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Learning Management Systems and Talent Management Systems play very distinct, and yet, slightly intersecting roles in an organization’s growth. Both these systems have one common attribute. They have been designed to work around employees of an organization, although their function is vitally diverse. Let’s take a look at 5 differences between Learning Management and Talent Management Systems.

Learning Management System or Talent Management System
Learning Management System or Talent Management System
Defining quality

A Learning Management System (LMS), by definition, is an application that manages, deliver, documents, reports, and tracks e-learning training programs and courses. It is a powerful tool that helps an organization’s workforce to continue to learn and evolve outside of a traditional learning system.

A Talent Management System (TMS) is an application that assists in qualifying candidates, managing talent, and human resource retention within an organization. It is a powerful tool, which focuses on supplementing an organization strategically to accomplish its long-term business objectives in terms of human capital or talent.


An LMS is a complete and standalone software application that helms learning, skill enhancement, and employee growth in every organization. Some of its important functions are:

  • Enrolling and Administration
  • Course and Content Delivery
  • Training Management (scheduling, analyzing, tracking, etc.)
  • Skill Gap Analysis
  • Individual Development Plan (IDP)
  • Assessing and reporting
  • Resource Management
  • Virtual Organizations
  • Performance Management System Integration
  • Certification

A TMS is an integrated software application that provides integrated or disparate modules in the areas of human resource or capital management. Some of its functions are:

  • Talent Recruitment/Acquisition
  • Goal Management
  • Performance Management
  • Learning Management
  • Compensation Management
  • Career Growth
  • Succession/Replacement Planning

Some features of LMSs are:

  • Study offline
  • Organize virtual conference sessions with multiple learners simultaneously
  • Online whiteboard for instructors and learners to create and share information real time
  • Sell courses online and receive payment through integrated processors like PayPal
  • Multiple device (smartphones, desktop and laptop pcs, tablets, etc.) usage
  • Exchange data using, SCORM, Tin-Can, etc.
  • Use personal branding and custom themes for interface
  • Add or remove custom plugins

Some features of TMSs are:

  • Integrate with various social media platforms like LinkedIn, Facebook, and Twitter
  • Incorporate source analytics to the software and track all the channels that candidates use to reach an organization
  • Basic functions include resume tracking, onboarding, training approvals, performance scorecards and reviews, incentive planning, etc.
  • SaaS applications
  • Recruitment and management of contingent labor such as freelancers, independent vendors, project-based contract workers, consultants, etc.

An LMS has its foundation in learning and skill enhancement. It manages complex databases combined with the digital frameworks for curriculum management, training and course material, and tools of analysis and evaluation. This kind of application enables everyone to create, manage, track, and/or distribute course content of any kind.

A TMS is based on the four pillars of talent management: recruitment, learning, performance, and compensation. Its recruitment software helps the HR team to find, source, and engage with potential candidates before competitors do. A TMS’ corporate learning software aims to develop an organization’s employees to their optimum potential. The application’s performance software includes more people, managers and peer, in the review process to understand more accurately about an employee’s skills. The compensation software automates remuneration tasks and reduces manual labor. This decreases the scope for errors and highlights rewards and recognition visibility.


Multiple people use an LMS in every organization. Authors create e-learning content and detailed modules. Team leaders/managers identify the team members who require skill enhancement or those who are capable of learning new skills. Learners are the employees who have been selected by their managers or team leaders to learn a new skill or sharpen an existing one. Administrators are responsible for enrolment, registration, and management of learners.



Differences LMS TMS
Defining quality Manages, deliver, documents, reports, and tracks e-learning training courses Qualifies, manages, and retain talent
Functions Some functions:

·         Course Content Delivery

·         Training Management

·         Assessing and reporting

·         Resource Management

·         Certification

Some functions:

·         Talent Acquisition

·         Goal Management

·         Performance Management

·         Learning Management

·         Compensation Management

·         Succession Planning

Features Some features:

·         Study offline

·         Organize virtual conference

·         Online whiteboard

·         Sell courses online

·         Multiple device usage

Some features:

·         Social media integration

·         Incorporate source analytics

·         Resume tracking, onboarding, training approvals, etc.

