"Mega" Enterprise Business Solutions

"Mega" enterprises - organizations with 20,000 or more employees - stand to derive the largest benefits from strategically focusing on talent management. These very large companies often have significant internal resources available to help drive the planning and implementation of strategic human capital management initiatives. However, "Mega" organizations often also face some unique challenges and concerns as they pursue the next level of performance and talent management, such as:

• Organizational Complexity: unlike smaller organizations, "Mega" firms are typically comprised of multiple divisions, multiple lines of business (LoBs), multiple operating companies, recently acquired business units, and numerous diverse subsidiaries.
• Global Operations: employees are dispersed around the world and span virtually every time zone.
• Language: even companies that have a single official language often elect to have aspects of their performance and talent management systems implemented in local languages to better ensure end user adoption and success worldwide.
• Culture: performance and talent management needs to take into account local, cultural differences. For instance, some countries are more focused on performance management as a developmental process rather than a retrospective performance review process.
• Scalability: Mega enterprises need to be assured that their strategic HR vendor can handle user numbers on the order of 20,000, or 200,000 or even more.
• 7x24 Support: employees located in offices spanning the globe need access to application support when they are working.
• Global Professional Services: Mega enterprises need support for whatever is their preferred deployment plan—whether by pilot, LoB, geographic region, or other phased or worldwide rollout option.
• Configurability: very large enterprises often have highly specific methods and processes for performance and talent management—either enterprise-wide or by Line of Business, or geographic region. Solutions need to provide the flexibility to adapt to these requirements.
• Adoption: with massive numbers of employees targeted to use these applications, it's especially critical for the applications to be designed to delight end users, and be so intuitive that they require minimal or no training.
• Proven: nobody wants to bet on an unproven solution, from an unproven vendor. And for a mega enterprise the stakes are even higher. Applications that get rolled out to potentially hundreds of thousands of end users simply have to work.

• Performance Reviews
• Goal Management
• Talent & Succession Management
• Analytics & Reporting
• Career & Development Planning
• Competency Management
• Learning Management
• 360 Degree Review
• Employee Profile
• Compensation Planning
• Recruiting Management