Talent Planner

Prepare today fortomorrow's skills

How to build a resilient organization in the face of numerous transformations?

Perform people reviews and plan successions. Establish your target Headcount with your stakeholders using the most intuitive interface on the market. Our conversational agent takes care of the rest.

Neobrain is a G2 leader in several categories
performance and engagement linkage
They give us their
trust
Performance continuous enhancement

Strategic Scenarios

Exploit your HR data more effectively

Leverage the Strategic Workforce Planning to fully exploit the potential of your HR data and better support your business. Our predictive models enable you to anticipate changes. You'll save time by rapidly designing your workforce development scenarios, and have greater control over the management of your skills.

Read more
Unifying objectives
Read more

Move towards a more flexible and transparent approach to salary control, to get your managers and talent more involved. You'll have a real-time bonus forecasting dashboard based on target achievements. Rely on detailed and reliable exports before salary payments.

Contribute to giving meaning to objectives designed between employees and managers. Deploy different levels of granularity using OKRs (Objective Key Results). Encourage collective success through constant monitoring of achievements, suggestions for objectives, and ongoing evaluation.

360° feedback with Neobrain

Gap Analysis

Easily compare future scenarios with the current state of affairs.

Equip yourself with Dashboards that facilitate and accelerate your decision-making. At a glance, you have access to the various impacts of the strategic measures envisaged. You can face up to uncertainty with appropriate HR action plans, shared with all your decision-makers.

Our customers quickly anticipate the risks of losing skills and use our solution to build the pillars of a learning organization.

Read more
The power of constructive feedback
Read more
open or close frequently asked question

Stimulate a growth mindset, viewing feedback as the cornerstone of personal and professional development.
Meet the"immediacy" imperative demanded by employees: employees have one-click access to personalizede-learning recommendations on their cell phone or computer.

Pulse HR support for growth

Projection of Skills and Jobs

Receive a market benchmark

Keep abreast of changes in the business and skills to prepare your employees effectively and support business transformation. Anticipate the future by providing effective support for each of your employees to ensure and enhance their employability.

Read more
Active listening for weak signals
Read more

Listen to your employees' voices: give them the power to share their well-being, emotions and opinions whenever THEY want to, not when YOU decide.

Pay particular attention to the"moments that count" for them in their professional life and career: their integration, their mobility, their return from parental leave...

People review and outputs

Enhanced HR Planning & Forecasting

Amplify your role as a strategic partner in business

Our ergonomic tool is built from a simple Excel spreadsheet, and is aimed at HR teams who want to go beyond the limits of simple Strategic Workforce Planning planning .

It introduces a real-time approach that integrates the financial implications of every decision. By harnessing the data intelligence of a unified system, HR teams benefit from a more holistic vision, giving them a definitive strategic role within the company.

Read more
Talents in control of their own development
Read more
open or close frequently asked question

Offer levers for defining and monitoring development activities based on two axes:

  • Progress objectives: upskilling, reskilling, personal development, role evolution, etc.

  • Training method: on-site training, e-learning, mentoring, observation, involvement in one-off projects, etc.

Encouraged and supported by their manager, employees can draw up a development plan in line with their professional aspirations and needs.

A new way of building career paths
Read more
open or close frequently asked question

Reduce turnover by offering transparent tools that fuel their next career steps. Not only are the next steps visible, but the path to get there is mapped out with the support of managers and HR teams.
This approach provides HR teams with valuable information on the aspirations of each talent population. Succession and mobility plans respond to the combined wishes of employees and the company.

Adjusting the frequency of assessments
Read more
open or close frequently asked question

Appraisals should adapt to the work of your employees and the rhythm of your organization, not the other way round. It's time to give managers the ability to assess everyone's contribution at the most opportune moment, and the intuitive tool that makes them want to prepare and share their feedback to get the most out of their exchanges.

All our integrations
Read more

Neobrain helps you create your HR ecosystem

Discover our integrations
Revealing value: a key indicator
By integrating with the main HRIS (Oracle, SAP, ADP, Cornerstone, Workday, Cegid, HR Access, Personio), Neobrain simplifies the transfer of HR data to our platform. You'll save valuable time that will allow you to start planning resources and scenarios right away.

The precision of an ergonomic system. Praised by G2

Talent Planning Transcends Excel: Embrace Effortless Efficiency

Our R&D investments over the past 5 years bring you the state of the art in HR intelligence.

  • Real-time modeling of different development scenarios is now possible.
  • Neobrain extracts insights from your current data to support your decisions.
  • Visualize multi-dimensional impacts collaboratively.

Unlock new heights of agility with Neobrain's Strategic Workforce Planning (SWP).

Request a demo
Active listening for weak signals
Read more

Listen to your employees' voices: give them the power to share their well-being, emotions and opinions whenever THEY want to, not when YOU decide.

Pay particular attention to the"moments that count" for them in their professional life and career: their integration, their mobility, their return from parental leave...

Bosch needed an operational solution, so why not ask for your own? success story

"Neobrain has enabled us to effectively support our employees in a context of industrial transition that is often difficult to undertake."
Benoit Courtin, Human Resources Director. Bosch.
illustration success story Neobrain
Talent Planner
The preferred solution for companies with 1000+ employees

Keep your Excel files, Neobrain takes care of the rest

Talent Planner
The top choice for companies with 1000+ employees

Keep your Excel files, Neobrain takes care of the rest

Talent Planner
The top choice for companies with 1000+ employees

Keep your Excel files, Neobrain takes care of the rest

Our other solutions
Skills-driven software for agile organization | Neobrain
Skills Intelligence
Skills-driven software for agile organizations
Read more
Carrer growth and internal mobility at scale | Neobrain
Talent Marketplace
Career growth and internal mobility at scale
Read more
Individual commitment for collective performance | Neobrain
Engagement Loop
Increased performance with detailed data and feedback 
Read more

FAQs

What is strategic human resources planning?

Strategic human resources planning is an essential approach to aligning staffing needs and corporate strategies with HR processes. This approach integrates annual budgeting with managers, and takes into account the retention and acquisition challenges of specific skills , as well as profitability issues. Thanks to the evolution of technology, it also relies on improved predictive models to anticipate future resource requirements, ensuring better business performance and long-term organizational success.

What are the stages in human resources planning?

The 7 steps to a successful SWP are:

  1. Strategic thinking: Consider your company's strategic objectives.
  2. HR needs forecasting: Analyze your current workforce and identify future needs skills.
  3. HR availability forecast: Assess current and future availability of human resources.
  4. Gap analysis: Create several scenarios to anticipate gaps between needs and available resources.
  5. HR strategy development: Develop strategies to close identified gaps.
  6. External expertise: Call on external expertise for additional insights.
  7. Analysis and adaptation: Regularly analyze existing strategies and adapt to changes.

Do you still have questions?

Contact us to find out more about our live platform!