A Robust, Up-to-Date HRIS Can Jumpstart Your Talent Management Implementation

ADP Research Institute®

A Robust, Up-to-Date HRIS Can Jumpstart Your Talent Management Implementation

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

If you’re like most organizations, you already have an HR system of record to support the entry, maintenance, and management of employee information. These solutions, commonly referred to as Human Resource Information Systems (HRIS), are essential for driving fundamental HR management and payroll functions. While most HRIS solutions lack the critical functionality needed to fully support performance, compensation, succession, and learning management, a robust, up-to-date HR system of record can significantly jumpstart your Talent Management implementation. A new white paper by the ADP Research Institute℠, a specialized group within ADP, explores how the data maintained in your HR system of record can provide a solid foundation for adding automated Talent Management processes aimed at improving workforce performance, increasing operational efficiency, and driving bottom-line results.

HRIS Data is the Foundation for Adding Talent Management Capabilities

A HRIS provides the core system of record that enables entry, validation, maintenance, presentation, and reporting of data required for effective HR management. The system’s employee records typically contain data that includes, but is not limited to name, address, phone number, Social Security number, job code, job title, job grade, direct manager, employment history, and education. The range and accuracy of data in your HRIS becomes particularly important as you start automating Talent Management processes. The more high-quality information that resides in your HRIS, the faster and easier it will be to add Talent Management capabilities to your HR system or record. Before embarking on a Talent Management implementation, it’s a good idea to get your HRIS in order by checking that employee records contain the current, accurate and comprehensive data needed to drive Talent Management processes.

Fundamental Data Elements in Your HRIS Span all Talent Management Areas

Three fundamental data elements are required to drive automated processes across all Talent Management domains: job codes, job titles, and job grades assigned to each employee. In the Compensation Management area, for example, job codes and/or job grades may be tied to a salary range as a way to guide managers’ decisions regarding employee rewards. In the Succession Management area, job titles are needed for nominating successors with the right skills, competencies, and experience to fill a specific position. Job grades and job titles are also useful in defining learning paths, which are critical for employee development and have relevance across the performance, compensation, and succession domains.

Effective Talent Management Automation Requires Domain-Specific Data

Once job codes, job titles, and job grades are in place, you can start capturing domain-specific data needed for automating strategic Talent Management processes. In the Performance Management area, consistent performance ratings, scales, and descriptions are critical for driving equitable performance-based decisions enterprise wide. For Compensation Management, it is important to capture and store data like bonus target percentages and eligible earnings that may not reside in your system of record. Effective Succession Management requires specific data, including indicators for high potential employee, critical job, and critical talent, to build bench strength for key roles at all organizational levels. Some Learning Management data elements, such as education, licenses, certifications and language fluency, may reside in your HRIS while other information like development activities and on-the-job competency assessments will likely need to be collected.

*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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