One provider has launched a platform that allows each employee to steer their individual learning experience.
Every HR professional understands the importance of talent management for the health of their workforce and the growth of their company.
John Ambrose, Senior Vice President of Strategy and General Manager at SumTotal, a Skillsoft company says HR professionals need to consider whether potential talent management systems actually align with organisational goals.
“Let’s face it, development and training can be cumbersome,” Ambrose says.
“People abandon development or talent processes because much of the time its inflexible and time-consuming, does not fit the way people work and doesn’t add value to the individual or the organisation,” he says.
SumTotal have recently released the Winter 2016 addition to their SumTotal Talent Expansion Suite, and Ambrose says the intuitive, consumer-driven user experience makes it easier than ever for HR professionals to know, develop, promote, mobilise and reward their workforce.
“The latest tools support the critical focus on growing and adapting the skills and capabilities of an organisation’s workforce, while simultaneously encouraging talent mobility,” Ambrose says.
“Our latest solutions emphasise empowering every employee in every role in the organisation to pursue their own meaningful self-directed path for growth, while minimising the burden for managers and HR leaders,” he says.
By creating an individualised path for growth, this software permits employees to remain engaged without increasing the workload on HR professionals or management.
And as employers rise to the challenge of delivering talent management solutions that serve the various needs of an increasingly diverse workforce, Ambrose says SumTotal’s latest release provides highly-configurable tools that allow each role in the organisation prioritise their individual learning experience.
“Before organisations consider how they will put their HR technology to use, they should start well-aligned – ensure the goals of the HR organisation and the implementation of technology are aligned with the goals and strategy of the business,” Ambrose told HC Online.
“A successful technology implementation that doesn’t ultimately deliver results across the organisation won’t be deemed as delivering value,” he says.
He says HR should target key areas where they want to steer the growth of the company’s workforce, or risk losing focus.
“HR’s function within an organisation is completely transforming – as you embark on a project or transformation, create focus,” Ambrose says.
“HR leaders should determine what is most important to accomplish immediately, then scale and evolve their approach over time – don’t try to ‘boil the ocean’.”
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