HR BLOG

Rehiring, a popular trend in the companies

They left the company some time ago and eventually came back successfully. This trend is one of rehiring and companies have everything to gain from it.

 The return of employees known as “boomerang” is now particularly well received. They generally have the advantage of knowing the company, its values and a majority of their colleagues in most cases. Anglo-Saxon countries are particularly fond of it or career fluidities are generally well accepted. According to the American HR research firm WorkplaceTrends, 15% of employees in the UK have already returned to a former employer and 40% are considering it.

A winning return under conditions

To consider recruiting an ex-employee is first of all to analyse the causes and consequences of the departure. In the event of a delicate departure, it seems difficult for the company to be able to accept a return. The other point is the years inside and outside the company. How did the years spent in the company go? What experience(s) since his departure?  Each society considers the time spent elsewhere in its own way.

Know how to take advantage of its rapid integration

The temptation to free oneself from a period of integration is great and yet not necessarily judicious. Indeed, boomerang employees guarantee a very fast recruitment process and a virtually zero risk of disappointment that would lead to a break in the trial period. The trap is to think that it is enough to do it again as the first time and continue the past common history. A manager who thinks he knows his former employee perfectly may be disappointed. To avoid any misunderstanding, the HRD or manager must be as precise as possible about the abilities of the job.

To be enriched by the experience of the returnees

The immediately operational nature of the returnees is also one of their assets. Usually the company offers them the same position in order to find the processes and products they know and thus start right away. Others, on the contrary, opt for a new position with a salary increase in order to benefit from the motivation and experience acquired since his departure. The new skills acquired are generally highly appreciated by the employer. Reintegrating Boomerang employees carefully can be very beneficial to the company because they are generally loyal, very committed and excellent trainers and ambassadors.

At Talentia, rehiring is a well-known trend: Testimonials

“I remained in private practice for 1.5 years, while continuing to work closely with TSWE. By dint of meeting the sales representatives and managers, I was offered to coming back to the PSO teams for my experience. Very honoured by the solicitation and happy to be back with this company that is dear to me, I did not hesitate and returned as a senior consultant in January 2009. “ Philippe Perruchet, Quality & Methods Director at Talentia.

In September 2004, I joined a company that was then called Lefebvre Software and had about 150 employees. I came from the world of organization & IS consulting (EY, Deloitte), I wanted to know the world of publishing. I had been sold a leader in vertical Finance / HR Payroll solutions in France and would be to become the number one in Europe.

I almost didn’t finish my probationary period, and then finally I spent more than 12 years there. I was successively a Finance consultant, project manager and project manager director before leaving the company, which became Talentia Software in June 2017. The objective was for me to go “see what was happening elsewhere”, to take up a new challenge.  This very rewarding adventure lasted 2 years until Talentia crossed my path again, and I said yes, once again, for several reasons.

 The functional richness of the house’s products, because as the expression says, “you are nothing without anything”. Talentia DNA and the many colleagues who have become friends over the years: work seriously without taking themselves seriously. The mission, a balanced mix between the use of my skills & expertise but also new working methods (AGILE). A broad and transversal scope of intervention in the company in France but also at group level, in Europe. Not to mention a new challenge with a new organization embodied by the general management of the Pierre POLETTE Group”. Julien Frachon, Project Director at Talentia.

“I joined Talentia at the time of Lefebvre Software in early 2006. I first worked as a consultant, then as a project manager and project manager. Talentia is therefore clearly the opportunity to evolve and develop skills. As everywhere, there are enriching, satisfying and of course less simple moments but the team spirit is always the strongest which has allowed us to achieve very beautiful achievements with our customers. After 10 years, I decided to move to another publisher with the ambition of further expanding my skills. But I went around quite quickly and I’m looked for a new challenge.

And why not change jobs in a familiar environment? I came back to Talentia as a Pre-Sales Consultant! New position, new colleagues, but always the same values: customer service, expertise and collaboration.” Stéphanie Magniez, Pre-Sales Consultant at Talentia.



About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the group achieved a turnover of 70 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

They left the company some time ago and eventually came back successfully. This trend is one of rehiring and companies have everything to gain from it.  The return of employees known as “boomerang” is now particularly well received. They generally have the advantage of knowing the company, its… Read More

Complexity Made Easier #3/3: Future of HR: What’s Next?

