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The Future of HR Applications, Part 3
Over a month ago I published part 1 and part 2 of this series. I promised that in the 3rd and last part I would come back on the impact on the market. So it is time to get you out of suspense...
What does it mean?
HR Applications have reached a stage of maturity (see part 1 and part 2). In a mature market of talent management products it is expected that organizations want to acquire market share and increase size. Here comes the old eat-or-be-eaten concept. SAP and Oracle have demonstrated that they prefer their own course and increase by doing their own development. So the expected acquisitions will have to come from the angle of medium to large talent management systems or programs and BPO's (Business Process Outsourcers). Not really a surprise in this. Ultimately it ,yet again, comes down to traditional market share and increase.
Innovations
There will continue to be companies showing up with disruptive concepts. A niche concept which can be done differently and more effectively than one initially thought. In other words more innovation. Such small niche developments turn out to be targets for the subject in the following paragraphs.
4 columns of talent management
Some predictability can possibly be found as talent management always consisted of 4 pillars, namely: recruitment, performance, learning and compensation. From the current suppliers it is possible to trace which parties are eligible for acquisitions to extend existing applications with an existing product pillar. TechRadar assumes that more companies will opt for an integrated product versus individual solutions linked together.
Acquisitions
In one breath with the previous paragraph we can mention that acquisitions will play a role. Earlier this year we have already seen that Taleo now also acquired, in addition to Vurv in 2008, the Saas vendor "Worldwide Compensation" for 14M. Taleo expands with a Saas compensation application, which they did not have. But the acquisition of Vurv by Taleo was technology they already had, namely recruitment. So the parties will not always make acquisitions for the technology. Also BPO's will be parties that will do acquisitions of technology to expand their services.
Mentioned conclusions are probably correct but less interesting than I had hoped. Apparently the future of HR applications consist of small innovations and acquisitions instead of exciting new developments and applications of Social Media in the field. Van de Haterd, a dutch market specialist, said earlier this year on his blog rectec.nl that real innovation will come from outside. So I hope for a really new development within HR in the coming year and a half and am wondering from which angle we should expect it. Keep your eyes on us as we have several ideas ourselves.
Comments
Top 5 ideas:
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(4 votes) Add FLAGS to report criteria
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(19 votes) improve matching
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(3 votes) Managers portal
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(2 votes) Apply with Linkedin
Released ideas
2012-03:
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