A quick review of the current HR technology market for talent management reveals a lot of hype surrounding the notion of a “one-platform” approach.
In our post-pandemic world of ever-evolving technology and changing consumer preferences, point systems are a thing of the past. In 2021, more and more enterprise organizations are leaving behind the complex, multi-vendor HR solutions that defined a generation of talent management initiatives in favor of single technology partners. With the ability to align every stage of the talent experience while providing organizations with dynamic, integrated and consistent end-to-end workflow management, a one-platform approach empowers HR stakeholders in ways that aren’t possible in the world of legacy and point solutions.
As an industry-leading software company helping customers provide their employees with a unified talent experience, we here at Avature are passionate about people and relationships. We believe that a one-platform approach is defined by three crucial elements: talent, data and a high degree of platform configurability. In today’s article, we will take a look at each one of these elements with the goal of helping our enterprise readers more effectively wade through the murky waters of talent management technology.
Let’s dive in.
“One-Platform” – Fact vs. Fiction