Personnel development software in comparison!

Digitalized personnel development: compare software

Digital personnel development has become increasingly important in the world of work in recent years. More and more companies are turning to digital learning and software programs to train and develop their employees and train them as specialists. But which software is best suited to the individual needs of the company? HRNeeds is the right place to ask this question.

Suitable software provides a quick overview of all employees, including their competencies, skills and potential. The software can also carry out a comparison of actual and target competencies and thus recommend targeted training and further education. By connecting to further training databases, the software can make suitable suggestions for further training depending on requirements, thus saving time-consuming research. In addition, employee appraisals and all minutes can be stored in the digital personnel file, saving space and resources.

Personnel development in transition

What innovation opportunities does the digitalization of HR development offer?

The digitalization of HR development offers numerous opportunities for innovation. One of the biggest advantages is the ability to hold training courses anytime and anywhere. This means that employees can also learn and train outside the office or at unusual times. This increases the flexibility and efficiency of personnel development.

Another advantage is the ability to offer personalized learning content. By analyzing data on an employee’s individual strengths and weaknesses, targeted training modules can be created to work specifically on weaknesses and build on strengths.

The possibility of virtual coaching and mentoring also offers innovative opportunities. Employees can be supported online by experienced colleagues or external experts to improve their skills and knowledge.

Digitalization also enables the introduction of playful elements in personnel development. Gamification can be used to make learning content more attractive and increase employee motivation and commitment.

What is personnel development about?

Personnel development is the process by which a company or organization aims to improve the skills and abilities of its employees in order to increase their performance and job satisfaction and ensure the future viability of the company. Personnel development is therefore an important part of Human Resources (HR).

The objectives of personnel development include:

  • Promoting the individual and professional
  • development of employees,
  • improving skills and knowledge in order to be able to respond better to changes and new challenges
  • increasing employee motivation and commitment
  • improving teamwork and cooperation,
  • securing and expanding employees’ qualifications.

Personnel development includes various measures such as further training, coaching, mentoring, job rotation and other forms of work organization that promote learning. It can take place at various levels, for example at individual, departmental or company level. It can also be both formal and informal and can take place inside or outside the company.

Tips for the basis of effective personnel development

The right structures and processes are needed for personnel development to work. This also includes close cooperation between the specialist departments and the HR department with the relevant HR experts responsible for personnel development.

In the specialist departments, it is the task of managers to recognize and record the skills of employees, to identify, promote and expand corresponding development potential, and a personnel development concept is needed that should form the basis for corresponding development measures geared towards employees. This concept maps both the technical and other skills required in the company. Employees can then be deployed in accordance with the knowledge available in the company and their skills. Or be developed accordingly. This process begins with training and continues throughout the employee’s entire time with the company – the so-called employee lifecycle.

Position-oriented and potential-oriented personnel development

In personnel development, a basic distinction is made between position-oriented promotion on the one hand and potential-oriented promotion on the other.

In position-oriented promotion, the goal is a specific position or job for which the employee is promoted or developed. The employee should be able to fill this position upon completion of the corresponding development measures.

In contrast, the potential-oriented promotion approach does not yet have a fixed position. Here, employees are to be developed in such a way that they can fill vacant or new positions. In other words, a talent pool of suitably qualified employees is built up, who can later utilize the skills they have acquired at different levels. This approach guarantees companies a certain degree of flexibility, fast response times and independence.

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Personnel development measures and instruments

Personnel development includes various measures such as further training, coaching, mentoring, job rotation and other forms of work organization that promote learning. It can take place at various levels, for example at individual, departmental or company level. It can be both formal and informal and can take place inside or outside the company.

Personnel development includes the following activities, among others:

  1. Employee appraisals: regular meetings with employees to discuss their development, goals and wishes.
  2. The 360 degree feedback
  3. Further training: Measures such as training courses, seminars or workshops designed to enhance employees’ skills and knowledge.
  4. Career planning: Support in planning employees’ career development and identifying development opportunities.
  5. Talent management: Identification and promotion of talent within the company.
  6. Leadership development: training and measures to develop leadership skills and promote future leaders.
  7. Succession planning: Identification and preparation of successors for key positions in the company.
  8. Diversity and inclusion: Measures to promote diversity and inclusion in the company.
  9. Onboarding: Measures to introduce and integrate new employees into the company.

