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I had a refreshing call this morning with a vendor that did not revolve around integration of systems, types of data, and the intricacies of NoSQL approaches. Instead, the discussion was about how its business users analyze an important and complex problem and how the company’s software enables that analysis. The topic of big data never came up, and it was not needed, because the conversation was business-driven and issue-specific.

By contrast, we get a lot of briefings that start with big data’s impact on business, but devolve into details about how data is accessed and the technology architecture. Data access and integration are important, but when we talk about big data analytics, focusing on the business issues is even more critical. Our benchmark research into big data shows that companies employ storage (95%) and reporting (94%) of big data, but very few use it for data mining (55%) and what-if scenario modeling (49%). That must change. Descriptive analysis on big data is quickly turning into table stakes; the real competitive value of big data analytics is in the latter two categories.

Not every big data vendor drowns its message in technospeak. IBM, for instance, stokes the imagination with analytical systems such as Watson and does a good job of bringing its business-focused story to a diverse audience through its Global Business Services arm. Some newer players paint compelling pictures as well. Companies such as PivotLink, PlanView and SuccessFactors (now part of SAP) deliver analytics stories from different organizational perspectives. Part of their advantage is that they start from a cloud and application perspective, but they also tell the analytics story in context of business, not in context of technology.

Providing that business perspective is a more difficult task for BI companies that have been pitching their software to IT departments for years, but even some of these have managed to buck this trend.  Alteryx, for instance, differentiates itself by putting forward compelling industry-specific use cases, and espousing the concept of the data artisan. This right-brain/left-brain approach appeals to both the technical and business sides of the house. Datameer also does a good job of producing solid business use cases. Its recent advancements in visualization help the company paint the analytical picture from a business perspective. Unfortunately, other examples seem few and far between. Most companies are still caught pitching technology-centric solutions, despite the fact that, in the new world of analytics, it’s about business solutions, not features on a specification sheet.

This focus on business issues over technology is important because the business side of the house today controls more and more of the technology spending. While business managers understand business and often have a firm grasp of analytics, they don’t always understand or care about the intricacies of different processing techniques and data models. In our upcoming benchmark research on next-generation BI systems, the data from which I’m currently analyzing, we see this power shift clearly. While IT still has veto power, decisions are being driven by business users and being ratified at the top of the organization.

The Ventana Research Maturity Model from our business analytics benchmark research shows that the analytics category is still immature, with only 15 percent of companies reaching the innovative level. So how do we begin to change this dialog from a technology-driven discussion to a business-driven discussion? From the client perspective, it starts with a blue sky approach, since the technological limitations that drove the old world of analytics no longer exist. This blank canvas may be framed by metrics such as revenue, profit and share of wallet, but the frame is now extending itself into less tangible and forward-looking areas such as customer churn and brand equity. If these output metrics are the frame, it’s the people, process, information and tools that are our brushes with which we paint. The focal point of the piece is always the customer.

If a business has a hard time thinking in terms of a blank canvass, it can examine a number of existing cases that show the value of utilizing big data analytics to help illuminate customer behavior, web usage, security, location, fraud, regulation and compliance. Some of the bigger ones are briefly discussed in my recent blog entry on predictive analytics.

The big data industry, if we can call it that, is quickly moving from a focus on the technology stack to a focus on tangible business outcomes and time-to-value (TTV). The innovations of the last few years have enabled companies to take a blue sky perspective and do things that they have never thought possible. The key is to start with the business problem you are looking to solve; the technology will work itself out from there.

Regards,

Tony Cosentino

VP and Research Director


Our research agenda for 2012 in human capital management outlined the importance of workforce management for all organizations. One provider, WorkForce Software, provides systems that support scheduling, time and attendance, leave and absence and fatigue management. As I noted in my last analysis on WorkForce Software, the company’s focus on the fatigue aspect of workforce management, especially in white-collar environments such as transportation, utilities and healthcare, has provided them both recognition and growth. I attended the company’s first technology analyst summit this week to get a deeper view into the company and its products and see how it is shaping up in light of our research on the key applications providers in this market.

