{"id":60727,"date":"2013-04-01T13:07:43","date_gmt":"2013-04-01T11:07:43","guid":{"rendered":"http:\/\/e3mag.com\/?p=60727"},"modified":"2019-07-09T13:13:12","modified_gmt":"2019-07-09T11:13:12","slug":"talent-management-on-demand","status":"publish","type":"post","link":"https:\/\/e3mag.com\/en\/talentmanagement-on-demand\/","title":{"rendered":"Talent management on demand"},"content":{"rendered":"

The human resource area within a company is playing an increasingly important role as the central arena in the struggle for know-how.<\/p>\n

In addition to recruiting, talent development and employer branding are also becoming increasingly important. The aim must be to retain good people and thus important know-how in the company in the long term.<\/p>

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A talent management system integrated into the company with the appropriate processes is mandatory to cover these requirements. However, this costs money, a commodity that is often even scarcer than good skilled workers.<\/p>\n

Integrated talent management<\/h3>\n

The talent management solution from SAP is currently used in Germany by more than 3,000 companies from the midmarket and large enterprises. SAP HCM offers comprehensive functions to optimally support the central HR processes.<\/p>\n

Unfortunately, the introduction of these systems often took place so long ago that the installations no longer optimally support the new requirements for the personnel areas.<\/p>\n

It is therefore necessary to set up new processes in HR management in order to find talent, retain it, make the best possible use of it and remain competitive in the long term. Regardless of whether a new system is implemented or an existing solution is adapted, such a step always means IT investment.<\/p>\n

HR managers who have not yet implemented an end-to-end talent management system face a choice of technology. The key is to achieve the best long-term benefits through the right investment.<\/p>\n

The decision for an integrated system is ultimately a decision for a continuous knowledge build-up in the company. In the process, the rapidly developing technologies should help to achieve long-term corporate goals.<\/p>\n

There is no doubt that the goal of a high return on investment (ROI) can be achieved with such a solution - the difficulty here is measuring it and, conversely, estimating what the costs will be if the investment is foregone.<\/p>\n

HR managers have to decide which way they want to go. They can run talent management as usual on their own systems or rely on an on-demand solution.<\/p>\n

Until now, due to the demands of many existing SAP customers, the software has had to map the customer-specific process exactly. Special treatments, even for small groups of employees, are mapped in the system.<\/p>\n

As a result, solutions can quickly and often unnecessarily become complex. Such a customized on-premise solution requires investment in software licenses, implementation, training, and any customizations or enhancements.<\/p>\n

This is too expensive for some companies, even though Gartner has forecast a slight increase in investments for 2013.<\/p>\n

Talent management on demand<\/h3>\n

In contrast, it's worthwhile for companies to consider an on-demand solution that can be configured to meet needs but with limited customization.<\/p>\n

But what sounds like a disadvantage at first glance is the greatest strength of this new technology. Because in addition to lower costs, there are other advantages to operating an on-demand talent management system:<\/p>\n