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People management software - Top tips

Bettina Pickering
PA Consulting Group
The Times
10 March 2008

Do not get seduced by ‘best of breed’ promises, but consider the end-to-end talent management process. To ensure managers and HR can focus on better people management, talent management software needs to cover the full talent management lifecycle including performance management, objectives setting and cascade, learning and development, succession planning and reward management.
Best of breed software usually offers more functionality in one specific and contained area, such as objectives setting. However, covering the end-to-end talent management process with a collection of different ‘best-of-breeds’ specialist software increases the administrative burden for HR and employees and increases the cost of owning the system.

HR staff and employees would have to constantly switch between, in many cases, very different approaches, terminologies and data structures or go down a very costly route of aligning these often very different applications. Therefore, instead of helping organisations to understand, motivate, develop and retain key talent, using this approach has the opposite effect.

As talent management is a two-way process between managers line, functional and HR and employee, organisations should seek an integrated talent management system that covers the complete end-to-end talent management process and allows easy access, reporting and information exchange for employees and managers alike.

Bettina Pickering, managing consultant for people and organisational change 


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