WorkForce Software continues to grow its customer and employee lists, with now hundreds of customers and rapidly growing cloud computing adoption through software as a service. The company continues to advance its core EmpCenter application, which provides a range of capabilities. Part of its unique approach is the configurability provided in its Advanced Scheduler, and its ability to monitor workers that might have multiple responsibilities that organizations need to account for cost or job tracking, which is critical for finance and activity-based costing where grants and budgets need to be closely tracked. This configurability is available without the need for custom programming; the policies and rules are defined by the business users who are held accountable for them. It’s easy to switch between activities and do costing for work at potentially different rates – a critical requirement for organizations such as universities and service businesses that use labor for a variety of needs. The application integrates pre-developed content from labor law and industry regulations to help ensure that scheduling complies with these policies. It’s predictive and policy software approach can assess any potential conflict that could happen with planned schedules is unique.

EmpCenter 9 was released this year with a major focus on supporting global and mobile deployments, and it provides a more open and integrated approach with other applications. On the global side of advancements, EmpCenter now supports 10 languages in addition to English. On the mobile technology side, the company has enhanced the mobile aspects of Workforce Management. It now uses HTML5 so that EmpCenter Mobile can operate across compliant browsers on Android and Apple devices. The company has indicated that HTML5 will replace native support of Android and Apple-based technologies. I am still a little skeptical on a complete move to HTML5, as it has not yet proven its stability across browsers, operating systems and Android devices. In addition, HTML5 cannot leverage local mobile hardware features for camera, video, field communication (NFC), gesturing and other technological advancements the way a native approach can.

The new release provides some critical productivity improvements. For instance, in what it calls one-touch callout, shifts can be announced to workers across multiple channels, such as email, text, phone and even social media, This helps address the preferences of workers; for instance, millennials often respond faster to texts than emails. Event-based scheduling can help plan one-time events or projects that need immediate attention for staffing, and can use one-touch callout to reduce the time it takes to get workers with specific skills. Across the board EmpCenter 9 has improved usability, from simplified steps in prompted wizards to more use of dragging and dropping in the application interface.

At the analyst summit, I got a deeper technology review of the software’s badge and biometric reader options. I got to see the new EmpCenter Engage Tablet, which uses an Android tablet for a range of time and attendance and other necessary worker interaction tasks, and which has a video camera that can be used for identification. This technology supports global deployments in regards to power and network connectivity, and supports attachments for other interaction needs. The Windows-based EmpCenter Touch Screen provides a simple kiosk-based approach that can be used in many environments. The company also can support time and attendance tasks at the desktop, allowing for easy checking in and out of projects. This variety of choices is part of the unique value in WorkForce’s approach compared to others, and it is an area that we focus on in our benchmark research on the needs of organizations in next-generation workforce management.

With regard to openness, WorkForce Software has expanded integration with ADP, IBM, Oracle, SAP and even Kronos to help make its software easier to integrate. I recently came across WorkForce Software at SAP Successfactors conference and saw how the two companies are working to integrate the talent management and new global payroll offerings. These technical partnerships help WordForce Software ensure the highest level of productivity and advancement for organizations who want to employ workforce management. As the company continues to advance its applications, it will need to address the concerns we have found in our data in the cloud benchmark and the broader needs we uncovered in our information management benchmark.

My review of version 9 provided some critical insight into its flexibility for meeting a range of needs across industries, especially those that need to track time and allocate costs. It has many nice capabilities for managers and employees for keeping track of information and alerting them to potential issues that could arise, such as when overtime could occur with a current schedule or when issues arise based on policies and compliance. It also can support a blended rate based on tasks and place of work. These are critical needs for varying industries, and point to the software’s flexibility for business users. Still, nothing is perfect – I believe EmpCenter could use technological advancements in its workforce analytics; specifically, usability and interactivity for a range of needs should have a higher priority than what I have seen. The company should also explore further ways in which it can help organizations engage employees, which will require some examination of social collaboration, and where it can integrate further with the onboarding of workers, to speed the process and find ways to limit the administration and paperwork required.

Workforce Software is doing a great job to advance the workforce management software market. Its challenges are less in its software and more in advancing the visibility of the breadth and depth of its offerings and gaining further adoption in white-collar industries, where businesses still manually handle many of their workforce’s scheduling, tracking and monitoring tasks. WorkForce’s fatigue management feature is a critical distinction for its software, and its approach can be used in many industries. Now, as it is fully engaged in the software-as-a-service approach, the company can gain new customers who don’t want to worry about technical implementation or resource issues at their sites.

If you are ready to reassess your current approach to workforce management and have not considered WorkForce Software, you should examine it more closely, as it has a good reputation and a solid offering in the market.

Regards,

Mark Smith – CEO & Chief Research Officer

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