It seems counterintuitive that HR systems haven’t always included t he ability to track and record such things as employee skills and goals --along with hours worked and absences -- since the quality of a workforce is so important to any company’s success.
It seems counter intuitive that HR systems haven’t always included t he ability to track and record such things as employee skills and goals—along with hours worked and absences—since the quality of a workforce is so important to any company’s success.
The good news is that’s changing. More providers of core HR are adding talent management (a.k.a. performance management) to their capabilities, and talent management providers are adding some core HR functions to their systems.
Workday included talent management to the latest upgrade of its core HR system, Workday 10, letting managers view skills, performance, job history, compensation, goals, a visual representation of progress, and more.
For the broader industry, it’s a work in progress. Josh Bersin, president of talent management and e-learning consulting firm Bersin & Associates, notes in a recent blog that legacy software players have been “somewhat unsuccessful “in their convergence efforts. He suggests that it isn ’t those companies’ top priority, noting that “talent management software is quite complex, and they make plenty of money on core HR.”
Naomi Bloom, a consultant and leading voice in the HR software industry, blogs that the talent management features in Workday 10 are “quite compelling.” What’s more, when a company subscribes to Workday HCM, “there are no separate talent management modules to subscribe to, and your subscription pricing doesn’t change just because Workday keeps releasing, three times per year, lots of relevant new talent management functionality,” notes Bloom. In other words, Workday 10 assumes, rightly so, that customers want talent management as part of the package.
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