Best Talent Management Software Of 2024

SuccessFactors Talent Management

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Why We Picked Cornerstone OnDemand

Cornerstone OnDemand’s cloud-based talent and performance management solutions deliver robust learning capabilities alongside comprehensive performance tools. Slow customer service, a steep learning curve and an underdeveloped mobile application are some of the most repeated cons among user feedback. However, users thought highly of its regular updates and simple, intuitive reporting. Those, along with the learning and performance features make it a good option for companies with a high priority in those particular areas.

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Pros & Cons

Reporting: The reporting feature is simple to use and intuitive, with several options to choose from, according to 90% of reviews on reporting.
Robust Learning Module: It constantly stays up-to-date with the latest and effective learning trends to provide a better user experience, as indicated by 100% of reviews mentioning learning features.
All-in-One Solution: Cornerstone OnDemand is a complete solution for all performance management needs of companies in all industries, according to all reviews on this aspect.
Regular Updates: The platform consistently releases updates to serve users better, according to all reviews on software updates.

Customer Service: All reviews on customer service indicated that the response and resolution times are slow.
Learning Curve: According to 80% of reviews on this feature, there’s a steep learning curve and adapting to the system is time-consuming and complex for new users.
Mobile App: It has a slow and underdeveloped mobile app compared to the web platform, according to all reviews referring to this feature.

Key Features

Enable an Integrated Ecosystem: Select from a range of pre-built integrations and quickly plug in to the most suitable choice. Having an integrated and holistic ecosystem helps support organizational needs effectively.
Applicant Experience: Recruiting tools include applicant tracking and an easy-to-configure website that help improve the overall experience of applicants.
Learning Management: Offers numerous learning experiences. Consists of informal learning, delivery method management and reporting, all in one place.
Machine Learning: Recommends content to learners, helping them improve self-driven development via quality content.
Robust Partner Ecosystem: Helps extend the life of systems existing at partner organizations, minimizes disruption, and maintains effective localizations and customizations.
Audit Insights: Supports administering and auditing employee record changes. Audits are carried out with minimal risk and aim to align talent management to the organization's talent strategy.

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Oracle HCM Cloud

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^$4

Per Employee, Monthly

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Why We Picked Oracle HCM Cloud

According to our data, Oracle HCM Cloud leads in succession management, reporting, applicant tracking, and recruiting and payroll management.

Oracle HCM Cloud is tailored to meet diverse human capital management needs across various industries for businesses of all sizes. Users commonly appreciate its seamless integration capabilities and user-friendly mobile access. The platform's robust management features ensure reliable maintenance and security for data privacy.

However, initial setup can be challenging, requiring a learning curve for new users. Feedback from users highlights areas such as referral tracking, interview feedback workflows and job offer processes that lack customization options.

Additionally, some users have noted limitations in the reporting functionality, suggesting room for improvement in data analysis capabilities.

Oracle HCM Cloud operates on a pricing model starting from $4 per employee per month, making it accessible for varying business sizes. It offers a free trial for prospective users to explore before committing.

Training resources include live online sessions, videos and webinars. It also has comprehensive support options such as email, phone, chat, FAQs, forums, a help desk, knowledge base and a ticketing system. 24/7 live support ensures assistance is available whenever needed.

Industries commonly leveraging Oracle HCM Cloud include technology, finance, healthcare, manufacturing, and retail sectors, benefiting from its scalable solutions and tailored industry-specific functionalities.

Oracle HCM is well-regarded for its user-friendly interface, effective integration of HR functions, and strong customer support. It provides significant benefits in streamlining HR processes and enhancing data reliability.

In contrast, it struggles with customization, mobile application robustness and user communication. The quarterly release cycle can also be a hurdle for some organizations, though it typically becomes more manageable over time.

Organizations with robust in-house IT capabilities are particularly well-positioned to deploy and manage Oracle HCM Cloud effectively, maximizing its potential benefits for their HR management needs.

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Pros & Cons

Usability: Oracle HCM is praised for its intuitive and visually appealing user interface, which makes it easy for beginners to learn and navigate. The system’s workflows streamline processes, enhancing productivity and minimizing non-value-added work.
Functionality and Integration: The tool excels in integrating various HR functions into a single platform, offering good connectivity and the ability to define and execute global templates. This integration supports enhanced analytics, real-time reporting and a unified HR experience across different countries.
Customer Support: The sales and technical teams are noted for their people-oriented approach and strong support. Oracle HCM has improved its customer engagement model and actively works to understand and respond to customer feedback.
Flexibility and Adaptability: The product's extensible configuration allows it to adapt to an organization’s specific needs, making it easier to tailor the application.

Customization Limits: While the system is generally flexible, it has limitations in areas such as user rights management and the ability to introduce new ideas to Oracle Development. There’s room for improvement in how user rights and areas of responsibility are managed.
Communication Inconsistency: There is a noted inconsistency in user communication within the app. For example, email notifications and other communication features vary in sophistication, affecting the overall customer experience.
Quarterly Releases: The frequency of updates (four times a year) is viewed as too frequent by some users, creating challenges in managing and implementing these updates effectively. While initially challenging, users generally adapt over time.

Key Features

Global Human Resources: The software streamlines global, local, and industry-specific needs, driving efficiency across cultures and countries. It offers work-life solutions, an HR help desk, a workforce directory, strategic planning, modeling, predictions, and payroll and benefits management.
Employee Information: Employees can manage their personal information, benefit enrollments, absences and leaves, as well as view reimbursement slips and total compensation.
Worker Lifecycle: This feature supports end-to-end employee management — hiring, management and termination — keeping applicable legislation and global practices in view.
Rule-Driven Processing: The suite helps manage unions, collective labor, worker agreements and policies while staying compliant.
Talent Management: The talent management cloud empowers talent lifecycle stages so employers can hire the right people, nurture growth and employee development, manage succession, and more.
AI Apps: Artificial intelligence and data-driven functionalities improve the candidate pool quality, increase employee engagement, decrease time to hire and optimize organizational processes.
Advanced HCM Controls: This function helps control exception workflows, automate analysis to comply with privacy regulations like GDPR and prevent payroll errors.
Workforce Management: Workforce management solutions help talent managers build an agile workforce through effortless time and labor tracking, time calculation, cost control, and managed compliance risks.

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^$12

Workday Talent Management

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Why We Picked SuccessFactors Talent Management

The solution has an intuitive UI that facilitates ease of use without formal training. It has advanced performance management and goal management features. However, few users faced issues with integration to other modules.

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Pros & Cons

Intuitive UI: The solution has an intuitive user-interface, according to 100% of users.
Performance Management: According to 100% of users who reviewed this pro, it has robust performance management capabilities. It’s easy to generate a performance review and send it across to the team managers.
Goal Management: About 100% of users who mentioned this pro said it has powerful goal management features for all organizational hierarchy levels. The cascading feature allows the manager to create their goals and pass them down to subordinates for goal alignment.
Reporting: Regarding this feature, approximately 60% of users said the ability to create custom reports and share them is extremely beneficial.

Customer Support: According to 75% of users who reviewed this con, it doesn’t possess advanced capabilities to create dynamic reports.
Integration: According to 57% of users who reviewed this con, they faced integration issues with the other modules such as Microsoft Office for better data analysis.

