Talent Management- What Is It And Why Is It Important?

Talent management is a pivotal element of organizational success, encompassing a strategic approach to attracting and developing the right talent to meet the company’s objectives. By emphasizing talent acquisition and fostering employee growth, companies can cultivate a highly skilled, engaged, and productive workforce.

Benefits of Talent management in the workplace

In today’s fiercely competitive market, businesses must make substantial investments in human capital to ensure success. However, the consequences of a disengaged workforce and the loss of talented individuals can be detrimental to the organization’s bottom line. Ineffective employee retention management could lead to disaster.

A study found that companies that invested in developing their employees had a 42% increase in profitability compared to those that don’t.

The definition of talent management varies, encompassing aspects like fostering a robust culture of employee satisfaction or equipping them with the tools for job success. Regardless of the interpretation, companies have numerous avenues to ensure they are diligently maintaining the happiness and engagement of their top-performing employees.

The ultimate aim of successful talent management is to develop a pool of highly talented workforce that remains with the organization for the long term.

Also Read: Benefits of Talent Management Software for Your Business

Why do we Need a Talent Management System?

While an effective talent management system is directly proportional to employee engagement, the latter has become an increasingly important part of any company’s success. 

According to Gallup, only 13 percent of employees globally feel engaged at work. Gallup also found that disengaged employees cost U.S. businesses $350 billion annually.

Engaging your employees will help them perform better and increase productivity. In fact, research shows that when employees are engaged, they’re more productive than when they aren’t. They’ll also have higher morale, which means less turnover and increased loyalty.

Importance of talent management

The report showed that organizations that took steps to improve employee engagement saw a 21% improvement in productivity. In fact, there are now over 500 studies showing how investing in your employees leads to increased profits, better-quality products, happier customers, and improved morale.

Importance of a Talent Management System

Why talent management is important?

TMS also plays a crucial role in boosting the overall productivity and profitability of an organization in the following ways:

1. Contributes to Strategic Hiring

A TMS allows you to automate many of the manual processes associated with recruiting, including creating job postings, managing applications and communicating with candidates. A TMS makes it easier to track each step of the recruitment process, helping you keep up with everything. You can even use a TMS to send automated emails to candidates based on specific criteria. 

Enterprises need to have visibility into the destiny and pipeline tasks to make knowledgeable hiring selections. Resource capacity planning allows you to pick out the talent gap in advance. It enables avoiding last-minute scuffles for capable personnel and hires suitable talent units to fulfill destiny work demands. Depending on the scope and period of the tasks, you may hire permanent or contingent personnel.

2. Improves the Onboarding Process

The process of recruiting and hiring employees can be tedious and inefficient. This often leads to long hours spent filling out forms and waiting for responses. A good TMS can help automate the entire process of onboarding new hires. With a TMS, you can store all of the information gathered throughout the recruitment and hiring process into one centralized database. From there, it becomes easy to update each profile with relevant information.

You can even set up automated reminders to ensure that new hires are completing the necessary paperwork on time. This allows you to spend less time doing repetitive tasks and more time focusing on what matters most – growing your business.

Also Read: 10 Ways to Create the Best Employee Onboarding Experience

3. Enhances Overall Employee Development

An effective TMS solution also collects data about what skills an employee has. This information is used to provide personalized recommendations to the individual based on their job role and responsibilities. For example, an accountant might receive suggestions to learn how to use Excel while working on a specific project.

A good TMS enable employees to take advantage of educational opportunities and continue their professional growth. At the same time, it should make sure that every employee receives the appropriate training and supports for their career goals.

4. Implements Multi-Skill Building 

Limited and monotonous repetitive work can reason boredom and a sense of professional stagnation for maximum personnel. Not exposing them to numerous roles and sports hinders employees’ professional targets ensuing in decreased morale, productivity, and unplanned attrition.

