Mark Smith's Analyst Perspectives

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According to our <a href="//www.ventanaresearch.com/wam"><span style="text-decoration: underline;">benchmark research</span></a> on the topic, 89 percent of organizations want to make it simpler to provide workforce analytics, which is not surprising as our analysis shows that only 12 percent of organizations have reached the highest level of maturity here.</p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2012/05/11/kronos-supercharges-workforce-analytics-with-new-technology"><span class="readmore"> Read More </span></a><br><br> Topics: <a href="https://marksmith.isg-one.com/topic/microstrategy">MicroStrategy</a>, <a href="https://marksmith.isg-one.com/topic/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/kronos">Kronos</a>, <a href="https://marksmith.isg-one.com/topic/research">Research</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/governance-risk-compliance-grc">Governance, Risk & Compliance (GRC)</a>, <a href="https://marksmith.isg-one.com/topic/mobility">Mobility</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/financial-performance-management-fpm">Financial Performance Management (FPM)</a>, <a href="https://marksmith.isg-one.com/topic/hr">HR</a>, <a href="https://marksmith.isg-one.com/topic/hrms">HRMS</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/2012/05/04/peoplefluent-advances-social-collaboration-and-learning-with-socialtext">Peoplefluent Advances Social Collaboration and Learning with Socialtext</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">04 May 2012 </span> </div>  <hr> </div> <div class="list-card-p"><div class="wrapingimage"> <img src="" width="200" !important:> </div> <p>This week <a href="http://www.peoplefluent.com/about/news/press-releases/peoplefluent-makes-leadership-investment-socialtext" target="_blank">Peoplefluent announced that it has invested</a> in <a href="http://www.socialtext.com" target="_blank">Socialtext</a>, a company that provides social collaboration software at the enterprise level. With this strategic investment Bedford Funding, the private equity firm that owns Peoplefluent, is the direct beneficiary. Peoplefluent will extend Socialtext into the human capital management market while continuing to let the company meet the broader market interest in its offering. Peoplefluent has moved quickly to make this <a href="http://www.peoplefluent.com/solutions/connect" target="_blank">application and...</a></p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2012/05/04/peoplefluent-advances-social-collaboration-and-learning-with-socialtext"><span class="readmore"> Read More </span></a><br><br> Topics: <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/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/lms">LMS</a>, <a href="https://marksmith.isg-one.com/topic/peoplefluent">Peoplefluent</a>, <a href="https://marksmith.isg-one.com/topic/performance">Performance</a>, <a href="https://marksmith.isg-one.com/topic/recruiting">Recruiting</a>, <a href="https://marksmith.isg-one.com/topic/research">Research</a>, <a href="https://marksmith.isg-one.com/topic/socialtext">SocialText</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/governance-risk-compliance-grc">Governance, Risk & Compliance (GRC)</a>, <a href="https://marksmith.isg-one.com/topic/mobility">Mobility</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/hr">HR</a>, <a href="https://marksmith.isg-one.com/topic/hrms">HRMS</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/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/2012/05/04/workday-16-brings-simplicity-and-mobility-to-human-capital-management">Workday 16 Brings Simplicity and Mobility to Human Capital 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">04 May 2012 </span> </div>  <hr> </div> <div class="list-card-p"><div class="wrapingimage"> <img src="" width="200" !important:> </div> <p>Competition in the human capital management market rages on, with application suppliers racing to provide sophisticated applications that operate in the cloud. Cloud computing is a key factor in advancing human capital management, included in our<a href="//marksmith.ventanaresearch.com/2012/03/09/human-capital-management-research-and-educational-agenda-for-2012/" target="_blank"> research agenda</a> for this area, along with analytics, collaboration, mobility and social media.</p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2012/05/04/workday-16-brings-simplicity-and-mobility-to-human-capital-management"><span class="readmore"> Read More </span></a><br><br> Topics: <a href="https://marksmith.isg-one.com/topic/sap">SAP</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/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/lms">LMS</a>, <a href="https://marksmith.isg-one.com/topic/performance">Performance</a>, <a href="https://marksmith.isg-one.com/topic/recruiting">Recruiting</a>, <a href="https://marksmith.isg-one.com/topic/research">Research</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/governance-risk-compliance-grc">Governance, Risk & Compliance (GRC)</a>, <a href="https://marksmith.isg-one.com/topic/mobility">Mobility</a>, <a href="https://marksmith.isg-one.com/topic/oracle">Oracle</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/hr">HR</a>, <a href="https://marksmith.isg-one.com/topic/hrms">HRMS</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/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/workday">Workday</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/2012/04/26/talx-provides-new-elements-in-workforce-analytics">TALX Provides New Elements in Workforce Analytics</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">26 April 2012 </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>The workforce analytics market continues to evolve as organizations seek to improve the time it takes to find insights and employer metrics in order to meet compliance requirements, mitigate risk and enforce governance policies. <a href="http://www.talx.com" target="_blank">TALX</a>, a subsidiary of Equifax, provides a range of data-oriented services that help HR, payroll and tax professionals. Its integration with eVerify service assists the hiring process with I-9 compliance, and capabilities to examine workforce compensation and financial...</p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2012/04/26/talx-provides-new-elements-in-workforce-analytics"><span class="readmore"> Read More </span></a><br><br> Topics: <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/ethority">eThority</a>, <a href="https://marksmith.isg-one.com/topic/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/lms">LMS</a>, <a href="https://marksmith.isg-one.com/topic/performance">Performance</a>, <a href="https://marksmith.isg-one.com/topic/recruiting">Recruiting</a>, <a href="https://marksmith.isg-one.com/topic/research">Research</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/governance-risk-compliance-grc">Governance, Risk & Compliance (GRC)</a>, <a href="https://marksmith.isg-one.com/topic/mobility">Mobility</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/hr">HR</a>, <a href="https://marksmith.isg-one.com/topic/hrms">HRMS</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/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/talx">TALX</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/2012/04/09/sumtotal-systems-sums-up-human-capital-management">SumTotal Systems Sums Up Human Capital 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">09 April 2012 </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>Businesses’ strategic imperative to optimize human capital is creating significant energy in the market for applications used to attract, optimize and retain talent. Amid all the recent acquisitions and changes that I have been writing about in this field, <a href="http://www.sumtotalsystems.com" target="_blank">SumTotal Systems</a> seems to get less attention than its size and the reach of its business merit. The company has more than 45 million users, with more than 15 million of them operating in a cloud computing environment spanning more than 3,500...</p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2012/04/09/sumtotal-systems-sums-up-human-capital-management"><span class="readmore"> Read More </span></a><br><br> Topics: <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/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/lms">LMS</a>, <a href="https://marksmith.isg-one.com/topic/performance">Performance</a>, <a href="https://marksmith.isg-one.com/topic/recruiting">Recruiting</a>, <a href="https://marksmith.isg-one.com/topic/research">Research</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/governance-risk-compliance-grc">Governance, Risk & Compliance (GRC)</a>, <a href="https://marksmith.isg-one.com/topic/mobility">Mobility</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/hr">HR</a>, <a href="https://marksmith.isg-one.com/topic/hrms">HRMS</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/sales-performance-management-spm">Sales Performance Management (SPM)</a>, <a href="https://marksmith.isg-one.com/topic/sumtotal-systems">SumTotal Systems</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/2012/03/31/can-you-trust-salesforce-and-rypple-for-performance-management">Can You Trust Salesforce and Rypple for Performance 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 March 2012 </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>Salesforce has begun to toot its marketing horn about its new capabilities for performance management through its acquisition of Rypple, a provider of software designed for social collaboration for improving employee engagement. I have already discussed this acquisition (See: <a href="//marksmith.ventanaresearch.com/2011/12/20/salesforce-com-looking-for-a-successful-rypple-in-human-capital-management/" target="_blank">Salesforce.com looking for a Successful Rypple in Human Capital Management</a>) and have actually signed up for and used the software. Rypple has introduced some great innovations to promote feedback and dialogue between...