Boosting Human Resource Development with Integrated Sub-Systems

Human resource (HR) development is an ever-evolving field with traditional systems having been replaced by more modern and hybrid solutions. Over the past 10-15 years, there has been a decisive shift from HR management to talent management. This shift is driven by the increasing need for organizations to develop and retain high-performing employees. The integration of specific sub-systems can provide a more holistic and efficient approach to human resource development, ensuring continuous improvement and the alignment of employee development with organizational goals.

Key Benefits of Sub-Systems in Human Resource Development

The traditional 'classic' HR systems have been around for over 50 years, primarily focused on administrative tasks. However, over the past decade, the focus has shifted significantly to managing talent. A wide range of areas can benefit from specialized tools designed to enhance talent development, which core HR systems often fail to address effectively.

These specialized sub-systems are often hybrid in nature, combining several existing elements with innovative approaches to create unique value. Some of the most impactful sub-systems in talent development include:

Appraisal and 360-Degree Review Solutions: These solutions extend beyond traditional performance evaluations by incorporating feedback from multiple sources. Features such as performance management, sales targets, actual metrics, and sales analysis provide a more comprehensive view of employee performance and areas for improvement. Training Management Solutions: These solutions go beyond just training by scaling out to competency acquisition and mapping across the entire organization. They allow for a structured approach to upskilling and ensuring that all employees have the necessary skills to meet current and future organizational requirements. Mobile Intranet Portals: These portals offer a user-friendly interface for continuous feedback and gamified employee profiles. Pull-survey functionality ensures that feedback is timely and relevant, while gamified profiles make learning and development fun and engaging.

Integrating such hybrid sub-systems with core HR systems and possibly other tools can provide a new dimension for analysis, resulting in significant time savings by automating associated tasks. However, it is crucial to undertake a thorough planning process before acquiring new tools. The goal is to have your tools cover 10-15 various employee-related processes. By integrating these systems thoughtfully, organizations can save money and effort.

Strategic Planning for Integration

Before diving into acquiring new tools, it is essential to consider the overall HR strategy. Emerging sub-systems often offer vast functionality, but they can also be costly. For large organizations, vendor solutions like Kenexa, Taleo, and SuccessFactors provide an extensive suite of features at a premium. However, smaller organizations may find it more cost-effective to opt for a modular approach, selecting only the necessary components that align with their specific needs.

Planning which system will handle which process is critical. Many of the sub-systems overlap, and this overlap can be leveraged to optimize resources. By carefully planning the integration, organizations can maximize the value of each sub-system while minimizing redundancies and ensuring a seamless workflow.

Conclusion

Integrating specific sub-systems can significantly enhance the human resource development process, aligning employee development with organizational goals and contributing to a more agile and adaptable workforce. By strategically selecting and integrating the right tools, organizations can foster a culture of continuous learning and growth, driving performance and success.