Talent management: what does an HRIS tool actually do for you?

Developing human capital

For a company, labor is one of the biggest expenses. It is therefore essential to optimize this process in order to make the most of investments.
HRIS can help. It will give access to the priority objectives set by the management to all employees, in order to boost overall productivity.

It also enables managers to keep track of their team’s individual performance, optimize career management and discover the successors of current holders of key positions. Thanks to the centralization and transversality of data, the analysis of the situation is more precise and rapid.

Accompany the growth of the company

The need to optimize talent management becomes more acute as the company grows. Existing solutions are often ill-suited. Worse still, they may be redundant, following various company takeovers and mergers.

These heterogeneous environments create communication difficulties and require huge operating budgets. Once a critical size is reached, the use of HRIS quickly becomes essential. By structuring and unifying data, this tool can improve talent management processes.

The use of a more robust tool can also be linked to a radical change in HR policy or the company’s digital shift.

Bringing out the “hidden” talents

The more employees a company has, the more difficult it is for a manager to find the rare pearl internally. Indeed, in these conditions, knowing all the skills and abilities of each person is complicated. And yet, talent management remains essential to support the company’s transformation and ensure the successful transfer of skills.

By taking into account all the data contained in the HRIS (CVs, annual interviews, objectives, training courses requested and carried out, etc.), it is now possible to know every detail of the talent pool available to managers. This method of analysis will also be appreciated by the employees.

Based on objective and well-defined evaluation criteria, it will not leave room for the feeling of injustice that some may feel. It will also bring to the fore “hidden” profiles, which were previously overlooked by managers due to their lack of exposure.