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Most vendors offer a subset of talent management processes and then integrate the rest. Most common are recruitment and learning. 
But with every integration comes choices and trade offs. You need to decide what data to integrate. How to map different data structures, and sacrifice analytical reporting abilities across your whole talent management landscape. 

 

With all in one database that is not longer so. You get to do analytics. All data is connected​, and data gathered in recruitment can be used in performance, even offboarding. You can truly do employee life cycle analytics. But what is the sacrifice in that case? Yes there is always a sacrifice, anyone telling you otherwise is not telling you the truth.

 

You don’t get best of breed functionality in every single sub process. But do you need that? Let’s look at learning. With a learning module built together with development, succession and performance you get an awesome ability to get a system that identifies learning based on input in other processes. But it will be as part of the learning module. A module often with limitations in how to make appetizing portals and maybe give externals access. 

 

So then you go for a state of the art learning module, and loose some of that awesome powers from the learning module being able to peek into the whole employee to suggest learning. But you can build awesome appetizing portals. 

 

So what to choose. And all things being equal. Go for one database. Unless you export it all to a data warehouse is that the only way to make sure you have the full power of reporting and analytics. And you want that. The data is your possibility to learn about your employees and their behaviours. That way you can develop them better and also decrease retention. And that is pure gold. 

 

So whenever someone suggest integration ask what is the cost in analytics and predictive behaviours. And unless you have a clear case outlining the upside  that is bigger than the loss, don’t. 

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