Technology in talent management is nothing new. But the talent management strategy has to still go a long way in shaking the philosophy of ‘people are machines’ that is hard wired into the brains of the professionals in talent management world.
The generation of workers change and with every new generation of workers, a new talent pool is available that have different needs and different idiosyncrasies. It’s very difficult to cater to the needs of every individual and that’s where the technology steps in. Providing a personalized integrated talent management solution for the performance management, feedback, training, micro learning classes, and other orientation as required.
The cloud-based technology in talent management is the key enabler of strategic business decisions. It helps in the scalable engagement which further converts into genuine understanding and learning from all the parties and stakeholders involved. All of these steps followed give birth to the experiences which are incredibly humanized and personalized.
The major problem plaguing the talent management world is that there are a number of talented individuals available than there are techniques and practices that will help with the decision-making abilities as to who to choose and who not to. The professionals in talent management world are confused with the sheer number of talented individuals available. That’s where technology enters to help the HR management to make the right decisions.
A global mindset helps entrepreneurs and startups in the expansion of global talent market and their businesses. It’s better to have the organizational workforce from around the world for increased dynamism and global representation of the talent. This helps in the connection with the world’s leading service providers removing the walls of the office and tapping the global employment and talent needs.
The cognitive computing is advancing very rapidly and is disrupting the way customer experience is handled. It allows looking beyond the systems for integration of service levels and key insights derived from the technology in talent management. Implementation of such services shape the talent management leaders with a great talent management strategy and training and talent development plans in sight.
The training and talent development technology must be seen through the prism of employee experience perspectives. The employees today want to know their performance review and feedback in real time. A yearly or quarterly evaluation of a work done long before the evaluation results actually come is not useful for the employees for any actual and practical improvement in their kind of work. The feedback must come in bits and bytes for the employees to digest easily and to improve on a daily basis. It also helps in the streamlined and arranged way of going about things in a complex organizational set-up.
If you still haven’t started on the path of using technology in training and development needs of your organization, it’s high time you start now to avoid being late in the race of companies competing around the world for the excellent pool of talented employees.