Resources centre

3 Things You Need to Know About Talent Management Systems

2018-11-20 | Wroclaw, Poland

Organisations that invest in HR tech such as Talent Management Systems have the aim to strengthen the connection between their employees and to boost their productivity.

However, simply investing in HR tech is not enough. Employees and teams will still feel distanced and distracted from the overall goals of the organization if it’s not utilized appropriately.

So this begs the question: Is the technology that is supposed to empower your employees to be closely connected with your goals and values unintentionally detaching them? Or can it actually be an innovative way to strengthen the bond and make them more productive?

Before we get into the aspects you need to consider for deciding what is the best Talent Management System for your organization we’ll discuss the main features.

 

Fundamental features of Talent Management Systems

In essence, a TMS is a collection of different modules with the aim to track and manage the following:

  • Workforce performance
  • Goal accomplishments
  • Compensation management
  • Talent acquisition / recruiting efforts
  • Learning management systems
  • Individual career development
  • Succession planning

 

Particularly in the manufacturing and healthcare industry which are operational 24 hours a day and 7 days a week, tracking all of the above is a huge challenge. It is noticeable that the way the people in these industries communicate and their access to this kind of technology depends on their roles.

 

The result of these “silo operations” is heaps of information that are almost exclusively accessible per each department. Nobody is really being kept in the loop which could cause communication issues throughout the whole organization. Talent Management Systems collect this information and offers an opportunity for it to be shared among all members in the organization.

 

After all, the organizational cultures that “win” are those where it is made clear to each individual and team how everyone’s involvement contributes to the success of the organization. To achieve these timely feedback sessions play an essential role as well as training that are designed to encourage them to build connections. The Talent Management System will keep track of the performance of the employees who are enrolled in the training as well as their productivity afterwards.

 

So, how could Talent Management Systems help in achieving all of the above? How can you as an HR specialist ensure that the investment you made in this sophisticated tech will enrich the experience of your employees?

 

The best place to start before you try answering these questions is to thoroughly evaluate what problems you expect a talent management solution to solve.

 

1. Will the talent management system enrich your people beyond their current position?

Every employee has their own values, goals, and aspirations. These are unique and intrinsically they will do what it takes to accomplish their own missions. This includes their day-to-day work but they are not shy to take up more responsibility to accelerate their development.

 

That is why it’s ever so important to create a solid, reliable, and not to mention, effective development framework that enables your employees to grow beyond their current role.

 

To motivate employees to learn and develop themselves when you off them the opportunities, it is best to opt for modern learning methods. This includes rich educational content such as videos, (online) collaborative platforms that encourages teamwork outside and within the organizational hierarchy.

 

2. Can it be embedded within the workflow of employees or will it be a distraction?

Considering that the majority of employees are overwhelmed by loads of information every single day, causing a distraction for them is the last thing you want. However, it is inevitable when you encourage your employees to up-skill to share information with them. This makes it all the more important that you consider the platform you are using to share this information with them.

 

For example, your organization recently hired a new manager who is tasked to start with his first performance review. It turns out s/he has to deliver some unsettling news to an employee who has been consistently under performing but could use some help with the approach.

 

Using the content for the talent management system to deal with issues like this (such as a video) can be shared directly with him/her while s/he is working on the review. By enabling the manager to have the video open while the performance review is being written you are not distracting them and proves how the technology assists rather than distracts.

 

Having bite-sized and on-demand educational content available can dramatically boost the performance of individual workers and even complete teams.

 

3. Is Human Resources responsible for the creation of content?

In case your HR department is not, your TMS mission might be compromised even before you manage to kick it off.

 

HR’s role in making the Talent Management Solution work for everyone within the organizations is imperative. After all, to support employees and management with talent management objectives such as creating performance reviews, on boarding, creating compensation schemes, and recruiting, HR’s input is extremely important.

 

Thanks to video learning, JIT coaching, and many of the other advantages TMS has to offer, HR is better able to turn their strategy into a reality.

