Home > Talent Management Systems > Willis Towers Watson > Willis Towers Watson vs Deltek Talent Management

Willis Towers Watson vs Deltek Talent Management

Last Updated: November 25th, 2024

Our analysts compared Willis Towers Watson vs Deltek Talent Management based on data from our 400+ point analysis of Talent Management Systems, user reviews and our own crowdsourced data from our free software selection platform.

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Product Basics

Willis Towers Watson is a global advisory and financial services company that designs solutions to manage talent, risk, benefits/compensation and money for organizations. It allows company leadership to analyze and understand people, capital, and risks in their organization. Users can also evaluate and manage performance, change, competency, diversity and inclusion, investments, rewards and other aspects. They also offer services like consulting, performance management, insurance and a variety of others to their consumers.

Deltek Talent Management streamlines the talent lifecycle, empowering businesses to attract, engage, and retain top talent. Designed for organizations of all sizes, it offers a comprehensive suite of features to optimize recruitment, performance management, learning and development, and compensation and benefits.

Key benefits include enhanced candidate experience, streamlined onboarding, improved employee engagement, and increased productivity. Popular features include customizable workflows, automated notifications, mobile accessibility, and robust reporting capabilities.

Compared to other Talent Management Systems, Deltek's solution stands out with its user-friendly interface, intuitive navigation, and comprehensive functionality. Its pricing is flexible and scalable, typically based on the number of users and modules selected.

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Product Insights

Better Job Architecture: Create a framework to define job pathways and requirements, giving employees clear expectations for their performance. Ensure that compensation and rewards are applied consistently.
Comprehensive Rewards Analysis: Analyze industry data to help leaders motivate employees through benefits, compensation and company career/wellness programs. Personalize programs based on individuals or teams to increase productivity.
Improved Media Strategy: Create, examine, optimize and implement an updated communication/media strategy. Streamline communications with the outside world, even with a smaller team.
More Effective Diversity Strategy: Empower leadership to attract and retain an inclusive workforce through company policies, payment strategies, succession programs and more. Cut down on bias and identify potential challenges.
Greater Future Planning: Help executives decide the correct type of worker to achieve the job, whether that means AI, freelance workers or something else. Analyze other considerations such as employees who need new skills, retraining, and attracting workers with well-designed careers.

Improved Hiring Efficiency: Streamline the hiring process with automated workflows, reducing time-to-hire and improving candidate experience.
Enhanced Employee Performance: Provide employees with personalized development plans, performance tracking, and feedback, empowering them to reach their full potential.
Optimized Workforce Planning: Forecast future talent needs, identify skill gaps, and develop strategies to ensure a skilled and engaged workforce.
Increased Employee Engagement: Foster a positive and motivating work environment through recognition programs, performance reviews, and career development opportunities.
Improved Compliance: Ensure compliance with employment laws and regulations by maintaining accurate employee records, tracking performance, and providing equal opportunity access.
Reduced Labor Costs: Optimize staffing levels, identify cost-saving opportunities, and reduce employee turnover through targeted talent management initiatives.
Improved Succession Planning: Identify and develop future leaders, ensuring a smooth transition and continuity of operations.
Enhanced Employee Satisfaction: Empower employees with self-service portals, access to training and development resources, and a sense of belonging.
Increased Organizational Agility: Respond quickly to changing business needs by leveraging real-time talent insights, performance data, and succession plans.
Improved Decision-Making: Access comprehensive talent analytics and reports to make data-driven decisions regarding hiring, performance management, and workforce planning.

Change Management: Navigate shifts in a company’s business model, rewards strategy, company tech, or mergers and acquisitions. Ensure a smooth transition with better employee buy-in.

Acquisition and Mergers: Streamline the process of merging a company from start to finish. Identify a target, negotiating the terms, and give leaders the tools to oversee the entire operation so it goes well.
Risk Management: Analyze and prevent risk from financial, cyber, terrorism, climate change or other sources. Use the information to drive policies across an organization like integrating environmentally friendly rules, ensuring good physical and mental health for employees, or enacting changes to ensure compliance.

Engagement Tools:

Saville Assessment: Paint a deeper picture of candidates and employees. Judge future performance through situational judgment tests, aptitude tests and a screening for behavioral strengths.
Wave Personality Questionnaire: Align work motives and talents and assess skill. Provide an accurate forecast of performance while creating dynamic group reporting. Establish norms to make better, more realistic benchmarks.
Rewards Strategy: Make the most of a potentially limited rewards budget. Praise and reward top performers, determine the best way to reward performances, keep pay fair, motivate workers and achieve the best ROI.
Employee Performance: Train, evaluate, strategize, and audit individual employees’ performance or overall company trends. Evaluate the effectiveness of specific policies on productivity.
Competency Atlas: Examine necessary competencies across the company comprehensively and visually. Find gaps, analyze data and push for change where needed.
Executive Compensation: Ensure that leaders get paid fairly and cut down on turnover. Browse executive databases with access to over 400 consultants and take advantage of advice and tools to manage and set executive pay.

Benefits and Perks:

ICHRA: Offer individual health reimbursement arrangements. Give tax-free funds to all or certain employees for health insurance instead of the traditional group plan.
Retirement Planning: Analyze various retirement packages and actuarial data so companies can decide on appropriate pensions and retirement plans. Ensure employees are getting a good deal while picking something affordable.
Health and Benefits: Pick out the best health and benefit plans based on the demographics of a group. Provide workers access to services like telemedicine and expert medical opinion programs. Provide access to insurance and reinsurance to cover companies, manage risks and promote resilience.
Investment Consulting: Consult investment specialists for advice or build an investment strategy. Empower trusted individuals to make decisions while the executive team retains overall strategic control.

