Practical Considerations before Implementing a Talent Management System in Egypt
Up until now, Organizations were only focusing their attention on Core HR, but recently they have realized the need for viable talent data to help drive analytic decisions and workforce planning to reach their strategic business goals. This highlights the need to discover the missing layer of talent data. Progressively, it is becoming imperative for companies to start seeking a talent management system in Egypt that flawlessly integrates their components of succession planning, performance management, learning, compensation, and recruiting. This helps in sharing a common competency model to supply the relevant talent data to employees, in order to help them make strategic decisions. In this context, there are two main challenges that are faced by clients and companies when they are looking to implement a talent management system in Egypt.
The first is that it is highly imperative for them to devise a complete strategic roadmap of what they aspire to garner across their company. Thus, we see myriad companies looking to resolve the most immediate problems at hand, and implementing a part of the overall solution without understanding their long term goals and visions, and how they would make these separate components work together in one integrated solution in the long run.
Secondly, companies often struggle with creating a holistic picture of end-to-end consideration of how it impacts their employees and how the processes work, as well as their HR department. By lending them a deep insight and visibility into their employees, a viable talent management system in Egypt helps equip managers with the right tools to become efficient motivators and team developers. This enables managers to better perceive the business interests of their employees, gauge their skills and competencies, and see what the employees think about business objectives and how they plan to meet them. It provides them with a platform to discuss in detail with their employees, while keeping the HR management out of the picture as the role of being a police enforcer of compliance data.
Thus, in order to implement a viable talent management technology solution, it is better to inspect end-to-end components involved. Instead of focusing entirely on the technology, you also need to know what it means to your processes and your employees who have to use the system. It is vital to realize that you are incorporating a paper based process into advanced technology, and organizations which fail to realize what this means from the perspective of their HR transformation, maybe missing out on something big. For instance, when you integrate your normal business processes in a tool, you are streamlining them. You are altering the way that things were done from the beginning of time. This entails you to train your employees in the workings of the system, in addition to how the processes have been changed. While implementing a new talent management system can be a daunting process, there’s much that companies can do for quick wins.
Firstly, organizations can conduct an analysis and look at what they already have in place. Perhaps a few changes to a configuration could ease matters, or perhaps a piece of the functionality is not being leveraged in the best possible way, or maybe the employees are frustrated by some aspect that could be fixed effortlessly. Another thing to consider is that when looking at myriad solutions, it might seem enticing to want to implement them all at once. However, there are a lot of bells and whistles involved. Getting your HR team excited by putting these changes in place and keeping it simple while building it over time, can garner the best results.