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Source : Tippit
Performance and Talent Management Solutions
Performance and Talent Management Solutions is also known as : Employee Performance Management Software, Performance Appraisal, Performance measurement, Employee reviews, Employee Compensation, Learning Management System, 
Talent management solutions relieves, innovative talent solutions, HR talent management.
Buyer's Guide :
Learn what a performance and talent management solution can do for you and understand what issues you should consider during your decision-making process
Content
- Executive Summary
- Talent Management Systems Overview
- Market Overview
- The Benefits of ITM Solutions
- Basic Features
- Advanced Features
- Integration and Implementation
- Cost
- Buyer's Checklist
- Conclusion
Executive Summary
The HR world is in a whirlwind of change. Companies are striving to adapt to personnel changes brought on by employees ever more willing to jump ship for a better offer, while at the same cope with an aging American work force and a shortage of leadership. Organizations are being forced to change the way they attract and retain talent.
The competition for highly skilled job candidates is also fierce in many industries. The U.S. Department of Education reports that 60 percent of all new jobs in this century will require skills that only 20 percent of the current work force has. Also, a recent survey by the National Association of Manufacturers showed that more than 80 percent of American manufacturers face a shortage of skilled machinists, craft workers and technicians. This talent shortage is not new ' the Bureau of Labor Statistics projected that more than 300,000 of the 1.3 million new IT jobs that were created between 1996 and 2006 went unfilled.
According to the Performance and Talent Management Trend Survey 2007 of more than 725 HR professionals, conducted by the Business Performance Management Forum, SuccessFactors Inc. and the Human Capital Institute, "increased competition for talent is leading to higher compensation packages, slower time to new hires, strains on quality and customer service, and reduced business flexibility."
In response, a new breed of technology has entered the strategic Human Capital Management (HCM) software market. Designed to integrate HR functions and processes to better engage, compensate, manage and train employees, ITM (Integrated Talent Management) solutions ultimately transform HR from a support function into a strategic business group. An ITM solution effectively and formally opens the lines of communication between employer and employees. Employers can provide better information about employee performance, expectations and career development to its workers, and employees can better develop their careers around company objectives.
A talent-management strategy begins in the HR department, but it should quickly spread through the entire organization. A good ITM solution is an everyday support tool that employees can use to track their ongoing performance and plan with their managers the next steps in their careers; managers can use to suggest training courses to aid in development and ensure fair compensation; and executives can use to support business goals with individuals' goals. In short, talent management allows everyone in an organization to plan for the future. Respondents to the Performance and Talent Management Trend Survey 2007 agree that, "Talent management is now critical to better achieve business goals, stay competitive and be global."
In this Buyer's Guide, you will find details on what to look for in an ITM and performance-management suite, the benefits it should bring to your enterprise and what you need to know before you commit to a solution.
System Overview:
Integrated performance and talent management introduces a revolutionary change by way of weaving together HR functions. Traditionally, a company's HR initiatives and the business problems they support ' such as attracting top talent and preparing employees for leadership roles ' have not been linked in a tangible, quantifiable way. Operating in functional silos, HR groups have deployed point solutions, including payroll and benefits administration. Talent management promises to intertwine these previously discrete functions to integrate employee data across all HR functions. Employee data becomes business intelligence, and talent practices become aligned with the company's strategy, allowing HR to measure the strategic impact that its initiatives have on the organization.
Although each ITM vendor offers a slightly different take on its talent management suite, in general, the technology integrates eight categories of initiatives that previously were the domain of HR: recruitment, retention, professional development, leadership development, performance management, assessment, work-force planning and corporate culture. As next-generation HCM software, many ITM offerings leverage a Web 2.0 model of encouraging interaction between employees and their managers, managers and HR personnel, and business leaders with the company as a whole. In the end, companies can use an ITM offering to create a highly motivating pay-for-performance culture in which the best employees earn the most money and incentives.
Because this market is in the early stages, vendors are still determining exactly what to include in their ITM suites, and offerings vary widely. In fact, the focus of an ITM suite often reflects the vendor's core competency, such as managing recruiting or employee performance. Research and advisory firm Gartner, Inc. defines a talent-management suite as having several integrated applications to "help automate the main strategic talent management processes." According to Gartner, these processes are work-force planning, talent acquisition, performance management, career development, succession planning, compensation management and learning.
