Mark Smith's Analyst Perspectives

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We offer a portfolio of advisory, research, thought leadership and digital education services to help optimize market strategy, planning and execution.</p> <p><strong><a href="https://www.ventanaresearch.com/services/vendors/analyst_relations" rel="noopener">Analyst Relations</a></strong></p> <p><strong><a href="https://www.ventanaresearch.com/services/vendors/demand_generation" rel="noopener">Demand Generation</a></strong></p> <p><strong><a href="https://www.ventanaresearch.com/services/vendors/product-marketing" rel="noopener">Product Marketing</a></strong></p> <p><strong><a href="https://www.ventanaresearch.com/vendor-coverage" target="_self" role="menuitem">Market Coverage</a></strong></p> <p><strong><a href="https://www.ventanaresearch.com/briefing" target="_self" role="menuitem">Request a Briefing</a></strong><br><br><br></p></div> <span id="hs_cos_wrapper_dnd_area-module-2_" class="hs_cos_wrapper hs_cos_wrapper_widget hs_cos_wrapper_type_simple_menu" style="" data-hs-cos-general-type="widget" data-hs-cos-type="simple_menu"><ul></ul></span> <div class="bottom_rich_text"> </div> </div> </div> </div> </div> </div> <script src="https://marksmith.isg-one.com/hs-fs/hubfs/hub_generated/template_assets/1/90531223305/1740157483881/template_mmenu.min.js"></script> </div> </div> </div> </div> </div> </div> </div> </div> <div id="hs_cos_wrapper_Structured_data" class="hs_cos_wrapper hs_cos_wrapper_widget hs_cos_wrapper_type_module" style="" data-hs-cos-general-type="widget" data-hs-cos-type="module"></div> <div class="body-container-wrapper"> <div class="blog-header background-image post_page_2" data-bg-color="secondary" style=" background-size:cover; background-position:50%; background-repeat:no-repeat; background-image:url(https://marksmith.isg-one.com/hubfs/_images/_backgrounds_expertise/2024_VR_Digital_Business_Expertise_Image_AdobeStock_288623293_1200px.jpg); ">  <div class="row-fluid"> <div class="blog-header__inner dnd-row"> <div class="blog--post__image dnd-section"> <img class="analyst-header-photo" src="https://marksmith.isg-one.com/hubfs/_images/_team/Smith.Mark%20Pic.Circle.png" style="padding: 10px; "> <br> <h1 class="analyst-header-title">Mark Smith's Analyst Perspectives</h1>  </div> </div> </div> </div> <div class="content-wrapper-listing blog-single"> <div class="blog-content-wrapper"> <div>   <div class="blog-index__post-content" style="margin-bottom: 80px"> <div class="post-meta"> <h2 style="font-size: 1.875rem;"><a href="https://marksmith.isg-one.com/marksmith-blog/2011/09/30/dayforce-engages-workforces-for-higher-productivity">Dayforce Engages Workforces for Higher Productivity</a></h2> <div class="author-meta"> Posted by <a href="https://marksmith.isg-one.com/author/mark-smith"> Mark Smith </a> on <span class="post-date">30 September 2011 </span> </div>  <hr> </div> <div class="list-card-p"><div class="wrapingimage"> <img src="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png" width="200" !important: srcset="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=100&name=Slider_3.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=300&name=Slider_3.png 300w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=400&name=Slider_3.png 400w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=500&name=Slider_3.png 500w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=600&name=Slider_3.png 600w" sizes="(max-width: 200px) 100vw, 200px"> </div> <p>Improving worker/manager collaboration becomes a top priority as organizations realize the impact of such collaboration on workforce productivity and profitability. One way to enhance that collaboration is to make tasks such as scheduling, time and attendance and task management accessible through smartphones and tablets. The management team at<span style="text-decoration: underline;"> <a title="Dayforce" href="http://www.dayforce.com/" target="_blank">Dayforce</a></span> has experience with workforce management applications and now into the next generation of collaboration and mobility. The company uses...</p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2011/09/30/dayforce-engages-workforces-for-higher-productivity"><span class="readmore"> Read More </span></a><br><br> Topics: <a href="https://marksmith.isg-one.com/topic/mobile">Mobile</a>, <a href="https://marksmith.isg-one.com/topic/performance-management">Performance Management</a>, <a href="https://marksmith.isg-one.com/topic/social-media">Social Media</a>, <a href="https://marksmith.isg-one.com/topic/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/metrics">Metrics</a>, <a href="https://marksmith.isg-one.com/topic/operational-performance-management-opm">Operational Performance Management (OPM)</a>, <a href="https://marksmith.isg-one.com/topic/business-analytics">Business Analytics</a>, <a href="https://marksmith.isg-one.com/topic/business-collaboration">Business Collaboration</a>, <a href="https://marksmith.isg-one.com/topic/business-mobility">Business Mobility</a>, <a href="https://marksmith.isg-one.com/topic/cloud-computing">Cloud Computing</a>, <a href="https://marksmith.isg-one.com/topic/business-performance-management-bpm">Business Performance Management (BPM)</a>, <a href="https://marksmith.isg-one.com/topic/compensation">Compensation</a>, <a href="https://marksmith.isg-one.com/topic/dayforce">dayforce</a>, <a href="https://marksmith.isg-one.com/topic/financial-performance-management-fpm">Financial Performance Management (FPM)</a>, <a href="https://marksmith.isg-one.com/topic/talent-management">Talent Management</a>, <a href="https://marksmith.isg-one.com/topic/workforce-analytics">Workforce Analytics</a>, <a href="https://marksmith.isg-one.com/topic/workforce-performance-management-wpm">Workforce Performance Management (WPM)</a>, <a href="https://marksmith.isg-one.com/topic/digital-technology">Digital Technology</a> <hr> </div>  <div class="blog-index__post-content" style="margin-bottom: 80px"> <div class="post-meta"> <h2 style="font-size: 1.875rem;"><a href="https://marksmith.isg-one.com/marksmith-blog/2011/09/30/excentive-provides-a-simpler-path-to-total-compensation-management">Excentive Provides a Simpler Path to Total Compensation Management</a></h2> <div class="author-meta"> Posted by <a href="https://marksmith.isg-one.com/author/mark-smith"> Mark Smith </a> on <span class="post-date">30 September 2011 </span> </div>  <hr> </div> <div class="list-card-p"><div class="wrapingimage"> <img src="" width="200" !important:> </div> <p><span style="font-family:Verdana;font-size:x-small;">Retaining talent and managing financials related to compensation should be a top priority for the HR and finance functions of companies, and many of them realize this. In our recent <span style="text-decoration:underline;"><a title="benchmark research in total compensation management," href="//www.ventanaresearch.com/tcm" target="_blank">benchmark research in total compensation management,</a></span></span><span style="font-family:Verdana;font-size:x-small;"> 72 percent of participants said it’s important or very important to have a compensation system aligned to their processes. One newer provider to the market, <a title="Excentive" href="http://www.excentive.com/" target="_blank">Excentive</a></span><span style="font-family:Verdana;font-size:x-small;">, started in 2002 in Europe and expanded globally in 2009. Its <span style="text-decoration:underline;"><a title="Excentive Compensation Cockpit" href="http://www.excentive.com/SOLUTIONS/INCENTIVEMANAGEMENT/tabid/139/language/en-US/Default.aspx" target="_blank">Excentive Compensation Cockpit</a></span></span><span style="font-family:Verdana;font-size:x-small;">...</span></p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2011/09/30/excentive-provides-a-simpler-path-to-total-compensation-management"><span class="readmore"> Read More </span></a><br><br> Topics: <a href="https://marksmith.isg-one.com/topic/performance-management">Performance Management</a>, <a href="https://marksmith.isg-one.com/topic/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/operational-performance-management-opm">Operational Performance Management (OPM)</a>, <a href="https://marksmith.isg-one.com/topic/sales-compensation">Sales Compensation</a>, <a href="https://marksmith.isg-one.com/topic/sales-operations">Sales Operations</a>, <a href="https://marksmith.isg-one.com/topic/business-analytics">Business Analytics</a>, <a href="https://marksmith.isg-one.com/topic/business-collaboration">Business Collaboration</a>, <a href="https://marksmith.isg-one.com/topic/business-mobility">Business Mobility</a>, <a href="https://marksmith.isg-one.com/topic/cloud-computing">Cloud Computing</a>, <a href="https://marksmith.isg-one.com/topic/business-performance-management-bpm">Business Performance Management (BPM)</a>, <a href="https://marksmith.isg-one.com/topic/compensation">Compensation</a>, <a href="https://marksmith.isg-one.com/topic/excentive">Excentive</a>, <a href="https://marksmith.isg-one.com/topic/financial-performance-management-fpm">Financial Performance Management (FPM)</a>, <a href="https://marksmith.isg-one.com/topic/sales-performance-management-spm">Sales Performance Management (SPM)</a>, <a href="https://marksmith.isg-one.com/topic/talent-management">Talent Management</a>, <a href="https://marksmith.isg-one.com/topic/workforce-analytics">Workforce Analytics</a>, <a href="https://marksmith.isg-one.com/topic/workforce-performance-management-wpm">Workforce Performance Management (WPM)</a> <hr> </div>  <div class="blog-index__post-content" style="margin-bottom: 80px"> <div class="post-meta"> <h2 style="font-size: 1.875rem;"><a href="https://marksmith.isg-one.com/marksmith-blog/2011/09/26/proposal-software-simplifies-key-aspects-of-sales">Proposal Software Simplifies Key Aspects of Sales</a></h2> <div class="author-meta"> Posted by <a href="https://marksmith.isg-one.com/author/mark-smith"> Mark Smith </a> on <span class="post-date">25 September 2011 </span> </div>  <hr> </div> <div class="list-card-p"><div class="wrapingimage"> <img src="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png" width="200" !important: srcset="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=100&name=Slider_3.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=300&name=Slider_3.png 300w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=400&name=Slider_3.png 400w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=500&name=Slider_3.png 500w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=600&name=Slider_3.png 600w" sizes="(max-width: 200px) 100vw, 200px"> </div> <p><span style="font-size: x-small; font-family: Verdana;">Sales proposals can determine whether a deal is booked or lost. In most organizations the process of creating and delivering a proposal is manual and one-off, with many potential places for mistakes. This lack of rigor and efficiency impairs many organizations’ ability to leverage their resources. <span style="text-decoration: underline;"><a title="Proposal Software" href="http://www.proposalsoftware.com/" target="_blank">Proposal Software</a></span></span><span style="font-size: x-small; font-family: Verdana;"> helps sales organizations with an application called <span style="text-decoration: underline;"><a title="PMAPS" href="http://www.proposalsoftware.com/products_pmaps_2011.html" target="_blank">PMAPS</a></span></span><span style="font-size: x-small; font-family: Verdana;"> that addresses sales management and operations.