According to Gartner,” loss of profession improvement possibilities ends in 40% attrition in businesses worldwide.” Skill construction and improvement are substantial results of skills management.

Managers can enforce a task rotation approach that facilitates team contributors to diversify their ability sets. Workforce management answers seize their skills and allow the well-timed allocation of resources to the proper job. Encouraging personnel to construct a couple of secondary capabilities improves worker motivation and additionally enhances their billability.

Also Read: How to Upskill Employees: 6 Practical Tips

5. Retains Top Talent

Once you have the best employees in your organization, you need to keep those people. In fact, according to a study conducted by LinkedIn, companies lose up to 40% of their most talented workers every three years. And once they move on, there’s no guarantee they’ll come back. So why do we let our best people go?

A study by SHRM reveals that “the common hiring fee and lead-time are $4129 and forty-two days, respectively“. The employee turnover additionally consists of smooth prices which include reduced productivity, reduced engagement, training expenses, and cultural impact. Employee retention is an important factor of expertise control and consists of hiring the proper candidates, worker benefits, education, and development opportunities. If turnover is inevitable, additionally it is succession making plans for commercial enterprise continuity.

The truth is that retaining great employees requires effort. You need to invest in training, mentoring, and development. Otherwise, you risk losing out on some of the very people who can help grow your business. It is essential to enforce TMS in place to bring down the employee attrition rate in the company. 

Also Read: 10 Best Employee Retention Strategies to Keep Your Best Talent

6. Boosts Employee Experience

A TMS that integrates with HR software allows companies to improve the employee experience by providing access to payslips and holiday requests. This helps employees feel valued and appreciated, while also improving productivity and reducing the likelihood of employee burnout.

Businesses can use workforce planning equipment to schedule group individuals for activities primarily based totally on their capabilities and interests. It has a huge effect on worker motivation and productivity.

According to Gallup, “utilizing the skills and strengths of employees regularly improves their engagement by six times.”

Providing good enough training possibilities for reskilling or constructing new capabilities allow hold their Individual Development Plan or IDP. Training new skills additionally make sure that assets finishing up at the bench are billable as quickly as they’re rolled off from initiatives.

7. Helps Planning for Critical Positions

Succession planning is a vital technique of skills control that allows the creation of professional personnel able to fill management and different vital roles because the enterprise grows, changes, or develops. During enterprise enlargement or control turnover, succession-making plans guarantee that productiveness and worker morale aren’t always affected. Since the multi-professional team member’s function will want distribution amongst numerous employees, it may drastically spike resourcing costs. A workforce planning and management tool offers whole visibility of assets throughout geographical barriers. It allows distribution work amongst multiple people from low-price locations. Thus, agencies can keep away from an unmarried factor of failure if a vital resource leaves the employer without finances overrun.

5 Successful Talent Management Strategies

Talent management is everyone’s responsibility. But it doesn’t mean you have to do everything yourself. Here are five tips to help you recruit, hire and keep great workers.

5 successful talent management strategies

1. Focusing on Data-Driven Recruitment

Data-driven recruitment strategies have been around for some time now. But it wasn’t until recently that we saw a shift toward a more data-centric approach to talent acquisition.

The latest wave of change began about four years ago, when companies like LinkedIn and Hired launched AI-powered tools to assist recruiters. These platforms allow you to curate relevant jobs based on specific criteria, such as industry, salary range, and location. They also provide insight into how many open positions there are within a certain radius, what types of skills are needed, and whether those skills are in high demand.

This type of information helps recruiters make better decisions regarding where to focus their efforts. And because the majority of recruiters are already spending most of their time looking for qualified candidates, having a tool that makes finding those people easier and faster is a huge win.

2. Enabling Automated Recruitment

Personalized, intelligent nurturing will continue to be one of the most important keys to providing a premier candidate and hiring experience. As we move into the next decade, it will become even more critical to understand each prospect’s unique needs and preferences, and tailor messaging to keep candidates engaged throughout the entire process.

