Infor Global's capabilities in HCM were enhanced by the late-2005 acquisition of Boniva Software, a provider of e-learning, skills management, and performance management applications. The addition of new, complementary HCM functionality expanded Infor's ability to address the growing need among its customers for solutions that support employee recruitment, learning management, competency and skills assessment, and employee performance planning. The Boniva applications were based on a similar SOA, and built using the same J2EE technology as the Infor Open SOA mentioned above. The combined architecture has provided the flexibility to integrate with existing enterprise applications, and to quickly tailor solutions for specific industries.
As for addressing its customers' foremost requirement—accountability and visibility of workforce performance—Infor offers a combination of capabilities like workforce planning and budgeting, HCM analytics and reporting, and talent management. Logically, potential customer benefits should arise from alignment with corporate strategy by combining workforce requirements and business plans. They should also gain the potential for improved decision making through visibility of performance, and the ability to acquire and develop the best talent. To that end, in mid-2006, Infor (formerly SSA Global) announced the general availability of Infor Talent Management 4.5, a comprehensive workforce management solution for midsized and large enterprises.
Infor Talent Management is enabled by many HCM components and cross-integrations, including workforce planning; web-based recruiting; employee performance and competency management; workforce development; succession planning; learning management; and compensation management. The solution was designed for easy integration into core ERP systems, and can be implemented as an Infor Global-hosted solution, or installed as a licensed solution. Its modular format makes it possible to integrate only the required talent management functionality into a customer's existing platforms or services. The solution is double-byte enabled, making it a suitable talent management solution for multinational companies that need to manage a workforce in several countries. Infor Talent Management 4.5 is currently available in English, with plans for localization in more languages in 2007.
User Recommendations
There should be no automatic selection decisions for add-on modules favoring incumbent ERP, HRMS, or HCM providers, but rather the development of a defendable list of HCM requirements that each contesting vendor has to demonstrate. Of course, learning about new features and attractive pricing is beneficial, if only for information and for leverage with other vendors. We suggest evaluating the flashy "bells and whistles," the price, reference sites within the user's industry, and the corporate viability of other vendors, before making a selection. ERP providers like Infor are offering much deeper HCM functionality than ever before, and should be given a serious look by both current and prospective customers, bearing in mind that some best-of-breed HCM vendors may still excel with depth and experience in their horizontal and vertical niches.
As for addressing its customers' foremost requirement—accountability and visibility of workforce performance—Infor offers a combination of capabilities like workforce planning and budgeting, HCM analytics and reporting, and talent management. Logically, potential customer benefits should arise from alignment with corporate strategy by combining workforce requirements and business plans. They should also gain the potential for improved decision making through visibility of performance, and the ability to acquire and develop the best talent. To that end, in mid-2006, Infor (formerly SSA Global) announced the general availability of Infor Talent Management 4.5, a comprehensive workforce management solution for midsized and large enterprises.
Infor Talent Management is enabled by many HCM components and cross-integrations, including workforce planning; web-based recruiting; employee performance and competency management; workforce development; succession planning; learning management; and compensation management. The solution was designed for easy integration into core ERP systems, and can be implemented as an Infor Global-hosted solution, or installed as a licensed solution. Its modular format makes it possible to integrate only the required talent management functionality into a customer's existing platforms or services. The solution is double-byte enabled, making it a suitable talent management solution for multinational companies that need to manage a workforce in several countries. Infor Talent Management 4.5 is currently available in English, with plans for localization in more languages in 2007.
User Recommendations
There should be no automatic selection decisions for add-on modules favoring incumbent ERP, HRMS, or HCM providers, but rather the development of a defendable list of HCM requirements that each contesting vendor has to demonstrate. Of course, learning about new features and attractive pricing is beneficial, if only for information and for leverage with other vendors. We suggest evaluating the flashy "bells and whistles," the price, reference sites within the user's industry, and the corporate viability of other vendors, before making a selection. ERP providers like Infor are offering much deeper HCM functionality than ever before, and should be given a serious look by both current and prospective customers, bearing in mind that some best-of-breed HCM vendors may still excel with depth and experience in their horizontal and vertical niches.
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