</span> </p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2011/09/26/proposal-software-simplifies-key-aspects-of-sales"><span class="readmore"> Read More </span></a><br><br> Topics: <a href="https://marksmith.isg-one.com/topic/mobile">Mobile</a>, <a href="https://marksmith.isg-one.com/topic/sales">Sales</a>, <a href="https://marksmith.isg-one.com/topic/salesforce-com">Salesforce.com</a>, <a href="https://marksmith.isg-one.com/topic/social-media">Social Media</a>, <a href="https://marksmith.isg-one.com/topic/marketing">Marketing</a>, <a href="https://marksmith.isg-one.com/topic/operational-performance-management-opm">Operational Performance Management (OPM)</a>, <a href="https://marksmith.isg-one.com/topic/sales-force-automation">Sales Force Automation</a>, <a href="https://marksmith.isg-one.com/topic/business-analytics">Business Analytics</a>, <a href="https://marksmith.isg-one.com/topic/business-collaboration">Business Collaboration</a>, <a href="https://marksmith.isg-one.com/topic/business-mobility">Business Mobility</a>, <a href="https://marksmith.isg-one.com/topic/cloud-computing">Cloud Computing</a>, <a href="https://marksmith.isg-one.com/topic/collaboration">Collaboration</a>, <a href="https://marksmith.isg-one.com/topic/business-performance-management-bpm">Business Performance Management (BPM)</a>, <a href="https://marksmith.isg-one.com/topic/cmo">CMO</a>, <a href="https://marksmith.isg-one.com/topic/crm">CRM</a>, <a href="https://marksmith.isg-one.com/topic/customer-performance-management-cpm">Customer Performance Management (CPM)</a>, <a href="https://marksmith.isg-one.com/topic/df11">DF11</a>, <a href="https://marksmith.isg-one.com/topic/financial-performance-management-fpm">Financial Performance Management (FPM)</a>, <a href="https://marksmith.isg-one.com/topic/sales-performance-management">Sales Performance Management</a>, <a href="https://marksmith.isg-one.com/topic/sales-performance-management-spm">Sales Performance Management (SPM)</a>, <a href="https://marksmith.isg-one.com/topic/sfa">SFA</a>, <a href="https://marksmith.isg-one.com/topic/workforce-performance-management-wpm">Workforce Performance Management (WPM)</a> <hr> </div>  <div class="blog-index__post-content" style="margin-bottom: 80px"> <div class="post-meta"> <h2 style="font-size: 1.875rem;"><a href="https://marksmith.isg-one.com/marksmith-blog/2011/09/22/workforce-software-can-simplify-managers-and-workers-lives">WorkForce Software Can Simplify Managers and Workers Lives</a></h2> <div class="author-meta"> Posted by <a href="https://marksmith.isg-one.com/author/mark-smith"> Mark Smith </a> on <span class="post-date">22 September 2011 </span> </div>  <hr> </div> <div class="list-card-p"><div class="wrapingimage"> <img src="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png" width="200" !important: srcset="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=100&name=Slider_3.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=300&name=Slider_3.png 300w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=400&name=Slider_3.png 400w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=500&name=Slider_3.png 500w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=600&name=Slider_3.png 600w" sizes="(max-width: 200px) 100vw, 200px"> </div> <p><span style="font-size: x-small; font-family: Verdana;">A key component of workforce management software is to aid in scheduling and tracking time and attendance, streamlining interactions between managers and employees regarding these aspects of the job and promoting compliance with corporate and regulatory policies. <span style="text-decoration: underline;"><a title="WorkForce Software" href="http://www.workforcesoftware.com/" target="_blank">WorkForce Software</a></span></span><span style="font-size: x-small; font-family: Verdana;"> has been growing rapidly over the last decade while meeting these needs with an application suite that covers issues from leave management to case management. Its product helps businesses deal with overlapping...</span></p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2011/09/22/workforce-software-can-simplify-managers-and-workers-lives"><span class="readmore"> Read More </span></a><br><br> Topics: <a href="https://marksmith.isg-one.com/topic/performance-management">Performance Management</a>, <a href="https://marksmith.isg-one.com/topic/social-media">Social Media</a>, <a href="https://marksmith.isg-one.com/topic/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/metrics">Metrics</a>, <a href="https://marksmith.isg-one.com/topic/operational-performance-management-opm">Operational Performance Management (OPM)</a>, <a href="https://marksmith.isg-one.com/topic/business-analytics">Business Analytics</a>, <a href="https://marksmith.isg-one.com/topic/business-collaboration">Business Collaboration</a>, <a href="https://marksmith.isg-one.com/topic/business-intelligence">Business Intelligence</a>, <a href="https://marksmith.isg-one.com/topic/business-mobility">Business Mobility</a>, <a href="https://marksmith.isg-one.com/topic/cloud-computing">Cloud Computing</a>, <a href="https://marksmith.isg-one.com/topic/business-performance-management-bpm">Business Performance Management (BPM)</a>, <a href="https://marksmith.isg-one.com/topic/compensation">Compensation</a>, <a href="https://marksmith.isg-one.com/topic/financial-performance-management-fpm">Financial Performance Management (FPM)</a>, <a href="https://marksmith.isg-one.com/topic/talent-management">Talent Management</a>, <a href="https://marksmith.isg-one.com/topic/workforce-analytics">Workforce Analytics</a>, <a href="https://marksmith.isg-one.com/topic/workforce-performance-management-wpm">Workforce Performance Management (WPM)</a> <hr> </div>  <div class="blog-index__post-content" style="margin-bottom: 80px"> <div class="post-meta"> <h2 style="font-size: 1.875rem;"><a href="https://marksmith.isg-one.com/marksmith-blog/2011/09/19/mercer-updates-total-compensation-management-to-help-retain-talent">Mercer Updates Total Compensation Management To Help Retain Talent</a></h2> <div class="author-meta"> Posted by <a href="https://marksmith.isg-one.com/author/mark-smith"> Mark Smith </a> on <span class="post-date">19 September 2011 </span> </div>  <hr> </div> <div class="list-card-p"><div class="wrapingimage"> <img src="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png" width="200" !important: srcset="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=100&name=Slider_3.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=300&name=Slider_3.png 300w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=400&name=Slider_3.png 400w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=500&name=Slider_3.png 500w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=600&name=Slider_3.png 600w" sizes="(max-width: 200px) 100vw, 200px"> </div> <p><span style="font-size: x-small; font-family: Verdana;">To retain talent, organizations must ensure that their workforce’s compensation is comparable to that of their industry peers. As part of this effort, they should integrate compensation reviews with goal and performance reviews to ensure employees are paid their fair market value; otherwise the best talent will become a flight risk. Many organizations understand this; in our <span style="text-decoration: underline;"><a title="performance management for talent management benchmark research" href="//www.ventanaresearch.com/pm4tm" target="_blank">performance management for talent management benchmark research</a></span></span><span style="font-size: x-small; font-family: Verdana;">, two-thirds said they want to integrate compensation with...</span></p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2011/09/19/mercer-updates-total-compensation-management-to-help-retain-talent"><span class="readmore"> Read More </span></a><br><br> Topics: <a href="https://marksmith.isg-one.com/topic/performance-management">Performance Management</a>, <a href="https://marksmith.isg-one.com/topic/social-media">Social Media</a>, <a href="https://marksmith.isg-one.com/topic/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/mercer">Mercer</a>, <a href="https://marksmith.isg-one.com/topic/metrics">Metrics</a>, <a href="https://marksmith.isg-one.com/topic/operational-performance-management-opm">Operational Performance Management (OPM)</a>, <a href="https://marksmith.isg-one.com/topic/business-analytics">Business Analytics</a>, <a href="https://marksmith.isg-one.com/topic/business-collaboration">Business Collaboration</a>, <a href="https://marksmith.isg-one.com/topic/business-intelligence">Business Intelligence</a>, <a href="https://marksmith.isg-one.com/topic/business-mobility">Business Mobility</a>, <a href="https://marksmith.isg-one.com/topic/cloud-computing">Cloud Computing</a>, <a href="https://marksmith.isg-one.com/topic/business-performance-management-bpm">Business Performance Management (BPM)</a>, <a href="https://marksmith.isg-one.com/topic/compensation">Compensation</a>, <a href="https://marksmith.isg-one.com/topic/financial-performance-management-fpm">Financial Performance Management (FPM)</a>, <a href="https://marksmith.isg-one.com/topic/talent-management">Talent Management</a>, <a href="https://marksmith.isg-one.com/topic/workforce-analytics">Workforce Analytics</a>, <a href="https://marksmith.isg-one.com/topic/workforce-performance-management-wpm">Workforce Performance Management (WPM)</a> <hr> </div>  <div class="blog-index__post-content" style="margin-bottom: 80px"> <div class="post-meta"> <h2 style="font-size: 1.875rem;"><a href="https://marksmith.isg-one.com/2011/09/13/taleo-innovates-talent-management-with-social-media-and-mobile-computing">Taleo Innovates Talent Management with Social Media and Mobile Computing</a></h2> <div class="author-meta"> Posted by <a href="https://marksmith.isg-one.com/author/mark-smith"> Mark Smith </a> on <span class="post-date">13 September 2011 </span> </div>  <hr> </div> <div class="list-card-p"><div class="wrapingimage"> <img src="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png" width="200" !important: srcset="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=100&name=Slider_3.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=300&name=Slider_3.png 300w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=400&name=Slider_3.png 400w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=500&name=Slider_3.png 500w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=600&name=Slider_3.png 600w" sizes="(max-width: 200px) 100vw, 200px"> </div> <p>At this year’s <span style="text-decoration: underline;"><a href="http://www.taleoworld.com/2011/">Taleo World</a></span> conference in San Francisco, more than 1,600 <span style="text-decoration: underline;"><a href="http://www.taleo.com">Taleo</a></span> customers learned about the company and its suite of talent management applications. A major theme of the conference was the company’s investment in mobility and social media and the intersection of those trends with collaboration tools.</p> </div> <a href="https://marksmith.isg-one.com/2011/09/13/taleo-innovates-talent-management-with-social-media-and-mobile-computing"><span class="readmore"> Read More </span></a><br><br> Topics: <a href="https://marksmith.isg-one.com/topic/big-data">Big Data</a>, <a href="https://marksmith.isg-one.com/topic/performance-management">Performance Management</a>, <a href="https://marksmith.isg-one.com/topic/social-media">Social Media</a>, <a href="https://marksmith.isg-one.com/topic/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/metrics">Metrics</a>, <a href="https://marksmith.isg-one.com/topic/mobile-applications">Mobile Applications</a>, <a href="https://marksmith.isg-one.com/topic/operational-performance-management-opm">Operational Performance Management (OPM)</a>, <a href="https://marksmith.isg-one.com/topic/business-analytics">Business Analytics</a>, <a href="https://marksmith.isg-one.com/topic/business-collaboration">Business Collaboration</a>, <a href="https://marksmith.isg-one.com/topic/business-intelligence">Business Intelligence</a>, <a href="https://marksmith.isg-one.com/topic/business-mobility">Business Mobility</a>, <a href="https://marksmith.isg-one.com/topic/cloud-computing">Cloud Computing</a>, <a href="https://marksmith.isg-one.com/topic/business-performance-management-bpm">Business Performance Management (BPM)</a>, <a href="https://marksmith.isg-one.com/topic/compensation">Compensation</a>, <a href="https://marksmith.isg-one.com/topic/talent-management">Talent Management</a>, <a href="https://marksmith.isg-one.com/topic/taleo">Taleo</a>, <a href="https://marksmith.isg-one.com/topic/workforce-analytics">Workforce Analytics</a>, <a href="https://marksmith.isg-one.com/topic/workforce-performance-management-wpm">Workforce Performance Management (WPM)</a> <hr> </div>  <div class="blog-index__post-content" style="margin-bottom: 80px"> <div class="post-meta"> <h2 style="font-size: 1.875rem;"><a href="https://marksmith.isg-one.com/2011/09/02/salesforce-presents-new-social-enterprise-with-chatter-mobility-and-data">Salesforce Presents New Social Enterprise with Chatter, Mobility and Data</a></h2> <div class="author-meta"> Posted by <a href="https://marksmith.isg-one.com/author/mark-smith"> Mark Smith </a> on <span class="post-date">02 September 2011 </span> </div>  <hr> </div> <div class="list-card-p"><div class="wrapingimage"> <img src="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png" width="200" !important: srcset="https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=100&name=Slider_3.