🚀 Talent Co-Pilot: A New Era in Talent Analytics
Make your employees’ talents visible, discover their potential, and foster a high-performance culture with Sorwe!
Sorwe introduces Talent Co-Pilot, designed to help you manage your human capital strategically. Analyze your employees’ performance and potential in depth, reduce risks, and scale a high-performance culture across your organization.
💎 What You Gain with Talent Co-Pilot
✔️ Strengthen company culture and create shared values
✔️ Identify risks early and minimize them
✔️ Ensure transparency in succession planning, promotions, and career paths
✔️ Focus training and development investments on critical areas
✔️ Increase employee engagement, motivation, and performance
A. Segmentation Models
The 9-box, 4-box, and 3-box models position employees based on their performance and potential, allowing you to clearly see all segments—from top talent to risk groups.
First, let’s take a look at how to set up this segmentation.
From the Sorwe Admin Panel, go to HR Analytics, then navigate to the Talent Co-Pilot page and click Go to Report.
When you scroll down the page, you will see the Segmentation Boxes section.
In this area, you can easily create the boxes and define their properties by clicking the Create Segmentation Boxes button.
⁙ Enter a title for the segmentation.
⁙ Define the start and end dates. These dates determine which performance and potential data periods will be used for the segmentation.
For example, if four different quarterly performance processes were created within a year and the selected date range covers these periods, the segmentation box will automatically use data from all four templates. Performance processes may be quarterly, semi-annual, annual, etc. The average of the templates within the selected period is calculated.
The key point is to correctly define the time range for which you want to create the segmentation.
Additionally, you can create multiple segmentation boxes covering the same period.
For example, using data from the same time range, you can first create a 4-Box model and then a 9-Box segmentation model.
⁙ Segmentation Model:
→ 9-Box: Enables a more detailed analysis of performance and potential levels. It is ideal for clearly distinguishing high leadership potential employees, development areas, and risk groups. This is the most suitable segmentation method for organizations with a large employee population.
→ 4-Box: Suitable for organizations with mid-sized teams that prefer a simpler structure for evaluating performance and potential. It offers a fast and practical analysis based on core distinctions.
→ 3-Box: Can be preferred when a high-level overview is needed. It provides a clear snapshot of the overall picture by quickly positioning employees into high, medium, and low performance groups.
⁙ You can select the data to be displayed on the X and Y axes of the box (Performance / Potential).
⁙ Performance Data Source: With the Performance System option, employees are automatically placed into the boxes based on the scores generated within Sorwe’s performance system. If more than one performance process has been created within the selected period, the average of these processes is taken.
With the Manual Upload option, performance scores uploaded via Excel are used for box placement. This allows you to generate data by uploading performance information from sources outside of Sorwe. After saving the box, you can proceed with the manual upload.
⁙ Potential Data Source: You can generate potential data by selecting one of the available fields within Sorwe. These include:
Competency Review: Data is sourced from employees’ competency assessment results in Sorwe. If more than one competency process has been initiated within the same period, the averages of these processes are taken into account.
360° Review: Data is sourced from employees’ Sorwe 360° assessment results. Calculations are based on the employee’s overall average score.
Potential Assessment Survey: Data is taken from the potential assessment surveys that have been created. Assessments created using the “Potential Assessment” template under Competency Assessment are considered.
Personality & Competency Inventory: Results from the initiated competency inventory are reflected here. Employee potential is calculated based on 64 competencies.
Manual Upload: These are competency assessment results uploaded manually via Excel. (For manual selections, the required potential data can be uploaded from the Actions menu after the simulation has been saved.) Minimum and maximum scores are defined by the customer and are ultimately normalized to a 0–100 scale.
After completing your selections, you can proceed to Step 2: Define Boxes.
⁙ Segmentation Strategy: Define the strategy you will use to set the boundaries of the boxes.
→ Equal Distribution: This is the basic strategy where all boxes are distributed at equal intervals on the performance and potential axes. Each box occupies an equal size on the 0–100 scale. It is preferred for simple and balanced analyses.
→ Mean & Standard Deviation: Calculations are based on threshold values determined by the company’s overall average data. Using the standard deviation method, data is distributed according to these thresholds. This prevents excessive clustering in specific boxes and provides a more balanced, analytical, and dynamic employee distribution.
→ Percentiles: This strategy creates boxes based on percentile thresholds determined by performance and potential distributions.
For example, the top 25% can be defined as the high-performance group. Since this method is sensitive to the number of employees, it provides a more realistic and organization-specific distribution. When you select a percentile value, a field will appear below the step where you can enter axis threshold values.
⟪ Axis Threshold Values: These define the width and height of the boxes on the Performance and Potential axes. Values between 0 and 100 are used.
For example, in a 4-Box view, if both axes are set to 50, all boxes will appear equal in size. When the value is reduced, boxes become smaller; when it is increased above 50, they become larger.
