Jim Holincheck

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James Holincheck
Managing VP
8 years at Gartner
22 years IT industry

Jim Holincheck is a managing VP in Gartner Research, where he manages the team that covers finance, human capital management (HCM) and procurement. He specializes in the HCM systems market. In this role, he helps provide a bridge between… Read Full Bio

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A Few Odds and Ends

by Jim Holincheck  |  February 27, 2007  |  3 Comments

I have been heads down working on the update to the MarketScope for Employee Performance Management Software.  I have been fitting in reference calls whenever I can get them scheduled.  The process has gone well so far.  Here are some of my learnings so far (to get the full detail you will need to read the published research):

  • Hosted/SaaS solutions are well-accepted by customers (not a big surprise)
  • Relatively few customers have adopted integrated Performance/Succession or Performance/Compensation solutions
  • Even fewer customers have adopted integrated Performance, Compensation, and Succession Management solutions
  • There is relatively little adoption of succession management and compensation management solutions from EPM providers compared to Performance, Recruitment, and Learning
  • Customer focus is on automation, not strategic use of talent management applications

Hopefully, this will whet your appetite a little bit.  Greater detail will be forthcoming in the research notes.

3 Comments »

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3 responses so far ↓

  • 1 Naomi Bloom   February 28, 2007 at 4:57 am

    No surprises, but how very sad the these applications are not being used more strategically. It’s 2007, and HR community still isn’t focused on or delivering what matters most to their organizations. Hiring the wrong people faster and at less cost isn’t what the CEO ordered, nor is tracking the performance appraisals process while your best performances are either leaving or “retiring” on the job.

  • 2 Tom O'Brien   March 1, 2007 at 2:53 pm

    Jim:

    Interesting observation about adoption – the driver seems to be automation of existing process.

    Not too surprising – since automation is easy compared to cultural change. Real, integrated pay/performance/succession management takes a MAJOR commitment from Sr. Management and very few companies get it done.

    Tom O’Brien

  • 3 Thomas Otter   March 6, 2007 at 2:39 pm

    Hi Jim,
    Look forward to reading them. You may find the report of a event I faciliated last week of interest.

    http://theotherthomasotter.wordpress.com/2007/03/05/first-thoughts-from-berlin-sap-hr-best-practice-meeting/