September 2019 Blog

David Wilson, CEO of Fosway Group, Europe’s #1 HR industry analyst, joins us for the third and final part of his guest series with us to explore the future of HR, from analytics to AI and beyond. 

One of the stark statistics from Fosway’s HR research is that 68% of HR leaders do not think their current HR systems are ready for the modern workforce.

graphic Do you think your current HR systems are ready for the modern workforce?

So, how can HR ensure its systems are providing what its stakeholders need? One of the keys to this is analytics. Better analytics drive more powerful insights – and these in turn should help connect not only HR silos, but also HR data with broader business metrics. Measuring strategic value and impact HR can deliver – and providing data and feedback for its stakeholders – will never have been easier. Currently, analytics provide executives or board level staff the lowest levels of satisfaction of any HR technology, at just 49%. But the predicted investment in analytics is huge at 68% seeing an increase, making it the #1 area for investment in the year ahead.

Enter the age of AI

The other strategic game changer for HR will be AI (Artificial Intelligence). Fosway research shows that 95% of organisations see AI impacting their strategy and 45% believe it will be truly significant in less than two years. And whilst AI is going to impact lots of aspects of HR process and systems, one of the earliest areas of impact is analytics, and the rapid growth in predictive analytics.

Thanks to its ongoing transformation, HR has the opportunity to move beyond its traditional, transactional roots. And with nearly three quarters of organisations reporting a demand from business stakeholders for HR to prove its business value, the pressure is definitely on. But being overloaded with day-to-day activity is the bane of every HR function, so does something have to give here?

Actually, AI will enable you to automate countless processes, and capture and improve the accuracy of your supporting HR data. For example, machine learning that is being built into so many HR systems, will support recommendations and next steps without any human intervention. Chatbots will start to replace HR helpdesks and save significant time and resource that is currently spent on tactical administrative support in HR.

These intelligent tools are on the way to help HR with its workload and free up time that can then be spent on higher impact, business-aligned and truly transformational innovation. Increasing employee productivity, optimising the utilisation of key talent, raising the performance of your teams, and creating world-leading Employer Value Propositions (EVPs) that attract the very best candidates in the ongoing war for talent.

Additional investment in these new technologies might represent some upfront cost, but the longer term savings in terms of both time and HR resources, not the mention the opportunity cost of you being able to engage in more high impact, transformational activities, should present a compelling business case with a clear return on investment – and ensure your HR function is fit for whatever the future brings.


David Wilson – BIO 

David Wilson

David Wilson is founder and CEO of Fosway Group, Europe’s #1 HR industry analyst. A major commentator on the HR, talent and learning industries for over 20 years, David is a strategic advisor to many major corporate and supplier organisations in the UK and Europe.

David personally leads Fosway’s research and corporate advisory agenda. He is the author of over 150 research papers and articles, as well as being a leading speaker at major conferences and events around the world.

With his extensive market knowledge and detailed insight of corporate projects and experiences, David continues to influence the thinking of many of the leading companies and vendors operating in the market today.

Areas of Expertise

  • HR and learning technology and strategy
  • Vendor solutions
  • Market trends
  • Industry research
  • Corporate advice

Contact Information: +44 (0)20 7917 187; david.wilson@fosway.com



About Fosway Group

Fosway Group is Europe’s #1 HR industry analyst focused on Next Gen HR, Talent and Learning. Founded in 1996, we are known for our unique European research, our independence and our integrity.

For over 20 years, we have been analysing the realities of the market, and providing insights on the future of HR, Talent and Learning. Fosway analysts work extensively with our corporate clients to understand the inside story of the challenges they are facing, and their real experiences with next gen strategies, systems and suppliers. Our independent vendor analysis also provides a vital resource when making decisions on innovation and technology.

And just like the Roman road we draw our name from, you’ll find that we’re unusually direct. We don’t have a vested interest in your supplier or consulting choices. So, whether you’re looking for independent research, specific advice or a critical friend to cut through the market hype, we can tell you what you need to know to succeed.

