In order for an organization to achieve its maximum potential and growth objectives, it needs a fully engaged and productive workforce. A new generation of human capital management systems and enabling technologies are allowing businesses to be more agile while continuously facilitating employee engagement and productivity. Digital and decision-support advances in compensation, learning, payroll and workforce management applications are allowing HR to improve responsiveness to business needs and stay in compliance with more complex regulations. And with organizations competing for a shrinking pool of available top talent at the same time baby boomers are exiting the workforce, new AI and machine learning capabilities can improve employer brand value by providing a personalized, relevant and rich experience to both candidates and employees.
Ventana Research offers research-based guidance on utilizing human capital management applications and information to ensure the maximum return on workforce investments and programs. Our insights will guide your organization to improved HR business processes, more actionable insights and an understanding of when to take advantage of emerging digital innovations across the HCM systems landscape.
Candidate Engagement Dynamic Insights - In Design
Employee Experience Dynamic Insights - In Collection
Learning Management Benchmark - In Collection
Learning Management Value Index - In Design
Next Generation Human Resources Management Systems Benchmark - Recently Published
Payroll Value Index - In Collection
Payroll Optimization Benchmark - In Collection
Total Compensation Management Value Index - In Analysis
Total Compensation Management Benchmark - Recently Published
Total Rewards Management Dynamic Insights - In Design
Workforce Management Value Index - In Analysis
Workforce Management Benchmark - In Collection
Workforce Management for Human Capital Management Benchmark - Recently Published
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People are the most valuable asset of every organization. To maximize their value; though; management must think carefully about how to use them. Workforce planning helps organizations address every aspect related to employees; from overall head cou
Compensation management is one of the most important components of successful sales and HR strategies. A well-designed process; comprehensive; timely information and frequent communications can enable companies to perform optimally. They�ll be able
Today's CFO knows that human capital is an organization�s most valuable asset; but in practice most organizations rarely connect their investments in people to their overall financial performance. A primary reason for this gap is that business proce
Social collaboration now extends from people�s personal lives into their work. The tools that enable this collaboration are a natural fit for Human Resources; whose functions include communicating and engaging with employees. Our benchmark research
Engaging employees requires more than directing them in what to do; they also need to receive credit for their accomplishments. Such recognition helps improve the employee experience; according to our benchmark research on human capital analytics; a
The employee experience is comprised of the interactions that employees have with their organization over the duration of their employment. Innovative organizations are focusing on employee experience management to help all employees excel at their
The drive to connect employee performance and business success is leading organizations to apply analytics to a broad range of human capital management processes; including return on human capital investment; employee lifecycle management; recruitmen
The drive to connect employee performance and business success is leading organizations to apply analytics to a broad range of human capital management processes; including return on human capital investment; employee lifecycle management; recruitmen
The drive to connect employee performance and business success is leading organizations to apply analytics to a broad range of human capital management processes; including return on human capital investment; employee lifecycle management; recruitmen
In today�s intensely competitive markets; managers can�t rely on decisions based completely on gut feelings without running the risk of making wrong decisions that are costly in terms of both money and expertise. Instead they need high-quality infor
Organizations no longer require their workforces to use complex business applications that force people to adapt their work habits to the design of the software. But the same isn�t true of the software they rely on to engage and retain employees. As
A continuous planning approach that uses frequent portfolio analyses to evaluate new project demand against in-progress work will help organizations achieve greater agility; flexibility; coordination and accountability in their operations and project
The U.S. Affordable Care Act (ACA) is a complex law with many compliance requirements that entails significant effort and expenditures by almost every organization. Thus; having a strategy and plan but lacking the required processes; information and
The changes in HRMSs and other human capital management systems and the introduction of new technologies are facilitating an evolution of HR processes. Key focus points of this research will be to examine the changing role of the HRMS in organization
The changes in HRMSs and other human capital management systems and the introduction of new technologies are facilitating an evolution of HR processes. Key focus points of this research will be to examine the changing role of the HRMS in organization
Learning management is increasingly vital to businesses for training; compliance; onboarding and performance management. The new research examined the impact of and interest in six next-generation technological advancements on business use of learnin
Ventana Research has delivered the Benchmark Research into Next-Generation Learning Management. The research examined social learning in the broader context of human capital management; evaluated how and where social learning interacts with other HCM
Over the past decade; workforce management has taken on aspects of workforce planning; assigning the right talent with the right skills to the right job at the right time and then managing the effectiveness of those employees in the tasks they�re ass
To remain competitive in today's market; companies need happy customers. The quality of customer experience is dependent on the agent who handles interactions. Our recent research shows that organizations are actively deploying new channels of intera
To remain competitive in today's market; companies need happy customers. The quality of customer experience is dependent on the agent who handles interactions. Our recent research shows that organizations are actively deploying new channels of intera
Today; budgeting and operational planning effrots are typically only loosely connected. In contrast; Next-Generation Business Planning closely integrates unit-level operational plans with financial planning. Relying on information technology; it enab
Next-generation business planning closely integrates individual operational plans with financial plans. Supported by dedicated software; it enables companies to plan faster with less effort to achieve greater accuracy and agility.