Key Features

Global Job Distribution: Access thousands of job boards, schools, universities and social media networks across the globe and automated rules for job posting
Line-of-Site Sourcing Analytics: Get meaningful insights into recruitment initiatives with drill-downs by source, jobs or time-dimensions. The analytics tool facilitates proactive decision-making and in-depth performance views.
Mobile-First: Deliver a seamless candidate experience on any device in 46 languages across the globe. The flexible mobile application captures relevant candidate data.
Onboarding Portal: Provide a personalized experience for new hires, connect them with peers and access the orientation resources through a robust onboarding portal.
Electronic Forms and E-Signatures: Complete administrative paperwork with electronic forms and e-signatures that guarantee security and data protection.
Compensation Planning: Access real-time information about the highest performers and offer compensation according to performance metrics. This tool mitigates the need to do guesswork and allows users to make smart decisions.

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Pricing

License/Subscription Cost	Based on recurring subscription fee model per user, per year
Maintenance Cost	Included in subscription cost
Installation/Implementation Cost	N/A
Customization Cost	Dependent on functional requirements and specific needs of the organization
Data Migration Cost/Change Management/Upfront Switching Cost	Will vary depending on your current software, amount of data to be migrated, the complexity of the data fields, level of automation and data migration tools to be utilized for transfer of data from the old to the new software
Recurring/Renewal Costs	Recurring subscription fees are charged, which typically includes maintenance, monitoring, upgrades, training and support to the end-user

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Talentsoft

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Why We Picked Talentsoft

Talentsoft is an HR program that provides talent management, recruiting, training and more. Reviewers were pleased with their data’s integrity and safety, the time-saving elimination of manual processes, the multiple language functionality, and felt the features worked well. The customization element was by far the most popular, with many reviewers discussing how the company worked with them to meet their unique needs. However, some noted that the process was incredibly lengthy. Users were also happy with the robust recruiting capabilities and said they often used talent acquisition. Other commenters were less pleased with the platform overall, saying they wouldn’t recommend it to others. The feature with the most mixed reviews was online learning. Many felt it was severely lacking and not a strong point. Overall, Talentsoft is a good option for medium-sized businesses looking for recruiting, core HR, and light training needs.

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Pros & Cons

Customizability: Just under 90% of users who talked about customization were pleased with the bespoke options.
Useful for Recruiting: Commenters liked the talent acquisition in over 80% of reviews that discussed its recruiting capabilities.
Good Data Management: Reviewers who discussed the database liked the centralization and integrity of information in over 80% of comments mentioning it.
Excellent Functionality: Over 80% of users commenting on the features were pleased with them.
Time Saver: Commenters felt the system saved them time in over 80% of reviews discussing this benefit.
Multiple Languages: More than 80% of users who talked about using the tool in more than one language were pleased with the various language functionality, notably French.

Lengthy Customization Process: Over 80% of users who talked about implementing custom elements said it was a long process.
Wouldn’t Recommend: About 60% of commenters who discussed whether they would recommend it or not said they wouldn’t advise others to use it.
LMS Functionality Lacking: Users were split on the eLearning capabilities, with over 50% that discussed it saying the LMS left something to be desired.

Key Features

Talent Management

Continuous Conversation: Coach employees, drive teams and set OKR goals for the company. Enables employees to align their personal goals with team goals and allows for real-time feedback. Communicate between mentors and co-creators, giving them a place to discuss collaborative projects. Provide check-ins for staff, manager dashboards and open up communication lines between teams.
Performance and Competencies: Evaluate skill gaps and increase core competencies among staff. Provide a comprehensive review process for workers. Give everyone professional development opportunities and target areas of opportunity within an organization. Facilitates collaborative employee reviews, forecasts for future job and skill needs, agile development, bonus calculation and workflow management.
Talent Review: Provide HR managers with a bird’s eye view of skills within the company to seek out the best personnel for opportunities. Target up-and-coming employees with assessments, personalized analytics and development plans. Using a grid, predict future growth and engage in succession strategies.
Compensation: Review performance and salary to ensure high-value employees get adequately compensated. Provide a streamlined salary review through automated consolidation, decision-making, budget structures, and multiple currency management abilities.

Talent Acquisition

Recruiting: Run the job hunting process from start to finish, from making requests for positions to onboarding with embedded intelligence to streamline the workflow. Post the same description to many job boards at once, schedule interviews, parse resumes, get video essays for interviews and more.
Candidate Relationship Management: Build relationships with candidates and talent pools. Gather profiles through CV Parser and the browser extension, while capturing résumés and business cards through the Hello Talent app. Send reminders, see skills and history, use the social media aggregate function and more.

Core HR: Manage all aspects of HR with embedded intelligence, centralized records, user management and customization options. Use the system as the primary, secondary or hybrid part of the suite. Other capabilities include employee self-service, document generation, ID management, position management, online signatures and workforce analysis.
LMS and LCMS: Organize, deploy and oversee training with customized career and learning paths, technical information, agendas, performance management and registration. Comes with virtual classrooms, class catalogs, AICC and SCORM compliant content, blended learning, templates and content authoring. Integrates with various programs, HTML 5 and more.

Content: Provide pre-made content to instructors and learners alike. Includes customizable as well as general learning. Tailor training for specific company policies and processes. Choose from 35 providers of content and 120 channels that certify and update materials regularly.

Security: Ensures compliance with services and software that follow various standards, including ISO 27001:2013, ISAE 3402 and SSAE16. Host data in secure centers which have certified data protection through Conceptec.

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Start Price

^$99

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Why We Picked Workday Talent Management

Workday is a talent management, HCM and workday management app. Reviewers loved the friendly customer service and felt the PTO feature worked well when it came to leave management. Reviewers also felt they got good value for their money in the majority of reviews that talked about price. Integrations were praised as being functional. That included the API, compliance service and third-party apps in general. Last, users especially like the recruiting tools that helped with acclimating new hires, candidate selection and gave insight into the organizational structure.

Reviewers had the biggest issues with its ease of use. While there was a significant minority who felt that it worked just fine, others struggled with the design and navigation. Several said it was, “clunky.” In particular, users had issues with the way it handled permissions and access. They described it as a difficult process to see all the information they needed. The other big issue was the learning curve. Many described it as over-complicated and said it updated too frequently. They felt it was difficult to learn.

Workday is a good option for medium to large enterprises. It may be too complicated and expensive for small business owners. It’s especially helpful in recruiting and employee data management for companies that need greater functionality.

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Pros & Cons

Customer Service: Over 90% of users who mentioned the support said the customer service was friendly, efficient and exceedingly helpful.
Good Functionality: Users were happy with the features in over 90% of reviews that mentioned them.
PTO/Leave Management: More than 90% of all users who discussed the leave management aspect were pleased with the feature.
Price: Reviewers felt that it was appropriately priced in over 80% of the reviews that mentioned it.
Integration: Over 80% of users who discussed integration felt it had excellent interoperability.
Recruiting: Users who discussed the recruiting features were satisfied in over 70% of reviews that covered it.

Difficult Learning Curve: Just under 90% of all users who mentioned the implementation process said that it took too long to learn and they wanted more training.
Not Intuitive: More than 50% of users who discussed the useability said it was hard to navigate and has confusing design elements.