One key facet of data-driven recruiting and Talent Acquisition (TA) is candidate nurturing. It’s about understanding how to reach out to candidates in ways that are relevant and engaging, while still keeping the conversation positive and productive. This includes reaching out via email, phone calls, text messages, social media posts, and landing page visits.

3. Promoting Internal Mobility

Talent acquisition leaders who prioritize internal mobile will be the ones who keep top talent. A recent study showed that nearly nine in 10 human resource leaders said 10% of the businesses’ open roles filled internally in 2021.

88% said their organizations encourage their people to apply for jobs within their companies. This is good news for those looking to fill positions, but it also highlights a growing issue for many employers: retention. The average tenure at an organization has dropped from 5.5 years in 2014 to 4.7 years in 2000.

4. Focusing on the Employees’ Mental and Physical Well-Being

Recruitment experts agree that companies should prioritize improving employees’ mental health and wellness. “As we move into the future, I think there will be a greater emphasis on how you treat people,” says Michael Littwin, CEO of TalentGuru. “You’re going to see organizations really focusing on making sure that they’re treating their people well.”

In response to the growing demand for help, many companies have rolled out programs aimed at addressing workplace anxiety. Some offer free access to counseling sessions via phone, video chat, or email; others provide paid assistance for those who need it. Others still are offering flexible hours and telecommuting options in addition to financial support.

Also Read: Unique Ways to Support Wellness in the Workplace

5. Refocusing on Employee Engagement

The shift toward employee engagement is another trend that HR professionals should pay attention to. According to a survey by the Society for Human Resource Management, only 20% of respondents say their company provides training and development opportunities for its employees. That means 80% of workers don’t feel supported in their professional growth.

“Employee engagement is not just about creating a fun work environment,” says Laura D’Andrea Tyson, president of the Center for Workforce Development at New York University Stern School of Business. “It’s about helping your workforce grow and develop professionally so they can contribute more effectively to your business.”

To create a culture of learning and continuous improvement, companies must invest in training and education.

Talent Management and Talent Acquisition: Are They the Same?

difference between talent acquisition and talent management

While talent management covers the entire employee lifecycle, talent acquisition is focused on recruiting and hiring candidates. This includes everything from screening resumes to conducting interviews to onboarding new hires into the organization. While it might seem like talent management and talent acquisition are one and the same, there are some key differences between the two.

One major distinction is that while both involve managing people, talent acquisition involves finding and attracting those individuals. In addition to sourcing potential employees, talent acquisition professionals typically work closely with human resources departments to recruit and screen job applicants. They also evaluate and recommend compensation packages based on skills and experience.

Also Read: A Complete Overview of Talent Management in a Changing Global Workplace

Talent management, meanwhile, tends to focus more on retention and development. Organizations use talent management software to track performance reviews and provide feedback to help improve overall productivity and efficiency. By focusing on the entire employee lifecycle rather than just recruitment, organizations can retain better workers and prevent turnover.

Final Thoughts

Talent management is one of those buzzwords that seems simple enough, but it encompasses a lot of things. From recruiting to performance evaluation to compensation planning, many different aspects of human resources management fall under the broad heading of talent management. In addition to being able to manage people effectively, you must be able to understand what motivates employees and how to motivate them.

You might think that this sounds like a tall order, but there are plenty of jobs out there that require just such skills. 

Talent Management Software


Frequently Asked Questions

Q1. What is a talent management framework?

Ans. A talent management framework is a strategic plan that outlines what you want to achieve, such as increasing revenue, improving customer experience, or reducing costs. It often includes recruiting, hiring, engaging, developing, managing, recognizing, and/or promoting employees. You can use it to align your people strategy with your business goals.

Q2. What does talent management include?

Ans. There are myriad responsibilities associated with talent management, including workforce planning, recruiting, onboarding, training and development, performance management, succession planning, compensation and benefits, and compensation review. Many companies neglect one or more aspects of talent management, leading to poor outcomes.

