choosing a talent management technology partner

Choosing a Talent Management Technology Partner & Solution

Talent Management Technology Thought Leader Briefing

Welcome

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Your Moderator:

Allan SchweyerExecutive Director

Human Capital Institute



Rolando LopezCIBC

Susan BurnsFederated Department Stores

Your Fellow Panelists:

• Joanne Bintliff-Ritchie, DoubleStar Inc.

Christopher DeFoeDeFoe Associates

Elaine OrlerThe Newman Group



Katherine JonesAberdeen Group

Simon LambBritish BroadcastingCorporation

Keith VencelUniversity of Phoenix,Northern California

Agenda

• Introductions

• Key statistics and trends

• Discussion of key questions

• Open questions and comments

• Roundtable wrap-up



The Market for Talent Management Technology

Question 1:

• What are the key decision drivers for organizations deciding whether to go with ERP vs. best of breed vs. “Tier Two”?

• What are the advantages and disadvantages with ERP?



ERP/HRMS vs. “Best of Breed” vs. Tier Two

• Leading-edge functionality• Robustness and security• Ease/speed of procurement/implementation• Reputation• Single platform • Integration• Service• Upgrade schedule• Viability• Flexibility/Configurability• Cost

Question 2:

• For those that choose best of breed or tier two, how should they navigate the vendor landscape to make the best choices?



• Price• Focus• Experience• Viability• Customer Retention• Security• Scalability• EEO Compliant• Global Capability• Flexibility• Ease of Use• Talent Centric• Interoperability

Key Differentiators

• What are your Challenges?• What are the Must Have vs. Nice to Have

features• What is needed Today and Tomorrow• Is there an “off-the-shelf” Solution available?• Can it/Should it be Outsourced?• Build vs. Buy• ASP vs. Install

The Main Differentiator: What do You Need?

• Cost

• Flexibility

• Scalability

• Security

• Data

• Compliance

• Integration

• Support

ASP vs. Install

Question 3: Somewhere between the big ERPs and the niche solutions vendors, there is a growing field of "suite players". These vendors offer several, often integrated components of the Talent management technology landscape (assessment, sourcing, ATS, PMS, onboarding, etc.)

• Is this where the niche market as a whole is heading? Do the suites offer tools that, on their own, are as robust as the single solution providers?

• Why might an organization want to consider a suite player (even if they're only interested in one application for the time being)?



Integration

Source: Lynne Morton, Integrated and Integrative Talent Mgmt. / The Conference Board

Question 4:

• A growing number of companies are choosing to outsource the technologies and the processes that go with them.

• When/why might a company choose this option?



HR Outsourcing (current)

0

10

20

30

40

50

60

70

80

90

100

Payroll Benefits Training Recruiting Other

%

<100 100-999 1000+

• IT Outsourcing/ASPs• Staffing• Tactical Outsourcing• Full Process Outsourcing (HRBPO)• PEOs• HROs• BPOs• Offshore

HR Outsourcing

• Buyers’ Guides- HR.com - Electronic Recruiting Exchange (ERE)

- Brandon Hall - Corporate Leadership Council

• Expert Opinion/Analysis- Gartner -Brandon Hall - Aberdeen - ERE - Interbiznet.com – IDC -

- Forrester - META -AMR - Human Capital Institute - Corporate Leadership Council - Yankee Group - HR.com - Workforce.com - HR Exec Magazine

- Conference Board - ASTD - HR Institute - HR Technology Show

• Consulting- Newman Group - HRchitect - Capital H - Watson Wyatt - Kutik & Co.

- Gartner - META - Towers Perrin - Christopher DeFoe & Assoc. - The Prophet Group

Resources

choosing a talent management technology partner

Business

tier

breed

erp

choosing