</p> </div> <a href="https://marksmith.isg-one.com/2012/03/31/can-you-trust-salesforce-and-rypple-for-performance-management"><span class="readmore"> Read More </span></a><br><br> Topics: <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/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/lms">LMS</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/performance">Performance</a>, <a href="https://marksmith.isg-one.com/topic/recruiting">Recruiting</a>, <a href="https://marksmith.isg-one.com/topic/research">Research</a>, <a href="https://marksmith.isg-one.com/topic/successfactors">SuccessFactors</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/mobility">Mobility</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/hr">HR</a>, <a href="https://marksmith.isg-one.com/topic/hrms">HRMS</a>, <a href="https://marksmith.isg-one.com/topic/jobscience">Jobscience</a>, <a href="https://marksmith.isg-one.com/topic/rypple">Rypple</a>, <a href="https://marksmith.isg-one.com/topic/saba">Saba</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/2012/03/30/the-jobscience-of-human-capital-management">The Jobscience of Human Capital 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 March 2012 </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>New human capital management solutions are entering the market, aiming to simplify recruiting, hiring, onboarding and managing employees. Many such applications focus on talent management for use after employees are hired, but vendors also need to streamline tasks for recruiters, HR administrators and hiring managers. <span style="text-decoration: underline;"><a title="Jobscience" href="http://www.jobscience.com/" target="_blank">Jobscience</a></span> provides software that simplifies the processes of getting the talent you want to hire ready to work as quickly as possible.</p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2012/03/30/the-jobscience-of-human-capital-management"><span class="readmore"> Read More </span></a><br><br> Topics: <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/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/lms">LMS</a>, <a href="https://marksmith.isg-one.com/topic/performance">Performance</a>, <a href="https://marksmith.isg-one.com/topic/recruiting">Recruiting</a>, <a href="https://marksmith.isg-one.com/topic/research">Research</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/governance-risk-compliance-grc">Governance, Risk & Compliance (GRC)</a>, <a href="https://marksmith.isg-one.com/topic/mobility">Mobility</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/hr">HR</a>, <a href="https://marksmith.isg-one.com/topic/hrms">HRMS</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/jobscience">Jobscience</a>, <a href="https://marksmith.isg-one.com/topic/rypple">Rypple</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/2012/03/23/saba-expands-the-concept-of-human-capital-management">Saba Expands the Concept of Human Capital 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">23 March 2012 </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>Saba this week <a href="http://www.saba.com/company/press-releases/saba-acquires-leading-organizational-planning-provider-humanconcepts" target="_blank">announced its acquisition of Human Concepts</a>, which provides applications and tools for understanding and interacting with employees through visualizations based on the organizational chart. Human Concepts had expanded its portfolio beyond tools to support planning and change processes critical for organizational succession and transition. The company has more than 500 customers worldwide, including partners like Infor, Oracle and SAP.</p> </div> <a href="https://marksmith.isg-one.com/2012/03/23/saba-expands-the-concept-of-human-capital-management"><span class="readmore"> Read More </span></a><br><br> Topics: <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/human-concepts">Human Concepts</a>, <a href="https://marksmith.isg-one.com/topic/lms">LMS</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/performance">Performance</a>, <a href="https://marksmith.isg-one.com/topic/recruiting">Recruiting</a>, <a href="https://marksmith.isg-one.com/topic/research">Research</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/governance-risk-compliance-grc">Governance, Risk & Compliance (GRC)</a>, <a href="https://marksmith.isg-one.com/topic/mobility">Mobility</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/customer-performance-management-cpm">Customer Performance Management (CPM)</a>, <a href="https://marksmith.isg-one.com/topic/hr">HR</a>, <a href="https://marksmith.isg-one.com/topic/hrms">HRMS</a>, <a href="https://marksmith.isg-one.com/topic/saba">Saba</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/2012/03/09/ceridians-ambitious-agenda-in-human-capital-management">Ceridian’s Ambitious Agenda in Human Capital 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">09 March 2012 </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-family: Verdana; font-size: small;">I attended the Ceridian analyst summit (Twitter #CENAday) in Boston to see how the company  is expanding its business in HR-related software and services into human capital management (HCM). Ceridian derives </span><a><span style="font-family: Verdana; font-size: small;">$1.5 billion in revenue</span></a><span style="font-family: Verdana; font-size: small;"> from more than 130,000 customers with 25 million employees at organizations ranging from small and midsize business to two-thirds of the Fortune 500. CEO Stuart Harvey has been expanding the company’s management team, with key additions in heads of marketing and...</span></p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2012/03/09/ceridians-ambitious-agenda-in-human-capital-management"><span class="readmore"> Read More </span></a><br><br> Topics: <a href="https://marksmith.isg-one.com/topic/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/lms">LMS</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/performance">Performance</a>, <a href="https://marksmith.isg-one.com/topic/recruiting">Recruiting</a>, <a href="https://marksmith.isg-one.com/topic/research">Research</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/mobility">Mobility</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/ceridian">Ceridian</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/hr">HR</a>, <a href="https://marksmith.isg-one.com/topic/hrms">HRMS</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/2012/03/09/human-capital-management-research-and-educational-agenda-for-2012">Human Capital Management Research and Educational Agenda for 2012</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">09 March 2012 </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-family: Verdana; font-size: small;">Utilizing the talents of everyone in the workforce is a critical priority for businesses. Savvy executives understand and are anxious to avoid the cost and time incurred in replacing trained, experienced employees and the downturn in productivity while jobs are unfilled. Our <span style="text-decoration: underline;"><a title="benchmark research into recruiting" href="//www.ventanaresearch.com/socialtalent" target="_blank">benchmark research into recruiting</a></span></span><span style="font-size: small;"><span style="font-family: Verdana;"> found that more than half of organizations now use metrics of cost and time-to-hire, which indicates the maturing of human resources organizations in response to this challenge. </span></span></p> </div> <a href="https://marksmith.isg-one.com/marksmith-blog/2012/03/09/human-capital-management-research-and-educational-agenda-for-2012"><span class="readmore"> Read More </span></a><br><br> Topics: <a href="https://marksmith.isg-one.com/topic/human-capital-management">Human Capital Management</a>, <a href="https://marksmith.isg-one.com/topic/lms">LMS</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/performance">Performance</a>, <a href="https://marksmith.isg-one.com/topic/recruiting">Recruiting</a>, <a href="https://marksmith.isg-one.com/topic/research">Research</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/mobility">Mobility</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/hr">HR</a>, <a href="https://marksmith.isg-one.com/topic/hrms">HRMS</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> <script> // Check active classes var checkClass = function() { if ( $('.fil_item').hasClass('hide') ) { $('.fil_item').removeClass('hide'); 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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, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/profile_vr_matthew_brown_circle_900x900.png?width=150&name=profile_vr_matthew_brown_circle_900x900.png 150w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/profile_vr_matthew_brown_circle_900x900.png?width=200&name=profile_vr_matthew_brown_circle_900x900.png 200w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/profile_vr_matthew_brown_circle_900x900.png?width=250&name=profile_vr_matthew_brown_circle_900x900.png 250w, https://marksmith.isg-one.com/hs-fs/hubfs/_images/_team/profile_vr_matthew_brown_circle_900x900.png?width=300&name=profile_vr_matthew_brown_circle_900x900.png 300w"> <h5 class="analyst_name">Matthew Brown</h5> </a> </div> </div>   <div class="row-fluid"> <div class="span6" style="text-align: center;"> <a href="https://robertkugel.isg-research.net"> <img class="analyst_img" style="width: 100px;" 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, 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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": "Kronos Supercharges Workforce Analytics with New