You are currently browsing the monthly archive for July 2012.

Our research agenda for 2012 in human capital management outlined the importance of workforce management for all organizations. One provider, WorkForce Software, provides systems that support scheduling, time and attendance, leave and absence and fatigue management. As I noted in my last analysis on WorkForce Software, the company’s focus on the fatigue aspect of workforce management, especially in white-collar environments such as transportation, utilities and healthcare, has provided them both recognition and growth. I attended the company’s first technology analyst summit this week to get a deeper view into the company and its products and see how it is shaping up in light of our research on the key applications providers in this market.

WorkForce Software continues to grow its customer and employee lists, with now hundreds of customers and rapidly growing cloud computing adoption through software as a service. The company continues to advance its core EmpCenter application, which provides a range of capabilities. Part of its unique approach is the configurability provided in its Advanced Scheduler, and its ability to monitor workers that might have multiple responsibilities that organizations need to account for cost or job tracking, which is critical for finance and activity-based costing where grants and budgets need to be closely tracked. This configurability is available without the need for custom programming; the policies and rules are defined by the business users who are held accountable for them. It’s easy to switch between activities and do costing for work at potentially different rates – a critical requirement for organizations such as universities and service businesses that use labor for a variety of needs. The application integrates pre-developed content from labor law and industry regulations to help ensure that scheduling complies with these policies. It’s predictive and policy software approach can assess any potential conflict that could happen with planned schedules is unique.

EmpCenter 9 was released this year with a major focus on supporting global and mobile deployments, and it provides a more open and integrated approach with other applications. On the global side of advancements, EmpCenter now supports 10 languages in addition to English. On the mobile technology side, the company has enhanced the mobile aspects of Workforce Management. It now uses HTML5 so that EmpCenter Mobile can operate across compliant browsers on Android and Apple devices. The company has indicated that HTML5 will replace native support of Android and Apple-based technologies. I am still a little skeptical on a complete move to HTML5, as it has not yet proven its stability across browsers, operating systems and Android devices. In addition, HTML5 cannot leverage local mobile hardware features for camera, video, field communication (NFC), gesturing and other technological advancements the way a native approach can.

The new release provides some critical productivity improvements. For instance, in what it calls one-touch callout, shifts can be announced to workers across multiple channels, such as email, text, phone and even social media, This helps address the preferences of workers; for instance, millennials often respond faster to texts than emails. Event-based scheduling can help plan one-time events or projects that need immediate attention for staffing, and can use one-touch callout to reduce the time it takes to get workers with specific skills. Across the board EmpCenter 9 has improved usability, from simplified steps in prompted wizards to more use of dragging and dropping in the application interface.

At the analyst summit, I got a deeper technology review of the software’s badge and biometric reader options. I got to see the new EmpCenter Engage Tablet, which uses an Android tablet for a range of time and attendance and other necessary worker interaction tasks, and which has a video camera that can be used for identification. This technology supports global deployments in regards to power and network connectivity, and supports attachments for other interaction needs. The Windows-based EmpCenter Touch Screen provides a simple kiosk-based approach that can be used in many environments. The company also can support time and attendance tasks at the desktop, allowing for easy checking in and out of projects. This variety of choices is part of the unique value in WorkForce’s approach compared to others, and it is an area that we focus on in our benchmark research on the needs of organizations in next-generation workforce management.

With regard to openness, WorkForce Software has expanded integration with ADP, IBM, Oracle, SAP and even Kronos to help make its software easier to integrate. I recently came across WorkForce Software at SAP Successfactors conference and saw how the two companies are working to integrate the talent management and new global payroll offerings. These technical partnerships help WordForce Software ensure the highest level of productivity and advancement for organizations who want to employ workforce management. As the company continues to advance its applications, it will need to address the concerns we have found in our data in the cloud benchmark and the broader needs we uncovered in our information management benchmark.

My review of version 9 provided some critical insight into its flexibility for meeting a range of needs across industries, especially those that need to track time and allocate costs. It has many nice capabilities for managers and employees for keeping track of information and alerting them to potential issues that could arise, such as when overtime could occur with a current schedule or when issues arise based on policies and compliance. It also can support a blended rate based on tasks and place of work. These are critical needs for varying industries, and point to the software’s flexibility for business users. Still, nothing is perfect – I believe EmpCenter could use technological advancements in its workforce analytics; specifically, usability and interactivity for a range of needs should have a higher priority than what I have seen. The company should also explore further ways in which it can help organizations engage employees, which will require some examination of social collaboration, and where it can integrate further with the onboarding of workers, to speed the process and find ways to limit the administration and paperwork required.