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=200&name=Slider_3.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=300&name=Slider_3.png 300w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=400&name=Slider_3.png 400w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=500&name=Slider_3.png 500w, https://marksmith.isg-one.com/hs-fs/hubfs/Homepage_Slider/Slider_3.png?width=600&name=Slider_3.png 600w" sizes="(max-width: 200px) 100vw, 200px"> </div> <p>At the Dreamforce conference, <span style="text-decoration: underline;">Salesforce.com</span> (NYSE:CRM) CEO Marc Benioff unveiled the latest evolution of the company’s strategy and supporting technology for cloud computing and mobile technologies. Its aim is to enable businesses to engage with customers and prospects via social media channels – what Salesforce calls the “social enterprise” – and empower employee and customer social networks to operate individually and together. Note I did not mention CRM, which doesn’t have a role in this...</p> </div> <a href="https://marksmith.isg-one.com/2011/09/02/salesforce-presents-new-social-enterprise-with-chatter-mobility-and-data"><span class="readmore"> Read More </span></a><br><br> Topics: <a href="https://marksmith.isg-one.com/topic/mobile">Mobile</a>, <a href="https://marksmith.isg-one.com/topic/sales">Sales</a>, <a href="https://marksmith.isg-one.com/topic/salesforce-com">Salesforce.com</a>, <a href="https://marksmith.isg-one.com/topic/social-media">Social Media</a>, <a href="https://marksmith.isg-one.com/topic/sustainability">Sustainability</a>, <a href="https://marksmith.isg-one.com/topic/marketing">Marketing</a>, <a href="https://marksmith.isg-one.com/topic/operational-performance-management-opm">Operational Performance Management (OPM)</a>, <a href="https://marksmith.isg-one.com/topic/sales-cloud">Sales Cloud</a>, <a href="https://marksmith.isg-one.com/topic/sales-force-automation">Sales Force Automation</a>, <a href="https://marksmith.isg-one.com/topic/business-analytics">Business Analytics</a>, <a href="https://marksmith.isg-one.com/topic/business-collaboration">Business Collaboration</a>, <a href="https://marksmith.isg-one.com/topic/business-intelligence">Business Intelligence</a>, <a href="https://marksmith.isg-one.com/topic/business-mobility">Business Mobility</a>, <a href="https://marksmith.isg-one.com/topic/chatter">Chatter</a>, <a href="https://marksmith.isg-one.com/topic/cloud-computing">Cloud Computing</a>, <a href="https://marksmith.isg-one.com/topic/collaboration">Collaboration</a>, <a href="https://marksmith.isg-one.com/topic/governance-risk-compliance-grc">Governance, Risk & Compliance (GRC)</a>, <a href="https://marksmith.isg-one.com/topic/location-intelligence">Location Intelligence</a>, <a href="https://marksmith.isg-one.com/topic/operational-intelligence">Operational Intelligence</a>, <a href="https://marksmith.isg-one.com/topic/business-performance-management-bpm">Business Performance Management (BPM)</a>, <a href="https://marksmith.isg-one.com/topic/cmo">CMO</a>, <a href="https://marksmith.isg-one.com/topic/crm">CRM</a>, <a href="https://marksmith.isg-one.com/topic/customer-performance-management-cpm">Customer Performance Management (CPM)</a>, <a href="https://marksmith.isg-one.com/topic/df11">DF11</a>, <a href="https://marksmith.isg-one.com/topic/financial-performance-management-fpm">Financial Performance Management (FPM)</a>, <a href="https://marksmith.isg-one.com/topic/information-applications-ia">Information Applications (IA)</a>, <a href="https://marksmith.isg-one.com/topic/information-management-im">Information Management (IM)</a>, <a href="https://marksmith.isg-one.com/topic/it-performance-management-itpm">IT Performance Management (ITPM)</a>, <a href="https://marksmith.isg-one.com/topic/sales-performance-management">Sales Performance Management</a>, <a href="https://marksmith.isg-one.com/topic/sales-performance-management-spm">Sales Performance Management (SPM)</a>, <a href="https://marksmith.isg-one.com/topic/service-cloud">Service Cloud</a>, <a href="https://marksmith.isg-one.com/topic/sfa">SFA</a>, <a href="https://marksmith.isg-one.com/topic/supply-chain-performance-management-scpm">Supply Chain Performance Management (SCPM)</a>, <a href="https://marksmith.isg-one.com/topic/workforce-performance-management-wpm">Workforce Performance Management (WPM)</a> <hr> </div> <script> // Check active classes var checkClass = function() { if ( $('.fil_item').hasClass('hide') ) { $('.fil_item').removeClass('hide'); 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If you have any issue with an Analyst Perspective, please email them to <a href="mailto:ChiefResearchOfficer@isg-research.net">ChiefResearchOfficer@isg-research.net</a></p> </li> </ul> <a class="btn-secondary" href="https://www.isg-research.net/analyst-perspective-policy">View Policy</a></span>  <div id="hs_cos_wrapper_module_168621267066296" class="hs_cos_wrapper hs_cos_wrapper_widget hs_cos_wrapper_type_module" style="" data-hs-cos-general-type="widget" data-hs-cos-type="module"><style> </style> <h3 style="color: #255a89;">Our Analysts</h3>  <div class="row-fluid"> <div class="span6" style="text-align: center;"> <a href="https://davidmenninger.isg-research.net"> <img class="analyst_img" style="width: 100px;" src="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Menninger.David%20Pic.Circle.png?width=100&name=Menninger.David%20Pic.Circle.png" alt="David Menninger" width="100" data-constrained="true" caption="false" sizes="(max-width: 100px) 100vw, 100px" srcset="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Menninger.David%20Pic.Circle.png?width=50&name=Menninger.David%20Pic.Circle.png 50w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Menninger.David%20Pic.Circle.png?width=100&name=Menninger.David%20Pic.Circle.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Menninger.David%20Pic.Circle.png?width=150&name=Menninger.David%20Pic.Circle.png 150w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Menninger.David%20Pic.Circle.png?width=200&name=Menninger.David%20Pic.Circle.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Menninger.David%20Pic.Circle.png?width=250&name=Menninger.David%20Pic.Circle.png 250w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Menninger.David%20Pic.Circle.png?width=300&name=Menninger.David%20Pic.Circle.png 300w"> <h5 class="analyst_name">David Menninger</h5> </a> </div> <div class="span6" style="text-align: center;"> <a href="https://jefforr.isg-research.net"> <img class="analyst_img" style="width: 100px;" src="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Orr.Jeff.Circle.png?width=100&name=Orr.Jeff.Circle.png" alt="Jeff Orr" width="100" data-constrained="true" caption="false" srcset="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Orr.Jeff.Circle.png?width=50&name=Orr.Jeff.Circle.png 50w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Orr.Jeff.Circle.png?width=100&name=Orr.Jeff.Circle.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Orr.Jeff.Circle.png?width=150&name=Orr.Jeff.Circle.png 150w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Orr.Jeff.Circle.png?width=200&name=Orr.Jeff.Circle.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Orr.Jeff.Circle.png?width=250&name=Orr.Jeff.Circle.png 250w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Orr.Jeff.Circle.png?width=300&name=Orr.Jeff.Circle.png 300w" sizes="(max-width: 100px) 100vw, 100px"> <h5 class="analyst_name">Jeff Orr</h5> </a> </div> </div>   <div class="row-fluid"> <div class="span6" style="text-align: center;"> <a href="https://keithdawson.isg-research.net"> <img class="analyst_img" style="width: 100px;" src="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Dawson.Keith%20Pic.Circle.png?width=100&name=Dawson.Keith%20Pic.Circle.png" alt="Keith Dawson" width="100" data-constrained="true" caption="false" sizes="(max-width: 100px) 100vw, 100px" srcset="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Dawson.Keith%20Pic.Circle.png?width=50&name=Dawson.Keith%20Pic.Circle.png 50w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Dawson.Keith%20Pic.Circle.png?width=100&name=Dawson.Keith%20Pic.Circle.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Dawson.Keith%20Pic.Circle.png?width=150&name=Dawson.Keith%20Pic.Circle.png 150w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Dawson.Keith%20Pic.Circle.png?width=200&name=Dawson.Keith%20Pic.Circle.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Dawson.Keith%20Pic.Circle.png?width=250&name=Dawson.Keith%20Pic.Circle.png 250w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Dawson.Keith%20Pic.Circle.png?width=300&name=Dawson.Keith%20Pic.Circle.png 300w"> <h5 class="analyst_name">Keith Dawson</h5> </a> </div> <div class="span6" style="text-align:center;"> <a href="https://marksmith.isg-research.net"> <img class="analyst_img" style="width: 100px;" src="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Smith.Mark%20Pic.Circle.png?width=100&name=Smith.Mark%20Pic.Circle.png" alt="Mark Smith" width="100" data-constrained="true" caption="false" sizes="(max-width: 100px) 100vw, 100px" srcset="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Smith.Mark%20Pic.Circle.png?width=50&name=Smith.Mark%20Pic.Circle.png 50w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Smith.Mark%20Pic.Circle.png?width=100&name=Smith.Mark%20Pic.Circle.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Smith.Mark%20Pic.Circle.png?width=150&name=Smith.Mark%20Pic.Circle.png 150w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Smith.Mark%20Pic.Circle.png?width=200&name=Smith.Mark%20Pic.Circle.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Smith.Mark%20Pic.Circle.png?width=250&name=Smith.Mark%20Pic.Circle.png 250w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Smith.Mark%20Pic.Circle.png?width=300&name=Smith.Mark%20Pic.Circle.png 300w"> <h5 class="analyst_name">Mark Smith</h5> </a> </div> </div>   <div class="row-fluid"> <div class="span6" style="text-align: center;"> <a href="https://mattaslett.isg-research.net"> <img class="analyst_img" style="width: 100px;" src="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Aslett.Matt%20Pic.Circle.png?width=100&name=Aslett.Matt%20Pic.Circle.png" alt="Matt Aslett" width="100" data-constrained="true" caption="false" sizes="(max-width: 100px) 100vw, 100px" srcset="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Aslett.Matt%20Pic.Circle.png?width=50&name=Aslett.Matt%20Pic.Circle.png 50w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Aslett.Matt%20Pic.Circle.png?width=100&name=Aslett.Matt%20Pic.Circle.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Aslett.Matt%20Pic.Circle.png?width=150&name=Aslett.Matt%20Pic.Circle.png 150w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Aslett.Matt%20Pic.Circle.png?width=200&name=Aslett.Matt%20Pic.Circle.