Recap - What have we learned?
Why should you automate?
It helps the company to keep up with current trends and attract a savvier workforce, saves time, and it just makes sense.
What are the components of a Talent Management system?
Goal setting and workforce planning, recruitment, performance management, 360 degree feedback, compensation, Learning & Development, Succession Planning, and Exit Strategies.
Should you focus on all components right now?
No. While they are important, to start your focus should be on goal setting, performance management and compensation strategy.
How do you determine what your needs are?
Conduct a needs assessment to determine what is lacking and what it would take to address those concerns.
How do you choose the best software?
Compare the findings of your needs assessment to the product offerings of potential software.
What are some key things to remember when choosing the software?
Not to be fooled by pretty colors and fancy animations, reporting and analysis functionality is crucial, well developed performance management model, and must have an intuitive user-friendly interface.
What should you know before getting it up and running?
Make sure you’ve read the contract in detail and know exactly what you’re getting into. And remember to remain in control throughout the process (don’t allow yourself to be given the run-around).
What should you remember about working with your vendor?
Fire the vendor if you are given anything less than what was originally promised, if everything you ask for is an additional charge, and/or if you ever feel like you are no being given the service you deserve. Also, try to stay away from being roped into difficult RFPs – the easier to read, the more you know exactly what you’re getting.
How can you be a good customer?
Although you’re the driver of the project, don’t discount the expertise the vendor brings to the table. Do your research – know how to ask informed questions. And lastly, pay your bills!