·         SaaS application

·         Recruitment of contingent labor

Foundation Learning and skill enhancement Four pillars of talent management: recruitment, learning, performance, compensation
Users Authors, team managers, learners, administrators HR executives and managers

The ever-increasing automation of key business processes and outsourcing of non-core functions have revolutionized the way businesses are run today. The focus of the managers has moved from management of tasks to spending more time on activities that add value to organizations such as process improvements.

The early automation of accounting functions helped improve access to data. Financial modeling solutions developed in the 80s and 90s led to fundamental changes in the roles of Finance Directors and Chief Financial Officers.

Now, the attention has moved over to areas for improvement in managing human resources. Roles of the top executives of HR seem to have undergone a major makeover and you find them spending more time to attract, recruit, develop, manage and retain talent, assessing the workforce’s need for skill upgrade and in developing and implementing plans to address them. This a major shift from the way HR has functioned until sometime back. The key considerations now are the development of insight and value creation. HR’s role has become more strategic and all thanks to automation, the HCM systems allow the HR to escape the bureaucratic grind has helped them evolve into a decision-maker.

Business trends and automation have enabled widening of the net to analyze and dissect new business areas that are to be made answerable for the strategic value they impart, and not just the efficiency of the practical, day-to-day and administrative exercise of their duties. Companies, irrespective of their size of operation, should have an established and strong payroll system.

While the task may seem mundane, there are several complex aspects to it, like tax and other statutory deductions from each month’s pay, and ensure timely deposits of those deductions to the rightful government body.


Some of the deductions are as follows:

  • Income tax
  • Social security tax
  • State income tax
  • Local tax withholdings
  • Health insurance
  • Dental insurance
  • Charitable contributions
  • Garnishments
  • Compulsory savings

Why do you need a software solution to process your payrolls?

Payroll processes can give rise to a tremendous burden and unsolicited strain among small business holders. They can be penalized for legal offences such as not fulfilling a statutory obligation, missing a tax deadline, providing incorrect data to the authorities and for erring on deposit of tax amounts deducted from employees’ pay packets. Small and mid-sized businesses would do better to choose and use payroll systems that comply with all aspects of taxation and laws of the state their work premises are in.

For larger companies, too, payroll applications will help them to eschew mistakes and keep all aspects of payroll streamlined and consistent.

Large businesses were once smaller businesses, and like all small ones, a payroll system in some form would have been in use. Once a business grows into a larger enterprise, the payroll tool useful thus far may prove inadequate and necessitate a changeover to a more current and professional system.

A payroll system collects and collates all of employee payment related data such as actual hours that the employee has put in, pay commensurate with the work, taxes payable on the pay and other deductions. Employment taxes to the government too can be managed with the software.

Payroll software usually requires minimal input from the employer. The employer is required to enter employee hours and salary information, after which an automatic calculation is made by the software about the information including withholdings. A majority of payroll software solutions are synced and updated by default each time there is a change in the tax law. Further, it will send timely reminders to employers for filing various tax forms.

Choosing your Payroll Solution

Picking out the most suitable payroll system for your business is a challenge. Deciding on the right solution for your firm will be a difficult task since the market is crowded with robust payroll software. However, there are a couple of factors to be taken into account before making the decision. First, gauge the size of your organization and the portion of your budget that has been earmarked to spend on payroll processing

Is it possible for small businesses to take care of payroll in-house without the aid of software solutions? Of course, Is it possible that by manual processing the business would lose a lot of its valuable hours? Most definitely. One slip-up in calculation is all it takes for the enterprise and its holders to land up in a legal and financial mess. A business at least the size of hundred employees would be wise to invest in a top-notch payroll system.

