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.
During 2021, three-quarters of organizations will identify organizational agility as an HR-led business imperative and in one-half of these will requiring an examination of types of workers (i.e., gig) as an integral priority.
VP & Research Director
of Human Capital Management Research
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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
The ways organizations engage with customers have changed dramatically in recent years, but the need to meet customers’ expectations is more urgent than ever. Customers are using many channels of engagement, some self-service and some involving direc
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
As modern workforce management (WFM) takes hold, employees are seeing changes in how they account for their time and how they access information on payroll, benefits, time off, company policies and improving their knowledge and skills. Over time they
High levels of employee engagement are essential for an organization seeking to achieve critical HCM-related business outcomes, but engagement can be a transitory state. The key to sustaining it is a multi-layered HCM strategy involving the corporate
Engaging the best talent and enticing them to join your workforce is a critical endeavor; unfortunately, it isn’t always done well. Recruiting and retaining top candidates is always a challenge. To do it properly, organizations need to take a strateg
This viewpoint explores the importance of personalizing employee rewards to stay talent-competitive and offer a superior employee experience, thus yielding better retention, engagement and productivity, as well as and some of the ways organizations a
The Employee Experience Train Keeps Rolling
Personalizing compensation is a strategy that is garnering increasing attention in very large organizations such as multinationals and is now an option for companies with fewer than 1,000 employees as well.
Automated tools for employment verification can improve the quality of hire, thus reducing expenses associated with churn and improving overall productivity. Confirming a candidate’s work history continues to be an inconsistent manual process, which
Workforce planning is integrated and cross-functional people planning that moves beyond traditional workforce planning. This process is integrated with financial planning, incorporates a wider range of inputs and relies on analytics capabilities enab
A rapidly growing organization must ensure its learning management system (LMS) can both support and facilitate its growth trajectory. Traditionally, the role of the LMS has often been limited to deploying training modules related to compliance and o
Focusing on the employee experience is the next important strategic objective in HR. Organizations must adopt an experience-centric mindset regarding their employees and that mindset should be reflected in the selection and deployment of HR Technolog
The employee experience is about more than just the technology an organization uses.
Here are some insights on Ultimate Software drawn from our latest Value Index research, which provides an analytic assessment of how well total compensation management vendors’ offerings address buyers’ requirements.
Here are some insights on SAP SuccessFactors drawn from our latest Value Index research, which provides an analytic assessment of how well total compensation management vendors’ offerings address buyers’ requirements.
Here are some insights on ADP drawn from our latest Value Index research, which provides an analytic assessment of how well total compensation management vendors’ offerings address buyers’ requirements.
Here are some insights on beqom drawn from our latest Value Index research, which provides an analytic assessment of how well total compensation management vendors’ offerings address buyers’ requirements.
Here are some insights on PeopleFluent drawn from our latest Value Index research, which provides an analytic assessment of how well total compensation management vendors’ offerings address buyers’ requirements.
Here are some insights on Workday drawn from our latest Value Index research, which provides an analytic assessment of how well total compensation management vendors’ offerings address buyers’ requirements.
Here are some insights on Oracle drawn from our latest Value Index research, which provides an analytic assessment of how well total compensation vendors’ offerings address buyers’ requirements.
I am happy to share some insights from our latest Value Index research, which rates how well vendors’ offerings meet buyers’ performance requirements in seven categories, five relevant to the product (adaptability, capability, manageability, reliabil
Compensation management is a critical part of human capital and talent management processes.
Here are some insights on Paychex drawn from our latest Value Index research, which provides an analytic assessment of how well payroll software vendor offerings address buyers’ requirements.
Here are some insights on Workday drawn from our latest Value Index research, which provides an analytic assessment of how well payroll software vendor offerings address buyers’ requirements.
Here are some insights on Kronos drawn from our latest Value Index research, which provides an analytic assessment of how well payroll software vendor offerings address buyers’ requirements.
Here are some insights on SAP SuccessFactors drawn from our latest Value Index research, which provides an analytic assessment of how well payroll software vendor offerings address buyers’ requirements.
Here are some insights on Ultimate Software drawn from our latest Value Index research, which provides an analytic assessment of how well payroll software vendor offerings address buyers’ requirements.
Here are some insights on Oracle drawn from our latest Value Index research, which provides an analytic assessment of how well payroll software vendor offerings address buyers’ requirements.
