employee card.

1. Find the employee you want to create a succession plan for.
2. Click the "+ Succession" button on their card.
3. Choose one of two plan types:

Option A: Succession Plan for a Position

1. Select "Create succession plan for position".
2. The modal opens with the incumbent employee's name and position pre-filled.
3. In the Successor search field, type the name of the intended successor. A dropdown appears — select the correct person.
4. Set the Readiness Level:
   • Ready Now — The successor can step in immediately.
   • Ready Later — The successor needs 1–2 years of development.
   • Ready Future — The successor is a long-term candidate (3+ years).
5. Click Save.

Option B: Succession Plan for a Role

1. Select "Create succession plan for role".
2. Search for the role name and the successor employee.
3. Set the Readiness Level and click Save.

💡 Tip: Each save is logged to the Intelligence Feed on your Home dashboard.

Common mistakes to avoid:

• Searching for the successor by job title instead of name — the successor search field matches on employee names.
• Forgetting to set the Readiness Level — the default may not reflect the actual readiness of your candidate.

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Managing Successors

To view and manage existing successors for an employee:

1. Click the employee's name on their card.
2. The Succession Side Panel slides in from the right.
3. You'll see all current successors with their readiness level badges.
4. To remove a successor, click the × button on their successor card.
5. Close the panel by pressing Escape or clicking outside the panel.

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Tagging Profile Criticality

Mark employees as critical or high-potential to increase their visibility in alerts and succession planning.

1. Click the "◇ Tag" button on any employee card.
2. In the modal, tick the appropriate checkboxes:
   • Potential Talent — marks the employee as high-potential for targeted development
   • Critical Role — marks the employee's role as business-critical, increasing visibility in the Home Alerts panel
3. Click Save Tags.

⚠️ Warning: Tagging or un-tagging a profile marks that employee's AI career paths and fit scores as outdated. The next time you open their Career Navigator page, the AI will automatically recalculate.

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Importing Data in Bulk

The Bulk Import feature lets you update talent profiles, skills, and development plans for many employees at once using a spreadsheet.

Step 1: Download a Template

1. Click the Import button in the Talent Finder toolbar.
2. In the Bulk Import modal, select the import type from the dropdown:
   • Talent Profile — performance ratings, potential categories, talent classification
   • Development Plan — development plans and their individual items
3. Click Download Template to get a pre-formatted file.
4. Fill in your data following the column headers exactly. Don't delete or rename the header row.

Required columns per import type:

Import Type	Required Columns
Talent Profile	employee_id, performance_category, potential_grow_category, is_calibrated, talent_year
Development Plan	employee_id, plan_title, target_role_name, status, start_date, end_date

Step 2: Upload & Validate

1. Click Next after selecting your import type.
2. Drag your completed file onto the upload area, or click to browse and select it.
3. Accepted formats: .csv or .xlsx. Maximum file size: 5 MB.
4. The system validates every row and shows a summary:
   • Total rows — how many data rows were found
   • Valid rows — rows that passed all checks
   • Error rows — rows with problems
5. If there are errors, an Error Detail table appears with the row number, the problematic column, and a plain-language description of the issue.
6. Click Download Error Report to export the error list as a CSV file so you can fix and re-upload.

💡 Tip: Errors only block the affected rows. Valid rows can still be imported even if some rows have errors.

Step 3: Review & Confirm

1. Review the preview of the first 10 valid rows. Each row is labelled new (will be inserted) or update (will overwrite an existing record).
2. Click Confirm Import to write all valid rows to the database.
3. Check the Import History section at the bottom of the modal to verify the import completed (shows last 5 imports with timestamps and record counts).

⚠️ Warning: Importing talent profiles or skills marks affected employees' AI career paths as outdated. Their paths will recalculate the next time their Career Navigator page is opened.

Common mistakes to avoid:

• Renaming or reordering columns in the template — the system expects exact column names in the header row.
• Using values not in the allowed list (e.g., writing "Excellent" instead of "Very High" for performance category) — check row 2 of the template for allowed values.
• Uploading files larger than 5 MB — split large datasets into multiple files.