BLOG: The Case for a Unified Talent Management Solution
Getting Down to Business in Talent Management:
The Case for a Unified Solution
Issue #1: Too much to manage. HR professionals are
literally (well, figuratively) surrounded by too many separate
applications to manage them well or economically. (Bersin by
Deloitte research shows that 1/3 of larger companies have
over 10 HCM solutions to juggle – a 15% increase since the
Issue #2: CHROs are often unable to answer the talent
questions their executives ask. Because data about the
workforce may be scattered across disparate platforms,
analytics is difficult, and reporting often inaccurate.
Issue #3: While HR departments report misgivings around
their employees’ engagement and the ability to address
attrition of key talent, they may not have the consumer-grade
workforce-facing technologies in place to support these issues.
And Issue #4: How do we create the business case for
integrating all our disparate solutions to address these
Today, integrated or “unified” talent management solutions,
referred to as talent management suites, are the most rapidly
growing area within human capital management (HCM)
software, replacing the proliferation of disparate siloed
applications that led to those first three issues.2
But how can
HR represent the value proposition to their executives to
get the funding to replace the old standalone products or
add new talent management applications to their mix?
While there is a great similarity across businesses,
sometimes buyers need to consider how to articulate the
value of integration to their executives. There are steps
to be followed, as shown in the chevron below:
And there are potholes to be avoided: common “gottcha’s”
that impede successful results. These can include lack of
alignment with corporate goals, lack of a corporate sponsor
who believes in your issue and the proposed solution, or the
inability to articulate clearly the business benefits if you get
what you are asking for.
In an upcoming web seminar entitled “Getting to Yes:
Creating a Business Case for a Talent Management
Suite,” we will review the key areas to address and the
stumbling blocks to avoid in creating the business case
to drive investment decisions for unified talent software
Register here to join me on August 7th at 1:00pm ET
to learn the key steps in creating a compelling
business case for talent suite acquisition.
1 Investments in Human Capital Management Systems 2014: What
Technology Users Have and What They Will Buy in the Year Ahead
by Dr. Katherine Jones, Bersin by Deloitte 2014.
2 Talent Optimization for the Global Workforce: The Market for Talent
Management Systems 2014 by Dr. Katherine Jones, Bersin by
VP, HCM Technology Research,
Bersin by Deloitte
Source: Bersin by Deloitte, 2014.