ERP Talent Management Solutions – 5 Questions To Consider
The Technology Today
There is lots and lots of competition in the talent management software space right now. Many organisations are currently replacing their best of breed specialist recruitment technology with ERP Talent Management solutions such as Oracle, SAP or Workday.
It appears that Talent Management as a group of solutions is ever expanding and ever integrating. AP acquired Field Glass as well as Success Factors, and Oracle have acquired Taleo; giving both very powerful and wide ranging solutions.
Why The Rise In ERP Solutions?
When I started consulting in 2000, the ERP solutions such as SAP and Peoplesoft (now Oracle with the originators now developing Workday) were the pre-eminent recruitment solutions for large organisations. They were subsequently taken over by specialist products like as NGA.Net, PageUp, Taleo and many others. What are the key reasons for this renewed surge in the ERP Solutions? .
According to a Bersin report – “Buyers are increasingly seeking and buying integrated suites, rather than standalone software products, thus the purchase and pricing are suite-based or at least multi-module-based. The products that are used to manage talent today look far more alike than they are differentiated; functionally, they virtually all do the same things, many in the same ways.”
The Business Drivers Behind Acquiring an ERP
I spoke to a number of organisations implementing newer products such as Workday and SuccessFactors. Their key business drivers for doing so were:
- the ability to gain talent analytics;
- the simplicity of the overall talent solution; and that the
- C-Suite had purchased the entire suite of modules including recruitment.
5 Questions To Consider Before Acquiring an ERP
- Will stakeholders suffer any reduction of access or functionality (self-service or mobile etc)?
- Will recruiters still be able to provide qualified quality candidates with the same effort?
- Will any third party applications such assessment , referral networks, background checking or video interviewing readily integrate?
- Will the time and cost of implementation outweigh the benefit of moving to the new platform?
- Will recruitment be able to take up the new responsibilities involved in Talent Management?
Whatever the business drivers I think this move into ERP Talent management Systems will impact most large organisation recruitment functions and smaller Talent Management Solutions not part of an ERP Solution if they have not done so already.
This year’s Contingent Workforce Conference feature tracks on evaluating, implementing and optimising recruitment technology. You can learn more about the agenda here.
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About Trevor Vas
Trevor has worked in the Recruitment, Information Technology and the Finance industries in various professional consulting roles. He is a recognised leader in human capital management for large organisations and is an active speaker at industry conferences in Australia and New Zealand. In his previous role, Trevor was the Managing Director of an Australasian consultancy business that consulted and operated Managing Vendors at many of Australia’s and New Zealand’s largest organisations. Since the establishment of HCMS, Trevor has consulted to BHP, Coles Myer, Crown Casino, ASB Bank and Waitemata and Auckland District Health Boards in relation to their enterprise recruitment models including Recruitment Technology, Recruitment Processes, Preferred Recruitment Supplier Agreements and implementing and optimising Recruitment Centres. Trevor is a subject matter expert in Recruitment Technology and Resource Management and has assisted many organisations to improve their effectiveness in these areas.
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2 Responses to “ERP Talent Management Solutions – 5 Questions To Consider”
Leave a Reply to marc Havercroft
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Hi Trevor ,
It is clear technology is going to be a key part of the ‘new world’ workforce strategies. not just the internal HR teams but more and more business managers and employee’s – this in my experience adds three more questions to your list :
1) what is our internal change management & user adoption plan/resources
2) Platform as a service SAP HANA / success factors is now allowing you to build your own extensions to set processes – think apps on the apple store – so to ensure that total return not just in the first 3 years but beyond select a vendor who has PaaS , and that will ensure you actually get the flexibility to ‘bespoke’ but still all the benefits of a cloud consumer model .
3) with IoT and ERP now across all critical business – look beyond HR in isolation – the real power now is to be able to take data from all areas of the business to provide robust scenario planning for the C level around its critical workforce – so make sure the IT strategy extends to HR , giving you one platform , one source of truth and thus total use of all data to allow for that good l old big data true business insights .
kind regards
Marc
Hi Trevor ,
It is clear technology is going to be a key part of the ‘new world’ workforce strategies. not just the internal HR teams but more and more business managers and employee’s – this in my experience adds three more questions to your list :
1) what is our internal change management & user adoption plan/resources
2) Platform as a service SAP HANA / success factors is now allowing you to build your own extensions to set processes – think apps on the apple store – so to ensure that total return not just in the first 3 years but beyond select a vendor who has PaaS , and that will ensure you actually get the flexibility to ‘bespoke’ but still all the benefits of a cloud consumer model .
3) with IoT and ERP now across all critical business – look beyond HR in isolation – the real power now is to be able to take data from all areas of the business to provide robust scenario planning for the C level around its critical workforce – so make sure the IT strategy extends to HR , giving you one platform , one source of truth and thus total use of all data to allow for that good l old big data true business insights .
kind regards
Marc