Technology", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2012/05/11/kronos-supercharges-workforce-analytics-with-new-technology", "datePublished": "11/05/2012", "dateModified": "11/05/2012", "articleBody": "Adoption of workforce analytics is increasing as organizations seek to recruit and retain employees more effectively and ensure that their people deliver the productivity they expect. According to our benchmark research on the topic, 89 percent of organizations want to make it simpler to provide workforce analytics, which is not surprising as our analysis shows that only 12 percent of organizations have reached the highest level of maturity here. Maximizing cost-effectiveness and productivity is the goal of workforce analytics, and Kronos is focused on that. Kronos also provides workforce management applications, which I recently assessed. Now the company has released a new version of its workforce analytics software. In Kronos Workforce Analytics version 6.3 the technology is complete refreshed with the embedding of MicroStrategy, which is well-known for its robustness in business intelligence and analytics. (We recently assessed it also.) Kronos is smart to transition away from its previous Microsoft technology base, as Microsoft has not kept pace with innovations in business intelligence as well as MicroStrategy has. Kronos puts together analytics to help organizations measure and monitor employee activities such as time and attendance, absence, labor and related areas. The application provides a range of ad-hoc reporting and analysis and published dashboards. Users can perform data discovery by drilling down on charts, tables and reports, which are the most common components for presentation of labor-related analytics. I had a chance to review the new release and found it easy to use the analytics to ascertain issues and opportunities to improve use of labor across the workforce. Kronos has improved integration of data for workforce analytics, which will help analysts spend less of their analytic process time on data-related tasks and more time on analysis; this is significant as our research shows that they spend two-thirds of the time preparing data. An easily accessible library of metrics and analytics reduces cumbersome setup for organizations that do not opt for prebuilt analytics. Kronos has extended its core offering to industry-specific workforce analytics applications for healthcare, manufacturing and retail. These applications include prebuilt analytics that, for example, can help retailers quickly compare store labor to sales volume, or manufacturers check labor’s cost contribution to margin. To get organizations up and running quickly with the technology, Kronos provides a range of education and implementation services. Kronos’s advancements are welcome, considering that almost half of organizations are not satisfied with their current workforce analytic processes, which should not be surprising as about two-thirds use spreadsheets. This new release should appeal to organizations that are concerned about labor-specific analytics. Having workforce analytics in a secure, centralized place helps ensure that everyone is working from a consistent set of metrics. Our research shows that only 30 percent of organizations are satisfied with their existing analytics technology. As well as encouraging its existing customers to upgrade, Kronos also adds value for its suite of workforce management applications. I hope to see more support for mobile technologies such as smartphones and tablets in future versions, especially considering they are already supported by MicroStrategy. Workforce analytics is becoming a requirement for every organization that wants to maximize its investment in the workforce. If you have not seen a demonstration of Kronos’s latest release, now is the right time to do so. Regards, Mark Smith – CEO and 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": "Peoplefluent Advances Social Collaboration and Learning with Socialtext", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2012/05/04/peoplefluent-advances-social-collaboration-and-learning-with-socialtext", "datePublished": "04/05/2012", "dateModified": "04/05/2012", "articleBody": "This week Peoplefluent announced that it has invested in Socialtext, a company that provides social collaboration software at the enterprise level. With this strategic investment Bedford Funding, the private equity firm that owns Peoplefluent, is the direct beneficiary. Peoplefluent will extend Socialtext into the human capital management market while continuing to let the company meet the broader market interest in its offering. Peoplefluent has moved quickly to make this application and platform available to its customers. This acquisition is spurred by the need of businesses to integrate social collaboration into human capital management. Our benchmark research on Social Collaboration and Human Capital Management, soon to be released, finds that 45 percent of organizations will fund social collaboration to support their talent management needs. The up-and-coming Socialtext is based in Palo Alto, Calif., which gives Peoplefluent a presence in Silicon Valley, where many social media and collaboration technologies have been born. Peoplefluent, which has been adding more people- and process-centric capabilities to its applications, can use Socialtext as another avenue to help individuals maximize their potential. Socialtext’s innovative collaboration environment has a dashboard but is really a collaborative portal framework in which other applications that comply with the Google OpenSocial standard can embed content and services. Socialtext enables private and public group collaboration and project management. It also offers individual collaboration and communications with what it calls activity streams. The social networking approach lets individuals ask questions, post comments and provide feedback. The software also has capabilities to create content from blogs and wikis, and its Socialtext 360 matches people based on their interests to facilitate coaching and mentoring in the organization. Individuals can create teams whose members are physically located in different geographic areas. Socialtext also works with spreadsheet inventor Dan Bricklin, who co-developed VisiCalc in the 1980s and has been advancing SocialCalc, an open source, JavaScript-based spreadsheet that could integrate analytics within social collaboration technology for ease of access and review. In this approach, the numbers in spreadsheets become focal points for collaboration, and the software provides an environment in which to discuss actions and decisions based on the business analytics. Not long ago, Peoplefluent acquired Strategia, a learning management system, to address the growing need for online learning within its application suite. This acquisition provides organizations the critical ability to develop and maintain a robust library of content and to track compliance with policies and regulations and also mature the competencies of its talent. Peoplefluent Learning can integrate with Socialtext for social learning. Strategia provides significant capabilities for creating and cataloguing learning content and tracking who has and has not viewed it. Together, Strategia and Socialtext will power a new generation of social learning within Peoplefluent’s portfolio of applications. Peoplefluent uses tablets as a platform for a new class of manager applications that bring together tasks from team building to performance and compensation reviews, expanding what is possible with mobile computing. Peoplefluent’s native applications are in the Apple application store, and its frequent updates, such as recent support for the new iPad, are what customers expect in tablet software. Socialtext was advancing its capabilities to operate on tablets which will advance Peoplefluent efforts. Our new research on social collaboration shows that organizations are making knowledge sharing, collaboration and learning top priorities for social collaboration, and Peoplefluent is capitalizing on this trend in software for human capital management. The research found that critical workforce metrics include employee satisfaction (69%), employee retention rates (62%) and leadership development (58%), as having employees engaged and interacting with others provides a sense of belonging and encourages contribution. With Socialtext, Peoplefluent has the human capital fabric to integrate its applications and processes for connecting people who have common responsibilities and interests. This sort of social collaboration to support employee engagement will become a standard way for organizations to operate, and Peoplefluent is positioned to be at the center of this opportunity. The company faces some challenges in rapidly integrating the acquired products, but I expect the process to go more quickly than you might think thanks to the open standard used at Socialtext, and the fact that Peoplefluent has been using Socialtext internally and is familiar with its capabilities. Organizations that want to find ways to retain and engage their talent should look into how Socialtext operates as it becomes the focal point of Peoplefluent’s portfolio of applications for human capital management now combined with social collaboration. 