1. The HR Technology Conference was bigger than ever (8,000 people apparently) and most of the HR teams I talked with were buying something. Watching Bill Kutik's sendoff was bittersweet. I've become close to Bill over the years and we all wish him the best in his new life as journalist and consultant in our marketplace. He created the biggest global HR technology community in the world.
2. HR Technology buying is up, and more than 50% of buyers are now looking for integrated HRMS and talent management systems. While most of the talent software companies are growing rapidly (CornerstoneOnDemand, Lumesse, SumTotal, JobVite, Halogen, PeopleFluent, Silkroad, PageUpPeople ), more than 50% of buyers are now looking for totally integrated systems which include an HRMS.
Today only Oracle and SAP are close to fulfilling on this, but interestingly 12% of buyers (according to Lexy Martin's research) want Workday to fill this gap - so the writing is on the wall: standalone talent management systems are slowly being collapsed into HRMS vendor platforms.
This will take many years to complete, but all the major HRMS vendors (including ADP and Ultimate Software) are now fully invested in building and buying total talent management suites. A few of the talent vendors are building HRMS systems too (SilkRoad and SumTotal), but generally don't have the R&D muscle to compete in that segment.
3. Innovation continues. Despite this trend, the HR technology market is filled with incredible innovation so the big ERP vendors will never have everything you need. For example:
On the topic of SuccessFactors, I had a few days at their user conference and walked away very impressed. With 25 million users and the "feel of a startup" still in place, SuccessFactors is innovating as if it was a standalone company. Not only is the company now starting to "ship" Employee Central (HRMS in the cloud), but the rest of the suite continues to improve with new innovations every quarter.
Some of these include SuccessFactors Workforce Analytics (a more traditional data warehouse but with a huge amount of embedded content and IP to make predictive analytics and workforce planning easy), Headlines (predictive analytics delivered to mobile), Jam (one of the leading social tools designed for learning, onboarding, and other HR applications), one of the leading LMS Platforms (many of the Plateau team are still there) and a variety of other new features in the core applications.
We've just published a detailed research report on SAP-SuccessFactors integration and the scenarios and solutions are well along. Pepsico presented their hybrid solution at the conference, which includes both on-premise payroll and cloud-payroll for remote locations - interoperating through SAP middleware. While Workday's cloud-based HRMS is still several years ahead of SuccessFactors, an SAP customer would have a hard time not considering SuccessFactors for its talent management solution (and hybrid cloud-HRMS) with all the leading functionality now in place. And I was particularly impressed with the tenure of the team and the excitement and engagement of the SuccessFactors organization - SAP has let them thrive and it shows.
The HR Technology market has not slowed one bit and we see innovations coming in all directions. I haven't even mentioned the exploding area of analytics and Big Data. One of the companies I met with recently, "Identified," has now figured out how to scrape data from LinkedIn, Facebook, Yahoo, and other sources to create a candidate database 2-3X larger than LinkedIn. I saw the company's product and was startled at it's capability. This is only an example of many of the innovative tools yet to be unleashed to make HR's life better.
We will continue to stay on top of any and all HR technology - it's an exciting market and continues to grow.
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Sunday, October 13, 2013 11:32
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Josh Bersin writes on the ever-changing landscape of business-driven learning, HR and talent management.
His favorite topics include strategic talent management, creating high-impact learning organizations,
and how organizations drive business change and competitive advantage through talent strategy and technology.
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