Workforce Software is doing a great job to advance the workforce management software market. Its challenges are less in its software and more in advancing the visibility of the breadth and depth of its offerings and gaining further adoption in white-collar industries, where businesses still manually handle many of their workforce’s scheduling, tracking and monitoring tasks. WorkForce’s fatigue management feature is a critical distinction for its software, and its approach can be used in many industries. Now, as it is fully engaged in the software-as-a-service approach, the company can gain new customers who don’t want to worry about technical implementation or resource issues at their sites.

If you are ready to reassess your current approach to workforce management and have not considered WorkForce Software, you should examine it more closely, as it has a good reputation and a solid offering in the market.

Regards,

Mark Smith – CEO & Chief Research Officer

We have just released our 2012 Value Index for Sales Performance Management (SPM), in which we evaluate the competency and maturity of vendors and products. Our firm has been researching this software category for many years, and our latest benchmark research in sales performance management found many areas for improvement among sales applications in a field where many sales organizations still use outdated or insufficient applications to manage revenue generation and customer relationships.

I am excited to bring this research to market again this year. No other research firm performs this level of analysis or follows it up on a regular basis. The Ventana Research methodology utilizes a request for proposal and assessment approach, and each value index takes six months to complete; unlike other analyst firms, we look at the product details that have the most importance in successful adoption and use. In the process we identify best and worst practices that further refine how we assess technology vendors in each category.

Our Value Index analysis for Sales Performance Management looks at the complete range of applications for sales organizations, including forecasting, coaching, compensation, incentives, quota and territory management and other key areas. This year it also examines the emerging needs for mobility, collaboration and analytics. We examine role-based requirements for a sales organization, from management, managers and operations to the account and sales representatives. We also look at the need for integration with other applications and processes. We individually assess and score the key product areas of usability, reliability, manageability, adaptability and capability, and also the customer assurance areas of validation and TCO/ROI.

A lot has changed among SPM suppliers since our last Value Index. For instance, Oracle has made multiple releases of Fusion CRM for Sales. Its applications are now rated Hot and rival those of salesforce.com; as well Oracle has many applications that salesforce lacks. For the first time we assessed SAP Sales OnDemand; its new focus and the updates to this cloud-based application have advanced it significantly. Xactly continues to release applications that are usable, manageable and adaptable to an organization’s sales processes. Microsoft has made significant strides with its applications, which now can be accessed on mobile platforms such as Apple iOS and Android. These are just a few examples of the advances in applications for sales that go well beyond the traditional sales force automation of the past.

While many vendors use the sales performance management moniker to describe their application suites or capabilities, some are just beginning to address the broad scope of needs across all sales processes. We do not assess in the SPM context vendors that provide only sales force automation applications, which really just track accounts, contacts and opportunities; that is only one portion of what sales organizations need to be efficient and effective. The SPM category is maturing rapidly, with new applications and capabilities that often available for rent in the cloud by organizations that prefer that approach to buying and installing software.

Our Value Index methodology assesses vendors across the seven categories noted above, each weighted according to its priority to buyers, and sums the results to 100 percent for scoring purposes. We placed a heavier emphasis this year on usability and manageability, which organizations indicated in our benchmark research are their highest priorities. You can read the details on our methodology and process in the full Sales Performance Management Value Index 2012 report.

Our analysis this year found eight vendors that provide robust offerings and deserve to be rated Hot, which is the highest value level and demonstrates maturity of offerings. Oracle and salesforce.com rank at the top, followed by SAP, Xactly, Microsoft, Varicent, CallidusCloud and Synygy. We note in our analysis that Microsoft and Oracle showed rapid product advancements, and their focus on usability, manageability and adaptability helped raise them in the ratings from last year. Oracle is the only vendor ranked Hot in the Capability evaluation, which is a thorough examination of all of the features needed for sales performance management. Salesforce.com has its work cut out to keep pace and maintain its leadership position in the face of fierce competition from the other vendors listed here.

We take pride in our Value Index, and we believe it is cool to be a Hot vendor. Unlike us, IT-focused analyst firms that do not research or advise sales organizations have a limited view focused on SFA or sales compensation and have created more confusion than clarity. The competitive market for these applications comprises a mature set of applications and capabilities across the roles and responsibilities of sales. Congratulations to the vendors that stood up to our detailed assessment processes and granular analysis, which represent how organizations assess and select vendors. If you want further information, please download the executive summary. We look forward to offering continued guidance to buyers on this critical application category for sales and operations professionals who need to have the most productive and result-oriented sales organizations.

Regards,

Mark Smith

CEO & Chief Research Officer

Mark Smith – Twitter

Top Rated

Stats

  • 168,028 hits
Follow

Get every new post delivered to your Inbox.

Join 18,302 other followers

%d bloggers like this: