Ventana Research Analyst Perspectives provide unique fact-based insights and education on business, industry and technology vendor trends. Each Analyst Perspective presents the voice of the analyst, typically a practice leader and established subject matter expert,  reporting on new developments, the findings of benchmark research, market shifts and best practice insights. Each Analyst Perspective is prepared in accordance with Ventana Research’s strict standards for accuracy and objectivity and reviewed to ensure it delivers reliable, actionable news and insights.  

IoT Invigorates Operational Intelligence

The emerging Internet of Things (IoT) extends digital connectivity to devices and sensors in homes, businesses, vehicles and potentially almost anywhere. This innovation enables devices designed for it to generate and transmit data about their operations; analytics using this data can facilitate monitoring and a range of automatic functions.vr_oi_goals_of_using_operational_intelligence_updated

To perform these functions IoT requires what Ventana Research calls Operational Intelligence (OI), a discipline that has evolved from the capture and analysis of instrumentation, networking and machine-to-machine interactions of many types. We define operational intelligence as a set of event-centered information and analytic processes operating across an organization that enable people to use that event information to take effective actions and make optimal decisions. Our benchmark research into Operational Intelligence shows that organizations most often want to use such event-centric architectures for defining metrics (37%) and assigning thresholds for alerts (35%) and for more action-oriented processes of sending notifications to users (33%) and linking events to activities (27%).

In many industries, organizations can gain competitive advantage if they can reduce the elapsed time between an event occurring and actions taken or decisions made in response to it. Existing business intelligence (BI) tools provide useful analysis of and reporting on data drawn from previously recorded transactions, but to improve competitiveness and maximize efficiencies organizations are concluding that employees and processes – in IT, business operations and front-line customer sales, service and support – also need to be able to detect and respond to events as they happen. Our research into big data integration shows that nearly one in four companies currently integrate data into big data stores in real time. The challenge is to go further and act upon both the data that is stored and the data that is streaming in a timely manner.

The evolution of operational intelligence, especially in conjunction with IoT, is encouraging companies to revisit their priorities and spending for information technology and application management. However, sorting out the range of options poses a challenge for both business and IT leaders. Some see potential value in expanding their network infrastructure to support OI. Others are implementing event processing (EP) systems that employ new technology to detect meaningful patterns, anomalies and relationships among events. Increasingly, organizations are using dashboards, visualization and modeling to notify nontechnical people of events and enable them to understand their significance and take appropriate and immediate action.

As with any innovation, using OI for IoT may require substantial changes. These are among the challenges organizations face as they consider adopting operational intelligence:

  • They find it difficult to evaluate the business value of enabling real-time sensing of data and event streams using identification tags, agents and other systems embedded not only in physical locations like warehouses but also in business processes, networks, mobile devices, data appliances and other technologies.
  • They lack an IT architecture that can support and integrate these systems as the volume and frequency of information increase.
  • They are uncertain how to set reasonable business and IT expectations, priorities and implementation plans for important technologies that may conflict or overlap. These can include business intelligence, event processing, business process management, rules management, network upgrades and new or modified applications and databases.
  • They don’t understand how to create a personalized user experience that enables nontechnical employees in different roles to monitor data or event streams, identify significant changes, quickly understand the correlation between events and develop a context in which to determine the right decisions or actions to take.

Ventana Research has announced new benchmark research on The Internet of Things and Operational Intelligence that will identify trends and best practices associated with this technology and these processes. It will explore organizations’ experiences with initiatives related to events and data and with attempts to align IT projects, resources and spending with new business objectives that demand real-time intelligence and event-driven architectures. The research will investigate how organizations are increasing their responsiveness to events by rebalancing the roles of networks, applications and databases to reduce latency; it also will explore ways in which they are using sensor data and alerts to anticipate problematic events. We will benchmark the performance of organizations’ implementations, including IoT, event stream processing, event and activity monitoring, alerting, event modeling and workflow, and process and rules management.

As operational intelligence evolves as the core of IoT platforms, it is an important time to take a closer look at this emerging opportunity and challenge. For those interested in learning more or becoming involved in this upcoming research, please let me know.


Tony Cosentino

VP and Research Director

LiveOps Empowers Contact Center in the Cloud

Founded in 2000, LiveOps has evolved a unique two-sided business model. On one side is LiveOps Agents on Demand,  an Uber-like business in which home-based workers sign-up as LiveOps agents, and the company uses them to provide outsourced contact center services. This model enables LiveOps to provide flexible levels of service; customers can scale up and down as needed while the provider is able to manage agent numbers cost-effectively. The agents use the LiveOps Cloud Contact Center platform; in this way the company can test its system and use these agents’ experiences to improve the platform as used on the other side of the business. I have previously covered their focus on contact centers in LiveOps Improves the Agent Experience. LiveOps reports revenues growing on both sides and being able to expand its cloud contact center business globally.

The Cloud Contact Center platform provides interactions through voice, chat, email and social engagement and manages all these channels in the same way; it supports a single queue and routes all interactions according to the same rules. Companies thus handle interactions in a consistent way, swapping between channels if need be, which goes a long way toward ensuring that customers receive an omnichannel experience. LiveOps has designed the platform to require little support from IT. Being cloud-based it doesn’t require special on-site hardware, and the desktop removes the need for agents to use handsets. It is easy to configure, can be scaled to meet most companies’ needs, supports a distributed operation and is based on an open architecture that enables integration with other on-premises or cloud-based systems.

This emphasis is further strengthened by additional tools. One of the most important in my opinion is the LiveOps Engage agent desktop system. I have written recently about the importance of smart agent desktops in providing experiences that meet customers’ expectations. Such systems bring together information and technology that agents need – customer information, engagement history, access to other business systems such as CRM and access to multiple channels of engagement – but often is stored in separate systems. They enable the agent to focus on the customer and not the systems. LiveOps Engage has these capabilities and a few others. It allows agents to toggle between online, real-time channels such as voice to less urgent channels such as social interaction. Agents see when a customer has dropped from one channel but is available to continue the interaction on another. To support offline channels such as email, LiveOps provides templates of responses that allow the agent to plug in customer data and personalize a response depending on the context of the situation. Engage integrates with third-party CRM systems such as and Microsoft Dynamics for two-way transfers of data. The desktop is WebRTC-enabled so agents can control making and receiving phone calls from within the desktop. This combination of capabilities helps agents handle customer interactions efficiently while providing customers with the information and experiences they expect. In turn it helps companies meet key objectives and hold down costs while optimizing customer-related metrics such as customer satisfaction and net promoter score.vr_CCC_actions_to_improve_customer_interaction_updated

LiveOps Cloud Contact Center also provides support to help a company manage its contact center performance.LiveOps Recording goes beyond recording interactions for future analysis to capture agents’ use of their desktop, providing key information about the processes, systems and information agents use to handle interactions. This tool not only allows the company to review its agents’ performance but more crucially can identify best practices and offer advice on how to get agents to adopt them. LiveOps Insight supplements this analysis with broader analysis of contact center performance, with an emphasis on driving actions to improve.

In our benchmark research into the contact center in the  cloud, companies most often (73%) said that improving agent performance is the best way to improve handing of interactions, but from a technology perspective nearly two-thirds (63%) said that adopting cloud-based contact center systems is the way to move forward. LiveOps answers those intentions by providing both a platform in the cloud and interaction handling services using the platform. This dual approach has allowed it to move the platform forward and become one of the leading vendors of such systems. I recommend that companies looking to provide omnichannel customer experiences assess how LiveOps can support those efforts.


Richard J. Snow

VP & Research Director

New Generation of Human Resources Management Systems

Ventana Research defines a human resources management system (HRMS) as the set of applications and associated processes that store and manage the employee information used by an organization’s human resources department. New technologies make it possible for the HRMS to perform better and be easier to use by HR professionals and members of the workforce. The range of evolving technologies impacting the development of the HRMS includeVR_HRMS_BenchmarkResearch business analytics, big data, cloud computing, mobile technology, business collaboration, social media and wearable computing. These advances enable organizations to streamline the processes that the HRMS supports and more efficiently take advantage of competencies that already exist in the workforce. The changes are so substantive for organizations and their HR departments that we have undertaken new research calledNext-Generation Human Resources Management Systems.