However, investing in talent management can yield significant returns. For example, according to a study conducted by Towers Watson, organizations that invest $1 million annually in talent management see an average return of $2.5 million over five years.

Q3. What are the main objectives of a talent management program?

Ans. The main objectives of a talent management program are to develop a high-performing workforce that allows the company and its clients to achieve their objectives. This includes:

  • Creating a high-performance workforce, reducing the skills gap between employees’ skills and the organization’s business needs
  • Reskilling employees so the company continues to be competitive, retaining and motivating the most talented employees, increasing employee engagement with both learning material and the company’s vision
  • Improving overall organizational performance

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7 Ways to Address Your Industry’s Skills Shortage Using Talent Management Software

Companies across industries face a common challenge, i.e., skill shortage, in the dynamic work environment. Finding qualified professionals becomes increasingly difficult with the emergence of technology and specialized industries. However, talent management software is a powerful solution to address this issue.

The new-age software is designed to streamline and optimize the employee lifecycle – from recruitment onboarding to performance management and professional development plans. Corporations can successfully appeal to, expand, and preserve pinnacle talent, bridging the skill gap within their industry in the long run.

How to address skill gaps in your company with talent management software? The tool addresses the talent shortage inside the enterprise and performs a crucial role in worker retention. It provides career development and succession planning equipment, empowering personnel to accelerate their career course in the company. A smart talent management system like Engagedly lets employees give and receive constant feedback and recognition to increase employee morale and engagement. Scroll down to learn more!

Also read- How does an LMS make HR tasks simpler and easier?

How to Manage Skills Shortage with Talent Management Software?

Talent Management SoftwareHow do you address a talent shortage? Talent management software provides training and development opportunities for upskilling the existing knowledge and reskilling. It helps solve skill shortages in the following ways:

Identify Skills Gaps

Generally, skill gaps imply a disparity between the skills required for a job and skills available in the workforce. Companies must identify the skills required for higher job positions and changing skill trends to understand whether their talent pool falls short and take necessary measures to bridge the gap.

Talent management software can automate HR processes like learning and development, employee retention, succession planning, and performance management. Moreover, it helps companies identify skill gaps within the candidates through comprehensive skills assessments and evaluations. Assessments can range from self-evaluations to external certifications or tests.

The software’s advanced search and filtering capabilities allow HR managers to identify and shortlist candidates with the required skills. It also makes data-driven decisions using data analytics and reporting features to optimize business strategies. These practices enable companies to choose only those candidates who match their requirements, saving time and resources to accelerate hiring.

Also Read- Employee management dealing with awkward situations at office

Streamline Recruitment Processes

The software enables companies to manage the recruitment process in a centralized platform. All the candidate information, resumes, and assessment results are stored in one location, facilitating easy access and accurate records.

Automating different stages of the recruitment process is crucial to address the skill shortages. It ranges from posting job advertisements on multiple online job boards to scheduling interviews. The software is also familiar with sending automated email messages and letting recruiters handle administrative tasks.

Built-in software assessment tools help companies evaluate candidate skills and competencies. There are multiple-choice questions for complex simulations. The software helps HR personnel make informed decisions based on candidate performance. It also includes reporting facilities like performance, onboarding or offboarding, and recruitment management reports to improve efficiency.

Apart from the reporting, the software manages collaboration and communication. Recruiters can share interview feedback and candidate profiles with HR departments and identify skill shortages through the software.

Also read: Can AI reduce discrimination in the recruitment process?

Succession Planning

Succession PlanningWondering how to address skill gaps? Succession planning is a part of the talent management process model that helps companies identify and develop talents internally. The talent management software chooses high-potential employees and assesses their skills for leadership positions. It helps companies eliminate external hiring, save recruitment costs, and increase retention.

