Performance Appraisal Complete. The completion of an appraisal process can be a trigger for communicating the appraisal results to other systems (e.g., a core HR system, learning management system, compensation, etc.) and for compensation changes. New development plans or objective plans may be communicated to applicable systems. Supervisory approval often marks the completion of an appraisal or performance evaluation.

Succession Planning. Succession planning is the process of identifying, assessing, and developing suitable employees to fill key positions or forecasted resource needs. Succession planning can result in a number of near-term, mid-term, and long-term outcomes. For example, in the near-to-mid term, such planning might result in the creation of developmental plans for specific employees or a class of employees. Transfers, promotions, the approval of new positions and the creation and refinement of position competency models also are other possible outcomes from succession planning.

Assessment Completion. Assessment completion generally means that the subject has completed testing and that the results have been scored. In some cases, scoring is automated and takes place in real-time immediately after test completion. In the case of other assessments, scoring may need to be completed by qualified human resource (an organizational psychologist or other expert) so that test completion and assessment completion (the return of scored results) may take place at different times. The completion of an assessment may trigger other activities, such as hiring or promotion decisions or the preparation of developmental plans.

Employee Development Assessment. Performance appraisals, succession management planning, career development, and similar talent management activities can require or benefit from employee assessments to inform decision making. The completion of an assessment may trigger other activities, such as the preparation of developmental plans.

Begin Assignment. This is the beginning of an individual's assignment or engagement within a particular work role or with a particular client employer. A new assignment can trigger a variety of related activities, such as training and development, the start of probationary review cycles, the recording of applicable administrative and pay changes, and the granting of necessary access, equipment, and other facilities necessary for the individual to be fully productive within the new assignment.