Of course, the ideal doesn't always match reality. Each ITM vendor offers some of these applications but not yet all of them. Some vendors are adding to their suites through acquisitions, while others continue to build out new modules. Either way, ITM offerings are definitely a work in progress. Nevertheless, the Performance and Talent Management Trend Survey 2007 found that some respondents deployed advanced performance- and talent-management solutions in as little time as one month and are quickly seeing reduced turnover, improved goal alignment and more productive employees.
Also, because each industry has very specific talent challenges, ITM offerings can be both generic and adaptable, as well as tailored to certain industries such as health care, financial services and education.
Unique to this market is the way that the software is delivered to the customer: It is almost universally offered as SaaS (software as a service). Customers subscribe to the individual modules or the full ITM suite, and the vendor hosts and operates the entire platform at one of its datacenters. With SaaS, the software is built with a multitenant architecture, so each customer accesses the same code base. A few vendors also make their ITM offerings available as hosted software or as an on-premise installation.
Because this market is in the early stages, vendors are still determining exactly what to include in their ITM suites, and offerings vary widely.
Market Overview
Both of the preeminent surveys on talent management indicate that the ITM market is heating up. Respondents to the Performance and Talent Management Trend Survey 2007 indicate facing myriad talent management hurdles in the coming year. Sixty-three percent named the need to develop internal talent as the top challenge, 60 percent are facing talent-retention and turnover issues, and 49 percent are concerned with talent acquisition. And a recent survey from Bersin & Associates, an Oakland, Calif.-based consulting firm that focuses its research on enterprise learning and talent management, showed that most of the 740 organizations it interviewed are pursuing an ITM systems strategy.
More and more HR management software vendors are leaping into this market with new offerings. Most are aimed at the enterprise ' companies with more than 5,000 employees ' and global enterprises, but some vendors have developed suites that target the needs of SMBs (small- to medium-sized businesses).
Leading talent-management vendors include Authoria Inc., Cornerstone OnDemand Inc., Halogen Software, Kenexa, Plateau Systems, StepStone Solutions, Taleo Corp. and Vurv Technology. The SaaS oferings are, respectively, Authoria Talent Management, Cornerstone OnDemand Enterprise Suite, Halogen Employee Performance and Talent Management Suite, StepStone ETWeb OnDemand, Taleo Enterprise Edition and Vurv Enterprise. Kenexa's Talent Management Solutions are implemented as on-premise software, and the vendor offers extensive implementation services. And Plateau Talent Management is a mix of SaaS software and an on-premise installation.
The modules in each suite are slightly different, and most vendors offer optional, additional modules to round out the applications.
If you're looking for software to address a singular concern rather than a full-service suite, then a niche solution is the answer
Authoria:
Authoria's suite includes Authoria Communications, Authoria Incentive, Authoria Performance, Authoria Recruiting, Authoria Salary and Authoria Succession. Authoria does not ofer add-on applications.
Cornerstone OnDemand:
Cornerstone's ofering has Cornerstone Compliance, Cornerstone Learning, Cornerstone Performance and Cornerstone Succession. Optional applications include Cornerstone Analytics, as well as Cornerstone Compensation, which is scheduled for a Q1 2008 release.
Halogen Software:
Halogen Software's suite ships with Halogen e360, Halogen eAppraisal, Halogen eCompensation, Halogen eLMS, Halogen eSuccession and Halogen eSurveyor. You can ill it out with the optional Multi-Rater Suite, for 360-degree employee assessments, and the Lominger Leadership Architecture Competency Library.
Kenexa:
Kenexa's talent-management applications include Kenexa CareerTracker, Kenexa Compliance Suite, Kenexa Employee Surveys and Kenexa Recruiter BrassRing. Optionally, Kenexa Onboarding and Kenexa StoreFront are also available.
Plateau Systems:
Plateau's on-demand suite includes Plateau Performance Business Edition, Plateau Compensation, Plateau Career and Succession Business Edition, and Plateau Learning Business Edition; for analytical features, you need to also purchase Plateau Analytics.
StepStone Solutions:
StepStone Solution's ETWeb OnDemand ofers the Career and Succession, StepStone HR Management, Learning Management System, StepStone Market Compensation, Organizational Charting, StepStone Performance Management, Skills and Competency Management, and StepStone Total Compensation modules. The vendor also sells two recruiting modules, i-GRasp and EasyCruit.
