In our previous article we discussed the importance of good talent management today in times when it is difficult to retain and reward employees for their loyalty. Even to this day, many companies still don’t have the technology that lets them to keep abreast of global changes in this context, nor do they have visibility over their talent. They don’t measure this precisely either; their definitions for top performers and stars are based on subjective impressions. In these circumstances it is vital to have technology support that allows HR professionals to advance towards proper talent management.
Technology gives Visibility
Simple processes, involvement of executives, managers and employees, visibility of key metrics, reporting….all of these point to the importance of HR technology in supporting those organisations who choose to take up the talent management challenge.
I’ve identified seven key features that I think are essential for any talent management technology in today’s marketplace:
To gather relevant information across all aspects of an employee’s history, solutions need to easily integrate various modules, and workflow between various actors.
2. Real Time
Making fast decisions relies on accurate real-time information availability. Self Service tools and cloud solutions provide access to all users anywhere and anytime.
3. Facilitates Discussion
The software needs to be designed to ‘bring alive’ information on people and their skills and experience and limitations; it needs to facilitate easy discussion and trigger pertinent questions in talent review discussions.
4. Actor Oriented
Only software that is simple and engaging to employees, managers, executives and HR teams alike will succeed in bringing talent management to life throughout the organization.
5. Simple & Visual
Simplicity is the key – software that provides simple processes on easy to use technology is more effective & sustainable
6. Always Accessible
Constant accessibility by all key players releases talent discussion and decisions to be made anytime and anywhere rather than restricted to HR managed annual cycles.
7. Analytics & Metrics
Headline metrics must be easy to compile, and flexible analytics tools will help both in formulating new talent strategies and implementing today’s plans