1. Employee appraisals

Performance reviews, also known as employee appraisals, are formal discussions between an employee and their line manager in which the employee’s performance and progress are reviewed and discussed. They are used to identify the employee’s strengths and weaknesses and, if necessary, point out opportunities for improvement. Performance reviews can also be used to discuss goals and career development plans, give and receive feedback, and encourage open communication and a good relationship between employee and manager.

Such an appraisal interview should take place at regular intervals. It is conducted during working hours. The HR department should initiate the appraisal interviews. The manager records the meeting and the relevant forms are stored in the employee’s personnel file.

Employee appraisals are therefore primarily concerned with three points:

  • a performance appraisal based on a uniform and transparent appraisal system
  • defining target agreements that are realistic, measurable, specific and time-bound – and that are accepted by the employee
  • further training and qualification (methodological skills, social skills, personal skills)

How can software support employee appraisals?

Suitable software can support the HR department, managers and employees in conducting and conducting employee appraisals and simplify the entire process.

A suitable software solution contains the interview templates and questionnaires created by the HR department – all templates exist in digital form and have been entered into the software. This means that they can also be accessed by the specialist departments at any time – adapted to the various departmental tasks and role models. One example: different questionnaires are required for employees in the IT department than for the sales department.

As part of personnel management and digital personnel file, the documentation and minutes from employee appraisals are also available directly in the personnel file of the corresponding employee and are therefore directly available to those with the appropriate access rights.

Important! Managers only have access to the appraisal interviews in the personnel file of their own department or assigned employees; employees have access to their own personnel data in their personnel file.

The digital personnel file stores all employee-related documents with all associated information digitally, as well as forms and correspondence documents. The advantages of a digital personnel file are lean processes, fast data access and structured document management, automatic reminder functions and transparency thanks to the same level of knowledge for everyone.

Above all, the same level of knowledge for everyone involved, i.e. transparency, is also a decisive advantage of software tools for employee appraisals: employees can view their appraisals via Employee Self Services, a digital HR employee portal.

The software for employee appraisals can include

  • An automated reminder function
  • Automated calendar entries
  • It can serve as a guide for the conversation and facilitate documentation
  • Agreements made can be viewed directly and are available in real time
  • Direct access to all documents relevant to an appraisal interview
  • Direct access to all historically stored appraisal interviews in the personnel file, including comments on employee assessment, target agreements, further training measures, etc.
  • Audit-proof storage and management of documents in the digital personnel file
  • Easier, faster access to information via Employee Self Services
  • Saves time and makes work easier for the HR department, management, managers and employees

2. The 360 degree feedback

360-degree feedback is a method of constructive criticism that helps employees to improve their performance. It involves giving or receiving feedback from several sources: for example, from colleagues, managers and direct reports. Sometimes even from customers. Such all-round feedback has become widely accepted practice in organizations around the world. In fact, some experts believe that such feedback should be mandatory for every employee. But mostly it is about the assessment of managers’ skills by their team members.

How does software help with 360-degree feedback?

With a software solution, the 360-degree feedback interview can be obtained online from all participants using a standardized and digital questionnaire. The assessments are usually anonymous in order to obtain an objective picture of the manager.

3. Further training

Continuing education measures are educational programs aimed at expanding or deepening the skills and knowledge of individuals. They can take various forms, such as seminars, courses, workshops or training programs. Further training measures can be offered by companies or educational institutions and can be aimed at different target groups, such as people in employment who want to refresh their qualifications or people who want to qualify for a career change. Further training measures can also be organized by government bodies or professional associations.

4. Career planning

Career planning is the process by which a person thinks about what they want to achieve professionally and how they can achieve these goals. It involves setting short and long-term goals and planning steps to achieve them. Career planning can help you to further your career and develop professionally. It can also help you better understand what skills and knowledge you need to achieve certain goals and what steps you need to take to acquire those skills and knowledge.

5. Talentmanagement

Talent management refers to the targeted promotion and development of employees who are considered particularly talented and have a high potential to make a career within an organization. This includes the identification of talent and the development of measures to promote these employees and improve their career opportunities within the company. Talent management is an important part of HR development and can help a company remain successful in the long term by ensuring that it has a pool of highly qualified and committed employees.

According to the two HR experts David G Collings and Kamel Mellahi, holistic strategic talent management includes the following points:

  • the systematic identification of key positions that are essential for building and maintaining strategic competitive advantages,
  • the development of a talent pool of high potentials and
  • the constitution of a differentiated human resources architecture as the basis for the successful allocation of high potentials to key positions.