When choosing payroll systems, managers should consider the following items concerning ease of implementation:

  • Whether data from the existing system can be imported or will have to be manually entered?
  • Whether or not the vendor offers implementation services and consultation?
  • How many labor dollars will be committed to implementing the new system?
  • Should the old and new systems be run side by side for a period to identify and correct errors?

Payroll Solutions

1.    Paychex

Paychex owns the oldest online payroll service SurePayroll founded in 1971. Paychex Flex, the solution under consideration here is the latest product from Paychex’s stable. Paychex Flex is a comprehensive payroll and HR solution, and payroll solution is offered as a standalone too. Scalability, easy usability and customizability of features make it one of the better products in the market.

2.    QuickBooks

QuickBooks is popular accounting software for small businesses. Business News Daily has chosen Intuit as the Best Online Payroll Service for small business overall for the year 2016. The payroll solution can fulfil all statutory requirements, like all taxes payable. In case the company is made to penalty for delay in filing returns or incorrect returns attributable to the software the Quickbooks will make good the losses to its client.  Before implementation, Intuit sends its person to feed all the data and information into the system. The application can all process and print employees’ yearly income tax form.

3.    ADP Vista HCM

ADP, based at Chennai, India was founded in the year 1949. They are anend-to-end international cloud-based Human Capital Management (HCM) solutions provider. The solution integrates the functions of HR, payroll, talent, time, tax, and benefits administration. ADP is a leader in business outsourcing services, analytics and compliance expertise.

4.    CheckMark Payroll

This not too complex, simple product performs all the functions found in more expensive systems, and comes at an impressively low price. Payroll processing, check printing, and tax processing get done in very quick time. The application lends itself to easy customizability for income tax and deductions. Payment by either direct deposit or print cheques straight out of the program is in there as additional feature. E-filing for W-2s, and W-3s to SSA too are available.

CheckMark Payroll software is recommended for use in small and mid-sized companies up to five hundred employees.

5.    TeamWise from Trogon Soft

Trogon Soft is a global Human Resources solution company providing HR software solutions and development services to its customers through leveraging technologies. Trogon Soft has its presence in India, United States and Europe.

Trogon Soft was founded in 2009 and works from its head office in Jaipur.


So, which is the right one for my business?

What we have tried to do precisely is to identify the multiple factors that businesses successful with their implementations have considered for evaluation of a Payroll Processing tool. Evaluation based on the above discussed points may alone not help you to conclude on a product right for you. While these factors should definitely be part of your evaluation process you should also consider whether this tool will be able to adapt to your current methods of running the operations in its entirety and whether it will work in compliance with your country’s taxation regulations.



Your customer service staff works on the front lines of your organization. They are the ones that keep customers happy and loyal by addressing their needs and helping them stay well-informed. As such, they need access to quick online training resources that they can access anywhere, even in the middle of a transaction. In this article, I’ll highlight 6 ways that you can use microlearning in customer service online training. 

 How To Use Microlearning In Customer Service Online Training

Microlearning gives employees the power to brush up on skills and acquire new information at a moment’s notice. There is no need to wait until the next customer service online training session or ask assistance from a supervisor, as all the knowledge they require is right at their fingertips. Microlearning customer service online training even has the potential to increase your sales, boost customer satisfaction, and improve employee retention rates.

A good way to leverage the power of microlearning is by allowing employees to access the training content required at their moment of need. To achieve this, an intuitive, mobile-friendly LMS is critical – one that delivers all kinds of learning such as online, offline, activity-based, and self-paced training on desktops and mobile devices as well.

