Betterworks Adds Real-Time Talent Intelligence to Performance Management System
Betterworks released new AI-powered features that pull performance data from the work itself-goals, feedback, and one-on-one conversations-to give managers real-time visibility into employee capabilities and readiness.
The move addresses a documented gap between how confident HR leaders are in their talent decisions and what their actual data shows. Only 16% of organizations say their approach to talent decisions is predictive, according to Betterworks' latest research, despite 58% describing themselves as proactive.
The problem is concrete. Seventy-three percent of organizations report that gaps in workforce intelligence have caused negative business outcomes, including missed strategic initiatives, poor hiring decisions, and inability to redeploy talent quickly.
What the New Features Do
The system centers on four capabilities: Unified Talent Profiles, Skills Intelligence, Calibration, and Succession Planning.
Unified Talent Profiles give leaders a current view of performance and capability grounded in actual work rather than static annual reviews. The system generates summaries of achievements, strengths, and development areas.
Skills Intelligence infers what employees can actually do based on work signals-outcomes from goals, feedback, and conversations-rather than relying on self-reported data. Managers then validate these inferred skills, combining AI analysis with human judgment.
This addresses a critical blind spot. While most HR leaders believe they have complete skills data, the majority admit less than 75% of their workforce skills are actually captured.
Calibration and Succession Planning features connect performance and skills data in one place, allowing managers to make faster and more consistent decisions with less bias.
How This Changes Decision-Making
The system captures performance continuously rather than waiting for annual reviews. When launching a new initiative, managers can identify who has the right skills regardless of job title. For succession planning, they can see who is ready and what gaps need closing. For difficult workforce decisions, they have context and consistency.
The platform integrates into existing work flows-capturing signals automatically from tools managers and employees already use-rather than requiring additional data entry into separate systems.
More than half of HR leaders surveyed said the single most valuable improvement would be AI-driven skills analysis and real-time visibility into workforce capabilities.
For managers responsible for talent decisions, AI for Human Resources and AI Learning Path for CHROs offer structured ways to understand how these tools fit into broader workforce strategy.
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