When choosing a Talent Management solution, key features to consider include:
Scalability
Integration capabilities
Analytics and reporting
Mobile access
Talent acquisition
Performance management
Scalability ensures that the solution can grow with an organization, adapting to changes in size and structure. Effective integration capabilities allow for seamless communication with existing HR and business systems, reducing redundancy and manual input. Advanced analytics and reporting tools are essential for gaining insights into workforce trends and evaluating the effectiveness of talent strategies.
Mobile access is increasingly important as it allows managers and employees to access Talent Management tools on the go, enhancing flexibility and responsiveness. Talent acquisition features help streamline the hiring process, improving candidate experience and recruiting efficiency. Performance management tools align employee responsibilities with business goals, facilitating ongoing feedback, development, and recognition.
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Project Manager at a media company with 501-1,000 employees
Vendor
Feb 7, 2017
I fully concur with Dana Murphy (see in comments). In all the requirements, ensure the TMS / LMS / HCM system you choose can grow with you as well. For most a system that also has fully incorporated an Agile or at least Agile-like on-going development practice is highly recommended.
Senior Business Consultant at a consultancy with 51-200 employees
Consultant
Feb 7, 2017
This is a very subjective question, and every client would answer it differently. The best approach is to create a thorough list of requirements, and then weight them based on the organization's priorities. There are so many features of talent management solutions, so understanding what is key for your organization will help when you start evaluating all of the different solutions in the market.
Managing Partner at a tech services company with 51-200 employees
Consultant
Feb 7, 2017
When evaluating a talent management solution there are many points to consider. These points range from :
--The ability and functionality need to post positions (boards, social media). This depends on the audience you want to reach
--The ability to screen applicants based on requirements, knock out questions or past history.
--the desired functionality needed to review resumes, schedule interviews and share calendaring.
--The solution should meet the needs of the business to capture , share and distribute notes as part of the interview process and finding with the different decision makers within the organization.
--the solution should provide the ability to generate templates for offer letters, as well as additional communications to be shared with other areas of the business (policies, handbooks, etc...)
--if you are using and ERP to house all employee data, the solution should offer the ability to integrate the talent data into the HR system with a certain level of integration.
There are many moving parts, but I think there are two critical ones:
1st - integration with your HR tools. A great solution creating data that cannot be related to your current HR KPI, that cannot be consolidated and analyzed - is largely a waste of time and money.
2nd - usability. The only way to get user adoption without forcing your workers to waste time on a non-productive tool is to make sure it is simple and intuitive, with mobile access so it can be used during all those dead commute time.
Once you start discussing functionality, then it is down to the details, and you really need to first identify your pain points and your priorities.
Customer Engagement Executive, Asia Pacific & Japan at a tech vendor with 10,001+ employees
Real User
May 8, 2017
Decision to choose the TALENT Mgmt solution is far more simpler if these pre requisites are well thought of by the organisation HR Leadership.
Step 1: Understand your organisation and its tolerance to Change management.
For eg: Moving Talent management process from Pen & Paper/ Excel spreadsheets process to Highly complex system in a manufacturing setup would be too overwhelming for the employees in the organisation. In this case there can be a fair chance that there will be high resistance to use this new system, which might distort the entire HR vision towards Talent management.
Step 2: How should the new Talent management process should look like?
Usually organisations move to upgraded Talent Mgmt process as part of HR Audit findings and need for retaining/ nurturing Talent within the organisation. So it is always good to be transparent and clear on the objectives / outcomes derived out of this new TM process.
Step 3: HR Leaders need to align this thought with Business Leaders with a commitment / signoff to support this Change management initiative. If this is signed off successfully, half the battle is won in making the Solution successful.
Step 4: Consolidation of requirements for evaluation of solutions
1. Budget?
2. Scale of deployment - Local or Global,
3. Type of workforce - Mobile / Office based?
4. So on
Based on these parameters, the customer can choose whether to go with a decision whether to go for a On Premise Solution / Cloud based solution.
On evaluation the customer needs to take into consideration the credibility of the vendor and if it meets their requirements.