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": "Workday 16 Brings Simplicity and Mobility to Human Capital Management", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2012/05/04/workday-16-brings-simplicity-and-mobility-to-human-capital-management", "datePublished": "04/05/2012", "dateModified": "04/05/2012", "articleBody": "Competition in the human capital management market rages on, with application suppliers racing to provide sophisticated applications that operate in the cloud. Cloud computing is a key factor in advancing human capital management, included in our research agenda for this area, along with analytics, collaboration, mobility and social media. Workday recently unveiled version 16 of its suite of applications for financial management, human capital management and other areas, including payroll, project management and spend management. Key advancements in the software include Workday for Mobile, which brings a new look and feel, native support of the Apple iPhone and iPad and a new HTML5 version that can work on Apple and Android-based mobile platforms. Unlike most application providers, which have picked either native or Web-based versions, Workday decided to support both approaches. The Web-based version works on the RIM and Microsoft mobile platforms as well, even though they have smaller and declining market shares. Workday 16 supports many of the capabilities you would expect to find in a workforce management product, including time and attendance and also organizational chart capabilities. On tablets it creates a series of application workflows called work feeds for areas including performance management and collaboration using analytics and metrics to help managers assess the performance of their teams. These work feeds are supported by a visual workflow designer that can help users adapt the applications to their organization’s business processes. The well-designed applications feature usability and simplicity, and are well worth the time to evaluate. In human capital management, Workday provides improvements to the onboarding process and support for automating the population of I-9 and benefits forms. It also has made the employee and manager work environments simpler to engage with on a daily basis. For compensation, it can allocate a pool of funds to be used in merit increases as part of the performance appraisal and recommendation processes. Compensation management is an area that Workday will need to continue to improve upon, as is support for modeling and planning across all types of workers in an organization and our benchmark on total compensation management finds an expanding set of needs. The software’s payroll capabilities can support more than 100,000 workers, a level of processing that enables Workday to provide very large employers with its processing capabilities. Workday had been partnering with Taleo to accelerate its investments in recruiting and bringing both internal and social media sources to bear on optimizing the talent pool. Our recent social recruiting benchmark research shows that HR is expanding its reach to social sources like LinkedIn and Facebook. Recruiting talent is half of retaining talent, and both of these are key business priorities. Workday will need to explore other partnerships to provide a more complete solution in the short term while it determines a longer term strategic approach. Workday faces heightened competition from other human capital management application providers who provide core HRMS, talent management and workforce management like Sum Total Systems along with Oracle and SAP, which have made large, expensive acquisitions to address gaps in their human capital management application suites. Oracle recently acquired Taleo. While Oracle continues to have its executives make snide comments about Workday that are easily refuted, Oracle has its own challenges in the adoption rate and readiness of its public cloud offering, as I have written (see “Workday Rising while Oracle Sleeps in the Clouds”). SAP, also feeling pressure to advance in cloud computing, acquired SuccessFactors and is integrating those product offerings with its own existing cloud and on-premises applications. Workday is now a force to be reckoned with in human capital management. Its continuous quarterly releases of new capabilities have enabled it to quickly improve its application suite. The company could grow even faster if it would make its mobile demonstrations freely available so anyone can appreciate the capabilities that I have seen through its demonstrations. If you wonder what the next generation of human capital management is shaping up to be, look at what Workday 16 is delivering today. 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": "TALX Provides New Elements in Workforce Analytics", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2012/04/26/talx-provides-new-elements-in-workforce-analytics", "datePublished": "26/04/2012", "dateModified": "26/04/2012", "articleBody": "The workforce analytics market continues to evolve as organizations seek to improve the time it takes to find insights and employer metrics in order to meet compliance requirements, mitigate risk and enforce governance policies. TALX, a subsidiary of Equifax, provides a range of data-oriented services that help HR, payroll and tax professionals. Its integration with eVerify service assists the hiring process with I-9 compliance, and capabilities to examine workforce compensation and financial liabilities and reduce false unemployment claim costs. TALX, which has the credit files of tens of millions of employees in the U.S. through its parent Equifax, that with employee salary data provided by the employer can determine the financial health and risks of a workforce. TALX, which last year acquired eThority, a provider of workforce analytics that I have assessed, has been enhancing its workforce analytics software. This week the company announced the availability of TALX Elements, a workforce analytics product that brings together key data services with eThority’s analytics and TALX’s industry expertise to help employers gain faster time to insight. TALX Elements focuses on reducing the time it takes to comply with I-9 reporting regulations and mitigating the risk of not being in compliance. HR professionals can examine compensation methods to reduce the risks of losing talent and of employees filing unemployment claims when they’re not eligible. Compliance reviews create time pressures for employers. According to our workforce analytics benchmark research, Only about one-third of HR organizations can generate metrics within a week after the report period. The eThority workforce analytics was designed to empower HR and other business professionals to quickly identify issues and take actions. The software can access the most up-to-date employee data and does not require the data preparation tasks that our research shows can take more than two-thirds (70%) of analytics process time. TALX Elements can immediately find ways to reduce the costs of not being in compliance and provide salary benchmarks to ensure that an organization is paying employees the appropriate amounts. At the core of TALX Elements is a prebuilt set of people, process, risk and compliance metrics that go beyond traditional performance-related indicators and also provides headcount, compensation, tenure, turnover, compliance and liability related metrics. HR organizations that want to add more data and develop additional metrics through analytics can do so. Users can publish the metrics and reports to Adobe Acrobat, Microsoft Excel and other common formats. One of the areas it supports is compensation and our benchmark research into total compensation management found that improving reporting and analytics on compensation was a priority for management in 79 percent of organizations. Compensation was identified as the third-most important set of metrics for executives and management, cited by 57 percent of organizations in our workforce analytics benchmark research. Our research identified usability of analytics software as the overall most important vendor and product evaluation criteria in 56 percent of organizations. In TALX Elements moving a mouse across a chart or legend can be done to automatically select data, while a quick zoom can display the next level of detail in a chart to see what is contributing to the metric. These unique approaches address the need our workforce analytics research found for making analytics more actionable and easier to build and maintain, which are top two issues in 55 percent of organizations. TALX makes Elements available as software as a service (SaaS) in a cloud-based approach accessible via a Web browser without IT involvement. Its usability could help get HR organizations to stop using spreadsheets, which are the most-used technology in almost two-thirds (62%) of organizations and are a contributing factor to a lack of accuracy in data – only 22 percent of participants said their data is fully accurate. TALX eThority provides other workforce analytics beyond what is in Elements, including for recruiting and retention. Our benchmark in social media and recruiting found that cost and time–to-hire metrics are still important to half of organizations, and retention metrics like employee satisfaction and retention rates are important in more than 60 percent of organizations. TALX maintains a customer advisory board that provides input into the direction of the product. The company says it will continue to expand TALX Elements to other data services that it provides, but it has made no specific commitments yet. I would like to see it offer predictive indicators on employees, which will be an interest over the next year in 27 percent of HR organizations. I also believe that further investing into automation of data integration from HR and talent management systems could help organization get analytics ready faster. Organizations that are looking to enhance their sophistication in compliance, compensation, retention and governance should examine TALX Elements. Those looking for a simple and robust workforce analytics offering should consider the TALX eThority software, which can address a range of needs from recruiting to retention. TALX efforts to help employers with I-9 compliance is becoming increasingly important for organizations that do not have rigorous process to support them and now with analytics to monitor them. Our benchmark in workforce analytics found fewer than one-third of organizations (30%) have any level of satisfaction with their existing software. Considering that only 12 percent of organizations have achieved an innovative level of maturity according to our benchmark, TALX eThority and Elements should find an opportunity to help HR departments place workforce analytics on stronger ground. 