Taleo:
From Taleo Enterprise Edition, you get Taleo Career Management, Coniguration Master, Taleo Contingent, Global Foundation, Taleo Goals Management, Taleo Hourly, Talent Master, Taleo Performance Management, Taleo Professional and Taleo Succession Planning. The vendor also ofers a bevy of optional modules: Taleo Agency, Taleo Assessment, Taleo Campus, Taleo Compliance, Taleo Connect, Taleo Onboarding, Taleo Passport, Taleo Reporting and Analytics, Taleo Scheduling Center, Taleo Verify, Taleo Voice Response, and Taleo Workforce Mobility.
Vurv Technology:
From Vurv Enterprise, you get Vurv Compensate, Vurv Optimize, Vurv Perform and Vurv Recruit. Like Authoria, Vurv Technology does not offer add-on applications.
Which solution you choose will largely depend on what you need the talent-management tools to do ' after all, ITM must largely be molded to your company and its needs. For instance, some vendors, including Authoria, Taleo, Kenexa, and Vurv Technology, have extensive tools to aid in the recruiting process, such as managing large-scale recruiting events and integrating with recruiters' Web sites. Others, such as Cornerstone OnDemand, Halogen Software and Plateau Systems, have integrated an LMS (Learning Management System) into their suites.
The Benefits ITM
The greatest promise of ITM is its capability to solve business problems by intelligently applying what has traditionally been HR processes and data. An ITM solution can help tackle particular issues, such as when a company needs to ill several thousand jobs by a certain date or prepare to lose several high-level managers through retirement. Other benefits may be less outcome-specific but are absolutely no less critical to the ongoing success of an organization.
ITM gives people throughout the company better information to act on so recruiters can attract the candidates best suited for the company. Managers can assess both high- and low-performing employees on an ongoing basis, rather than rely solely on the dreaded annual review process. Business executives can groom potential leaders for positions that are expected to open in the near future. Employees can plan their career paths by training for specific positions and following established development plans to more closely align their personal goals with the business goals of the company.
From the CXO perspective, it's important to note that an ITM suite can reduce administrative costs through streamlined, deficient processes; make a company more agile in responding to market changes; and prevent the best employees from being lured away by competitors
ITM encourages organizations to cultivate the talent that they already have. Recruiting from within retains good employees and preserves the company's knowledge capital; not to mention, it also makes workers happier and more satisfied with their jobs. It also decreases the costs associated with recruiting a new employee. Recruiting from outside the company can also be made more cost effective through streamlined processes, better matched candidates and the decreased time it takes for new hires to become productive.
An ITM solution also gives managers tools they need to act on their employees' performance reviews, as well as provide insight into what makes a top performer. Benefits that may be derived from the performance-management ITM application also include making sure all employees are working toward the company's goals, increasing employees' engagement and productivity, diminishing compliance and regulatory risk, and decreasing employee turnover. And a compensation module promises to maintain compensation budgets, improve the adherence to financial guidelines and decrease the overall cost of compensation.
Basic Features
ITM vendors offer their applications for purchase individually or as suites, but according to Bersin & Associates, you might be wise to stick with one vendor for your ITM solutions. According to the consulting firm's survey, "Organizations with two or more modules from the same vendor report a 25 percent greater impact on how well the systems help to support their key talent management initiatives."
Interestingly, only 21 percent of the 740 organizations polled had purchased more than two modules from the same vendor at the time of the survey, and just 8 percent had purchased a suite of four or more modules. Among them, the most popular duet of modules was performance management and succession management ' 46 percent ' which melds the results from performance reviews and competency assessments with data about top performers and employees with high potential. The second, chosen by 36 percent of respondents, was performance management plus compensation management, indicating a growing interest in developing a pay-for-performance culture. Bersin & Associates expects adoption of ITM suites to increase as the market matures and offerings prove themselves in the market.
Each vendor's set of applications differs from the rest, but they tend to share common applications:
- Compensation management
- Performance management
- Career development
- Succession planning
Recruitment/talent acquisition and learning management are also core components of an ITM suite, though not all vendors agree that this is the case. Increasingly important in this global economy is the ability to support employees around the world, and most ITM suites in this guide are available in 10 to 20 languages and support multiple currencies.