Succession planning is an advanced step for employees ready to step up their positions. Companies can give employees the necessary training and development to take over the vacant position. Moreover, the software boosts organizations to align their talent development efforts with strategic goals and objectives.

Talent management software helps companies create a continuous learning culture so existing employees can learn and grow. Apart from addressing skills shortages, it improves employee morale and engagement for overall success.

Also read: How HR helps performance review calibration and standardization?

Customized Learning Path

It is crucial to assess employees’ skills and competencies in the areas where they could be improved. Talent management software can create personalized learning paths tailored to individual needs to upskill employees’ knowledge. It can include solution-focused online courses lectured by subject matter experts. Mentor sessions can also be a part of customized training.

The central focus of customized learning paths is creating a different path for each employee. Everyone uses a different approach to learn effectively. The software considers an employee’s performance, skills, experience, and qualifications to craft a personalized learning plan.

Moreover, the software can check the employees’ progress through dashboards and analytics. It helps HR managers or professionals gain real-time insights about the training programs and make necessary adjustments.

Ultimately, these proactive approaches help companies optimize skill shortages. Employees feel supported and valued through the continuous customized learning path. It adds bonus points to their professional growth, leading to job satisfaction and loyalty. They show up in offices regularly, reducing the turnover rate.

Also read- what is the true cost of recruiting and onboarding employees?

Internal Mobility Promotion

Internal mobility generally refers to the movement of employees within the organization through promotions, transfers, or lateral moves. It targets to improve employee engagement or reduce employee turnover. The software solution helps employees build and invest in career transition through learning, mentoring, or coaching, leading to sustainability.

Additionally, this centralized platform enables managers to conduct 1:1 meetings and spot promising talents. Generally, these meetings are organized with an agenda of the company, but HR departments can track employee progress and enquire about individual needs. 

The talent management process helps managers learn about specific employees’ new areas of expertise and relocate them to meet those goals. Moreover, the software solution helps give performance reviews, boosting internal promotion. They provide a roadmap for professional growth by measuring the skills and competencies. Existing employees in the company can apply for jobs through the centralized platform without leaving the organization. It promotes transparency and accessibility to the company’s talent group, leading to employee engagement.

Development frameworks also lay out the employees’ skills and knowledge to grow within the company. Companies use talent management software to create one general framework for individual employees. It mentions every company level, including job titles and other competencies needed to achieve the goals.

Also read- chart topping hr moves unveiling lessons from taylor swifts eras tour?

Performance Management and Feedback

performance management - Talent managementTalent management software allows companies to automate the performance review. A 360-degree feedback functionality allows employees to receive reviews from multiple sources, including managers, peers, subordinates, and external stakeholders. Organizations gain a comprehensive understanding of the employee’s performance, strengths, and areas for improvement.

The feature allows organizations to set and track performance goals for employees. It helps align individual objectives with organizational goals, ensuring employees work toward the company’s overall success. It also promotes a culture of open communication and collaboration.

Moreover, organizations can generate reports on individual and team performance, identify trends, and make data-driven decisions. This data can be used to identify top performers, recognize areas of improvement, and allocate resources effectively. Then, the organization can offer performance rewards – monetary or non-monetary, formal or informal, individual or team-based. 

Also read: top 8 sales communication mistakes that sales teams often commit

Talent Acquisition Strategies

Talent management software often supports candidate relationship management (CRM). It allows organizations to build and maintain a talent pipeline of potential candidates, even before specific job openings arise. Companies can expedite the hiring process when skill shortages become evident, reducing the time to fill critical roles through nurturing relationships with hires.

The software supports job posting and distribution across various platforms, including social media, job boards, and company career sites. This broad reach increases the chances of attracting qualified candidates with the desired skills.

The software solution also has its applicant system, which streamlines, screens, and assesses processes. Moreover, it has predictive analytics that can forecast future skill shortages based on workforce data trends. The proactive approach allows organizations to anticipate and plan for skill gaps in advance, giving them a competitive edge in addressing potential shortages. It ensures that HR departments always hire the right skills and address skill gaps in critical areas of technology, digital marketing, or data analytics.

