{"id":25536,"date":"2026-01-05T10:30:00","date_gmt":"2026-01-05T13:30:00","guid":{"rendered":"https:\/\/actiosoftware.com?p=25536"},"modified":"2026-06-12T16:33:03","modified_gmt":"2026-06-12T19:33:03","slug":"talent-science-how-this-approach-impacts-companies","status":"publish","type":"post","link":"https:\/\/actiosoftware.com\/en\/blog\/talent-science-como-essa-abordagem-impacta-empresas\/","title":{"rendered":"What is Talent Science and what is its impact on corporations"},"content":{"rendered":"<p>Attracting top professionals in the market is a big challenge, but the real game-changer for a business's growth lies in knowing what to do with them after hiring. And in a scenario where data guides everything from the financial sector to logistics, People Management could no longer rely solely on \u201cgut feeling\u201d or subjective evaluations. It is precisely from this need for precision that the <strong>Talent Science<\/strong> Talent Science.<\/p>\n\n\n\n<p>And, contrary to what many people think, Talent Science goes far beyond a modern HR term. After all, it uses data, behavioral psychology, and predictive analytics to map employees' real potential, align expectations, and optimize team performance.&nbsp;<\/p>\n\n\n\n<p>Want to understand how to structure scientific processes for Performance Management and transform human capital into your company's greatest driver of results? You've come to the right place. Below, we explain the concept, pillars, and practical impact of this methodology on your business. Check it out with Actio!<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-talent-science-o-que-e\">Talent Science, what is it?<\/h2>\n\n\n\n<p>Actio\u2019s <strong>Talent Science<\/strong> (Talent Science) is a methodological approach that transforms Performance Management into a strategic process guided by data, behavioral analytics, and business objectives. Thus, instead of basing employee evaluations on subjective perceptions or bureaucratic reviews, this practice thoroughly investigates real needs and deliverables.<\/p>\n\n\n\n<p>In practice, it is a set of principles applied to the Human Resources sector to build and sustain a culture of <strong>high performance and meritocracy<\/strong>. Thus, when well implemented, Talent Science connects qualified professionals to organizational goals, ensuring that individual development translates into profit and efficiency.<\/p>\n\n\n\n<p>However, for this gear to work and meet Performance Management demands effectively, the methodology is built on seven fundamental pillars (known by the acronym <em>OASIS-T<\/em>):<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Ongoing<\/strong> real-time monitoring processes, abandoning the rigid model of annual evaluations;<\/li>\n\n\n\n<li><strong>Aligned<\/strong> total connection between individual employee goals and macro business objectives;<\/li>\n\n\n\n<li><strong>Social (Social\/Collaborative):<\/strong> incentive the sharing of achievements, learnings, and support dynamics among teams;<\/li>\n\n\n\n<li><strong>Constructive<\/strong> focus on <a href=\"https:\/\/actiosoftware.com\/en\/blog\/feedback-what-is-importance-and-how-to-give\/\" target=\"_blank\" rel=\"noreferrer noopener\">feedback<\/a> oriented towards future growth, and not just exposing past mistakes;<\/li>\n\n\n\n<li><strong>Efficient<\/strong> Lean and intelligent processes that generate maximum value with minimal operational wear.;<\/li>\n\n\n\n<li><strong>Insightful (Informativo\/Revelador):<\/strong> Deep data generation that reveals bottlenecks and generates valuable insights for leadership;<\/li>\n\n\n\n<li><strong>Talent-centered<\/strong> the certainty that the employee's experience, well-being, and development are the engine of the company's success.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-qual-e-o-impacto-do-talent-science-para-as-empresas\">What is the impact of Talent Science for companies?<\/h3>\n\n\n\n<figure class=\"wp-block-image aligncenter\"><img fetchpriority=\"high\" decoding=\"async\" width=\"300\" height=\"200\" src=\"https:\/\/actiosoftware.comwp-content\/uploads\/2022\/01\/group-of-business-2021-08-26-20-10-12-utc-1-300x200.jpg\" alt=\"What is the impact of Talent Science for companies?