The commentary continues on the extent to which the economy is impacting our core Talent Management technology marketplace. At one end of the continuum, it’s about the importance of talent management as a longer-term initiative — if you defer talent investments, you could be at a material disadvantage when the (inevitable) recovery arrives. SystematicHR highlights that nicely here. Jason Corsello weighed in recently as well (here).
Now we are starting to get updated quantitative data about the status of the market. Two weeks ago, Workforce Management magazine summarized input from Towers Perrin and AMR suggesting that the market still has staying power (13% growth overall according to our friends at AMR).
I would argue that I have a view from yet another perspective — who’s buying what, and when at a micro level. While too much detail about it would get me into all kinds of trouble, I am encouraged by the signs I’m seeing. In virtually every people-intensive industry we serve, organizations still seem intent in looking at talent proactively. And the ones that are serious about gaining competitive advantage know that they need great business process definitions enabled by effective operational technology. Those customers keep coming, and that inspires me to come to work with as much passion and energy as I’ve had at any other time in my 25 year career.
Game On!