Talk to us today on +44 (0) 207 917 1870 or via info@fosway.com, or visit us at www.fosway.com


About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the group achieved a turnover of 70 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

September 2019 Blog David Wilson, CEO of Fosway Group, Europe’s #1 HR industry analyst, joins us for the third and final part of his guest series with us to explore the future of HR, from analytics to AI and beyond.  One… Read More

Complexity Made Easier #2/3: Global vs ‘glocal’: The impact of technology on international HR

September 2019 Blog Part 2

David Wilson, CEO of Fosway Group, Europe’s #1 HR industry analyst, continues his three-part guest series looking at HR transformation by helping us understand the reality of where HR is today. In this post he explores the challenges faced by international organisations and how technology can help support global HR transformation.

There is no question that HR technology can be a huge enabler for organisations today, with our current research data showing that over three quarters of organisations are increasing their investment in digital this year. But the reality our research also highlights is that there is no one size fits all approach. And this is especially true for international organisations.

When commentators and analysts talk about HR, the regional subtleties across Europe for example, are often ignored. But for us at Fosway, it’s understanding these local nuances that is often the critical difference between success and failure. HR in Europe doesn’t conform to a single set of challenges with a simple set of answers. Unfortunately, it is usually much more complex.

Key considerations for international HR

Whether it is coping with multiple language capabilities, cultural differences or variances in data privacy, there is no room to make assumptions about what a HR system can provide your people across different countries and contexts. Only around a third of European organisations adopt a centralised operating model when it comes to its internal systems. Federated models, where some responsibilities are devolved within a common framework and IT systems architecture, are far more common and account for 57% of organisations from our research.

This has significant implications for HR processes and technology choices. The majority of organisations need systems that can accommodate combinations of common process whilst also being able to flex to enable local practices. And not all HR systems are able to cope with what some call this ‘glocal’ approach.

Often there are sacrifices in systems admin overheads, process flexibility and enabling group-wide transparency that make it difficult to support diversity, local discretion and business agility. This often means that HR systems implementations turn into exercises in creating homogenous processes, more than liberating more local agile practices.

Creating a coherent HR IT ecosystem across the different specialisms and local requirements can be complex. The key is avoid the HR and talent systems environment becoming too much of a ‘Frankenstein’s monster’ of different systems bolted together based on legacy platforms from acquired companies and regional expansions.

The lowest levels of standardisation of HR systems are in the following areas:

  • Onboarding (84%)
  • Workforce planning and organisational design (76%)
  • Analytics (75%)
  • Employee engagement (71%)
  • Payroll (67%)

Governance is a critical aspect of managing your HR tech solutions. By articulating shared approaches and the different elements of how your organisation localises across different regions, these can be documented and used to manage consensus around how to leverage your different HR platforms and making sure different suppliers understand – and can cater for – your unique requirements.

Ultimately, try to focus on how HR technology can help solve your key business challenges. Concentrating on how it can help increase business agility for example, rather than just trying to simplify or rationalise your systems, will potentially be the differentiating perspective of high performing HR functions going forwards.

David Wilson – BIO 

David Wilson

David Wilson is founder and CEO of Fosway Group, Europe’s #1 HR industry analyst. A major commentator on the HR, talent and learning industries for over 20 years, David is a strategic advisor to many major corporate and supplier organisations in the UK and Europe.

David personally leads Fosway’s research and corporate advisory agenda. He is the author of over 150 research papers and articles, as well as being a leading speaker at major conferences and events around the world.

With his extensive market knowledge and detailed insight of corporate projects and experiences, David continues to influence the thinking of many of the leading companies and vendors operating in the market today.

Areas of Expertise

  • HR and learning technology and strategy
  • Vendor solutions
  • Market trends
  • Industry research
  • Corporate advice

Contact Information: +44 (0)20 7917 187; david.wilson@fosway.com

About Fosway Group

Fosway Group is Europe’s #1 HR industry analyst focused on Next Gen HR, Talent and Learning. Founded in 1996, we are known for our unique European research, our independence and our integrity.

