A talent management (TM) suite is an integrated set of modules that supports an organization’s need to plan, attract, develop, reward, engage and retain talent. The modules offer functionality that includes the areas of workforce planning, recruiting and onboarding, performance appraisal, goal management, learning management, competency management, career development, succession and compensation. The functional modules align with the key human capital management (HCM) processes of:
•	Plan to source
•	Acquire to onboard
•	Perform to reward
•	Assess to develop
A boost to demand in the TM suite market has resulted from the delivery of functionality to improve workforce engagement and collaboration. Further, growing demand for greater analytical capabilities and predictive insights to improve decision making in relation to workforce actions has improved the market’s general health.

Talent Management Suites

Gartner defines cloud HCM suites for 1,000+ employee enterprises as cloud application suites that deliver functionality for attracting, developing, engaging, retaining and managing employees.
Cloud HCM suites for 1,000+ employee enterprises are designed to support transactions and/or analytical processing for more than one of the following use cases within a single integrated solution

Cloud HCM Suites for 1,000+ Employee Enterprises

Gartner defines cloud HCM suites for regional and/or sub-1,000 employee enterprises as cloud application suites that deliver functionality for attracting, developing, engaging, retaining and managing workers. HCM suites encompass functionality that supports a variety of HR-related processes

Cloud HCM Suites for Regional and/or Sub-1,000 Employee Enterprises

Talent analytics tool helps in tracking the performance of HR processes and program investments in conjunction with business performance. Talent analytics tool provides HR professionals and business leaders with a more data-driven approach to managing talent and making informed data based decisions about workforce planning, talent acquisition, development, attrition, and retention. By leveraging data and advanced analytics techniques, organizations can gain a deeper understanding of their people metrics and identify areas for improvement, leading to increased efficiency, productivity, and overall business performance. Talent analytics tool offers data visualization in various forms of data representation for better insights and understanding.  Advanced analytics help to predict future outcomes based on historical data and workforce planning helps organizations monitor the workforce and plan for future workforce needs through forecasting and scenario planning. Predominant users include HR managers, recruitment professionals, hiring managers, and Human Resource professionals.

Talent Analytics

Diversity Equity and Inclusion technology tools help organizations promote diversity and inclusivity in the workplace by providing data-driven insights, promoting diverse candidate sourcing, eliminating unconscious biases, and automating diversity initiatives. These tools include reporting and analytics capabilities to track diversity metrics and monitor progress over time, promoting diversity in the hiring and recruitment process, employee engagement programs, D&I training, and automated compliance tracking and reporting for diversity-related laws and regulations. The goal of these tools is to help organizations create a more diverse and inclusive workforce culture and ensure compliance with diversity and inclusion-related laws and regulations by integrating artificial intelligence, data analytics, and other advanced technologies to support these objectives. Predominant users include HR managers, recruitment professionals, hiring managers, and Human Resource departments looking to promote DEI initiatives in the workplace.

Diversity Equity and Inclusion (DEI) Tech Tools

Interview intelligence tools are new to the market. These solutions utilize AI and genAI (content creation) capabilities to transcribe video interviews and create concise summaries for each candidate. These tools also enhance interviewing skills by offering guidance and coaching at all stages - before, during, and after the interview. As a result, these tools promote fairness by providing better objective insight and feedback rather than relying on inadequate interviewer notes and memory.  In addition, it can streamline and improve overall hiring process by automating scheduling, providing comprehensive reports and integrating with other HCM applications.

AI-Enabled Interview Intelligence

Top SAP SuccessFactors HCM Competitors & Alternatives 2024 | Gartner Peer Insights

SAP SuccessFactors HCM

Cornerstone OnDemand

Cornerstone

Workday Human Capital Management

Workday

Saba TalentSpace

Saba

UKG Pro

Cegid Talentsoft

Cegid

SumTotal

Cornerstone (SumTotal)

Saba Cloud

PeopleFluent

Learning Technologies Group

Talent Management Cloud

Oracle

1B - 3B USD

500M - 1B USD

3B - 10B USD

10B - 30B USD

30B + USD

<50M USD

250M - 500M USD

50M - 250M USD

Gov't/PS/ED 5,000 - 50,000 Employees

Gov't/PS/ED <5,000 Employees

Gov't/PS/ED 50,000 + Employees

Talent Acquisition Partner

It's not a good looking software, but it does what it needs to for recruiting. It doesn't integrate well with others though, as it's extremely outdated compared to other softwares. 

ASSISTANT MANAGER

SAP success HCM is well regarded in the pharmaceutical industry for its user-friendly interface and extensive customisation. it is effective in talent management, policy management, leave management, and appraisal and goal management which is an advantage over others.It has been proven as one of the best software efficiently managing the HR functions and efficient management of HR processes and work force needs.

Other...

Cegid (Talentsoft)

Rival

Dayforce

Lumesse

Ultimate Software

Halogen Software

Willis Towers Watson

Microsoft

Haufe

Talentia

Deltek

PageUp

ClearCompany

People365

Cegid (Meta4)

Workhuman

iCIMS

Eightfold

HROne

Management Trainee

The SAP successfactors provides a nice platform for PMS and Talent Management, with setting goals, performance reviews etc, but it becomes tome consuming and an extra added activity for the Admin to upload data for each and every employee manually. As a user, i would suggest that basux jon information to ve filled in by the admin but personal information should be updated by the concerned employee and cone for approval, rather than admin person filling that. other than this drawback, the SAP Pratform is useful. 

Project Manager

It tries to be a comprehensive product covering the whole process of recruitment and employee retention. It is a pretty good product in terms of raising the knowledge level of the employees and getting them up to speed, but it is a very poor product in terms of recruitment, very confusing as you can never see which candidates are on what requisition, not very clear how you can evaluate them in the tool, I mean not that intuitive.

Group Manager - Data Platforms

Success Factors has all the functionality you would need for your talent, however it really has a lot of interface issues.  For a lot of functions where you need to change things it is hidden behind sub-menus and each menu needs to load up after each selection making every action super slow.  I for instance may need to bulk change users and doing so is a huge manual chore.

Manager, Global IT Procurement

This tool has been deployed company-wide in our organization as a Human Resources tool to help them manage the entire workforce. As an employee, I would say it provides the right tools for employee performance review and is not that difficult to use. 

PEOPLE PARTNER

SAP is a great product to use and our experience has been great. Their system and height design has ultra skin and a large impact. In a short amount of time their analytical packages, I am very beneficial for companiessSAP is a great product to use and our experience has been great. Their system and height design has ultra skin and a large impact. In a short amount of time. Their analytical packages are very beneficial for the company's leadership and help we visualise how everything comes together at a macro level, which creates a strong experience and a strong company as a whole. 

Manager, Human Resources

This product is catering our end to end talent management requirement

Business Analyst

The application is very stable and from an administrator's and user's perspective very intuitive and easy to use. Interface and features are modern with a high level of customization from interface, reporting, roles, etc.

We are using SF Recruitment and Onboarding tools, it is very useful to keep company history in terms of recruitment activities.

Active

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