The capabilities your strategy needs, in the right people
A competency and skill dictionary with proficiency scales, role profiles with capability requirements, employee capability profiles, assessment and calibration campaigns, gap analysis by period, quantity and level, development plans measured by competency rather than training completion, and critical roles with succession.
From scattered work to a connected flow
Today
- Training measured by attendance, not capability
- Critical roles with no ready successor
- No link between strategy needs and people’s capabilities
MA Paseer Talent
- Capability requirements come from objectives, projects and the target structure
- Competency re-measured after development
- Planned succession for critical roles
Everything Talent needs, in one place
Product capabilities as defined in the specification, built on Shared Core services rather than parallel copies of them.
What a standalone tool can’t calculate
Because Paseer Talent runs on the same enterprise graph as the other products.
A single skill overloaded across projects
Catch the problem before it becomes a delay
A list of the topics and commitments a leaver owns, with closure blocked until they’re reassigned
No orphaned topics after retirement
Restructure simulation: who moves and what’s affected
Safe restructuring is worth buying on its own
Integrates with the rest of the suite without duplication
Records stay in their own product, and products exchange reference IDs and events through the Shared Core.
Who it’s for
Built on the Shared Core
Identity, single sign-on and delegation, one organizational structure, Hijri and Gregorian calendars, periods and period close, an audit log, and a dedicated database per organization.
Security and trustSee Talent on your data
A demo tailored to your sector on the interactive prototype, with an onboarding or migration plan from Paseer 4.7.