Upfront Planning Pays Off When Adding Talent Management to Your HR System of Record

ADP Research Institute®

Upfront Planning Pays Off When Adding Talent Management to Your HR System of Record

This insight is from: "A Guide to Adding Talent Management Solutions to Your HR System of Record"



Most companies have some type of human resources (HR) system of record in place — whether it was developed in house or purchased from a commercial vendor. These solutions, also known as Human Resource Information Systems (HRIS), support the entry, tracking and management of employee data required for HR management and payroll functions. While each HRIS provides different capabilities, most lack the critical functionality needed to fully support an organization’s Talent Management processes, including performance, compensation, succession, and learning management. A new white paper by the ADP Research Institute℠, a specialized group within ADP, provides practical advice for organizations thinking about adding automated talent management to their HRIS in order to improve workforce performance, increase operational efficiency, and drive bottom-line results.

Effective Talent Management Starts with the Right Data

While different data is needed to drive processes in each Talent Management area, three fundamental data elements are required across all domains: job codes, job titles, and job grades assigned to each employee. Depending on your organization’s current level of Talent Management maturity and the technology you have in place to support your existing HR processes, this data may reside in your HRIS; it may be shared across multiple HR systems; or it may not be captured in any automated system at all. Creating, collecting, or finding this information will be a critical first step if you plan to add one or more talent management processes to your HR system of record. Once this core set of data is in place, you can start capturing domain-specific data needed for automating and integrating strategic Talent Management processes.

Define Talent Management Processes Based on Desired Organizational Results

When adding Talent Management to your HR system of record, data collection is just one piece of the puzzle. You also need to consider which processes you want to implement via your automated Talent Management solution. Sometimes this means defining processes from scratch and implementing them for the first time. In other cases, it involves re-evaluating your current processes to determine if there is opportunity for improvement. Whether you’re introducing Talent Management or refining and automating existing HR functions you should define your processes based on what your organization is trying to achieve — taking into account your unique corporate culture and values — in order to achieve high adoption rates and realize ongoing value.

Involve the Right People in Each Phase of Talent Management Implementation

It’s important to involve the right people from your organization at each phase of the implementation process to properly align data, processes, and technology, drive effective change management, and ensure consistent oversight. Involving an executive sponsor from the earliest stages is critical for driving cultural change. An internal project manager is essential to line up resources, troubleshoot issues, manage schedules, and facilitate communication among all team members. An internal subject matter expert helps to ensure that your automated Talent Management processes take into account current best practices, corporate culture, and organization-specific requirements. Finally, a HRIT professional brings an in-depth understanding of how data will flow from your HRIS to each Talent Management area — whether your systems are deployed on premise or in the cloud.

*A complete list of sources and citations can be found in the full report.

About This Report: The contents of this report are based on an February 2013 HR.com webcast, “A Guided Tour to Adding Talent Management to Your HR Systems,” presented by Robert Mattson, Director, Product Marketing at ADP, Inc., and Diane Mulhall, Director of Implementation-Consulting at ADP, Inc. This webcast explored the types of data traditionally stored in an HRIS system versus those required for Talent Management; examined key Talent Management domains and the most vital data elements required to drive each process; and highlighted real-world examples of how companies have succeeded and failed in their Talent Management implementations.

Keywords: HR Management, Talent Management

Business Types: Research for Midsized Organizations, Research for Large Organizations

Roles: Research for Human Resources Professionals

A Guide to Adding Talent Management Solutions to Your HR System of Record

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