Knowledge Infuser

Maintenance Fees and HR Technology - Core HRMS

jason.averbook — Wed, 08 Oct 2008 12:34:05 GMT

Vinnie Merchandani has an excellent post today detailing some of his and others thoughts on the recent discussion around SAP maintenance fees and increases being imposed on the customer base. "If this was an election, SAP would be losing 94% - 6%, SCARY numbers!!"

After watching the presidential debate last night and various polls coming in all night from different sources, we all know that depending on who you talk to, polls can be swayed. But 94-6? SAP might want to consider listening to its customers very quickly as Vinnie suggests. Now, if they don't, what might happen?

Nothing - people are too entrenched with SAP to even make a change if they want to in this economy
Re-negotiate - hmmm - My friends, not sure if this will work - we don't know the unexpected
Switch to a new core HRMS - doubtful, but possible in today's economy

So, while people disagree, once again the core HRMS market is at a standstill. There are vendors such as Ultimate Software, Lawson and Workday working on some unique approaches, but still a VERY hard sell in today's economy as Knowledge Infusion is working with at least 10-15 organizations re-evaluating their core HR foundational strategy based on today's market.

Know what you are getting into, don't underestimate maintenance fees, and finally - DON'T OVERBUY!! There are some very unique strategies we are working on in our "strategy factory" as to what organizations can do to still realize the power of a global data source without a FULL BLOWN ERP strategy.

Take a read of Vinnie's post and reply with questions/comments. Thanks for keeping them honest Vinnie.

Another infusion of knowledge...

Oracle OpenWorld and Thoughts on Oracle Beehive

jason.averbook — Sun, 28 Sep 2008 15:05:14 GMT

I was unable to make it to Oracle OpenWorld for the first time since Oracle's acquisition of PeopleSoft. Before that, I had attended seven previous PeopleSoft Connect conferences. While I was disappointed that I missed the event, I had some amazing opportunities for Knowledge Infusion to work with many new conferences and organization's such as Mercer's Global Outsourcing Summit (a world-class event) and IDC Canada "Human Capital Count" event, another brilliant and informative event.

While I was unable to attend any product briefings or sessions at OpenWorld, I was able to pickup through the blogosphere and press some of the happenings during the week. A few highlights that I think are important for all:

The Oracle announcement of Oracle Enterprise (PeopleSoft) 9.1 and some of the initial feedback is extremely exciting. The user interface and enhanced Talent Management components should be "just what the Dr ordered" for customers that have already have huge investments in the platform.
Oracle's continued focus on Talent Management and Analytics continues to show the HR space that for an ERP vendor, it is for real and working diligently to ensure that it continues to "be very competitive and a force to be reckoned with" when it comes to the HR technology vendors in the ERP space.
Oracle's continued discussion of Fusion middleware should be a continued exciting discussion to watch for all Oracle/PeopleSoft customers continue to struggle with legacy interfaces that are in desperate need of upgrades to true "web services" based integrations.

The other major announcement was around Beehive, Oracle's Enterprise 2.0 collaborative toolkit. I have seen many blogs and clips about people saying "nothing new, same old thing compared to Twitter and Facebook". One of the things that people forget is that these tools ARE NOT in most enterprises today and organizations are struggling with how to use them. Oracle's foray into this space is very exciting as one of the way's enterprises will adopt Web 2.0 tools is if they are tightly integrated with their daily business applications. Continue to watch Oracle use similar Beehive technology in it's future HR/HCM/Talent Management products which will continue to appeal to the enterprise base.

Oracle continues to prove that its combination of database innovation, support of the true transactional HR function, its efforts to enhance its Talent Management solutions, a focus on analytics as well now Enterprise 2.0 capabilities continues to reinforce Oracle's direction today and long-term potential going forward.

I personally look forward to seeing some of the new solutions at HR Technology Conference in Chicago in a few weeks.

Another infusion of knowledge..

SAP Kills TomorrowNow

jason.averbook — Mon, 21 Jul 2008 16:08:47 GMT

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

Live Blog from OHUG - Talent Management Panel

jason.averbook — Tue, 24 Jun 2008 16:31:49 GMT

Myself and others from Knowledge Infusion had the opportunity to attend the OHUG Talent Management Panel at the Oracle HCM Users Group in Las Vegas, NV

Moderated by Bill Kutik - HR Executive Magazine and The Bill Kutik Radio Show

Zach Thomas - Forrester

Lisa Rowen - IDC

Jason Corsello - Knowledge Infusion

Leighanne Levensaler - Bersin

Lisa Rowen - "What are benefits of integrated Talent Management platform either from ERP or Suite vendor?"

