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Payroll runs seamlessly, and HR processes are no longer a tedious grind. It's simplified how we work, allowing us to focus more on our people.
Workzoom Talent Suite
Talent management software where the review, the plan, and the pay live on one record.
Reviews, development plans, certifications, and succession all sit on the same employee record. An administrator references a review when submitting a compensation request or building a plan, with no separate system to reconcile.
Workzoom talent management brings performance, learning, career planning, and succession onto one platform that shares the same employee record as HR and payroll. The modules connect through that shared record rather than automatic hand-offs: an administrator references a review when submitting a compensation request, assigns a course by the applicability set on it, and records succession plans and readiness by hand. Built for HR teams running performance reviews, learning programs, and career planning in one place, so development happens in the same system as the rest of HR, not in separate tools.
The goal set at the start of the year is a memory by the time the review closes it. Succession lives in someone's head, not on paper, until the role opens and no one is ready. Write the plan down before you need it.
The short answer
Workzoom talent management brings performance, learning, career planning, and succession onto one platform that shares the same employee record as HR and payroll. The modules connect through that shared record rather than automatic hand-offs: an administrator references a review when submitting a compensation request, assigns a course by the applicability set on it, and records succession plans and readiness by hand. Built for HR teams running performance reviews, learning programs, and career planning in one place, so development happens in the same system as the rest of HR, not in separate tools.
Live on Workzoom right now. North America and the Caribbean.
Modules
Every module.One record.
See Talent module by module. Each one reads and writes the same data, so a change made in one is true everywhere.
How does talent management software cascade goals and reviews?
Define goals at the top and cascade them to every team and person, so reviews measure what matters. Run 360 reviews, competency frameworks, and 9-Box or 12-Box evaluations. Because Performance runs on the same record as Compensation and Payroll, an administrator can reference a review when submitting a compensation request, with no export.
- Goal CascadingCascade goals from the top to every team and person, so reviews measure what matters.
- 360 ReviewsRun 360 reviews and competency frameworks on custom templates.
- 9-Box & 12-BoxEvaluate talent on 9-Box or 12-Box matrices.
- Reviews Inform PayReference a review when submitting a compensation request, on one record.
How does talent management software track learning by role?
Learning lives in the same platform as HR and Performance, so training follows the employee record. Build courses in SCORM, Articulate, video, or PDF, with SCORM content provided by you, and set a course to auto-assign by the applicability you define on it. A certification expiry sends a notification before the credential lapses, and built-in reports track progress.
- Any Course FormatBuild courses in SCORM, Articulate Rise, video, or PDF (SCORM content provided by you).
- Auto-Assign TrainingAuto-assign training by the applicability set on each course.
- Certification RecordsRecord certifications and get a notification before they expire.
- Learning ReportsReport on progress, enrollment, and certification status out of the box.
How does talent management software show career paths?
Map the routes from an originating role to the roles it can lead to, and record development plans on the employee profile. An administrator can compare an employee's recorded skills and certifications against a target job profile. Career planning is an administrator tool maintained by hand, not an employee self-service experience.
- Career Path DesignMap originating-to-resulting role routes for administrators.
- Development Plan RecordsRecord development plans on the employee profile, managed by administrators.
- Skill ComparisonCompare an employee's recorded skills to a target job profile.
- Potential SuccessorsTrack potential successors for organizational movement.
Record who is next, and keep the plan with the role.
Ties plans to positions, not people, so when a role opens the successors an administrator recorded are already there. Assign one or more successors, set a readiness level on each, and compare a successor's recorded skills and certifications against the target job profile. Plans and readiness are maintained by an administrator, not pulled automatically.
- Position-Based PlansTie succession plans to positions, with a readiness level per successor.
- Potential SuccessorsAssign one or more successors to each plan, by hand.
- Skill ComparisonCompare a successor's recorded skills and certifications to the target role.
- Built-In ReportsReport on plans, successors by readiness, and coverage.
Architecture
No sync jobs. No duplicate records.Every module reads the same database.
See how the platform works .No data re-entry between systems.
One employee record
Performance, learning, career planning, and succession read and write the same employee record as HR and payroll. There is no export between them because there is only one record.
Connections an administrator makes
A review can be referenced when submitting a compensation request, a course assigns by the applicability set on it, and succession plans and readiness are recorded by hand. The modules share data, but the links are administrator actions, not automatic hand-offs.
Reporting in one place
Because the modules share one record, an administrator can report on reviews, training, certifications, and succession without exporting and reconciling between separate tools.
