Analyst Perspectives

Interactive Intelligence (ININ) recently invited partners, consultants and analysts to Portugal to hear about the latest developments in its products. Not surprisingly given the extensive range of products it now supports, none of us had much time to enjoy Lisbon but were put through an intensive program of presentations and discussions.

Are you a human resources executive who’s still using spreadsheets and various database systems to track and manage compensation and incentives of your workforce? If you aren’t, then believe it or not, you’re in the minority.

Turning data into information for taking actions and making decisions has bedeviled businesses throughout the computer age. Many organizations have data in dozens of applications and legacy systems along with many reports in various business intelligence systems. The challenge is to get data from each of the reports and assemble it into contextualized views of information for particular business needs. In our benchmark research on what we call information applications, only 11 percent of...

In various forms, business intelligence (BI) – as queries, reporting, dashboards and online analytical processing (OLAP) – is being used increasingly widely. And as basic BI capabilities spread to more organizations, innovative ones increasingly are exploring how to take advantage of the next step in the strategic use of BI: predictive analytics. The trend in Web searches for the phrase “predictive analytics” gives one indication of the rise in interest in this area. From 2004 through 2008, the...

Turning data into information for taking actions and making decisions has bedeviled businesses throughout the computer age. Many organizations have data in dozens of applications and legacy systems along with many reports in various business intelligence systems. The challenge is to get data from each of the reports and assemble it into contextualized views of information for particular business needs. In our benchmark research on what we call information applications, only 11 percent of...

You’d think it was raining “social.” Social media, social networking, social marketing, social recruiting, social learning – so many aspects of business these days have a “social” component to them.

Human resources professionals must deal with volumes of workforce data that resides in disparate software systems, including individual spreadsheets. But although the data is accessible to them, many organizations don’t have technology to aggregate, synthesize and analyze it, and so cannot easily use it to make efficient and effective decisions about talent acquisition and talent management.

Humanize every step of the employee experience. That was the grand theme of this year’s opening keynote just over a week ago at ERE Expo 2011 Spring by Matthew Jeffery, global director of talent brand for Electronic Arts, titled “Recruitment 3.0: Why traditional recruiters will be replaced by ‘emotional marketers.’” His speech emphasized the importance of emotionally connecting with candidates and employees alike and creating talent communities via social, mobile, cloud and collaboration...

When I entered the human capital management space over a decade ago, the Internet had just started to transform the way companies recruit, hire and manage their workforces. Since then the technological transformations have been astounding: Social media, mobile devices and cloud computing are just a few. And although every talent acquisition and talent management system available today is about getting users to the short list of qualified applicants faster and more accurately and managing all...