A talent management system will set the framework for you to create strategic alignment, promote collaborative working and efficient communication, and boost employee productivity as your organization grows.
Your business is rapidly expanding and suddenly your small, tight-knit team is not so small anymore. Keeping track of everybody's tasks, motivation and productivity is no longer as easy as turning to the desk next to you, and things start to fall through the cracks. Now's the time to implement an effective talent management system to make sure you're hiring the best talent, keeping everybody aligned, building effective strategic communication and making sure your workforce is engaged.
Keeping on top of recruitment, performance management, company culture and employee engagement can become a nightmare of paperwork when you want to focus on developing your business. A talent management system gives you the framework to keep track of every employee touchpoint. And most importantly allows you to easily track people data to make sure you're building a thriving organization you want to work at.
A talent management system (TMS) will help you to keep everybody aligned with cascading objectives, foster personal and professional development through check-ins and recognition, develop deeper working relationships using 360 degree feedback and improve strategic decision making with access to accurate employee data. You'll improve your company culture connection and find areas to boost employee engagement as your team grows and new hires come on board.
PeopleGoal empowers you to create customized processes that fit the unique culture in your organization and meet the complex and varied needs of multiple teams. Our configurable processes are quick and easy to use, with many templates to choose from to get you started. You can further configure these yourself to deliver extremely complex processes in an easy and understandable way.
In order to effectively retain, develop and manage your workforce a continuous performance management process is a must-have. It not only provides timely and relevant feedback where it matters, it gives management instant insights into hotspots to help employees manage their own progression within the business.
Performance data shouldn't exist in a silo. The ability to bring multiple touchpoints into your performance process is key to providing relevant, timely actions around performance improvement.
Integrating employees' goal-setting and peer feedback into their monthly 1:1s as well as the annual review helps everybody to see the big picture and make strategic decisions about their development.
At PeopleGoal we're aware that there is no ‘one size fits all’ when it comes to talent management. We've developed a seamless, easy-to-use and highly configurable platform to meet the individual needs of your organization and create effective paper-less HR processes. We'll help you to track the development areas that really matter to your business, and access all the data you need for strategic decision making.
Measuring base levels of employee engagement is the first step to improving it. Whether you use a full annual engagement survey, regular pulse surveys or just regularly ask employees how they're feeling; reaching out for organizational feedback will help you to measure and track themes in engagement across the business.
A fantastic complement to improving employee engagement is our suite of recognition badges. Give a quick thank you to teammates and colleagues who've gone above and beyond, and recognize them publicly on the Timeline. It's a great morale booster and an easy way to encourage a culture of appreciation in your team members, driving the emotional connection of your workforce to your business.
Plan and share strategic organizational objectives to get every employee aligned and engaged with the company mission. Connect departmental, team and individual goals with the company-wide objectives to improve clarity, boost business performance and maximize productivity.
Proactively provide, request and track full 360 degree feedback. Whether it's open and transparent, confidential or completely anonymous, you can gather valuable feedback from peers, management and even external parties, at those times when it's most relevant for you.
The monthly check-in is one of the best tools you have to encourage employee manager relationships and boost overall engagement. PeopleGoal allows you to design configurable 1:1 meetings to document all employee-manager discussion points. You can automatically bring through employee objectives to give a status update. You can also provide a template of 1:1 questions to give guidance and address overall performance issues, areas of growth and improvement, upcoming holidays and general employee wellbeing.
Evaluate and reflect on individual performance through regular check-ins, bi-monthly/quarterly or annual reviews, with powerful forms that you're able to customize for every area of the business you want to assess.
Having the right vocabulary to discuss employee performance and development is an important tool for both employees and managers. Try out our performance reviews phrases builder to construct meaningful appraisal language across every function.
Leverage real-time data and access historic inputs to gain valuable insights and measure key performance indicators. Define custom reports using the data fields on PeopleGoal to track the people analytics that really matter to your business.
The most important and valuable aspect of our software is that it is flexible and configurable to your needs and the processes in place in your organization. The typical implementation cycle is 1 to 4 weeks depending on your requirements and company size.
Our account managers will work closely with your HR team to configure your PeopleGoal account to your specific requirements. We will review your requirements and make recommendations to improve your existing process.
PeopleGoal integrates with BambooHR, Workday, MS Azure and ADP. We can utilize our integrations to import your employee data. We will provide training to your hr department and employees. Our aim is to ensure that every user has a comprehensive understanding of our platform and its capability.
Talent management processes can be difficult to modernize or implement for the first time. Our guide to modernizing the performance management process in your organization gives you a clear plan to develop a new performance process or refresh outdated performance management practices.
Talent management is the systematic and strategic process of recruiting, managing, assessing, developing, engaging, and retaining employees within an organization. It is also known as Human Capital Management. It is the systematic identification and analysis of an organization's future talent needs associated with its long-term goals and objectives, and establishes a clear strategy that ensures that it will achieve these goals. In this sense, talent is defined in a collective sense and refers to the individuals who contribute to organizational success or have potential to contribute to it in the future.
These are the six key ares of talent management:
There are many ways to measure talent management, and it all depends on what aspect you want to measure. First of all, implementing a talent management system will have the capability to use people analytics and reporting to leverage real-time data gain valuable insights. Other methods include calculating talent turnover and retention, cost and time to hire, training spend, exit interview. Finally, engagement surveys are a great way to measure base levels of engagement within your organization, you can use a full annual engagement survey or a regular pulse survey.
The main objective of talent management is having the right talent with the right skills in the right roles at the right time. The process involves identifying talent gaps and sourcing and onboarding suitable candidates, developing their skills and capabilities within the organization and effectively engaging and retaining them to achieve the business's long-term goals. It ensures that employees (talent) are aligned to the company vision and strategy, in order to promote organizational growth and build a positive company culture and environment.
There are a multitude of ways you can manage talent development. Use performance appraisals, 1-1 check-ins, engagement surveys, succession planning, HR analytics, and learning and development programs to name but a few.
Workplace trends come and go, but the biggest challenge for talent management will always be attracting and retaining the best employees for your organization. What "best" means is not the same for every business. One of the most important ways to address this challenge is to gather accurate and meaningful employee data to define the skills your organization needs. And also to identify just what your business can offer top talent to provide an engaging workplace that encourages passion for their work.
Talent management covers the recruitment, hiring and retention of top employees, and making sure they're a good fit for your organization. Further to this, talent development takes a future approach; making sure employees aren't just happy in their current role but are actively developing professionally and preparing to take over future roles in your growing business.
A talent management system should bring together all of your employee touchpoints, focusing on connecting your employee data to allow you to develop a big picture approach to your organizational design. It also reduces the time the HR professionals in your company spend of admin tasks.
On a basic level, having an encouraging and motivating manager is the foundation for individual development in an organization. Continuous feedback, coaching, and mentoring should form a big part of your performance management strategy. Most importantly you need to be open to the individual requirements of every employee so that you can create programs that encourage autonomy and self-development.
A pulse survey is an effective way to quickly measure employee engagement and track progress over time. It is used to measure metrics such as employee productivity, satisfaction, or overall attitude towards the company. Traditionally, pulse surveys are designed to be sent out on a weekly or bi-weekly manner. They often have a higher response rate as more complex or annual surveys, due to their thematic and short nature.
Employee engagement becomes increasingly important for organizations that want to retain their best talent and develop a productive workforce. Sufficient levels of employee engagement go hand in hand with high performing staff and an innovative and inclusive company culture.