For over 20 years, we have been analysing the realities of the market, and providing insights on the future of HR, Talent and Learning. Fosway analysts work extensively with our corporate clients to understand the inside story of the challenges they are facing, and their real experiences with next gen strategies, systems and suppliers. Our independent vendor analysis also provides a vital resource when making decisions on innovation and technology.

And just like the Roman road we draw our name from, you’ll find that we’re unusually direct. We don’t have a vested interest in your supplier or consulting choices. So, whether you’re looking for independent research, specific advice or a critical friend to cut through the market hype, we can tell you what you need to know to succeed.

Talk to us today on +44 (0) 207 917 1870 or via info@fosway.com, or visit us at www.fosway.com

 

About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the group achieved a turnover of 70 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

September 2019 Blog Part 2 David Wilson, CEO of Fosway Group, Europe’s #1 HR industry analyst, continues his three-part guest series looking at HR transformation by helping us understand the reality of where HR is today. In this post he explores the challenges… Read More

Complexity Made Easier #1/3: Today’s reality of HR transformation

September 2019 Blog Part 1

David Wilson, CEO of Fosway Group, Europe’s #1 HR industry analyst, begins a new three-part guest series looking at HR transformation by helping us understand the reality of where HR is today. Because without understanding the complexities we face today, we won’t be ready to tackle the challenges of tomorrow…

Every year when Fosway launches the annual HR Realities Research, there is no doubt in my mind that an interesting set of results are in store. And what is most fascinating about the data we gather from 500+ HR leaders across Europe, is that the reality of HR today is one of massive change. The cumulative impacts of the ongoing war for talent, the challenge of creating strong people experiences, the pure speed of technology development and the tumultuous macro-economic picture, are all converging and piling the pressure on HR.

The ‘need for speed’ is increasing

More than anything, this year’s data highlights the need for a new and more agile approach to HR. Conservative strategies simply aren’t going to cut it going forwards, because by the time the ink is dry, things will have moved on. Increasing business agility is now the #2 business driver for 86% of HR professionals, second only to increasing performance and profitability (unsurprisingly, the perennial #1). The days of software implementations taking 18+ months are rapidly becoming a distant memory. Moving at the pace of the business, particularly where HR technology is concerned is now a must.

Graphic 1 Fosway, Currently, whare are your organisation's most significant business challenge ?

HR’s priorities remain broad but must be aligned to overall business priorities

How much can technology really help tackle the current complexities of HR as a function today? When we explore the top priorities for HR, there is certainly a broad spectrum of different requirements. It might be fair to say that many of the items on the priority list are there because there is nowhere else in the organisation that can or will deal with them. Is employee engagement really HR’s problem for example? But that is another post all on its own. There does, however, seem to be little doubt that investment in HR technology and innovation can help tackle these priorities, as 76% expect to see an increase in their spend this year.

graphic 2 What are your top priorities as an HR organisation ?

Being digital is as much about mindset as technology

This increasing spend and urgent drivers often result in investment in multiple HR systems and disparate technology implementations within single organisations. Sometimes there is overlap, sometimes there are numerous specialist solutions all tackling different HR processes. Almost three quarters of companies have a ‘non-standardised’ approach like this, meaning there are multiple different touch points for employees across core HR functions, learning and development, payroll, talent management etc.

At face value, this shouldn’t be a problem. But the reality is that there does ideally need to be some thought and planning that goes into the purchasing of systems and integration both from an end-user perspective, but also from HR’s perspective. For example, how do you manage and consolidate employee data from different countries? How do you create coherent digital experiences for all of your people regardless of role or location? How do you report on outcomes that impact business performance and productivity? The concept of digital transformation is about much more than just adopting another new system. Yes, HR technology allows you to automate processes. But this means you need to spend more time ensuring HR’s goals are more business aligned in order to become truly transformational.

I look forward to exploring some these themes more in the subsequent posts here on this blog.

 


David Wilson – BIO 

David Wilson

David Wilson is founder and CEO of Fosway Group, Europe’s #1 HR industry analyst. A major commentator on the HR, talent and learning industries for over 20 years, David is a strategic advisor to many major corporate and supplier organisations in the UK and Europe.

David personally leads Fosway’s research and corporate advisory agenda. He is the author of over 150 research papers and articles, as well as being a leading speaker at major conferences and events around the world.

