Talent management and enterprise digitalization: which tool should you choose?
Talent management has become a real performance driver for companies. The impact of the HR department has evolved: human resources are still in charge of the administrative management of human capital (payroll, leave management, etc.), but they have also become a real partner for employee career management.
The digitalization of business affects all aspects of the company, and human resources are not left out. Digital transformation has consequences for GPEC processes, and requires a great deal of adaptation to put them in place: for example, GPEC in the civil service. It enables us to respond to the new needs of our employees, promote exchanges and take advantage of information from all our processes, for example. For this digitalization to be complete, companies need to implement new management methods to retain talent and develop skills internally. Simply put: successful talent management and corporate digitalization go hand in hand and are mutually enriching.
In 2017, more than a third of French companies had no talent management policy (source: ANDRH, La gestion des talents dans les entreprises françaises). Are you one of them? In this article, appvizer explains the challenges and benefits of talent management, and suggests which tool is right for you. To find out more, follow our HR guide to everything you need to know about talent management and dedicated HRIS tools.
The challenges of talent management
The implementation of a talent management policy in a company highlights several challenges. These include
- the involvement of all stakeholders: employees, managers, HR, DSI (information systems management)... Ultimately, it's the entire company's day-to-day operations that are affected. If talent management is to be effective, no one needs to be forgotten.
- To date, talent management has been unevenly distributed between different statuses: according to the ANDRH survey cited above, talent management mainly concerns high-potential employees (56.54%) and executives (48.10%). The scope of talent management differs according to company policy.
- the growing importance of big data: HR data is a performance tool, because it creates value. This is also true in the case of human resources, as they enable us to gain in operational efficiency and thus anticipate possible future actions. With the implementation of a talent management tool, the multiplication of data must be mastered in order to exploit it to the full.
The impact of digital talent management
For human resources
In 2017, human resources are increasingly integrating the management of human capital: taking into account employees' wishes during appraisals, finding appropriate training, raising employee skills, developing experience, etc. For this transformation to be effective and convincing, dedicated tools need to be put in place, which means new software for HR staff to master.
For the IT department
Implementing a dedicated talent management tool, or at least an HRIS that enables such management, implies an extra dose of work for the information systems department. New tools to be integrated into the information system, license management, maintenance, etc. are just some of the issues to be dealt with later on. Exchanges between the IT department and HR are multiplied, and collaboration between departments is strengthened.
For employees
The impact on employees is simple: they benefit from a better experience at work. This is achieved by :
- centralizing all their HR information
- simplified HR processes
- stronger commitment thanks to new tools.
In recent years, we've seen the emergence of new professions, such as the Chief Happiness Officer or the Office Manager, to create a positive employee experience in the workplace.
The aim is simple: to provide a personalized experience for each employee, with, for example, greater flexibility, collaborative solutions, the extension of teleworking, more fluid communication, all enabled by new tools.
For the company's transformation strategy
Human resources are no longer just a support function, but an integral part of a company's digital strategy. It's a question of recruiting the talents who will support this digital transition and accompany this change. One example of this is the implementation of training programs to enhance skills in digital issues (tools, practices, processes, etc.).
The benefits of digitalizing talent management
The digital transformation of talent management has many advantages for the company, including
- increased skills in change management for HR departments ;
- management that is more participative and collaborative than vertical and directive: collaboration and exchanges are simplified. Employees can now play a real role in shaping their work experience and career direction, notably through "Learning as a service" training;
- changes in human resources management: more and more types and formats of training (MOOCs, COOCs), new recruitment methods (e.g. using social networks), collaborative assessments, etc;
- attracting young talent: a well-equipped company is more likely to attract young talent by giving them the means to work in optimal conditions, thanks to a strong employer brand;
- breaking down barriers between professional and personal spheres: skills from both spheres can be mutually enriching.
Which tool should I choose for my company's talent management?
To begin with, a few figures from ANDRH:
61.27% of companies use HRIS software to manage their talent.
Only 13.2% use a dedicated talent management tool.
To attract, retain and develop human capital, it's essential to be equipped with the best tools to optimize your performance. Growing talent within your company is an integral part of your development strategy.
Talentsoft
With SaaS software like Talentsoft, you can build personalized action plans for each employee and develop a transparent conversation between manager and team. This maximizes employee engagement.
Talentsoft is the only SaaS solution that supports the entire talent management and skills development cycle. Its strength? Its user-friendliness, centralized information and APIs that enable interconnection with other software, such as payroll software, for example, or internal social networks like Yammer.
The software is accessible to all employees; they become players in their own career paths within the company, and a genuine dialogue is established between them, managers and human resources. The solution also provides HR with steering indicators to facilitate decision-making.
The teams support us in our thinking and enable us to share a common ambition: agile HR management through a single portal.
Marianne Descamps, Human Resources Director - Linkbynet
Eurecia Talent Management
Eurecia Talent Management, an agile SaaS solution integrated with the Eurecia HRIS, enables you to track the rapid evolution of your employees. The software manages the entire human capital management process, from job opening to internal mobility.
The employee file gives you a graphic visualization of the skills required for the position and the employee's actual skills. You can immediately see what training would be relevant for each profile. Skills mapping suggests actions to acquire one or more skills.
Prepare and monitor annual and/or professional interviews in the same intuitive environment. You have the freedom to enter the skills required for each job, to define job descriptions that will serve as a basis for assessments.
The solution is collaborative: managers and employees alike can, for example, access interview preparation.
Today, Eurecia saves 50% of the time it would have taken to manage an Excel spreadsheet.
Patricia Mingeon, Manager, La Plagne Tourist Office
Towards successful talent management
Don't leave talent management to chance. The role of HR in the company is evolving, integrating the management of human capital with its competencies. That's why you need a high-performance, innovative HRIS or a dedicated talent management solution. You'll be sure to attract, retain and develop the best talent for your company.
Article translated from French