Resource strategy
The Resource Strategy group in the Agentic Transformation Platform (ATP) sidebar holds 5 assessment pages. Each page is run by the same agent, Truman (resource strategy agent). Use this page to choose the right assessment and prepare the evidence it asks for.
Before you start
- Every page in this group uses the same assessment workspace. To learn how to upload evidence, run an analysis and ask follow-up questions, read Run an assessment.
- Upload metadata and exports only. Each page's Instructions panel says what not to upload.
Open a page in this group
- In ATP, open the menu at the left of the navigation bar.
- Expand Resource Strategy.
- Select the page you need.
When a page from this group is open, the navigation bar shows the group's pages as tabs, so you can move between them. Pages that don't fit are under More.
Pages in this group
| Page | What it covers |
|---|---|
| Roles & Job Descriptions | Role definitions and job description templates. |
| Career Paths & Leveling | Career progression paths and leveling frameworks. |
| Compensation & Incentives | Compensation structures and incentive programs. |
| Resource Mgmt. | Resource allocation and management tools. |
| Resource Performance Mgmt. | Performance management and evaluation systems. |
Roles and job descriptions
Select Roles & Job Descriptions to open this page. The page header shows the badge Assessment workspace and the line Expert Consultation with Truman. The sidebar describes it as: Role definitions and job description templates.
The Instructions panel is titled How to Generate Your Roles & Job Descriptions Assessment Report. It says:
To generate your roles and job descriptions assessment report, Truman only needs metadata (role definitions and job templates) — not business data. Upload raw exports from your HR systems, no JSON wrapping is required.
It lists the evidence to upload:
- Role Definitions: Current job titles, role descriptions, responsibilities, qualifications, and reporting requirements.
- Job Descriptions: Future-state job titles, role descriptions, responsibilities, qualifications, and competency requirements.
- Cloud Work Pathways: Responsibility assignments, decision rights, accountability frameworks, and cross-functional collaboration patterns.
- Industry Benchmarks: Role comparisons, salary bands, market compensation comparators, and skills evolution metrics.
The panel also shows this note:
Precaution: Do not post sensitive PII or employee personal data — Truman analyzes role structures and reporting frameworks, not employee records.
Career paths and leveling
Select Career Paths & Leveling to open this page. The page header shows the badge Assessment workspace and the line Expert Consultation with Truman. The sidebar describes it as: Career progression paths and leveling frameworks.
The Instructions panel is titled How to Generate Your Career Paths & Leveling Assessment Report. It says:
To generate your career paths and leveling assessment report, Truman only needs metadata (career frameworks and leveling data) — not business data. Upload raw exports from your HR systems, no JSON wrapping is required.
It lists the evidence to upload:
- Career Frameworks: Career ladder definitions, job leveling criteria, progression requirements, and career framework documentation.
- Leveling Structures: Job level descriptions, competency structures, compensation band definitions, and performance milestone data.
- Competency Models: Role competency models, skills frameworks, performance criteria, and behavioral and technical competency definitions.
- Benchmark Data: Industry career framework comparisons, market leveling data, salary benchmarks, and skills evolution metrics.
- Progression Analytics: Promotion rate data, time-in-level metrics, career path utilization data, and progression trend reports.
The panel also shows this note:
Precaution: Do not post sensitive PII or employee personal data — Truman analyzes career frameworks and leveling structures, not employee records.
Compensation and incentives
Select Compensation & Incentives to open this page. The page header shows the badge Assessment workspace and the line Expert Consultation with Truman. The sidebar describes it as: Compensation structures and incentive programs.
The Instructions panel is titled How to Generate Your Compensation & Incentives Assessment Report. It says:
To generate your compensation and incentives assessment report, Truman only needs metadata (compensation structures and program data) — not business data. Upload raw exports from your HR systems, no JSON wrapping is required.
It lists the evidence to upload:
- Compensation Structures: Salary grade definitions, pay band ranges, geographic differentials, and total compensation framework documentation.
- Incentive Programs: Bonus program structures, equity plan documentation, recognition program designs, and incentive eligibility criteria.
- Market Standards: Market compensation surveys, peer company benchmarks, industry pay standards, and competitive positioning data.
- Performance Linkage: Pay-for-performance guidelines, merit increase frameworks, performance rating distributions, and bonus calculation models.
- Performance Linkages: Compensation-performance linkage frameworks, merit criteria definitions, total rewards strategy, and compliance documentation.
The panel also shows this note:
Precaution: Do not upload employee PII or sensitive personal records — Truman analyzes compensation structures and program frameworks, not individual employee data.
Resource management
Select Resource Mgmt. to open this page. The page header shows the badge Assessment workspace and the line Expert Consultation with Truman. The sidebar describes it as: Resource allocation and management tools.
The Instructions panel is titled How to Generate Your Resource Mgmt. Assessment Report. It says:
To generate your resource management assessment report, Truman only needs metadata (resource allocation data and management processes) — not business data. Upload raw exports from your resource management systems, no JSON wrapping is required.
It lists the evidence to upload:
- Resource Allocation: Staffing models, allocation processes, assignment criteria, deployment strategies, and resource planning data.
- Capacity Planning: Headcount plans, skills inventory, demand forecasts, capacity gap analysis, and workforce planning outputs.
- Utilization Tracking: Resource utilization rates, bench time records, allocation efficiency metrics, and utilization trend data.
- Optimization Strategies: Resource optimization findings, reallocation recommendations, cross-functional staffing data, and efficiency improvement records.
- Governance Frameworks: Resource governance policies, approval workflows, resource request processes, and accountability frameworks.
The panel also shows this note:
Precaution: Do not upload employee PII or sensitive personal records — Truman analyzes resource allocation structures and management processes, not individual employee data.
Resource performance management
Select Resource Performance Mgmt. to open this page. The page header shows the badge Assessment workspace and the line Expert Consultation with Truman. The sidebar describes it as: Performance management and evaluation systems.
The Instructions panel is titled How to Generate Your Resource Performance Mgmt. Assessment Report. It says:
To generate your resource performance management assessment report, Truman only needs metadata (performance frameworks and evaluation data) — not business data. Upload raw exports from your performance management systems, no JSON wrapping is required.
It lists the evidence to upload:
- Performance Frameworks: Performance management models, review cycle structures, rating scale definitions, and evaluation criteria documentation.
- Goal Management: Goal-setting frameworks, OKR structures, target-setting processes, and goal alignment data.
- Feedback Systems: Feedback process configurations, 360-review structures, coaching program data, and continuous feedback records.
- Evaluation Data: Performance review templates, calibration process records, high-performer identification criteria, and PIP frameworks.
- Improvement Plans: Performance improvement plan templates, development action records, coaching outcome data, and remediation frameworks.
The panel also shows this note:
Precaution: Do not upload employee PII or sensitive personal records — Truman analyzes performance frameworks and evaluation structures, not individual employee data.