How to choose the right talent management platform for your business

When selecting a talent management platform, consider the following factors:

1. Your business needs: What are your specific goals for talent management? Do you need a platform to help you with recruiting, onboarding, performance management, or something else?
2. Your budget: How much are you willing to spend on a talent management platform? There are a wide range of prices available, so it’s important to find one that fits your budget.
3. The features offered: What features are important to you? Do you need a platform with a strong recruiting module, or do you need one with more advanced performance management features?
4. The ease of use: How easy is the platform to use? Will your employees be able to use it without a lot of training?
5. The level of support: What kind of support does the platform offer? Do they have a dedicated customer support team?
6. The scalability: Can the platform grow with your business? If you plan on expanding in the future, you’ll need a platform that can scale with you.
7. The platform’s integration capabilities: Can the platform integrate with your existing HR systems? This can be important for streamlining your processes and reducing data entry errors.
8. The platform’s security features: How secure is the platform? Do they have features in place to protect your data?
9. The platform’s user interface: How user-friendly is the platform? Will your employees be able to use it without a lot of training?

Once you have evaluated these factors, you can compare different talent management platforms. While GFoundry is an excellent choice, there are other reputable platforms available:

• www.deel.com
• www.remofirst.com
• www.cegid.com

Performance and Career Management: GFoundry allows you to manage performance evaluations and potential assessments, providing a fair and effective system for modern organizations.

Innovation & Ideas Management: GFoundry’s platform allows employees to share ideas continuously, fostering innovation and transforming creative ideas into business opportunities.

Recognition & Feedback: GFoundry’s Recognition Module promotes peer recognition and positive feedback, enhancing engagement. The Feedback Module allows for peer feedback as well as feedback between employees and their supervisors.

KPI’s Competitions: GFoundry’s Competitions Module and API can gamify any data from your CRM or business platforms, promoting friendly competition and engagement.

Competency Mapping: GFoundry’s AI-powered competency mapping provides your organization with a comprehensive view of its skills, identifying any gaps that need to be addressed.

Internal Communication: GFoundry understands the importance of internal communication in shaping organizational culture, fostering collaboration, trust, and shared values among employees.

Pulse Surveys & People Engagement: The Engagement Thermometer Module allows you to understand key trends, sentiments, and behaviors across the company through continuous feedback.

Onboarding and Adoption of new Software: GFoundry can help you effectively and efficiently adopt new software updates or new versions.

Goal Management based on the OKR methodology: Teams and individuals can use the OKR’s Module to define goals, track progress, and achieve ambitious goals. These solutions are interconnected, and together they contribute to a holistic and comprehensive approach to talent management that is modern, innovative, and effective.

1. A more hybrid workplace

It is inevitable to state that hybrid working models are here to stay.

Despite being a trend already identified by many pre-pandemic studies, the truth is that remote work obligations have accelerated the process.

According to an Accenture study, 83% of employees prefer to have a hybrid working model, in which there is a balance between the use of the office and each employee’s choice of where they prefer to work (Accenture, 2021).

This trend brings challenges to any organisation, especially when it comes to managing their teams remotely. Therefore, it becomes essential to define agile communication channels and processes that allow any employee and manager to keep in touch, and ensure that all tasks are fulfilled.

For this, the use of a platform like GFoundry becomes crucial! Besides allowing a simpler internal communication, through push notifications and news, it also allows, in a very agile way, to manage all the training, the employees’ goals through the OKR (Objective-Key Results) methodology, and also to create and manage processes a little more complex such as Onboarding, Performance and Potential Evaluation, Recognition and Feedback programs, among others. Click here to get to know in detail our solutions!

3. Employee well-being as a priority

Since the most critical pandemic period, the well-being of employees has become a very strong concern for managers.

Even with the gradual return to normality, it is indisputable that investment in the well-being of teams has shown positive results in the performance of organisations.

According to a Gartner study, 94% of companies interviewed have made significant investments in wellness programmes for their employees.

To facilitate the creation of these programmes, GFoundry can be a powerful tool. Through the Learn Module, you can make wellness content available to your employees on a frequent basis!

You can also create initiatives (with or without reward mechanisms) that promote interaction between peers related to the promotion of healthy living habits, the promotion of regular exercise and healthy eating, social projects to raise funds for causes, among many others.

In addition, the GFoundry platform also has free Curated Content made available to all customers, with wellbeing categories available to use and share with employees.

Would you like to discuss these and other trends? Talk to us and book a demo!

5 solutions to help you meet the new challenges of remote work:

GFoundry is a leading digital solution for improving the performance and connection of employees with your organization. Through an integrated solution and a holistic view on the management of the Talent Cycle, we impact the engagement of employees, having available several gamification tools that make the user experience more interactive and dynamic. With a multi-platform solution, you can address a number of challenges that the pandemic may have brought to your business.

Challenge 1: How to recruit from a distance?

During the most critical period of the pandemic, many companies moved their recruitment processes to a remote format, or at least the first phases of the processes.