Recruitment: Only half of the leading eight ITM vendors integrate a recruitment module with their ITM suites: Authoria, Kenexa, Taleo, and Vurv Technology. Some are more extensive than others, but they each offer tools to recruit new employees and track job applicants. Compensation Management: The compensation-management module, such as Halogen Software's eCompensation and Vurv Technology's Compensate, performs a variety of functions to help managers reconcile compensation budgets and, in some cases, develop and administer employee incentive plans. These features may include monitoring market-compensation data, calculating merit-pay increases and bonuses, and aligning compensation among similar employees. This module also often includes one of the more transformative applications in an ITM suite: tools to create a pay-for-performance culture, which gives managers the power to award merit-based pay to the employees who've earned it by achieving business objectives. Of the vendors in this Buyer's Guide, only Taleo and Cornerstone OnDemand solutions lack a compensation module, though Cornerstone OnDemand promises to release one by the Q1 of 2008.
Performance Management: The tools offered in the performance management module are nearly identical across vendors; indeed, Bersin & Associates called performance management "the backbone of the talent management suite." Features include conducting and managing performance reviews, writing employee appraisals, aligning employee goals with business objectives, and tracking individuals' goals. Most also manage 360-degree employee assessments, facilitate ongoing performance tracking and build career-development plans.
Succession Planning: Across the board, the succession-planning module adds a formal process for identifying and developing successors for key positions within the organization. They help managers keep tabs on employees with lots of potential and create development plans that prepare them for taking on a leadership role when it opens. Most ITM suites include tools to align an employee's career interests with actual positions in the company and to track the competencies currently within the work force, as well as identify skill gaps that must be filled. Many of these modules use talent pools to find and develop successors.
LMS: An LMS is the final basic component of many ITM offerings. Cornerstone OnDemand, Halogen Software, Plateau Systems, and StepStone Solutions each include tools to deliver ongoing education to employees. Some also allow managers to automate training assignments, either to individuals as an action item in a performance review or to a group of workers. With an integrated LMS, a company can link performance management and learning management to ill gaps in necessary skills. LMS can also automate certification processes, and the module generally ships with preloaded courses and large competency libraries.
Reporting and Analytics: Key to all of the modules are robust tools for reporting and analytics, which hells tie all the employee intelligence together. In fact, Bersin & Associates doesn't consider an ITM suite fully integrated unless it includes embedded analysis. For instance, Plateau Systems' modules provide reporting and analytics to track and measure the status and effectiveness of each one. Similarly, Vurv Technology's ITM suite includes reporting and analytics in each module. Vurv Recruit can generate drill down reports on productivity, cost, time, efficiency and regulatory compliance. Vurv Perform's reports include goal status, cascading goals, employee goal rating, goal alignment, goal completion status and performance trends. Also, Halogen Software's eAppraisal's realtime reporting lets managers determine risk areas and immediately identify their high performers. Some vendors, including Taleo, Cornerstone OnDemand and Plateau Systems, offer analytics as an add-on module.
Dashboards: Finally, each ITM suite offers users dashboards specific to their role in the organization. Typically, there's one tailored to HR administrators, one aimed at managers and one geared toward employees. Each gives users the information they need and is intended to be accessed regularly ' even daily. Designed as consumer software, many user dashboards leverage familiar graphic designs, single-click workflows and even Web 2.0 experiences to make using the ITM tools as user-friendly as possible.
For instance, through the employee dashboard, workers could search for open positions and indicate their interest in the job, compare their skills with the requirements for different jobs and work on their career plans, and sign up for training through the LMS. The managers' dashboards show equally relevant data. For example, Plateau Systems' Compensation's Executive Dashboard shows a real-time graphical overview of the compensation process, including drill-downs and rollups, and configurable metrics for things such as adherence to pay for- performance guidelines, budget summaries and progress against deadlines
Advanced Features
The advanced features in the ITM suites found in this Buyer's Guide largely come down to the core strengths of each vendor, and they can be a major factor in determining which vendor to settle on. For instance, Vurv Technology is the lone vendor to include a module intended to lead an organization's work force through a restructure ' including a merger, an acquisition or a layoff ' and it includes tools to process employee exits. Vurv Optimize also includes functions to assist in making consistent decisions about whether employees should be retained, terminated, redeployed or separated in the future.
