StepStone Unveils, Aligning HR Processes

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<p><strong>Austin, Texas &mdash; Nov. 16</strong><br />StepStone Solutions, a provider of on-demand talent management solutions, announced the latest release of its Total Talent Management Solution, featuring seamless integration between the company&#39;s i-GRasp recruitment management application and its ETWeb talent management solution. The enhanced solution enables customers to aggregate, assess and share talent data across multiple HR processes &mdash; from recruitment and performance management to succession planning, learning management and compensation management &mdash; strengthening enterprisewide collaboration and ensuring the alignment of workforce and business goals through important checks and balances.<br /><br />According to Bersin & Associates, a research and advisory firm specializing in corporate talent management and learning, a host of economic and demographic factors have created gaps in today&#39;s talent pool that threaten a company&#39;s ability to execute on its current and future business plans. Exacerbating this situation is the fact that most organizations lack the infrastructure to effectively plan for and respond to talent challenges.<br /><br />”HR organizations, which traditionally have been charged with managing talent-related initiatives, have largely operated in functional and geographic &#39;silos,&#39; with each group governing distinct processes, programs, budgets and technologies,” said Leighanne Levensaler, principal analyst for Bersin & Associates. “Integrated talent management suites give companies a way to address these challenges by enabling better conversations, decisions and planning around business-driven talent objectives.”<br /><br /><strong>Optimizing HR Processes Through Integrated Talent Management</strong><br /><br />StepStone&#39;s Total Talent Management Solution now features a consistent user interface, a single point of access and cross-application workflows that bridge the gap between recruiting and talent management functions.<br /><br />For managers, these enhanced capabilities help users post and manage job requisitions, review applications and evaluate an internal applicant&#39;s candidacy based on the availability of prior performance data &mdash; all from a centralized console. For employees, having a single tool to apply for jobs, set goals and objectives, and participate in the performance appraisal process provides a more consistent user experience, better insight into the skills and competencies required for advancement and greater control over achieving specific career goals.<br /><br /><strong>Total Talent Management Overview<br /></strong><br />StepStone&#39;s Total Talent Management Solution provides rich, multidimensional views of talent data that help users proactively align leadership and workforce objectives with an organization&#39;s goals and strategies &mdash; even as they evolve.<br /><br />Key enhancements to existing capabilities include:<br /><br />Global Talent Positioning System/HR Analytics Dashboard &mdash; Sophisticated decision support tools provide at-a-glance charts, graphs and reports that allow employers to quantify macro trends and “hot spots” across functional areas and geographic locations. Drill down functionality enables users to view details of specific employee groups (or individuals) while a business intelligence engine automatically correlates multidisciplinary data based on predefined objectives and key performance metrics, recommending critical actions and next steps.<br /><br />Performance Planning/360-Degree Feedback &mdash; 360-degree feedback methodologies include the Johari Window, a peer-based performance evaluation tool that assesses employee self-awareness, and a sophisticated scheduling and collaboration tool that helps professional mentors assist employees in interpreting feedback and building actionable career development plans. Automated status monitoring and proactive e-mail reminders improve review response rates and reduce the likelihood that performance plans “fall through the cracks.”<br /><br />Compensation Planning &mdash; “Smart recommendations” provide real-time indicators regarding the market competitiveness of an individual&#39;s salary and keep managers apprised of the budget impact of compensation decisions. Tighter integration with performance modules ensures that an employee&#39;s performance rating is prepopulated into the compensation worksheet and that managers adhere to corporate pay-for-performance and salary distribution guidelines &mdash; or are alerted when exceptions occur.<br /><br />”By combining strategic business information such as revenue goals and growth projections with HR information such as the distribution of performance ratings across an enterprise, and the inventory of skills and competencies possessed by a specific workforce, we can help customers allocate their talent assets more effectively and build more agile, high-performance organizations,” said Bucky Couch, managing director, Americas. </p>

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