Talent Management in the Cloud

Talent Management in the Cloud

Human Capital is the lifeblood of an organization. The CEO Challenge 2014 Report reveals that CEOs view talent as one of the most important issues affecting their organization. Enabling employees to develop and network through internal communication channels is a top priority in the workplace today because it is critical to fostering and maintaining top talent.  Talent Management in the Cloud makes it much easier for organizations to switch to a new unified solution that addresses every aspect of the employee life cycle.

A variety of HR roles and responsibilities can be made more efficient and effective with the use of innovative technology.  From recruiting, to performance and learning management, technology can replace manual processes to deliver faster recruiting times while increasing compliance.  An integrated, cloud-based suite for talent management will allow HR to gain momentum and focus on more strategic tasks.

Talent management in the cloud allows organizations to transition to a new, unified solution that addresses every aspect of the employee life cycle.  However, making the case for conversion to a talent management solution in the cloud often faces four traditional obstacles:

Narrow talent management focus

  • In the past, employee development has had a limited focus with a majority of the effort during the onboarding process and very minimal effort thereafter. A performance appraisal is not the full talent management process; it is just a small piece.
  • The development focus generally centers around high-level executives, rather than the organization as a whole.
  • Under-performing employees tend to get the most training, rather than maximizing the talent of all employees.

Lack of information

  • The information driving talent-management initiatives is often inaccurate or incomplete.  This can be due to stand-alone systems delivering information in multiple formats or trying to filter through manual paper processes.
  • If there is information, it often goes unused when it could be easily accessible to make strategic HR decisions.

Disparate talent management processes

  • In most organizations the processes for learning, performance, goal and recruiting management are often separate.  It can be difficult to try and integrate this data when it is generated from multiple sources.
  • Various parts of the organization will utilize the information in different ways to create talent management initiatives and processes that are not unified and consistent.

Flying solo in the cloud

  • It is difficult to gain momentum and excitement for talent management in the cloud when there is an on-premise legacy system in place that seems to be working “just fine.”
  • HR may have adopted separate systems at different times for each aspect of talent management.  Now, there is pushback when it is time to replace the various tools for a holistic solution that is viewed as complex rather than complete.
  • Organizations believe they do not own their data if it is in the cloud, and it is a timely, expensive process to retrieve the information.

Regardless of these perceived obstacles, thousands of organizations have begun delivering quality talent management in the cloud with a holistic HR solution. Organizations are rejecting old models of HR management that feature three to four disparate applications and adopting unified HRMS systems rooted in cloud technology. Research in a recent blog article shows that over half of buyers surveyed are searching for a single vendor solution.  An additional benefit of having talent management in the cloud is the high quality, consistently updated, and flexible functionality. There is also the reduction in costs from having to purchase and maintain hardware and software that was traditionally stored in-house.

Organizations are aware of and embracing the benefits of offering talent management in the cloud.  The next phase is replacing the various pieces of your HR puzzle to create a complete cloud-based solution that benefits each employee and cultivates a more strategic and successful organization.

This DATIS Blog was written by Toni Aliberti, DATIS, on April 23, 2014 and may not be re-posted without permission.

Bersin, J. (2013, May 31). 7 Reasons HR Technology is So Hot Today. Retrieved from Forbes: http://www.forbes.com/sites/joshbersin/2013/05/31/7-reasons-hr-technology-is-so-hot-today/

The Conference Board, 2013. CEO Challenge 2013 Summary Report.


Written by MJ Craig

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