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Aslett.Matt%20Pic.Circle.png?width=250&name=Aslett.Matt%20Pic.Circle.png 250w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Aslett.Matt%20Pic.Circle.png?width=300&name=Aslett.Matt%20Pic.Circle.png 300w"> <h5 class="analyst_name">Matt Aslett</h5> </a> </div> <div class="span6" style="text-align: center;"> <a href="https://matthewbrown.isg-research.net/"> <img class="analyst_img" style="width: 100px;" src="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/profile_vr_matthew_brown_circle_900x900.png?width=100&name=profile_vr_matthew_brown_circle_900x900.png" alt="Matthew Brown" width="100" data-constrained="true" caption="false" sizes="(max-width: 100px) 100vw, 100px" srcset="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/profile_vr_matthew_brown_circle_900x900.png?width=50&name=profile_vr_matthew_brown_circle_900x900.png 50w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/profile_vr_matthew_brown_circle_900x900.png?width=100&name=profile_vr_matthew_brown_circle_900x900.png 100w, 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src="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Kugel.Robert%20Pic.Circle.png?width=100&name=Kugel.Robert%20Pic.Circle.png" alt="Robert Kugel" width="100" data-constrained="true" caption="false" sizes="(max-width: 100px) 100vw, 100px" srcset="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Kugel.Robert%20Pic.Circle.png?width=50&name=Kugel.Robert%20Pic.Circle.png 50w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Kugel.Robert%20Pic.Circle.png?width=100&name=Kugel.Robert%20Pic.Circle.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Kugel.Robert%20Pic.Circle.png?width=150&name=Kugel.Robert%20Pic.Circle.png 150w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Kugel.Robert%20Pic.Circle.png?width=200&name=Kugel.Robert%20Pic.Circle.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Kugel.Robert%20Pic.Circle.png?width=250&name=Kugel.Robert%20Pic.Circle.png 250w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Kugel.Robert%20Pic.Circle.png?width=300&name=Kugel.Robert%20Pic.Circle.png 300w"> <h5 class="analyst_name">Robert Kugel</h5> </a> </div> <div class="span6" style="text-align: center;"> <a href="https://stephenhurrell.isg-research.net"> <img class="analyst_img" style="width: 100px;" src="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Hurrell.Stephen%20Pic.Circle.png?width=100&name=Hurrell.Stephen%20Pic.Circle.png" alt="Stephen Hurrell" width="100" data-constrained="true" caption="false" sizes="(max-width: 100px) 100vw, 100px" srcset="https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Hurrell.Stephen%20Pic.Circle.png?width=50&name=Hurrell.Stephen%20Pic.Circle.png 50w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Hurrell.Stephen%20Pic.Circle.png?width=100&name=Hurrell.Stephen%20Pic.Circle.png 100w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Hurrell.Stephen%20Pic.Circle.png?width=150&name=Hurrell.Stephen%20Pic.Circle.png 150w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Hurrell.Stephen%20Pic.Circle.png?width=200&name=Hurrell.Stephen%20Pic.Circle.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Hurrell.Stephen%20Pic.Circle.png?width=250&name=Hurrell.Stephen%20Pic.Circle.png 250w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/Hurrell.Stephen%20Pic.Circle.png?width=300&name=Hurrell.Stephen%20Pic.Circle.png 300w"> <h5 class="analyst_name">Stephen Hurrell</h5> </a> </div> </div>   <div class="row-fluid">  <div style="text-align: center;"> <a href="https://blog.isg-research.net"> <img class="analyst_img" style="width: 100px;" src="https://marksmith.isg-one.com/hs-fs/hubfs/ISG_Bug_Reverse_Transparent.png?width=100&name=ISG_Bug_Reverse_Transparent.png" alt="ISG Software Research" width="100" data-constrained="true" caption="false" 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href="https://marksmith.isg-one.com/archive/2022/02">February 2022 <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li> <a href="https://marksmith.isg-one.com/archive/2022/01">January 2022 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li> <a href="https://marksmith.isg-one.com/archive/2021/10">October 2021 <span class="filter-link-count" dir="ltr">(5)</span></a> </li> <li> <a href="https://marksmith.isg-one.com/archive/2021/09">September 2021 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2021/08">August 2021 <span class="filter-link-count" dir="ltr">(8)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2021/07">July 2021 <span class="filter-link-count" dir="ltr">(10)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2021/06">June 2021 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2021/02">February 2021 <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2020/12">December 2020 <span class="filter-link-count" dir="ltr">(1)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2020/11">November 2020 <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2020/10">October 2020 <span class="filter-link-count" dir="ltr">(6)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2020/08">August 2020 <span class="filter-link-count" dir="ltr">(1)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2020/07">July 2020 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2020/06">June 2020 <span class="filter-link-count" dir="ltr">(5)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2020/05">May 2020 <span class="filter-link-count" dir="ltr">(5)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2020/04">April 2020 <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2020/02">February 2020 <span class="filter-link-count" dir="ltr">(5)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2019/12">December 2019 <span class="filter-link-count" dir="ltr">(9)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2019/11">November 2019 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2019/10">October 2019 <span class="filter-link-count" dir="ltr">(6)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2018/12">December 2018 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2018/11">November 2018 <span class="filter-link-count" dir="ltr">(8)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2018/10">October 2018 <span class="filter-link-count" dir="ltr">(7)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2018/06">June 2018 <span class="filter-link-count" dir="ltr">(1)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2018/05">May 2018 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2017/06">June 2017 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2017/05">May 2017 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2017/04">April 2017 <span class="filter-link-count" dir="ltr">(1)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2017/03">March 2017 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2016/12">December 2016 <span class="filter-link-count" dir="ltr">(1)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2016/07">July 2016 <span class="filter-link-count" dir="ltr">(1)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2016/06">June 2016 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2016/05">May 2016 <span class="filter-link-count" dir="ltr">(7)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2016/04">April 2016 <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2016/03">March 2016 <span class="filter-link-count" dir="ltr">(5)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2015/12">December 2015 <span class="filter-link-count" dir="ltr">(5)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2015/11">November 2015 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2015/02">February 2015 <span class="filter-link-count" dir="ltr">(9)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2015/01">January 2015 <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2014/12">December 2014 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2014/11">November 2014 <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2014/07">July 2014 <span class="filter-link-count" dir="ltr">(1)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2014/06">June 2014 <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2014/05">May 2014 <span class="filter-link-count" dir="ltr">(1)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2014/04">April 2014 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2014/03">March 2014 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2014/02">February 2014 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2014/01">January 2014 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2013/08">August 2013 <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2013/06">June 2013 <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2013/05">May 2013 <span class="filter-link-count" dir="ltr">(6)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2013/04">April 2013 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2013/03">March 2013 <span class="filter-link-count" dir="ltr">(10)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2013/02">February 2013 <span class="filter-link-count" dir="ltr">(6)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2013/01">January 2013 <span class="filter-link-count" dir="ltr">(5)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/12">December 2012 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/11">November 2012 <span class="filter-link-count" dir="ltr">(8)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/10">October 2012 <span class="filter-link-count" dir="ltr">(10)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/09">September 2012 <span class="filter-link-count" dir="ltr">(5)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/08">August 2012 <span class="filter-link-count" dir="ltr">(7)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/07">July 2012 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/06">June 2012 <span class="filter-link-count" dir="ltr">(14)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/05">May 2012 <span class="filter-link-count" dir="ltr">(13)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/04">April 2012 <span class="filter-link-count" dir="ltr">(8)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/03">March 2012 <span class="filter-link-count" dir="ltr">(8)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/02">February 2012 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2012/01">January 2012 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/12">December 2011 <span class="filter-link-count" dir="ltr">(5)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/11">November 2011 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/10">October 2011 <span class="filter-link-count" dir="ltr">(10)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/09">September 2011 <span class="filter-link-count" dir="ltr">(7)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/08">August 2011 <span class="filter-link-count" dir="ltr">(10)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/07">July 2011 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/06">June 2011 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/05">May 2011 <span class="filter-link-count" dir="ltr">(7)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/04">April 2011 <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/03">March 2011 <span class="filter-link-count" dir="ltr">(5)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/02">February 2011 <span class="filter-link-count" dir="ltr">(5)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2011/01">January 2011 <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2010/12">December 2010 <span class="filter-link-count" dir="ltr">(8)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2010/11">November 2010 <span class="filter-link-count" dir="ltr">(40)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2010/07">July 2010 <span class="filter-link-count" dir="ltr">(4)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/archive/2010/06">June 2010 <span class="filter-link-count" dir="ltr">(11)</span></a> </li> </ul> <a class="filter-expand-link" href="#">see all</a> </div> </div> </span> <span