Definition of talent management - acquisition, development, rewards, retain (processes around talent mgmt)
Soapbox - integration from technology perspective, only as good as processes integrated (something we discuss continually with Knowledge Infusion clients)
Vendors bringing together different technology functions, still up to the processes
Beneftis of integration - provides better way to assess data against other data (ie. quality of hire, where did they work before, etc.

Zach Thomas - Talked about how organizations organize themselves to be prepared to support integrated talent management

Performance Management - great data in PM, few leverage to make great hires
Recruiting / Succession Planning - why not open up to internal and external successors
Should have a touch with the financial data within the organizations; ERP are better positioned to do this
Until we can integrate TM processes with financial data, just miss the financial impacts

Leighanne Levensaler - "What do you think about Oracle and PeopleSoft and how they compare?"

Research shows that Enterprise 9.0 and Oracle EBS 12.0 have reached parity with suites
Most havent had the opportunity to upgrade to take advantage of functionality
Vendors offer talent mangement suites are strong in their core products, heritage is where they are strong, (ie. strong in recruiting, weaker in other areas)
More revisions will allow the TM suites to continue to
Within EBS 12 - compensation capability is second to none; analytics is very strong built on Fusion middleware
Enterprise 9.0 - wonderful performance management capability, profile management helps identify job/employee what does success profile look like, etc
EBS still ties together with competency management, with Fusion - profile management will be a part of solution
Thrilled that Oracle is investing in Succession
One of gaps is thinking about processes and white space, Oracle continues to have to improve but Leighanne makes this about all versions

Jason Corsello - "How does an HR organization need to be organized to take advantage of integrated talent management?" and "Is separation from HR administration from strategic talent functions a good idea?"

HR departments - many HR departments still don't have business accumen; dont know how to read P&L, balance sheets
Build level of business accumen
Publically traded company; tap into earnings calls, understand strategies of CEO and leadership
As looking at TM solutions and building strategy, reach out to the business units themselves
Most organizations dont care about the technology, CAN THEY DO THEIR JOB BETTER
GET OUT into the field
Build governance structures, governance models - executive sponsorship, business models
What do roles look like? How are decisions made? What are responsibilities? How do you articulate value?
GET buy in from the business
Starting to see HR titles change; client in Las Vegas called Talent Center not HR Center - VP Talent
Director of Talent Mobility

Lisa - just published IDC survey

27% of respondents said they had a talent function up from 18% a year ago (more focus)

Zach

New definition of HR business partner - seeing HR business analysts - business partner with business accumen and technology (tough person to find)
Couple steps down from leader of HR, but becoming a bigger part of overall HR organization
Business might own more of the talent processes, not HR

Leighanne

Case study with American Express - roughly 250k employees, really just manage talent for the top 3000. Built a center of excellence for talent planning, assessment
Yes, rebranding HR and becoming more business saavy

Zach - "How can we talk about major companies using tricky stuff in Web 2.0"

Job boards - failed
Company recruiting sites - failed
Methodology to look at usability of B to B and Workforce websites
Usage of Web 2.0 - get fundamentals down first

usable experience - foundation solidly in place

Question from audience - "City of Chicago"

never heard the term state/local government used
are state/local governments using these tools?
George Carlin - talent management vs. HR department - is that a negative on what the HR department is doing

Jason Corsello refers to a mail carrier

huge talent crisis; pain
realized over 60% retirement eligible over next 5 years
obviously pain in government (demographics); seeing lots of initiatives around talent acquisition
Succession Planning - as baby boomers enter into retirement

Lisa Rowen - naming of HR vs talent

talent management not a replacement name for HR
looking at parts of business you have to do drive business outcomes
nothing to do with HR, payroll, record keeping
talent management is different and is not HR by another name