\" class=\"wp-image-25540\" title=\"celebrating\" srcset=\"\" sizes=\"(max-width: 300px) 100vw, 300px\" data-srcset=\"\" \/><\/figure>\n\n\n\n<p>The main impact of Talent Science is the consolidation of a <strong>Culture of meritocracy, alive and fair<\/strong>. After all, by replacing favoritism and \u201cgut feelings\u201d with concrete performance data, the company begins to allocate its financial resources and opportunities strategically, rewarding those who truly move the business forward.<\/p>\n\n\n\n<p>Thus, when an employee operates under this clear incentive system, the return for the organization is very high. The team stays engaged in hitting goals, feedback rituals become valued, and professionals align their personal ambitions with the company's growth ideals.<\/p>\n\n\n\n<p>But that's not all: in practice, the implementation of this methodology generates four major impacts on human asset management:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Surgical talent retention:<\/strong> identify high-performance professionals, allowing for salary adjustments that shield the most valuable human capital from competition;<\/li>\n\n\n\n<li><strong>Promotions and assertive actions:<\/strong> Eliminate favoritism and tenure-based promotions. Internal vacancies and career transitions will now be filled based on actual competence and delivery history.;<\/li>\n\n\n\n<li><strong>Strategic variable compensation:<\/strong> provides a basis for structuring programs of <a href=\"https:\/\/actiosoftware.com\/en\/blog\/plr-what-is-how-it-works-and-benefits\/\" target=\"_blank\" rel=\"noreferrer noopener\">PLR<\/a> and sustainable bonuses. Thus, the bonus ceases to be a fixed cost and becomes a direct reflection of the profit generated by the team's efforts;<\/li>\n\n\n\n<li><strong>Long-term alignment:<\/strong> supports the creation of robust incentives, such as plans for <em>Stock Options<\/em>. This elevates employee commitment, making them think and act like business owners.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-praticas-do-talent-science-e-como-implementa-las-na-gestao\">Talent Science Practices and How to Implement Them in Management<\/h2>\n\n\n\n<figure class=\"wp-block-image aligncenter\"><img decoding=\"async\" width=\"300\" height=\"188\" src=\"https:\/\/actiosoftware.comwp-content\/uploads\/2022\/01\/businesswoman-working-on-business-paperwork-and-la-2021-10-21-03-30-54-utc-1-300x188.jpg\" alt=\"Talent Science Practices and How to Implement Them in Management\" class=\"wp-image-25542\" title=\"report-talent-science\" srcset=\"\" sizes=\"(max-width: 300px) 100vw, 300px\" data-srcset=\"\" \/><\/figure>\n\n\n\n<p id=\"h-como-vimos-o-talent-science-nao-e-apenas-uma-teoria-de-rh-mas-um-ecossistema-pratico-focado-em-construir-uma-cultura-de-alta-performance-e-para-que-esse-sistema-gere-valor-real-ele-se-apoia-em-tres-produtos-principais-o-reconhecimento-das-contribuicoes-que-destacam-a-empresa-no-mercado-o-desenvolvimento-continuo-focado-em-negocios-e-comportamentos-e-o-alinhamento-cirurgico-das-prioridades-entre-empresa-times-e-colaboradores\">As we saw, the <strong>Talent Science<\/strong> it's not just an HR theory, but a practical ecosystem focused on building a high-performance culture. And for this system to generate real value, it relies on three main products: the <strong>Recognition<\/strong> of the contributions that highlight the company in the market, the <strong>Development<\/strong> continuous focus on business and behaviors, and the <strong>Alignment<\/strong> surgical prioritization between the company, teams, and employees.<\/p>\n\n\n\n<p>Furthermore, implementing this methodology requires breaking away from old corporate clich\u00e9s, such as believing that development is limited to expensive training or that performance reviews should only happen once a year. The secret to success, therefore, lies in the consistency and quality of interactions between leaders and their teams.<\/p>\n\n\n\n<p>Here are the <strong>7 fundamental tips<\/strong> to take Talent Science from concept to reality and turn it into your organization's primary driver of results:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Understand that development is born in leadership, not in training<\/h3>\n\n\n\n<p>The biggest mistake companies make is associating the word \u201cdevelopment\u201d with high costs for complex LMS platforms, courses, or lectures. At Talent Science, development begins much earlier: it is born from interpersonal relationships and direct guidance from the manager.