Customer stories
Proof, across the career.
Real reviews delivered. Real goals closed. People who grew, stayed. View all case studies
Before Workzoom, we were buried in spreadsheets. Now HR is so much simpler. We spend less time on admin and more time supporting our staff and residents every single day.
What mattered most was choosing a solution built for businesses like ours. Workzoom delivered everything we needed, from payroll to facial recognition clocks, and worked with us every step.
32
case study: hires onboarded in three months, zero paper
We would not be able to hire the way we do with the same resources. It has kept our headcount consistent without growing it, saving us time and money every single cycle.
200+
case study: employees across multiple entities, one record
Workzoom completely transformed our payroll process in just one month. So easy to audit, validate, and make corrections, even at the last minute. The support we received was incredible.
Moving to Workzoom was the right move. It gave our dynamic report and payment structures the flexibility we needed, at the right price.
Switching to Workzoom made managing payroll and timekeeping so much easier. We processed our first payroll faster than we expected and now feel far more confident in everything we do.
One platform
Four suites that work as one.
HR is the foundation every team starts on: it holds the employee record. Payroll, Workforce, and Talent plug into that same data and switch on as you need them. Add Talent Suite today, enable the rest later. No migration, no re-entry, because the data is already there.
Suite
HR
One trusted source for every employee, so the rest of the platform always reads the right version.
Suite
Workforce
Turn hours worked into hours paid, with coverage that holds and exceptions caught before they hit a pay run.
Suite
Payroll
Run pay that reconciles itself, with every retro and adjustment dated and auditable to the cycle it changed.
Live walkthrough
See Workzoom in 30 minutes.
Real product, real questions, no slides. Starts at $4 per employee per month, CAD or USD, with $0 setup fees.
No commitment
30 minutes
Get started
See the Talent suite run on your team.
A 15 to 60 minute working session, not a slide deck. We walk through the Talent suite on your headcount and your data, then give you a straight answer on fit and price.
Workzoom works with organizations of 50 or more employees. See our minimums.
Questions about Talent Suite
What the Talent Suite includes, how it connects to the rest of the platform, and what to expect during setup.
Performance and compensation sit on the same employee record. An administrator or manager can reference a review when submitting a compensation change, which routes for approval and is read by the next pay run, with effective dates so no one re-keys it. Workzoom does not generate merit increases, bonuses, or equity from a rating. A compensation change is submitted and approved as a separate step, and bonuses are entered as ad hoc pay entries.
Yes. Workzoom Talent modules work independently. Start with Performance and add Learning, Career Planning, or Succession when you are ready. Because it is one database, a module you turn on later reads the employee data already captured, with no migration. Most customers turn the modules on in sequence so each builds on what is already there.
Yes. Workzoom imports SCORM and Articulate courseware and supports uploaded video, PDF, and document content. You provide the SCORM files. Most customers start with their own compliance and onboarding content, then expand to role-specific courses. Course progress, scores, and completions are recorded on the employee record.
An administrator or manager submits a compensation change and can reference the review's full-year context: objectives, achievements, certifications, absenteeism, and disciplinary records. The change routes for approval and is read by the next pay run, with no re-entry. Workzoom does not run merit matrices or bonus pools from rating distributions. A compensation change is reviewed and approved on its own, and bonuses are ad hoc pay entries.
In a review, Workzoom compares an employee's self-ratings to their manager's ratings side by side. For career and succession, an administrator can compare an employee's recorded skills and certifications against the requirements defined on a target job profile. The comparison is run by the administrator using the employee's profile and certification reports. Workzoom does not generate a learning plan or assign courses from it automatically.
Workzoom auto-assigns a course by the applicability you set on it, so compliance courses can apply by role or during onboarding. Assessments record minimum passing scores. Each certification has start and end dates, and Workzoom sends a notification when one is approaching expiry, with an expiring-certifications report. Re-enrollment is handled by an administrator, and outstanding training is surfaced through reports rather than automatic flags.
Yes. Workzoom supports SCORM 1.2 and SCORM 2004 courseware, which you provide, along with uploaded video, PDF, and document content. Content launches in a fullscreen player, scores and completions write back to the employee record, and progress survives session interruptions.
An administrator names critical roles, records a succession plan for each, assigns potential successors, and sets a readiness level. To assess a successor, the administrator can compare their recorded skills and certifications against the target job profile. Succession does not pull readiness from performance or learning automatically. Plans and readiness are maintained by hand, and reports list the plans, successors, and readiness that have been entered.