Key Features

Talent Management and Skill Development: Grants a greater understanding of skill gaps and development to aid in recruiting and staffing. Helps elucidate and aid in talent management with calibration, candidate profiles, continuous feedback, embedded reporting, goal management, professional developments, reviews, surveys, and more. In addition to examining external candidates, it provides a breakdown in competencies to understand how to best utilize current staff.
Recruiting and Talent Acquisition: Manages the employee life cycle from start to finish. It has tools for job creation, recruiting and onboarding to guide employees through the entire process. The platform provides communication for the hiring team, high-volume efficiency, proactive talent sourcing, management for interviews, security and compliance and a space where users can see job openings and applicants. Furthermore, it builds a staffing pipeline and automates workflow to make the process much easier. A recruiting hub allows people to see candidates, assessment, tasks and referral candidates. Overall, it helps create an efficient hiring process for the whole company.
Integrations: Integrates with Google, Microsoft Teams, Outlook and Slack.
Professional Development: Provides professional reviews and development. Managers can make decisions based on skill sets. Employees can ensure their personal goals are aligned with broader company objectives. Some of its elements include career planning, goal management, internal mobility, performance enhancement and visibility with talent.
Customization: Comes with multiple personalization options for teams that have special needs or a more complex workflow.
E-Learning: Learners get access to rich, interactive content to help with competency development and engagement within the flow of a day’s work. Content is curated for individuals and personalized for better engagement. It’s within the program, so users don’t have to navigate a complicated system to access it. Leaders can create learning campaigns to fill skill-gaps and encourage career development and see how it impacts training. It also lets users create course catalogs and learning plans, store content and stream content.
Assessments: Hosts interactive video with multiple-choice questions and text answers to users so they can remember what they’re learning. It comes with accessibility elements by transcribing videos, in-video search and more.
Diversity: Enables policies to ensure equity across demographics and aims to make everyone feel welcome in the workplace. It measures hiring and promotions and assigns scores on an index so leadership can have a frank analysis of how diversity plays into the organization and where they can improve. Users can also create opportunities to increase equity, develop a more varied background of leaders, put plans into action, measure the effectiveness, remove bias from hiring and create a company culture that appreciates the unique strengths of people from all walks of life.
Reporting and Analytics: Centralizes all data including benchmarks, budgets, finance and workforce calculations, planning data, legacy app analysis, third-party app information, plans and more. Teams can examine and pull reports with the Discovery Boards feature and use augmented analytics to get at answering the tough questions. The platform helps with this analysis with features such as graph processing, machine learning and pattern detection.
Other Services: In addition to talent management, the solution also offers accounting, auditing, automation for professional services, cash and asset management, enterprise planning, enterprise planning, spending management, payroll, product extensions and workforce management.

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SumTotal

Start Price

^$5

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Why We Picked SumTotal

SumTotal users paint a mixed picture, praising its robust functionality and mobile accessibility while critiquing its clunky interface and steep learning curve. Many laud its comprehensive suite, encompassing everything from onboarding to performance management, finding it a one-stop shop for HR needs. One user gushes, "It's like having a whole HR department in the cloud!" However, ease of use seems to be a major sticking point. Comments like "The interface feels outdated and unintuitive" and "Learning curve is a mountain, not a hill" pop up frequently. This is often contrasted with praise for competitors like Workday, lauded for its sleek design and user-friendliness. One user sums it up: "SumTotal has the depth, Workday has the polish." Mobile accessibility shines as a bright spot, with users appreciating the ability to manage tasks on the go. This stands out compared to some competitors, making SumTotal a good fit for companies with a mobile workforce. Ultimately, SumTotal seems to be a powerful tool for organizations willing to invest the time and effort in mastering its complexities. As one user puts it, "It's not perfect, but it's incredibly versatile. If you can handle the initial climb, the view from the top is pretty good."

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Pros & Cons

Robust Tools: All reviews on this feature suggest that SumTotal provides a robust set of talent development and management, payroll, and workforce management solutions.
Effective Tracking: According to 80% of reviews on tracking, the software optimizes talent management by tracking development and career growth.
Self-Service: Managers and employees can access and complete training courses at their convenience, according to all reviews on self-service.

Outdated Course Content: About 70% of reviews on course content reported that some modules aren’t frequently updated, resulting in an outdated learning experience.
Non-Intuitive Functions: Most features and functions aren’t intuitive, making it difficult to navigate, according to all reviews on this aspect.
Access to Reports: Accessing and pulling reports is extremely tedious and slow, according to 100% of reviews on reporting.
Customer Service: All reviews on customer support suggest that customer service is very slow and unresponsive.

Key Features

Talent Development: Provides combined functionality of talent onboarding, talent management and learning management solutions to cater to talent development requirements.
Talent Acquisition: Helps create a streamlined hiring cycle, hire the right talent, engage fresh recruits and drive productivity from day one.
Learning Management:

Helps provide a customized, personalized and engaging learning experience tailored to the skill and competency of individuals rather than the whole team.
Ease of access on all devices, along with an offline mode, ensures seamless and consistent access to content and courses.

Talent Management: Personalized and intuitive tools help employees pursue career growth and development. Capabilities include performance management, 360-degree feedback, succession planning and compensation management.
Performance Management: Provides comprehensive feedback and tools that make feedback actionable, constructive and insightful. Measures workforce productivity, progress and priorities in real time.
Succession Planning: Enables talent managers to identify and assess skill gaps, build agile talent pools, and align employee success with business goals and objectives.
Compensation Management: Simplifies and streamline compensation plans, and helps build competitive packages to attract and retain top recruits. Workflow automation and compensation management tools aid compliance with complex global policies.
Workforce Management: Bundled payroll, benefits and expense management minimize time, cost and efforts while maximizing accuracy. Features include automated scheduling, time and attendance, absence management, and compliance.
Applicant Tracking System: Includes real-time alerts and notifications for offer approvals, a unique dashboard and reports widgets, customizable requisitions, and a consolidated requisition workspace.
Mobility: Provides access to tools and reporting capabilities at all times and from any location. The dashboard can be operated using a tablet, desktop, mobile app or a phone browser.
Growth Edition: Caters to the needs of fast-growing small and medium-sized businesses. Includes webinars, instructor-led training, approvals, and additional learning resources that users can access and configure anytime.
Extended Enterprise: Helps build a brand image, accelerate growth and drive new sources of potential revenue. Facilitates an enriched and optimized learning experience for distributors, partners and customers.
Gamified and Collaborative Learning: Helps:

Assess and accelerate learning with gamification capabilities that include leaderboards, points, levels and badges.
Enhance employee engagement by identifying and rewarding the right learning behaviors.
Enrich the knowledge of new hires with collaborative learning, up-to-date content, feedback and social ratings.

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PeopleFluent

Start Price

^$20,000

Annually

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Why We Picked PeopleFluent

User feedback from the past year paints a picture of a platform with strengths and weaknesses that should be carefully considered before making a decision.

PeopleFluent shines in its user-friendly interface and diverse features, encompassing recruiting, performance management, compensation, and succession planning. This breadth of functionality allows organizations to consolidate their talent management efforts within a single platform, promoting efficiency and data-driven decision-making. Users appreciate the platform's integration capabilities with other HR systems, such as Workday and Cornerstone OnDemand, enabling seamless data flow and a unified HR ecosystem. However, some users express concerns about the platform's cost, which may pose a barrier for smaller organizations or those with limited budgets. Additionally, while PeopleFluent offers a robust set of features, some users find it lacks the flexibility to adapt to unique organizational needs or complex workflows.

