It is now possible, thanks to modern technology and rapidly developing real talent management software in human resources departments, to ask employees about their day as they leave their workplace.
A device, in this example Celpax, encourages employees to press red or green to let colleagues know how they felt about the day. The HR department can check the overall workplace mood on a daily bases, percentage of green pulses, to know whether things are good or bad.
The workplace pulse can normally be directly linked to things that are happening in the company that day. For example, the retirement of a respected supervisor can plummet the pulse to all red, as can the announcement of layoffs, but news of bonus check can hike it right up again.
It has never been easier for HR departments to gather tangible data about what is really going on within their organizations. The technology arising to help them achieve that is almost mind-boggling and it is appearing at such a rapid rate, and often addresses such specific parts of the picture, that it is still difficult to stay on top of all developments all the time.
The best technology for talent management programs in your firm should not only give you a picture of what is happening now, but a preview of what will likely happen tomorrow, next month and next year. When it works well, it will help you improve your company’s performance and flexibility and help you plan strategically for growth, acquisitions and change.
There are essentially four aspects to comprehensive talent management devices. They should be able to help you with:
- Workforce planning such as hiring strategies, compensation budgets and hiring targets.
- Recruiting of employees plus assessment and evaluation.
- Effective onboarding of new employees, getting them trained and productive as fast as possible.
- Performance management for such things as real time feedback, long-term training and growth.
More than that, however, these software programs should allow you to scientifically monitor and measure employee engagement and gain accurate insight into how employees are reacting to company moves.
Before purchasing real time talent management programs, it makes good sense to ask exactly how they work. Take the time to visit a company where they are being used and get honest feedback from the HR professionals who are using them. What are they monitoring and how are they making effective use of the data they receive?
Gather the research, build your strategy, and then go back and look again at what’s on the market.