Business planning encompasses all of the forward-looking activities in which companies routinely engage; such as sales; production and head-count planning as well as budgeting. Among the several benefits it conveys; planning helps to get everyone ont
Payroll management has traditionally been in a domain of its own; occupied solely with ensuring correct and timely payment along with compliance with relevant regulations. As a narrowly focused and transaction-oriented process; payroll management has
Payroll management has traditionally been in a domain of its own; occupied solely with ensuring correct and timely payment along with compliance with relevant regulations. As a narrowly focused and transaction-oriented process; payroll management has
In many organizations; routine functions can be overlooked as places for improvement; and payroll management is one of those areas. With the growth of integrated systems in human capital management; the once stand-alone function of payroll is being b
To retain skilled talent and attract new recruits; organizations must show clearly that the work these individuals do or will do has value � that it will align with and further the goals of the business. Creating this picture requires cohesive workf
Smartphones and tablets began as consumer products; and revolutionary ones at that; giving users new ways to interact with information and each other. Thus; it was only a matter of time until employees insisted not only on bringing their devices to
Compensation management is a key activity for supporting all workers and talent management processes. Determining and providing the appropriate compensation for each person; whether it involves base pay; merit pay or variable pay and incentives or bo
Compensation management is a key activity for supporting all workers and talent management processes. Determining and providing the appropriate compensation for each person; whether it involves base pay; merit pay or variable pay and incentives or bo
Compensation management used to address a very specific need; managing compensation. But as the information age has transformed how businesses utilize and leverage analytics; compensation management has grown in scale. While the main function is the
Even when it is handled well; talent acquisition is an increasingly costly process in today�s job market. Hiring the wrong people or in the wrong positions wastes time; money and effort. The intense competition for scarce talent makes mistakes more
Compensation management is a key activity for supporting all workers and talent management processes. Determining and providing the appropriate compensation for each person; whether it involves base pay; merit pay or variable pay and incentives or bo
Many organizations find that their human resources information is riddled with inaccuracies; inconsistencies and duplications. A primary cause of these problems is the tool most often used to process; store and share the information: desktop spreads
As the pace of business innovation has picked up; many organizations have found it harder to keep up. Studies show that fewer than half of organizations have accurate project plans and only one-quarter can compare actuals to plans within three busine
Successful companies are able to generate the maximum value from their investments. But doing that is not necessarily easy. Balancing work efficiency and effectiveness withing business areas and processes is often difficult - and in many instances gr
Our Maturity Index analysis places only 12 percent of organizations at the highest Innovative level of maturity. The research shows that overall businesses tend to rely on traditional cost- and budget-related metrics and use spreadsheets heavily.
The findings offer fresh research-based information on companies' attitudes toward workforce analytics. They confirm that metrics and key indicators are important for workforce and talent management; used most often to evaluate performance and determ
The Workforce Analytics benchmark assessed organizational maturity by examining the adequacy of people; process; information and technology competencies required to make the most effective and efficient use of analytics. The findings offer
To achieve success in today�s intensely competitive market environment; businesses must take all steps possible to enable their employees to perform at their best and must allocate their workforce as effectively as possible. In Ventana Research�s vi
Workforce management goes beyond tracking time worked; it also needs to provide tools to understand employee productivity and help maximize their time. As such; the Ventana Research Value Index: Workforce Management in 2014 analyzes current products
Historically workforce management has been centered on tracking time and attendance; absence and leave and interfacing with payroll processing.
Historically workforce management has been centered on tracking time and attendance; absence and leave and interfacing with payroll processing.
