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TribeHR has brought to market an HR application suite that uses social collaboration to empower workers and managers to perform tasks that might once have been done mostly by HR professionals, or not done at all. The software-as-a-service-based TribeHR application helps businesses with fewer than 500 employees with recruiting, applicant tracking, onboarding, performance and goal setting, and time and vacation management – but with a twist. By using social collaboration as a foundation for its functionality, TribeHR takes advantage of knowledge sharing, the most valuable approach our human capital management benchmark research found for engaging the workforce.

Recently the company announced a new release of its software that provides further social media integration to more easily get candidate information from LinkedIn and Facebook, lets users post feedback and kudos on Facebook, and captures feedback from that channel. It’s easy to register for a trial of the product, so I did. I found the product easy to engage with, and thanks to its collaborative approach, it’s easy for employees to share information and converse with each other. The application lets you easily see staff profiles across the team, which helps drive better understanding of team members.

The latest release introduces a simple approach to performance management that is part of the new approach to engaging workers. Managers can assign individual and team goals, track progress and post recognition when goals are reached either in a peer or public manner, and even publish recognition to Facebook. I also like the ease of having actions and goals defined in the system. Companies can share their list of corporate values, and review how employees support the values through their actions. This approach helps engage teams of people as human capital.

For recruiting, TribeHR can automate job postings to external websites, job boards and Facebook, and post applications back into TribeHR. It can use a LinkedIn profile for a job application. The software makes it simple for applicants to be reviewed and prioritized for interview and potential future hiring which save valuable business time of hiring managers. This level of integration with social media addresses factors our benchmark research found improve the quality of hire (79%) and address metrics like cultural fit (64%). Other key features include:

  • A corporate calendar that can be integrated with existing Outlook, Google or iCal calendars
  • The ability to track time off
  • Storage of corporate documents for easy access
  • Simple ways to develop and maintain personnel profile and support time tracking.

Many of these capabilities can replace personal productivity tools, such as Microsoft Office, that do not foster collaboration or common goals among a workforce.

TribeHR can also integrate easily with Salesforce.com for sales force automation and FreshBooks for accounting. I hope to see it further integrate with Intuit QuickBooks, both of which are often used by small businesses. The company recently announced a reseller program to further extend access to its offering through a range of consulting firms.

TribeHR keeps it simple when it comes to pricing, with a low per-user per-month charge starting at $2 and going higher based on a company’s needs to engage across groups and teams. With its foundation of customers, the company can provide aggregated information in the form of metrics to give guidance on best practices; for instance, its recently announced pay raise index provides a benchmark to compare a company’s business practices to those of others of similar size. While I usually can find places for improvement in vendor offering, TribeHR provides a very robust offering for the price it charges. I expect we will see more of its offerings available on smartphones and tablets to further extend into the new reality of business computing.

Small businesses may lack an HR department, but they must have human capital management applications and processes that can operate with no or little administrative support. When it comes to helping organizations recruit, engage and retain talent, TribeHR provides a robust offering for an affordable price to help small businesses act smarter than the majority of big businesses. If your small business has not taken a look at TribeHR, don’t miss it.

Regards,

Mark Smith

CEO & Chief Research Officer

We have just released our 2012 Value Index for Total Compensation Management (TCM), in which we evaluate the competency and maturity of vendors and products. Our firm has been researching this category for many years, and our latest benchmark research in total compensation management found some improvement among applications in a field where many organizations still use outdated applications to manage an area with large financial and human capital impacts.

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 to successful adoption and use. In the process we identify best and worst practices that further refine how we assess technology vendors in this category.

Our research, including this Value Index on Total Compensation Management, looks at the complete range of aspects of compensation, from types of pay and benefits to the processes required to manage them and communicate with workers. We examine role-based requirements for an organization, as well as integration with performance and talent management. We look closely at the key product areas – usability, reliability, manageability, adaptability and capability – and also the customer assurance areas of validation and TCO/ROI.

A lot has changed among TCM suppliers in the past year. For instance, Plateau, which we rated Hot in 2011, was acquired by SuccessFactors, which in turn was acquired by SAP. Now SAP is focused on using SuccessFactors offering and placing the product investments on this offering. Taleo was acquired by Oracle and its product was put aside in favor of the newer Oracle Fusion Compensation Management.

This year we found many talent management vendors claiming to manage compensation, but some provide only a place to enter current compensation data for use in performance reviews or provide limited capabilities. These vendors lack a total compensation management approach that can be used across all roles – administrator, management, manager and employee and support the processes, communicated and integration required for meeting these needs and support of talent management.

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, reliability and manageability, which organizations indicated in our benchmark research are increasingly higher priorities. You can read the details on our methodology and process in the full TCM Value Index report.

Our analysis in the 2012 Value Index found six vendors that provide robust offerings. All six are rated Hot, which is the highest value level and demonstrates maturity of offerings. SuccessFactors ranks at the top, closely followed by Peoplefluent, then SumTotal Systems, Oracle, Excentive and ADP. We noted in our analysis that SuccessFactors and Peoplefluent showed rapid product advancements every quarter, and their focus on usability, manageability and reliability helped raise them above last year’s ratings. Oracle is a vendor to watch, with its latest release of Oracle Fusion Human Capital Management, which includes compensation and is available both on-premises and in the public cloud. New to the Value Index is Excentive, which is dedicated exclusively to total compensation management.

We take a lot of pride in our Value Index, and we believe it is cool to be a Hot vendor. The competitive market for these applications comprises a very mature set of products. Congratulations to the vendors that survived our detailed assessment processes and granular analysis, which represent how organizations assess and select vendors. If you want some further information, you can download the executive summary. We look forward to offering continued guidance to buyers on this critical application category for HR, finance and operations professionals who need to engage and retain employees by taking a comprehensive approach to compensation management and applications.

Regards,

Mark Smith

CEO & Chief Research Officer

Mark Smith – Twitter

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