Talent Management

Ramco anticipates that customers will demand unique systems that evolve with changing market conditions and Ramco HCM has been designed to meet that need. With Ramco HCM, you can plan your talent requirements, build a strong brand image to attract the very best, ensure that new hires are integrated quickly to maximize productivity, retain high performing talent, and facilitate continuous movement of talent to where they have the maximum impact within the organization.

Talent Management functions like Performance and Development Management are an integral part of the Ramco HCM offering. The content can be split into three distinctive parts: Objectives-based Assessment, 360 Degree Appraisals, and Potential Appraisals. As businesses experience increasing economic flux, including quicker time to market, increasing revenues or even growing the market reach, there is a need to dynamically organize the global workforce and assess them on parameters relevant to the business context. The underlying systems must support this need and should be easily configurable, based on market stimulus. Organizations aim to improve the granularity of their assessment systems and shorten the assessment time period.

Employee Tagging and Talent Pool

In addition to supporting a mature 3-tier competency model, Ramco HCM lets customers use a simple social concept to a greater effect. Tags are an additional, simpler, social and personal means to identify an employee’s capabilities. These can complement the organization’s existing methods of classifying talent. A powerful adjective used as a tag can sometimes convey clearer, more powerful picture of an employee’s capabilities than a detailed competency model.

Tags can be tuned to an organization’s geography, industry, business line and its priorities. And since they are simple and easy to maintain, they stay relevant to an organization’s current context.

A tag cloud provides a quick insight into an organization’s talent - capabilities that are abundant and those that are scarce. This view enables an organization to make the necessary talent interventions to improve its capabilities in areas which are required for its present as well as future well-being.

The 9 Box

Ramco HCM supports 9 Box chart, which is a visual aid that enables Talent Managers to compare an employee’s potential with his/her actual level of performance. The predominant idea behind 9 Box is that the organization should be able to create role models out of their star employees—employees with high potential and high performance—for others to follow/emulate.

Behavioral Model

The employee’s standard of business conduct can define the customer’s experience with the company. A behavior is normally understood as a set of actions that employees follow at work. When this is consciously defined by the organization and imparted through training programs, employees are able to perform consistently. For instance, this may include the manner in which employees greet and elicit business requests at a services desk. Ramco HCM enables the definition of critical business behaviors (conduct) for key positions and the measurement of adherence through surprise checks or formal audits. The results of “good” behavior are usually a cash reward or “gamified” rewards. The process ties into Ramco Training and Payroll.

Perspective Model

This process permits Talent Managers and business leaders to set targets for employees through four parameters – financial, learning, process and customer. The idea is that profit center heads and key position holders optimize what they do from every perspective and be rewarded for doing so; for instance, cutting costs alone would not be an achievement when it means lower customer satisfaction levels. To an extent, this process is successful in an environment where actions are traceable to their end from various perspectives. Thus, it complements granular accounting process, audits that check process compliance, employee training and a credible process to measure customer satisfaction. The process permits subscribers to achieve a greater level of optimality when they are tied to employee KPI as failure in performance can be traced to failure in funding, learning, compliance or customer handling.

Talent Score Card

Ramco HCM helps in getting a holistic view of an employee’s data through the Talent Score Card, which represents key information about an employee. This can be used during a review process or in general and includes:

  • Employee Profile
  • Compensation in relation to others in the same grade
  • Position on the 9-box
  • Current fit into the position they’re holding and a view into the future
  • Rewards and bonuses earned in the past
  • Pattern of absenteeism
  • Grievances reported
  • Disciplinary actions taken

The information is presented as a visual aid, whereby Talent Managers may inter-relate disparate information to arrive at business conclusions.

Employee Development

Ramco HCM takes care of the end-to-end training and development process of your employee, right from maintaining faculty, courses, modules and programs to maintaining the training calendar, recording participant assessment and faculty and participant feedback. Training needs are identified by matching job requirements with an employee's competencies, and analyzing qualification and skill-set gaps.

Competency Model

Ramco HCM effectively handles Competency Management by splitting competencies across three parameters—knowledge, skills and attributes—and applying them to different positions. This implies that there is a provision for maintaining an inventory of competencies. Both job-wise and position-wise mapping of competencies can be carried out, and employees can be assigned different positions based on a competency profile match. When there is a gap between the required level and the assessed level of competencies for a particular position, the HR team can suggest suitable development action.

Training Administration

Training needs are identified by matching (upon finding mismatches) job requirements with an incumbent's competencies. Qualification gaps are also a basis for training. Ramco HCM can plan and administer training needs and help enrich an employee with the right skills.


Ramco HCM helps in designing and developing appropriate Reward programs to incentivize employees. These reward programs could be as simple as identifying and communicating Employee of the Month or more involved, tying in with the gamification framework. Ramco HCM also links the Reward programs with Payroll for monetary rewards.

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Our Customers

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  • Valiram Group
  • GE
  • Pay Partners
  • Dabur
  • Omega Healthcare
  • BATA
  • Radisson
  • life Style
  • Landmark Group