PeopleFluent distinguishes itself by emphasizing communication, equity, and employee engagement. The platform facilitates transparent communication by sharing essential information, such as career paths and skill gaps, across the organization. It promotes fairness and trust through its compensation management tools, ensuring a clear and equitable approach to rewards and benefits. Moreover, PeopleFluent fosters employee engagement by providing development tools and opportunities for growth, empowering individuals to take ownership of their careers. Considering these factors, PeopleFluent appears well-suited for mid-sized to large organizations seeking a comprehensive talent management solution with a focus on communication, equity, and employee engagement. However, organizations with budget constraints or highly specialized requirements may need to explore alternative options that better align with their specific needs and financial considerations.

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Pros & Cons

Streamlined Recruiting: Many users appreciate the ability to easily post jobs to multiple job boards, manage candidate applications, and track hiring progress within a single platform. The system's automation features can save time and effort for recruiters.
Performance Management: PeopleFluent offers tools for setting goals, tracking performance, and providing feedback. This can help managers have more productive conversations with their employees and identify areas where additional support or training may be needed. The platform also facilitates regular check-ins and performance reviews, fostering a culture of continuous feedback.
Learning & Development: The platform provides a learning management system (LMS) that allows organizations to create and deliver training courses to employees. This can be helpful for onboarding new hires, providing compliance training, or developing employee skills. PeopleFluent also offers a course library with a variety of pre-built courses that can be used to supplement an organization's own training materials.
Compensation Management: PeopleFluent can help organizations manage employee compensation, including salaries, bonuses, and benefits. This can ensure that employees are paid fairly and competitively. The platform also provides tools for modeling different compensation scenarios and tracking the cost of employee benefits.
Succession Planning: Organizations can identify and develop high-potential employees for leadership roles using PeopleFluent. This can help to ensure a smooth transition when key employees retire or leave the organization. The platform also provides tools for creating and tracking development plans for employees.

Usability Issues: The user interface can feel outdated and clunky, leading to a steep learning curve and frustration for users who expect a more modern experience. For example, navigating between different modules or finding specific information can be cumbersome.
Performance Concerns: The system can be slow at times, especially when dealing with large amounts of data or complex processes. This can impact productivity and user satisfaction, particularly for organizations with a high volume of employees or frequent performance reviews.
Limited Configuration: Customizing the system to fit specific organizational needs can be challenging. Some users have reported difficulty tailoring workflows, reports, or data fields to align with their unique talent management processes.
Integration Challenges: Integrating PeopleFluent with other HR systems or third-party applications can be complex and may require additional technical expertise or custom development. This can hinder data flow and create silos of information.

Key Features

Compensation Management: Ensure a transparent employee compensation process that’s both equitable and in line with industry expectations. Streamline budgeting, the approval process and the creation of business models.
Recruiting: Choose from a large pool of candidates, vet potential hires, carry out video interviews and then add them to the database. Give recruiters access to tools for collaboration, scorecards, texting and more. Handle the entire job requisition and approval process from one location, and scan a job description library to ensure the process is streamlined and accurate.
Onboarding: Streamline, centralize and standardize the onboarding process. Create several lists, rules and tasks for new hires, then assign them out as necessary. Send important paperwork and get the needed electronic signatures to start fast.
Staff Development: Let employees track and measure skill sets and identify skill gaps. Examine overall trends in employee performance and notice who is performing well and who needs extra help.
Organizational Charts: Break down data and assign it to the appropriate department, team, office or location. Look at real-time insights on productivity and other activity in the office. Clarify to everyone how the business structure works and where they fall in the lineup.
Succession Plan: Chart goals, progress and skills, so employees understand the roles within the organization and opportunities for future growth. Then, identify strong performers who best suit the executive track. Prepare the leaders of tomorrow, address gaps in leadership and continuously scan the staff for potential management material.
Integrations and Partners: Integrate with learning tech, diversity and inclusion programs and workforce management tools such as Affinity, Breezy HR, CognosOnline, E-learnmedia, Govo Learning, GVM, NTT, Vector LMS, Watershed and more.
Learning Experience Platform (LXP): Manage and deliver company-wide training with its native learning platform. Increase motivation, close skill gaps and make teamwork easy across the workforce.
Employee Rewards: Monitor and manage incentives, tailor rewards plans and analyze the best ways to compensate and retain top performers.
Analytics and Metrics: Look at all relevant data such as hard and soft skills, productivity and career paths. Use the organized information to strategize hiring and learning decisions, look for organizational weaknesses and see who stands out in the organization.
Cloud-Based: Host content online as a Software-as-a-Service. Provide access to workers and managers at multiple locations across the globe.

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Dayforce

Start Price

^$6

Per Employee, Monthly

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Why We Picked Dayforce

Dayforce, a popular AI-powered HCM solution, caters to businesses across various industries on a global scale. It’s perfect for large teams and companies needing a scalable and adaptable platform. Most of its features are user-friendly, making it relatively easy to learn and navigate.

Dayforce stands out with its mobile time-off requests, smart benefit enrollment recommendations, TeamRelate, Dayforce Wallet and automated payroll calculations. It also offers robust support for day-to-day operations, including reports and dashboards, org charts, shift trades, and compliance.

The mobile app and self-service platform give employees the freedom to handle tasks like accessing pay stubs, viewing schedules, and submitting time-off requests independently, which reduces the need for admin intervention.

Dayforce tackles common HR challenges like managing varied payroll and compliance needs, dealing with tricky reporting, and making employee self-service easier. While users appreciate its mobile features and schedule management, they’ve mentioned that reporting can be a bit complex and time-consuming, sometimes leading to long waits for customer support.

The demo reveals a comprehensive hub serving as a centralized dashboard, providing news updates, team objectives, pending tasks, and recommended applications like performance management and recruiting.

Personally, I thought the scheduling module looked a little cluttered/complicated for beginners, but you can use filters to narrow down results and make it look less busy/cleaner.

Payroll processing demands a hawk's eye when it comes to details. I thought Dayforce had a reasonably straightforward payroll design.

Engagement surveys offer compact insights into employee sentiment and effectiveness, while customizable dashboards and scorecards display key metrics on workforce dynamics, such as availability, recruitment metrics, and turnover rates.

Automated alerts and integration with job boards enhance recruiting, and self-service features support career development, HR and benefits enrollment.

The chatbot provided a brief welcome and directed me to the Help Center after I chose support. The chat ended there, and I encountered the issue of the conversation not clearing when the page was reopened.

Pricing is competitive, based on user numbers and selected modules (charged per month).

Overall, Dayforce is a comprehensive HCM software that effectively supports managing people, pay and compliance.

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Pros & Cons

Easy PTO Tracking: Dayforce simplifies requesting and viewing PTO and tracking employee hours.
User-Friendly Interface and Features: Dayforce receives praise for being easy to set up and navigate.
Comprehensive: Dayforce is effective for managing payroll, benefits, and workforce management (WFM), providing real-time data and streamlined record-keeping. Custom reporting, time management and compensation planning are highlighted as strong features.
Consistency: The system integrates well across various functions such as HR, payroll, and time management, helping to consolidate processes and improve efficiency.

