Standalone Talent Management Solution or Holistic HRIS/HCM?

September 2, 2015
This article posted in: HR Systems  Tags: Technology, HRIS/HCM, Functionality

silo talent management solutionsAn increasingly common question I’ve been hearing lately is should my organization solve for just one or two gaps in our HR Technology void or should we take a more comprehensive view and go with a holistic HRIS solution. The most common situations or question I am being presented is whether ‘our company should adopt a singular Applicant Tracking System (ATS) or a standalone Performance System that could be managed with a best-of-breed standalone Talent Management Solution or should we explore investing in implementing a HRIS/HCM solution to solve the full breadth of our HR gaps’.

This is certainly not a simple decision and is one with pro’s and con’s on each side of the equation. In the forefront of this discussion is the fact that most HR departments typically do not have a budget for any sort of HR Technology. So, in addition to presenting a case to leadership that a real need exists to invest in HR technology, HR almost always needs to garner internal allies to help support and fund this type of a project. In order to get any type of solution approved and funded, the HR team needs to prove to Executives that the pains and difficulties are being experienced throughout the organization and that they are negatively affecting the business. Not an easy thing to do, especially when most sources of pain are difficult to quantify. (read our How Do You Justify An Investment When HRIS ROI is Not Quantifiable blog)

Every organization is different and has a unique set of circumstances and philosophies on how they run their business. I’ve created a list of pros and cons you should consider when winding your way through the HR technology landscape and determining whether to choose a standalone Talent Management solution or a holistic HRIS.

PROs – Standalone Talent Management Solution

CONs – Standalone Talent Management Solution

PROs – Holistic HRIS/HCM

CONs – Holistic HRIS/HCM

As you can see, there is certainly no clear right or wrong answer to this question of investing in a standalone Talent Management solution or a holistic HRIS/HCM. It boils down to simply finding the solution that best fits your organization after careful consideration of all factors. The most resounding feedback I have received from clients who have gone through this process is to not be afraid of a higher initial cost or in doing more work upfront in determining which route might be better. In a number of cases, a lower short term cost has ended up being the highest total cost of ownership. In the end, take the time to do your due diligence so that you can be confident in your course of action.

 


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About the Author:

Tim Burkholder

Tim Burkholder has spent his entire 20+ year career working with HR, IT and Finance professionals and advising them on software technology purchases for HRIS, Payroll, Time & Labor Management, Recruiting, Onboarding, Performance Management and Learning Management Systems. He is specifically focused on mid-market organizations and has a broad understanding of their critical human capital management requirements to ensure the successful evaluation, selection and transition to the right solution. Using a consultative approach, Tim’s experience and true understanding of vendor capabilities allow him to justify to executives why they should invest in HR Technology and ensure a clear return on investment.

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