Strategy must-haves for Talent Management systems

November 9, 2015

One of the major challenges facing companies today is when the software being utilized for Talent Management doesn’t have the ability, or is not properly aligned to keep up with the business model and workflows for successfully managing talent. As employee retention is gathering more and more attention from Human Resource and Executive sponsors, systems that allow the user to grow with the Company are gaining more attention. In a recent survey and article produced by the Brandon Hall Group, detailed information was discussed about this very same pain point.

Let’s now take a look at what a successful Talent Management plan would contain:
1. A full understanding and documentation of the current issues. Look closely at your processes and workflows, then identify areas that need to be created, enhanced, changed, or put to rest.

2. Create an interview process document. Take the information created from current issues and work towards a comprehensive interview process. By talking with selected stakeholders, feedback about current frustration areas can provide valuable knowledge.

3. Create a focus group. Discuss with various groups their current process pain points in order to identify how to modify the process workflows in the required direction for success.

4. Review and dissect the current state of corporate talent management requirements. Make sure clear-cut paths are defined, allowing for close gap analysis of problem areas.

5. Take the information gathered above to view an optimization strategy of your current Talent Management systems. Look closely at the software tools being utilized to make sure configurations are correctly aligned with the overall corporate strategy.

6. Network and discuss Talent Management strategies and best practices with other companies. Join on-line discussion groups and collaboration forums to gain information about how others are meeting and overcoming similar challenges.

7. Turn to an outside source to assist with the entire process. This process must be correctly identified and a strategy must be in place to solve the current and future requirements. Be sure to not only design for today, but for the future. Select software that will satisfy growth.

The items above were based on work performed with various clients and knowing the demands of the various learning environment challenges. With the dynamic learning environment of today’s work force, there must be a systematic approach to reach each generation of Learner. Discussion groups, feedback, questionnaires, and observations of learners in all areas will provide all the necessary tools needed to rework or revamp the present and future state of corporate standards for Talent Management. This streamline approach has proven successful across all areas of the dynamic learning environment, and has been accepted by the older and newer generations of learners.

HRchitect is a proven leader in the evaluation, selection and implementation of all Talent Management technology options. In addition, they offer optimization services to get more efficient results from currently implemented technology as well as assistance with process analysis and redesign to take advantage of newly implemented technologies.