Software as a Service (SaaS) - Leighanne - alternative delivery model

Only viable for small/mid organizations and what are barriers
SaaS - having solution provider host instance
Pure SaaS - one line of code, shared resources - lower costs
Some problems, but fading fast - data privacy, configuration, providers have worked hard to dispel rumors - SAS 70 certification - there environments are probably more secure then an enterprise client
Not just for small/midsize businesses anymore
SaaS has been used for years - ATS, Performance Management
Option to now think about it for all functions
If operate in highly regulated industry - validated environment is needed and in some cases, cannot take advantage of SaaS model

Bill Kutik - if you get Saas - HRIS (you don't get to screw with it like you have in the on-premise model)

Question - European privacy laws - SaaS providers are offering enormous amount of configuration to have specific rules/legs per regions

SaaS vendors have done a good job of opening up to global needs
Not just languages, global configurations
PeopleSoft solution, that is what it is made for

Jason Corsello - thoughts on SaaS?

SaaS is not hosted
SaaS is everything maintained by solution provider
Hosted - still have to work with hosting provider and solution provider
SaaS is not easy to do - SAP has been trying to do with Business By Design and have not been that successful

Statement about SaaS

I have had indepth conversations with 20+ CIO's in the last few weeks. Most CIO's are saying "I cant believe I am saying this, last year wouldnt have said this." "SaaS has tremendous value and interest to CIO's and continuing to shift on an ongoing basis."

It is real
HRIT must shift to do things differently

Do you know anything more about Fusion today? - Jason Corsello

Strategy for Fusion has been brilliant for Oracle
Not that good for the industry
Many folks not doing much, waiting for Fusion
Lots of hope and anticipation, until we see something - hope it is significant

Leighanne

Greater integration
More enterprise integrations
Cant be more excited about middleware
Will carryover 9.1 and 12.1 - middleware and architecture will make difference
Will make talent management relevant to a business user
Fusion middleware means openness, not strapped to application

Early audience feedback from people sitting around me

Were they paid by Oracle not to say anything
Very insightful about talent management
Not very good, not at all what expected, leaving without any more knowledge
Doesn't help us go back and sell organization on why stay with Oracle like we want to
If we need to do something today because our CEO says so, what do we say, wait for Fusion?
Great endorsement for Fusion that we are looking for more information on
Could Oracle offer its talent management products in a SaaS model?

Interesting feedback. Your thoughts if you were at event. Great job by Oracle and OHUG providing insight into industry. A huge positive of this event is to offer this to the community. Oracle continues to lead the pack when it comes to providing industry value about HCM and talent management.

Another infusion of knowledge...

Test of Employee Engagement : $1000 to quit your job?

jason.averbook — Fri, 30 May 2008 05:09:37 GMT

Mark Bennett at Oracle and one of the contributors to the TalentedApps blog, recently published a great piece on employee engagement and how one organization, Zappos.com uses engagement to drive its business model. How does Zappos test employee engagement, Mark writes

*Zappos offers new employees in their call center the pay that they are owed + $1000 to quit. Why? Zappos wants to really know if the employee is truly engaged and this provides a relatively inexpensive way to find out sooner rather than later. In addition, the $1000 option can be (and has been) adjusted as needed (it has grown from $100 to $500 to $1000). This offers a clear, tangible demonstration of the level (and value) of employee engagement (which is typically thought of as very intangible) and how it can be arrived at through measurements like this vs. relying solely on surveys, etc.*

This is a great story to share in your organization as a true test of engagement. It is a small example, but a great one to think about and expand the horizons of how the business can truly understand the engagement of its talent today and how HR can "come to the table" with new, unique and transformative ideas around driving true business results. Knowledge Infusion works daily with organizations around the world helping solve business issues that engagement is often a key leverage point. There MUST be a way to measure engagement and do something about it, and Zappos has done just that.

In Mark's post, he also mentions how Zappos is using Web 2.0 technologies or Digital HR as we call it at Knowledge Infusion, to assist with employee engagement as well. A very good read.

Thanks Mark for sharing this great example.

Another infusion of knowledge....

Link to Mark's post

Oracle Shows Off Web 2.0/Enterprise 2.0

jason.averbook — Fri, 09 May 2008 02:50:08 GMT

Click below for a great post and VIDEO from CNET demonstrating Oracle's use of Web 2.0 with business applications. I have to give Oracle a ton of credit for continuing to push the envelope and developing integrated uses of Web 2.0 with functions that businesses perform daily. This is also being done by SAP, Lawson and many others in the space; but Oracle seems to really get it and this demonstration continues to prove that. While not a HR example, fun to think about the possibilities.

