Ever wonder how much growth a software firm should really target? If you thought the sky's the limit, you might want to think again.
Software & Services Safari
Many writers explore just one tech sector. Brian looks at the entire tech ecosystem to better understand the often conflicted relationships between software vendors, integrators, outsourcers and more.
Brian is in a unique position to diagnosis the winners and the losers in technology and services. He was the longest running (10 years) and most senior director of Andersen Consulting's (now Accenture's) global Software Intelligence unit - a position that required him to pick the best possible software solutions for hundreds of clients globally. He advised the firm on ERP software market forecasts and helped establish manpower planning estimates by vendor for deployment globally.Brian continues to remain close to technology buyers and sellers. When he left Andersen Consulting, he co-created a dot-com with blogger and former arch-enemy at Price Waterhouse, Vinnie Mirchandani. That firm helped broker efficient services contracts between software buyers and systems integrators. Since then, he's created TechVentive, Inc. - a company that helps technology firms better understand their markets - and Vital Analysis - the research and publishing arm of TechVentive. Brian still travels the world and publishes an impressive number of articles, research reports and blog posts annually to help software and services buyers make better business decisions. He can be reached at: brian @ vitalanalysis.com
There’s a real skills crisis in IT -- and it’s not a quantity issue. The new IT is not what the old IT was designed to do. For some, the new IT will create opportunities; for others, soul-searching and less relevance.
It's said that younger workers know on their first day on the job whether they'll stay for any time with this employer, based on how much genuine human interaction occurs on Day One. Here's an interview with an HR executive who's got an interesting perspective on the matter.
Recent remarks by a Microsoft executive about cloud ERP didn't ring true. A little digging brings clarity around his claims.
It's not enough for firms to create competencies around big data and data science. Organizations must also 'see' the insights in these huge, new data sources. Phil Simon takes a few questions about his newest book and the implications on people, businesses and technology.
Identified was bought by Workday and Monster acquired Gozaik and TalentBin. Smart market watchers should be asking "Why" these deals were done and what these deals could do to recruiting/HR vendors, competition and the companies that would benefit from re-imagined HR processes.
It's time to cull some of the spreadsheets that finance (and operational) executives are using. Cloud-based solutions can offer the audit trails, one-source-of-truth, collaboration and other features missing in solutions of yore.
This 6-part piece story looks at several new recruiting and HR technologies and how each radically changes how time is spent acquiring talent.
The ERP segment is undergoing a lot of change. Change, though, can create some uncomfortable moments for some folks and ERP vendors, customers and integrators will definitely feel something next year. What are some of these challenges and who will need to adapt?
No need to feel guilty about gaming your employer's sales compensation plan. A new book by Xactly's CEO argues that this is what sales professionals are supposed to do. One clue: Spreadsheets aren't probably going to cut it anymore.
Here's a look at the big stories that somehow didn't get much coverage or got overlooked altogether. Some of these bits, by themselves, weren't big stories; but when lots of vendors do the same thing, a trend emerges.
Businesses and Consumers both rely heavily on the information they find on the Internet. They get smart about their problems, potential solutions, possible vendors to contract with, etc. In fact, they may not contact your firm until well into the sales cycle. But, those firms who put few knowledge 'assets' on the internet may be seriously limiting their sales. Read on to see some smarter approaches emerging today.
The war for talent is definitely heating up and the best HR executives are adopting non-traditional technologies, innovative recruitment strategies and more to attract and retain talent. Read on to get a taste what surfaced from a number of interviews with leading HR executives.
If you thought HR software comprised Payroll, HRMS and Talent Management modules, think again. There are amazing new products that serve more than just your company. LinkedIn has become the biggest of these PERSON-based products and how well these solutions fit with solutions designed for CORPORATIONS should make for interesting viewing. Read (and comment on) this three part piece!
Selling HR software today requires attention to whether your customers want or appreciate a suite, specialized capabilities or ease of integration. Different kinds of solutions have to be marketed with a skill towards what different buyers want or need. Here's what some vendors are doing in this regard.