Credshare, an easy to use platform for managing all of your staff and company credentials in one place. Credshare is a business…
Unrated
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
Dawfin is an employee engagement system that is designed to engage employees, keep them engaged, and encourages an amazing…
Unrated
Vous souhaitez concevoir vous-même votre contenu pédagogique numérique ? Bienvenue sur edmill, la première plateforme de création…
Unrated
Subscription
Engagesoft is a data-driven employee engagement platform that is designed to promote talent retention and improve organizational…
Unrated
71% of employees fail to meet performance objectives. 25% are at psychosocial hazard risk. Most organisations cannot see it until…
Unrated
Omniview believes selection and talent management are critical to the success of any organization. With more than 90 years of…
Unrated
Gointegro is latin America’s leading HR SaaS platform, built to connect, inspire, and support every employee. Unify internal…
Unrated
Software and services to collect and build a bank of impact stories and testimonials from employees, customers, clients, donors…
Unrated
Hubengage™ is a unified employee communications, engagement, recognition and instant messaging platform. Our customizable mobile…
Unrated
I-access solutions pte ltd was founded with a core competency - to provide affordable, complete and integrated web-based ERP/CRM…
Unrated
In our experience, conventional online learning programs achieve only a bare minimum “login and click” participation because they…
Unrated
Kamsa means appreciation. We're a one-stop shop for compensation solutions. A software and services company, kamsa's proprietary…
Unrated
Liberwin is a 3 in 1 future-of-work platform for enterprises to holistically address talent discovery and agility problems…
Unrated
Mintbook is an enabler of e-learning and digital transformation in learning & knowledge management. Mintbook unified learning…
Unrated
Numly helps companies prepare their workforce for the future with intelligent coaching systems that drive performance…
Unrated
Perkfix is helping companies unlock unrealized revenue through employee engagement. Our SaaS tool helps companies build & measure…
Unrated
Many managers lack a shared framework and the necessary data to effectively lead their teams, leading to guesswork and…
Unrated
Qomben est une solution automatisée dédiée à la gestion de la rémunération et des avantages (c&b) ! Concevez facilement vos…
Unrated
About selfdrvn We help companies develop a thriving workplace culture with a SaaS (software as a service) platform that improve…
Unrated
Dispatch is a leading provider of marketing asset management and online e-learning. Dispatch encompasses two core products…
Unrated
Our mission at shyft is to provide a better moving experience through innovation. Your family, possessions, time, and experience…
Unrated
Prismforce is the only vertical SaaS for it services companies, enabling them to build a digital-first, agile talent supply chain…
Unrated
Hilighter is an AI-powered skills intelligence platform designed to make skills management accessible to every organization -…
Unrated
Synap is a leading online learning and exam platform that empowers organisations to deliver secure online training and…
Unrated
View more RevAgents
Showing 96 of 108 — 12 more to see.
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.