Human capital is truly one of the most valuable parts of any business institution, therefore it is essential and fundamental for a company to adapt to the growing need to invest in proper management, development and preservation of its population. In line with this, many companies nowadays use the human resources information system (HRIS) as a simple database to store employee records and basic information. But HRIS has not been able to fully meet effective human resource management. And thanks to the rapid advancement of information and technology systems, talent management systems have been created to help companies not only store employee data and basic information, but also fulfill the various and complex human resources functions in simplified, effective and efficient way. plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay As mentioned in the article, talent management systems are generally considered to consist of four modules, also called “pillars”, namely recruiting, corporate learning, performance management and compensation management. And these four modules are offered by vendors in a whole suite, yet most companies rarely purchase it because it is too expensive. So what they normally do is buy one module at a time to not only manage cash flow but to evaluate the capacity of the system. And once the purchased module has been proven to meet the companies' requirements and expectations, they can choose to purchase another module until the entire talent management system is fully implemented within the company. 'organization. For the first pillar, i.e. recruitment, it is the fundamental foundation of the HR function with the aim of satisfying both the needs of the company and the needs of internal and external candidates. To help them find the right candidate for the job, the HR department uses the traditional method by relying on job search engines like Jobstreet and LinkedIn and also through headhunters. The human resources department must ensure that there is the right person for the vacant position. Because of this essential function, the HR department must have a reliable tool or system to perform its tasks effectively and efficiently. In line with this, the hiring management software system will enable the HR department to carry out and facilitate its tasks early and effectively. This is because the system is designed to automate and simplify the processes from job opening to hiring new staff through discovery, evaluation and selection of the most suitable candidate. For the second pillar, i.e. corporate learning, the function of the HR department does not end with the recruitment process. They must ensure that the staff they hire have continuous development of talents and skills. It is their responsibility to identify the needs of each staff within the organisation. A certain training/seminar is not applicable to everyone because each staff has a different level, position and job description. Furthermore, nowadays corporate training is open to new ways to develop employees, training/learning courses are not confined to the four corners of the office. They usually identify the appropriate training/seminar for each individual or group. It is therefore essential that they maintain a database of the learning journey and career outcomes of all staff. In line with this, the system of.