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Using our research, best practices and expertise, we help you understand how to optimize your business processes using applications, information and technology. We provide advisory, education, and assessment services to rapidly identify and prioritize areas for improvement and perform vendor selection
We provide guidance using our market research and expertise to significantly improve your marketing, sales and product efforts. We offer a portfolio of advisory, research, thought leadership and digital education services to help optimize market strategy, planning and execution.
Services for Technology Vendors
We provide guidance using our market research and expertise to significantly improve your marketing, sales and product efforts. We offer a portfolio of advisory, research, thought leadership and digital education services to help optimize market strategy, planning and execution.
Total Compensation Management
About Buyers Guide Inclusion
Product Briefing Period: Open
To satisfy the overall inclusion criteria for the Ventana Research Total Compensation Management Buyers Guide for 2024, a software provider must:
- Be in good standing financially and ethically.
- Have at least $10 million in annual or projected revenue .
- Operate across at least two continents.
- Have at least 50 customers.
- The principal source of the relevant business unit’s revenue must be software-related and there must have been at least one major software release in the last 12 months.
- A software provider must have the following characteristics:
- Have a product that provides compensation-specific applications supporting manager and employee, analyst and administrative, analytics and planning capabilities in standalone form or as part of a suite of applications.
- Have a product that provides compensation-specific applications supporting manager and employee, analyst and administrative, analytics and planning capabilities in standalone form or as part of a suite of applications.
Buyers Guide Information Video
Please watch for more detailed information on the Buyers Guide process
The following sections of the capability document must be completed to be included in the following reports:
Total compensation reflects the combined power of compensation management and compensation planning for an end-to-end coverage of compensation lifecycle.
* Please note that providers who serve both planning and management will also be included in the Total Compensation Buyers Guide.
Compensation planning centers on the tasks and personas involved in strategizing compensation programs. It is about designing effective compensation structures to attract, retain, and motivate employees. Operationally focused, compensation planning ensures that the organization’s compensation strategies align with business objectives. Key activities include creating and adjusting compensation plans based on market trends, organizational goals, and individual performance. Compensation planners balance fixed (salary) and variable (bonuses, stock options) components, address equity and fairness, and collaborate with managers and executives to plan compensation budgets.
- Addressing Compensation Planning Processes & Strategy
- Support for Total Compensation/Total Rewards
- Compensation-specific support
- Integration-specific support for Total Compensation
- Integration-specific support for Compensation Planning
- Manager capability-specific support for Total Compensation
- Manager capability-specific support for Compensation Planning
- Analyst and administrative capability-specific support
- Analyst and Administrative capability support for Compensation Planning
- Pay Equity Support
- Support for Emerging Business Technologies
- Investment
Compensation management is a critical HR function that encompasses analyzing, defining, and overseeing the salary, incentives, and benefits of every employee within an organization. Its strategic focus lies in aligning employee compensation with business goals. The activities involved in compensation management include conducting internal and external research to benchmark salary ranges, developing pay structures, setting pay rates, designing bonus plans, conducting job evaluations, administering bonuses, and ensuring that the compensation and benefit management program aligns with the company’s goals and values.
- Addressing Compensation Management Processes and Needs
- Support for Total Compensation/Total Rewards
- Compensation-specific support
- Integration-specific support for Total Compensation
- Integration-specific support for Compensation Management
- Manager and employee capability-specific Compensation Management support
- Manager capability-specific support for Total Compensation
- Manager capability-specific support for Compensation Management
- Analyst and administrative capability-specific support
- Analyst and Administrative capability support for Compensation Management
- Pay Equity Support
- Support for Emerging Business Technologies
- Investment
Frequently Asked Questions
When are the submission files due and when will you publish the report? -
Completed surveys and customer references for this Buyers Guide are due on June 7th, 2024. The scoring period is scheduled to last through June 2024, during which time we will contact references and schedule a briefing. The publication is currently scheduled for the July of 2024.
How (and to whom) should we deliver completed submission packages? +
Please upload the submission package and all supporting documents in our FileCloud portal. For all questions regarding FileCloud, please contact the research analyst Hayden at hayden.christie@isg-one.com.
How does the customer reference process work? +
We ask that you provide five customer references along with your completed submission package. You can enter this information in the appropriate fields in the Intro & Data document, or you can provide it directly to the research program manager. We send each reference an email message with the questions below; alternatively, we are happy to have a phone call if the reference prefers to answer the questions that way. In all the process should not require more than 10 minutes of a reference’s time. All responses are confidential; while customer feedback is a valuable part of our evaluation, we do not share the content of reference interviews with the vendor or the general public.
Below is a list of questions we ask references. Analysts may follow up with an email message or phone call for clarification or further details.
- How long have you been working with the vendor, and using this product in particular?
- Which specific version of the product do you currently use?
- How many people use the product across your organization?
- What makes the product most valuable to your organization’s needs?
- What makes the product most unique to the needs of the organization?
- What were the main challenges during the deployment of the product?
- What are the main challenges (if any) since deploying and using the product?
- What areas would you like for the vendor to improve (relative to product or relationship overall)?
- If you’ve shared that feedback with the vendor, were you generally satisfied with the actions taken?
- What’s your level of satisfaction with the vendor’s products, support and partnering approach?
We would like to participate in the Buyers Guide but currently do not have the resources for this undertaking. How can we ensure the best score possible? +
We strongly encourage full participation in the Buyers Guide, but if this is not possible, we suggest you provide whatever documentation you have on your product — release notes,
any publicly available information and anything else that will help provide an accurate picture of the product for the analyst. We also suggest you provide customer references and schedule a briefing with the analyst during the scoring period. Please contact Research Analyst Hayden Christie for further information about limited participation.
How are the references contacted? +
- How many and what types of questions can they expect?
- There are about 10 questions, sent over email that they can answer electronically, call won’t be required.
- How long will the survey take to complete?
- 10-15 min
- How long do they need to have been a customer?
- Minimum one year
Is there a cost to participate/be included? -
No, there is no cost to participate and thus we encourage all providers to participate. There are licensing opportunities for the reports that vary in cost depending on the package you license. Please reach out to us for more information on licensing.
We would like to be excluded from the Buyers Guide; is this possible? +
Prior to initiating any new Buyers Guide, our leadership team develops criteria that include the nature of the product, product marketing, overall revenue and countries of operation. All products that meet the criteria are included in the Buyers Guide. In our view, this policy is essential for ensuring our evaluation is unbiased and that it accurately represents the state of the marketplace and the needs of business executives pursuing RFPs.
Are briefings/demos required? +
Yes, briefings are required for the purpose of confirming the analysts’ assessment and clarifying any outstanding issues. The analyst or research program manager will contact you to set this up during the scoring period.
What is required at the briefing? +
We ask that you imagine the briefing as a final pitch for a $1 million deal. Please plan for an hour and understand that schedules often prevent extending these sessions. We suggest you structure the briefing as follows, allotting about 15 minutes per segment: Company overview, product overview and demo, discussion of product as relates to the Buyers Guide evaluation categories and Q&A.
May we review a previous Ventana Research Buyers Guide Market Report? +
More information about the Ventana Research Buyers Guide is on our website here. To purchase a buyers guide, please contact sales@ventanaresearch.com.
When can we see the report draft? +
We will share the courtesy copy of the Buyers Guide Report 72 hours prior publication.