Data and Insights: Collect employee data, deploy focus test surveys and utilize other analytics. Use the information to drive engagement, personalize messaging and make informed decisions.
Claims Advocacy: Pay claims expediently, prevent losses and contain the losses that do occur. Ensure that a company is protected and cut down on potential conflict before it becomes a more significant issue.

Goal Management: Define, track, and evaluate individual and team goals, ensuring alignment with organizational objectives.
Performance Management: Conduct performance reviews, set expectations, and provide ongoing feedback to drive employee growth and development.
Compensation Management: Centralize compensation data, automate pay processes, and ensure equitable and competitive compensation practices.
Succession Planning: Identify and develop high-potential employees for key roles, ensuring a smooth transition and continuity of leadership.
Learning Management: Provide a centralized platform for employee training, development, and skill enhancement.
Employee Self-Service: Empower employees with access to their HR information, allowing them to manage their own data and processes.
Reporting and Analytics: Generate comprehensive reports and insights on talent-related metrics, enabling data-driven decision-making.
Integration with Deltek HCM: Seamlessly integrate with Deltek HCM for a comprehensive HR management solution.
Mobile Accessibility: Provide access to key HR functions from any device, ensuring convenience and accessibility for employees and managers.
Configurable Workflows: Tailor workflows to meet specific organizational needs, automating processes and streamlining HR operations.

Product Ranking

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#119

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Analyst Rating Summary

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User Sentiment Summary

87%

of users recommend this product

Willis Towers Watson has a 'great' User Satisfaction Rating of 87% when considering 20 user reviews from 3 recognized software review sites.

78%

of users recommend this product

Deltek Talent Management has a 'good' User Satisfaction Rating of 78% when considering 33 user reviews from 1 recognized software review sites.

4.5 (15)

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3.0 (2)

3.91 (33)

4.6 (3)

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Awards

Synopsis of User Ratings and Reviews

Excellent Engagement Survey: Users who discussed the feedback survey loved it in nearly 100% of comments mentioning it.

Simple Interface: Nearly 100% of users who talked about the UI said it was easy to use.

Good Reporting Tools: Commenters were pleased with the analytics tools in almost 100% of reviews that discussed them.

Customization Options: Configure the system to meet specific organizational needs, including custom fields, workflows, and reporting.

Talent Pipeline Management: Track and nurture potential candidates through the hiring process, ensuring a steady supply of qualified talent.

Performance Management: Set goals, conduct performance reviews, and provide feedback to improve employee development.

Learning Management: Create and assign training programs, track employee progress, and identify skill gaps.

Succession Planning: Identify and develop future leaders, ensuring a smooth transition of critical roles.

Major Pension Issues: Almost 100% of commenters who discussed their retirement funds said they had problems retrieving money or were worried about their accounts.

Poor Customer Service: Reviewers had problems with customer service 83% of the time they talked about it.

Lack of customization: Deltek Talent Management's limited customization options can make it challenging to tailor the system to specific organizational needs, leading to potential inefficiencies and user dissatisfaction.

Clunky user interface: Users have reported that the user interface can be cumbersome and unintuitive, hindering efficient navigation and task completion.

Limited reporting capabilities: The reporting functionality within Deltek Talent Management may not provide the depth and flexibility required for comprehensive data analysis and decision-making.

Integration challenges: Integrating Deltek Talent Management with other HR systems can be complex and time-consuming, potentially disrupting workflows and hindering data exchange.

Subpar customer support: Some users have experienced delays and unsatisfactory responses from customer support, impacting the resolution of issues and overall user satisfaction.

Willis Tower Watson is a finance and risk management solution. Users with positive experiences especially enjoyed the anonymous survey to give feedback to managers — they said it helped drive real change within their organizations. Others like its reporting tools and felt the functionality was easy to adopt and navigate. Retirement funds were a point of contention. Nearly every user who talked about trying to access their pension fund said it was difficult and took longer than expected, ran into issues trying to figure out how to do so or recorded other problems. These negative reviews came mainly from the site TrustRadius. Reviewers posted some comments during an apparent post-COVID backlog. However, many others came from 2019 or earlier. Users were also displeased with the customer service. They complained about a lack of updates, murky communication and misquotes. Even the positive reviews for the customer service said representatives were helpful, but clearly very overworked. Willis Tower Watson may be a good choice for small to medium businesses looking for help with finances and risk management; however, tread carefully around its retirement services.

Users find Deltek Talent Management to be a comprehensive and user-friendly solution for talent acquisition, performance management, and learning and development. Its strengths include robust reporting capabilities, customizable dashboards, and seamless integration with other Deltek products. However, some users have reported occasional technical glitches and a lack of mobile functionality. Despite these minor drawbacks, Deltek Talent Management stands out from similar products due to its industry-specific focus, which provides tailored solutions for architecture, engineering, and construction firms. Its ability to track project-specific performance and manage talent pipelines is particularly valuable for these industries. Overall, Deltek Talent Management is best suited for mid to large-sized organizations in the architecture, engineering, and construction industries that prioritize industry-specific functionality, robust reporting, and seamless integration with other Deltek products. Its strengths in these areas make it a valuable tool for managing talent effectively and driving business success.

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FAQ

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