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": "SumTotal Systems Sums Up Human Capital Management", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2012/04/09/sumtotal-systems-sums-up-human-capital-management", "datePublished": "09/04/2012", "dateModified": "09/04/2012", "articleBody": "Businesses’ strategic imperative to optimize human capital is creating significant energy in the market for applications used to attract, optimize and retain talent. Amid all the recent acquisitions and changes that I have been writing about in this field, SumTotal Systems seems to get less attention than its size and the reach of its business merit. The company has more than 45 million users, with more than 15 million of them operating in a cloud computing environment spanning more than 3,500 customer companies worldwide. Its investments in 2011 in mobile, social learning and workforce analytics software have become part of its HCM portfolio, as have its acquisitions of CyberShift to expand into workforce management and Accero for payroll, benefits and analytic content. The company has done a good job of extending its portfolio while improving the user experience for its customers. SumTotal last month unveiled the 2012 release of its HCM application suite. Building on the factors I discussed in my analysis from late in 2011 at its analyst summit, the company has fulfilled its promise to expand and integrate its suite of applications to support the growing demand for a unified suite of HCM applications from a single vendor. One of SumTotal’s unique differences is that it offers HRMS, talent management and workforce management applications that can be used by a range of employees, from top executives to front-line hourly workers. It also offers payroll, benefits and expense management. The software’s point of interface is TalentPortal, which provides a role-based interface and single sign-on to the underlying applications in the TalentHub, which integrates common services and data across applications. SumTotal should communicate more about these two applications, since they are key differentiators in its unification of applications and the manageability of its underlying platform. Another strong area for SumTotal Systems is its learning management system (LMS). The company has made it simpler to register and review job applicants. It has significant improvements for administrators in the areas of configuration, certification, reporting and overall design. SumTotal also has integrated its acquired workforce management software into the overall suite and platform, and can present the capabilities of its talent management and learning management offerings within a common user experience. Improvements in the management of absence and leave give users the ability to build schedules by selecting the right worker with specific skills for specific shifts. All these improvements in the user experience and usability are critical; usability is the number-one evaluation criteria for applications in business today, according to our benchmark research across thousands of organizations. In its talent management suite, SumTotal has made it easier to manage ratings toward company and departmental goals and objectives, improved the application’s workflow and provided editing of goals. It enables faster comparison in succession planning on specific positions. Integration with Microsoft SharePoint is improved. Companies can customize the branding of the applications to better integrate them into their own look and feel. The workforce analytics application is especially powerful, with a significant amount of content and depth in analytics and metrics. It has embedded IBM Cognos to provide a robust set of interactive capabilities on platforms from browsers to mobile devices such as Apple’s iPhone. SumTotal Systems has entered a new phase with the breadth and depth of its application suite. I have spoken with many of its global customers, who said they like the ability to expand with the company’s software as they replace legacy or one-off purchases of other applications. However, the company still faces challenges with brand and product awareness for its breadth and depth of offering, though it provides what appears to be a more robust offering than others, such as Oracle and SAP to name a few, which recently acquired Taleo and SuccessFactors, respectively, and are integrating these offerings with their existing applications. Both of these companies realized the importance of expansion which was part of inspiring them to be acquired and help Oracle and SAP efforts. SumTotal Systems has wisely been investing in its mobile technology capabilities, especially with its LMS offering, where it can support natively 11 languages. It will need to advance further to support manager applications on leading tablets like Apple and Android based devices and must improve its social collaboration capabilities across its entire suite to help enhance employee engagement. One of the places it should improve is in social recruiting; using social media as a talent pool requires specific capabilities, as we found in our recent social recruiting benchmark research. SumTotal’s choice of cloud computing, hosted and on-premises is attractive to organizations that are not fully on-board with renting software on the Internet. Despite some areas for improvements, SumTotal Systems is a vendor to reckon with in the market for human capital management. The company has a significant opportunity to be a strategic supplier to not just HR but to CFOs and heads of business that realize that applications and information about their workforce complement the activities within the business processes, since they reveal who the right engaged and skilled people are in the effort to achieve business objectives. To sum it all up, if you have not looked at what SumTotal offers, especially with its 2012 releases, you may be pleasantly surprised to see what is available from a single human capital management application supplier. 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": "Can You Trust Salesforce and Rypple for Performance Management?", "mainEntityOfPage": "https://marksmith.isg-one.com/2012/03/31/can-you-trust-salesforce-and-rypple-for-performance-management", "datePublished": "30/03/2012", "dateModified": "30/03/2012", "articleBody": "Salesforce has begun to toot its marketing horn about its new capabilities for performance management through its acquisition of Rypple, a provider of software designed for social collaboration for improving employee engagement. I have already discussed this acquisition (See: Salesforce.com looking for a Successful Rypple in Human Capital Management) and have actually signed up for and used the software. Rypple has introduced some great innovations to promote feedback and dialogue between employees and managers. Salesforce has expanded what this software can be used for in an organization with its latest announcement, as it discussed at its Cloudforce conference and posted on YouTube. Rypple has many cutting-edge customers, including Facebook, that are looking for a different approach to talent management processes than that of the traditional HR organizations in well-established industries. However, anyone expecting to use the application to replace existing performance management software will find Salesforce’s announcement to be a little premature based on the state of the application and capabilities. At Cloudforce, Salesforce Chief Operating Officer George Hu talked about using Salesforce Rypple for performance management as a first step to revolutionize HR for the social enterprise. Unfortunately, the picture he painted in his diatribe about work and organizational structures is not representative of the existing methods that the majority of organizations use to manage and engage workforces. His understanding of the dynamics of performance management is completely inaccurate. If he spent some time reviewing the reality he would gain better credibility with the HR organizations that he wants to adopt the application. I would agree with Hu that many aspects of performance reviews need to be improved, but organizations will need a lot more than what Rypple offers to replace the performance management applications and processes in use today. Our research has found that over three quarters of organizations do performance appraisals to more than 80 percent of their workforce and they are definitely not done very often as 60 percent of organizations do them annually. Salesforce did demonstrate some newer capabilities in Rypple, such as integration with Chatter and the ability to easily give thanks to employees publicly across the organization. You can also create and publish goals and objectives that can be easily seen by others. Aligning the workforce to business goals on a more frequent basis is the most important benefit according to 81 percent of organizations in our performance management for talent management benchmark research. In addition providing visibility into progress towards performance goals and targets was the most important management capability for performance management. If your organization uses Salesforce Chatter, you can use Rypple to help promote many tasks and information including your organization’s recruitment needs as Salesforce promoted at Cloudforce through social networking – but you could already do this with Chatter. Rypple engages employees through a Facebook wall-type environment and lets employees earn electronic badges and achievements that others can see, much like what you can do in Foursquare by checking into a