Also read: 5 ways how effective HR management helps business growth

Summing Up

In conclusion, talent management software is a powerful ally against industry-wide skills shortages. Companies gain access to valuable data-driven insights pinpointing skill gaps, allowing for informed decision-making in talent acquisition and development. The software’s capacity to enhance job posting, streamline screening processes, and foster collaboration among hiring teams fosters quicker and more effective recruitment. The software solutions empower businesses to tackle current skills shortages and fortify their talent strategies to navigate future industry demands confidently and competently.

Engagedly specializes in employee performance management, which helps organizations manage and develop their workforce effectively. Our software enhances team communication and collaboration, employee motivation and productivity, and organizational success. It aims to transform how companies approach performance management and create a continuous improvement and growth culture through its user-friendly interface.

Also read: 6 most important takeaways from 20 of the biggest productivity studies

Rewards and Recognition Module


Frequently Asked Questions

Q1. What do you mean by the core functions of talent management?

Ans. The five core functions of talent management are hiring the right candidate, learning and growing, rewarding performances, tailoring employee experiences, and optimizing workforce planning.

Q2. Is talent management software applicable for small businesses?

Ans. Yes, talent management software benefits businesses of all sizes, including small businesses. It offers scalable solutions tailored to smaller organizations’ specific needs and budgets.

Q3. How does talent management software contribute to better performance?

Ans. Talent management software focuses on developing employee skills through online training courses, mentoring, and coaching. These training courses are an investment toward employee development and encourage their performance and career growth.


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Why Your Business Needs This Talent Management Framework

In the ever-evolving landscape of business, the Talent Management Framework has emerged as a critical cornerstone for success. Talent, once a resource, has transformed into the lifeblood of organizations, influencing their growth and vitality. The ability to attract, nurture, and empower top-tier talent has become a strategic imperative, and it’s the driving force behind why your business needs this indispensable framework.

In this article, we walk through the world of strategic talent management, shining a spotlight on the pivotal Talent Management Framework. Whether you’re a burgeoning startup aiming for rapid expansion or an established corporation striving to maintain a competitive edge, understanding the profound significance of this framework is paramount to your sustained success.

Throughout our exploration, we will dive into the core principles, advantages, and best practices of the Talent Management Framework, unraveling its potential to shape your company culture, foster innovation, and secure long-term viability. By the time we conclude, you will not only grasp the importance but also the absolute necessity of integrating this framework into your business strategy.

So, fasten your seatbelt as we navigate the compelling terrain of talent management, with a particular focus on the transformative power of the Talent Management Framework. Your journey to optimizing your workforce and achieving unparalleled success begins right here.

Also Read: Talent Management- What Is It and Why Is It Important?
Talent management frameworkAlso Read: What Is the True Cost of Recruiting and Onboarding Employees?

Talent Management Software

Frequently Asked Questions

Q1.What Is Talent Management and Why Is It Important?

Ans. Talent management is the strategic process of attracting, developing, and retaining top talent within an organization. It is crucial because it ensures a company’s workforce is aligned with its goals, promotes employee growth, enhances productivity, and ultimately drives long-term success.

Q2. Why do companies need talent management?

Ans. Companies need talent management to attract, develop, and retain top talent. It helps align employees with organizational goals, fosters a culture of growth and development, improves workforce productivity, and ensures long-term competitiveness in a dynamic business environment.

Q3. How to Develop a Talent Management Framework?

Ans. Developing a Talent Management Framework involves strategic planning, identifying key talent, setting performance metrics, and implementing talent development programs. It requires a comprehensive approach to align workforce capabilities with organizational goals for sustainable success.