In the 9-Box (3x3) view, boxes are equally divided, starting at 33–66 values. The defined thresholds are static and fixed and cannot be changed. ⟫
⁙ Define Boxes: In this section, you can customize the colors and names of the boxes.
Finally, click the Save button to create your segmentation box.
The box you create will appear as shown below:
Using the Create New option, you can create a different segmentation box. When a new box is created, the segmentation boxes you previously created will continue to remain active and usable.
↓Under the Options button, you can:
Edit the segmentation box
Recalculate the boxes
Upload Excel files if Performance and Potential data are set to be added manually
View the employees included in each box
View profile distributions for the relevant segmentation
Freeze Talent Boxes to take a snapshot of the current 9-Box distribution and lock it in place. Once locked, the 9-Box view remains fixed even if employees’ performance or potential data change
Archive the segmentation box using the Archive button
With the View All Employees button in the boxes within the Filled Segmentation Analysis, you can view the employees included in each box.
⁘ Key Driver Analysis: (This section is populated based on available data; if no data exists, it will appear as “no data”.)
This section explains the critical factors identified as a result of the analysis and helps you clearly understand your organization’s strengths and areas for development.
Analysis Components:
DNA (Cultural / Behavioral Core Elements): The core strengths that define the company’s identity and culture.
Development Areas: Factors that lag behind when compared to high performance and require improvement.
Bridge Factors: Factors that are strong within the Core (stable) group and close to the high-performance group; these can be scaled across the entire organization.
Consistency Anchors: Widely adopted and standardized strengths among employees; the cornerstones of organizational culture.
Focus Areas: Small but critical factors that make a significant difference; they can be quickly strengthened through short-term actions.
Risks (Weakening Factors): Risky behaviors commonly observed in the low-performance group; they can be identified early and mitigated proactively.
⁘ Key Differentiators: (If no data is available, this section will appear as “no data”; data will be populated at a later stage.)
This section highlights the characteristics that differentiate high-performing employees from others, enabling you to clearly identify your top talent.
Differentiators: Key behavioral and cultural factors that drive performance and determine success.
⁘ Action Plans: These are concrete and actionable recommendations created based on your employees’ performance and potential data.
Action Plans provide support across three main areas:
Development: Offers targeted recommendations to improve employees’ competencies and soft skills.
Culture: Helps reinforce your company’s strong cultural values and spread a high-performance culture across the organization.
Recruitment: Facilitates identifying candidates who align with organizational needs and reflecting a high-performance culture in hiring processes.
In short, Action Plans support employee development, enhance performance, and enable decision-making aligned with your company strategy.
B. Personality Analysis, Key Behaviors Analysis, and Soft Skills Analysis
The data displayed in these 3 areas reflects the results of the Personality and Competency Inventories you have created within your organization. These analyses work independently of segmentation.
If you have not launched an inventory before, no data will be displayed in this section. You can create a new inventory by clicking the Start button in the relevant area.
You can complete the inventory creation steps and share the inventory with your employees. For more detailed information, you can review the article below:
⁙ Personality Analysis displays the personality indicators of employees within your organization. In this area, indicators such as Conscientiousness (self-discipline), Steadiness, and Influence are shown at levels like very strong, balanced, or rare.
In the visual example, the overall analysis of employees who have completed the Personality and Competency Inventory within the company is shown. In this organization, employees demonstrate high conscientiousness, balanced influence, and steadiness, while the dominance trait is observed rarely.
Last Updated Date: The last updated date is displayed at the bottom left of the analysis. It indicates when the data was most recently refreshed.
Validity Rate: As time passes after the inventory is completed, the validity rate decreases. This allows you to track the timeliness and accuracy of the inventory data.
Number of Participants: Shows how many employees’ results the inventory analysis is based on.
Using the Profile Distributions button, you can view these behavioral patterns based on profile groups.
⁙ Key Behaviors Analysis: This analysis examines the 12 core behaviors across your organization in detail, based on the results of the Personality and Competency Analysis. Each behavior helps you better understand employees’ workplace tendencies, strengths, and development areas.
Using the Explore by Profiles button, you can view this analysis for the selected profile (such as department, unit, etc.).
⁙ Soft Skills Analysis: This analysis provides a detailed view of the 4 main competency categories that should exist within an organization, along with a total of 64 related sub-competencies. It helps you clearly understand employees’ strengths and development areas.
Focus areas are identified based on the competencies where employees’ performance and skill levels fall below sector benchmarks and country norms. This allows you to clearly prioritize the areas that require development.
Score: The overall company score for the relevant sub-competency.
Norm: The nationally defined norm range.
Sector Benchmark: Shows the average scores of companies in the same industry, enabling comparative analysis.
By clicking on Explore by Profiles, you can review this analysis on a profile basis (such as department, unit, etc.).
