A talent management technology itself cannot make the life of HR professionals easier. It should always be based on a specific strategy. According to the Talent Management website, the most common mistakes in implementing technologies for talent management include the following cases.
1. You digitize processes the completion of which employees and managers consider boring and without much added value. You cannot look at the final results differently.
2. You think that implementing a technology from a vendor is the same as developping your own talent management strategy. You underestimate the cultural and organizational change coupled with requirements to support the use of these tools.
3. You believe that you will achieve the ideal final solution by gradual implementation of all the modules from a vendor. You do not realize that the real value and efficiency can only be achieved through holistic thinking and implementation of processes across individual functional models.
4. You deploying a talent management technology without having a solid foundation in the form of information about who is the subordinate of who, in which geographic areas reporting is needed or what type of information will be stored in the basic HRMS system and in the talent management system.
5. You leave the implementation of the technology to enable your strategy of talent management under the control of the IT department. IT has to be a partner, not the owner of the project.
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