id="hs_cos_wrapper_post_filter" class="hs_cos_wrapper hs_cos_wrapper_widget hs_cos_wrapper_type_post_filter" style="" data-hs-cos-general-type="widget" data-hs-cos-type="post_filter"><div class="block"> <h3>Posts by Topic</h3> <div class="widget-module"> <ul> <li> <a href="https://marksmith.isg-one.com/topic/agent-management">agent management <span class="filter-link-count" dir="ltr">(23)</span></a> </li> <li> <a href="https://marksmith.isg-one.com/topic/ai">AI <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li> <a href="https://marksmith.isg-one.com/topic/ai-and-machine-learning">AI and Machine Learning <span class="filter-link-count" dir="ltr">(30)</span></a> </li> <li> <a href="https://marksmith.isg-one.com/topic/alteryx">alteryx <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li> <a href="https://marksmith.isg-one.com/topic/analytic-data-platforms">Analytic Data Platforms <span class="filter-link-count" dir="ltr">(1)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/topic/analytics">Analytics <span class="filter-link-count" dir="ltr">(119)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/topic/analytics-data">Analytics & Data <span class="filter-link-count" dir="ltr">(2)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/topic/application">application <span class="filter-link-count" dir="ltr">(1)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/topic/assets">assets <span class="filter-link-count" dir="ltr">(1)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/topic/big-data">Big Data <span class="filter-link-count" dir="ltr">(137)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/topic/billing-and-recurring-revenue">Billing and Recurring Revenue <span class="filter-link-count" dir="ltr">(3)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/topic/blockchain">blockchain <span class="filter-link-count" dir="ltr">(12)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/topic/business-analytics">Business Analytics <span class="filter-link-count" dir="ltr">(204)</span></a> </li> <li style="display:none;"> <a href="https://marksmith.isg-one.com/topic/business-applications">Business Applications <span class="filter-link-count" 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our authorised service providers may use cookies for storing information to help provide you with a better, faster and safer experience and for marketing purposes.</span></p> </div> </div> </div> </footer></div>  <script defer src="/hs/hsstatic/content-cwv-embed/static-1.1293/embed.js"></script> <script src="https://marksmith.isg-one.com/hs-fs/hub/2035844/hub_generated/template_assets/94278782902/1725882474552/Ventana_Research_2023/Ventana_Research_2023_child.min.js"></script> <script> var hsVars = hsVars || {}; hsVars['language'] = 'en-us'; </script> <script src="/hs/hsstatic/cos-i18n/static-1.53/bundles/project.js"></script> <script src="https://marksmith.isg-one.com/hs-fs/hub/2035844/hub_generated/module_assets/90531062927/1702386872146/module_90531062927_Header-Global.min.js"></script> <script type="application/ld+json"> { "@context": "http://schema.org", "@type": "BlogPosting", "headline": "Dayforce Engages Workforces for Higher Productivity", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2011/09/30/dayforce-engages-workforces-for-higher-productivity", "datePublished": "30/09/2011", "dateModified": "30/09/2011", "articleBody": "Improving worker/manager collaboration becomes a top priority as organizations realize the impact of such collaboration on workforce productivity and profitability. One way to enhance that collaboration is to make tasks such as scheduling, time and attendance and task management accessible through smartphones and tablets. The management team at Dayforce has experience with workforce management applications and now into the next generation of collaboration and mobility. The company uses innovative Web technology to make its workforce management applications easy to use, and is able to demonstrate the value of the monthly and annualized time its approach saves over that of others. Dayforce’s product suite includes time and attendance, scheduling, labor budgeting, task management and employee self-scheduling. My review of the applications confirms their usability for tasks from calendaring and scheduling to the utilization and budgeting of workers. Dayforce’s graphical interface takes an intuitive approach to scheduling and labor optimization based on worker scheduling constraints. What Dayforce calls performance-based scheduling includes the ability to look at schedules of individuals while seeing analytics of schedule efficiency. A schedule optimizer provides the best scenarios and then automatically populates schedules with a group of details that occur in workers’ shifts. The suite’s workflow designer can help managers design worker interactions and alerts that can be sent automatically. To help out with the financial aspects of workforce usage, the software lets users look at schedule costing to determine any exceptions that require management review. It also provides ad-hoc reports that are easy for managers for generate for review. As workforce management evolves to engage workers more with assignments and tasks that affect them, Dayforce has built in methods not just to define tasks but to assign them and approve their completion. This helps organizations gain the most engagement from their workers on a daily basis while also tracking their performance, and it provides a foundation for including rewards that can be made visible to the workers. This might provide an edge for Dayforce, since the software can support a diverse range of types of workers, and incentives and rewards are keys to motivating and retaining talent. Our benchmark research into performance management for talent management shows that aligning the workforce to business goals is of highest importance to 81 percent of organizations. To provide applications in the HR and payroll areas, Dayforce partners with Ceridian, which is also an investor in the company areas. Dayforce now offers a native application for Apple iOS and Android-based smartphones called Dayforce Mobile, which I reviewed briefly. The application helps associates and managers communicate and work together on scheduling to create a work/life balance. The company should make a demo of it freely available to get more organizations to see its capabilities. Dayforce competes with workforce management providers such as Infor, Kronos, Red Prairie and Workforce that also are advancing in mobility and collaboration; we believe that such capabilities are critical for organizations to adopt to acquire and retain talent. We are assessing the next generation of workforce management applications now and later on will do a detailed review of vendors and products in this segment to help buyers sort through these and other developments. If you are looking to replace legacy workforce management systems or the use of email and spreadsheets, we advise you to explore the depth of Dayforce’s applications and look at its success in the market. Regards, Mark Smith – CEO & Chief Research Officer", "image": { "@type": "ImageObject", "url": "", "height": 400, "width": 750 }, "author": { "@type": "Person", "name": "Mark Smith", "url": "https://marksmith.isg-one.com/author/mark-smith", "sameAs": "http://www.linkedin.com/in/markallensmith" }, "publisher": { "@type": "Organization", "name": "ISG", "url": "marksmith.isg-one.com", "logo": { "@type": "ImageObject", "url": "https://www.ventanaresearch.com/hubfs/ISG_Software_Research_Logo_Color@2x.png" } } }</script> <script type="application/ld+json"> { "@context": "http://schema.org", "@type": "BlogPosting", "headline": "Excentive Provides a Simpler Path to Total Compensation Management", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2011/09/30/excentive-provides-a-simpler-path-to-total-compensation-management", "datePublished": "30/09/2011", "dateModified": "30/09/2011", "articleBody": "Retaining talent and managing financials related to compensation should be a top priority for the HR and finance functions of companies, and many of them realize this. In our recent benchmark research in total compensation management, 72 percent of participants said it’s important or very important to have a compensation system aligned to their processes. One newer provider to the market, Excentive, started in 2002 in Europe and expanded globally in 2009. Its Excentive Compensation Cockpit supplies more than just a managerial view of compensation; it’s a total compensation management application that enables users to design and model compensation across an entire workforce or for the specific needs of the sales and service lines of business. Excentive has customers that operate across multiple countries, such asVodafone, Mercedes-Benz and Stryker. Its software supports the strategy of using compensation to retain talent and not just an obligation. As many organizations seek simpler methods to deploy sales incentives for agents and dealers, Excentive has made its software easy to set up and deploy in distributed organizations. In addition, Excentive uses the performance benchmarks of its customers to develop a range of metrics concerning calculation, communication, reviews and disputes, comparing results before and after using its tools. Its application has a range of functionality with a good level of usability and manageability. They make it easy to access and integrate transactions across existing systems to recognize deals and link to individual employee compensation plans. The software includes a managerial dashboard that provides access to detailed reporting that can be used to assess to a performance index. It addresses compensation auditing and governance, which has become a key priority to ensure that appropriate compensation is given. The auditing capabilities offer easy navigation to the rules underlying a bonus or incentive, which helps in resolving disputes that can affect an organization’s ability to address issues in a timely manner. While the product name’s focus on a cockpit is not entirely descriptive of what it offers, it can provide a view of sophisticated compensation plans covering merit pay, variable compensation, incentives, stock options and other forms of compensation. The compensation modeling environment provides flexibility to handle the rules and workflow required to operate divisions and varying currencies. In addition it provides integration back into payroll systems that can be tracked through the system. Excentive also can help in bonus management, salary review and equity management, activities that are not always considered part of compensation management. Our research indicates the importance of integrating compensation management into talent management; more than one-third of organizations indicated this is very important, and two-thirds ranked lack of integration as the top barrier impeding compensation planning. Excentive should work to provide integration points to such systems with its application, and maybe even partner with providers that need a more sophisticated approach to compensation, such as Cornerstone, Saba and Ultimate Software; some providers already have an integrated compensation management application. Excentive also should be considered in areas like sales compensation and incentives where companies have complex compensation models related to sales quotas and products across customers and territories. The sales compensation management market includes suppliers such as Callidus Software, Merced Systems, Varicent and Xactly, but Excentive is demonstrating that it can compete in what are now two different markets with only one product, which depending on the alignment of compensation and sales operations could give it an advantage in the next couple of years. We could not include Excentive in the 2011 Value Index for Total Compensation Management because the company had fewer customers and company efforts operating in North America in 2010, but it will be