Here are 6 microlearning activities that can enhance your customer service online training:

  • Task-Based Online Training Simulations
    Online training simulations give your employees the rare opportunity to try out every technique and explore every step in a risk-free setting. They don’t have to deal with a steep learning curve on-the-job, which means that they can provide your customers with the best experience from day one. For example, new customer service staff can learn how to use the POS system or complete the return process by participating in a task-based online training simulation that features the software. Employees are able to remedy any issues that stand in the way and figure out how to use all of the functions in a supportive environment. Just make sure that your online training simulations feature realistic images, characters, and equipment. 
  • Online Training Video Demos: The “Right vs. Wrong” Way
    We tend to learn more when information is in a visual format. Hence, one of the most effective ways to instruct your employees on how to interact with customers is by showing Create an online training video that demonstrates the right service behaviors and actions, and another that highlights everything they should NOT do when helping a customer. Then ask them to identify the differences between each online training video demo, and how they would handle the same situation. These online training videos give them the ability to mimic favorable behaviors and identify habits that may be hindering their performance, so that they can make the necessary adjustments. For example, they may discover that they’ve been performing a task incorrectly or convey inaccurate information to customers. You can also pair these demos with online training simulations that allow employees to practice what they’ve learned.
  • Branching Scenarios Featuring Customer Personas
    Your employees interact with a variety of different customers on a daily basis. So, it makes sense that their online training should expose them to a wide range of customer personas, including those that may be more challenging or problematic. Branching scenarios help to build problem-solving and communication skills by introducing them to virtually every type of customer they’ll encounter. This equips them with the skills and experience they need to avoid conflicts and provide superior service. A secondary benefit of this is being able to handle the pressure that comes with the job, such as trying to calm an agitated customer who isn’t fond of the return policy. When creating your microlearning branching scenarios, concentrate on one topic or task at a time and map out your branching paths in advance. Otherwise, you may end up with a half hour online training activity that overwhelms your employees. 
  • Skill-Centric Serious Games
    Serious games are games that walk the fine line between entertainment and educational value. They typically feature badges, points, levels, leaderboards, and other game mechanics, as well as an emotionally-compelling storyline. Integrating expected behavioral elements into your serious game design can make online training fun, interactive, and memorable. It also allows you to facilitate soft skill training that other activities cannot convey, such as teamwork, problem-solving, and leadership. It’s wise to focus on one skill set for each game at a time to avoid cognitive overwhelm. You should also choose game mechanics that tap into employees’ motivation, like leaderboards for competitive learners and badges for employees who are more intrinsically motivated.
  • nfographics Highlighting Trends Or Tips
    Infographics have been around for years, and they are still commonly used in marketing strategies today. This is because they appeal to our visual nature. They give us all the need-to-know information quickly and in an engaging way. eLearning infographics are great for highlighting trends, statistics, and facts that employees require on-the-job. However, they are also ideally suited for tasks. For example, an eLearning infographic can map out every step of a complicated process, breaking down into easily digestible parts. Customer service employees get a detailed overview of procedures that they must perform on a daily basis, instead of having to scour through a manual to find the information they need. 
  • “Moment Of Need” Online Tutorials
    There are times when employees aren’t going to have the time to sit through an online training course or engage in an online activity, even if it’s bite-sized. These occasions call for quick and concise bits of knowledge that employees access during their “moment of need”, such as microlearning online tutorials that deliver rapid bursts of information. The key is developing online training content that can be accessed repeatedly, so that employees can refresh their memory and improve task proficiency. It should also be mobile-friendly, since most of your customer service staff will be accessing them on their smartphones and tablets. For best results, use a responsive design authoring tool that adjusts the layout depending on the device.

Microlearning is easily digestible, convenient, and targeted, which makes it a perfect fit for your customer service online training program. Be sure to conduct skill assessments and tasks analysis beforehand to make every online training minute count. This will help you to create customized online training content that meets the needs of your employees and yields measurable results.


Systematic and periodic appraisal is necessary to assess the employee performance and identify the scope for improvement. This will, in turn, help employees grow and develop into bigger contributors to your organization.

The general procedure used to carry out this assessment is as follows:

1. Analyze the performance of the resource based on the goals and targets set for the period under assessment

2. Compare the resource’s compensation to his/her performance

3. Offer guidance in order for the resource to perform better and thus bridge the gap between performance and compensation.

Why are performance appraisals necessary?

