Human Resources: Creating a Talent Management Technology Strategy

Every organization should create a formal documented Talent Management Technology strategic plan that defines the steps and timeline to meet the objectives and goals of the organization’s HR technology strategy. Without this in place, many organizations put pieces together in an ad hoc manner which results in incompatible systems and greater costs to evaluate and select replacement systems across an organization.

The Talent Management Technology Strategic Plan is the embodiment of an organization’s goals and objectives (the corporate business plan) and the HCM and IT strategic plans that support the meeting of these goals and objectives. HCM systems include an organization’s core HR, Payroll and Benefits systems and self-service systems, along with Talent Management Systems such as Applicant Tracking, Compensation Management, Performance Management, Learning Management, Competency Management, Career Planning, and Succession Planning Systems. Investing in HCM technology without a strategy on how each component system will support the other often results in the implementation of systems that are not best suited to meet a company’s business objectives, which results in wasted time and money, as well as staff inefficiencies. A good talent management technology strategy is to minimize the number of vendors providing the required HCM solutions and create a more integrated HCM systems environment.

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