- 01An evaluation period starts; employee and manager assessments are tracked by completion rate.
- 02Employees land in boxes such as Star, Rising Star or Core Player, narrowed by department, location and talent pool.
- 03Placements are settled through calibration; talent pools flow automatically into promotion, succession and development processes.
Plena Growth · AI-supported talent and career management
Discover talent, develop it, prepare people for tomorrow's roles today.
Run every career process — from talent evaluation and promotion to critical-position succession, personal development plans and mentoring — on a single platform. Who is ready, who is at risk, who should mentor whom? Decide with data, not guesswork; the system recommends, people decide.
A single choice turns into a personal development plan.
One loop from evaluation to development
How Plena Growth works
Employees steer their own careers, managers grow their teams, HR builds the organisation's talent strategy — all looking at the same data. Promotion, succession and development decisions become visible, measurable and justified.
- EvaluateHR starts an evaluation period, employee and manager assessments are completed. Employees are placed on the 9 Box automatically; the final call is made by the team in the calibration meeting.
- Plan promotionsThe promotion process is tracked step by step — from candidate selection to evaluation, committee, approval and assignment — with each candidate's readiness visible through clear criteria.
- Secure critical positionsSuccessor candidates for every critical position are listed with preparation ratio and target date; positions with no successor or at risk stand out.
- DevelopA personal learning path is created for missing competencies; manager and HR send development suggestions, the employee is matched with the right mentor.
- Promote from withinSuitable internal candidates for open roles come to the fore; employees see career options with fit ratios.
- MonitorEvery completed training updates competency levels; readiness score, 9 Box and succession rankings refresh automatically.
The three strongest capabilities
The core of talent management.
From the 9 Box map to mentor matching, career paths to readiness scores — every module feeds the others and runs on the same data.
- 01Fit is computed from skill complementarity, career fit and availability — each component shown separately.
- 02Opening the request, the mentor sees a prep note with the mentee's priority development areas and first-30-day focus points.
- 03A 6-month personal roadmap and a first-meeting agenda are created for the pair; requests are tracked.
- 01The career tree shows promotion and lateral options with fit ratio and estimated duration.
- 02The career radar compares competencies against the expectations of the three closest roles in one chart.
- 03The promotion-readiness analysis lists met and missing criteria one by one; the system suggests the most suitable path with its rationale.
Differentiator
Succession doesn't sit on a list — it turns into development.
The moment a risk on a critical position surfaces, you can see exactly why a successor is or isn't ready, and it turns into a development plan in a single step. The plan continues on the employee's screen as a learning path; every completed step feeds back into the preparation ratio.
Highlighted capabilities
Everything you need for career management
Run talent evaluation, promotion, succession, development, mentoring and internal mobility on a single platform.
- 9 Box and calibrationEmployees are positioned automatically by performance and potential; calibration, talent pools and period comparison on one screen.
- Succession and critical positionsSuccessor candidates for critical positions with preparation ratio and target date; unbacked and risky positions stand out.
- Smart mentoringReasoned fit score, a prep note for the mentor, a 6-month roadmap and mentor requests.
- Readiness and career pathsReadiness score for the target role, career tree, career radar and career suggestions; promotion criteria visible one by one.
- Learning pathTraining, certification, projects and coaching are placed into a weekly plan for missing competencies; the post-plan readiness is visible upfront.
- Attrition riskComputed from engagement, performance, absenteeism, overtime and time-in-role; retention and development steps are suggested.
- Promotion managementThe promotion process is tracked through candidate selection, evaluation, committee, approval and assignment stages.
- Evaluation periodsSelf evaluation, manager evaluation, approval and calibration; target audience and completion tracking.
- Development suggestions and IDPEmployees accept, reject or counter-suggest recommendations from manager and HR; they add their own goals to the plan.
- Weekly suggestions for managersEach week, managers get reasoned suggestions on which development step fits whom — forwardable in one click.
- Internal mobilitySuitable internal candidates for open roles come forward with fit ratios; employees can apply to internal postings.
- Reports and PDF exportsTalent pool, promotion and succession summaries on one screen; development plans as PDF, tables as Excel in one click.
Security and responsible AI
Everyone sees only what they should.
Role-based visibility, explainable scores and an on-premise deployment option keep your talent data under your control. The system recommends; HR and managers decide.
✓ Cloud✓ On-Premise
- Role-based visibility; who can see what is configured per organisation
- Corporate single sign-on (SSO)
- KVKK/GDPR: logging, data anonymisation, purpose-limited use
- With on-premise deployment data never leaves your infrastructure
- Explainable score breakdowns
- 9 Box placements are corrected through calibration — people decide
- Regular fairness audits for protected attributes such as gender and age
- Employees and their managers can object to a profile and request correction
- HR records, performance, learning, ATS, time tracking and survey connections
- API-based integration; real-time or daily data flows
- Industry-specific ready-made competency sets and Excel bulk upload
- The same computation drives every score on every screen
FAQ
Frequently asked questions
What is Plena Growth?
A career management solution that runs talent evaluation, 9 Box, promotion, succession, development, mentoring and internal mobility on a single AI-supported platform.
Do we have to change our existing competency model?
No. You keep your own model; industry-specific ready-made sets are offered only for a fast start.
How long does setup take?
Ready-made competency sets, career paths and Excel templates let you complete setup quickly from your existing HR files.
Does it replace our HR, learning or performance systems?
No. It reads data from those systems and adds a talent management layer on top; it works with Plena modules or your existing tools.
What does an employee see?
Their own readiness score, career options, learning path, mentor matches and development suggestions. Management-only scores such as attrition risk are not shown.
How are the scores calculated?
Readiness is computed from defined criteria, a successor's preparation from experience, performance, competency and training components, and mentor fit from separately shown components. Every score breakdown is inspectable.
What happens if the system makes a wrong suggestion?
Plena Growth does not decide — it supports decisions. HR and managers can change a suggestion; 9 Box placements are corrected through calibration.
Does it work with our learning platform?
Yes. It works out of the box with Plena LMS and connects to Enocta, Moodle or your own learning system. Completed training updates competency levels.
Does our data leak into other organisations' models?
No. With on-premise deployment your organisation-specific models stay on your own infrastructure.
Can we start with a small scope?
Yes. Start with one or two job families and roll out to the whole organisation once you see results.
Make talent visibleMake your talent visible
Evaluate the talent platform that prepares successors for critical positions and manages mentoring and development plans in one place — with a demo tailored to your organisation.