Is talent management part of HR?

Talent management involves a range of HR strategies and processes focused on attracting, developing, engaging, and retaining top talent. Its core objective is to enhance organizational performance through cohesive and effective people management.

What is another name for talent management?

Other terms often used to refer to talent management include personnel management and human resource management, although each carries its own distinct nuances.

What is the difference between talent management and recruitment?

Talent acquisition focuses on finding and recruiting qualified candidates, while talent management involves nurturing and retaining those individuals. Hiring great talent is only the first step—without ongoing development, it’s difficult to keep employees engaged or maximize their potential.

HomeProductsHRM20 Best Talent Management Software 2025 in Singapore

20 Best Talent Management Software 2025 in Singapore

By Aulia kholqiana

5

April 14, 2025

Managing talent isn’t just an HR task—it’s a strategic priority. Companies are pressured to attract people, retain top performers, and develop future leaders. Talent Management Software (TMS) plays a vital role in helping businesses align people with purpose.

A Grand View Research report shows that Southeast Asia’s HR software market is expected to reach USD 578.4 million by 2024, with growth driven by ongoing digital transformation.

HashMicro stands out as one of Singapore’s best talent management solutions today. Its robust, cloud-based system offers end-to-end features from recruitment to employee development.

Here, we present the 20 best talent management software for 2025 in Singapore, chosen for usability, features, and real-world impact. Let’s dive into the top solutions driving HR transformation.

Table of Content:

Key Takeaways

Talent management software helps streamline HR processes like recruitment, performance tracking, and employee development.
Choosing the right software is crucial to avoiding inefficiencies. Look for systems that are scalable, customizable, and well-integrated with your existing tools.
HashMicro HRM offers a comprehensive, modular solution tailored to diverse business needs, making it one of the top choices for effective talent management in 2025.

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What is Talent Management Software?

Talent Management Software (TMS) is a digital solution designed to help organizations manage the entire employee lifecycle more efficiently. TMS centralizes key HR functions in one platform, from hiring and onboarding to performance management and succession planning.

Unlike traditional HR systems, which often focus on administrative tasks like payroll or attendance, TMS is built to support strategic people development.

It enables HR teams and managers to identify skill gaps, track employee growth, and create personalized development plans, leading to stronger retention and performance.

Modern TMS solutions leverage data analytics and automation to help businesses make smarter talent decisions. With insights into employee performance, engagement levels, and training progress, companies can proactively plan for the future while staying agile in the present.

Top 20 Talent Management Software Solutions

Below, we’ve compiled a list of some of the best TMS options in 2025, complete with overviews, key features, and a pros and cons breakdown to help you choose the right fit for your organisation.

1. HashMicro Talent Management Software

HashMicro HRM is a fully integrated HR solution that automates and simplifies end-to-end human resource processes. From recruitment and payroll to performance and attendance, it provides a centralized system to manage your workforce efficiently.

With a modular structure and seamless integration across finance, accounting, and ERP systems, the platform adapts to diverse business needs while ensuring data accuracy. Try a free demo today to see how HashMicro HRM can transform your HR management.

Key features:

Talent Management with KPI Tracking: Monitor employee performance through measurable KPIs to identify high performers and align talent with business goals.
Employee Development: Support continuous growth with personalized training plans, skill tracking, and clear career progression paths.
In-Depth Performance Analysis with Nine Box Matrix: Evaluate employee potential and performance visually to guide promotion, succession planning, and development efforts.
OKR (Objective Key Results): Set clear, trackable goals that align individual performance with company objectives, driving focus and accountability.
Internal LMS: Provide structured learning opportunities through an integrated Learning Management System, accessible anytime by employees.

Pros	Cons
Offers comprehensive and customizable features to fit various business needs. Transparent pricing with no hidden costs. Provides excellent after-sales support and local customer service. Supports unlimited users without extra charges. Fully integrated with other business systems like accounting and ERP.	Further adjustments may be required to fully match their scale and processes.

Explore a variety of pricing options tailored to businesses of all sizes. Review the plans below and choose the one that best aligns with your needs and budget.

