Using an HRIS in the Talent Management Life–Cycle

Everywhere, HR professionals are saying the same thing—recruiting and keeping talent is getting harder, and it will only get worse as the baby boomers retire.

That’s reason enough to implement a strong talent management strategy, but there are others, as well—
• Ensuring continuity of leadership and key employees through planning and development
• Preparing for changes in the company and subsequent changes in the workforce, whether by choice or driven by the market
• Getting the most out of employees and encouraging their commitment to the company

To find, develop and keep talent, you need to implement comprehensive strategies that address every step of the talent management life-cycle—recruiting, onboarding, performance management, training and development, needs assessment (gap analysis) and succession planning.

You’re already much better served by employing an HRIS, which automates much of the HR process, making your company more efficient and expanding the capabilities of your HR department.

With iVantage’s Succession Planning module, you can go one step further. Let iVantage^® provide the structure for your talent management efforts.

Are you Prepared for the New FMLA Changes?	Managing Millennials	iVantage Helps Engineer and Structure HR
Effective immediately, the act now requires companies to provide employees with up to 26 weeks of unpaid leave per year for the care of a spouse, child or parent who becomes ill or is injured while on active duty in the military. More...	“RU free 2 meet Fri? B/C if UR not, Mon is OK w/me.” Most people in the workplace today probably wouldn’t send an e–mail spelled that way. However, for a good portion of the younger people just starting their careers, it might be perfectly normal. It’s how they’ve grown up doing it. More...	Before iVantage, Saturn had an HR system through their payroll vendor. The system was not implemented because it was difficult to integrate payroll and HR data. More...

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