Use of software in talent management

The importance of talent management and HR software for companies has grown in recent years. More and more companies are recognizing the need to manage and develop their employees effectively in order to be successful in the long term. Talent management and HR software play an important role in this.

By using talent management software, companies can identify and promote their talent in a targeted manner. The software supports the planning of further training measures, the search for suitable employees and the monitoring of performance levels.

HR areas affiliated with Talent Management

Due to the definition of talent management, this area is closely interwoven with three other HR areas:

  • Recruiting,
  • Leadership & Performance Management and
  • skills and competence management.

All of these areas are also concerned with the people working in the company and therefore once again with sustainable competitiveness.


The task of recruiting is to find suitable employees. It is therefore also about identifying and approaching the right talent, attracting them to the company and hiring them. This process begins with the identification of requirements and continues with their notification, the advertisement, the application phase, including the necessary communication, through to recruitment and integration, i.e. onboarding. The personnel development concept mentioned above is useful here, as it reflects the specialist and other skills required in the company and compares them with the talent already in the company (talent pool).

Leadership and performance management

Leadership & performance management is an ongoing process in which managers plan, monitor and review individual work results, future goals and development needs together with their team. It is therefore a hallmark of successful managers that they set clear expectations, “monitor” performance and provide feedback accordingly. As a result, the individual results contribute to both the team goals and the overall goals of the company.

This exchange and communication process between managers and their employees can also be supported by software: Feedback and assessments can be provided via appropriate systems, the achievement of targets can be evaluated, targets to be achieved jointly or individually can be agreed and development plans can also be drawn up. The entire collaboration process can be digitally mapped and adapted to the practice in the respective company.

Skills and competence management

Skills and competencies are abilities that a person possesses. They help them to solve tasks and problems. And the more skills a person has, the better they can deal with challenges. Accordingly, they are also important for professional success.

In the area of skills, a distinction is also made between hard and soft skills. Hard skills are verifiable, technical skills – for example language or software and programming skills. Soft skills, also known as soft factors, include adaptability, creative thinking, communication skills, flexibility and a willingness to cooperate. Soft skills are therefore primarily personality traits, but they can be trained.

With skills and competence management, the strengths and weaknesses of individual employees can be identified and recorded on the basis of self-assessments and external assessments. This makes it possible to initiate appropriate measures for further development: either to further expand knowledge or to fill gaps. An appropriate system can also be used to quickly fill teams and projects with suitable personnel in order to have all the necessary skills and competencies on board and work successfully.

6. Management development

Leadership development is the process by which leaders improve their skills and abilities to perform better in their leadership roles. This process can be accomplished in a variety of ways, including training, coaching, mentorship, job rotation and other formal and informal learning opportunities. Leadership development focuses on improving skills such as critical thinking, problem solving, communication, team leadership and strategic thinking. The goal is to enable leaders to lead effectively, solve problems and make decisions that benefit their organization.


Coaching is a professional process in which one person (the coach) supports another person (the client) in achieving or overcoming their individual goals and challenges. Coaching is usually an individual and confidential relationship between coach and client and can be applied in various areas such as career, personal development, relationships and health. The coach usually uses techniques such as asking questions, listening and reflecting to help the client find their own solutions and achieve their goals.


Mentoring is a relationship in which an experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person. This can take the form of advice, sharing of knowledge and experience, support and guidance, helping the mentee to develop new skills and achieve their goals. Mentoring can be a valuable resource for people who want to learn and grow in their personal or professional lives, and it can be a rewarding experience for both the mentor and the mentee.


Job rotation is a personnel development concept in which employees regularly move between different activities or departments within a company or organization. The idea behind job rotation is to give employees the opportunity to acquire new skills and knowledge and to promote their professional development. Job rotation can take place at different levels within a company, for example between different departments or between different hierarchical levels. Job rotation is often used as an alternative to traditional development programs such as seminars or training courses.

7. Succession planning

Succession planning is a process by which an organization identifies and develops employees who are potential candidates to fill key leadership positions within the company. It involves assessing the organization’s current leadership capabilities, identifying future leadership needs and developing a plan to meet those needs through training, mentoring and other development opportunities. Succession planning is important because it helps ensure that an organization has a strong and capable leadership team that can lead the company into the future. It can also help retain top talent within the organization and reduce the risks associated with unexpected leadership transitions.

