Share what you know with millions of people
Focus is the best place to turn what you know into remarkable content
0
What are some talent management tools that you use?
With all the new challenges as well as opportunities that come with having a more global outlook, how did you find your company dealing with talent management? What are some talent management tools you are using to grow and nurture your employees, as well as recruit new talent?
Events
- Dos and Don'ts of Small Business Marketing May 29 @ 11 am PT
- Lead Nurturing 202: The Next Generation May 31 @ 11 am PT
- The Tricks to Paid Media June 6 @ 11 am PT
- Display Advertising for Brand Awareness June 20 @ 11 am PT
Related Activity
2 Answers
Hi Liz,
We use our own talent management solution – UltiPro delivered through software-as-a-service (SaaS). UltiPro’s Business Intelligence tool has been extremely valuable in its capability to explore data from multiple angles with quick access to key business statistics. This affords managers the ability to analyze metrics graphically from all different perspectives right from their web browers! More information on this tool can be found at: http://www.ultimatesoftware.com/service_servicefeatures.asp?f=10
Hello Liz,
it appears that in australia "talent management" means many things to many people. some view it as "recruitment" others as "succession planning". If you view talent management as a comprehensive approach to human capital management, and the integration of the key strategic hr processes - then there are a few solution providers on the market designed to tackle this. Yes, the company I work for happens to be one - Softscape, there are also Authoria, Cornerstone, Successfactors (and more). ERPs will state that they can "do TM" - however I would question the ability of a system designed for "transactional" HR to tackle "strategic" HR. Typicall ERPs are designed as a repository for the data and not to automate workflows and mirror successful (encumbent)business processes within them. The term "system" itself has a myriad of interpretations as well, from emailing a spreadsheet around various department heads (very popular) for Remuneration reviews, to printing employee data on a magnetic strip and placing it on a metal wall (like baseball cards) so that you can view all employees in one space. When I speak to large enterprise it is interesting to note that most of not all will state that they have "a" TM system. I know the penetration of our solution (and that of our competitors) and know that in all likelihood they do not have one of our systems. The best TM solutions on the market at present can automate strategic HR processes that affect whole of employee lifecycle, recruitment and onboarding, learning and development, performance management, remuneration review, talent gap analysis, workforce capability, 360 reviews, as well as delivering the data back to line managers, hr managers and employees in a way that is appealing. In addition to this, since they will be used by nearly all your staff they should be designed as such and not some clunky solution that needs specialist training to do so.
And - you should be able to ask for your solution any way you want it - SAAS, in house, secure SAAS or otherwise.
I have attempted to give you a broad idea of what to expect from vendors in this day and age.
And please don't cave in to organisations who dictate "best practice" processes. A company who tells you to change your business practices to suit the solution doesn't understand your business. After all, you wouldn't cut your hand off to use a saw.
Hope this all makes sense.
Huw Moorcraft
Softscape.
Answer This Question