Billions of dollars invested in HR technology companies have created a handful of new and reborn one-size-fits-all HCM vendors who made a big splash on the HR scene throughout 2015 and 2016. Not to be outdone, niche HR specialist vendors have upped the ante with some very compelling niche products targeting recruiting, performance, learning, compliance, and social collaboration. Choice is always a good thing for HR departments. How does all this investment in HR technology companies change the way HR executives think about using technology within their operations?
Who is responsible when HCM technology and service vendors fall short of delivering on the desired outcomes?
Are vendors over promising, or are buyers making assumptions about technology and services during their evaluation process that haunt them later?
After two decades of sales in both the mid-market and enterprise HR space, I have seen a dramatic shift on how buyers and vendors engage. In the late 80s and early 90s, prospective buyers had to rely on direct interaction with sales representatives to learn about products and services and sales representatives needed to meet with prospective buyers to learn about their businesses and their requirements.
With more than one billion active Facebook users already, social networking is strong and getting stronger as literally hundreds of millions of new users join a social network this year.
Software-as-a-Service (“SaaS”) is a software delivery model where the product and its associated data are hosted in the cloud, and users gain access to the application via a web browser. In recent years, many business applications including accounting, customer relationship management, enterprise resource planning, and human resource management have moved from on-premise licensed installations to SaaS as a primary delivery method. Gartner Group estimates that SaaS revenues will reach a projected $21.3 billion by 2015.
HR Cloud 9 is being in a state of perfect contentment with your HR ecosystem. Getting to HR Cloud 9 isn’t a trivial matter, and it isn’t about choosing one vendor to handle everything. The choices you make when building out your HR ecosystem will either form your utopia or nightmare. To get to HR Cloud 9, consider how your ecosystem will fair in the following areas. If you do, you’ll be well on your way to Cloud 9.
The Purple Squirrel is a term used by recruiters to refer to the most elusive of candidates matched to the most difficult of job requirements. A highly sought after and elusive Purple Squirrel candidate possesses the perfect match of education, experience, and qualifications to fit a job’s diverse requirements like a glove; it is therefore assumed that this prized candidate can immediately assume the job’s responsibility with little or no training and perform with enhanced productivity.
Do you listen to who uses your software? Are you really listening to those who are responsible for the success of the project and your product? Or have you completely deprioritized your existing clients’ needs due to the constant push for new customers and revenue growth?
Expectations of how simple and easy-to-use enterprise software should be are rapidly changing. iPhone and Android devices are so easy-to-use and common that they are raising the bar on how easy-to-use enterprise software applications need to be. And this in my opinion is a good thing.
So what is the difference between a Payroll/HR Service Bureau and a Human Capital Management Technology provider?
This question continues to be asked by thousands of HR and Finance Executives trying to make a decision on the type of partner they should choose to help them with their HR, Payroll, and Benefit Management needs. There are fundamental differences between the two, but often the areas of distinction are cloudy for the decision makers. The risk of choosing the wrong partner can be extremely costly to any organization.