Integrated Talent Management: 9-Grid™

9-Grid™
Integrated Talent Management

June 2014
An Independent Analyst Perspective into the Integrated Talent Management Systems Market
June 2014 – 9GRIDITMS062014

©Copyright Elearnity Limited. All Rights Reserved.1 Deep Insights, Pragmatic Advice
Elearnity 9-Grid™
for Integrated Talent Management– June 2014
Contents
UNDERSTANDING THE ELEARNITY 9-GRID™ .............................................................................................. 4
THE 9-GRID™ VARIABLES FOR INTEGRATED TALENT MANAGEMENT ...............................................................................5
INTEGRATED TALENT MANAGEMENT MARKET & TRENDS ......................................................................... 7
ELEARNITY 9-GRID™ VENDOR COMMENTARIES ......................................................................................... 9
CORNERSTONE ONDEMAND – TALENT MANAGEMENT ............................................................................................. 10
HALOGEN –TALENTSPACE .................................................................................................................................... 11
IBM - KENEXA TALENT MANAGEMENT .................................................................................................................. 12
INFOR – TALENT MANAGEMENT ........................................................................................................................... 13
LUMESSE – INTEGRATED TALENT MANAGEMENT ..................................................................................................... 14
NETDIMENSIONS – NETDIMENSIONS TALENT SUITE ................................................................................................. 15
ORACLE – E-BUSINESS SUITE TALENT MANAGEMENT ............................................................................................... 16
ORACLE – FUSION HCM TALENT MANAGEMENT ..................................................................................................... 17
ORACLE - TALEO CLOUD SERVICE .......................................................................................................................... 18
PEOPLEFLUENT –TALENT MANAGEMENT SUITE ....................................................................................................... 19
ORACLE – PEOPLESOFT HCM............................................................................................................................... 20
SABA SOFTWARE –SABA CLOUD ........................................................................................................................... 21
SAP – ERP HCM ............................................................................................................................................... 22
SILKROAD – LIFE SUITE ........................................................................................................................................ 23
SUCCESSFACTORS, AN SAP COMPANY – HCM SUITE ............................................................................................... 24
SUMTOTAL SYSTEMS – TALENT............................................................................................................................. 25
WHAT NEXT? .......................................................................................................................................... 26
ABOUT ELEARNITY.................................................................................................................................. 27

©Copyright Elearnity Limited. All Rights Reserved. 2 Deep Insights, Pragmatic Advice
Elearnity 9-Grid™
Accuracy of Information and Warranties

The analysis and recommendations made in Elearnity 9-Grid™ are based on the information currently
available to Elearnity from sources believed to be reliable. Elearnity disclaims all warranties as to the
accuracy, completeness or adequacy of such information. Elearnity will have no liability for errors, omissions
or inadequacies in the information contained herein, or for interpretations hereof. Opinions expressed
herein, are subject to change without notice. All content is copyright Elearnity Limited, unless otherwise
identified. All rights reserved.
Inclusions and Exclusions

Entries into the Elearnity 9-Grid™ for Integrated Talent Management are made on the basis of the
appearance of those solutions within Elearnity’s Corporate Research Network which focuses on European
and international, enterprise scale corporates.
As a result there are a number of US based solutions which have been omitted because they do not have an
adequate international presence for us to provide a viable commentary around. Conversely, there may be
providers that have little recognition outside EMEA, but are included because they have built a European
based corporate presence, with some leading international companies.
This document is our 1st draft positioning and we plan to consult with customers and vendors over the
coming months with the goal of releasing an updated version in Q4 2014.

Elearnity 9-Grid™
Understanding the Elearnity 9-Grid™

The Elearnity 9-Grid™ is a five dimensional model that can be used to understand the relative position of
different solutions and providers in a selected market segment. It allows organisations to compare different
solutions based on their Performance, Potential, Market Presence, Total Cost of Ownership and Future
Trajectories across the market.
9-Grid™ is unique, because the model contains value in all of its zones – not just the top right.
9-Grid™ not only provides an understanding of the market, but also identifies the high level actions that can
help corporate organisations get the best from vendors.
9-Grid™ is based on Elearnity’s independent research in the Learning and Talent market over the past 17
years, and draws upon the insights and experience of our Corporate Research Network. The Corporate
Research Network is a group of Learning and Talent professionals, who between them represent over 150 of
Europe’s leading companies. These companies are typically global enterprise-scale organisations with their
Head Offices in Europe (or the EMEA HQ of global companies).
Essentially the 9-Grid™ Model brings together our independent view of solution providers, including their:
 Performance - comprising of two elements: Market Performance and Customer Performance.
 Potential - Scope, capability and sophistication.
 Presence - Historic and current presence in the market. This includes the size of the customer base,
the number of enterprise customers and the overall size of the business, within the scope of the
market segment we are examining.
 Total Cost of Ownership means the FULL cost of acquiring, implementing and operating the solution
(typically over a 3 year period). Importantly, this includes both internal and external costs.
 Future Trajectory – our view of their direction of travel in terms of Performance and Potential,
relative to their current position and the market as a whole.
Interpreting the exact position of the vendor in a 9-Grid™ zone is explained in more fully in our Introduction
to the 9-Grid document available from our website. www.elearnity.com/9-grid.html.
We strongly recommend reading the full document to understand the model in detail.
The Critical Difference between the 9-Grid and other Analyst Models
There is a very important difference between 9-Grid™ and other Analyst models. In the 9-Grid™ all of the
nine zones have value, and more interestingly, have an associated set of actions that can help you to
maximise the value of the relationship with different vendors.
This means that being in the top right is not the only valid selection point. For some organisations top right
may not even be desirable. There are many other zones that offer success, especially when balanced against
Total Cost of Ownership.