&nbsp;<\/p>\n\n\n\n<p>Thus, when the leader takes responsibility for guiding the employee on a daily basis, they gain the commitment and sense of belonging of the led.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Replace the annual review with the Check-Ins model<\/h3>\n\n\n\n<p>The first structural practice to be adopted is the <strong>Check-In<\/strong>, the standard model of Performance Management from Talent Science. Unlike traditional, bureaucratic, and annual evaluations, check-ins work based on a fast \u201cturnaround\u201d between management cycles.&nbsp;<\/p>\n\n\n\n<p>It is the exact moment when leadership and the led sit down to evaluate what has passed, calibrate the present, and redefine expectations for the future in an agile way.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-estabeleca-conversas\">Establish conversations\u00a0<\/h3>\n\n\n\n<p>For the process to be efficient, each employee must formally speak with their manager. <strong>at least four times a year<\/strong> (once per quarter). These periodic meetings prevent year-end surprises and ensure that deviations are corrected quickly, keeping the professional on track and focused on the right goals.<\/p>\n\n\n\n<p><strong>Also read:<\/strong> <a href=\"https:\/\/actiosoftware.com\/en\/blog\/continuous-feedback-and-recognition\/\" target=\"_blank\" rel=\"noreferrer noopener\">Continuous Feedback and Recognition (CFR)<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Structure meetings into a clear triad: Feedback, Feedforward, and Priorities<\/h3>\n\n\n\n<p>Both routine conversations and formal check-ins should strictly follow a basic structure divided into three essential stages:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Feedback<\/strong> Past performance analysis. What worked and what didn't work since our last meeting?<\/li>\n\n\n\n<li><strong>Feedforward<\/strong> Look to the future. What should the employee change, what do they need to start doing, what should they stop, and what should they continue doing to evolve?<\/li>\n\n\n\n<li><strong>Priorities (Expectations):<\/strong> redefinition of business goals and <a href=\"https:\/\/actiosoftware.com\/en\/blog\/pdi-individual-development-plan-how-to-develop-yours\/\" target=\"_blank\" rel=\"noreferrer noopener\">Development Plan<\/a> that the professional will pursue until the next cycle.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">5. Use the Employee Reflection Form before each cycle<\/h3>\n\n\n\n<p>So that the check-in is not a monologue, the reportee must go through a prior self-assessment process. To do this, provide a simple form before the meeting, prompting the employee to answer four key questions:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>What were my main results and deliverables from the last few months?<\/li>\n\n\n\n<li>What do I believe I need to improve (in terms of results and behaviors)?<\/li>\n\n\n\n<li>What am I doing really well (behaviors and results)?<\/li>\n\n\n\n<li>What should be my priorities for the next cycle?<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\">6. Prepare leadership with the Leader Reflection Form<\/h3>\n\n\n\n<p>The manager should not go to the check-in empty-handed or relying solely on recent memory. They need to fill out their own reflection form mirrored on the subordinate.&nbsp;<\/p>\n\n\n\n<p>This document should cross-reference the objective data of achieved goals with observed daily behaviors, serving as a basis for feedback that is entirely focused on facts and data, eliminating any personal bias.<\/p>\n\n\n\n<p><strong>Related:<\/strong> <a href=\"https:\/\/actiosoftware.com\/en\/blog\/atitudes-de-lideres-que-melhoram-a-gestao-de-pessoas\/\" target=\"_blank\" rel=\"noreferrer noopener\">Performance Management<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">7. Use the Alignment pillar to ensure everyone is playing the same game<\/h3>\n\n\n\n<p>High performance only happens when the team knows exactly where the company is heading and what each individual's role is. Therefore, use alignment practices to provide absolute clarity on the organization's macro priorities.&nbsp;<\/p>\n\n\n\n<p>When employees understand how their work directly impacts the team's results and the company's market growth, their execution becomes much more precise and engaged.