  1. Right Work: Once an employee’s strengths and weaknesses are identified, a manager can assign the most suitable work, thereby making best use of the available resources.
  2. Promotion: Managers must identify whether an employee is ready to assume a bigger role in the organization. Not only does this motivate the employee to perform better, it also gives him or her a sense of belonging to the organization.
  3. Compensation based on performance metrics: Employees can be encouraged to constantly outperform themselves by rewarding them proportionately. If effort is matched by monetary reward, it inspires the employee to work towards higher goals and receive due compensation.
  4. Human Resource Development Training: The organization must identify the areas of training that the employees require, and address this requirement by choosing the appropriate training program for them. Training broadens the skill set of the employees and boosts their productivity.
  5. Selection Validation: While assessing appraisals, managers obtain a lot of insights into employee psychology. This understanding will come in handy while interviewing and profiling potential employees. By knowing exactly what to look for, managers can have greater success in the selection of candidates.
  6. Communication: Managers provide feedback to their subordinates on their previous year performance and suggest the areas that need improvement. The subordinates gets an opportunity to share their problems, pain points and feedback on the manager’s leadership. This interaction is a healthy two-way communication that creates an environment of trust between them.
  7. Motivation: Performance appraisal is a known motivation tool. The feedback mechanism in this process will definitely encourage merit-based compensation and therefore result in increased efficiency of the uplifted employee.
  8. Inputs for Succession Plans: Companies draw valuable inputs from the Performance Assessment System for charting their Succession Plans for each position within the organization.

The assessment of performance appraisal is not all about the accuracy of the measurement. Hence, other factors must be taken into consideration such as:

  • What influences the quality of performance appraisal data?
  • How do the employees view the appraisal process?
  • How do we use the appraisal process to motivate and develop staff?

Recognizing the scope for improvement in an employee is imperative in the field of HRD.  Talent when nurtured produces better output. Software for HRD is aplenty. Mature performance review solutions are available that adapt easily to current business requirements.

Tracking, managing, and reviewing employee performance with the use of a software will help most organization maximize productivity and give more accurate feedback to employees and report the same to the higher management.

Listed below are some guidelines to optimize the implementation process of performance review solutions.

·         Performance Review Methods

Performance review methods employed are many, and the important ones among them are employee self-evaluations, pay-for-performance, and 360 degree reviews. Factors such as the employee-manager ratio, the areas under assessment, the business culture and the size of the company are to be considered before deciding on a particular performance review method.

·         Assess Performance Review Processes Currently in Use

While the process is getting automated and software driven, the organization should not completely discard the present system that has worked for them thus far. Instead, they should strive to arrive at an ideal blend of proven methods from the old and the new.

·         Consult Key Managers

Consulting managers from different departments may help the organization choose a better application. Therefore, before hiring, a meeting must be called for and the applications must be discussed thoroughly by taking all opinions into account. Few brainstorming sessions with the managers on the topic will guide the organization towards the best choice.

·         Configuration of Performance Review Tools

Performance review tools are designed to lend themselves to the unique needs of an organization, also bearing in mind its missions and beliefs. Settings are to be configured in way that customers can drop messages, managers can easily take notes and employees can leave feedback about peers. The tools also ought to be intuitive and the feedback received for every employee must automatically be summarized to allow a hassle-free review.

·         Groom the Leader for Success

Specific training programs must be devised for heads of departments and managers. The managers should get adept at compiling the feedback data they alone have access to. Compilation of this data will help them write reviews of their subordinates, the way they are meant to be written. Managers acquiring the skill of intuitive navigation within the software will enable smoother roll out of the tool.

·         Rollout Performance Review Program to Employees

It is in general considered a good idea to call in a meeting of all the employees while introducing a new performance review system. The doubts and concerns can be thrashed out once and for all. At the time of the rollout, such facets of this software that employees will have access to should be demonstrated, especially peer-to-peer reviews and self-assessments.