Resources center

3 Things You Need to Know About Talent Management Systems

2018-11-20 | Wroclaw, Poland

However, simply investing in HR tech is not enough. Employees and teams will still feel distanced and distracted from the overall goals of the organization if it’s not utilized appropriately.

So this begs the question: Is the technology that is supposed to empower your employees to be closely connected with your goals and values unintentionally detaching them? Or can it actually be an innovative way to strengthen the bond and make them more productive?

Before we get into the aspects you need to consider for deciding what is the best Talent Management System for your organization we’ll discuss the main features.

 

Fundamental features of Talent Management Systems

In essence, a TMS is a collection of different modules with the aim to track and manage the following:

  • Workforce performance
  • Goal accomplishments
  • Compensation management
  • Talent acquisition / recruiting efforts
  • Learning management systems
  • Individual career development
  • Succession planning

 

Particularly in the manufacturing and healthcare industry which are operational 24 hours a day and 7 days a week, tracking all of the above is a huge challenge. It is noticeable that the way the people in these industries communicate and their access to this kind of technology depends on their roles.

 

The result of these “silo operations” is heaps of information that are almost exclusively accessible per each department. Nobody is really being kept in the loop which could cause communication issues throughout the whole organization. Talent Management Systems collect this information and offers an opportunity for it to be shared among all members in the organization.

 

After all, the organizational cultures that “win” are those where it is made clear to each individual and team how everyone’s involvement contributes to the success of the organization. To achieve these timely feedback sessions play an essential role as well as training that are designed to encourage them to build connections. The Talent Management System will keep track of the performance of the employees who are enrolled in the training as well as their productivity afterwards.

 

So, how could Talent Management Systems help in achieving all of the above? How can you as an HR specialist ensure that the investment you made in this sophisticated tech will enrich the experience of your employees?

 

The best place to start before you try answering these questions is to thoroughly evaluate what problems you expect a talent management solution to solve.

 

1. Will the talent management system enrich your people beyond their current position?

Every employee has their own values, goals, and aspirations. These are unique and intrinsically they will do what it takes to accomplish their own missions. This includes their day-to-day work but they are not shy to take up more responsibility to accelerate their development.

 

That is why it’s ever so important to create a solid, reliable, and not to mention, effective development framework that enables your employees to grow beyond their current role.

 

To motivate employees to learn and develop themselves when you off them the opportunities, it is best to opt for modern learning methods. This includes rich educational content such as videos, (online) collaborative platforms that encourages teamwork outside and within the organizational hierarchy.

 

2. Can it be embedded within the workflow of employees or will it be a distraction?

Considering that the majority of employees are overwhelmed by loads of information every single day, causing a distraction for them is the last thing you want. However, it is inevitable when you encourage your employees to up-skill to share information with them. This makes it all the more important that you consider the platform you are using to share this information with them.

 

For example, your organization recently hired a new manager who is tasked to start with his first performance review. It turns out s/he has to deliver some unsettling news to an employee who has been consistently under performing but could use some help with the approach.

 

Using the content for the talent management system to deal with issues like this (such as a video) can be shared directly with him/her while s/he is working on the review. By enabling the manager to have the video open while the performance review is being written you are not distracting them and proves how the technology assists rather than distracts.

 

Having bite-sized and on-demand educational content available can dramatically boost the performance of individual workers and even complete teams.

 

3. Is Human Resources responsible for the creation of content?

In case your HR department is not, your TMS mission might be compromised even before you manage to kick it off.

 

HR’s role in making the Talent Management Solution work for everyone within the organizations is imperative. After all, to support employees and management with talent management objectives such as creating performance reviews, on boarding, creating compensation schemes, and recruiting, HR’s input is extremely important.

 

Thanks to video learning, JIT coaching, and many of the other advantages TMS has to offer, HR is better able to turn their strategy into a reality.

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