Nous aidons les entreprises à gérer leur politique salariale. Pour qu’une rémunération équitable ne soit plus un casse-tête. Si…
5.0
3 reviews
Category
Talent Management Software
For HR teams whose performance reviews, training tracking, and career planning have outgrown spreadsheets and need a system that covers the employee lifecycle after hiring.
360 Feedback Tools Software 22Compensation Management Software 42Corporate Learning Management Systems 256Course Authoring Software 77eLearning Content Software 73Employee Engagement Software 250Employee Recognition Software 86Learning Experience Platforms (LXP) 43Mentoring Software 53Microlearning Platforms 44Performance Management Systems 117Relocation Management Software 3Talent Intelligence Software 25Training Management Software 2Training Management Systems 67
Rise up est une plateforme d’apprentissage tout-en-un (lms, lxp, outil auteur, ia & automatisation) qui aide les organisations à…
5.0
1 reviews
365talents is now a docebo company. The adaptive AI talent intelligence platform to act on skills, jobs, talent & deliver…
4.7
25 reviews
Elamp devient skills by 360learning Elamp est une solution SaaS de gestion des compétences. Notre technologie vous permet de…
4.6
278 reviews
Elamp devient skills by 360learning Elamp est une solution SaaS de gestion des compétences. Notre technologie vous permet de…
4.6
278 reviews
Edflex is an AI-powered learning solution that combines best-in-class content with real-world practice. It connects the full…
4.5
4 reviews
Easyprof ® is an authoring tool that allows you create powerful interactive multimedia courses in a simple and intuitive way…
4.0
1 reviews
Dokeos lms provides learning management solutions for high-consequence industries such as pharmaceutical, healthcare…
3.5
1 reviews
The easiest way to follow the well-being of your employees. With teammood, follow the morale of your team, on a daily basis, get…
2.5
1 reviews
Au cœur de votre sirh depuis plus de 20 ans, adesoft est un éditeur de solutions informatiques pour la gestion de ressources et…
Unrated
Airteach, c’est la plateforme SaaS de référence pour former une communauté à distance. Nous voulons rendre la formation en ligne…
Unrated
Since 1986 val software has been making business-oriented ERP software for the training sector. We have been developping…
Unrated
Beedeez is a social learning platform that engage and retain your teams by transforming them into learning communities to help…
Unrated
Considering your employees' well-being is a win-win situation ! Bloomin collects current and reliable employees’ input. You turn…
Unrated
🌟 briq (acquired by swile) is a all-in-one team engagement and recognition solution that lets you build a culture of…
Unrated
Bring your learning strategy to life Develop entire employee populations at scale, matched to their career development journey…
Unrated
Elevo is a performance and talent management platform for the new generation's companies. Our intuitive & modular interface…
Unrated
Enjoy your business édite une solution, boostée à l'ia, pour aider les organisations à structurer, animer et communiquer leur…
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La mission de numa ? Faire adopter les pratiques de travail de demain. Comment ? En vous proposant des parcours de formation au…
Unrated
Qomben est une solution automatisée dédiée à la gestion de la rémunération et des avantages (c&b) ! Concevez facilement vos…
Unrated
Accélérez l’adoption de votre application métier Vous déployez une application ? Vous cherchez un moyen efficace de conduire le…
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Hilighter is an AI-powered skills intelligence platform designed to make skills management accessible to every organization -…
Unrated
Established in 2016, skillup supports over 200 HR teams in their strategic role of talent engagement, development, and retention…
Unrated
Sparted is the only campaign-based learning app that boosts frontline employees' performance all year long. Companies with a…
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Buying into this category means paying for a system that runs the employee lifecycle after hiring: setting and tracking performance goals, delivering and recording training, running feedback cycles, planning who moves into which role next, and sometimes handling pay reviews and recognition too. Once it's in place, a manager can see a person's goals, course completions, feedback history and promotion readiness in one screen instead of piecing it together from email and spreadsheets, and HR can pull a company-wide view of skills gaps or engagement instead of guessing.
People start looking here once the informal way of running these processes breaks down. Reviews happen once a year, get written the night before, and change nothing afterwards. Training is scattered across PDFs and in-person sessions nobody tracks, so nobody can say who's actually completed compliance training or built a new skill. Managers can't say with confidence who's about to leave, who's ready for more responsibility, or what the team is actually capable of. Feedback, where it exists, only flows downward, and people who feel unseen start looking elsewhere. Often the trigger is growth — what worked at fifty people falls apart at two hundred, and someone gets told to find a system for it.
The providers here differ mainly in how much of that lifecycle they cover. Some are narrow and deep — just performance reviews, just course authoring, just recognition — built to sit alongside whatever HRIS you already run. Others bundle learning, performance, feedback and compensation into one suite, trading depth in any single area for one login and one set of reports. They also differ in how prescriptive they are about method: some enforce a specific framework (OKRs, continuous check-ins, forced calibration), others are configurable to fit whatever process you already run. Content is another split — some ship a library of ready-made courses, others just give you authoring tools and expect you to build your own. Compare them on whether they replace or integrate with your existing HR system, how the reporting holds up once real data is in it rather than the demo, how much admin time they take to keep current, and whether the per-seat pricing still makes sense once the company isn't ten people anymore.