Here are some insights on Ceridian drawn from our latest Value Index research, which provides an analytic assessment of how well payroll software vendor offerings address buyers’ requirements.
ADP, a longtime leader in the payroll software market, ranks first overall in this Value Index evaluation.
I am happy to share some insights from our latest Value Index research, which rates how well vendors’ offerings meet buyers’ performance requirements in seven categories, five relevant to the product (adaptability, capability, manageability, reliabil
Many decision-makers in HR believe the main function of an HCM system is to track and report on the sequence of events that form an employee life cycle.
The payroll preparation process has long been a labor-intensive set of administrative tasks designed to ensure that everyone is paid correctly and on time.
On February 24th Cornerstone OnDemand announced their plan to acquire rival Saba Software for approximately $1.4 billion in cash and stock.
On February 20th Kronos Incorporated and Ultimate Software announced their agreement to merge in an all-stock deal. The companies’ boards have approved the deal, which is expected to close in late March.
Ventana Research recently announced its 2020 research agenda for human capital management, continuing the guidance we’ve offered for nearly two decades to help organizations derive optimal value from business technology and improve outcomes.
Organizations universally desire the business outcome of improved organizational agility — in other words, the ability to quickly and effectively identify and respond to business risks and opportunities, typically through workforce-related actions.
The workforce is the center of any organization, no matter if the workforce consists of employees, contractors or what we call gig workers. It stands to reason that a black-swan event has an immediate impact on a workforce and thus an organization’s
I am happy to share some insights on NOVAtime Technology drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights on Reflexis drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights on Infor drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights on Workday drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
Human resources and recruiting departments, and most job candidates, are well aware that we are firmly in a seller’s market when it comes to finding and hiring high-quality talent.
I am happy to share some insights on SumTotal Systems drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights on JDA drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights on Ultimate Software drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights on SAP SuccessFactors drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights on ADP drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights on Oracle drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights on Ceridian drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights on WorkForce Software drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights on Kronos drawn from our latest Value Index research, which provides an analytic representation of our assessment of how well vendors’ offerings meet buyers’ requirements.
I am happy to share some insights gleaned from our latest Value Index research, which provides our assessment of how well vendors’ offerings meet buyers’ requirements.
As modern workforce management (WFM) takes hold, employees are seeing changes in how they account for their time and how they access information on payroll, benefits, time off, company policies and improving their knowledge and skills.
It’s no secret that employees are overwhelmed. They’re having to use an array of systems and enterprise tools in the flow of work and deal with an explosion of email messages and other communications requiring some response or action and mountains of
In January 2019 SAP SuccessFactors and Kronos announced a global reseller agreement under which SAP SuccessFactors will sell Kronos Workforce Dimensions under the name SAP Time Management by Kronos.
Roughly half of my more than 30-year career in human capital management was spent as a line manager responsible for HR technology strategy, selection and deployment.
Ventana Research has awarded IBM its 2019 Digital Innovation Award. This award recognizes the vendor’s support for identity management using blockchain technology through IBM Verify Credentials.
“Platform,” as used in the world of technology, originally referred to an operating system on which one could construct software applications.
In this video I discuss strategies for effectively engaging candidates to win the war for talent, particularly “passive talent,” or those who are not seeking a new opportunity because they are likely well cared for where they are.
There are many strategic and operational advantages to combining U.S. and Canadian employees into a single database and these benefits apply to all sizes of organizations.
The workforce is an essential part of an organization’s overall business potential because it ensures continuous operations, even in black-swan events.
What is the purpose of people analytics within an organization, and what are the typical challenges to deploying and maximizing the value of people analytics?
Over the last two decades, the learning management system (LMS) technology market has evolved more dramatically than any other HR or HCM technology area, and for good reason.
I am happy to share some insights from our latest Value Index research, which rates how well vendors’ offerings meet buyers’ performance requirements in seven categories, five relevant to the product (adaptability, capability, manageability, reliabil
Here are some insights on Cornerstone OnDemand drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs
Here are some insights on Saba drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs.
Here are some insights on SAP SuccessFactors drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs.
Here are some insights on Oracle drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs.
Here are some insights on PeopleFluent drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs.
Here are some insights on Docebo drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs.
Here are some insights on Infor drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs.