With his extensive market knowledge and detailed insight of corporate projects and experiences, David continues to influence the thinking of many of the leading companies and vendors operating in the market today.

Areas of Expertise

  • HR and learning technology and strategy
  • Vendor solutions
  • Market trends
  • Industry research
  • Corporate advice

Contact Information: +44 (0)20 7917 187; david.wilson@fosway.com



About Fosway Group

Fosway Group is Europe’s #1 HR industry analyst focused on Next Gen HR, Talent and Learning. Founded in 1996, we are known for our unique European research, our independence and our integrity.

For over 20 years, we have been analysing the realities of the market, and providing insights on the future of HR, Talent and Learning. Fosway analysts work extensively with our corporate clients to understand the inside story of the challenges they are facing, and their real experiences with next gen strategies, systems and suppliers. Our independent vendor analysis also provides a vital resource when making decisions on innovation and technology.

And just like the Roman road we draw our name from, you’ll find that we’re unusually direct. We don’t have a vested interest in your supplier or consulting choices. So, whether you’re looking for independent research, specific advice or a critical friend to cut through the market hype, we can tell you what you need to know to succeed.

Talk to us today on +44 (0) 207 917 1870 or via info@fosway.com, or visit us at www.fosway.com


About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the group achieved a turnover of 70 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

September 2019 Blog Part 1 David Wilson, CEO of Fosway Group, Europe’s #1 HR industry analyst, begins a new three-part guest series looking at HR transformation by helping us understand the reality of where HR is today. Because without understanding the complexities we… Read More

The 7 Deadly Sins of the HRD: Sin #1, rest on your achievements

No, the attractiveness of the company is not only due to its results and its place on the market.

Today, we live in a highly connected world, with internet, we can learn about a company, its values, its quality of life at work, its compensation levels before applying or committing.

Just as they are measured in their performance, in the added value they bring to the company, they can freely post their opinions and their different experiences… And the web has a long memory!

Thus, the company no longer has control over what is said about it and attracting and retaining new talent has become very difficult. In addition, the scarcity of qualified profiles in many sectors of activity is leading to an increasingly fierce battle for new talent. And the figures are clear, globally, 40% of business leaders face difficulties in hiring qualified employees in certain sectors.

Monitoring the influence of social networks has thus become a major challenge and companies are still struggling to understand it.

In addition to the advantages that digitalization confers on companies, human resources also have a role to play in the work of the employer brand. They must communicate proactively by creating a culture of brand ambassadorship, inviting each employee to post regularly on the web. This new form of HR marketing boosts the company’s attractiveness and also reinforces the “Personal Branding” of employees.

Control your image to stay in the race!

The situation is now clear: There is now a need to develop an excellent employer brand.

However, be careful not to want to do too much and sell what doesn’t exist. Remain consistent in your speech, your promises and your corporate culture. Keep in mind that while candidates’ trust can be easily earned, it is still very volatile.



About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the group achieved a turnover of 70 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

No, the attractiveness of the company is not only due to its results and its place on the market. Today, we live in a highly connected world, with internet, we can learn about a company, its values, its quality of life at work, its compensation levels… Read More

Talentia updates its HR platform and announces new modules to simplify HR complexity

Talentia Software, a editor of financial and HR management software specializing in ETIs, goes further in managing the complexity of Human Resources by offering four new modules integrated into its HR platform: Recruitment Management, Organizational Charts, Employee Analysis and Review and a new Collaborator Portal.

As the world of work evolves more and more rapidly, HR managers are faced with multidimensional complexity and real challenges related to retaining and engaging their employees, recruiting new talent, optimizing HR processes and digitalizing the HR function.

With the Talentia HR Suite; automate, streamline your HR processes, eliminate time-consuming tasks and focus your teams’ attention on what is essential; namely; managing human capital and supporting your company’s strategic objectives.

Talentia’s HR suite enables, through automation, artificial intelligence and BI, to considerably simplify the growing complexity of HR. This allows companies to better develop, manage, reward and retain their most important resource: their employees.

Talentia HR Suite is a modular, complete and integrated suite providing all the essential building blocks for optimizing HR processes: payroll and personnel administration, recruitment, onboarding, time & activity management, performance & skills as well as training and development.