Top Performance Appraisal Solutions


1.    Cornerstone OnDemand

Cornerstone OnDemand is a fully integrated talent management package intended for managing the complete range of activities right from recruitment to training. It has been acknowledged as a market leader in talent management by top analyst firms such as IDC, Gartner, and Forrester Research. It appeared in Gartner’s Magic Quadrant for Talent Management Suites in the year 2013.

2.    Workday

Workday Inc. was founded in 2005 and operates from its head office in Pleasanton, California. The company provides human resource and finance computer software solutions on cloud. This HR software has an easy-to-use interface with real-time updates for making right decisions. Their HR automation solution will help you streamline the HR processes and allows your business to operate like a well-oiled machinery.

3.    Saba Cloud from SABA

Saba is an important global player offering cloud solutions for talent management. Saba solutions are based on the Saba Cloud platform with scalable, sound, and secure architecture. Saba has been in the talent management industry for more than 16 years. Saba Cloud platform was recently upgraded with the latest technology and its talent management solution too underwent a major rebuild. Their headquarters are in USA and they have offices in more than 8 countries.

4.    Synergita

Synergita offers employee performance management application on cloud. It is one of the top solutions with easy-to-use interface and features to empower performance management culture through business. It operates from its main Corporate Office in Thanjavur, India.

5.    Total Talent Management (from People Fluent)

PeopleFluent is a leading human capital management software vendor providing the same as a service on cloud. This comprehensive talent management suite offers a wide-ranging framework for vendor management, compensation, hiring, performance, succession, staff planning and diversity, as well as learning. Add to all this the embedded video, analytics and social collaboration, and you have the PeopleFluent Mirror Suite for Talent Management. The company was founded in 2010 and works from its Head



So, which solution is the right one for my business?

What we have tried to do precisely is to identify the various factors that businesses successful with their implementations have considered for evaluation of a Performance Appraisal tool. Evaluation based on the above discussed points may alone not help you in narrowing down your choices to the right product for you. While these factors should definitely be a part of your evaluation process you should also consider if this tool will be able to adapt to your current methods of running the operations in its entirety.



Taking onboard, the new employees, a few years back, was a long-drawn-out and monotonous exercise for the HR teams.  The new recruits too, found it unexciting as in those days, all those numerous compliance and legal documents and benefit and tax forms which had to be manually filled in.

Onboarding Software

Today, onboarding solutions can accelerate this process, allowing the fresh hires to complete these formalities in much quicker time. Current generation of onboarding tools offer powerful features to automate the entire list of activities associated with onboarding the new employees, making the administrative work simpler for the hiring manager. Communication between the new recruit and the employer can start much before the date the resource reports to office.

Onboarding solution, more often than not is one of the modules of HR Suites to manage the entire range of HR functions.  Some of the other modules that make up a HR Suite are applicant tracking, succession planning, payroll, learning management, and performance management modules. And, if it is a standalone onboarding software, then integration should be available with all major HR management systems in the market.

Digital form filling has significantly pruned the process time. As said by Jonathan Ferrar, vice president of Smarter Workforce at IBM, a client who used IBM Kenexa Onboard on the Cloud program could do it in 15 minutes flat as opposed to 60 minutes. “. Employee engagement gets better for the new recruits, then, can start on their job related training much sooner.

Why should you streamline your onboarding process

  • Start engaging your new hires right on the day they send in their job acceptance mail.
  • Get rid of inaccuracy and inconsistency.
  • Reduce the enormity of onboarding tasks for both the new resource and HR.
  • Eliminate duplication.
  • Create a good impression on the fresh hire and it is likely to stay with him right through his/her time with you.
  • Track the status of forms and information requirements of HR.
  • Track the training and other programs of new hire.
  • Improve process visibility to the new hire, HR and others.
  • Guide the new resource to get productive in quicker time.
  • Coordinate new worker needs across multiple departments.
  • Ensure compliance with business rules and mandatory government regulations.
Beyond the paperwork

In some onboarding solutions, there are features to create personalized portals for a new hire. Besides the forms to be filled in, they may include information on the shortest route they can take from home to workplace, directions to cafeteria in workplace and what they can order for lunch in there. You would definitely be pleasantly surprised if you found a message posted by the company’s top executive welcoming you onboard.


