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Core HR

Core HR is changing, moving from being about information storage to a more strategic process that syncs with business goals. Core HR in the traditional sense has always been about information gathering and storage. It’s the part that captures things like personnel information, payroll data, benefits, and so on.

Having a human capital management  system of some variety in place has always been essential to keep track of employee data, and it’s common that most companies at present have a core human capital management system that’s focused purely around areas such as payroll, compliance and admin.

But today we find ourselves in a landscape where the job market is employee-led, and core HR functions are increasingly combining with talent management.

Attracting and retaining talent is becoming a major challenge for companies, and company leaders now want to align people and systems with overall organisational goals.

Talent is the new core HR


Suddenly HR needs to be more strategic and ensure the right systems are in place to support employees, while still ensuring admin processes work seamlessly.

They also need to secure the durability of the company and its culture through strategic talent planning, moving from a focus on process and automation, to one of business impact and engagement.

Well, the most important thing is to keep talent at the heart – not just data processing functions. Likewise, and perhaps of equal importance, companies must understand their business priorities first and look to HR technology decisions second.

Changing core HR for the sake of it, or because everyone else is, is not the right move.

Given this, HR professionals are now looking at new software solutions to replace their disparate legacy of traditional  systems in order to unify employee data from a plethora of standalone applications, and ensure their new HR environments are systems of engagement instead of just systems of record.

Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives.

Talent management differs from previous HR processes for hiring, training, and retaining employees—and indeed from HR itself—in several key ways:

  1. Where hiring, training, and retention before were centralized in the HR department, with talent management many of these duties are federated to the front-line managers actually leading the employees in question.  In this way the whole organization is responsible for, and has a stake in these activities.
  2. HR is more administrative-focused, dealing with pay, vacation days, benefits, and complaints, while talent management is almost singularly-focused on helping and improving the top talent in the organization.  Think professional development vs. tracking attendance.
  3. Talent management is strategic, often manifesting as a company-wide long-term plan closely associated with overall business goals, while HR is more tactical, dealing with the day-to-day management of people.

A pain point for many is that you’ve got no budget to buy a system to manage employee data, so everything has always been done with manual systems like Microsoft Excel or paper even, and there’s no automated way to manage and understand what’s happening with employees.

Ultimately though, neglecting or resisting the change that puts talent at the core of HR is only going to impact the business negatively in the long run.

Unifying information and processes allows HR to focus on more important, strategic elements, such as ensuring talent pipelines and career progression.

An organization that does ​this kind of effective succession planning makes sure that the best talent you have is trained and ready to assume the  next position in their career path. Succession planning benefits the employees and it benefits the organization. Managers across the organization are in touch with the employees you are grooming for their next big role.

In larger organizations, talent management requires that track the career paths of employees and manage available opportunities for talented employees. So talent management should be an integral part of every organization in order to reach great heights of success.





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