Workscape Institute

There is a political debate playing out in the media regarding the recession we are currently experiencing in the United States.  While some see a credit crisis, explosion of foreclosures, weakening of the employment market, collapse of financial services giants, ever-increasing fuel and energy prices, and downward spiraling consumer confidence as the “canaries in the coal mine”, there are others who say it is all part of the healthy signs of a market economy that is seeing some strengths and some weaknesses.  Senator Obama calls it a “recession,” President Bush calls it a “slowdown”.

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As competition increases for scarce talent, leading companies have begun turning to software solutions to help support and enhance their retention and reward strategies.  However, global operations, disparate in-house technologies, and company-specific HR processes can all pose challenges when deploying an automated solution.  Buyers prepare for this by conducting extensive research before choosing a provider; asking detailed questions, checking references, and watching demos.  There’s a lot at stake, since an effective Talent Management solution delivers new efficiencies, process standardization, and company-wide visibility.  It’s therefore critical to verify that a tool meets your specific needs, but these high expectations should also extend beyond the software to the team that helps deploy it.

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