Talentia Recruitment: an innovative solution to easily attract talent, manage the selection process and pre-selection

Thanks to its new recruitment solution, Talentia allows the automation of candidate selection and follow-up and delivers all the associated analysis and reporting tools:

  • A complete and innovative solution based on AI and RPA
  • Semantic Research of Candidates
  • Automatic CV analysis
  • CV sharing – ask for feedback
  • Killer Questions
  • Linguistic Tests
  • Video Interviews

Take advantage of the latest technologies to reduce your hiring time by 50% and increase your recruitment by 45%.

Talentia’s organizational chart solution: the intuitive organizational chart tool

Unique on the market, Talentia’s organization chart management solution allows you to create interactive organization charts with up-to-date real-time data on employees. In addition to being a fast and powerful reporting tool, Talentia’s organization chart management solution offers HR the possibility to test different organizational scenarios before making them public once they have been validated. In a principle of reliable data, the information is taken from Talentia’s Core HR and rewired into Dynamic Payroll.

Talentia payroll review: a collaborative tool that allows HR and managers to automate and simplify the salary review process.

Talentia salary review is intended to be a reference for collaborative tools that allow HR and managers to automate and simplify the salary review process. A revolutionary way to find the right balance between budgetary constraints and engagement and retention policies.

The salary review can be used as a stand-alone tool or integrated with the entire Talentia HR suite, allowing a simple process from planning to notification to the payroll system.

Managers thus become the main actors in this process. Through a single form, they can consult for each member of their team the current salary, performance, recommendations for increases and the proposed increase in performance. Workflows simplify the validation and implementation processes in payroll.

New Talentia ESS portal

Talentia’s new collaboration portal is becoming more ergonomic and offers a new user experience. It includes a virtual assistant, rich widgets and shortcuts to external links that can be configured according to the company’s needs. A real platform for exchanges between HR, the company and its employees, this new portal makes it easy to set up an internal blog to share information, for example.

About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting, and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia, and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany, and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the Group achieved a turnover of 70 millions of euros and 450 employees.

More information: https://www.talentia-software.com/

Press Contact

Isabelle Laville – Tel: +33 1 40 40 86 31 53 – +33 6 25 47 18 03 – @ : ilaville@replique-com.com

Talentia Software, a editor of financial and HR management software specializing in ETIs, goes further in managing the complexity of Human Resources by offering four new modules integrated into its HR platform: Recruitment Management, Organizational Charts, Employee Analysis and Review and a new… Read More

The 7 Deadly Sins of the HRD: Sin #4, put all your eggs in one basket

Recruitment is not the only means of mobility

The environment, its economic and financial situation, its need for agility, the evolution of technologies forces the company to adapt ever more quickly and to constantly rethink its organizational mode. To do this, HRDs need to anticipate and react quickly, they are the most concerned and challenged by change.

Faced with this, the first reflex is to look outside the company for the skills and resources that you do not necessarily have. In reality, in the majority of cases, potential internal talents able to evolve within the organization have not been identified. To remedy this, the company must define a talent management strategy and equip itself with tools for skills management and succession & career management.

On the employee’s side, external mobility is either due to a constraint or an opportunity. In the second case, HRDs must be creative in identifying them using high-performance tools and attractiveness. External mobility is of a longer duration and has a significant cost for companies.

In the case of internal mobility, it is intended to be transversal or geographical. Even if it seems simpler and represents a lower risk for HR managers than external recruitment, it is not always sufficiently solicited and promoted within the company.

This is a very damaging reality because the skill levels of each employee have already been assessed, the degree of involvement is a priori known and adherence to the company’s culture in general acquired. The integration cycle is therefore considerably reduced and the chances of success on the job are increased.

This is what constitutes the limits of the collaborative mode between operational management teams and HR managers. The latter often have difficulty in gaining visibility into the aspirations of employees. The latter can express their expectations during the various individual performance or professional interviews, but they are not always shared with human resources, especially when the process is not digitalized.

Finally, some managers can use talent retention to prevent mobility so that they do not separate from an essential element of the team to achieve objectives.



