Comments on: Integrating Talent Applications (Suites)

By: HR Technology Postscript « Perceptive HR Technology

HR Technology Postscript « Perceptive HR Technology — Sun, 26 Oct 2008 17:50:42 +0000

[...] as does the market. One thing I noticed for sure (systematichr also commented on the subject in this recent post): companies are increasingly serious about getting the right kind of long-term [...]

By: Romuald

Romuald — Tue, 19 Aug 2008 20:26:36 +0000

One reason why integration capabilities still disappoint is that it is difficult to integrate something you’re not an expert on.
Recruiting solution vendors know perfectly their world and how it works internally but they don’t necessarily have a deep understanding how competency management solutions or core employee data management work.
To gain this understanding you need to have both parties at the table for extended period of times.
Now, multiply this by the number of potential integrations and you understand why most companies balk off at the idea of deep integrations.

I think this is where the value of industry groups such as HR-XML shows up (disclaimer: I am the President of the Board of HR-XML).
When you have multiple players around the table to discuss a new standard, there is a huge amount of knowledge that is exchanged.
During those discussions, all parties (who are expert in their field) explain what they are doing from a data and process perspective and this end up with standards that support all sides of the equation.

By: systematicHR

systematicHR — Tue, 05 Aug 2008 18:59:56 +0000

Meg – you’re right that the lack of a strong link is problematic – probably in more ways than we can currently predict. I’m disappointed in vendors who deliver lackluster integration capabilities, but at the same time, linking jobs and competencies on top of core employee data is also harder than most think.

And while not only is the talent market shifting, but companies like Workday might make the HRMS market shift as well. Lawson’s recent move to move core HR tables closer to the talent functionality also has a strong impact. I say it every 3 years, but I’m interested and excited to see what the next 3 years brings…

By: Meg Bear

Meg Bear — Mon, 04 Aug 2008 15:47:23 +0000

Absolutely, the integration of talent applicaitons without a strong HR link will ultimately be problematic. This is the long term issue that many companies struggle to see at the beginning.

By: JohnSumser.com

JohnSumser.com — Thu, 01 Jan 1970 00:00:00 +0000

Twitter will kick themselves for missing this The ownership of names is the long term play. Profiles: The Foundation This piece, by Mark Bennet, is a part of a complex conversation going on here, here, here andhere. It’s esoteric and does not bode well for the long term success of the solutions under consideration. Talent Management Suites will be the method use to drive 21st Century organizational optimization. But, it can only happen when the jargon is