Integration, Holistic, Leverage, Strategic: What other words could possibly make this title catchier?

Allstate made a deliberate decision to implement across the enterprise at staggered roll-out of various SuccessFactors (SF) modules within the last few years. At first, we stood up the Goals, Performance, Calibration (or Talent Assessment/9-box), Succession, and Analytics modules. We wanted to focus on beginning the change-journey toward a different performance management mindset. We're now implementing the Recruiting model. In the last year, we've also moved our global workforce to the platform.

The roll-out was meant to help address several business problems, some of which included (a) having no centralized repository of the multiple talent data-points that could be easily leveraged at the enterprise level; (b) silo-ed or disjointed approaches to evaluating talent; (c) disconnected talent data, elements of which were captured in time-intensive sessions only to be used episodically or seasonally; and (d) prima facie decision-making that lacked strong correlation or even predictive strength.

We currently use the tool to help us dive into a more frequent cadence of feedback sessions that utilize a holistic viewpoint of talent, from performance, to potential, to development and succession, to the rewards associated with success.