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Relevance of a Performance and Talent Management System

Blog: Talent Management

Pradip Mohapatra

@ @letsuser | | Education

One of the most prominent change that has taken place in the HR domain in the past couple of years is the vast popularity of Performance & Talent Management Systems. As its great functionality has convinced HR professionals to prefer it over Human Resources Management Systems.



What makes Performance and Talent Management Systems different from an HRIS?


The primary trait that makes Performance and Talent Management Systems preferable than HRIS is that it helps you track your employee’s performance in a much more comprehensive fashion. While Human Resources Information Systems focus on the physical elements of the staff’s records, a Performance and Talent Management System helps you trace the quantitative components of an employee life cycle, starting from recruitment & ending at retirement.


In several ways, a Performance and Online Talent Management System makes up for the flaws possessed by an HRIS. A Human Resources Information System targets the physical values (like payroll, time in & time out, deductions etc.) regarding the employees and lacks to give priority to measuring the quality related aspects of an employee’s performance. This is where a Performance and Online Talent Management System takes the cake as it helps you locate as well as nurture talent & lets HR practitioners to analyze the employees on the basis of these elements in order to arrive at a fair & reasonable decision.


What are the keystones of a Performance and Talent Management System?


Here are the keystones that will round up everything that there is in a Performance and Talent Management System.


1. Recruitment


The first primary attribute that makes a Performance and Talent Management System immensely useful for HR professionals is concerned with recruitment. A capable Performance and Talent Management System is supposed to possess a software that helps you track each step an employee’s recruitment process, starting from his or her candidate phase to the onboarding process.


Most of the Performance and Talent Management Systems on the market come with an interface that has the potential to trace all the things, from a position’s ad calling to its confirmed joining. Another great thing about this recruitment characteristic is that it lets you post ads on social media as well as other websites.


2. Learning & Development


Another fascinating trait of Performance and Talent Management Systems is that it helps you keep a track of your employee’s training sessions. The system helps you identify & understand the training needs of the employees based on the reporting manager’s feedback to the HR.


It covers each aspect of the training; from the point, it begins to the results it provides. An ideal Performance and Talent Management System should attain a learning module that keeps it updates with the new learning trends of in specific industry & help it create learning programs that are perfectly suited with the requirements of the employees and the organization.


3. Performance management


The key role played by a Performance and Talent Management System is to help the employers analyze the performance of each employee. It is extremely essential to carry out performance evaluation of an employee to understand his or her strengths, weaknesses & abilities. The annual appraisal methods have been replaced by task-oriented assessments where an employee ‘s capabilities are judged on the basis of a particular given task and not the whole year’s performance. The great thing is that today’s Performance and Talent Management Systems support this concept effectively.


4. Compensation


Similar to performance management, the approach towards handling compensation has been altered as well. Many companies have begun to provide rewards to their employees based on their exceptional work on certain projects and do not wait for a full year to offer them bonuses. The latest Performance and Talent Management Systems have been designed to evaluate compensation on an assignment to assignment basis.