Other advanced features include mitigating employee-retention risk, which is offered by Halogen Software and Vurv Technology; maintaining compliance with employment and hiring regulations, which is offered by Authoria, Cornerstone OnDemand, Kenexa and Vurv Technology; building organization charts, which is offered by Authoria, Kenexa and StepStone Solutions; and performing scenario modeling, which is offered by Cornerstone OnDemand, StepStone Solutions and Vurv Technology.
Also unique among these ITM suites is Authoria Communications, a module designed to provide employees with personalized, current benefits and decision-support tools. It keeps workers up-to- date on their benefits, compensation packages and company policies, while allowing the organization to cut down on the amount of paperwork circulating through the office.
Many of these vendors offer additional modules to round out an ITM suite. For instance, Taleo and StepStone Solutions offer sophisticated recruiting tools, while Taleo and Kenexa also offer on-boarding applications to get new hires quickly up to speed.
Integration and Implementation
Integration is the keystone around which all success with a talent management strategy revolves. This is both integration between the ITM modules and the integration between the ITM suite and your current HCM applications.
According to Bersin & Associates, a suite should support several system features to be fully integrated. It should support a shared data model in which data from multiple databases can be shared across applications. It should have a consistent security model that enforces role and user profiles across the ITM suite. It should support a single employee profile that "captures historical information, competencies, education, languages spoken, and applications" and output the data UI in consistent formats.
All of the ITM applications should share competencies and offer a unified UI across applications for each type of employee. Bersin & Associates also believes that an organization should be able to configure the ITM applications according to its business processes, and, ideally, could have multiple configurations per application depending on the varying needs within the organization. And an ITM suite should support a seamless shared workflow, as well offer analytics through the UI to "help drive more effective business decisions."
Clearly, the integration doesn't stop with the suite. What good would an ITM suite be if it didn't also integrate with ' and pull data from ' the HCM applications, including HRIS (Human Resource Information System), ERP (Enterprise Resource Planning) and payroll solutions, already in place?
All of the ITM suites surveyed in this Buyer's Guide can integrate with your HRIS system, including those from third-party vendors such as SAP and Oracle Corp., as well as homegrown applications. Most also integrate with ERP and payroll systems, either directly or via the built-in payroll integration of an HRIS. Authoria and Taleo also integrate with an ESS (Employee Self Service) program. Integration may be achieved via Web services, XML, or on an SOA (service- oriented architecture).
In general, ITM vendors offer extensive implementation and integration services, not surprising considering both the complexity and the SaaS nature of most of these suites. Authoria calls its service Rapid Results, promising to configure and deploy the solution in 12 weeks at a fixed cost. Cornerstone OnDemand's implementation service includes "complex systems integrations, historical data loads, and full process mapping." Available systems integration services include using Web services to move data to and from multiple database environments and integrating the Cornerstone OnDemand ITM suite with billing systems, compensation-management systems, sales-tracking systems and more. Halogen Software offers three different levels of implementation packages, depending on how involved you want to be, and Vurv Technology will also aid in systems integration.
Taleo's integration capabilities are built on an SOA called the Taleo Integration Framework. Taleo offers two standard integration packages to work on this framework: Taleo Connect and Taleo Passport, both of which aim to avoid expensive, custom integrations by using open services. Taleo Connect transfers data between Taleo Enterprise Edition and data warehouses, HRIS applications and financial systems. Taleo Passport extends ITM to the vendor's certified partners, such as for checking the backgrounds of job candidates.
Kenexa offers a five-phase configuration and deployment service, and systems integration is an extra service that the vendor estimates would take two to four months after the ITM applications are staged. Kenexa uses XML to provide "flexible, secure, real-time integration by interacting with any system that can send and receive XML over the Internet." XML data can be transmitted either through a Web service or HTTPS posts, directly through an HRIS, or via middleware. Kenexa offers also a non- XML method of integration.
Cost
For the most part, these ITM solutions are delivered as a service, which can considerably decrease the overall cost of ownership because the vendor operates, maintains and upgrades the software. You simply pay the subscription fees. Vendors may offer a discounted fee schedule if you purchase the entire suite, or even just multiple modules, and the fee schedule is determined by the number of licenses you buy (in other words, the number of employees you plan to support) with the ITM suite.
