Written by Benjamin Lee for iqDynamics
From training and development to succession planning, it goes without saying that effective talent management plays an important role in the workplace. Rather unfortunately, most organizations and HR professionals struggle with the concept of talent management and an unwillingness to communicate and share information. As a result, this leads to the development of a silo mentality which results in failures along the talent development pipeline.
Here, we look at 3 scenarios where the presence of an integrated talent management system would have been beneficial.
All of the scenarios above highlights how damaging silos can be in an organization. The absence of clear and concise communication between teams leads to inefficiency and redundancies. Further compounding the problem is the fact that teams are given next to no incentive to communicate with one another.
The solution; the introduction of an integrated talent management solution that breaks down silos and ensures the smooth flow of information. However, this still remains vague in the minds of HR professionals and managers alike. To give you a clearer idea of such a system, we take a look at the key characteristics and benefits of an integrated talent management system.
An integrated talent management system should ideally be compatible with the other modules of an HR management system. From payroll to performance management and recruitment, an integrated system needs to lay down the groundwork for effective communication between all parties, even those outside of the HR department.
From the scenarios above, we have seen how the absence of communication between various departments led to unnecessary costs and wastage. By ensuring that all parties are able to communicate effectively with one another, hoarding of information and knowledge i.e. breaking down silos.
While silos provide structure and some organization, they tend to cause more problems over the long-term. Intentionally withholding information from other employees leads to inefficiency as well as unhappiness within the organization. While some managers feel that employees should be kept on a need-to-know basis, such an approach destroys initiative and stifles creativity.
Employees can be thought of as moving parts within a machine that contribute to the smooth and efficient operation of the larger apparatus. Thus in order for an organization to be profitable, all of its component departments need to work together in harmony.
As can be seen from scenario 1, the breakdown of communication between all parties led to several redundancies and the overlooking of suitable internal candidates. In stark contrast, an integrated talent management system would have allowed Kwong to communicate this requirements to the HR department.
An organization’s talent strategy and workforce composition are vital contributing factors to an organization’s success. In such a situation, an integrated talent management system works by ensuring that employees within the organization respond positively to the organization’s mission and vision.
Engaged and motivated employees are often able to fit in with both the organization’s culture and its mission. Thus, to ensure that employees are a good fit, the talent management function of an HR management system needs to identify if potential employees are a good fit for the organization.
Our integrated talent management software ensures that all stakeholders within the organization are involved within the hiring process. The integration of our talent management module with our HRMS’s core modules ensures a smooth two-way flow of information at all times to ensure that newly hired employees are a good fit for the organization.
As anyone can attest to, the evaluation of an employee’s key performance is one of the most important processes in talent management. Information gathered from performance reviews can be used to gauge an employee’s development and identify potential targets for improvement.
Problems arise when an inconsistent standard of measurement is present during this process. For example, the management team of organization X measures their employee’s performance on an entirely different set of criteria as compared to HR professionals working in learning and development.
Consequently, this means that employee training provided is next to useless and entirely redundant on all levels. On the long-term, this leads to increased training expenses and a crash in employee morale and engagement.
An integrated talent management system instead ensures that all parties within the organization use a common language which eliminates confusion and inconsistency.
There can be no doubt that implementing an integrated talent management system has its own fair share of difficulties. Fortunately, we at IQDynamics have developed our own HRM system that features a talent management module that is integrated with all of our system’s key processes. Thus saving you the hassle of having to implement your own integrated talent management system.