Here are some insights on Skillsoft drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs.
Here are some insights on Workday drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs.
Here are some insights on SumTotal Systems drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs.
Here are some insights on D2L drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs.
Here are some insights on Cegid drawn from our latest Value Index research, which provides a balanced perspective of Learning Management Systems (LMS) vendors and products that’s rooted in an understanding of business drivers and needs.
Organizations are embracing analytics about their workforce to transform their operations and develop lasting competitive advantages. With more and more data available, organizations have much greater insight into their people-related business proces
An organization’s business objectives related to profitability, growth, continuity, risk and core values are all impacted by Human Capital Management (HCM) concerns and must be considered in the context of the people agenda. Improving performance aga
This analyst perspective (presentation) covers how Compensation Management, related enabling technologies and data strategies continue to evolve, particularly in the context of prominent business issues facing all organizations today.
Key success drivers for organizations have changed in recent years. While workforce productivity, innovation, cost management and efficient processes will always be critical, business imperatives related to agility, enterprise-wide collaboration and
While it may be common knowledge that financial services organizations include annual cash components as the cornerstone of their compensation plans, effectively managing the more unique and complex aspects of these plans is essential.
Determining and providing the appropriate compensation for each person — whether it involves base pay, variable pay such as commissions or bonuses or longer-term incentives in the form of cash or equity or other rewards — is critical to being able to
People analytics is a specific focus in Human Capital Management (HCM) that enables organizations to have data-driven insights that optimize the impact and value of the workforce.
For decades, organizations have been trying to make information and analysis available to the lines of business to improve their operations. Our research shows that analytics generate value for organizations in multiple ways, including by helping the
Organizations must operate with agility to survive and thrive during periods of change and uncertainty. The modern business environment features fluid challenges and opportunities, particularly those related to the workforce and the organization’s st
The payroll function has traditionally focused on consistent execution of employee service and compliance assurance, with incremental improvements from process automation and other small efficiency gains made along the way. But the mandate, scope and
Job descriptions have long served as a foundational element of an HR department’s daily operations. This is largely due to the organization needing a common lens and framework through which to hire, evaluate, develop and compensate employees.
Ventana Research has announced its market agenda for 2021, continuing the tradition of transparency in our efforts to educate and guide the technology market but also our independence as we do not share our market agenda or analyst perspectives with
Ventana Research recently announced its 2021 research agenda for Human Capital Management, continuing the guidance we’ve offered for two decades to help organizations derive maximum value from workforce-related technology investments and initiatives.
Even the most casual observer of HR Technology trends and associated vendor marketing themes will have noticed that the notion of “putting people first” has become ubiquitous as a way for vendors to distinguish themselves.
Simply defined, an “HR-M&A lifecycle” is the sequence of critical workforce and HR-related activities and decisions that span due diligence through business integration after an M&A event is announced.
Many of us who have operated within the human resources profession or been involved in strategic initiatives aimed at placing the workforce at the center of competitive advantage (aka human capital management endeavors), thought we were at least conv
The joining forces of two sizable companies, in this case totaling over 12,000 employees, can be expected to elevate both business risk and business opportunity. The risk side of the ledger typically impacts employees and customers. Employees become
There is a sea change happening in the Human Capital Management systems market. Historically, the predominant orientation of human resources departments has been about mission and goals from an employer’s perspective, spanning areas such as regulator
The employee experience (EX) ultimately drives business performance and is an important part of attracting and retaining top talent in a low unemployment and skill-shortage environment. This VentanaCast video discusses how workforce management (WFM)
The employee experience (EX) ultimately drives business performance and is an important part of attracting and retaining top talent in a low unemployment and skill-shortage environment. This VentanaCast video discusses how workforce management (WFM)
Many organizations are having a difficult time selecting what they believe to be the “best fit” HCM system for their particular strategic workforce goals and priorities.
Payroll management is one of the six major focus areas in the Human Capital Management research and advisory practice at Ventana Research.
The employee experience (EX) ultimately drives business performance and is an important part of attracting and retaining top talent in a low unemployment and skill-shortage environment. This VentanaCast video discusses how workforce management (WFM)
"Configurable" has historically been used to describe the degree to which enterprise software, such as HCM systems, can readily adapt to a customer’s business and process requirements, ideally with no (or only modest) involvement from software expert
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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