part of our 2011 evaluation for publishing in 2012, after its large growth in this part of the world. Excentive has a good opportunity to shake things up in the compensation application market. Organizations should consider its application and the successes of its customers as part of their own research. Regards, Mark Smith – CEO & Chief Research Officer", "image": { "@type": "ImageObject", "url": "", "height": 400, "width": 750 }, "author": { "@type": "Person", "name": "Mark Smith", "url": "https://marksmith.isg-one.com/author/mark-smith", "sameAs": "http://www.linkedin.com/in/markallensmith" }, "publisher": { "@type": "Organization", "name": "ISG", "url": "marksmith.isg-one.com", "logo": { "@type": "ImageObject", "url": "https://www.ventanaresearch.com/hubfs/ISG_Software_Research_Logo_Color@2x.png" } } }</script> <script type="application/ld+json"> { "@context": "http://schema.org", "@type": "BlogPosting", "headline": "Proposal Software Simplifies Key Aspects of Sales", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2011/09/26/proposal-software-simplifies-key-aspects-of-sales", "datePublished": "25/09/2011", "dateModified": "25/09/2011", "articleBody": "Sales proposals can determine whether a deal is booked or lost. In most organizations the process of creating and delivering a proposal is manual and one-off, with many potential places for mistakes. This lack of rigor and efficiency impairs many organizations’ ability to leverage their resources. Proposal Software helps sales organizations with an application called PMAPS that addresses sales management and operations. PMAPS enables you to search and generate proposals and also to manage the overall process, from days to respond and time taken along with all the details related to communication and follow-up. Sales operations staff will find this Microsoft Windows-based application easy to use for reporting on the state of proposals. But as technologies change and with today’s focus on the Web and mobile applications, Proposal Software is migrating to a new platform for its applications, leaving the Windows application in a final stage of development. The Web version of PMAPS adds flexibility in the management and creation of proposals. The software’s SalesDocBuilder and a wizard help managers and front-line sales professionals use templates to assemble pitch books of presentations and documents for sales prospects. Users can also create pitch books through a mobile Web version. This helps address the problem of information scattered through an organization; our sales benchmark research found this problem to be the top impediment to sales performance in 51 percent of organizations. If your organization has to respond consistently to requests for information, proposals or quotes (RFI, RFP or RFQ), the PMAPS Assembly Center helps gather the right information for a thorough and professional response. No programming is required; everything is done through a user-driven application. I like the way this small application that floats on the desktop lets you access sales information or jump into starting a pitch book or proposal. The software uses a role-based approach for proposal writers, sales, preview or review staff and administrators. Just as important is that the application is accessible via smartphone and tablets through PMAPS WebPro Mobile, which makes it easy to get to information and create documents for proposals while on the go. If you believe in building a sales knowledge base to improve the potential of your sales organization, the company’s Q&A Database can help significantly, and reduce the load on sales and presales operations. The latest release PMAPS WebPro 7.0 also facilitates making assignments and shredding outdated documents so they are not used again. If you are not sure why you should tackle having a dedicated application for sales proposals, look at the detailed functionality provided. While many providers of sales force automation (SFA) have the ability to securely store and access content, they do not give you the ability to generate proposals. I noted in my analysis of Salesforce.com’s latest advancements to help sales that this is a gap in its product offerings. Proposal Software has used the Salesforce API to integrate with the company’s SFA, and it has done the same for other partners, too. Proposal Software makes its application available for rent as secure software as a service (SaaS), operating 24-by-7 and eliminating the need to worry about internal resources to manage the applications and content. The company still offers an on-premises version also. In this challenging economic environment every sales organization needs to be timely and thorough in response to sales opportunities. If your sales organization still manually copies and pastes content and selects stand-alone files to send to sales prospects, you risk falling behind. Proposal Software’s PMAPS WebPro is a robust package of all the functionality for managing proposals, pitches and the process of providing high-quality information to your prospects to close deals. Our benchmark research into sales analytics found that the average time to close is a key sales metrics, and Proposal Software can help address it. Building pitches and proposals in Microsoft Word or PowerPoint or Adobe Acrobat should not be difficult, and it is simple with Proposal Software. If you are in sales at any level and have not checked out Proposal’s offering, take a look at PMAPS as part of the way to fulfill the promise of sales force automation. Regards, Mark Smith – CEO & Chief Research Officer", "image": { "@type": "ImageObject", "url": "", "height": 400, "width": 750 }, "author": { "@type": "Person", "name": "Mark Smith", "url": "https://marksmith.isg-one.com/author/mark-smith", "sameAs": "http://www.linkedin.com/in/markallensmith" }, "publisher": { "@type": "Organization", "name": "ISG", "url": "marksmith.isg-one.com", "logo": { "@type": "ImageObject", "url": "https://www.ventanaresearch.com/hubfs/ISG_Software_Research_Logo_Color@2x.png" } } }</script> <script type="application/ld+json"> { "@context": "http://schema.org", "@type": "BlogPosting", "headline": "WorkForce Software Can Simplify Managers and Workers Lives", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2011/09/22/workforce-software-can-simplify-managers-and-workers-lives", "datePublished": "22/09/2011", "dateModified": "22/09/2011", "articleBody": "A key component of workforce management software is to aid in scheduling and tracking time and attendance, streamlining interactions between managers and employees regarding these aspects of the job and promoting compliance with corporate and regulatory policies. WorkForce Software has been growing rapidly over the last decade while meeting these needs with an application suite that covers issues from leave management to case management. Its product helps businesses deal with overlapping regulations from federal and state governments, union contracts and corporate-level policies, and is being deployed in industries such as education, utilities, banking, the public sector, entertainment and transportation, especially in midsize organizations looking for workforce efficiency. The company is expanding its global reach through its partners and distribution channel. The WorkForce Software application suite is built around EmpCenter and is available in several deployment modes: in the cloud through software as a service, licensed and installed on-premises or run in a hosted environment. The suite covers time and attendance, absence compliance, advanced scheduling, employee fatigue management and analytics. The Web-based application suite has a user-friendly interface. It includes a variety of data collection options for gaining time and attendance information from a range of existing technologies. It supports interactive voice response (IVR) as another means to get information from employees. WorkForce Software also provides a product for midsize organizations called EmpCenter Express that was announced earlier in 2011. WorkForce Software now provides access to its software via mobile technology on smartphone platforms including RIM Blackberry, Apple iPhone and Android-based devices through EmpCenter ToGo. The software makes it easy for managers to see work-related information, updates from employees and required approvals. I expect to see further advances in mobility as the variety of tablets and smartphones continues to expand, forcing organizations to support a broader set of choices in employees’ personal devices. I tried to access the applications from my iPhone and its App Store, but it’s not easy to find; it is part of what is called Vortex Connect, which houses the application and access to EmpCenter. I found no freely accessible demonstration available to try, but the screenshots and reviews make the software look simple, with the ability to perform a range of employee and manager tasks. Our workforce analytics benchmark research found that people in organizations spend two-thirds of their time on data-related activities that require automation. Toward this end WorkForce Software provides a packaged library of reports in EmpCenter Analytics and offers the ability to build reports using SAP Crystal Reports technology. It also supports a common data store into which users can import other business-related data about employees and supporting accounting and operational data. The analytics software can show customized views that highlight critical exceptions. I advise the company to make these analytics and metrics available via mobile devices in future releases. WorkForce Software also addresses an issue sometimes overlooked: worker fatigue that can come from not enough time off between shifts or other causes managers notice. Handling this is critical in every industry but especially in ones where workers can impact other people through direct action, such as healthcare, transportation or energy, or indirectly through guidance, as in the airline industry and emergency response. WorkForce Software has blended into EmpCenter FM a means to ensure that employees designated fatigued cannot be scheduled, along with auditing and compliance features. WorkForce Software is meeting the needs of global customers by supporting localization of applications in other languages, including those that use double-byte characters in Asia Pacific and ones that require right-to-left reading. The current version 8.1 is expected to be supplanted by a new version before the end of the year with new capabilities but a continued focus on usability and functionality. WorkForce Software offers a solid foundation of customer- and team-focused applications for workforce management. We will look at it again in upcoming benchmark research on the next generation of workforce management processes and applications, with a focus on collaboration and mobility among managers and employees. The company competes in workforce management with suppliers such as DayForce, Infor and Kronos. WorkForce Software’s ability to manage worker fatigue and policy compliance are distinguishing points of its applications, as is easy mobile access to the application suite across multiple devices. If you are considering adopting workforce management applications, we advise you to put WorkForce Software on your list of providers. Regards, Mark Smith – CEO & Chief Research Officer", "image": { "@type": "ImageObject", "url": "", "height": 400, "width": 750 }, "author": { "@type": "Person", "name": "Mark Smith", "url": "https://marksmith.isg-one.com/author/mark-smith", "sameAs": "http://www.linkedin.com/in/markallensmith" }, "publisher": { "@type": "Organization", "name": "ISG", "url": "marksmith.isg-one.com", "logo": { "@type": "ImageObject", "url": "https://www.ventanaresearch.com/hubfs/ISG_Software_Research_Logo_Color@2x.png" } } }</script> <script type="application/ld+json"> { "@context": "http://schema.org", "@type": "BlogPosting", "headline": "Mercer Updates Total Compensation Management To Help