From a Knowledge Infusion standpoint, this year is proving to be a record breaking year on all accounts in helping organizations drive strategic value from HR technology investments. We would be blind and short-sighted if we didnt see that all around us, organizations are dealing with budget cutbacks and much more scrutiny around investments throughout the enterprise. Organizations are continually weighing the value of core HRMS solutions vs. talent management technologies.

Please see the attached InformationWeek article on how CIO's are dealing with a tough economy. A few key points:

1. Few New Hires
2. Hold Off On Upgrades
3. IT Inventory of High Potential Projects

As the HR spac continues to look at investments in technology, it is more important than ever to make these investments BUSINESS SYSTEMS, not HR SYSTEMS. In today's world, don't look for huge upgrade projects or huge ERP investments, look for quick-win, low hanging fruit, value-add investments to continue.

As you continue to create business cases and budgets for 2009, where are you focusing? Where do you need assistance?

Link to article

Another infusion of knowledge...

Interesting post by Vinnie Mirchandani regarding SAP's latest move to kill TomorrowNow. This is a VERY IMPORTANT move to many Knowledge Infusion customers who are either TomorrowNow customers presently or were looking at these models.

Is third party support realisitic for ERP/HR applications?

Do you think it is needed?

What does this mean to Oracle/PeopleSoft/SAP?

Take a read and let us know your thoughts..

Another infusion of knowledge

Link to article

After a day of speaking today about the lack of talent found in retailers and service businesses around the United States, this article from the Financial Times caught my eye. Knowledge Infusion works with organizations to put in place strategies to attract, assess, develop and deploy talent; but is there enough? A few exerpts from the article I found interesting:

• Over the coming years, baby-boomers departing from the labour force will have better educational qualifications than the younger workers replacing them. If the ultimate source of an economy's ability to grow and prosper is its human capital, the US is in trouble.
• Broadly speaking, educational quality has topped out - and on at least one measure, it is actually deteriorating. In 2006, Americans aged 55-59 collectively possessed more masters degrees, professional degrees and doctorates than Americans aged 30-34. This impending loss of educational capital is entirely outside the country's experience.
• If the US is unable to mend its failing school system, and unwilling to open its doors wider to skilled immigrants, then much of the current gloom about its longer-term economic prospects may, for once, turn out to be justified.

For anyone who does not believe that talent management will be a key component of business in the US and Global economies for the next twenty years, all one has to do is read this article. HR departments will be hard-pressed to meet the demands of their business counterparts based on the supply that will be available to them. Talent management is not a HR function, but is a growing, desperately seeking an owner part of every organization worldwide.

Link to Financial Times article

Another infusion of knowledge...