Towers Watson launches new Talent|REWARD website
Towers Watson launches new Talent|REWARD® website
Towers Watson (NYSE, NASDAQ: TW), a global professional services company, today announced the launch of its Talent|REWARD version 7 (v.7) website (www.talentreward.com). The website offers easy access to information and guidance on Towers Watson’s new software, enabling organisations to deliver comprehensive talent management and reward programmes.
Talent|REWARD v.7 provides a broad range of capabilities for organisations wanting to improve business results through better management of employees through enhanced HR processes. The solution was built based on feedback from more than 300 clients and the hundreds of Towers Watson Talent and Rewards consultants who use the hub daily.
Paula Robertson, Director, Human Resources Technology Practice, Towers Watson said, “In addition to the website, our software solution is backed with the full support of Towers Watson’s industry-leading talent and reward management consulting services and data. We help clients design programs that measure actual performance and returns for the business.
“With talent management and compensation programs becoming so critical, organisations are turning more and more to technology to help them deliver these programs. We designed the latest improvements, as well as the new website, to make sure the software provides managers and HR with all the flexibility they need.”
Based on feedback from more than 300 companies, some of the features built into the new software include:
Career development: The Talent Management suite integrates career development planning and helps recruit, engage and retain valuable talent so they are ready to replace current high-performers when the time comes.
Compensation planning: This gives planning managers a complete set of data collection, reporting and analysis tools to achieve the required balance between pay and performance.
Succession planning: Includes the ability to produce "Succession Planning Packs" allowing managers to communicate successors and assess their readiness to succeed in the role.
Global grading system: Provides consistency and accuracy in job levelling.
Learning management: Helps to identify the skills needed for the future and how training and experience link together to develop skills.
Market analysis: Manages the process of market pricing to create and maintain salary structures.