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Put Talent Science into practice in your company<\/h2>\n\n\n\n<p>Relying on technology is very important for organizing processes and executing methodologies, and this is no different for Talent Science. And that's where Actio Software comes in, which has a Performance Management software developed based on all the expertise of Falconi, the largest business consultancy in Brazil.<\/p>\n\n\n\n<p>Access the website right now and take a Performance Management assessment to learn about your company's needs on the subject!<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Frequently Asked Questions about Talent Science<\/h2>\n\n\n\n<p id=\"h-\">Check out some of the most common questions on the topic below:<\/p>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1781292669397\"><strong class=\"schema-faq-question\"><strong>If Talent Science focuses on data, how can creative or subjective roles be evaluated where there are no obvious numeric goals?<\/strong><\/strong> <p class=\"schema-faq-answer\">This is a big challenge. In Talent Science, subjective roles are translated into data through <strong>behavioral evidence<\/strong> and <strong>Project delivery indicators<\/strong>. Thus, instead of measuring \"creativity\" (which is subjective), we measure the volume of projects delivered on time, the rework rate of these deliveries, and the perception of the areas that consume this service through structured scores.\u00a0<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1781292686167\"><strong class=\"schema-faq-question\"><strong>Talent Science differs from the OKRs (Objectives and Key Results) methodology in its primary focus and application.\n\n**Talent Science** is an approach to understanding and managing human capital by applying scientific methods and data analytics. Its core purpose is to scientifically assess, predict, and optimize employee performance, engagement, and potential. This often involves psychometric assessments, behavioral analysis, predictive modeling, and other data-driven strategies to make informed decisions about hiring, development, retention, and workforce planning. The emphasis is on understanding the \"why\" behind talent outcomes and using that knowledge for strategic talent management.\n\n**OKRs (Objectives and Key Results)** are a goal-setting framework. An **Objective** is ambitious, qualitative, and defines what you want to achieve. **Key Results** are quantitative, measurable metrics that track progress towards the Objective. OKRs are designed to align teams and individuals around common goals, drive focus, and promote measurable progress. The emphasis is on setting clear, ambitious goals and tracking progress through specific, quantifiable outcomes.\n\nHere's a breakdown of their key differences:\n\n*   **Focus:**\n    *   **Talent Science:** Focuses on understanding and optimizing the *people* within an organization through data and scientific methods. It's about the science of talent.\n    *   **OKRs:** Focuses on setting and achieving *goals* for the organization, teams, or individuals. It's about the science of goal achievement.\n\n*   **Application:**\n    *   **Talent Science:** Applied to areas like talent acquisition (predictive hiring), performance management (understanding drivers of success), employee development (tailoring growth plans), succession planning, and retention strategies.\n    *   **OKRs:** Applied to strategic planning, project management, team alignment, individual performance management, and driving accountability towards specific outcomes.\n\n*   **Methodology:**\n    *   **Talent Science:** Employs data analytics, psychometrics, behavioral science, and predictive modeling.\n    *   **OKRs:** Employs a structured framework for goal setting and progress tracking using qualitative objectives and quantitative key results.\n\n*   **Outcome:**\n    *   **Talent Science:** Aims to improve the effectiveness of talent management processes, increase employee performance and engagement, and reduce talent-related risks.\n    *   **OKRs:** Aims to achieve specific strategic objectives, increase focus, and drive execution and innovation.\n\n**How they can complement each other:**\n\nWhile distinct, Talent Science and OKRs can be highly complementary.\n\n*   **Talent Science can inform OKRs:** Insights from Talent Science (e.g., identifying key performance drivers, understanding what motivates top performers) can help in setting more effective and realistic Objectives and Key Results. For example, if Talent Science identifies that strong collaboration is a key predictor of success in a particular role, an OKR could be set to improve cross-functional collaboration.