I had a briefing from PeopleClick recently about their preparations for supporting the new guidelines from the OFCCP on the definition of an applicant. In addition, there is an interesting blog posting on the ERE blog network (CareerXroads Annex) about the lack of preparedness for most customers. I have not had many inquiries from clients about this topic. However, I think this reflects on the lack of preparedness. This is partly a vendor and product issue (the products need to support the ability to recreate applicant pools considered for a position -- including searches of the candidate database to identify candidates). However, it is also a process issue (making sure that the processes themselves are auditable and that recruiters and hiring managers are trained appropriately in those processes). Companies should start preparing now (if you have not already started to do so).
Leaders have emerged in the HRMS market for midsize companies. Automatic Data Processing and Ceridian have strong positions. Employease, through its relationship with ADP, is well-positioned. Ultimate Software and Kronos are strong alternatives for organizations that want to keep payroll in-house.
This research focuses on vendor capabilities within the context of retail workforce management. Industry interest is expected to grow as Web-based solutions mature and leading retailers use technology-optimized workforces to improve store productivity and deliver a differentiated value proposition. (This research is only available to Gartner clients who subscribe to the Retail Industry Advisory Service).
I was reading a post from SystematicHR Blog called "HR 2006 Part 2 - Direction" (the other posts in the series are worthy of a look as well) that talked about the future direction of the HR profession. It cites a very interesting publication from Mercer and Harvard Business School Publishing called "Tempered by Fire: Where HR Is. Where It Needs to Go.". Mercer and HBSP conducted seven dinner roundtables with 65 senior HR executives to understand their issues and challenges and view on the future. It was interesting to see their main areas of focus:
- Cost reduction
- Show contribution of HR to business results
- Outsourcing (the debate is over -- it is happening whether one likes it or not)
- Change Management
- The War for Talent (it is back, but looks different)
- Discontent with metrics (I would argue this should really be part of showing the contribution of HR to the business - See "Exploit the Next Generation of Workforce Analytics to Manage Human Capital"
- Going Global
- Strategic Partnering (everyone is tired of discussing this one -- including me)
It is interesting insight and as I finalize my research agenda for the year (which will be soon and I will update the previous post on areas I was considering) this will be a strong input. The good news is that I was already planning to write on many of these challenges. I was surprised that the HR executives did not discuss how they plan to leverage technology to help meet these challenges. I guess that I have more work to do to help educate this audience.
The following Gartner research is not strictly speaking HCM research. However, hosted solutions are an increasing trend in HCM software and it is always interesting to see what is happening in other markets like CRM. Interestingly, the platform on-ramp model has not caught on in the HCM market.
Hosted CRM Trends and What to Do About Them
Author: Prentice, Brian
Hosted CRM is becoming fragmented into an array of options. Current and potential customers should be aware of the pros and cons of the three primary models: deployment-only, platform on-ramp and pure-play on-demand.
Market Focus: BPO Competitive Landscape, Worldwide, 2005 Author: Tornbohm, Cathy; Brown, Robert H.; Goldman, Matthew
Global business process outsourcing providers include specialists and generalists; top providers vary by geography and process. Insight into the top worldwide providers by revenue helps BPO providers plan competitive, market-entry, acquisition and partnering strategies.