2. Paycor

Paycor is a cloud-based Human Capital Management (HCM) solution for small to mid-sized businesses. It offers a full suite of HR tools, including recruiting, onboarding, payroll, talent development, and workforce analytics—all in a unified platform.

Key features:

Applicant tracking and hiring workflows
Onboarding automation
Performance review templates and goal tracking

Pros	Cons
The intuitive interface makes it easy for teams to adapt quickly. Strong payroll and compliance tools help reduce manual errors. Helpful customer support, especially during onboarding.	Some key features are locked behind higher pricing tiers. Limited customization for complex or unique HR workflows. Mobile app performance can be inconsistent at times.

3. Remofirst

Remofirst is a global Employer of Record (EOR) platform that enables companies to hire and manage remote employees in over 180 countries legally. It handles compliance, payroll, and contracts, making international expansion and remote hiring more accessible.

Key features:

Employer of Record (EOR)
Localized contracts
Global payroll
Benefits administration

Pros	Cons
Ideal for hiring and managing global remote teams. Clear pricing and simple onboarding process. Covers compliance and payroll across 180+ countries.	Less relevant for companies with only local operations. Lacks advanced features for internal talent development. UI can feel a bit outdated in some areas.

4. SAP Successfactors

SAP SuccessFactors is a robust talent management suite for large and enterprise-level organizations. It combines core HR functions with strategic talent development features like succession planning, learning paths, and analytics.

Key Features

Performance and goal management
Succession and career planning
Learning and development platform

Pros	Cons
Offers deep functionality across all HR domains. Excellent for large, global organizations. Strong analytics and succession planning tools.	Setup and configuration can be complex. May be too robust for smaller businesses. Interface can be less intuitive than modern alternatives.

5. Paylocity

Paylocity is an all-in-one HR and payroll platform that enhances employee experience while automating back-office tasks. It’s known for its clean interface and integrated communication, feedback, and performance tools.

Key Features

Payroll and tax automation
Applicant tracking
Onboarding workflows

Pros	Cons
User-friendly platform with strong employee engagement tools. Integrates payroll, performance, and communication in one place. Encourages peer feedback and recognition.	Limited capabilities for international teams. Some reporting features are less flexible. Occasional bugs or slowdowns during updates.

6. Recruitee

Recruitee is a collaborative hiring platform designed to streamline recruitment workflows. Its intuitive, drag-and-drop interface allows teams to manage job pipelines and collaborate effectively on candidate evaluations.

Key Features

Custom hiring pipelines
Team collaboration tools
Job board multiposting

Pros	Cons
Simple and visual interface for tracking applicants. Great for collaborative hiring with team involvement. Easy job posting across multiple channels.	Only focuses on recruitment, not the full HR cycle. Reporting and analytics are somewhat basic. Not ideal for large enterprise-level recruitment.

7. Zoho Recruit

Zoho Recruit is a flexible ATS platform for corporate HR departments and staffing agencies. With AI features and automation, sourcing and shortlisting are sped up while remaining budget-friendly.

Key Features

Applicant tracking system (ATS)
Resume parsing
AI candidate matching

Pros	Cons
Highly customizable workflows and automation. Works well for both in-house and agency recruiters. Seamlessly integrates with the Zoho ecosystem.	It can feel overwhelming for first-time users. UI feels slightly dated compared to modern ATS tools. Some features are only available in premium tiers.

8. TalentReef

TalentReef is a recruitment platform built for high-volume hourly hiring. It focuses on simplifying applications and speeding up hiring decisions—especially in industries like hospitality, food service, and retail.

Key Features

Mobile-first job applications
Pre-screening automation
Digital onboarding

Pros	Cons
Tailored for high-volume hourly hiring. Mobile-friendly application and onboarding process. Speeds up hiring with automation and screening tools.	Not designed for corporate or executive recruiting. Limited customization beyond core functionality. Lacks post-hire talent development features.

9. BambooHR

BambooHR is a popular HR platform for small to mid-sized businesses, known for its simplicity and clean interface. It helps teams streamline HR operations like hiring, onboarding, and performance reviews.