The onboarding procedure is to be so designed that conversion of a candidate into a productive employee is fast and yet, smooth. These tools, put to correct use, can help the organization track the candidate’s progress in that training period and understand his/her further training needs.

Connect the new with the old

Would it not be excellent if the onboarding solution had the option to connect the new recruit with his/her colleagues and let them collaborate on business social networks? IBM’s Ferrar says, “When you are new to an organization, you don’t know anyone. By building social collaboration into the onboarding process, the new employee has the opportunity to meet more people than just the ones sitting in the same location as them. This leads to higher engagement.”

Purpose of an onboarding software

One should not implement this software to reduce just the administrative burden. Instead one must take a strategic view of things – how do we use it from an engagement or a retention point of view? Will you use this over the course of your employees’ full lifecycle with you or just once when they step into your office the first time?

A new user should find it easy to interact and engage.  A disappointing session on a day as important as the first one at work may well, decide the employee’s length of service with you. Given that an onboarding software can be employed across various industries, the buyer must judge accurately whether the software can be configured to the unique needs of his/her business.


Top HR Onboarding Systems
Top HR Onboarding Systems

Comparison of Top 5 Onboarding Products

1.    IBM Kenexa from IBM

IBM offers an array of technologies which play in the HR market. Most products of the company are cross-functional platforms for social business and powerful HR solutions. Building and maintaining a smarter workforce can significantly affect your end results. IBM talent management products help put together and retain a talented team by spotting and retaining employees with skills while getting the best efforts from their current workforce.

2.    Initiafy

Initiafy offers an online induction system to ensure pre-induction of workers, permanent, temporary or contract in a consistent manner before they arrive for work. One of the founders, Currid says, “Instead of arriving at the job not knowing what to expect and with little, if any, knowledge of their employer’s culture, we believed we could create a process that meant they arrived feeling confident, safe and ready to begin work. What we’ve developed does that, with the added bonus of giving the employer verifiable information on the certified skills and qualifications of each new staff member.”This startup was founded in April 2012 at Ireland.

3.    Total Talent Management fromPeopleFluent

PeopleFluent is a leading human capital management software vendor providing the same as service on cloud. PeopleFluent’s end-to-end talent management suite provides a comprehensive platform for recruiting and vendor management, performance, compensation, learning, succession, as well as workforce planning and diversity. Combine all this with embedded social collaboration, video and analytics and you get PeopleFluent Mirror Suite for Talent Management. The company was founded in 2010 and works from its headquarters in USA.

4.    Saba Cloud from SABA

Saba is an important global player offering cloud solutions for talent management. Saba solutions are based on the Saba Cloud platform, a scalable, sound, and secure architecture.Saba has been in the talent management industry for more than 16 years. Saba Cloud platform was recently upgraded with the latest technology and its talent management solution too underwent a major rebuild. Their headquarters are in USA and they have offices in more than 8 countries.

5.    Kin WorkplaceSolutions

Kin HR was originally designed in 2012 to help get smart employees into the company with streamlined onboarding. Kin HR offers several features such as a robust employee directory, performance goals for your organization, and much more. It is a great tool for keeping track of your employees, keeping your company in alignment, and doing employee onboarding.

So, which is the right one for my business?

What we have tried to do here is to identify the multiple factors that businesses, successful with their implementations have considered for evaluation of onboarding tools. We have also tried to rank them based on the functionalities, ease of use and platforms that they can work on. Evaluation based on the above discussed points may alone not help you conclude on a right product. While these factors should definitely be part of your evaluation, you should also see if the tool can adapt to your current methods of running the operations in total. You should also take a look at applications that address the specific needs of industries or businesses, atypical.