Reporting: Report creation can be cumbersome and not very user-friendly. The ability to convert fixed reports into customizable formats and access more diverse formats is limited.
Outdated Employee Self-Service: Some users found this feature outdated without improved auditing and traceability features for payroll elections.
Frequent Updates: Some updates lead to slow down and create a learning curve for some users.
Implementation Process: Users reported implementation can have high up-front costs, take longer than expected and cause frustration.
Customer Support: Users experienced long response times and additional fees.

Key Features

Core HR: Centralize employee info, manage performance, carry out recruiting, oversee payroll and get reports for data-driven decision-making.
Employee Self-Service (ESS): Let users enroll in benefits, view pay details, update personal information, access learning resources and stay current on announcements.
Payroll: Roll out a variety of payroll tasks, including tax management, employee verification and data entry for unique situations like retroactive payments. Dashboards provide insights and reporting tools support payroll reconciliation.
Benefits: Fast track enrollment by letting employees independently enroll for coverage. Admins can access enrollment totals, a library of qualification rules, on-demand calculations and streamlined COBRA management. It also integrates with hundreds of carriers and incorporates features to ensure ACA compliance.
Talent Management: Manage every phase of an employee lifecycle, from recruiting and onboarding to succession planning. Track performance in a holistic view, plan budgets effectively and reskill current employees with AI talent tools.
Workforce Management: Process payroll, manage sick days or vacation time, and view reports on key trends like spending for proactive planning.
Compliance Support: Safeguard sensitive information with role-based access and ease multi-jurisdictional tax filings with tax services for federal, state and local jurisdictions.
Customer Support: Get help with questions and concerns through live chat or phone. Access additional resources on the website like the help center and webinars.
Dayforce Wallet: Provide employees access to their earned wages before payday. This flexibility improves financial wellness and reduces employee stress associated with waiting for a paycheck. It also provides functionalities such as budgeting tools and financial planning resources. Note: The amount available depends on completed shifts and standard transfer time is between 1-3 business days. Faster transfers require additional fees.

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Why We Picked ADP Workforce Now

ADP Workforce Now is a popular PEO and HR solution for businesses that need a comprehensive HCM for payroll, time and attendance, benefits administration, reporting, and compliance assistance. It’s ideal for small teams, mid-sized organizations and larger businesses looking to improve their time tracking, ensure payroll accuracy and go paperless with document management.

Standout features include automated time tracking, collaborative scheduling, talent acquisition, configurable work rules, employee self service and data syncing.

Time and attendance features support productivity by ensuring proper staffing, tracking time via desktop or app, and providing time clocks or ADP® Kiosk access. Additionally, it supports online schedule management, time-off requests and approvals.

It also facilitates benefits administration, SmartCompliance, financial wellness support, and performance and compensation management, fostering a positive employee experience.

Additionally, ADP Workforce Now has AI capabilities that can automate repetitive tasks, analyze workforce data for insights, find tax forms, access company policies, and submit PTO requests through mobile devices or myADP. AI-driven analytics aid decision-making across key HR functions like recruiting, compliance and time management.

Users commend ADP's time tracking for its efficiency and user-friendly interface. However, some users report drawbacks, including customer service issues and a learning curve during implementation.

As a PEO, ADP offers assistance with workers' compensation, claims management and tax support in all 50 states.

Overall, ADP Workforce Now is an inclusive HR solution that provides essential features for payroll, time tracking, and HR management while also offering custom reports, automation and AI capabilities to all business sizes.

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Pros & Cons

Users generally have positive feedback about ADP's time tracking, highlighting its ease of use for clocking in and out, viewing time cards, and requesting time off.
Users highlight quick access to paystubs from current and past jobs. They appreciate having all paystub information in one place and find it easy to download. There are also detailed breakdowns of earnings and deductions.
60% of users appreciate reporting capabilities, particularly the custom reports feature, finding it helpful for generating tailored insights.
64% of users find the system intuitive and user-friendly, praising easy navigation and accessibility of features.

While some users appreciate backend support, such as assistance with 401k information, 73% of users express frustration with customer service, citing long wait times.
47% of users experienced a learning curve with features during implementation. Some users mention poor implementation support, leading to a confusing onboarding experience for employees.
40% of users express reports have room for improvement, noting the reporting functionality can be complex and not intuitive enough, with limitations in filter prompts.
36% of users note difficulties with integration between features and occasional slowness and feel that certain aspects are scattered.

Key Features

Payroll: Access employee pay data on a dashboard. Automate deductions for benefits and other compensation.
- Manage tax filings and access historical pay summaries.
- Prorate pay during a cycle or apply it to previous runs.
- Identify payroll errors via warning notifications.
Time & Attendance: Offers tracking and scheduling capabilities with digital time clocking, visual schedules and clocks with finger scan functionality.
- Facilitate absence management with absence analysis, leave tracking and more.
- Secured Time Tracking: Reduce time theft (like buddy punching) with finger scanning, facial recognition and geofencing.
- Time Tracking Options: Employees can clock in and out using their mobile device, kiosk app, web timesheet, tablet or smart time clock. The time kiosk application enables pin codes or facial recognition for an added layer of security.
- Scheduling: Assign shifts and let employees swap as needed, reducing productivity bottlenecks. Configure scheduling work rules like max hours/days.
- Scheduling by Skill: Ensure efficiency by matching specific employees to jobs based on their skills, licenses and certifications. Use skills-based scheduling to assign employees with the required language and training provisions.
- Dashboards: View absences, schedules, hours worked and overtime. See timecard statuses to help wrap up time details without delaying payroll.
- Time and Attendance Compliance: ADP’s compliance on-demand option gives clients access to a team of consultants for guidance on key practices. Access a content library with info on federal, state and local laws, and regulations.
Talent Management:
- Recruiting and Hiring: Automatically create job descriptions and job postings. Offers screening, compliance mandates by location, hiring-practice guidance, credential verification and background check tools.
- Management and Growth: View employee performance, deliver learning programs and offer leadership skill improvement tools. Reduce talent gaps and plan ahead with succession management.
Benefits Administration:
- With ADP AE Snapshot™, managers can access employee metrics on enrollment preferences and decisions.
- Access ranks of different plans, compare options, calculate and evaluate various scenarios, and configure plan selections with PlanFit.
- Enroll and manage benefits through the mobile app.
- Use eligibility, enrollment activity and plan summary reports.
ADP® DataCloud: Reference reliable industry data and compare company trends and data to information from similar organizations. Predict turnover and discover contributing factors using big data through Turnover Probability Explorer.
ADP® StandOut: Personalize digital coaching content and use 15-minute strength assessments. Offers:
- Real-time team engagement, custom and performance pulse surveys.
- Light-touch check-ins with employees.
- Coaching intelligence and insights.
Learning Management: Allow employees to self-enroll for courses. Custom build or upload training content. Provides:
- 41 pre-packaged compliance and development courses.
- Course tracking dashboards.
- Publishing and tracking of instructor-led training.
- Online demos
HR Assist: Features include:
- Federal and state compliance reporting, along with regulatory expertise and guidance.
- Job description templates and wizards.
- Employee handbook assistance.
- HR doc library and toolkits with guides, forms, documents and policies.
- ADP TotalSource®: Offers support for benefits, payroll, hiring and compliance across all 50 states. Has features like full-time recruiters, applicant tracking, ZipRecruiter integration, mobile-friendly career sites, background checks and onboarding.
Workforce Management: Effectively plan projects and assign tasks, even on the go. Managers can remotely view time off, hours worked and timecards. There’s also overtime and absence analytics and reporting for helpful insights.
Digital Record Keeping: Store confidential company data securely in the cloud. Upload data in batches to save time. Search and audit information.
Onboarding: Facilitate a fully integrated onboarding experience for new hires. Capabilities include:
- Digital onboarding
- Digital I-9 processing.
- Identification of employee payment preferences.
- Onboarding completion reminders.