variety of locations. These capabilities are part of the future of employee engagement and providing a better daily and weekly task based environment that can be shared and provide recognition for accomplishments. The challenge for those evaluating Salesforce for talent management is whether the company is really ready to address the full range of most organizations’ existing performance management processes, let alone begin to step into the larger portfolio of human capital-related processes that must be managed by software. Our benchmark research confirms that performance management is very important for talent management in 63 percent of organizations. But Salesforce has not even integrated the Rypple website into its own yet, but it is already claiming it can replace existing applications and revolutionize performance management. Salesforce is great at marketing but traditionally has lacked in understanding buyers’ environments and helping them bridge into a new approach or complement existing efforts. At Cloudforce, Salesforce used Living Social, a mid-sized organization, as a Rypple customer reference. That company’s spokesperson, the senior vice president of human resources, was previously an HR executive at Salesforce, according to LinkedIn, which might suggest some bias in the credibility of the deployment and claims. Salesforce should have disclosed her previous role. Salesforce could gain more credibility by promoting one of its loyal partners that delivers human capital management applications. Jobscience, which I just assessed, provides recruiting, onboarding, human resources and even learning capabilities built on the Salesforce cloud computing-based platform and tools. I found a lot more to Jobscience than meets the eye, and I’m surprised by Salesforce’s lack of promotion of a partner that has proven its platform can work for HR managers. Salesforce could easily take a more credible position if it embraced its partner and showed how Rypple and Jobscience fulfill organizations’ needs in human capital management. Especially since the integration of performance management with the rest of talent management is very important in over half (54%) of organizations and having a single and unified platform for doing so is very important to 40 percent of organizations. Salesforce positions itself as an enterprise cloud computing company that enables the social enterprise. Its flagship CRM solution is used by marketing, sales and customer service professionals. I am not sure Salesforce is ready to expand into broader human capital management yet, even though it has hired some industry folks who have experience in enterprise applications. Gaining credibility with buyers, consultants and industry influencers requires a lot more work than what the company has shown so far. Salesforce has encountered this credibility issue before, when it positioned its marketing application to be a lot more than it was, and it proved to be lacking for those that really engage in marketing, from demand generation to web content management. Salesforce has seen its CRM applications successfully adopted for sales and service areas, and it’s now advancing into social collaboration and applications in the cloud. Salesforce Rypple offers a social collaboration based employee engagement application that helps recognize employee achievements and lets managers better interact with employees. If Salesforce had properly positioned the application and its capabilities in this area, it would have gained better credibility with organizations and departments where it already has credibility, such as sales and customer service. Salesforce has tough competition in this area of social collaboration for the workforce; providers that are a lot further along include Saba Social Enterprise application for social collaboration and SuccessFactors Jam. Despite Salesforce’s shortfalls in the way it is communicating Rypple’s capabilities and its failure to promote partners that could better meet customer needs, the Rypple application has some worthwhile advancements to embrace employee engagement that are worth examining. As I pointed out in our 2012 research agenda for human capital management, it will be important to empower the mobile and social workforce to best retain your talent efficiently. Businesses that are looking to adopt a social collaboration and recognition approach as a component of their overall performance management effort should examine Salesforce Rypple. Regards, Mark Smith – CEO and 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": "The Jobscience of Human Capital Management", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2012/03/30/the-jobscience-of-human-capital-management", "datePublished": "30/03/2012", "dateModified": "30/03/2012", "articleBody": "New human capital management solutions are entering the market, aiming to simplify recruiting, hiring, onboarding and managing employees. Many such applications focus on talent management for use after employees are hired, but vendors also need to streamline tasks for recruiters, HR administrators and hiring managers. Jobscience provides software that simplifies the processes of getting the talent you want to hire ready to work as quickly as possible. Jobscience provides a suite of applications that cover recruiting, onboarding, learning and managing of employees. The company uses a foundation of Salesforce.com CRM applications and translates those applications for the needs of human capital management. For example, a marketing application is like sourcing candidates, a sales application is like recruiting candidates and the service application is like managing employees in human resources. Jobscience‘s application suite the TalentCloud has a set of key applications such as RecruiterDesktop, Manager Desktop and Employee Portal that take this approach. I like what Jobscience has done in recruiting, including linkage to social media, which is a critical place to access potential talent. Our benchmark research into social recruiting found that integration into places like LinkedIn is the most important social media channel for half of organizations and is used on a daily and weekly basis more often than any other source. Jobscience’s integration with LinkedIn addresses the demand that our research found from more than half of organizations to change how they recruit over the next year, and their number one factor is to identify new talent pools. JobScience TalentCloud2, released in November, brings many points of advancement. In recruiting it has expanded creating job applications,searching and, as I already mentioned, its Apply with Linkedin capabilities. It adds capabilities to create forms that can be used for a range of surveys for input of critical employee-related information. Jobscience also extended its partner framework in its Application Exchange to help drive further integration with its applications in social networking, recruiting, HR and general employee productivity areas. The software also provides automatic tracking of Equal Employment Opportunity data to help ensure proper compliance. Once a candidate is deemed hired, Jobscience provides simple onboarding capabilities using a central population of information on the candidate that includes tax, benefits and company policy information. For existing employees or to transition a candidate toemployee, the core HR software provides many places to service employees, and has position management capabilities, with a common place for job roles and definitions that can be centrally managed. That’s part of the way the software addresses the need for employee master data management, which our research still finds a big issue in streamlining HR tasks. It also helps ensure that employees take the right level of regulatory and company training, and with more than 30,000 training titles to pick from, it can help ensure that an organization has mitigated any risk of actions or issues in the organization. Because Jobscience uses Salesforce as its platform and technology provider, it can take advantage of that suite’s support for mobile technology, and of Salesforce Chatter for social networking and collaboration. By partnering with Salesforce.com and using its cloud computing platform and applications as the basis for its solution, Jobscience eliminated a significant amount of R&D work. Jobscience can embrace other advancements that Salesforce brings to market, from integration of social networking technology like Chatter to using its analytics and reports. And organizations can build additional applications in Force.com that can be used in conjunction with Jobscience. Organizations can also look at the broader set of applications that are part of Salesforce Appexchange to connect a series of cloud-based applications. A good example of further integration is the way Jobscience integrated with Dinero for expense management; the solution utilizes each employee’s manager information to gain approval and integrate into the workflow of approval and review. However, Jobscience must improve its workforce analytics which use on Salesforce’s capabilities, which lack the flexibility and sophistication that are required to address what our workforce analytics benchmark has found to be one of the most important areas of improvement for HR. Unfortunately, public support for Jobscience from Salesforce has been limited. The company seems to think that its acquisition of Rypple will help it address the broader talent management market. While Rypple has value for social recognition and collaboration for achieving goals and tasks within the context of performance management, it is nowhere close to offering what Jobscience has in its solutions as I just assessed (See: Can You Trust Salesforce and Rypple for Performance Management?). Salesforce customers have voted for Jobscience as the best recruiting and HR application in Appexchange for more than three