SumTotal Systems, Inc. Vendor Profile

Enabling a consistent and repeatable process for multisource assessments and feedback is challenging for many organizations. The process itself is complex because it can involve feedback from numerous constituents – internal peers as well as external sources such as partners and customers – that...

Many organizational development leaders are faced with severe budget constraints which have impacted their ability to implement new development programs and maintain existing ones. In today’s hyper-competitive world, actively developing employees and providing career advancement opportunities to...

The typical global enterprise still relies on spreadsheets or outdated legacy systems to manage compensation, which leads to inconsistency in how compensation policies and plans are created, implemented, and measured. The fragmentation of compensation management within many organizations can...

Large global enterprises have amassed a spaghetti mix of HR systems over the past two decades. Custom-built systems, legacy ERP systems, and even spreadsheets are still used by many organizations. The proliferation of systems – many of them not integrated because it is too costly to do so – has...

Today’s learning leaders face an ever-shifting landscape in which traditional learning methods are blending with new methods such as social and informal learning, compliance and regulatory mandates are constantly changing, and measurement and continuous improvement are essential to long-term...

The performance process within many organizations is fragmented and inconsistent, time consuming and arduous for everyone involved, and often supported by outdated legacy systems and spreadsheets. This lack of standardization often results in reduced employee morale and engagement, ineffective...

Recruiters and hiring managers face numerous challenges, including high volumes of candidates and resumes, an inefficient and time consuming hiring process, paper-based or manual requisitions and candidate assessments, and no overall global view of organizational hiring. The result is often slow...

Succession planning within many organizations is characterized by manual, inefficient, and paper-based processes that do not interest with other key talent processes such as performance management, development, and learning. This often results in a lack of visibility into the talent pipeline,...

The typical global enterprise has numerous HR systems that are disconnected and therefore do not provide a truly integrated view of talent information. Data is often inconsistent and out-of-sync, and the tools for analysis and reporting are difficult to use, inaccessible, and too complex for the...

All organizations seek ways to more effectively plan their future staffing requirements based on their overall strategic plans and goals. Yet it can be challenging to align current talent pools to long-term growth objectives while increasing organizational flexibility to react to constantly...

Emerging social technologies promise to reinvent how people connect, collaborate, and learn in the workplace. Yet navigating the landscape of tools, best practices, and technologies is challenging because everything is changing so fast. Fortunately, talent leaders can take tangible and concrete...