Phenom for
Talent
Management
A global phenomenon
63%
Of Employees Leave Due to Lack of Advancement+21%
Higher Profitability for Businesses with Engaged Workforce39%
Of Companies Think Employees Can Find Jobs Easier Externally<11%
Of Organizations Have A Skills DatabaseEmpower your employees, fill critical skills gaps, and plan for the future.
Built for Talent Management
Talent Marketplace
Connect employees with opportunities for learning, development, connectivity, and more in a central location.
Learn moreCareer Pathing
Empower your employees to envision their future career and the steps required to get there.
Learn moreEmployee Relationship Management
Identify organizational skills gaps and create development journeys for your employees to fill those gaps.
Learn moreSuccession Planning
Identify high-potential employees and map them as successors to critical roles.
Learn morePeople Manager
Equip managers with a dashboard designed to help elevate engagement, skills development, retention, and performance.
Learn moreMentoring
Connect employees with best-fit internal mentors that will help them grow and progress in their career paths.
Learn moreInternal Gigs
Provide opportunities for learning and upskilling through short-term internal projects.
Learn moreEmployee Resource Groups
Promote community, diversity, and engagement through internal networks for employees to join.
Learn more
Resources
View all
Bringing Employee Experience to Life: How GE Plans, Engages, and Retains with Workforce Intelligence
What is Workforce Intelligence and Why Is It Important?
Demystifying Skills Ontologies: Your Roadmap To Clarity
Employee Experience: The Definitive Guide
Discover How Talent Management Experiences Phenom
Frequently Asked Questions
Phenom Talent Management covers career pathing, skills-based development planning, internal mobility through a talent marketplace, employee relationship management, succession planning, mentoring programs, and people manager dashboards — all in one platform.
Yes. Phenom Talent Marketplace connects employees with open internal roles, gig projects, learning opportunities, mentors, and employee resource groups from a central location.
Employees can explore career options without waiting for a manager conversation, which is what gives the system real engagement versus a tool that gets checked once a year.
Phenom's skills data shows where internal employees can be upskilled or reskilled for open roles and where external hiring is the more realistic path. This gives HR and TA leaders a data-driven basis for build-borrow-buy decisions rather than defaulting to external hiring for every open role.
It is a framework, not just reporting.
Phenom gives managers a view of team skills, aspirations, and development progress. They can identify succession candidates, support meaningful career conversations, and flag skills gaps before they affect the team's performance.
This replaces the information void that causes managers to discover too late that a strong employee was already planning to leave.
Phenom personalizes development plans based on each employee's chosen career path and skills gaps. Learning recommendations are tied to where someone wants to go, not a generic catalogue.
After Cigna launched Career Pathing on Phenom, L and D engagement jumped from 4% to 66%. Relevant, personalized recommendations are what drive actual usage.
