It has been quite some time since I have posted to my blog. I apologize to everyone interested. I have had a very busy spring with many conferences, client inquiries, consulting, and even some vacation (yes -- industry analysts do get vacation). I have had a number of ideas perculating in my head and I thought I would share them with you over the next few posts.
In February 2003, I published a research note called The Coming Resurgence of Competency Management. I had been at Gartner for about 6 months and had noticed the impact that the web was having on HR applications and realized at that time the competencies was a common thread across talent management applications (which I did not call them at the time). I realized that something big was on the horizon. In September 2003, I started talking about talent management applications and suites for the first time in the Finance and HCM Cient Issues for 2004. Why the history lesson? Well, I think I called this one pretty well. In the last couple of years, we have seen interest take off in talent management applications and the emergence of talent management application suites. There is still a lot of work to do in Talent Management. I will continue to be writing about it in all kinds of ways over the next few years no doubt. However, I think it is the right time to think about what is the next big thing.
After we have the processes in place to improve talent management and better data about our talent, we can start to leverage that data in interesting and exciting ways. That is why I think Workforce Planning and Analytics will be the next big thing in HCM technology. I probably need to write a note that is title "The Coming Resurgence of Workforce Analytics". Much like competencies, workforce analytics have been much maligned. I even hesitate to call it analytics at this point (suggestions wanted). I laid out much of the groundwork for how this will evolve in Exploit the Next Generation of Workforce Analytics to Manage Human Capital. So, I am not going to repeat myself here. If you are a Gartner client, please read the research. I plan to do a couple of follow up notes on it this year (one will be a very interesting case study). If you have any interesting stories around analytics or know of any vendors who you think really get it, please let me know.
In my next post, I will discuss how we need to move beyond competencies in order to truly manage talent.