years. When you consider the number of organizations whose sales and customer service teams use Salesforce, it’s obvious the benefit of a connection to recruiting and hiring talent and providing employees with tools to improve their skills. Salesforce should promote Jobscience to gain better credibility in the market and to have a better foot into human capital management. Jobscience should also communicate the value of its approach for customer service and sales organizations that use Salesforce in order to gain more entry points for its recruiting and onboarding offerings. For some people, Jobscience is a new name in human capital management, but it is actually a proven provider helping to extend the science of recruiting and managing employees. This company has been operating for more than a decade, and has more than 300 customers and has helped in the recruitment of more than half a million jobs. Lately Jobscience has begun to get more aggressive in its marketing; it recently offered Taleo Business Edition customers a path and incentive to migrate, since it is not clear how much of a priority that software will be with Oracle’s acquisition of Taleo, as I have already discussed. As outlined in our public research agenda, the goal of recruiting and retaining talent and empowering employees with mobile and social capabilities and a common place for workforce information should be at the center of every HR organization’s mission. Jobscience’s approach to extending its applicant tracking software to social media channels is the top software approach found in 49 percent of organizations. Its applications’ simplicity and usability and its use of cloud computing makes it easy for organizations to sign up and get started. Jobscience is worth a closer look. 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": "Saba Expands the Concept of Human Capital Management", "mainEntityOfPage": "https://marksmith.isg-one.com/2012/03/23/saba-expands-the-concept-of-human-capital-management", "datePublished": "23/03/2012", "dateModified": "23/03/2012", "articleBody": "Saba this week announced its acquisition of Human Concepts, which provides applications and tools for understanding and interacting with employees through visualizations based on the organizational chart. Human Concepts had expanded its portfolio beyond tools to support planning and change processes critical for organizational succession and transition. The company has more than 500 customers worldwide, including partners like Infor, Oracle and SAP. When I assessed Human Concepts in 2011, I noted its ability to provide analytics based on organizational charts in its Workforce Monitor and the steps it had taken to provide access to workforce information through mobile technologies. Since then the company has improved its visual analysis of employees based on their positions in the organization; its application’s organizational modeling capabilities can be a great tool for managing structures of people. This software will be a welcome addition to Saba’s portfolio, which needed more capabilities in workforce analytics. Human Concepts had been struggling as a business because many HR organizations are not mature enough to utilize its new applications. Most still use spreadsheets and tools like Visio that are not designed for these advanced tasks. Expanding organizational planning becomes essential during merger and acquisition efforts or significant structural changes, but these events do not occur as often as some might think, so many HR departments continue to make do with outdated tools. Human Concepts just released the fourth version of its organizational planning suite, making it easier to use and adding functionality that spans from modeling to publishing using Microsoft PowerPoint and Adobe Acrobat and includes export to Microsoft Excel. The new release builds on the suite’s existing visual modeling and interactive candidate pool selection capabilities for building teams. It also provides workflow for review and approval, with an engaging nine-box performance assessment tool. Advances in succession and transition help not just in developing organizational scenarios but also in sharing and communicating career paths. The applications have not just analytical but also operational value. They can help ensure proper adherence to policies and regulations, which can be documented to mitigate future risk. With this acquisition, Saba continues expanding its portfolio of tools to engage the workforce and optimize talent in organizations. Saba has already positioned the Human Concepts products as part of its talent management suite. Saba also recently added capabilities to support a social enterprise for human capital that should help organizations improve efficiency for individual tasks and team-based business goals. Overall the purchase of Human Concepts is a smart move for Saba as it tries to add differentiated human capital technology and applications to its offerings and directly relevant to our research agenda and education for 2012. 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": "Ceridian’s Ambitious Agenda in Human Capital Management", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2012/03/09/ceridians-ambitious-agenda-in-human-capital-management", "datePublished": "09/03/2012", "dateModified": "09/03/2012", "articleBody": "I attended the Ceridian analyst summit (Twitter #CENAday) in Boston to see how the company is expanding its business in HR-related software and services into human capital management (HCM). Ceridian derives $1.5 billion in revenue from more than 130,000 customers with 25 million employees at organizations ranging from small and midsize business to two-thirds of the Fortune 500. CEO Stuart Harvey has been expanding the company’s management team, with key additions in heads of marketing and finance and promotions of internal management, all of whom were front and center for the analyst summit. Ceridian’s focus on human capital management meshes with our 2012 research agenda in this field as it tries to exploit the potential value of an entire workforce to meet the needs of the business. Ceridian sees an opportunity to help clients with new human capital management applications like those from its new acquisition Dayforce, which provides more usable workforce management applications that eliminate manual administrative tasks. When I analyzed Dayforce’s efforts in workforce management I was intrigued by the unique aspects of its product. By acquiring Dayforce Ceridian has made a strategic move to incorporate more applications into its portfolio and build upon its platform. At the summit Ceridian introduced Dayforce HCM as a platform and set of applications to address the mission of providing one employee record, one user experience and zero interfaces. The HCM platform includes a range of capabilities, including mobile access, messaging, analytics, workforce activities, payments and other foundation items needed to support payroll and tax, benefits, human resources, operational workforce management and even talent management applications from recruiting onward. The suite has a solid start already in Dayforce’s workforce management and now expanding into broader set of human capital management needs. Ceridian presented its roadmap for HCM, covering an expanding range of capabilities in payroll, benefits, payments, HR self-service and workforce management. Ceridian’s design principles balance the user experience with flexibility, accuracy of data and processing speed. Some of the dialogue at the summit was led by Ceridian Dayforce President David Ossip, who provided an overview of the business in 2011, touting more than 500 client engagements, 200 of which are already live. The customer list is a Who’s Who of consumer brands, including Harley-Davidson, SkyWest and Bridgestone. David explained the importance of integrating payroll and workforce management, which allows managers to validate work and pay, and dynamically calculate pay for the day to provide an immediate financial view of the business. It is in Ceridian’s best interest to integrate and leverage its portfolio with Dayforce. An additional value of integrating time and pay with Dayforce is that Ceridian can now process 40,000 checks in five minutes using its platform, compared to the hours that it took previously with Ceridian aging mainframe based approach. Presenters demonstrated the latest Dayforce release, including integration points with Ceridian covering payroll and other HR services. Dayforce lets workers quickly see their earnings and can automatically populate W-4 and other regulatory documents to ensure accuracy of information across the applications and documents. These capabilities can be used for both hourly and salaried workers. Dayforce’s unique advantage from my perspective is in the user experience. Analysts and administrators can use its scheduling and visual workflow designer to route work tasks for exceptions and approvals. Also unique is the ability to render any interactions with a worker in the individual’s native language. Dayforce has built many of the tasks using prompts and wizards, so, for example, shift changes of hourly workers and notifications to managers can be done with a few clicks in the application. Dayforce performs calculations and processing in-memory and distributed across the client and server environments, which makes its application more efficient and more reliable. I did not previously realize the depth of detail with which the company automates specific manual activities, including changes of address and tax jurisdiction across geographic areas and calculation of changes in payroll and earnings. For some organizations this could save hours every week. Though Dayforce is not yet a fully functional compensation management provider, it has many capabilities that our benchmark research in total compensation management found to be critical, from