y e-mailùa much faster approval mode. Recording information for audit compliance is more time-consuming, and if by chance an employeeÆs personnel file is misplaced, the information is lost; an automated system has file backups that prevent data loss (ôOnboardingö). Tracking asset details and dates is much easier in an automated system also, and if the employee is ever separated from the company, having the information available to review and modify electronically simplifies the separation process (ôOnboardingö). The current HR system has no performance management, career development, or succession planning capabilities, so each of these tasks is also accomplished manually, which requires extensive calculation and documentation.
Several excellent commercial off-the-shelf (COTS) talent management systems are available, and this project will include a review of those systems and a plan to acquire and integrate one of themùor, if none is acceptableùto design a proprietary talent management system. Since the organizationÆs mission and objectives involve both ongoing expansion and acquisition as well as management of corporate talent, this project relates directly to the organizationÆs stated direction.
The high-level scope of the project will include the following:
To find the best COTS talent management system for the organizationÆs needs or determine that a system needs to be developed in-house.
To provide web-based support for applicant tracking, onboarding, compensation management, performance management, career development, and succession planning.
Needs assessment document, identifying the software capabilit
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