\n*   **OKRs can be used to measure the impact of Talent Science initiatives:** If an organization implements a new talent development program based on Talent Science insights, OKRs can be set to measure the effectiveness of that program (e.g., an Objective to improve leadership skills, with Key Results like a percentage increase in leadership competency scores or a reduction in leadership vacancies).\n\nIn essence, Talent Science is about understanding the science of people to make better talent decisions, while OKRs are about setting and achieving ambitious goals. They address different, though related, aspects of organizational effectiveness.<\/strong><\/strong> <p class=\"schema-faq-answer\">They don't compete, they complement each other. After all, OKRs are a goal-setting methodology focused on <em>business<\/em> (what the company needs to achieve). Talent Science, on the other hand, focuses on <em>person<\/em> and in the journey (how the individual behaves and develops while pursuing these goals).\u00a0<br><br>So, while OKRs say <em>if<\/em> The objective was achieved, Talent Science evaluates <em>how<\/em> He was hit and what the professional needs to progress in the next cycle.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1781292708083\"><strong class=\"schema-faq-question\"><strong>What is the real role of specialized software in the success of this methodology?\u00a0<\/strong><\/strong> <p class=\"schema-faq-answer\">Without technology, Talent Science dies, suffocated by Excel spreadsheets and papers forgotten in managers\" drawers. In other words, software functions as the methodology's \"nervous system\": it standardizes quarterly deadlines, sends automatic alerts for reflections, stores history so no feedback is lost, and generates predictive charts about which professionals are at risk of leaving.<\/p> <\/div> <\/div>","protected":false},"excerpt":{"rendered":"<p>Do you know what Talent Science is? In this article we explain in a simplified way what this process is and how it impacts companies.<\/p>","protected":false},"author":20,"featured_media":25537,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[717],"tags":[],"Idioma-posts":[1169,1168,1167],"class_list":["post-25536","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-gestao-de-pessoas","idioma-posts-espanhol","idioma-posts-ingles","idioma-posts-portugues"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.0 (Yoast SEO v27.9) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Talent Science: o que \u00e9 e qual \u00e9 o seu impacto nas empresas? - Actio<\/title>\n<meta name=\"description\" content=\"Voc\u00ea sabe o que \u00e9 Talent Science? 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This often involves psychometric assessments, behavioral analysis, predictive modeling, and other data-driven strategies to make informed decisions about hiring, development, retention, and workforce planning. The emphasis is on understanding the \"why\" behind talent outcomes and using that knowledge for strategic talent management.\n\n**OKRs (Objectives and Key Results)** are a goal-setting framework. An **Objective** is ambitious, qualitative, and defines what you want to achieve. **Key Results** are quantitative, measurable metrics that track progress towards the Objective. OKRs are designed to align teams and individuals around common goals, drive focus, and promote measurable progress. The emphasis is on setting clear, ambitious goals and tracking progress through specific, quantifiable outcomes.\n\nHere's a breakdown of their key differences:\n\n*   **Focus:**\n    *   **Talent Science:** Focuses on understanding and optimizing the *people* within an organization through data and scientific methods. It's about the science of talent.\n    *   **OKRs:** Focuses on setting and achieving *goals* for the organization, teams, or individuals. It's about the science of goal achievement.\n\n*   **Application:**\n    *   **Talent Science:** Applied to areas like talent acquisition (predictive hiring), performance management (understanding drivers of success), employee development (tailoring growth plans), succession planning, and retention strategies.