01 — Is there a usable method?
Does the approach give managers a clear, repeatable way to make performance, talent and succession decisions?
Business Case
Build the capability inside, or access it as a managed service.
The relevant comparison is not software versus software. It is the complete capability Afrizan needs to sustain effective performance, development and succession practice after implementation.
Decision Context
Six capabilities must operate together
No approved internal cost base was supplied for this proposal. This page frames the capability requirement rather than assigning unsupported financial values.
| Capability | What an internal build requires | Managed-service contribution |
|---|---|---|
| Platform configuration | System ownership, workflow design, role permissions, release management and ongoing maintenance. | Configured technology aligned to the approved phase-one design and maintained as part of the service. |
| Talent process design | Performance, development and succession methodology, documentation and continuous refinement. | Established tools and process design applied to Afrizan’s decisions and context. |
| Data and analytics | Data structure, talent-data management, reporting logic and leadership decision views. | DataHub and DataWiz configuration with agreed phase-one data inputs and priority views. |
| Manager enablement | Training materials, manager support, adoption follow-up and a practical operating rhythm. | Implementation and change support built into the delivery sequence. |
| Programme governance | Clear accountability for policy, critical-role reviews, talent forums and escalation. | Structured governance design, with ongoing enablement and review discipline. |
| Ongoing support | Capacity to troubleshoot, refresh the process and sustain momentum as managers or priorities change. | A specialist team that supports the practice beyond the initial configuration stage. |
Decision principle: Afrizan should choose the approach that gives managers and leaders a usable talent operating system, not simply an additional administrative workflow.
Evaluation Framework
Six questions to ask any talent-management partner
02 — Does performance lead to action?
Can performance evidence inform development and career conversations rather than ending in an annual form?
03 — Is succession more than a list?
Does the approach make readiness, development action and internal-versus-external choices visible?
04 — Can managers use it?
Are enablement, prompts and operating routines built into the solution, not left to HR to create alone?
05 — Can leadership see the right signals?
Will the data produce credible views for workforce, capability and succession decisions?
06 — Who sustains adoption?
Is accountability for implementation and ongoing support clear after launch?
How this proposal responds: TMaaS combines Technology + Tools + Team, allowing the initial 90-person phase to establish the practice without requiring Afrizan to build every specialist capability at once.