Most HR teams answer workforce questions with stale data pulls. Phenom Employee Relationship Management (ERM) gives HR real-time data insights: open a skill to see who holds it and what requires it, or open an employee to see their skills against the next role. Your HCM stays the system of record.
Leadership asks if the company has the skills for next year's plan. The answer is spread across an HCM field with outdated employee info, scattered learning records, and flimsy job architecture. Phenom ERM keeps the entire picture current, organized, and solid so HR has answers, not guesses.
ERM reads every skill on every profile through one ontology, mapping your HCM, course records, and employee entries to a single skill. Open a skill and ERM shows who's endorsed for it, which roles and open jobs require it, and which courses, mentors, and gigs build it. Open an employee and their skills sit against the next role's level. Profile-building and validation agents are configured here.
An HCM holds a skills field; an employee fills it in at hire and rarely again. A taxonomy project defines what those skills mean, then ages the day it publishes. Neither knows that project management is different work for a site manager and a product manager. Neither says whether a skill was ever checked. Phenom ERM reads skills through an ontology built for that difference, and marks the ones that were checked.
Skills understood in context: The ontology reads a skill as tasks that differ by role and industry.
Your HCM stays the system of record: ERM reads it, your LMS, and your ATS into one skills picture.
Checked skills are marked as checked: Endorsed skills are counted apart from self-reported ones.
Turn workforce data into answers, and answers into next steps.
Leadership wants to know whether the company has the skills for a new line of work. HR opens the skill in ERM sees how many employees hold it, how many are endorsed for it, which roles and open jobs require it, and which courses build it. Filter by location, department, or level. The counts come from profiles kept current, so HR speaks to what’s there now.
Filter to the population that matters. Location, department, and level narrow every count at once.
From the count to the people. Each tile opens to the people it counts, so a number becomes a list.
Who has it, beside what needs it. People with a skill sit beside the roles and jobs that need it.
The usual objection to skills data is that people typed it in themselves. ERM separates self-reported and endorsed skills with agents that add and validate data. Profile Builder Agent interviews an employee and adds skills to employee profiles; Skills Validation Agent assesses a skill against the role and returns a scorecard. HR can adjust the skills mapped to a role and override a recommendation.
Endorsed and self-reported, counted apart. The split shows on the analytics for every skill.
Filled by interview. Profile Builder Agent writes the skills an employee describes to their profile.
Scored against the role Skills Validation Agent tests a skill and returns a scorecard for it.
Before a talent conversation, an HR business partner opens an employee profile in ERM, which shows their skills against the level the next role requires, the path they set, the jobs they fit, and whether they’re in a succession plan. Tags such as Long Time in Role sit beside the skills. It’s the same profile the employee builds in the career tools, so the conversation starts from what’s there, not memory.
Skills against the next role. Each required skill shows its level and where the employee stands.
Best fits on the profile Open jobs and career progressions the employee fits, each with a grade.
Into a pool or a plan. Add the employee to a talent pool or a succession plan from the profile.
ERM does not hold a copy of the workforce. The profiles, skills, and career activity it shows are the same ones employees create in the products they use, which is why HR sees what actually happened, not last quarter's version of it.
Inside ERM, employees match into the pools that feed Succession Planning slates, so a plan begins with everyone who qualifies instead of everyone a leader can recall. Movement along Career Pathing paths and engagement in Talent Marketplace are most of what ERM reads: progress, stalls, closing skill gaps, gigs, and mentors.so engagement in the marketplace is what gives ERM something to act on.
Inside ERM, AI reads career activity across the workforce and surfaces the patterns worth a conversation, matches employees into HR's pools and re-matches them as profiles change, and runs the agents that improve the data. Profile Builder and Skills Validation are configured in ERM's settings; Workforce Planning draws on the view ERM maintains.
Employee profiles, career activity, and the signals drawn from them are among the most sensitive data an HR team holds, so access to them is set by role: profiles, pools, and activity views are visible only to the people you designate. Your HR system stays the system of record for the employee. SOC 2 Type II certified, GDPR and CCPA compliant, with AES-256 encryption and annual penetration testing protecting every employee profile the product touches.
200k+
skills activated on employee profiles
19
skills on the average employee profile
23k+
unique skills captured, across 200+ categories
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