\n    *   **OKRs:** Applied to strategic planning, project management, team alignment, individual performance management, and driving accountability towards specific outcomes.\n\n*   **Methodology:**\n    *   **Talent Science:** Employs data analytics, psychometrics, behavioral science, and predictive modeling.\n    *   **OKRs:** Employs a structured framework for goal setting and progress tracking using qualitative objectives and quantitative key results.\n\n*   **Outcome:**\n    *   **Talent Science:** Aims to improve the effectiveness of talent management processes, increase employee performance and engagement, and reduce talent-related risks.\n    *   **OKRs:** Aims to achieve specific strategic objectives, increase focus, and drive execution and innovation.\n\n**How they can complement each other:**\n\nWhile distinct, Talent Science and OKRs can be highly complementary.\n\n*   **Talent Science can inform OKRs:** Insights from Talent Science (e.g., identifying key performance drivers, understanding what motivates top performers) can help in setting more effective and realistic Objectives and Key Results. For example, if Talent Science identifies that strong collaboration is a key predictor of success in a particular role, an OKR could be set to improve cross-functional collaboration.\n*   **OKRs can be used to measure the impact of Talent Science initiatives:** If an organization implements a new talent development program based on Talent Science insights, OKRs can be set to measure the effectiveness of that program (e.g., an Objective to improve leadership skills, with Key Results like a percentage increase in leadership competency scores or a reduction in leadership vacancies).\n\nIn essence, Talent Science is about understanding the science of people to make better talent decisions, while OKRs are about setting and achieving ambitious goals. They address different, though related, aspects of organizational effectiveness.","answerCount":1,"acceptedAnswer":{"@type":"Answer","text":"Eles n\u00e3o competem, eles se somam. Afinal, os OKRs s\u00e3o uma metodologia de desdobramento de metas focada no <em>neg\u00f3cio<\/em> (o que a empresa precisa alcan\u00e7ar). J\u00e1 o Talent Science \u00e9 focado na <em>pessoa<\/em> e na jornada (como o indiv\u00edduo se comporta e se desenvolve enquanto persegue essas metas).\u00a0<br><br>Assim, enquanto os OKRs dizem <em>se<\/em> o objetivo foi atingido, o Talent Science avalia <em>como<\/em> ele foi atingido e o que o profissional precisa para evoluir no pr\u00f3ximo ciclo.","inLanguage":"en-US"},"inLanguage":"en-US"},{"@type":"Question","@id":"https:\/\/actiosoftware.com\/blog\/talent-science-como-essa-abordagem-impacta-empresas\/#faq-question-1781292708083","position":3,"url":"https:\/\/actiosoftware.com\/blog\/talent-science-como-essa-abordagem-impacta-empresas\/#faq-question-1781292708083","name":"What is the real role of specialized software in the success of this methodology?\u00a0","answerCount":1,"acceptedAnswer":{"@type":"Answer","text":"Sem tecnologia, o Talent Science morre sufocado em planilhas de Excel e pap\u00e9is esquecidos nas gavetas dos gestores. Ou seja, o software funciona como o \"sistema nervoso\" da metodologia: ele padroniza os prazos dos trimestres, envia alertas autom\u00e1ticos para as reflex\u00f5es, armazena o hist\u00f3rico para que nenhum feedback seja perdido e gera gr\u00e1ficos preditivos sobre quem s\u00e3o os profissionais com risco de sa\u00edda.","inLanguage":"en-US"},"inLanguage":"en-US"}]}},"_links":{"self":[{"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/posts\/25536","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/users\/20"}],"replies":[{"embeddable":true,"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/comments?post=25536"}],"version-history":[{"count":3,"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/posts\/25536\/revisions"}],"predecessor-version":[{"id":72262,"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/posts\/25536\/revisions\/72262"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/media\/25537"}],"wp:attachment":[{"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/media?parent=25536"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/categories?post=25536"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/tags?post=25536"},{"taxonomy":"idioma-posts","embeddable":true,"href":"https:\/\/actiosoftware.com\/en\/wp-json\/wp\/v2\/Idioma-posts?post=25536"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}