Talent management software that connects to everything else.

Four modules that share a single employee record. Performance handles goal setting, review cycles, and 360 evaluations. Learning manages training courses, certification tracking, and compliance requirements. Career Planning gives employees a visible development path with competency mapping. Succession uses 9-box talent grids to identify high performers and protect critical roles. Because all four share a database with HR, Payroll, and Workforce, performance data connects directly to compensation decisions and career development without spreadsheet exports or separate logins.

You configure the review cycle to match how your organization actually works. That could be annual, semi-annual, quarterly, or continuous. Each cycle defines the review template, which competencies and goals are being evaluated, who participates, and the timeline for completion. Managers and employees complete their portions within the system. 360 reviews are supported, so you can collect feedback from peers, direct reports, and other stakeholders alongside the manager evaluation.

Completed reviews are stored permanently in the employee's Personnel record with full history. That means you can look back at any point and see how someone has progressed. Review outcomes can trigger follow-up actions like training assignments through Learning, flag someone as a succession candidate, or inform compensation planning in Payroll. For organizations considering multi-rater feedback, SHRM's guide to 360-degree evaluations covers best practices for structuring these cycles effectively.

Yes. Employees and managers can set objectives that tie into review cycles. Goals can follow traditional frameworks or OKR-style structures with key results and progress tracking. Each objective tracks completion status, and managers can see at a glance where their team stands before a review period closes. Goals are visible to the employee, their manager, and HR, so there is alignment on what is being measured and where someone needs support.

The Learning module is a built-in LMS. You can create and deliver training courses, assign required learning by role or department, and track completion with deadlines and reminders. It handles both compliance-driven training (safety certifications, harassment prevention, regulatory requirements) and development-oriented learning (leadership skills, technical upskilling, product knowledge).

Certification tracking with expiry alerts is built in. When a certification approaches its expiration date, the system notifies the employee and their manager. This is especially important for industries with regulatory training requirements like healthcare, construction, gaming, and municipal government. Organizations subject to OSHA training standards or provincial workplace safety mandates can use the module to document compliance and produce audit-ready records. Because Learning shares a database with Onboarding, safety training can be assigned and completed before an employee's first day on-site.

Career Planning maps the competencies, skills, and experience required for each role in your organization. Employees can see where they stand against the requirements for their current role and potential next roles. This turns career development from a vague annual conversation into a visible, actionable path.

Managers and HR can use career planning data to identify skills gaps across the organization and assign targeted learning to close them. When combined with Performance review data, you get a complete picture of not just how someone is performing today, but what they need to develop to move into their next role.

The 9-box grid in Succession maps employees across two dimensions: current performance and future potential. This gives leadership a visual way to identify who is ready for advancement, who needs development, and where the organization has risk if key people leave. You can filter the grid by department, location, or role level to focus on specific areas.

Succession planning in Workzoom is not a standalone exercise. It pulls from actual performance review data, goal completion, learning progress, and career planning status. So when you identify someone as a succession candidate, that assessment is grounded in real data from the same platform, not a subjective spreadsheet exercise done once a year.

This is the core difference between Workzoom and standalone talent management tools. Every talent module reads from and writes to the same employee record used by HR, Payroll, and Workforce.

In practice, that means a performance review outcome can inform a compensation adjustment in Payroll. A training completion during onboarding is tracked in the employee's permanent HR record. A succession assessment references actual attendance data, review scores, and certification status, not just a manager's opinion. No integrations, no middleware, no export and re-import cycles.

Yes. Standalone talent platforms handle performance and engagement well, but they create a data silo. You end up maintaining separate employee records, syncing data between systems, and exporting when you need to connect performance insights to compensation or HR decisions.

Workzoom covers reviews, 360 evaluations, goal tracking, an LMS, career pathing, and succession planning within the same platform that runs your HR, payroll, and scheduling. The trade-off is that Workzoom focuses on the workflows HR teams need most, rather than niche features like real-time mood tracking or anonymous social feedback. For organizations that want talent development connected to their actual people data, Workzoom is the more practical choice.

The Talent Suite is $4 per employee per month. It requires the HR Suite ($4 per employee per month, included with every subscription) because performance reviews, learning records, and succession plans depend on the employee data and organizational structure that HR provides. If you also use the Workforce Suite for scheduling and timekeeping and the Payroll Suite for pay processing and benefits, the full platform caps at $16 per employee per month. There are no implementation fees and no per-module add-on charges. All four talent modules are included in the suite price.

Yes. The HR Suite is the foundation of the entire Workzoom platform and is included with every subscription. Performance reviews need to reference employee records, job titles, reporting lines, and department structure. Learning management needs to track certifications against employee profiles. Succession planning needs org chart data and historical performance scores. All of that lives in the Personnel and Organization modules within HR. This dependency is by design. It is what allows a review outcome to show up in an employee's permanent record without anyone copying data between systems.