As well as becoming more efficient in their HR processes, employers want to ensure that their employees can interact easily with HR managers and feel satisfied with these relations. This is facilitated by using new methods such as collaboration through mobile devices. In addition companies today have to manage greater amounts of information than ever before related to benefits and policies and be able to provide specific, relevant information directly to employees at any time. Employers also have to comply with a range of employment rules and required benefits such as the Affordable Care Act for healthcare in the United States. In this context of information overload the HRMS should be able to use big data technologies to become a strategic tool that helps both HR and employees have complete and relevant information about employment.

The basic use of the HRMS is to hold essential information about an organization’s employees. Until recently HRMSs were stand-alone systems that maintained seldom-changing information and were used by only a few people in the HR department. The HRMS, and indeed the HR function in general, was seen as dedicated to keeping records, providing input for payroll, overseeing related compliance processes and managing benefits including healthcare, time off and others not related to compensation. Employees and managers had limited access to self-service capabilities, not to mention ready availability of it on a variety of devices.

This perception has begun to change in recent years. Other types of applications, such as talent management and workforce management, have been introduced into human resources processes, and HRMSs often must share information with them. Such systems potentially expand the kinds of information available to managers and those who work for them. In addition, innovative technologies including richer analytics have expanded the ways this wealth of information can be used and the array of roles – line-of-business managers, executives and even individual employees – that can benefit from using it. Business analytics can highlight the types and quality of talent a company possesses – and needs. Ubiquitous access to HR information through smartphones and tablets improves the reach and speed with which employees and managers access information and promotes sharing, communication and understanding. Embedded social collaboration tools connect employees more effectively and impact metrics such as employee engagement and time to productivity.

Thus the HRMS can play a strategic role in human capital management. HR professionals now can have applications and tools that support a range of workforce processes and also help the rest of the organization with their employment and business needs. A modern HRMS also can help engage and retain talent through advanced and more efficient HR practices. This new market research will explore both the evolution of human resources management systems and the roles of new technologies that being added to them. It will evaluate how organizations are integrating their HRMSs with new technologies and their impact on improving HR processes and increasing the value of HR to the organization.

Such changes in HRMSs and other human capital management systems are facilitating an evolution of HR processes. Key focus points of this research will be to examine the changing role of the HRMS in organizations, how new technologies such as business collaboration are being integrated into the HRMS and related applications HR personnel use, how VentanaResearchBenchmark_PayrollManagementthe applications are accessed through mobile devices and finally the perceived value these new technologies add to core HR applications such as the HRMS. The research will detail the specific ways in which the HRMS is evolving from a system that stores basic employee information to one that integrates benefits and payroll along with integration to talent management and workforce management information and applications to provide more useful information for HR and business leaders. Our latest benchmark research on payroll management already shows that more than half (53%) of organizations see employee self-service as important for accessing an individual’s payroll information. The new research will track as well the changing needs of HR for information related to benefits and pay and to compliance with regulations and policies.

The goal of this Next-Generation Human Resources Management benchmark research is to examine how organizations are evolving in using an HRMS and determine the drivers for and benefits of adapting a new technological approach. It will build upon recent benchmark research findings that show that talent management and workforce management systems are critical for organizations as adapt to a new generation of technologies for their workers and employees. This research also will seek to understand how the next-generation technologies listed above are changing the way organizations operate in human capital management processes and to identify the best practices used by innovative companies. It will examine whether and how organizations are choosing to embrace these new technologies in their HR functions. It also will assess how adopting an advanced approach to using an HRMS impacts an organization’s  people, processes, information and technology requirements as well as its productivity.

Come engage in our research and in return receive best practices and insights that can help your organization. Participate.


Mark Smith

CEO & Chief Research Officer


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