Abstract: A computer based human capital management system provides for collecting information from any combination of position applicants, employees, and reserve pool talent reflective of the position skills, performance, and requirements thereof. The quality of the collected information can be normalized by supervisory review. The collected information is searchable by skill, performance, and other requirements with the search results being scored and ranked. The collected information may also be evaluated against a position specification establishing a weighting profile reflective of a position skills, performance, and requirements set presumed appropriate for a defined position. The position evaluation returns a scored and ranked list of candidates for the defined position, which can then be subjected to managerial review. Additional information can be requested as part of the managerial review, leading to a potential revision in the scored and ranked list of candidates.

Abstract: A computer based human capital management system provides for collecting information from any combination of position applicants, employees, and reserve pool talent reflective of the position skills, performance, and requirements thereof. The quality of the collected information can be normalized by supervisory review. The collected information is searchable by skill, performance, and other requirements with the search results being scored and ranked. The collected information may also be evaluated against a position specification establishing a weighting profile reflective of a position skills, performance, and requirements set presumed appropriate for a defined position. The position evaluation returns a scored and ranked list of candidates for the defined position, which can then be subjected to managerial review. Additional information can be requested as part of the managerial review, leading to a potential revision in the scored and ranked list of candidates.

Abstract: A method, executable by computer, of ranking the skills sets of a plurality of members of a workforce relative to a requirements set representative of a position within an organization. The method includes selecting, from a workforce database, a member set of performance capability data sets matching a defined requirements set and scoring predetermined elements of the performance capability data sets of the member set based on element score values stored in the workforce database. The scoring of the predetermined elements is selectively increased where the integrity of a corresponding one of the predetermined elements has been approved. An ordered ranking of the plurality of members is then determined based on the accumulated scores of each of the performance capability data sets of the member set.