Executing Integrated Talent Management (ITM) – A Proven Seven-Step Methodology for Success – Step 1: Philosophy (Part 2)

March 24, 2015

Written by:  Matt Lafata

HRchitect has been involved in approximately 2000 HR technology related projects for hundreds of companies of all sizes and industries across the world. We have gained tremendous insight that we love to share with you so that you can benefit from the experience, and the lessons learned from others. With 18 years in business behind us in working with many of today’s leading companies, let us best position your company for a successful future with Human Capital Management Systems!

Successfully executing the ITM concept requires a holistic approach that includes embracing ITM as a philosophy, developing a strategy, applying science & measurement disciplines, breaking down process barriers, selecting and implementing enabling technology, and sustaining the new solution over time.

Step 1 – Philosophy

Fundamental question to ask yourselfWhat is our overall approach to managing talent?

Integrated Talent Management is first and foremost a philosophy that should permeate and connect the entire employee lifecycle. When people are in jobs that fit their knowledge, skills and attributes, and are given an opportunity to learn and develop their careers in an environment of accountability, they become the competitive factor that enables organizations to outperform their peers in the global marketplace. To make this a reality, potential adopters of ITM need to break down barriers between their disparate HR functions and the rest of the enterprise. This will likely require a good deal of change management for the HR function as well as the organization at large, because HR in most organizations today operates in functional silos, with limited sharing of information, disjointed processes, and separate technologies. Because the change to an ITM approach will require substantial effort across the enterprise, leaders must consciously embrace the change in philosophy and mindset – otherwise the effort will be doomed from the start.

The fundamental question above has multiple sub-questions and branches that should all be considered in testing and refining your organization’s ITM philosophy:

  • Does our general approach to managing people vary by worker level (e.g., hourly, salaried, manager, executive), worker type (e.g., regular, part-time, contingent), or any other major variable?
  • What needs to change to make an ITM approach feasible (e.g., breaking down HR functional silos, better change management processes, HR restructuring, organizational restructuring, new leadership)
  • Is our organization willing to sign up to make the needing changes, and is there executive sponsorship for this endeavor? Note that the real challenge is maintaining the same level of executive sponsorship throughout the entire ITM program – this requires ongoing education / communication with senior leadership, keeping them up to date with progress and reinforcing the need for continued support, even in the face of complaints from the “resistance.”

We’ll address the next step in successful ITM execution, Strategy, in the next blog and please let us know how HRchitect can assist you to get maximum benefit that comes from Integrated Talent Management and as it progresses, E2E HCM.


Matt has over 20 years in the HR industry and has been with HRchitect since 2004. He currently serves as President and the firm’s principle HCM analyst. As one of the industry’s leading analysts on HCM Systems Vendors, Matt studies the marketplace and meets with vendors on a regular basis to stay on top of trends in this industry. Matt has moderated numerous HCM shootouts & panel discussions for vendors & HR organizations. He has also been a featured speaker on HCM solutions and workforce trends at various industry & vendor conferences.

As President & CEO, Matt oversees all aspects of HRchitect’s operations including client success, consulting operations, worldwide sales of HRchitect services, marketing, alliances, finance and corporate development. Matt enjoys working with the HRchitect team and the satisfaction he gets from watching our people grow personally and professionally within the organization, and the positive difference our consulting services make in our clients’ organizations.