About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the group achieved a turnover of 70 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

Recruitment is not the only means of mobility The environment, its economic and financial situation, its need for agility, the evolution of technologies forces the company to adapt ever more quickly and to constantly rethink its organizational mode. To do this, HRDs need to anticipate and react quickly,… Read More

The 7 Deadly Sins of the HRD: Sin #3, to see oneself as essential

The company is not solely responsible for the employability of employees

Let’s be clear, making a career within the same company is a concept that is now a thing of the past. And for good reason, today’s world, in constant change, where the economy is more and more competitive and the increasingly demanding job market is largely responsible. Faced with this, everyone must be aware that it is necessary to define their own professional trajectory and set the objectives that accompany it. A paradoxical situation when we know that many young graduates no longer imagine themselves doing the same job throughout their careers….

However, to meet market demands, the future employee must now, more than ever, work on his employability and take charge of his career. Being employable has become the big issue for all of us. To do this, it is a matter of cultivating your personal brand, developing skills by working on your potential, your different knowledge and your adaptability to different environments.

The objective of this work is to be able to be sustainable, to be able to plan for the future with the best chances of success here or elsewhere.

Making oneself indispensable is undoubtedly the greatest challenge for employees in companies.

The role of HRDs is to support them in taking this new situation into account. They must, with the support and involvement of the management teams, help them to understand that efficiency must be put back at the centre of the debate. It is a question of making newcomers understand that it is their involvement in carrying out their missions on a daily basis, their investment in new projects, that makes it possible to deploy their employability.

The company and HRDs no longer force people to train at all costs and outside their real aspirations, but are now working to restore the desire to train in order to give meaning to their careers and enable them to develop fully and usefully.

The Millenials : Generation in perpetual motion

This is the major consequence of today’s situation. All these transformations are now forcing companies to ensure the loyalty of Generation Y or risk losing a significant portion of their workforce. According to Deloitte, 44% of Millennials (people born after 1982) say they plan to leave their current employer within 2 years if there is an interesting offer. A figure that rises to 66% if the deadline is extended to 2020.

The risk for companies is to lose their best talents and the whole objective and to gain the loyalty of Generation Y. The Millennials are looking for an employer who shares their values and it is in this sense that the company must work to retain young professionals.

Another point is that the question of the position and missions is crucial to attracting and retaining the best talent. The focus is on improving everyone’s skills, income and quality of work life. These are challenges for companies more than ever under pressure. No, the company alone is more responsible for the employability of employees.



About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the group achieved a turnover of 70 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

The company is not solely responsible for the employability of employees Let’s be clear, making a career within the same company is a concept that is now a thing of the past. And for good reason, today’s world, in constant change, where the economy is more and more… Read More

The 7 Deadly Sins of the HRD: Sin #2, do not record your ideas

Change is not only a matter of will

For a long time, we imagined that we could drive change simply by decreeing it. The company set the roadmap and its new directions and regardless of the commitment and support of the employees, the most important thing was to continue on the path set and achieve the objectives set. Today, that era is over. The shortage of qualified resources and the difficulty in attracting new talent no longer allow this way of thinking and doing. Organizations and HR managers who want to impose change without identifying and supporting the talents and drivers on which to build have become aware of the risk of failure.

To succeed in this transformation, there are two major challenges:

1) Focus on close proximity to the field

2) Show empathy and listening skills

For HRDs, it is thus a question of mastering the elements conducive to transformation, but also of understanding and anticipating as well as possible the possible barriers to change.

In this context of unprecedented organizational upheaval, HRDs have a complex but indispensable role in its implementation.

The HR function thus becomes a Business Partner to help increase productivity and make financial decision-makers, operational managers and HR decision-makers work hand in hand. The objective is to align HR policy at all levels of the company.

Other fact is that it must position itself as a Human Partner in order to provide a more respectful aspect of the human being by taking into account all stakeholders – Management, managers, employees and while following the three main essential phases of the change cycle:

  • Diagnosis: Identification of needs, populations concerned, and their acceptance of the change.
  • Support: choosing the most appropriate levers for communication and training while preserving the social climate.
  • Piloting: finding the men and women, the leaders capable of piloting everyone.