Many were the recognised advantages of moving some phases to a remote model – more agility, less logistical effort, greater cost savings, as well as giving candidates the opportunity to go through the first phases of the process remotely, where the uncertainty is greater.

However, it is challenging to engage candidates for the position within the organisation when the process starts (or concludes) in a remote format. With GFoundry, you can have all your candidates registered on the platform, where they can go through a Recruitment Journey.

This Journey could include filling in forms (with CV or Video Presentation submission), reading or viewing company content, or even taking quizzes on the role you are applying for. You can read more about the impact of the EVP in Talent Attraction here.

The advantage of having all the candidates on a platform like GFoundry allows them, right from recruitment, to have access to the organisation’s working environment, and a bridge to the company.

Not only can they have access to real-time information about the phase of the process they are in, but they can also access information provided, such as generic training content or articles and news.

Challenge 2: How to ensure a successful Onboarding?

If a company has implemented a remote (or hybrid) working policy, it is natural that the onboarding process itself is also hybrid. The onboarding process may contain several types of activities.

Not only training moments, but also interaction with other colleagues, interaction with the company’s physical environment, and also the connection to platforms used by the company. With GFoundry, you can create a top layer that encompasses all these activities, and adds dynamism to this experience for employees.

Through the Missions, you can create Onboarding Journeys, where employees can go through activities as they earn points and virtual currencies.

These rewards are part of the gamification engine developed by GFoundry with the objective of making these Journeys more interactive for users.

In this way, any employee who joins the organisation will know exactly what they have to do to have an effective onboarding process that prepares them for the challenges of their new role. You can read more about how to build Onboarding missions with GFoundry here.

Challenge 3: How to disseminate relevant content?

As well as it is important to get messages across to people, it is also important to make sure we disseminate relevant content correctly.

Unlike shorter messages (mentioned above), sometimes it is necessary to share more dense content, either for the whole organisation or just for a certain group of people.

Through the Learn Module, you can share video, PDF or quiz content with your entire community, or part of it. This content does not necessarily have to be training content, but could be more generalised content like guidelines for employee roles, internal newsletters, or even benefits manuals.

You can use this module in any way you like. By dividing the content into categories, it is simple and intuitive for anyone to find the information they are looking for – whether it is skills information, benefits information, or just the weekly newsletter.

Finally, you can also, if it is part of the organisation’s strategy, integrate external content from other platforms that the company already has into GFoundry.

Some examples are content from Cornerstone, SharePoint, Vimeo, Coursera, or even Youtube.  You can read more about how to create an impactful Learning Journey for your employees here.

Challenge 4: How to get messages to people in a simple way?

Given that people are no longer together in the same physical space, working at the same times, it is challenging for leaders to get messages across to their people.

There are various types of messages, just as there are various communication channels within an organisation. However, it is important to understand that each communication channel should be used for certain messages, and not for everything – a basic principle in Corporate Communication.

With GFoundry, having employees access to an application on their mobile phones, they can receive messages from your company in a simple and fast way.

Whether through push notifications, or through the news available on the homepage, a direct contact bridge can be established between the organization and its people.

This way, you will be able to send the desired messages – can be informative messages, alerts, or even good morning messages and positive reinforcement for the organisational culture. All in a simple and fast way!

Challenge 5: How to manage and develop my teams?

In any organisation, managing people is one of the most complex challenges we can face. Not only because each person is unique, with their own interests, goals and motivations, in addition to the various stakeholders that may impact their performance, such as their colleagues, leaders and/or subordinates.

Allied to all the already existing variables, the flexibilisation of work has added greater complexity to these processes. If, by themselves, people management and development processes are already complex processes, the fact that these processes happen at a distance increases their challenge. GFoundry can meet these new challenges, being the key platform for reaching people in a simple way, and managing these processes in an agile way – even at a distance.

With the Feedback Module, you can manage internal feedback processes, which may be related to Project Feedback, Situational Feedback or with other predefined scopes. Any user can ask for or assign feedback in a simple way, based on variables related to their role. In the end, a manager/team leader can access the results of their elements’ feedback.

This information is crucial to complement the Performance Evaluation. With the Evaluation and Careers Module, you can manage the entire Performance Evaluation process of your organisation. Not only is it possible to make the entire assessment related to the employee’s performance, through his skills and objectives, but you can also manage the next steps, such as the Individual Development Plan (IDP) or the management of Potential.

The IDPs may be defined at the moment of the Performance Evaluation, in which the employee may suggest which skills he intends to acquire, being able to relate them directly to contents available in the Learn Module.

Furthermore, managers may also evaluate the potential of their team members, recognising which employees may be prepared to take on other challenges, according to their individual objectives.

At the end, the HR Manager will have access to crucial information about their organisation:

• Which profiles are performing best?
• Which employees have the highest potential?
• Which people are meeting their objectives?
• Which employees are most likely to leave the company?

Read more: Overcoming Remote Work Challenges