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Pricing

License/Subscription Cost	Based on recurring subscription fee model (monthly or annual) Costs may vary depending on usage of the application, number of users and frequency of transactions
Maintenance Cost	Included in the subscription cost Provides ongoing customer support through a dedicated customer support team to resolve issues quickly
Installation/Implementation Cost	Included in the upfront and subscription cost
Customization Cost	Will vary depending on the functional requirements such as configurable dashboards, type of data elements required for tracking, complexity of workflows and UI changes.
Data Migration Cost/Change Management/Upfront Switching Cost	Dependent on your current software, amount of data to be migrated, availability of migration tools, complexity of data and gaps between the existing system and the new system
Training Cost	Provides ongoing training and support for users, available with a service fee Offers a Professional Employer Organization (PEO) option, where ADP handles responsibilities like payroll, benefits, regulatory compliance, workers’ compensation, claims management and tax support. Provides HR services, including a helpdesk, HR checkups and strategic guidance Organizations can take advantage of ADP’s outsourcing solutions for talent, pay and tax admin, compliance, strategic HR, and benefits admin
Recurring/Renewal Costs	A recurring monthly fee is charged at the beginning of each month, which typically includes maintenance, monitoring, upgrades, training and support

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UKG Pro

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Why We Picked UKG Pro

UKG Pro is a cloud-based platform that’s designed to streamline global human capital management across all industries. It brings together key functions like payroll, benefits, recruiting, onboarding and learning management in one place.

Some standout features include an advanced scheduling tool that helps balance staffing levels and control labor costs. AI is a big player here, enhancing HR tasks with things like schedule optimization, retention forecasting, sentiment analysis and candidate matching.

From what I've seen through the demo, the mobile app lays everything out in a simple, direct way with menu options like time off, pay, HR help, benefits, goals, notes and learning. Under learning, there's a variety of helpful courses, including security awareness, conflict management and mindfulness training.

Completing requests seems quick and straightforward. Click HR Help and find requests to ask for a shift change, PTO or travel expense.

Manage assignments by viewing "To-Dos," including what's waiting for completion and what's crossed off your list already. Plan effectively with a headcount under metrics, showing who is on leave or on the clock in real time.

On the subject of planning ahead, UKG Pro scores a perfect 100 under succession management, with talent matrix, talent pool and talent insight functionalities.

Document management is also a top feature, earning 100 for its capabilities. It includes access controls, document search, automatic tax document generation and the creation of employee handbooks and policies.

Managing performance can be challenging, especially with a large team. It's important to ensure that everyone feels valued, but time constraints can make this difficult. UKG Pro’s talent dashboard helps by highlighting top performers and potential flight risks, making it easier for you to address issues and make necessary adjustments.

One thing I really liked was that there's a page for work-life balance with improvement ideas, including resisting multitasking, expanding team goals and introducing flexible work schedules. This helps employees feel valued, which ultimately fosters more productivity and job retention.

Additionally, I thought it was admirable there’s a "Giving" option on the platform for creating employee giving programs and tracking donations. This is a great source for team building, increasing engagement and building a more positive work environment.

Using the live chat, I selected customer support and then UKG Pro, which led me to FAQs. After hitting thumbs down to request a representative, I asked for an in-depth demo. The chatbot offered alternative solutions or the option to end the chat. When starting a new chat, the previous conversation was visible, but there was no option to start a new chat from scratch.

Pricing starts at $100 per user per month with a per-user model, and you can request a free trial.

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Pros & Cons

Employee Data Management: Users commend UKG Pro for its robust employee data management capabilities.
Payroll Processing: Reviewers consistently highlight UKG Pro's payroll processing feature for its efficiency, accuracy and intuitive interface.

User Interface: Some users found the UI slightly outdated based on confusing design elements, unclear wording choices and inefficient grouping that collectively hinder intuitive navigation within the system.
Reporting: Some users describe UKG Pro’s reporting feature as ineffective and lacking user-friendliness.

Key Features

Payroll: Incorporate a scalable, configurable engine for accurate, streamlined pay processing. This feature also includes:
- Role-based access to ensure data security.
- Prebuilt tax compliance, automatic tax updates every quarter and GIS-powered search to ensure accurate taxes based on employee location.
- End-of-year reporting tools, including a task checklist.
- Pay modeling calculator, enabling employees to calculate information on their own.
- Integration support for global payroll providers and TurboTax.
- Dashboards showing alerts and metrics.
Benefits: Provide help videos and documentation to assist employees. Key components include plan recommendations and side-by-side comparisons, process automation, search filters, compliance reporting, transaction records, admin tools and connectors to hundreds of carriers.
Workforce Scheduling: Ensure effective shift planning and workforce management with advanced scheduling capabilities previously found in UKG Dimensions.
Workforce Planning and Optimization: Make strategic planning and resource allocation a breeze. UKG Pro now packs the workforce planning and optimization tools from UKG Dimensions.
Time and Attendance: Optimize timekeeping and absence management with UKG Pro's enhanced time tracking and attendance features, which are now integrated from UKG Dimensions.
Learning: Aid employee learning and development by providing:
- On-demand, mobile access to training materials in multiple languages.
- Gamification, rewards and social tools foster engagement.
- Blended learning, a drag-and-drop interface for content creation and a course marketplace with more than 3,000 courses.
- Channels for employees to capture and share knowledge with coworkers.
Recruiting: Make talent sourcing and acquisition for recruiting teams and candidates easier and more efficient.
- Recruiters: Dashboards show candidate and opportunity status and AI scoring reveals applicants that are the best match. Multi-language, multiple job board postings and screening questions also included.
- Candidates: Applicants can submit their LinkedIn profile, receive open position suggestions based on basic information and provide an in-depth picture of themselves by sharing details like motivators and behaviors.
Onboarding: Access a dashboard that has a timeline for tasks they need to complete, job-related videos and training material, and required forms, which they can fill out electronically. They can also create goals and connect with teammates.
InTouch DX: Give managers and employees flexible, real-time access for time and attendance processes. This timeclock device is designed for an hourly, mobile workforce.
- Features include configuration options, real-time data, a touchscreen, native intelligence capabilities and multiple integrated readers.
- Managers can track employee information, confirm transactions and ensure schedules are followed.
- Employees can request PTO, view time cards and schedules, punch in and out, receive push notifications, and receive suggested actions based on upcoming tasks.
BI Reporting: Display real-time data in a clear, user-friendly format, empowering managers and executives to monitor and analyze KPIs. They offer both prebuilt and customizable reports. It provides insights for:
- Human resource metrics like headcount based on local and global demographics.
- Benefit plan costs and employee participation.
- Financial information like overtime cost, pay equity and payroll totals.
- ACA filing data, including risks, deadlines and eligibility.
- Recruiting costs and sourcing data.
- Employee performance, retention estimators and 9-box assessment.
- Pay factors ranging from expenses and revenue to total compensation at the global level.
- Survey data, including participation, engagement details, historical trends and metric performance based on industry benchmarks.
Compensation Management: Reward employees based on achievements through salary planning, customizable compensation plans, merit rules and analytics. It supports targets based on units, flat amounts or a percentage of base pay.
Performance Management: Drive employee engagement and growth while giving managers insight into individual and team performance. Features include tracking dashboards, automated reviews, goals, achievement ratings and real-time feedback.
Surveys: Gather employee sentiment using AI, natural language processing and machine learning. They offer a question library, templates, mobile-friendly design, custom dashboards and curated improvement suggestions.
File Management: Organize and manage employee documents with a central repository along with role and type-based permissions. Templates automatically fill in employee details, and a compliance assist feature ensures global adherence.
Succession Management: Develop a talent pipeline, ensuring your employees are prepared to take on new roles. There are plans for any level in the company, alongside talent evaluation, predictive analytics, reporting and personal development tools.
Integration Hub: Support developers in enhancing the system through integrations by offering:
- A collaborative community, a developer portal and APIs.
- Sample code and instructional articles to speed up deployment.
- A marketplace of product and service partners.
UKG Talk: Facilitate engagement and inclusivity within your organization by supporting various communication methods like:
- Company-wide announcements.
- Direct messaging.
- Team group chats.
- Employee feedback and participation through celebrations, idea collection and achievement recognition.
- Provide actionable insights by measuring communication impact and engagement metrics.

