The Talent module is where Tanca answers the question "where does everyone stand in terms of competency, and where do they go next". This article maps out the module and spells out the setup order — get the order wrong and you'll have to start over.
What the module includes
| Group | Section | Used for |
|---|---|---|
| Main | Reviews › Competency | Create and run competency review cycles |
| Reviews › Matrix | Talent matrix (9-box) | |
| OKR & Performance | Objectives and key results | |
| KPI & MBO · KPI Sheet | Quantitative targets | |
| Talent calibration | Balance results across departments | |
| Internal talent | Talent marketplace | Internal opportunities for employees |
| Journey | Each person's development path | |
| Statistics | Reports | Company-wide results |
| Configuration | Settings | Skill library · Competency framework · Matrix |
The Artificial Intelligence section in this module is labeled Coming soon and is not yet available.
Setup order — cannot be reversed
The four layers below stack on top of each other. Each layer can only be built once the layer beneath it is complete.
- Job titles. Set up your company's job title tree first. Everything in this module hooks into job titles — which job titles a skill applies to, which job title a competency framework belongs to.
- Skill library. Each skill consists of a name, applicable job titles, and five behavior levels. See articles B13-02 and B13-03.
- Competency framework. Group skills, assign weights, and choose the required level for each skill. See articles B13-04 and B13-05.
- Review cycle. Run reviews on the framework you built.
The most common mistake: creating skills while leaving the five behavior levels blank. When that happens, the step for choosing required levels in the competency framework shows only "No title / No content" — you're choosing among five empty boxes, and raters later on have no basis for scoring. Write the five levels at the time you create the skill; don't leave them for later.
Three tabs in Settings
| Tab | Content |
|---|---|
| Skill library | The company-wide list of skills, with applicable job titles and five behavior levels |
| Competency framework | A weighted set of skills attached to a job title |
| Matrix | Talent matrix based on a fixed template with two groups |
How it differs from the Recruitment competency framework
Tanca has two separate competency frameworks. The framework in Talent › Settings (this article) is used to score the competency of current employees. The framework in Recruitment › Settings is used by AI to score candidate CVs and is a separate system — skills are typed in manually, not taken from the skill library. Building a framework here does not enable recruitment to score CVs. See article B15-05.
| Talent › Settings › Competency framework | Recruitment › Settings › Competency framework | |
|---|---|---|
| Skills come from | Skill library — selected from a list | Typed in freely |
| Weights | One tier, totaling 100% within each group | Two tiers: framework % per group × skill weight |
| Linked to job titles | Yes | No |
| Five behavior levels | Yes | No |
| Draft / Active status | No | Yes |
| Used to | Score employee competency | AI scoring of candidate CVs |
What to prepare outside the system
- A list of active job titles — keep only job titles that currently have people in them or are planned for hiring within 12 months.
- A skill naming convention. Skill names will appear on review forms and reports, so name them the way they're called internally, not with technical names.
- Who writes the five behavior levels. This is the most labor-intensive part and needs someone who knows the craft — usually the department head, not HR.
- The competency group structure and weights — finalize them on paper before entering them, because changing weights after a review cycle has run will skew comparisons between the two periods.