Sustainability - Talent mgmt is a long term process, so it needs to be with a sustainable and a trusted vendor
Flexibility to make change in configurations:
Some of these pre-requisite and evaluation steps which customer can use before evaluating TALENT managment systems
Hope this helps
Talent Management systems streamline recruitment, training, and retention processes by integrating HR functions into a unified platform. These solutions aid organizations in optimizing employee performance and aligning with business goals.Talent Management provides comprehensive tools for managing the full employee lifecycle, from recruitment to development and retention. It leverages data analytics to offer insights into workforce capabilities and future needs, fostering a competitive...
When choosing a Talent Management solution, key features to consider include:
Scalability ensures that the solution can grow with an organization, adapting to changes in size and structure. Effective integration capabilities allow for seamless communication with existing HR and business systems, reducing redundancy and manual input. Advanced analytics and reporting tools are essential for gaining insights into workforce trends and evaluating the effectiveness of talent strategies.
Mobile access is increasingly important as it allows managers and employees to access Talent Management tools on the go, enhancing flexibility and responsiveness. Talent acquisition features help streamline the hiring process, improving candidate experience and recruiting efficiency. Performance management tools align employee responsibilities with business goals, facilitating ongoing feedback, development, and recognition.
I fully concur with Dana Murphy (see in comments). In all the requirements, ensure the TMS / LMS / HCM system you choose can grow with you as well. For most a system that also has fully incorporated an Agile or at least Agile-like on-going development practice is highly recommended.
This is a very subjective question, and every client would answer it differently. The best approach is to create a thorough list of requirements, and then weight them based on the organization's priorities. There are so many features of talent management solutions, so understanding what is key for your organization will help when you start evaluating all of the different solutions in the market.
When evaluating a talent management solution there are many points to consider. These points range from :
--The ability and functionality need to post positions (boards, social media). This depends on the audience you want to reach
--The ability to screen applicants based on requirements, knock out questions or past history.
--the desired functionality needed to review resumes, schedule interviews and share calendaring.
--The solution should meet the needs of the business to capture , share and distribute notes as part of the interview process and finding with the different decision makers within the organization.
--the solution should provide the ability to generate templates for offer letters, as well as additional communications to be shared with other areas of the business (policies, handbooks, etc...)
--if you are using and ERP to house all employee data, the solution should offer the ability to integrate the talent data into the HR system with a certain level of integration.
Hope this helps
There are many moving parts, but I think there are two critical ones:
1st - integration with your HR tools. A great solution creating data that cannot be related to your current HR KPI, that cannot be consolidated and analyzed - is largely a waste of time and money.
2nd - usability. The only way to get user adoption without forcing your workers to waste time on a non-productive tool is to make sure it is simple and intuitive, with mobile access so it can be used during all those dead commute time.
Once you start discussing functionality, then it is down to the details, and you really need to first identify your pain points and your priorities.
自驱力、工作主动性、自律能力、沟通能力、重大问题的发现和分析解决能力、团队的管理能力等
Performance and goals monitoring
Decision to choose the TALENT Mgmt solution is far more simpler if these pre requisites are well thought of by the organisation HR Leadership.
Step 1: Understand your organisation and its tolerance to Change management.
For eg: Moving Talent management process from Pen & Paper/ Excel spreadsheets process to Highly complex system in a manufacturing setup would be too overwhelming for the employees in the organisation. In this case there can be a fair chance that there will be high resistance to use this new system, which might distort the entire HR vision towards Talent management.
Step 2: How should the new Talent management process should look like?
Usually organisations move to upgraded Talent Mgmt process as part of HR Audit findings and need for retaining/ nurturing Talent within the organisation. So it is always good to be transparent and clear on the objectives / outcomes derived out of this new TM process.
Step 3: HR Leaders need to align this thought with Business Leaders with a commitment / signoff to support this Change management initiative. If this is signed off successfully, half the battle is won in making the Solution successful.
Step 4: Consolidation of requirements for evaluation of solutions
1. Budget?
2. Scale of deployment - Local or Global,
3. Type of workforce - Mobile / Office based?
4. So on
Based on these parameters, the customer can choose whether to go with a decision whether to go for a On Premise Solution / Cloud based solution.
On evaluation the customer needs to take into consideration the credibility of the vendor and if it meets their requirements.
Sustainability - Talent mgmt is a long term process, so it needs to be with a sustainable and a trusted vendor
Flexibility to make change in configurations:
Some of these pre-requisite and evaluation steps which customer can use before evaluating TALENT managment systems
Hope this helps
Cheers, DK