From a Knowldege Infusion standpoint, the response to our Digital HR launch and services has been tremendous. It is more clear to me than ever that Digital HR will change HR and talent management technology forever and organizations will need a clear strategy around the future of online interactions with the entire workforce.

What do you think the possibilities are? If you had to develop a Web 2.0 application for HR, what would it do?

Another infusion of knowledge...

Link to CNET blog post and video

A good friend and a great cause

jason.averbook — Tue, 18 Mar 2008 12:17:56 GMT

One of the core values of Knowledge Infusion is giving. I received this note from one of our partners at Oracle and felt the need to make sure all 2500+ readers of the Infuser had a chance to see and participate. This type of work is truly what makes our community a special place and hopefully the note below will encourage you to contribute or begin your own initiative like this. To my friend at Oracle, congratulations and thank you for making the world and the HR community a special place.

Note below..

This is not a note I ever thought I would get to write, but I applied to volunteer to build a school in Kenya, Africa and on May 11th I am taking time off work to do just that.

Given that my manual skills to date have consisted of ordering a package from IKEA and then paying someone to put it together, I expect to be tested in many ways. Needless to say, my idea of roughing it is when I don't get a hotel room upgrade. However, when I read about these children and the work the school does, there was no choice: there is a crisis here. Many of the Masai tribe kids (located in the Africa bush) are in very bad shape. Aside from the obvious dangers of poverty, malnutrition, and HIV infection; sexual and physical abuse by forced childhood marriage and female circumcision are common.

I don't know much about parenting but I do know that none of the things above should be a factor in a child's life and a great education can make a big difference. I'm determined to at least make that happen for them.

Kenya is currently going through a period of civil unrest. This school, Sekenani, is a form of sanctuary as well as education for the children, and I need your help to rebuild it.

As well as the labor, I am committed to raising $4,000. This money will go directly to funding not only the building work but training the local people to ensure the school becomes self maintaining.

To help me reach my goal, please donate here. <[http://www.virginunite.com/Templates/fundraiser.aspx?nid=96e9b78a-cc3b-4c6e-b4e4-bc0ba18184c1&id=71597969-0284-49d5-99be-bc624db43740]>

The currency shown is UK pounds which is roughly twice the value of the US dollar.

To learn more about Sekenani school and the amazing kids check out the Sekenani School site here. <[http://sekenanischool.org/]>

Thank you for reading, I hope you can find time in your day to join me in this effort.

Another infusion of knowledge...

Great New Blog - TalentedApps

jason.averbook — Thu, 21 Feb 2008 05:38:53 GMT

I wanted to do a quick callout to the talented folks at Oracle and welcome them to the blogosphere of HR, Human Capital and Talent Management. Knowledge Infusion believes that these types of tools will help change the HR space forever and it is great to see Oracle as part of this change movement.

Oracle continues to innovate using the latest technologies to provide tools to help HR and enterprises drive value from their worldwide talent. Stay tuned to this blog for many ideas and opinions as to how Oracle will continue to be a leader in this space for years to come.

Another infusion of knowledge..

Link to TalentedApps

Oracle / PeopleSoft Talent Management - A good fit for many

jason.averbook — Wed, 06 Feb 2008 22:04:14 GMT

Once again, as part of blogging from the Strategic e-HR Conference in San Diego. As part of the luncheon at the event, I had the opportunity to sit with customers who are thinking about automating and transforming the talent management process in their organizations. It was quite an interesting conversation and wanted to remind our customer base and other readers about a few key things:

Oracle as part of their EBS suite and PeopleSoft as part of the Enterprise suite had and still have good solutions for talent management that work for many organizations in the marketplace today.
Integration with the core HRMS solution offered by Oracle / PeopleSoft is very important and is very hard to duplicate if only using third party solutions.
Oracle / PeopleSoft continue to spend a great amount of time and resource listening to their customers and enhancing the functionality of these products.
Talent Management is still in its infancy and if you are a customer of Oracle/PeopleSoft, you more than owe a look at these vendors; do not eliminate them from a process based on what you might have heard in the past. Their products continue to evolve and come along. I state this based on customers thoughts that I heard about what was in releases of Oracle or PeopleSoft 3-5 years ago, which is not a valid comparison to other vendors in the marketplace.