Cloud computing is now well established as a viable platform for businesses to use in deploying and accessing applications; it has proven to be an appealing alternative to installing and managing them in-house. Cloud computing frees organizations fr
A new generation of digital technologies is extending human capital management (HCM) systems, making them simpler and more productive than ever before. Our benchmark research into next-generation human resources management systems (HRMSs) shows that
An effective human capital management strategy should focus on engaging workers at all levels. To make the strategy successful, innovative organizations use a software platform that brings together human resources and talent and workforce management
Talent management processes have been steadily advancing over the last five years, along with organizations’ ability to efficiently manage hiring, performance reviews and compensation plans to achieve expected outcomes. But many organizations’ talent
Human capital is a business’s most important asset. Most of the time it also is the largest operating expense, and thus can have a major impact on profitability and overall success. To keep employees engaged and productive, companies must of course c
Predictive HCM is a set of workforce-related programs and activities where technology-enablement has evolved faster and further than anyone could have imagined only a few years ago. Initially used to predict job fit and flight risk, predictive HCM us
Blending external compensation insights with your organization’s compensation data is now easier than ever before. HR leaders can implement a more comprehensive approach to their compensation processes that is timely and up-to-date to help provide gu
If you are not confident in what your organization is doing in work and resource management, it is time to consider a better path to enabling accountability and optimal productivity. Over the past decade, our firm has seen this failure consistently u
HR departments are like the proverbial kid in a candy store when it comes to selecting AI and bots “goodies” to lobby for and ultimately deploy. In the digital era, capabilities not even on the radar as recently as a couple years ago are getting incr
Engagement is essential to empower every employee to perform his or her best, which is a key priority among HR and business leaders. It’s critical for ensuring that the workforce – almost always an organization’s most valuable asset – is delivering m
Businesses are moving to more service-based models, and finding and retaining top talent has become more mission critical than ever before. But as businesses compete to keep employee costs down and retain talent, many have turned to technology to fin
HR and payroll organizations that operate across multiple regions are keenly aware of the challenge of complying with country-specific business and regulatory requirements. They know that penalties for noncompliance can be severe. The situation becom
Organizations around the world valiantly try each year to make it through another compensation planning cycle relying on spreadsheets. However, increasingly complex compensation process requirements make it more and more difficult for organizations t
Organizations are finding it increasingly difficult to address the changing demands of work in a way that optimally utilizes resources to deliver improved results while controlling levels of financial investment. C-level and executive teams must ensu
The mission to assure the health and safety of workers is essential and requires policies and processes to help reduce risk and injuries in working environments across industries. Efficient certification in ISO 45001 brings challenges for organizatio
2018 was the year for employee experience, but do businesses truly know what it means? The Ventana Research "Achieving a Best-in-Class Employee Experience" Self-Assessment is designed to help businesses evaluate their processes, technology, and more
Companies do a lot of planning: They plan sales, determine what products and services they will offer, decide what they will charge and what these will cost. They plan the headcount they’ll need to run the business and how to organize distribution an
All organizations recognize the importance of effective compensation management in achieving enterprise business goals, but now the value of analytics across a range of compensation-related activities is also getting much more attention. In fact, acc
This Research Perspective examines the relationship between learning management and talent management, specifically that enterprise learning serves as the foundation for strategic HR processes and value levers such as performance management, successi
This eBook covers the relationship between learning management and talent management systems and the value they can deliver by enhancing business agility to maximize sustainability. Core to this exploration is highlighting the role learning managemen
There are many strategic and operational benefits of having U.S. and Canadian employees in the same database. Beyond the ability to manage the workforce in a more unified way, benefits include the ability to operate with only one payroll department,
Ventana Research believes all employees should have the sense that they are doing meaningful, productive work that is valued, have a clear understanding of their career trajectory and the employer’s support for it, and have a good work experience sup
Ventana Research maintains a rigorous approach to its areas of research expertise through a methodology of processes and activities to ensure we provide the best possible insights on technology across business and IT. This is represented in our Research Agenda, which is a foundation for providing actionable information and guidance to help you identify opportunities for improved competitiveness and effectiveness. Other industry analyst firms lack methodology and a publicly available research agenda and are easily biased by clients and the industry. We take pride in our reputation for independence and provide our research calendar and agenda for visibility into the upcoming months of activity.
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