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Imagine that you are the executive talent manager for a major global fortune 500 organization. You handle all of the Human Capital Management for the United States which has about 30,000 employees. You have built strong internal relationships with all of the North American business lines. Each business line has an executive head that has approached you with concerns about the workforce. The executive heads are having a difficult time keeping track of the talent that exists in their business line and the supply versus demand that will be needed in the future in regards to their workforce. They are also concerned about how they will attract and retain talent when needed. You offer them a solution that blends talent management with Human Resources Information Systems. Read the two (2) articles listed below: • “Integrating talent management and core HR systems valuable but tricky,” located at http://searchfinancialapplications.techtarget.com/feature/Integrating-talent-management-and-core-HR-systems-valuable-but-tricky. • “Effective Recruiting, Staffing and Applicant Tracking in a high turnover Environment: Filling seats in a demanding work environment,” located at http://www.hrvillage.com/human-resources/applicant-tracking.htm. How would you explain to each executive your plan of integrating talent management with an HRIS so that they have line of sight for the talent that exists in their business? In addition to addressing this to each Executive head, suggest two (2) challenges that may arise from this plan. Then, describe three (3) benefits of integrating talent management with HRIS.
Expert Answer
We would talk to each executive highligting two key points , Strategic Hiring and help in Smarter Business Decisions.
When we integrate and have one HRIS , the entire HR lifecycle, starting from profile sourcing till onboarding pefformance/payroll management until benefits management could be effectively managed. This wuld give an end-to-end view of employee information helping management to see patterns in the operational data, making it easier to determine how decisions will affect other areas of the company. Plus, by implementing a single HR system risk could be mitigated in dealing with real life scenarios of each area working together using accurate data.
As well Integrating helps bringing in high-quality talent into each area as well as with applicant tracking, pre-employment assessments, background checks, drug testing data could be used to choose right candidate and use the same details about a new hire during the recruiting, hiring, and onboarding processes can be imported into their employee profile for use in other areas of talent management, reducing time-consuming data entry and the opportunity for clerical errors.
The challenge that may rise are the actual complexity involved in the integration to have a HRIS and setting up that interface to get all the payroll systems would be a long and arduous process. As well the challenge of its usage beyond HR/Finance as these systems are not typically used in departments other than HR/finance and also the talent profile is not used outside of HR.
The benefits are increasing employee retention by improving employee satisfaction by maintaining employee profile starting from sourced resumes throughout the employee’s time at the company can you maintain long-term relationships with star performers and may reduce turnover. The ability to easily update employee information, view pay releated details and manage all aspects of benefits from one point will reduce the need to update in multiple systems saving time and increaing the ease of doing things thus focus on work. Also one HRIS would ensure right fit of employee to work, identify the right partners to handle specific aspects of HR functions, allowing internal team to focus on their core responsibilities.