Once again, Knowledge Infusion believes in having a strategy for talent management and then enabling that with whatever technology makes the most sense at the right time in an organization. These are the types of conversations happen at these events that can prove very valuable for all.

Software Licensing Costs Set To Fall

jason.averbook — Wed, 21 Nov 2007 03:28:32 GMT

In a recent research note linked to below, Gartner made an interesting prediction that has caught the eye of the folks at Knowledge Infusion. At KI, we are involved in many software evaluations and selections where price is an issue, not the only issue, but still an issue. The latest research note from Gartner states that seven major things will drive costs down. A few of the biggies include Software as a Service (SaaS) and Service Oriented Architecture (SOA). Some things to note about this and how it will effect the HR and talent management software space

More and more HR organizations are looking to Software as a Service solutions to drive their workforce facing solutions. The problem with this is that few HR organizations or vendors in the space are executing the deployment to acceptable customer service levels. This has to change during 2008 for SaaS solutions to continue to gain traction.
The ERP vendors such as Oracle and SAP are racing to change their software deployment models and architectures; the question remains, will they be able to do it in time.
Vendors such as Workday and Lawson have already invested heavily in the SOA model giving them a huge head start on the future of the core HR and foundation layers.

This topic will continue to gain attention over the next 12 to 18 months as the face of HR software changes forever (again). Stay tuned as the acronyms SaaS and SOA continue to replace the term ERP; and no, this doesn't mean Oracle and SAP are dead; just reinventing themselves.

Another infusion of knowledge...

Link to article

Oracle's Missed Opportunity - Vinnie Merchandani

jason.averbook — Mon, 19 Nov 2007 04:01:41 GMT

Knowledge Infusion had the opportunity to take part in a number of events at Oracle OpenWorld last week. I didnt have the opportunity to attend any presentation where Larry Ellison or the application team was presenting. We had many clients that had asked us to bring back information from OpenWorld; both existing Oracle clients and organizations looking to license a net-new HR solution.

While reading up on comments over the weekend, I found a post by Vinnie Merchandani that was quite interesting. Attached is a link to the blog post. We will continue to add links as more comes out from the event from last week.

What is important to remember is that not EVERYONE is waiting for Fusion. There are many happy PeopleSoft and Oracle customers using HRMS today. What IS important is that Oracle needs to think about when and how to clearly communicate what is Fusion HR. The clock is ticking on this one and customers are beginning to get antsy based on the number of inquiries we are getting.

Another infusion of knowledge...

Link to Vinnie's post

The Same Job The Rest Of Your Life?

jason.averbook — Thu, 15 Nov 2007 22:35:35 GMT

Knowledge Infusion had the opportunity to take part in many activities at Oracle OpenWorld 2007 this year including a panel that I was on today moderated by Row Henson. I have to commend Oracle on a conference well done and the panel that I was part of on the future of the workforce got some great reviews from the audience.

As Josh Bersin from Bersin & Associates and Lisa Rowen from IDC and myself spoke, many questions came up around the workforce, how education is effecting kids entering the workforce these days and how technology might play a role.

A few highlights:

Josh Bersin made some great comments surrounding recruiting techniques organizations are using around hiring family members; parents bringing their kids to work and visa versa
Lisa Rowen reminded us that the first Baby Boomer turned 62 this year and chose to collect Social Security - hmm.. I thought the workforce was working longer? What are you doing to keep them?
I talked about one of the Knowledge Infusion initiatives next year around the formulation of a foundation to help high school students understand the value that technology and specifically the impact that by understanding the world of business while in high school they can be prepared 1000x better to enter the workforce. Stay tuned for much more about this Knowledge Infusion foundation in 2008.

The conversation was great and I appreciate Oracle inviting Knowledge Infusion to participate and thank my fellow panelists for a great event.

I had the opportunity to take my son to his first movie last week, The Bee Movie. The whole panel reminded me of this video clip and thought I would share it. Has anyone in your life had the same job their whole life? Is it still possible? Let me know.

Another infusion of knowledge...

