Enhancing Talent Management with Automization

Talent Management Systems


Sales may rise or fall, companies may grow or shrink, but it’s the people on the inside that determine whether a company succeeds or not.  With talent acquisition being such a hard and tedious task, it is getting harder and harder to find someone with the right skills to fill that position.  This will require companies to lean towards talent management software.  A talent management system must deal with the four pillars of human resources: recruitment, performance management, learning and development, and compensation management.  For a long time companies relied on Enterprise Resource Planning (ERP) systems to handle payroll and time management.  With a talent management system, different modules can be built to serve each purpose required.  These modules help management, from bottom-level managers to high level execs understand what’s working and what’s not working for the company.

Additionally, talent management systems work through the cloud which will help cut out the IT department and save time on deployment.  You can literally purchase a talent management system and that same day have it up and running.  Having the system through the cloud also provides Over-the-Air (OTA) updates of the system and allows vendors to work easily together.  The up to date system prevents companies from using legacy systems for years on end.  Another advantage is that this cloud-based system works in real-time, allowing HR departments to run simulations on what-if situations and test the outcomes in real-time, this will help the HR department work hand in hand with the business to create strategy.

As I mentioned earlier about vendors being able to work easily together, more and more features are being added in real-time.  Video interviewing platforms, linking with social media, and resume management are just a few of the features integrated.  Along with these features, the layout of the system even looks like Facebook, making the system easy to use and easy to recognize for many.

With HR being one of the key factors of a successful company, talent acquisition needs to be streamlined to make workforce employment more efficient and relevant.  While  many companies have been working to change their talent management strategy, more than half have yet to even begin addressing this issue.  Companies like SAP on the other hand have realized the value of a true talent management system and have acquired companies such as SuccessFactors ($3.4 billion) and Oracle has recently acquired Taleo ($2 billion), and there are many other companies out there such as Workday.com and Salesforce.com that have their own system.

What are some other features that would be valuable?

How big of a role does talent acquisition play in a company in your opinion?


Source: “The New HR Management Model.” Fortune Magazine 19 Mar. 2012: S1-S5. Print.

3 thoughts on “Enhancing Talent Management with Automization

  1. I currently work in the Talent Acquisition and Recruitment department for a Fortune 500 company and I strongly believe that Talent Management gets the short end of the stick sometimes. I agree with your first statement that says, “Sales may rise or fall, companies may grow or shrink, but it’s the people on the inside that determine whether a company succeeds or not.” A company’s driving force is their human capital.
    At my company we are actually working on implementing Workday. I have seen a couple of demos on the system and I think it is great. Too many times, Hiring Managers and top level executives just see the price it is going to cost to hire someone or promote someone. They cannot see the big picture and the talent that individual can bring to the team.

    Ultimately, without people, no company can succeed. The more emphasis that is put on talent management the stronger a company grows in my opinion.

  2. We have hit a point in time where people are becoming virtually useless in certain job areas, and it is becoming harder and costlier to train people in the skills needed to fulfill the job. I am a firm believer in the automation of talent management; this software is designed to satisfy recruitment, performance management, learning and development, and compensation management. Why would the workforce not utilize this asset? A company could scour through the massive talent pool easily, in turn, finding the very best in their field that would be the prime applicant for the company’s open position.

    My only problem with talent management systems working through the cloud is the fact that the IT department would actually not be cut out, but would become more essential to the company than they once previously were for maintaining the company’s infrastructure. Cloud services require a hefty amount of security management, monitoring, backing up, and maintenance, and the IT department is responsible for preserving the integrity of the cloud, it’s functions, and its environment. As you’ve said, this system working through the cloud has many advantages; however, my point being, the IT department will now be heavily required because cloud computing is not necessarily the safest application, and it requires an immense amount of work from the IT department (which in all actuality, is the same amount of work that the IT department previously performed when sustaining the company’s infrastructure).

  3. This article really speaks towards the idea of companies become reliable on automization. Talent management systems satisfy several different areas of a company such as performance management, learning and development, etc. But talent management system should only be supplement to these areas. IT should also not be forgotten. With so many intelligent hackers, the IT department needs to be stronger and more alert than ever. Having skilled personnel and a strong internal system are key to the success of a companies infrastructure.

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