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Pricing & Cost Guide

See the Price/User for the top talent management software system… plus the most important considerations and questions to ask when shopping.

Buyer's Guide

Talent Management Systems Are All About Employee Progress

By Saniya Farokhi, Technical Content Writer at SelectHub

TMS BG Intro Header

The war for finding and keeping talent is raging, and most companies have realized that their greatest weapon might just be technology. Your competitor has already built their arsenal, and you’ve realized that yours is antiquated, insufficient, or worse yet, non-existent. You’re missing out on the best recruits, and some of your best workers are leaving. It’s time to turn the tide in your favor, but where do you start?

Don’t worry, we’ve got you covered. With this guide, you’ll learn all about talent management systems, their benefits and key features to look out for. We’ll also arm you with resources to guide your software search and find the best-fit talent management system for your business.

Executive Summary

A talent management system helps you find, hire and onboard the best candidates.
Once hired, continued education and reward systems advance your workforce.
A comprehensive talent management system is an all-inclusive solution for developing your team throughout the employee lifecycle.
Upcoming talent management trends to look out for and further aid decision-making.
A list of questions to ask yourself and talent management systems vendors to narrow down your options.

What This Guide Covers

What Are Talent Management Systems?
Deployment Methods
Primary Benefits
Implementation Goals
Basic Features & Functionality
Advanced Features to Consider
Upcoming Trends
How to Begin a Software Comparison
Cost & Pricing Considerations
Questions to Ask Yourself
Questions to Ask Vendors
In Conclusion
Product Comparisons
Additional Resources

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What Are Talent Management Systems?

As the term suggests, talent management systems, or TMS, offer technical capabilities to attract, develop, motivate and retain top talent internally. Talent management systems are consolidated platforms that handle crucial processes like recruiting top talent, training new hires, improving competencies and creating career paths to achieve company goals.

In other words, talent management systems help organizations oversee and optimize complete employee lifecycles.

Deployment Methods

You’ll have two choices for deploying talent management systems: on-premise or cloud-based software.

On-premise talent management systems live on local servers, giving you complete control over data and processes. On-premise systems are only as secure as your existing IT infrastructure, however.

While web-based software and cloud-based software systems both require steady internet access to function, there is one key difference between the two is how they’re accessed.

Web-based systems run on internet browsers and are accessible across different devices, provided you have a steady internet connection. While cloud applications are installed on computer systems and depend on internet connectivity to operate, they reside in multiple data centers, so they’re always synchronized.

Cloud applications exist as evolved versions of web-based systems. Yet, in terms of scalability, flexibility and accessibility, cloud-based talent management software is often the best choice.

Primary Benefits

Talent management systems offer an array of tools that improve overall organizational health. Whether it’s to encourage employee engagement, improve admin functions or attain company-wide efficiency, talent management systems appear at the forefront to support these initiatives.

Benefits of TMS

Drives Internal Mobility

Talent management involves shaping your workforce into the most highly-qualified team possible, both individually and on a grander scale. With the help of a talent management system, your business can begin this process in-depth with the tools to create effective development paths in-tune with your company culture.

Streamlines Operations

At the core, a quality TMS guides standard personnel-related procedures such as recruiting, onboarding, learning management, reward programs and retention. Today’s advanced talent management systems go beyond this base functionality with features that assist companies and personnel with goal setting and planning.

Improves Employee Engagement

It’s crucial to note that employees benefit from talent management development features. In addition to using the software for training and career planning, focusing on the employee experience digs into motivation drivers and helps identify and address disengaged personnel.

Ensures Long-Term Vitality

As we mentioned before, the main benefit of implementing a talent management system is positive forward progression, preparing you and your team for all staff changes and equipping them with tools to respond to those shifts.

Expert recommendations and analysis of the top software

Implementation Goals

Before choosing a medical billing software for your practice, you must list your goals for a successful software implementation. This process can quickly go over budget, so having these goals listed down could help keep implementation on track.

Selecting the right medical billing software can help your practice:

Goal 1 Attract Qualified Candidates	With the help of talent management software, create a simplified, guided candidate experience. Actively and proactively find the best talent by conveying a company culture candidates will want to join. A TMS streamlines the interview process by matching job fit and other success criteria, incorporating newer technology like video interviewing, encouraging internal collaboration and comfortably transitioning the individual from “candidate” to “team member.”
Goal 2 Develop Employee Skill Sets	Talent management systems help track learning needs and encourage, measure and manage employee performance to foster and promote development. Development features include career planning, focus on leadership development and adequately facilitating succession planning.
Goal 3 Motivate Your Workforce	Properly connect your compensation management tools to achievements and offer rewards and recognition to drive employee performance.
Goal 4 Retain Top Talent	Retain your best employees with talent management software that encourages employee growth. If you can’t retain them, talent management systems should provide smooth offboarding functionality and a path back to the talent pipeline.