Halogen Software, for instance, defines its subscription licensing as "an annual rental fee [that] gives customers the right to use the software. Annual fees cover the license, rental, maintenance and product upgrades, hosting service fees, and helpline/technical support." Halogen Software's subscriptions require businesses to make a three-year commitment. For its eAppraisal module, Halogen offers a sample fee schedule. Expect to pay $16,718.10 for 200 licenses, $41,316 for 1,000 licenses, $90,794.25 for 2,500 licenses or $166,795.50 for 5,000 licenses over the three-year contract.
In contrast, the cost to purchase eAppraisal for an on-premise installation is $7,110 for 200 licenses, $20,300 for 1,000 licenses, $42,650 for 2,500 licenses or $75,250 for 5,000 licenses. Unlike the SaaS option, the perpetual license fee doesn't include maintenance or support, and obviously, your company must supply also the infrastructure to run it on.
Cornerstone OnDemand is the only other vendor in this Buyer's Guide willing to disclose its pricing. In general, customers are charged about $24 per user annually for each module. The vendor offers discounts to customers that purchase the full ITM suite.
If your industry is highly regulated, you should instead choose an ITM suite that can be installed on premise, such as those from Halogen Software, Kenexa, or Plateau Systems.
Vendors may offer a discounted fee schedule if you purchase the entire suite, and the fee schedule is determined by the number of licenses you buy with the ITM suite.
Checklist
What to know before you buy.
Before you commit to any ITM suite, you should first answer several questions about what your company needs and wants to accomplish with its talent-management strategy. The answers will help you determine which modules and what kind of applications you need from an ITM suite.
- Do you need to find new, better ways of working with recruiters and finding talent?
- Will your company need to recruit employees with certain skill sets?
- What kind of talent gaps is your organization going to have in the next several years?
- How often do managers discuss performance with key talent at your organization? With low performers in your organizations? How often would business leaders prefer performance assessments to be made?
- What kinds of opportunities for development are available at your company? Are they sufficient to meet your training needs?
- How do your organization's high-performing employees access developmental opportunities?
- How are your organization's top performers compensated, rewarded and motivated?
- Does your organization want to create a pay-for-performance culture?
- Do you need to plan and administer a short-term, a long-term or both kinds of employee- incentive plans?
- Does your organization need to develop employees to ill many leadership positions that will be opening up through retirement?
- Is there a lot of flux in the number of employees your company has at any given time? Do you need to manage many contingent workers? Hourly workers?
- Does your company need to find ways to build better employee-development plans?
- Do employees have career goals that are aligned with the organization's goals? Do employees have tools to set aligned goals?
- Do your current employee profiles include all of the information you need, including performance-review history, competencies and career interests?
- Can managers easily identify who is ready for a promotion?
- Can business leaders protect top talent from poaching by competitors?
- Implementing a talent-management strategy will integrate HR processes, so how does the HR governance model need to change to support ITM?
- Which ITM applications will have the most impact on all users across your organization?
Conclusion
Talent management is "fundamentally about matching individual capabilities with organizational needs to drive innovation and business growth" stated consulting firm Bersin & Associates. Noble goals, but despite vendors' marketing claims, an ITM solution isn't necessarily going to happen in a matter of mere weeks. In fact, Knowledge Infusion, a Minneapolis consulting firm that specializes in HR technology solutions, recommends that businesses design a three-year development plan for an ITM solution. This allows enough time to "accommodate multiple initiatives while providing first-year results."
The message: Get started. The more than 700 HR professional polled in the Performance and Talent Management Trend Survey 2007, view talent management as a strategic corporate focus ' 75 percent said that it's a very high or high priority. According to Bersin & Associates' survey of more than 700 HR professionals, the top talent-management initiatives are performance and development planning, which was cited by 27 percent of respondents; performance management and succession management, cited by 24 percent; and pay-for performance, cited by 20 percent.
Bersin & Associates warns customers to keep in mind the great effort that must go into designing strategic processes, migrating the appropriate data, populating content and customizing reports for the ITM suite, not to mention testing the ITM system, training all users in your organization and executing the necessary change management to get widespread support. It won't be easy, but for most organizations, the effort will pay of. Tippit, Inc.
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