HR's Talent Management Problems

Talent Management Project Plan Overview

This paper provides a description of Human Resources (HR)'s current talent management problems, including such issues as applicant tracking and onboarding, and describes how the project will address the process of evaluating software systems that could satisfy the functions that are currently manual or not performed at all. It describes the elements of the high-level project scope, explains how the success of the project will be measured, and details best practices and learning points that will be applied to the future of the project plan.

This project will address HR's problems with talent management and propose a web-based talent management solution. HR has encountered numerous problems with various aspects of talent management, such as applicant tracking, onboarding, compensation management, performance management,

career development, and succession planning ("Smart Solutions").

Applicant tracking, for example, is being done manually, which results in missed follow-ups, failure to match applicants with all available jobs for which they qualify, and an inability to automatically generate acknowledgment emails or ad hoc reports. Furthermore, many processes that would be faster if automated or that can only be done in an automated system are affected: requisition approval, candidate sourcing, employee referral, quick-posting to job boards, resume processing, and prescreening.

Related Essays

HR Management and Decision Science .... From justifying HR to strategic talent leadership .... Human Resource Department Management Report, What HR technologies are .... Lowe, A., Gaworski, S., & Henry, A. (2004 .... (9788 39 )

Global Human Resource Management .... for identifying, attracting, motivating, and retaining managerial and other talent. .... Why HR managers need to think globally .... Jun, S., Gentry, JW, & Hyun, YJ (2001 .... (4739 19 )

Human Resources .... retaining a headhunter for a professional search, raiding the company's competition for talent, and using .... Greengard, S. (1999). Putting HR software to work. .... (3059 12 )

Operations Improvement Plan .... for continuously monitoring and successfully delivering the right talent to keep .... Setting up HR to function that way provides the .... Ashbaugh, S., Miranda, R. (2002 .... (3454 14 )

Personnel Issues .... the low-end cost applications provided by companies like Restrac in order to expand their ability to recruit talent beyond their .... Drake, S. HR departments are .... (3933 16 )

also be compatible with systems company-wide for sharing of data. Software chosen must meet volume and speed requirements as well as all others identified in the needs assessment document. Software must be easy to use per the customer's perspective. Limits and exclusions: The software chosen will be an add-on to the existing HR system, not an entirely new HR system. Reviews with the customer: Reviews will be conducted with the customer at each stage of the project during needs assessment, after the review of COTS and the assessment report, and at recommendation. The success of the project will be measured by the following criteria: the ability of the selected software to meet the requirements identified in the needs assessment document as well as all technical requirements, the satisfaction of the customer with its functionality and ease of use, and talent management metrics and reports should reflect that new employees are being accurately tracked as candidates with regular follow-ups adhered to, onboarded faster, and tracked for compensation management, performance management, career development, and succession planning. HR or upper management should be able to see at any given time what their talent resources are and where th

Category: Business - H