Critical Success factors to Create Talent Management System

19/12/2021 0 By indiafreenotes

Use the right tools to manage the employee journey

SuccessFactors Talent Management has a suite of applications to help manage the entire employee journey. HR can use the Recruiting tool to match external and internal talent to job openings. The tool can also provide employees with opportunities to find jobs internally.

HR and managers can use the Onboarding tool to help new employees prepare for their first day, which can help lower new job anxieties, acclimate them to the company culture and, in turn, help improve retention.

HR and managers can use the Succession & Development tool to create career paths and employee development plans. Coupled with the Learning tool, these development objectives can help employees get the skills they need for career growth within the organization. As part of monitoring that progress, the Performance & Goals tool measures performance and identifies new areas of personal development.

Use People Profile to track workforce attributes

People Profile lists an employee and the constellation of information that helps managers and HR manage talent, such as skills, interest and experience. It also lists information such as where that person fits within the interactive organizational chart using self-services, although basic details are populated automatically and managers can also use self-services to update information on their team. Managers can use People Profile to review potential successors, identify skills and competencies, and measure performance against potential.

Manage processes with homepage tiles

IT administrators can set up both standard and custom tiles, which provide employees with notifications, reminders, information, links and other resources to assist with talent processes.

The To-Do tiles give visual reminders and statuses on talent processes. For example, the Review Performance tile gives an overview of performance management forms for a manager’s team.

Set Clear and Attainable organization goals

Managers can use the Performance & Goals application to assign annual goals to employees. Assigning goals to employees gives them a focus to grow personally and also helps support the organization in reaching its goals.

Capitalize on analytics

With the new People Analytics tool, creating and viewing various charts, key performance indicators and analytics is even easier. Administrators can create custom reports and templates, and managers and HR can use in-page analytics that exist across the suite of modules.

Go mobile

The SuccessFactors mobile app gives real-time, on-the-go access to talent processes. Whether it’s onboarding new employees, managing employee learning and training, or managing a continuous performance management process, the mobile app offers a way to perform these activities on the go. Admins can set up urgent notifications, and users can take actions through the app.

Check out overlooked cross-module features

The SAP SuccessFactors platform contains features that HR leaders and others might overlook when IT implements the system one module at a time. Presentations, Talent Search and Job Profile Builder are among some of the features that are not tied to any particular module but can add value across many of the talent modules.

Specific user-based:

Recruiters: Better manage end-to-end, using career websites, job postings, applications, candidate screening, and employment offers. Applicants can access and explore career Web sites, apply for roles of interest, and engage within a dedicated candidate portal for interviews and employment offers.

Human resources: Seamlessly coordinate all talent management tasks. Use powerful data analytics to inform business decisions. Generate detailed reports to share statuses and results. Create compensation plans and easily prove compliance with government and industry regulations.

Applicants: Easily find postings through career Web sites, apply for roles of interest, and engage within a dedicated candidate portal for interviews and employment offers.

Employees: Easily access information and tasks, including goals, rewards, performance reviews, compensation and benefits information, and learning paths tied to individual career goals. Recognize peers and redeem rewards and other benefits related to exceptional performance and results.

Managers: Work collaboratively with recruiters for greater efficiency. Welcome new hires and help them ramp quickly. Manage compensation across entire teams. Use streamlined processes to help track activities, performance, and ongoing feedback for all assigned employees. Align individual performance goals with business objectives. Use reward and recognition tools to optimize employee engagement.

Capabilities of a talent management system

A TMS allows an organization to implement an end-to-end talent strategy that aligns with the objectives and goals of the business. For example:

  • Development: Build skills and adaptable teams to help drive business performance. Identify and cultivate strong leaders for continuous growth.
  • Recruitment: Attract and hire the best candidates who, in turn, become high-performing employees, boosting productivity and improving organizational strength.
  • Retention: Help employees grow in their careers, increasing engagement and retention.