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A Complete Overview of Talent Management in a Changing Global Workplace

Businesses are struggling to keep up with their talent management practices. In the current global business environment, it is getting tougher to hire and retain top talent. With the recession weakening revenue streams and the great resignation causing employers to lose their top talent to their competitors, businesses are at a tipping point. 

Continue reading “A Complete Overview of Talent Management in a Changing Global Workplace”

Engagedly Takes Home the 2021 HR Tech Awards For The Best Enterprise Solution

HR Tech Awards, which recognizes top technology providers to help buyers understand the strength of today’s HR technology, announced Engagedly the Best Enterprise Solution 2021 in the Talent Management category.

St. Louis, MO, June 1, 2021: Engagedly Inc, a leader in performance management and employee engagement software, is delighted to receive the HR Tech Awards for the Best Enterprise Solution 2021 in Talent Management. HR Tech recognized Engagedly as “A solution that solves the core challenges of businesses in the enterprise market.”

Engagedly helps organizations digitize their performance management and improve employee engagement. Engagedly’s cloud platform is built to engage, motivate, and develop employees and drive performance.

“We are thrilled to be recognized as a comprehensive solution in HR Tech. Organizations that use our solution to align people processes with their business strategy will continue to outperform the ones that don’t, and we are excited to offer solutions to our clients who exemplify the power of a people-centric approach.” – Sri Chellappa, President and Co-founder at Engagedly Inc.

The HR Tech Awards, powered by Lighthouse Research & Advisory, recognizes top technology providers across a variety of capabilities to help buyers understand the strength of today’s HR tech firms. A panel of independent judges reviewed entries for specific criteria, such as problems the technology solves, clients’ case studies with tangible results, demos, key differentiators, and the company behind the technology.

“Engagedly provides a view of what modern engagement solutions look like, with integrating solutions across OKRs, performance, recognition, and more.” – Ben Eubanks, Chief Research Officer, Lighthouse Research & Advisory

To read the complete Solution Provider Review for Engagedly, visit https://lhra.io/wp-content/uploads/2021/05/Engagedly_SolutionReview.pdf


About Engagedly

Engagedly offers an easy-to-use and comprehensive set of features to ensure that people’s reviews are effective and easy so that employees stay engaged and productive. The automated performance management system makes it easier for HR managers to develop a culture of frequent feedback at the workplace which eases the whole process of employee performance evaluation.

To learn more about Engagedly, visit https://engagedly.com/

About Lighthouse Research & Advisory

Lighthouse Research & Advisory is a modern, independent analyst firm dedicated to setting the standard for excellence in talent, learning, and HR with practical research and a hands-on approach. By providing compelling research and actionable insights, our team enables HR, learning, and talent leaders to deliver more value to the business. Our research examines competitive practices, cutting-edge technologies, and innovative strategies.

To learn more about Lighthouse Research & Advisory, visit https://lhra.io

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Engagedly Earns Top Spot In The Starr Conspiracy’s Talent Management Brandscape™ 2021

Engagedly ranks #1 on the list of startups to watch out for in Talent by The Starr Conspiracy 

St. Louis, — May 11, 2021 —  The Starr Conspiracy’s Talent and Learning Brandscape™ 2021 has named Engagedly as the number one startup to watch out for in the Talent category. Engagedly was also ranked 3rd in top 10 velocity brands in Talent. Engagedly, a leading solution provider in Employee Engagement and Performance Management space, was categorized in the Talent space with a velocity index of 3.36.

Brandscape™ 2021: Talent and Learning by the Starr Conspiracy is designed to highlight the cutting edge alignment of talent and learning companies who are doing things differently. In their own words, “Engagedly has shown strong growth and has taken a development focussed approach to Continuous Performance Management.”

“We’re seeing a renewed focus, amongst the organizations we partner with, on empowering people and teams to be successful” said Srikant Chellappa, President and co-founder at Engagedly. “Enabling people for business needs now is about finding new ways to connect all aspects of talent development to the business strategy. We’re focused on continuously improving the platform to address all areas of performance — from learning and talent mobility to recognition and OKRs — and help organizations align company goals with people goals no matter where they are.” 