8. Diversity and inclusion

Diversity means variety and refers to the different characteristics and attributes that people have, such as age, gender, ethnic composition, sexual orientation, cultural backgrounds and physical abilities. Inclusion, on the other hand, refers to the fact that all people, regardless of their differences, have the same possibilities and opportunities to participate in social, economic and cultural life. Viewed together, diversity and inclusion therefore refer to the fact that people from different backgrounds and with different characteristics are welcome in a society and have the opportunity to develop their full potential.

9. Onboarding

Onboarding is the process by which a new employee is introduced to a company.

This includes, for example

  • the introduction to the corporate culture and working methods,
  • providing information on products and services
  • familiarization with the technical systems and tools used in the company and
  • cooperation with colleagues and superiors.

The aim of onboarding is to quickly integrate the new employee into the work and make him or her feel part of the team. In this way, employee satisfaction should be increased and staff turnover reduced – and, of course, new employees should be able to quickly take on the tasks assigned to them.

What are the advantages of digital HR development?

Digital personnel development offers numerous advantages for companies and employees. Here are some of the most important benefits:

1. Increased efficiency: by using digital tools and platforms, training courses, seminars and other personnel development measures can be carried out quickly and effectively. This saves time and costs.

2. Flexibility: digital education and training can be carried out at any time and from anywhere. This allows employees to better integrate their training into their daily work routine and organize their working hours more flexibly.

3. Personalization: Digital personnel development offers the opportunity to take better account of employees’ individual learning needs. Employees can organize their training according to their needs and interests and determine their own learning speed.

4. Sustainability: Digital education and training is more environmentally friendly as it requires less paper and travel. This allows companies to reduce their CO2 emissions and contribute to environmental protection.

5. Success monitoring: By using digital tools, companies can better measure and evaluate the success of their personnel development measures. By analyzing data, optimization potential can be identified and the effectiveness of the measures can be increased.

Overall, digital HR development offers numerous advantages for companies and employees. A targeted selection and comparison of software solutions can help to find the right solution for the individual needs of the company and enable effective personnel development.

How can software support personnel development?

  • Digital HR development establishes a direct line between the specialist departments and the HR department for efficient HR work
  • Quick overview of all employees, including their competencies, skills and potential
  • Actual/target comparison between existing and required skills
  • Connection to further training databases that provide suitable suggestions for further training as required – this reduces time-consuming research and saves time
  • Transparency
  • digital questionnaires for 360-degree feedback
  • The system automatically indicates vacancies
  • support with training planning
  • fast response times and time savings
  • Saves space and dispenses with paper: conserves resources
  • Progress in the personnel development of employees is made visible
  • Monitoring of target agreements
  • Structured employee appraisals and direct storage of all minutes in the digital personnel file

Which technologies can companies use for digital HR development?

Digital personnel development offers many opportunities for companies to promote and train their employees. Here are some technologies that can be used in this context:

1. Learning management systems (LMS): LMS are web-based platforms that enable companies to provide and manage training content online. Employees can then access this content at any time and from any location and update their knowledge.

2. Virtual training tools: Virtual training tools, such as webinars, allow companies to conduct training courses and workshops online. This saves time and costs for travel and accommodation and allows employees to participate from anywhere.

3. Mobile learning: Mobile learning apps can deliver training content to employees anywhere, anytime on their smartphone or tablet. This enables employees to learn in their free time and during work breaks.

4. Artificial intelligence (AI): AI can be used to create personalized training for employees based on their individual needs and learning styles. AI can also help in automatically reviewing learning progress and identifying learning needs.

5. Gamification: Gamification can be used to deliver learning content in a playful way and increase employee motivation and engagement.

6. Virtual coaching and mentoring: Employees can be supported online by experienced colleagues or external experts to improve their skills and knowledge.

There are many different technologies that companies can use to digitize their HR development. Each technology has its own advantages and disadvantages, and it is important to choose the right technology for the company’s specific needs. Some companies prefer an all-in-one solution, while others prefer a combination of different technologies. Thorough research and a comparison of the different options can help to make the best choice and successfully digitize HR development in the company.

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Find the ideal software with the HR software comparison from HRNeeds: HRNeeds uses a special analysis tool to compare the company-specific requirements with the software solutions and thus reliably finds the perfect software fit.

Do you have any questions about the software solutions?

We will be happy to advise you, free of charge and without obligation! Our expertise will effectively save you time in your search for the right tools for your HR processes. Our competent HR consultants are in constant contact with HR software manufacturers and are therefore always informed about current trends and innovations.