Talent management and digitalisation of the company: 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 is still responsible for the administrative management of human capital (payroll, holiday management, etc.), but it has also become a real partner for managing employees' careers.
The digitalisation of the company is affecting every aspect of the business, and human resources are no exception. Digital transformation is having an impact on the GPEC process and requires a great deal of adaptation to put it in place: for example, putting GPEC in place in the civil service. It makes it possible to respond to the new needs of employees, encourage exchanges and take advantage of information from all processes, for example. For this digitalisation to be complete, companies need to put in place new management methods to retain talent and develop their skills internally. In short, successful talent management and the digitalisation of the company go hand in hand and are mutually beneficial.
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
Implementing a talent management policy in a company raises a number of issues. These include
- the involvement of all stakeholders: employees, managers, HR, IT departments, etc. Ultimately, the day-to-day life of the entire company is turned upside down. If talent management is to be effective, we need to ensure that no-one is left behind.
- According to the ANDRH survey cited above, talent management mainly concerns high potentials (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 it enables us to improve operational efficiency and thus anticipate possible future actions. With the implementation of a talent management tool, the proliferation of data needs to be mastered so that it can be exploited to best effect.
The impact of digitalising talent management
For human resources
In 2017, human resources are increasingly integrating the management of human capital: taking into account employees' wishes during appraisals, seeking appropriate training, increasing employees' skills, developing experience, etc. For this transformation to be effective and successful, dedicated tools need to be put in place, which means HR staff need to master new software.
For the IT Department
Implementing a dedicated talent management tool, or at least an HRIS for talent management, means a lot of extra work for the IT department. New tools to be integrated into the information system, licence management, maintenance, etc. are all issues to be managed subsequently. 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 means
- centralising all their HR information
- simplifying HR processes
- greater commitment thanks to new tools.
In recent years, we have seen the emergence of new professions, such as Chief Happiness Officer or Office Manager, designed to create a positive employee experience in the workplace.
The aim is simple: to provide a personalised experience for each employee, with, for example, greater flexibility, collaborative solutions, the extension of teleworking and 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 talent that will support this digital transition and accompanying this change. For example, training plans can be put in place to improve skills in digital issues (tools, practices, processes, etc.).
The benefits of digitalising talent management
The digital transformation of talent management has a number of advantages for the company, including
- Increased skills of HR departments in change management ;
- management that is more participative and collaborative than vertical and directive: collaboration and exchanges are simplified. Employees can genuinely take control of their work experience and career direction, in particular through "Learning as a service" training;
- changes in human resources management: more and more types and media of training (MOOCs, COOCs), new recruitment methods (on social networks, for example), collaborative assessments, etc;
- attracting young talent: a well-equipped company will have a better chance of attracting 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: the skills of both spheres can be mutually enriching.
Which tool should I choose to manage my company's talent?
To start 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 is essential to be equipped with the best tools to optimise your performance. Developing talent within your company is an integral part of your development strategy.
Talentsoft
With SaaS software like Talentsoft, you can build personalised action plans for each employee and develop a transparent conversation between manager and team. In this way, you can maximise employee commitment.
Talentsoft is the only SaaS solution that can handle the complete cycle of talent management and skills development. Its strength? Its user-friendliness, the centralisation of information and the 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, giving them a real say in their career paths within the company and creating a genuine dialogue between them, managers and human resources. The solution also provides HR with management 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, Director of Human Resources - Linkbynet
Eurécia Talent Management
Eurécia Talent Management, an agile SaaS solution integrated with the Eurécia HRIS, enables you to track the rapid development of your employees. The software manages the entire human capital management process, from job opening to internal mobility.
The employee file gives you a graphical view of the skills required for the position and the actual skills of the employee. You can immediately see what training would be relevant for each profile. The skills map suggests actions you can take to acquire one or more skills.
Prepare and monitor annual and/or career interviews in the same intuitive environment. You have the freedom to enter the skills required for each job, to define job descriptions that you can use as a basis for assessments.
The solution is collaborative: managers and employees alike can access interview preparation, for example.
Today, Eurecia saves 50% of the time it would have taken to manage a project using Excel.
Patricia Mingeon, Manager, La Plagne Tourist Office
Towards successful talent management
Don't leave your talent management to chance. The role of HR in a company is evolving, integrating the management of human capital with its skills. To do this, adopt a high-performance, innovative HRIS or a dedicated talent management solution. That way, you can be sure of attracting, retaining and developing the best talent for your business.
Article translated from French