In a recent interview with InsideHR Magazine, Riges Younan, VP of Sales APAC at Avature, explores how SaaS technology is influencing strategy and processes around talent management. Recognizing that whilst the deployment of SaaS technology has almost become the norm for modern talent acquisition activities, Riges examines the growing trend within HR that is looking to the benefits of SaaS to boost their talent management programs. As more and more organizations focus on improving business outcomes through their people, today HR is required to play an increasingly important and strategic role within the business.
As Riges explains, “this is a great opportunity for HR leaders to make their own decisions on how they want to use technology to obtain their strategic objectives. But firstly, they need to take a hard look at the technologies and tools available. Making smarter and quicker decisions not only requires good people and processes but more advanced technology than what HR has traditionally been exposed to. The reality is that as the talent market intensifies, the organizations’ agility will rely heavily on the functionality, flexibility, and configurability of their talent management technology”.
The importance of talent management has never been so evident. Riges also points out that “finding ways to motivate and retain the talent that already exists requires HR leaders to deliver talent management programs that are personal and engaging, that help their workforce find purpose in what they do. They must also find a way to get the critical data generated by everyday business activity and apply analytical tools to this data to better understand, predict, and provide insight that is useful to the organisation.”
Although SaaS solutions often require a radical rethink of processes and strategy, savvy organizations are discovering that “the next generation of talent management systems are allowing companies to get their hands around the DNA of their people, to get into the subtler aspects of how employees engage with each other and participate in the business. These systems have started to contribute important information to the Big Data story. Because Big Data is not your payroll, your financial information, or your inventory; it’s the insight and intelligence that companies get from the interactions that their employees have with customers and with each other”, Riges clarifies.
The mounting pressure for HR to play a strategic role in the business will ultimately mean having the right technology to engage employee communities, the data to understand what drives them, and the insight to make smarter decisions.
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