calculations of bonuses and incentives to dispute and resolution capabilities. I was also impressed with the simplicity of its reporting and analytics, and the productivity improvements such as built-in search and type-ahead for dynamic querying and selection. Dayforce enables smartphones to access workforce management and payroll information. It provides geographical location check-in for work shift changes, which those with older mobile phones can execute via SMS. Other new advances in workforce management are planned for 2012 including an Android-based approach with Dayforce Touch for time clocks, support of Window 8 and a new user experience for vacation bidding. Ceridian has also advanced into more detailed analytics and reporting with Ceridian Business Intelligence, which is built on the SAP Business Objects technology. A quick review showed some depth in its prebuilt measurements and reports, which could be an attractive component of its offering, but it is not well marketed or even apparent on the company’s website, though Ceridian claims to have more than 500 customers for BI. What they have really built is a workforce analytics application that according to our benchmark research is desperately needed in HR that are still operating in silos of spreadsheets and lack critical measurements to determine places for course of action. Ceridian has other initiatives planned for 2012 that span health and welfare, COBRA and compliance. Its efforts over the last year have been impressive, with customer and product expansion along with new management team members who should help the business continue to grow further over the next couple of years. Ceridian with Dayforce is expanding into what I refer to as the next generation of workforce management, which I am currently benchmarking. The combined company’s platform and applications help organizations address their desire for better workforce engagement methods that go beyond time worked and pay provided. If you are looking to re-assess your workforce management needs and looking for some significant process efficiency improvements, it is worth investigating the power of Ceridian and its newest Dayforce platform and applications for human capital management. Regards, Mark Smith – 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": "Human Capital Management Research and Educational Agenda for 2012", "mainEntityOfPage": "https://marksmith.isg-one.com/marksmith-blog/2012/03/09/human-capital-management-research-and-educational-agenda-for-2012", "datePublished": "09/03/2012", "dateModified": "09/03/2012", "articleBody": "Utilizing the talents of everyone in the workforce is a critical priority for businesses. Savvy executives understand and are anxious to avoid the cost and time incurred in replacing trained, experienced employees and the downturn in productivity while jobs are unfilled. Our benchmark research into recruiting found that more than half of organizations now use metrics of cost and time-to-hire, which indicates the maturing of human resources organizations in response to this challenge. Deployment of people-related applications for talent management (for the entire process from recruiting through separation) and workforce management (traditionally activities related hourly workers to salaried managers) has simplified administration and enhanced efficiency in many organizations, helping HR to become a more strategic partner to the business. The days of depending on a human resources management systems (HRMS) are over; state-of-the-art applications are more engaging and easier to use for employees and HR alike and can operate across the Internet via cloud computing and on mobile platforms such as smartphones and tablets. These two technology advancements, along with others including big data, business analytics, business collaboration and social media, change what businesses can do to optimize their use of human capital. But in many cases HR must change the way it operates to derive full value from the technology. For example, the use of social media to advance recruiting is seen as key to identifying new talent pools in 81 percent of organizations, but 59 percent of organizations prohibit the use of social media and prevent themselves from seizing this advantage. Our research this year will help businesses advance their human capital management. Ventana’s 2012 research agenda for human capital management will focus on providing education and best practices in three key areas at the intersection of people, processes, information and technology: empowering the mobile and social workforce; recruiting and retaining talent; and utilizing workforce information and analytics. In the area of empowering the workforce, we will look at the use of social collaboration technology to connect and engage managers and workers. We’ll show why applications that can be accessed from smartphones and tablets through cloud computing should be a key priority to provide access for managers and workers. Social collaboration will be critical for helping businesses provide learning, improve productivity and stimulate employee engagement. We are conducting new benchmark research into next-generation workforce management applications and technology. In new benchmark research on social collaboration and human capital management that we have yet to release, we find that half of organizations do not encourage or manage informal social collaboration, but many see value in doing that for knowledge sharing (49%), learning (37%) and collaborating (34%). For acquiring and retaining talent, our research will examine how recruiting and hiring processes are expanding with the use of cloud computing and providing access to larger talent pools via social media. More engaging compensation and incentive techniques can also have a significant role in retaining and valuing talent. Our benchmark research into total compensation management found that inconsistent execution and limited alignment between pay and performance are major impediments today in almost half of organizations, but dedicated applications can remedy the lack of integrated compensation information and of systems to accurately manage scattered information. Overall workforce management to embrace all levels of talent, from workers to managers, is critical and a focus of new benchmark research that we will release in 2012. Building upon previous research in total compensation management and social media and recruiting, this new research will help educate the market and reveal best practices. In the area of utilizing workforce information and analytics, our research will investigate the use of big data, analytics and more sophisticated metrics and indicators in human resources and associated parties in finance and operations. HR must expand beyond performance-related measurements to look at governance, people, process, risk and compliance metrics to ensure the proper behavior of its workforce. Our benchmark research into workforce analytics found that a majority of HR organizations are bogged down using spreadsheets for human capital management and other methods that take time and increase errors. This has led to almost half (48%) of organizations being dissatisfied with their existing processes, in which two-thirds of the time is spent on data-related activities. Organizations that want to advance performance management will have to use objectives and tasks to better engage their workforce. Our benchmark research into performance management for talent management found that inadequate systems and time-consuming processes are the most impactful factors in more than one-third of organizations, and dealing with them is very important in more than 63 percent. Advancing techniques for making workforce-related information more accessible is essential to improving efficiency and productivity. Businesses need to have central places where users can access information about a range of benefits and goals, including training and succession paths that can inspire individuals to perform better. Aligning the workforce to business goals is a top priority for advancing performance management in 81 percent of organizations. Meeting these goals will require HR to look at new methods of assembling and accessing information through mobile and other channels, including worker self-service. We will conduct new benchmark research into social collaboration, learning and performance management to further investigate the potential for engaging the workforce through information and analytics. I believe that 2012 will be a bellwether year for human capital management, as organizations realize the importance of improving their processes and using applications and technology strategically. The desire to represent their organization as the best place to work in order to retain human capital has become a key priority for executives. Sophistication in the use of technology can ensure that organizations step up their competencies and maturity in support of this goal. Significant changes in talent management technology suppliers through mergers and acquisitions, along with new product introductions with support for analytics, cloud computing, collaboration and social media, have created a need for HR organizations to ensure that their technology is not and preventing them from competing effectively in managing their people. The need to optimize use of human capital is now a strategic business imperative. Our research will deliver education and best practices that can help you reduce the costs, time and risk of making the wrong choices or paying insufficient attention to this strategic imperative. 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: '5339', pageId: '4167680152', region: 'na1', inlineMessage: "Thanks for subscribing!", rawInlineMessage: "Thanks for subscribing!", hsFormKey: "df69ba0bf12bce41d1eae8b7b6f62f4e", 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 | Mobility