"So I'm about done here," said our client Tricia on the phone, sounding exasperated. "Really, Trish?" I asked her. "Was it just a bad day, or are you seriously thinking about quitting your job?" "Tell me what you think," Tricia replied. "We lost another great candidate today - an ace. I spent [...]
Big Data: A Quick-Start Guide for Learning Practitioners T+D My Cloud Talent Success team drove these accomplishments by starting with the end in mind, using all our data sources, and frankly, outsourcing the analytics expertise: We pinpointed ...
"Experience of life on the client side has enabled Tim Payne (pictured) to bring innovation and energy to his role at KPMG. He explains why his past lends him a unique level of respect when advising, and how data is making the future of HR uncertain."
Talent continues to top the list of executive concerns. And it’s no wonder, given its far-reaching impact on every aspect of corporate strategy and operations. But instead of thinking solely in terms of their people strategy, company leaders are zeroing in on where talent makes a fundamental difference in business strategy. They are focusing on how talent can help them achieve the following four strategic priorities: power growth, realize ROI, manage risk, and enable transformation.
Integrated talent management - a new and somewhat daunting prospect for many organisations - is something any well-run company must do, according to Josh Bersin, Principal and Founder of research analysis organisation Bersin by Deloitte. Bersin adds that trends in the talent systems market indicate this is rapidly becoming a feasible goal.
Bersin by Deloitte’s 2013 research into the spend on talent management systems shows that investment is growing at an even faster rate than previously expected. Currently 32% of all investment into HR systems is spent on talent-related solutions, from recruitment to succession planning. But according to Bersin’s report, the three big new areas in talent management software are analytics, mobile, and social media.
One of the factors that accounts for the continuing expansion of the HR systems market, including talent management, is the rapid development of cloud-based systems that operate over the Internet.
Another contributing factor is the continuing convergence of systems as acquisitions and mergers, which enable vendors to offer a full range of functionality covering the spectrum of talent management processes.
“With the right long-term architecture you can now expect all your HR and talent systems to work very well together,” says Bersin.”
“For the first time in our history as an analyst firm, the talent management systems market is filled with excellent solutions (albeit each is different), all focused on high value capabilities, and ready for companies that don't want to take big risks.”
Estimated to be worth upwards of $4.2 billion, the market for corporate learning and talent management systems is growing at 22% with even higher growth rates in talent acquisition and talent management software.
Major players in this field include CornerstoneOnDemand, Oracle / Taleo, SAP / SuccessFactors, Lumesse, SilkRoad, Saba, PeopleFluent, Halogen Software, ADP, SumTotal Systems, iCims, Ultimate Software, Technomedia, JobVite who have been joined other major new entrants such as IBM (Kenexa), ADP, LinkedIn, and Salesforce.com.
ComputerWeekly.com (blog) Forget big data analytics, try geospatial complex diverse-data analytics ComputerWeekly.com (blog) Just when you thought you knew where data came from, the industry points you to spatial diverse-data and the need to...
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