Here is the video clip

Working Toward OpenWorld...Fusion Article

jason.averbook — Mon, 05 Nov 2007 12:48:53 GMT

Knowledge Infusion will be participating in a number of sessions at Oracle OpenWorld 2007 next week in San Francisco. On the heels of OpenWorld is a great BusinessWeek article discussing the concepts of Oracle Fusion and the new leader of the pack at Oracle responsible for driving Fusion home (and helping all understand what it is). Next week could be a very big directional week for the future of HR and Talent Management technologies.

This is a good article for all attending the conference next week. We very much look forward to the message. What are your thoughts on what will be announced? Let us know..

Link to article...Read today

Another infusion of knowledge...

Kronos Buys Deploy - One Man's Opinion

jason.averbook — Thu, 01 Nov 2007 14:00:11 GMT

Knowledge Infusion works with many enterprise clients and vendors in the talent management space. The one thing that this space needs is controlled innovation. As we continue to see consolidation, it is very concerning that this innovation will come to a grinding halt. The need for innovation in talent management will make or break this space forever.

Gina Ruiz has done a great job recapping the acquisition in Workforce Magazine yesterday. Link can be seen below. This opens the door even further for organizations like Vurv , Taleo , Stepstone and PeopleClick to move in and make a serious play in this space. Also, the ERP vendors such as Oracle and SAP are making significant investments in this crucial space to the future of business. It is NOT an easy space, but one with huge brands and huge financial rewards if done to match the demographic of the hourly worker today.

Stay tuned for more as we continue to look at the impact of acquisition on innovation. Lets not move this space backwards!

Click here for article!

9 Things You Need to Know About Software as a Service "Saas"

jason.averbook — Thu, 01 Nov 2007 13:27:41 GMT

Computerworld does a great job of talking with a Software as a Service (SaaS) expert from Saugatuck Technology Inc and the things that all enterprises need to be thinking about when looking and deploying SaaS solutions.

On a daily basis, Knowledge Infusion is working with clients to help them understand this evolving market and what organizations need to be thinking about before entering and during deployment of these types of solutions. The nine things that this article highlights and some Knowledge Infusion comments are:

What is Saas? - Read this carefully and do not let vendors try to confuse OnDemand or ASP with Software as a Service. Organizations such as Workday and SuccessFactors to name a few are doing this right today in the human capital management and talent management markets.
What about security? - Take time to really understand how secure your data is. The vendors in this space make your data much more secure in their world then it would be stored at your site.
How do SaaS vendors charge?- This is very important to take time to understand, especially in the HR space. Many people have said to us, "The software would be more than what we paid for PeopleSoft or SAP!!". The thing they are forgetting is how much they have paid in the past for support. You have to look at this as a TCO argument.
What kinds of services do SaaS vendors provide? - Once again, very important to understand in this space. If you are used to x level support from your ERP provider, you are going to get Y level support from the SaaS vendor. Not necessarily good or bad, just different. You are also not implementing, but deploying which changes the types of support and services you need as well.
Is SaaS only for small and medium businesses or will it work in our enterprise? - SaaS solutions are proving with the right planning upfront to work in any size enterprise. The PLANNING piece is critical. You have to look at your processes and understand how the SaaS vendors solution fits into your enterprise process flow.
How mature are SaaS services? - Not very mature and rapidly growing up. Depends on the vendor and talk to references.
How mature is the SaaS market? - See response to number 6
Is SaaS more than a flash in the pan? - We believe this is the right solution for many organizations, not all, but many and depending on factors such as, may be the future for your organization with PLANNING.

What is your ERP?
What is your BI strategy?
What is your global strategy?

What involvement should the service users have with the vendor once contract is signed? - ALOT. This market is in constant BETA mode and things that you need in your solution are being added daily. Your feedback is so important and it is important to give it early and often.

It is a very exciting time in this space as vendors continue to shift towards this model. We will continue to see talent management vendors such as Taleo, Vurv, Authoria, Plateau, Saba, SumTotal, Halogen, Cornerstone OnDemand, Workscape and others continue to enhance or deploy their SaaS solutions over the next 12 months. Also, dont be suprised to see Oracle, SAP and Lawson continue to get MUCH better in this space. Learn about the market now, stay tuned - much more to come!!

Another infusion of knowledge...

Link to Computerworld Article

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