Retain Talent", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2011/09/19/mercer-updates-total-compensation-management-to-help-retain-talent", "datePublished": "19/09/2011", "dateModified": "19/09/2011", "articleBody": "To retain talent, organizations must ensure that their workforce’s compensation is comparable to that of their industry peers. As part of this effort, they should integrate compensation reviews with goal and performance reviews to ensure employees are paid their fair market value; otherwise the best talent will become a flight risk. Many organizations understand this; in our performance management for talent management benchmark research, two-thirds said they want to integrate compensation with the review process. But most companies have more to do; they need to establish a continuous process that compares all information on new hires, promotions and market events, at least as part of an annual performance review or preferably every quarter. They should not delay change until employee feedback or exit interviews indicate that being underpaid is a primary reason for people leaving. Mercer, which provides information, software and consulting, has helped organizations in the area of compensation for 25 years, since personal computers led to benchmarks being developed and automated. Today, the company’s ePrism compensation application focuses on market pricing of positions, surveys, analytics, pay structures and supporting the salary planning process. Hundreds of customers commit their compensation benchmarking and salary planning activities to ePrism. While robust, the application is ready for a new look and feel so it can join the era of Web-based applications. Mercer is introducing a new application called Mercer WIN that uses current technology to provide a simpler user experience for accessing and searching market data for comparison and review. It includes more than 400 surveys of data. It makes it easy to compare a company’s jobs and pay with that of others in the industry. Mercer can help do the comparisons and search on them geographically. Planned enhancements to the application include direct methods to manage market libraries, employees and jobs from within the application. With Mercer WIN, companies can add incremental value throughout a year to hiring and succession efforts or exception reviews. Organizations that want to optimize their compensation management processes and ensure effective design and strategy of them through benchmarking and aligning salary structures should look at Mercer WIN. Our total compensation management benchmark research found that for 24 percent of organizations it is critical to integrate salary benchmarking with compensation processes. That percentage also reveals that many organizations have not implemented salary benchmarking, but people in management ranked it one of the top five capabilities needed; 75 percent of organizations ranked it important or very important. Mercer WIN can be used not just as part of an annual review process but for any hiring or promotion event, which could happen at any time. I was impressed with the new application and Mercer’s roadmap, but I would like to see this company work more closely with compensation management application providers such as those that we evaluated and ranked in our Value Index for Total Compensation Management. Mercer is one of the key and long-standing provider in salary and compensation benchmarking, and its contributions should be considered as part of any talent management and total compensation management effort. Regards, Mark Smith – CEO & Chief Research Officer", "image": { "@type": "ImageObject", "url": "", "height": 400, "width": 750 }, "author": { "@type": "Person", "name": "Mark Smith", "url": "https://marksmith.isg-one.com/author/mark-smith", "sameAs": "http://www.linkedin.com/in/markallensmith" }, "publisher": { "@type": "Organization", "name": "ISG", "url": "marksmith.isg-one.com", "logo": { "@type": "ImageObject", "url": "https://www.ventanaresearch.com/hubfs/ISG_Software_Research_Logo_Color@2x.png" } } }</script> <script type="application/ld+json"> { "@context": "http://schema.org", "@type": "BlogPosting", "headline": "Taleo Innovates Talent Management with Social Media and Mobile Computing", "mainEntityOfPage": "https://marksmith.isg-one.com/2011/09/13/taleo-innovates-talent-management-with-social-media-and-mobile-computing", "datePublished": "13/09/2011", "dateModified": "13/09/2011", "articleBody": "At this year’s Taleo World conference in San Francisco, more than 1,600 Taleo customers learned about the company and its suite of talent management applications. A major theme of the conference was the company’s investment in mobility and social media and the intersection of those trends with collaboration tools. Taleo generates more than two-thirds of its revenues from its core recruiting software, which its customers are adopting its applications with recruiting (85 percent), performance (12 percent), compensation (4 percent), learning (13 percent) and succession. Taleo cross-sells to its existing customer base, which accounts for more than 50 percent of its bookings – about what you would expect of a company its size. The company’s growth fuels new technology development, which helps existing customers connect a variety of activities with Taleo applications. As it announced and demonstrated in 2010, Taleo has been integrating social media with learning and recruiting applications. It is bringing to market new social talent-based applications that will run on Android, Apple and RIM mobile platforms, and integrating them with collaborative technologies in the enterprise and in the cloud, including Jive, LinkedIn and Microsoft SharePoint. This contrasts with the approach of companies such as SuccessFactors that bring their own collaboration and social environment products to market, then integrate with third-party providers. Which approach gains most adoption has yet to be proven. Taleo also is trying to engage job candidates in a new way with a smartphone-based social application called Taleo Radar that is available and was announced. In its first release users can meet and interact with people in a way somewhat like they do with Foursquare, without checking in but rather based on who is around them. This application introduces a consumer and social approach that Taleo is experimenting with to see if it can be as viral as LinkedIn but focused on jobs and working people. The application has a nice user experience but lacks some significant functionality, such as integrating with social profiles from Facebook or LinkedIn as part of registration, and dynamically identifying people who could be relevant to meet. In addition, without a check-in feature it is hard to know where a person is actually located. Radar will require improvement and perhaps co-marketing with retail locations like Starbucks and others before Taleo can expect adoption by consumer candidates not familiar with the company. But in social media you can expect the unexpected, and maybe Taleo has something brewing with this application. If you want to find me on Taleo Radar, look for my name – don’t expect to recruit me socially to your organization, but I will provide recommendations on social recruiting. In another mobility advance, Taleo demonstrated Taleo2Go, a set of upcoming applications that will operate on tablet computers and help in onboarding, talent profile reviews and integration with the social enterprise for help in finding appropriate people for business and networking within an organization. It uses innovative techniques to associate an individual with information and people based on what the person enters into the application. It also looks at career and succession planning, along with goals and objectives reviews, in a visually intuitive manner. Talent2Go is still evolving and not available for any close-up examination yet. It is scheduled to be released sometime in 2012. In Taleo’s core business of talent management, the company announced its latest version with advances that more recently came out to attract and engage talent and help build and assess team goals more efficiently. In addition, it keeps improving the Talent Browser application it announced over the summer. With a single click the application lets you handle tasks from performance checks to succession planning. Taleo is focused on being open with its talent profile. Since its version 10 release two years ago it has been able to interconnect with other communication, candidate-specific, social networking, collaboration, HRMS and talent-related applications. Taleo has also moved to make its career websites compatible with smartphones and tablets. Another advance coming is talent identification through searching using relevant selectors such as readiness for promotion, potential to perform and even willingness to relocate. Taleo has invested in its infrastructure as well. According to the company it’s the only talent management provider with a hot standby data center for large enterprises. It says its software processes 6.7 million candidates, 288,000 hires, 69,000 performance reviews and 39,000 goals plans every month. This provides a foundation for Taleo to make acquisitions and migrate their users to its facilities. Taleo has been integrating recently acquired companies with its own software’s user experience and navigation methods, and simplifying secured authentication. Those recent acquisitions include Learn.com for e-learning applications, Cytiva to gain more recruiting customers and Jobpartners for expanding into Europe. Taleo is expanding its position in learning management systems with Learn.com and gaining ground in the crowded performance management applications market, in which it has had success in the last couple of years with new customer growth and large deployments. In 2011 improved performance of its conversation hub and integration with email have provided better collaboration. As Taleo CEO Michael Gregoire pointed out, the younger generation of workers wants to have more frequent interactions on goals and progress than the traditional annual appraisals that our performance management for talent management benchmark research has found 88 percent of organizations continue to perform. Making it simpler for managers to hold employee reviews is important, as the same benchmark research found more than half of organizations want to make alignment of goals and career management easier. The Achilles’ heel of Taleo’s application suite is its compensation management applications. My analysis, confirmed in our benchmark research, shows the software requires broader and deeper capabilities to support a range of incentives and rewards linked with the frequent performance checks, but also on the path to a pay-for-performance set of processes. Our 2011 Total Compensation Management Value Index concluded that Taleo has room for improvement across the board, from product-level usability and functionality to customer validation, which kept Taleo from being a top-ranked provider. Taleo showed compensation as part of its Taleo Business Edition at the conference, but that was pretty much absent in educational sessions and demonstrations. Almost two years after announcing Worldwide Compensation, Taleo does not seem to be further along than it was after acquiring Vurv, which had a good start in providing a compensation application that Taleo scrapped. Over the summer Taleo released a visual compensation calculator to make it easier to create and modify rules and calculations, which is a requirement to be competitive in this application field. Compensation is not an area that Taleo is known for, and the company would probably do better to improve the marketing of this specific application so that it is not lost in the talent management dialogue, since the buyers are focused on compensation and finance along with HR. Taleo is now approaching a quarter of a billion dollars in revenue and thus has many