 

Supporting employees: the experiential is the key!

Accompanying change is above all a question of the will to lead the transformations. All the teams are now waiting for new perspectives and new experiences from the company. They want to be more involved in new projects of the company.

 HRDs must encourage and facilitate this appetite to build employee loyalty. The idea is to allow a certain number of skills to be confused with life skills outside their area of competence in order to allow everyone to develop and become fully involved.

About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the group achieved a turnover of 70 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

Change is not only a matter of will For a long time, we imagined that we could drive change simply by decreeing it. The company set the roadmap and its new directions and regardless of the commitment and support of the employees, the most important thing was to… Read More

Talentia Recruitment: an innovative solution to easily attract talent, manage the selection process and pre-selection

The strong competition and scarcity of skills creates a real talent war. Companies must implement real recruitment strategies to be competitive. When you only have one chance to make a first impression, it is essential to optimize the recruitment process to move quickly and offer a great experience to your future employees.

For any company, it is important to be able to quickly identify the right candidates and optimize the information and validation processes between recruitment managers, candidates and managers. Speed is key in any recruitment process.

From sourcing to evaluation, sending an offer and integrating candidates, Talentia Recruitment streamlines the entire recruitment process, automating most of the administrative and redundant tasks associated with recruitment.

Talentia Recruitment

Talentia Recruitment is:

  • Attract the right candidates and offer them a consistent and attractive experience.
  • Develop collaboration and information sharing with all persons involved in the recruitment process.
  • Save time on each step and simplify the candidate selection process.
  • Benefit from better visibility by automatically distributing new job offers on various recruitment platforms and social networks.


Reduce hiring and integration delays

Talentia Recruitment’s automatic publication tool allows you to post job offers from the career page on all job platforms and social networks.

By automatically screening candidates and optimizing the entire hiring process, you can increase the performance of your recruitment process and reduce hiring time by 50%.

The advantage of the solution is not only its ability to recruit the best candidates, but also its ability to rank them, thanks to a semantic engine capable of reading job offers, the content of CVs and matching them.

Streamline the recruitment process with automated tasks

1) Selection of candidates

Candidates are listed according to their skills or even distance from the workplace. Talentia recruitment automatically selects the best candidates by automatically identifying the candidates’ skills in relation to the profiles sought by automatically reading CVs and offers.

 2) Employees portal

By integrating an employee portal accessible online, Talentia Recruitment allows companies to improve the experience of employees and candidates and thus the company’s image. Interactions between HRDs and collaborators or candidates are facilitated through chat and interactive Q&A.

 3) Automatic publication

Talentia recruitment allows you to automatically publish offers on recruitment platforms and social networks for better visibility.

4) Video Recruitment

 Candidates can be assessed through skills tests, videos and online questionnaires. This way it is possible to contact more candidates faster.

5) Document management

Talentia Recruitment simplifies administrative management by allowing the company and candidates to share and archive HR documents: CVs, promises, contracts and evaluations, etc. This simplifies communication and shortens the recruitment process.

6) Dashboards

The reporting tools integrated into Talentia Recruitment give HRD the ability to track recruitment activity with one click: number of applications received, processed, number of candidates recruited in relation to objectives, etc.



About Talentia Software

Talentia Software is one of the leading international publishers of solutions for digitizing HR and finance functions for ETIs. Talentia develops solutions for financial performance management (accounting, consolidation, reporting and budgeting) and HR (HR payroll, talent management, employee administration). Talentia’s solutions are complete, integrated and adapted to the specific complexity that ITEs must manage. Talentia Software is a French group with a strong presence in Southern Europe, particularly in Italy, Iberia and Greece. Following the acquisition of Addedo in 2018, Talentia is now also present in Switzerland, Germany and North America. More than 3600 companies are already using Talentia solutions to simplify the management of their financial and HR complexity. In 2018, the group achieved a turnover of 70 millions of euros and 450 employees.

More informations : https://www.talentia-software.com/

The strong competition and scarcity of skills creates a real talent war. Companies must implement real recruitment strategies to be competitive. When you only have one chance to make a first impression, it is essential to optimize the recruitment process to move quickly and offer a great experience… Read More