Halogen Introduces Next Generation Talent Profiles…from Halogen

Halogen Introduces Next Generation Talent Profiles to Improve Talent Decision Making, Drive User Adoption and Collaboration

HRchitect featured Halogen Software in our 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Talent Management leader Halogen Software today announced its Talent Profiles solution, designed to succeed where traditional employee profiles have failed. These unique features provide greater flexibility and insight for talent decision-making across the organization, drive collaboration among employees and departments, and increase adoption and system usage, making talent management a core organizational value.

Halogen’s Talent Profiles solution incorporates all the elements one could expect from a profiling module and extends the value, security and adoption of such a system with distinct features including: fully customizable profile elements to collect information most relevant to a company’s business requirements, multiple role-based profile views, and an HR controlled process to ensure profile completion and richer talent information.

Flexible, configurable employee profiles

Where conventional solutions are static, providing predefined sections and fields based only on the vendor’s suggestions and limiting the search and reporting value of the data, Halogen’s talent profile can be completely customized based on a company’s business priorities. The ability to create custom fields can provide deeper insight into a particular factor or competency that is unique to one organization.

“Our firm growth targets require we have the right associates in the right roles at the right time. We need a tool that will help us match our associates’ skills and passions to the needs of a specific position and market,” said Claudio Diaz, SPHR, Chief Human Capital Officer with Wipfli LLP. “For example, if we need to find the perfect internal candidate to head up a new office, we want to be able to search on criteria that are anchored in our mission, such as giving back to our communities. Halogen’s offering allows us to create and maintain this rich level of detail that captures our associates’ broader experience, expertise and capabilities.”

Enhanced security levels

Security limitations with traditional employee profile systems mean they can only provide two profiles views: a “public view” which is more limited but searchable by all employees, or an administrator/manager view which shows much more detailed talent information but is potentially too sensitive to be used by other members of the organization. Halogen’s robust security model provides definable role-based views, depending on an individual’s requirements for information within the company. Organizations have the flexibility to determine who can see what, and they can define their own uses for the profile based on business needs.

“As an IT consultancy we need to give various team members different types of access to the talent profiles,” said Steve Swanson, Executive Vice President, Bleum Incorporated. “For example we are regularly looking for candidates to be on project teams. Project leaders and others looking to fill these roles will require different access levels to the profiles for security purposes. With a traditional talent profile, which only provides two levels of access, we could not accomplish this. Halogen’s talent profiles give us this critical flexibility.”

Promotes user adoption and profile updates

Another hurdle with traditional employee profiles relates to user adoption – and upkeep. They tend to rely on employees to independently complete them and maintain them, meaning any data or insight promised won’t be delivered if adoption is low. With Halogen’s robust workflow engine, HR has the ability to include process steps that relate to updating employee profiles, requesting employees to complete the required profile information, and reminding managers when their team members still have tasks to complete. Profile updating can be configured as its own process or included as a step in an on-boarding, performance appraisal or talent assessment process. This ensures profile completion is part of the overall talent management processes within the organization to drive user adoption.

Superior searching options

Halogen’s Talent Profile also provides superior searching and reporting capabilities, and makes connecting and collaborating easy for employees across the organization. Users can either conduct simple search engine type searches or advanced searches to find talent profiles that meet particular criteria. Searches are savable and can be exported for further analysis, and profiles can be compared against each other.

These advanced features provide HR and managers with more actionable talent information and enable departments and peers within the organization to connect and collaborate based on the information most important to them.

Halogen’s Talent Profile module will become available in September 2009 as an integrated component of Halogen’s talent management suite, at no extra charge to existing and new customers.

For more information on Halogen Software, please visit www.halogensoftware.com
Matt Lafata, HRchitect

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