Expert recommendations and analysis of the top software

Basic Features & Functionality

Recruiting	Talent management systems include tools required to attract top talent through multiple recruitment channels, including job boards, social media and your business’s website.
Applicant Pipeline Management	An applicant tracking system (ATS) will monitor candidate progress from resume submission to interview throughout the application process. An ATS helps you organize potential employees as they move forward.
Onboarding and Orientation	After hiring, a streamlined onboarding process is essential. A comprehensive talent management system helps you bring new hires to the team, complete with the necessary paperwork.
Employee Lifecycle Management	Lifecycle management features guide employee progress throughout their time at a company, from recruitment to eventual retirement, job change or termination, as well as documentation and other formal processes.
Learning Management	Build lesson plans to develop employee skill sets and offer continued education as processes evolve. Monitor employee progress, test skills at regular intervals and assign relevant training resources along learning paths.
Performance Management	Key performance indicators help you track employee performance and provide real-time feedback. It’s easier to foster continuous skill and productivity improvements with the ability to schedule one-on-one meetings, performance reviews and employee experience surveys.
Insights and Analytics	Use actionable data to improve decision-making about your people. Moreover, you can check the efficiency of your talent management strategy based on criteria such as productivity levels, competency gaps and engagement rates.
Integrations	Tailoring a single suite to support office productivity apps, browser plug-ins and social media on one interface help expedite operations and decrease time spent switching between applications. In other words, all systems co-exist on a single platform, leading to quick access.

Expert recommendations and analysis of the top software

Advanced Features & Functionality

Career Development	Give employees the tools to work toward their career goals through resume maintenance, training and path planning.
Succession Management	Construct a plan for succession to properly plan and prepare for an unexpected departure. Identify the best employees at your company to promote open positions and fill vacancies.
Compensation Management	This feature lets you manage payment and create strategies for issuing bonuses, shares, overtime and commission.
Leadership Development	Initiate mentorship programs and employee training sessions to progress into leadership roles, raise your workforce’s skill level and prepare for promotions.

Expert recommendations and analysis of the top software

Upcoming Trends

Hybrid Workforce Models

What began as an experimental response to tackle a global pandemic has become an inescapable reality of modern-day work. That’s a major aspect of which talent management systems can help you and your business.

According to a recent study from PwC, a international professional services consulting firm, as many as 19% of respondents would like to be permanently remote. For employers, however, that option remains somewhat unpopular. One possible compromise is the possibility of shifting to a hybrid model, which polled at 59 percent among respondents.

Hybrid Model Chart

Talent management systems play a strong role in strategic workforce planning, with technology as an enabler.

Inclusive Leadership

According to a recent study by McKinsey and LeanIn.org, a global community dedicated to workplace inclusivity and women empowerment, a higher percentage of employees feel supported and acknowledged by women managers than men in managerial roles.

However the study also revealed that women remain heavily underrepresented at top-management levels in an ironic twist. Furthermore, the lack of allyship continues to obstruct women of color, LGBTQI+ women and women with disabilities from advancing in their careers.

To create work conditions that empower all employees, regardless of their sex, race or gender, modern businesses must adopt a people-centric approach that makes leadership positions accessible to people of all backgrounds.

Diverse top-level management improves employee retention, career development, decision making, innovation and overall organizational health. It takes more than just upper management to make a change, however.

Businesses and brands need to commit to developing or fostering new learning resources, training formats and DEI tools to stay ahead of the curve, making a quality talent management system more critical than ever!

Expert recommendations and analysis of the top software

How to Begin a Software Comparison

When you align what’s possible with what you want, it’s far more likely your search for a talent management system will yield positive results. Comparing and contrasting what types of software are available, who makes it and how each is different can be time-consuming and seemingly impossible. Thankfully, we here at SelectHub have your back!

To narrow down an ideal vendor in an ocean of options, start internal conversations based on the following:

Identify key personnel likely to use the talent management suite extensively and involve them in the search to avoid any oversight.
Assess how wide or narrow you require your talent management system to be. For example, a core HRM suite or TMS may not meet your learning management requirements. You may need to separate that into your product search.
Talk about where your business is at and what it needs to get there if it isn’t already. You’ll need a talent management system that is ideal for the nature and size of your current workforce with scope for scalability.
Include company mission and vision to guide your software search. You want vendors to talk to you about how they’d see their product “fitting in” with your overall HCM ecosystem.
Next, think about how the best vendors fit into your talent management roadmap and how it fits with overall HCM goals.

Cost and Pricing Considerations

Before investing in talent management systems, consider the different factors that can affect pricing:

The number of general and admin users.
The size of the workforce.
Depth of functionality.
Upgrading plans and modules.
Additional features.

Vendors also charge an installation fee for setting up the platform and a licensing fee for on-premise software.

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Questions to Ask Yourself

Use these questions as a starting point for internal conversations:

What processes do you currently have in place for talent management?
If your business doesn’t currently use talent management software, why are you interested in adopting a talent management system?
Which features are most important to your organization?
What are the shortcomings of your current talent management system (if you have one)?
Will your current infrastructure be responsive to talent management software adoption? If not, what changes should you make in preparation?
What budget and time constraints do you have?

Questions to Ask Vendors

Use these questions as a starting point for conversations with vendors:

About the Software

Is a core HR base included in the platform?
Is the system scalable?
Which features utilize AI?
Which APIs, webhooks and integrations are best suited for this platform?
Does the software include analytics functions?
Does the system have mobile capabilities?

About the Vendor

What customer support services does this vendor offer?
Does this vendor assist in implementation?
Where and how do they secure databases?
Is this vendor compliant with current standards for data protection? Are there any certifications to prove?
Are there any customer success testimonies associated with this vendor?

Expert recommendations and analysis of the top software

In Conclusion

The right TMS software significantly improves workforce and admin functions, which optimizes the overall health of your company. Consider the recommendations in this guide as a starting point for your software search. Contact us to adopt a structured selection approach guided by our analysts. We’d be happy to assist you in finding the right talent management system for your business!

Product Comparisons

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Additional Resources

About The Contributors

The following expert team members are responsible for creating, reviewing, and fact checking the accuracy of this content.

By Saniya Farokhi

Technical Content Writer

Saniya was a Technical Content Writer at SelectHub. With an MBA in Marketing, she found her calling in the world of digital marketing and technical content writing. Her work spanned HR-centric systems like talent management, recruitment and performance management to robust software like ERP and manufacturing systems. When the day winds down, she enjoys taking long walks with her dog or indulging in her artistic side by swapping her keyboard for a pencil. She finds solace in watching the sunset over the beach and appreciates the little things in life.

Technical Research By Nithin Shetty

Senior Analyst

With experience in research and consulting going back to 2015, Nithin Shetty is an asset to SelectHub's research team. In his Senior Research Analyst role, he works on projects in categories like HR, CRM, EHR and ERP. He's also a big movie buff and sports fan. When he isn't watching his favorite film or game, he's usually volunteering his free time to causes like blood drives and environmental cleanup.

Technical Review By Jaisri Narasimman

Principal Analyst

A graduate of NTU Singapore, Jaisri Narasimman honed her data mining and curation skills during her post-graduate education, focusing on developing strategies to help businesses make the most of their data. In her role at SelectHub, her research spans categories like HR, CRM and EHR.

Edited By Joe Evans

Content Editor

Joe Evans is an Editor and Senior Market Analyst at SelectHub. A seasoned professional wordsmith, he has a bachelor's degree in journalism and electronic media and a decade of professional expertise in crafting top-tier digital content for niche online brands. He leads his small yet formidable team in producing helpful, compelling content in vital categories like HR, payroll, talent management, performance management, marketing automation home health, MES. When not editing and writing, he enjoys sports, quality time with family and dogs, and remains constantly in pursuit of something new and interesting to read or listen to.