Key Features

Performance management
Time-off tracking
Employee self-service portal

Pros	Cons
Intuitive interface that’s easy for HR and employees to use. Strong onboarding and employee self-service features. Excellent customer support and documentation.	Limited customization for larger or complex orgs. Lacks advanced payroll tools outside the U.S. Reporting features are somewhat limited.

10. Workday

Workday is an enterprise-grade HR and financial management platform used by global organizations. It offers advanced tools for talent planning, payroll, workforce analytics, and more. It’s best suited for large companies seeking an all-in-one system that scales across departments and regions.

Key Features

Talent management
Payroll and workforce planning
Learning and development

Pros	Cons
Comprehensive HR, finance, and planning in one platform. Scales well for global enterprises. Strong analytics and forecasting capabilities.	Implementation is complex and time-consuming. Cost may be prohibitive for smaller companies. Requires training due to broad feature set.

11. Clear Company

ClearCompany is a talent management platform that emphasizes the entire employee lifecycle—from recruiting and onboarding to engagement and performance. It’s ideal for organizations focused on aligning people with company goals.

Key Features

Performance management
Goal alignment tools
HR analytics

Pros	Cons
Connects performance and hiring strategies seamlessly. Strong candidate experience and communication tools. Great for goal-setting and performance alignment.	Some features are less intuitive for first-time users. Integration with third-party apps can be tricky. Mobile experience is still improving.

12. ADP Talent Management

ADP Talent Management is part of ADP’s broader suite of payroll and HR solutions. It offers modules for recruiting, performance, and learning, all integrated with ADP’s core systems. It’s a solid choice for companies already using ADP for payroll who want to expand into full HR functionality.

Key Features

Recruitment and applicant tracking
Performance management
Learning and development

Pros	Cons
Seamless integration with ADP payroll and time systems. Good balance between HR and compliance features. Scalable for growing or distributed workforces.	Interface can feel outdated in some modules. Limited customization for smaller use cases. Learning curve for users outside the ADP ecosystem.

13. Peoplefluent

PeopleFluent is an enterprise-grade talent management system with specialized tools for performance, compensation, and learning. It’s used heavily in industries like healthcare, finance, and government.

Key Features

Compensation planning
Performance management
Learning management system (LMS)

Pros	Cons
Excellent for complex compensation and compliance scenarios. Strong learning and succession planning modules. Highly configurable to industry-specific needs.	Interface is less modern compared to newer platforms. Not ideal for small or mid-sized businesses. Reporting tools could be more user-friendly.

14. Kudos

Kudos is a recognition and employee engagement platform that helps build workplace culture through peer-to-peer praise and rewards. It’s not a full HR suite, but complements existing talent systems well.

Key Features

Peer-to-peer recognition
Custom rewards
Employee engagement tracking

Pros	Cons
Highly effective for improving employee recognition. Simple, fun user experience that encourages frequent use. Customizable rewards and company value alignment.	Not a complete HR or performance management solution. Limited use cases outside of culture and engagement. Requires buy-in to be impactful long-term.

15. HRsoft

Focused on compensation management, HRsoft delivers specialized tools for pay planning, budgeting, and performance-linked rewards. It supports HR leaders in making strategic, data-driven compensation decisions.

Key Features

Compensation management
Incentive and merit planning
Total rewards statements

Pros	Cons
Excels in compensation planning and management. Highly configurable for various compensation models. Ensures compliance with pay transparency and equity.	Not a full HR suite—limited beyond compensation. User interface could benefit from modernization. Requires integration for broader HR functionality.

16. Lattice

Built with a modern workforce in mind, Lattice helps organizations align people strategies with business goals through continuous performance tracking, engagement surveys, and growth plans.

Key Features

Performance reviews
OKRs and goal tracking
Engagement surveys

Pros	Cons
Encourages ongoing performance conversations and feedback. Strong focus on employee engagement and goal alignment. Sleek, intuitive design that’s easy for teams to adopt.	Not focused on recruiting or payroll functions. Some analytics tools require higher-tier plans. Lacks depth in succession planning.

17. Go Co

Rather than building everything from scratch, GoCo integrates core HR functions with your favorite tools. It focuses on flexibility—offering an HRIS that adapts to your existing processes and third-party software.

