Question

You, as an HR Generalist, have been asked by your HR Director for your recommendations in terms of what tools your organization could use to better manage the talents of your employees. This will help to develop policies and procedures in managing your human capital. Please develop a PowerPoint presentation to your Director addressing the following:

1. Describe and analyze the broad range of talent management efforts that use software applications to help you, Director, to make an educated decision.
2. Give some examples of firms that have successfully used these applications.
3. Describe how these efforts are useful in terms of strategic human capital management.

Answer 1

The ability to attract, motivate, develop and retain engaged employees who will be productive in working to assist an organization in reaching its strategic objectives and operational goals is known as talent management. An understanding of talent management processes and the essential tools available to create a highly successful team of individuals should be included in your business or organizational procedures. The tools required for successful talent management include workforce planning, recruiting, strategic plan and goal alignment, executive coaching, leadership development, recognition programs, diversity and inclusion, and engagement, as well as retention. Let's look closer at how an effective talent management plan will make it easier to identify, recruit, engage and retain talented individuals to be a part of your organization.

The Essential Tools of Talent Management

• Talent Management begins with Workforce Planning
• Recruiting Effectively
• Strategic Plan & Goal Alignment
• Executive Coaching
• Leadership Development
• Recognition Programs
• Diversity/ Inclusion
• Engagement
• Retention

It always forms what employers consider since it assists in getting and keeping the most qualified individuals. Broad range of talent management efforts that use software applications is important especially for directors to make an educated decision. This is because talent management efforts always use software applications in creating a cost effective as well as a high quality development, measurement, and training environment that is designed in a way that can empower the users with visibility into in addition to control over these users career planning and at the same time provide the management with real-time business intelligence. Among the organization that uses this method is Bersin and Associates, The Home Depot, Inc. Talent management tend to be critical, however most of the organizations end up flounder in the case of effectively leveraging a state of the art technology solution. The basis of the difficulties comes from the business benefits that have sharply diminished in the event of failure by the organization to take advantage of talent solutions that have integrated completely with the core human resource system of records as well as with one another, (Bill Millar, 2007).

SuccessFactors is the software application recommended for talent management efforts. After analyzing the functionality, features and company history, it provides for several benefits to enhance management of human capital. The functions of SuccessFactors include creating an inventory of employee skills, defining any gaps between the requisite knowledge, skills and abilities (KSAs) needed to accomplish strategic goals in comparison to what the organization's current human capital possesses, thus providing recommendations for training and/or educational avenues to pursue. As employees enhance their skill base, improvement to KSAs can also be tracked with SuccessFactors; resulting in a virtual "catalog" of employees with details on what each one can offer.

Strategic human capital management (HCM) is a people-focused approach to HR that unites a variety of human resource processes to work as one—from recruiting and onboarding, to payroll and benefits, to workforce and performance management.

The key to strategic HCM is treating your employees like an investment. To do that, you must take into account all parts of the employee life-cycle, from recruitment to retirement. Without taking these into consideration, your human capital management strategies will never be as effective as they otherwise could be.