Creator: Brendan
Date: 18 October 2026
Topic: MyFocus Talent Planning
Format: Product overview
Estimated duration: 217 seconds at approximately 141 words per minute plus scene pauses. Final voice timing requires production review.
Pronunciation: MyFocus = My Focus. HRFocus = H R Focus. Star Wars examples throughout.

SCENE 01 — Talent Planning
Timeline: 0–25 seconds
On-screen text: A modern, responsive update for HR, managers and employees
Visual / production direction: Dark title scene. Keep the text in view.
NARRATION
We are excited to introduce the updated MyFocus Talent module. A modern, responsive experience brings succession planning closer to everyday career conversations. H R can review coverage across the organisation. Managers can plan with their teams. Employees can see their recorded career direction and the development actions that support it.
Transition: short dissolve to the next scene.

SCENE 02 — HR’s view of planning coverage
Timeline: 25–49 seconds
On-screen text: Career plans and succession readiness in the selected scope
Visual / production direction: Show the matching dark product excerpt. Hold still for the controls and labels.
NARRATION
For H R, the Talent Planning Workspace brings career coverage and succession planning into one view. Filter the population and focus the discussion. The summary distinguishes employees with recorded plans from completed review processes. That helps H R identify where planning needs attention and open the relevant employee plan.
Transition: short dissolve to the next scene.

SCENE 03 — Successors and readiness periods
Timeline: 49–73 seconds
On-screen text: Ready now, future candidates and interim cover
Visual / production direction: Show the matching dark product excerpt. Hold still for the controls and labels.
NARRATION
Open a Succession Plan to review potential successors for an employee’s role. Recorded candidates appear against the configured readiness periods, with a separate place for interim cover. Supporting actions help structure handovers and preparation. A recorded candidate is a starting point for review, rather than an automatic appointment.
Transition: short dissolve to the next scene.

SCENE 04 — Planning coverage at a glance
Timeline: 73–97 seconds
On-screen text: Recorded career, succession and ready-now coverage
Visual / production direction: Show the matching dark product excerpt. Hold still for the controls and labels.
NARRATION
Insights brings the filtered planning measures into a visual overview. Compare employee headcount with recorded career and succession coverage, including ready-now plans. An employee can contribute to more than one planning measure. H R can use that overview to focus the next conversation and review the underlying plans.
Transition: short dissolve to the next scene.

SCENE 05 — Managers take the conversation forward
Timeline: 97–121 seconds
On-screen text: Team Talent Planning keeps career and succession context together
Visual / production direction: Show the matching dark product excerpt. Hold still for the controls and labels.
NARRATION
Managers have Team Talent Planning for their direct and indirect reporting staff. Grid and Cards provide different ways to review the team. From a colleague’s record, the manager can open Career Path or Succession Plan and continue the discussion. Existing access and audience settings determine who can edit.
Transition: short dissolve to the next scene.

SCENE 06 — The employee’s own career view
Timeline: 121–145 seconds
On-screen text: Recorded context gives the growth conversation a starting point
Visual / production direction: Show the matching dark product excerpt. Hold still for the controls and labels.
NARRATION
The employee can see their own Career Path. Employee details sit alongside qualifications, career history and recorded ratings to provide context. In this example, Leia Organa’s fuller plan gives the conversation more substance. The self-service view follows the organisation’s audience settings, including whether the employee can make changes.
Transition: short dissolve to the next scene.

SCENE 07 — Visible growth options
Timeline: 145–170 seconds
On-screen text: Four recorded career stages give future roles a clear place
Visual / production direction: Show the matching dark product excerpt. Hold still for the controls and labels.
NARRATION
Leia can see the career options recorded for each period, from Jedi Archives Digital Programme Lead through to Jedi Academy Director. Those options explain the direction of the plan. They remain career aspirations for discussion and review. Recording a role does not itself approve a promotion or move the employee.
Transition: short dissolve to the next scene.

SCENE 08 — Development actions support the direction
Timeline: 170–194 seconds
On-screen text: Mentoring and practical experience have actions and time frames
Visual / production direction: Show the matching dark product excerpt. Hold still for the controls and labels.
NARRATION
The plan connects those ambitions with specific development work. Leia’s example covers mentoring, Jedi Archives operations and an Academy leadership capstone. Each area has supporting actions and a time frame. Managers and employees can use that detail to discuss progress, with H R retaining the wider planning view.
Transition: short dissolve to the next scene.

SCENE 09 — A connected Talent conversation
Timeline: 194–217 seconds
On-screen text: HR coverage, manager planning and employee growth
Visual / production direction: Dark title scene. Keep the text in view.
NARRATION
The updated MyFocus Talent module connects the organisation’s succession needs with the employee’s career direction. H R can review coverage. Managers can develop the conversation with their teams. Employees can understand the growth options recorded for them. Contact your H R Focus representative to arrange a preview.
Transition: short dissolve to the next scene.