Key Features

Time-off tracking
Benefits administration
Document management

Pros	Cons
Integrates well with third-party tools for HR and payroll. Flexible and modular approach to HR operations. reat for teams that want to avoid rigid systems.	Not ideal for large-scale enterprise use. Some features are basic compared to standalone apps. Reporting can be improved for deeper analytics.

18. MightyRecruiter

MightyRecruiter is a cost-effective ATS with access to a wide range of job boards that helps HR professionals source and manage candidates at scale with smart job posting and resume management tools.

Key Features

Job distribution
Resume database access
Candidate tracking

Pros	Cons
Free ATS with robust candidate sourcing capabilities. Distribute job postings to multiple platforms. Simple dashboard and resume filtering features.	Not designed for performance or post-hire management. Lacks advanced automation or AI screening. Limited reporting and customization.

19. Cegid Talent Management

Cegid Talent Management offers a unified approach to talent development, emphasizing mobility, career planning, and learning. It blends European compliance expertise with global scalability.

Key Features

Career and succession planning
Learning and development
Performance management

Pros	Cons
Emphasizes long-term career development and internal mobility. Strong in compliance-heavy and multilingual environments. Scalable for global enterprises with multilingual support.	User interface may feel dated for some users. Integration can be complex depending on region. Less recognition in the North American market.

20. PerformYard

PerformYard specializes in performance management and makes it easy for HR teams to customize review cycles, goals, and feedback systems to fit any organizational style. It’s well-suited for businesses that want a dedicated performance platform without feature bloat.

Key Features

Performance reviews
Goal setting and tracking
360-degree feedback

Pros	Cons
Highly customizable performance review workflows. Clean and distraction-free interface. Great for companies with evolving performance strategies.	Lacks features outside performance management. No built-in recruitment or payroll functionality. Less suitable as a standalone HR platform.

Choosing the Right Talent Management Software

Here are key factors to consider when selecting the right Talent Management Software (TMS) for your business:

Identify Your HR Needs: Determine which areas need the most support—recruitment, onboarding, performance management, or learning and development. Choose software that aligns with your priorities.
Ease of Use: The platform should be intuitive and user-friendly for both HR teams and employees. A clean, simple interface ensures faster adoption and less training time.
Integration Capabilities: Ensure the TMS integrates well with your existing tools, such as payroll, ERP, or attendance systems. Seamless integration reduces manual work and improves efficiency.
Scalability and Flexibility: Choose a solution that can grow with your business and adapt to your workflows. A scalable TMS will continue to support your HR needs as your team expands.
Analytics and Reporting Features: A good TMS should provide data-driven insights into employee performance, development progress, and overall workforce trends. This supports better decision-making.
Local Support and Compliance: Look for vendors that offer responsive customer support and understand your local business environment—especially regulations relevant to Singapore.

Focusing on these criteria will better equip you to choose a TMS that fits your business and delivers long-term value.

Conclusions

Talent management is essential for organizations to thrive. It ensures that the right people are in the right roles to drive business growth. It encompasses recruitment, development, performance management, and retention strategies that align with company goals.

However, choosing the wrong talent management system can lead to inefficiencies, wasted resources, and poor employee experience. It’s crucial to select a platform that is scalable, flexible, and integrated with existing business processes.

HashMicro HRM stands out as one of the best solutions available. Its fully integrated system provides businesses with a customizable, feature-rich platform designed to simplify and enhance HR operations without the risk of hidden costs.

Try a free demo today and experience how HashMicro can help optimize your talent management processes, improve employee engagement, and boost organizational success.

FAQ About Talent Management Software

Is talent management part of HR?

Talent management involves various HR strategies and processes focused on attracting, developing, engaging, and retaining top talent. Its core objective is to enhance organizational performance through cohesive and effective people management.
What is another name for talent management?

Other terms often used to refer to talent management include personnel management and human resource management, although each carries its own distinct nuances.
What is the difference between talent management and recruitment?

Talent acquisition focuses on finding and recruiting qualified candidates, while talent management involves nurturing and retaining those individuals. Hiring great talent is only the first step—without ongoing development, it’s difficult to keep employees engaged or maximize their potential.

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