synergies to its business, but it must continue to innovate in the user experience and mobility aspects of its products. It needs to dramatically improve its compensation management offering to cover more functionality and breadth of incentives, rewards and variable pay. In addition Taleo apparently does not see the importance of stand-alone workforce analytics that can bring together data from across processes in the enterprise and the cloud to provide an in-depth set of metrics and key indicators. The company’s existing workforce analytics are embedded as part of its application suite, but unless an organization converts everything to Taleo it will not be able to take advantage of cross-organizational workforce analytics. My dialogue with Taleo executives at the conference did not show much appetite to compete in the workforce analytics market or appreciation of the pain HR and Finance suffer when forced to integrate disparate data from on-premises and cloud computing applications from many providers. Despite these shortcomings, Taleo has plenty of room for growth. Given its size and reach it can be challenged globally by only a handful of other providers. I like its aggressive exploration of the intersection of social media and recruiting, which our preliminary findings, to be published later this year, have determined to be an area for growth. Taleo is worth examining in for recruiting, performance and succession applications then look carefully at evolving compensation and more newly acquired learning applications. If your organization cares about gaining access to larger talent pools through mobile and social media, you have to see what Taleo is doing and how it can help your organization. Regards, Mark Smith – CEO & Chief Research Officer", "image": { "@type": "ImageObject", "url": "", "height": 400, "width": 750 }, "author": { "@type": "Person", "name": "Mark Smith", "url": "https://marksmith.isg-one.com/author/mark-smith", "sameAs": "http://www.linkedin.com/in/markallensmith" }, "publisher": { "@type": "Organization", "name": "ISG", "url": "marksmith.isg-one.com", "logo": { "@type": "ImageObject", "url": "https://www.ventanaresearch.com/hubfs/ISG_Software_Research_Logo_Color@2x.png" } } }</script> <script type="application/ld+json"> { "@context": "http://schema.org", "@type": "BlogPosting", "headline": "Salesforce Presents New Social Enterprise with Chatter, Mobility and Data", "mainEntityOfPage": "https://marksmith.isg-one.com/2011/09/02/salesforce-presents-new-social-enterprise-with-chatter-mobility-and-data", "datePublished": "02/09/2011", "dateModified": "02/09/2011", "articleBody": "At the Dreamforce conference, Salesforce.com (NYSE:CRM) CEO Marc Benioff unveiled the latest evolution of the company’s strategy and supporting technology for cloud computing and mobile technologies. Its aim is to enable businesses to engage with customers and prospects via social media channels – what Salesforce calls the “social enterprise” – and empower employee and customer social networks to operate individually and together. Note I did not mention CRM, which doesn’t have a role in this platform for basic interactions with prospects and customers and is accompanied by a large ecosystem of partners that provide dedicated marketing and contact center applications. As summarized in its announcement, Salesforce’s strategy is clearly different from that of others in the applications market, including Oracle and SAP, which have products for the cloud computing environment and have made strides into integrating collaboration and social media capabilities into their applications. Salesforce.com’s social enterprise is a big step forward from the strategy it talked about at last year’s Dreamforce, and is now focused helping companies build social profiles of employees and customers that can managed and augmented with information about the individuals from other social networks. The company’s partners are also working on such capabilities. For example, software from Reachable can present the relationships among individuals in a social graph. This week Roambi introduced analytic and mobile integration with Salesforce Chatter, which is another advance in what my colleague David Menninger calls the consumerization of collaborative BI. Salesforce says significant technological improvements in the coming Winter 2012 release and later will make Chatter a true social business tool with many methods to chat, share, approve and otherwise enable the collaborative process. Another addition slated for Chatter is the ability to include presence information in the chat the way most instant messaging networks do today in a feature the company calls Chatter Now. Users will be able to embed and share video, graphics and other kinds of files. Users who have too much traffic in their feeds will be able to filter content based on keywords. Chatter Approvals will be able to handle prompted interactions. With Chatter Customer Groups users will be able to invite and interact with customers or external people in private discussion groups. Those looking to build custom enhancements to the software can employ the Chatter API using REST and streaming that can be embedded with Chatter to interact with applications. Last year iWay Software demonstrated third-party integration to take any systems event and publish it into a Chatter feed. Surprisingly, iWay, which is an Information Builders company, was not at Dreamforce this year, but it has paved the way for enterprise notifications in Salesforce’s social enterprise efforts. Salesforce also is targeting organizations using Microsoft SharePoint; they will be able to use Chatter instead of Microsoft’s messenger technology. Salesforce with Chatter Connect will be able to integrate its feeds with other environments to make a more seamless social and collaborative environment. The expanded capabilities for Chatter, and Salesforce’s enhanced profiles of customers and prospects, will be integrated with the Service Cloud in an application called Chatter Service to help improve customer interactions for contact centers. Chatter Service will also be able to integrate into Facebook. This could create a new class of customer self-service for organizations that want to move their initial interactions into social media, and move questions and comments into more formalized customer service channels for resolution. To address the full needs of a contact center though beyond social media will create other applications for which Salesforce has plenty of partners exhibiting including Contactual, inContact, Interactive Intelligence, Five9 and LiveOps. Salesforce showed how it can add value to the Sales Cloud with its advances in Chatter, but we do not expect to see a more integrated set of methods till 2012. Until then you can use Chatter by itself to interact with your sales team and the new versions will now be a good reason to evaluate them for what they call social sales. If you are looking to address the broader set of sales activities and processes beyond SFA, Salesforce has plenty of partners that should be considered if you care about efficiency and achieving sales quotas and targets. Salesforce.com’s social enterprise direction will require simpler access to applications from smartphones and tablets. The company has created an engine to transform its applications to operate in an HTML5 environment so they can be utilized on smartphones and tablets from Apple, Android devices, RIM hardware and Microsoft’s, too. Salesforce calls this its Touch approach and will release it sometime in the future. You can sign up to be notified when that happens at www.touch.salesforce.com. This will be a significant new option for anyone operating in the Salesforce.com environment. One of the key pushes by Salesforce is database.com, which is designed to securely store organizations’ data in the cloud; it can be used by applications running on the company’s force.com platform for cloud apps as well as new social enterprise offerings that will come out in 2012. Our upcoming research in business data in the cloud will unveil more challenges and opportunity for improvement to support technology like database.com. This offering makes it easy to provision a database and get started. Its pricing and capabilities suggest that database.com is a transactional centralized data service. It’s not clear whether it will be useful for business analytics, which our research finds to be a major need in organizations today. Business analytics has not been one of Salesforce strengths which its customers can attest which is why the portfolio of partners providing these capabilities is quite significant. Many of them also depend on their own database technology for analytics that operates in the cloud. If database.com is not able to support the analytics needs within the database its potential and impact to its customers could be hindered. The challenge with database.com is that if you are trying to do automated data integration efficiently, including migration, synchronization or replication across clouds of data under applications or to the enterprise, you will need a separate product, and while Salesforce has many partners, none are part of the announcement or listed on the database.com website. As David Menninger has pointed out, integrating information from diverse clouds of applications requires work. Our newly completed research in Business Data in the Cloud will enumerate those challenges. If you are looking for help in dealing with integration in cloud and enterprise, consider Dell Boomi, Informatica, Pervasive and SnapLogic, with its dedicated data integration technologies. Salesforce.com makes the social enterprise interesting, and it is taking the lead in advancing these kinds of interactions, especially with business-to-consumer companies, which need the most help in dealing with social media. Its ecosystem of partners and the ability to integrate with consumer social media give Salesforce an early advantage in the market. If you are looking for new core applications in marketing, sales and customer service, you will need to invest in the partners to make this happen. As I wrote in my guides to Dreamforce for sales and marketing, it’s not easy to determine how to get the full value in your Salesforce.com investments, but it is worth the effort. If you are in sales or customer service departments or are trying to get a great mobile strategy, come and let us know as we can definitely help get what you need today. Organizations should take this social enterprise seriously, and especially those that see social media as essential to their future and Salesforce as well. You should realize that nothing comes for free and Salesforce has found another place for it to grow its business usage across an enterprise that can grow its subscription to its software substantially. Regards, Mark Smith – CEO & Chief Research Officer", "image": { "@type": "ImageObject", "url": "", "height": 400, "width": 750 }, "author": { "@type": "Person", "name": "Mark Smith", "url": "https://marksmith.isg-one.com/author/mark-smith", "sameAs": "http://www.linkedin.com/in/markallensmith" }, "publisher": { "@type": "Organization", "name": "ISG", "url": "marksmith.isg-one.com", "logo": { "@type": "ImageObject", "url": "https://www.ventanaresearch.com/hubfs/ISG_Software_Research_Logo_Color@2x.png" } } }</script>  <script data-hs-allowed="true" src="/_hcms/forms/v2.js"></script> <script data-hs-allowed="true"> var options = { portalId: '2035844', formId: 'fa276fc9-9a16-4673-a644-1fcbedcc3c24', formInstanceId: '2312', pageId: '4167680152', region: 'na1', inlineMessage: "Thanks for subscribing!", rawInlineMessage: "Thanks for subscribing!", hsFormKey: "898dda47d8a6b0cbc6d4f9ee57a1e144", css: '', target: '#hs_form_target_module_1552944263900179', contentType: "listing-page", formsBaseUrl: '/_hcms/forms/', formData: { cssClass: 'hs-form stacked hs-custom-form' } }; 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Mark Smith's Analyst Perspectives