Transition Pulse^TM - Banking On Success
Prominent international bank in business since the early 1800's has over 3,000 branches in more than 60 countries, a staff of more than 97,000 full-time equivalents and total assets of D742.9 billion (as at 31 March 2005)

Maximizing their organizational potential through identifying, developing and challenging their people is seen as critical to attaining a competitive edge. Central to achieving this was the need to identify and manage their talent pool (i.e. those individuals who are crucial to the business; who add value through their business leadership or through their personal specialism).

What was required -

• A system that would support the collection of people data emerging from the global talent and
  succession planning process, facilitate the administration of the process itself and provide both qualitative & statistical reporting capabilities

• The ability to actively support talent management & development, by identifying and tracking specific ‘Talent Pools’

• A system that would be tailored to ABN AMRO processes and flexible enough to cope with
  local/country variations and administration

HR Pulse^TM was selected due to its flexible configuration, enabling it to be adapted to their specific requirements. HR Pulse was flexible enough to be configured with the functionality requirements needed to support their processes rather than enforcing a predetermined system structure. A great deal of attention was paid to ensuring the user interface was both intuitive and easy to use. This maximized user acceptability.

The system addresses country/regional variances as required, for example where ethnicity is to be tracked by specific countries, the system will adapt the view of read-write and read-only data to suit the person’s location. This provides a powerful and adaptable front-end which can vary to suit each area of the business. As a web based application which is available globally, employees, line managers and the HR function can view dynamic global data on themselves, their teams and the talent populations within their organization. Line Managers’
ability to access and contribute gives them part ownership of the process and facilitates a proactive involvement.

Early indications from the initial launch is that the system will make a significant contribution to developing and retaining key talent and help to reduce recruitment costs through effective succession planning.