Strategic talent management in any organization is essential in achieving of the organizational goals. In order to effectively manage talents with an organization, it is necessary that the following elements be implemented. Use of software talent management incorporates the following to reach easily and assess and finally recruit the best out of the available candidates. Therefore, the advancement of human resource management system by the introduction of software that aid talent management has made the work of human resource managers to be precise and specific. The software is helpful in training of the employees and provision of other work related materials for task accomplishment (Schweyer, 2013).
Objective metric
High growths in companies and other organizations results in increased job descriptions about the associated positions. Such challenges require a company clearly to define its goals and roles of its respective employees. It is also required to address issues to do with staff advancement and incentive compensations. The bigger a company is, the bigger the challenge of managing its talents as far as role and responsibilities are concerned.
Strategic alignment
Incorporating views of human resources and injecting talent into strategic planning is an essential tool of optimizing performance. The talent management software has been made, in a way that the company strategies are aligned on the user interface of the software for easy access and application.
Target Training and Development
When talents are better aligned to the company’s strategic plan, the company is better placed to address its challenges such as staff training and development such as mentoring programs and rotational assignments.
Things the each employ needs to know:
How performance is measured
How he or she fits in the organization and what defines success in the role assigned.
Software Talent Management System
Definition
Software talent management is an integrated software application used by human resource management professionals in the process of hiring and retaining staffs in various organizations. It addresses the four pillars of talent management.
Purpose of Software Management
Unlike the traditional human resource management system, software talent management aims at providing strategic assistance to organizations in their efforts to accomplish long-term goals with respect to human capital. It is designed to help improve the process of staff recruitment, develop talents and retain staff with necessary skills in meeting both current and future needs of the organization.
Software management makes it easy to track any employee’s details in organizations.
It begins by showing the date the person was employed in a particular organization.
The software, therefore, enables human resource managers to compile important data about their workforce at various times in the employment cycle.
Such data is very useful in helping the human resource officers in efficient recruitment of staffs. It is also essential in defining leaders from within the staff for various positions in the organization as their details are readily available (Tony, 2007).
Pillars of Talent Management Software
Performance management
It is a module that allows human resource professionals define and maintain track of their staff goals. It also facilitates rating of employee’s progress.
Recruitment
This software management pillar is useful in identifying quality applicants and organizing the received applications for various positions by use of application tracking system.
Learning and development
The pillar facilitates the on-boarding process through the provision of training materials to new employees. It as well enables seasoned workers to further their skills by pursuing relevant courses and certificates to build their capacities. Such efforts develop a pool of skilled workers for the organization.
Compensation management
The software helps human resource managers in ensuring that performance is reflected in compensation.
Recruitment Management System
It is also known as the e-recruitment system or the online recruitment system. It makes use of multiple software tools to facilitate identifying automatically, attracting, assessing, interviewing and finally hiring new employees for organizations.
E-recruitment systems are web-based portals that are integrated with the organization’s websites. Today, e-recruitment systems are commonly used in enterprises, universities and charitable organizations. It is easy to recruit by use of automated management systems (Vaiman, & Vance, 2008).
Common features of recruitment management systems
1. Uses a friendly administrative interface
2. Can automatically post vacancies to corporate sites and on the online job banks or advertisement online sites.
3. Has online application software that enables the human resource managers to retrieve relevant data.
4. It can capture curriculum vitae for similar data retrieval.
5. It provides data warehousing that enables the human resource managers to analyze and rank applicants for the post.
6. It shows the job applicant and the ranking for the applicant in relation to others.
7. It has scheduling software
8. It has contract generation software
9. It is integrated within organization’s human capital management
Example of companies that use software in talent management
1. Halogen Software Company in Ottawa Canada
2. Cornerstone on Demand located in Santa Monica
3. Saba Software
4. Oracle Corporation
5. Talent Guard among others
Conclusion
Introduction of software in talent management has changed the way most companies to operate drastically. It is now easier to advertise for vacancies, assess, interview and finally hire personnel.
References
Schweyer, A. (2013). Talent management systems: Best practices in technology solutions for recruitment, retention and workforce planning. Hoboken, N.J: Wiley.
Tony, D. (2007). Talent assessment: A new strategy for talent management. Aldershot: Gower.
Vaiman, V., & Vance, C. (2008). Smart talent management: Building knowledge assets for competitive advantage. Cheltenham, UK: Edward Elgar.