The Starr Conspiracy Methodology:

The Starr Conspiracy has worked with more than a thousand brands over almost two decades and gotten to know thousands more. They believe that the best brands have a story and tell it well. It may be innovation or power or leadership or purpose or revolution. The story is authentic to their people and the product. It can be seen in their success and the success of their customers. Using publicly available data, they developed a formula to understand Brand Power and Brand Velocity for Talent and Learning companies. The Starr Conspiracy attempted to remove their preferences and biases from their work and let the data speak for itself.

About Engagedly

Built on best practices and decades of research, Engagedly’s People+Strategy platform is built to drive performance outcomes starting with their people. With Engagedly’s E3 Modular Platform, organizations can Execute their strategy with goals/OKRs, performance appraisals, and 360 degree reviews. Further, they can Enable their people development with one-on-one feedback, LMS, mentoring or coaching, and Engage their people with recognition and rewards, employee surveys, and social praise.

Engagedly is the complete solution available to align People Practices with Organizational Strategy. Engagedly is also a modular platform, so organizations can grow into their strategy with only the modules they need.

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Renowned Talent Management Strategist Dr. Edie Goldberg Joins Engagedly Advisory Board

Dr. Edie Goldberg, a leading Talent Management Strategist and Author of The Inside Gig,  joins Engagedly as their New Advisory Board Member.

St. Louis, MO, April 16, 2021 – Engagedly, a leader in performance management and employee engagement software, is pleased to announce the appointment of their new advisory board member Dr. Edie Goldberg.

Edie Goldberg, Ph.D. is the Founder & President of E.L. Goldberg & Associates in Menlo Park, California who earned her degree in Industrial/Organizational Psychology from the University of Albany, SUNY. She has made her name as an expert in the field of talent strategy and organizational effectiveness. Her practice focuses on designing human resources processes and programs to attract, engage, develop, and retain employees. She is also the past Chairperson of HR People + Strategy, SHRM’s Executive network.

Edie has published and presented at numerous conferences on the future of work, performance management, internal talent mobility, career management and succession planning. She is the co-author of The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity (Lifetree Media, April 2020) a playbook for implementing a talent marketplace.

In her own words, “I agreed to become an advisor for Engagedly because we are philosophically aligned about the need for a continuous performance management process. This process enables individuals and organizations to optimize performance through setting goals and providing ongoing feedback and coaching. Engagedly’s focus on people enablement is well aligned with my vision for a successful performance management process. I am excited to be joining their passionate team as an advisor so that I can help build a best-in-class technology, one that enables organizations to improve individual and organizational performance.”

Presently, Edie serves on the board of the SHRM Foundation, and is a Fellow of the Society for Industrial-Organizational Psychology. She is the recipient of the HRPS Lifetime Achievement Award for contributions made to the HR profession and was recently named as one of the top Silicon Valley HR Executives to watch on social media.

“I couldn’t be more excited to have Edie join our Advisory Board. Engagedly and its clients will now be able to leverage her insights and expertise given her work on employee perceptions regarding what attracts and retains them as well as the development of a process to help companies attract, retain, and engage their workforce, and ultimately build high performing organizations,” added Sri Chellappa, President and Co-Founder of Engagedly.


About Engagedly

Built on best practices and decades of research, Engagedly’s People+Strategy platform is built to drive performance outcomes starting with their people. With Engagedly’s Modular Platform, organizations can Execute their strategy with goals/OKRs, performance appraisals, and 360-degree reviews. Further, they can Enable their people development with one-on-one feedback, LMS, mentoring or coaching, and Engage their people with recognition and rewards, employee surveys, and social praise.

Engagedly is the complete solution available to align People Practices with Organizational Strategy. Engagedly is also a modular platform, so organizations can grow into their strategy with only the modules they need.

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