BlogERP: Jim Holincheck's HCM Software Blog

Finally - My Research Agenda for the 1H06

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.

Technorati Tags: HR BPO, HRMS, E-Recruitment, Payroll, Workforce Analytics, Contingent Workforce Management, T&E Management

Gartner HCM Market Consolidation Research

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Oracle's Project Fusion: Application Questions

Public information and Gartner's discussions with Oracle provide answers to frequently asked questions about Fusion applications, including such topics as the Fusion road map, the future of PeopleSoft and JD Edwards products, and migration issues.

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SumTotal/Pathlore Deal Shows New Phase in E-Learning Market

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Authoria Acquisition Leads to Talent Management Suite Market

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Workscape Expands Talent Management Offerings

The acquisition of Performaworks moves Workscape from a niche compensation management vendor to a key player in the talent management suite market. Customers of both companies should benefit.