Ok. It is almost the end of March. It is a little late to post my first half 2006 research agenda. But, it is better late than never. Here it is:
- MarketScope for Retail Time and Labor Applications, 2H05 - Complete
- Magic Quadrant for Midmarket HRMS, 2006 - Complete
- Continued Consolidation Headlined the Human Capital Management Software Market in 2005 - Complete
- Tough Competition Force Consolidation in the Expense Management Software Market - Peer Review
- Understanding Emerging Offerings for Global Payroll Outsourcing (Presentation for Gartner Outsourcing Summit) - Complete
- Single Sourcing Global Payroll Outsourcing - Peer Review
- Five Key Considerations for Global HR Implementation - Peer Review
- Cool Vendors in Human Capital Management Software, 2006 - Complete
- Market Landscape for Contingent Workforce Management Solutions - In Process
- HR BPO and the Importance of the Underlying Technology - Not Started
- Case Study on Next Generation Workforce Analytics - Not Started
- MarketScope for E-Recruitment Software - Not Started
I have been spending some time over the last week or so trying to determine if I should do a Magic Quadrant or a MarketScope for the update on E-Recruitment Software. For those not familiar with these notes, Gartner uses MarketScope in markets that are early in life and where there is a lot of dynamism. In addition, we use the MarketScope for markets that are very mature where there is little change. The reason for this is that a MarketScope is an absolute rating of vendors. Each vendor is evaluated independently of the others. Because it is an absolute rating, it is easier to change as the market changes (or keep the same if the market does not change frequently). A Magic Quadrant is a relative rating. That means every time it is published, all vendors must be evaluated relative to each other. In an established, growing market, this relative evaluation is important to customers to understand vendor differentiation.
On the one hand, the e-recruitment market is dynamic. There is significant M&A activity going on and a MarketScope can keep up more readily. On the hand, it is an established, growing market and customers would be well-served to have a more differentiated analysis. Why am I spelling this out? I want to get your input. Please e-mail me or comment to this posting with your thoughts.
Summary: These "cool vendors" represent emerging trends in HCM technology. They take familiar HR and workforce problems (such as timekeeping, analytics, recruitment, employee engagement surveys and benefits) and use new technology to achieve improved results.
Summary: The HCM software market continued to consolidate in 2005. In 2006, if you make new HCM solution decisions, consider the effect of ongoing market consolidation. Before making any HCM software purchases, evaluate vendors' underlying talent management application suite strategies.
Summary: For multinational companies, recent vendor consolidation in the business application market appears to have simplified selection decisions between megavendors SAP and Oracle. The opposite is true, however; many users will face hard decisions through 2012.
I have had a busy last couple of months. I have been working on new research. In addition, my mother-in-law is moving to Chicago. The move is just about complete and I will be back to posting. Thanks for your patience.