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Succession and Career-Path Planning Now Available in HRToolbench

August 18, 2011

Talent management software “gets it right” for today’s competitive, cost-conscious companies.

Providence, RI (PRWEB) August 17, 2011

HR Technology Solutions, Inc., makers of HRToolbench®, a highly flexible, integrated and affordable talent management software suite, today announced immediate availability of the product’s fifth software module. HRToolbench Succession Planning enables companies to better align their workforce with strategic business objectives and to more effectively measure the risks and vulnerabilities inherent in a company’s talent pipeline.  

The HRToolbench Succession Planning module enables leaders to quantify and predict talent readiness and risks. And a unique, built-in “self-help” career path planner permits employees to gain clearer perspectives on their career path options and how to prepare for advancement.

One of HRToolbench’s first customers was Alexander, Aronson Finning & Co., a well-respected, mid-size accounting firm located in Massachusetts. The recipient of awards for both “Best Place to Work in Boston 2011 by the Boston Business Journal and “Top Places to Work” by the Boston Globe, the firm attributes both in significant part to HRToolbench. 

“Employees know that there is “Ëœroom at the top’ and that there is a well-defined career path in the system,” said Herb Alexander, CPA, Chairman of the Board, Alexander, Aronson Finning & Co. “HRToolbench gives employees and management continual feedback before any “Ëœbig issues’ arise. It also lets employees know exactly where they are on their career paths.”

Using the tools promotes deeper employee understanding of an organization’s goals and an appreciation for how they can contribute to the organization’s success. With HRToolbench, employees actively participate in the talent management process. This approach engenders a high level of employee engagement, which is characteristic of top performing organizations.

This also means that human resources (HR) can be a more strategic force within the organization because HRToolbench provides the information and analytics needed to perform intelligent, informed stewardship of the organization’s most important asset ““ its people. And the organization benefits from higher employee retention.

About HRToolbench®

HRToolbench is designed to deliver a full cycle, integrated software toolset to simplify the challenge of talent management. It is built upon an architecture that uniquely positions job descriptions and competencies at its core. The high level of integration between modules enables workforce data sharing in a consistent manner for various HR processes. HRToolbench comprises six essential modules:

– Job Description (comprehensive, competency-based, multi-purpose job descriptions.

– Candidate Selection (interview guidance and candidate ranking tools);

– 360 Feedback (fast, easy and accurate multi-provider employee feedback);

– Performance Management (goal-setting, competencies, development and evaluation);

– Succession Planning (talent pipeline readiness);

– Compensation Planning (soon to be released)

HRToolbench helps organizations to save time and money while employees become more productive and profitable. Workforce analytics provide strategic insight into employee capabilities and performance levels. Workforce talent levels are quantified to help plan employee development, recruiting needs and employee engagement strategies. For more information regarding system pricing and to arrange to see a demo please contact info@hrtoolbench.com.

About HR Technology Solutions, Inc.

HR Technology Solutions helps organizations increase their productivity and profitably through effective talent management. HRTS consulting services help organizations to implement and utilize HRToolbench for maximum benefit by boosting workforce productivity, reducing administrative costs, and measurably contributing to an organization’s strategic and financial goals. More information is available at http://www.hrtoolbench.com

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For the original version on PRWeb visit: http://www.prweb.com/releases/prweb2011/8/prweb8725354.htm


Source: prweb



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