As an HR leader, one of the highest profile choices you’ll make is deciding on a talent management system (TMS). A large organization will have a team of HR technology specialists, but if you work in a mid-size firm, it’s unlikely you have that luxury.
It’s a serious undertaking. With many considerations to keep in mind as you move through the selection process, like…
- Where to start?
- Do I know what steps to take?
- What do I need to watch out for along the way?
As an HR leader you need to develop a clear vision of what talent management technology your organization needs. You also need a clear understanding of the many things that can go wrong in selecting a TMS.
How to choose your talent management system with confidence
The good news is that human capital analyst David Creelman has collected insights from 12 leading HR technology experts and experienced HR professionals on the key considerations in the selection process.
Bundled into one comprehensive white paper, Selecting a Talent Management System: Secrets from the Experts is a step-by-step guide on where to start and what pitfalls to avoid.
Here’s are just a few of the expert tips you’ll find in the
Not everyone knows what you mean by talent management — Heidi Spirgi
Make sure you explain what you mean to stakeholders when you say that you’re planning to implement a TMS. Mid-size firms are especially dependent on getting a good talent management system; they have sophisticated needs and don’t have the resources big firms have to paper over inefficiencies.
Ask for a small budget to figure out the budget — Nov Omana
Ask for a small budget to do a study that will map out what it is going to take to get the business results you need from a new TMS. The effort put forth early on provides better, refined insight on what you are trying to solve and what it will take/cost.
Think through what each of the different actors need from the workflow — Kris Dunn
You can get a handle on what’s most important without getting dragged down into the weeds. For example, in recruiting look at the workflow from the perspective of the candidate, hiring manager and recruiter.
Don’t over-simplify the decision — Alicia Hannah
Our CIO leaned towards buying talent management modules from our existing HRIS vendor; after all we were familiar with that platform. However HR noted that an absolutely crucial business goal was developing and retaining leaders, and that the HRIS vendor could not deliver on that; that’s why we went with a best-in-class TMS.
Set yourself up for success; conduct the due diligence — David Creelman
Modern talent management systems are great tools to support your HR strategy. Vendors and consultants have better tools and more experience with integration than ever before. It is fast becoming unthinkable to run a modern HR function without a modern TMS. So conduct your due diligence but get going.
Download the white paper
To learn more about these tips and access more great advice from leading HR technology experts and experienced HR professionals, download the white paper, Selecting a Talent Management System: Secrets from the Experts.
You’ll also get access to a sample Request for Proposal template you can use to customize your own RFP for a talent management system. The template covers a broad range of requirement considerations for vendor selection, from recruiting and performance management to learning management and succession planning.
Learn more in this free webinar
Register for this free webinar taking place May 6, 2015 at 2:00 pm - 3:00 pm EST. Hear first hand from human capital analyst David Creelman about the key considerations in the talent management suite selection process, based on his research and interviews with leading HR technology experts and HR professionals who've been in your shoes.