Elearnity 9-Grid™
The 9-Grid™ variables for Integrated Talent Management

What do potential, performance, presence and total cost of ownership mean in the context of Integrated
Talent Management?
Performance
This focuses on customers’ choices: does the solution get short listed, does it win, does it deliver and are
customers happy. This is viewed through the lens of large international corporates and is taken from the
experiences Elearnity has gleaned of its Corporate Research Network and general market briefing. This may
not, therefore, necessarily reflect the experiences of smaller and mid-sized organisations.
Potential
Two key aspects: scope and sophistication. In the Talent Management context, scope covers the breadth of
Talent management processes across the complete Talent Management life-cycle (illustrated below).
Elearnity Talent Management Cycle
For this iteration of the Elearnity Integrated Talent Management 9-Grid™ Report, our analysis has been
weighted towards the segments covering Acquire, Perform, Develop and Optimise. This is in recognition that
these areas are currently the main priorities for most enterprise organisations, when they engage with the
Integrated Talent Management marketplace.

Elearnity 9-Grid™
Sophistication defines the functional depth of the processes and the level of complexity that can be
managed within solutions. Mid-market tools tend to have wider scope, but lack sophistication or functional
depth. High sophistication implies a high degree of control on how each of the processes can be configured,
as well as the ability to support different processes.
Presence
This is the solutions presence in the enterprise market place. This is very much about the size of the
customer base, as well as presence in the overall market. Again, this is not a linear scale, but represent three
bandings that group the levels of maturity / distinct groupings we see in the market. Higher Presence
solutions will have large numbers of corporate enterprise scale customers and high overall user numbers.
Total Cost of Ownership
TCO is about the overall cost of buying, implementing and operating the Talent Management solution. This is
a combination not only of initial cost of buying the platform, but also the cost of operating the solution –
namely the hosting, maintenance and upgrade overheads as well as the cost of resources, i.e. the team, to
run it.
Trajectory
For Integrated Talent Management, trajectory is our sense of potential direction of travel in terms of both
Performance and Potential. Trajectory is measured relative to the solutions current Performance and
Potential and the market as a whole. It is not a relative positioning compared to other solutions in the same
zone.

Elearnity 9-Grid™
Integrated Talent Management Market & Trends
With clear evidence of interest and buy-in at board level, Talent Management has become a hot topic for
many organisations. And, as we increasingly emerge from the economic crisis of the past few years and
companies become more optimistic in their outlook, the importance of many of the key functions under the
Talent Management banner will only increase further.
In our view, some of the key trends in the market are:
The “War for Talent” is Back – Whilst the economic outlook was poor, corporate agendas were largely
dominated by cost reduction and cost management, and an active recruitment agenda was a selective
pastime for most companies. Now Talent is going mainstream again, with a resulting shift to attracting key
talent, but also to ensuring you retain the key talent you already have. In a negative market, making the
wrong career move was a big risk. Now the economic outlook is improving, the opportunities for employees
to move externally increase, and the associated risks of a bad move decrease. Retention of key talent is
becoming harder and the “War for Talent”, as articulated by McKinsey in the late ‘90s, is now back with a
vengeance!
The C-Suite Expects – Now Talent has made its way into the boardroom, executive leaders now have
expectations of a real conversation with real outcomes. These expectations are challenging the ability of HR
leaders to produce high quality, objective data on who their “top talent” really are, as well challenging their
ability to put in place targeted programmes that drive measurable Talent outcomes. It’s all full well and good
talking about Talent Management as if it’s a science, but the systems and processes that support it have to
back that up; and frankly they don’t! It is time to raise the game, and put in place the processes and systems
that will truly deliver the outcomes that the C-Suite now expects.
Growing Investment in Talent Systems - Increasing expectations from the C-Suite is resulting in an
associated increase in investment in the systems HR needs, to deliver a strong Talent agenda. Whilst there is
still considerable investment in simplifying and unifying the underlying HR core systems and data, the more
transformational business benefits lie elsewhere. Investment in Talent Management systems is on the up, as
is the value of the companies that supply them.
Connecting Up the Talent Dots – Transforming an organisation’s approach to managing Talent is more
than improving processes and systems. It also means connecting together the largely silo’d functional
specialisms that come under the Talent umbrella – Recruiting, Learning, Performance Management,
Compensation and Benefits amongst others. Historically, these have been managed by separate units within
the HR organisations, staffed with specialists who use their own language, processes and systems. Now,
there is a clear trend to want to join up the dots, creating a stronger and more connected view of the Talent
within, and the processes that impact it. But this is a journey, not a single step, and in most cases this journey
will take some time to complete. Current priorities probably dictate that being “opportunistically hybrid” is
more practical than being fully integrated, but that is still where we are headed.
From HR to HCM – This shift in focus from transactional HR to transformational Talent is also driving the
investment plans of the major HR vendors. Firstly, they acquired leading Talent companies; SAP, Oracle and
Infor have all made major Talent Management acquisitions over the past few years, and in consequence,
appear in this 9-Grid™ analysis. Now, these vendors are also transitioning their transactional HR systems into

Elearnity 9-Grid™
fully integrated Human Capital Management (HCM) Suites containing high impact solutions for all the main
Talent Management functions. At the same time, Workday has also rapidly emerged as a major force in the
next generation HR market, first with its Cloud-based HR and Financials core, and now developing key Talent
components with Performance Management and now Recruiting. The influence of the HR vendors has
always been high in the Talent Systems markets, even if they didn’t have best of breed solutions. That
influence will continue to grow, but customers need to ensure they deliver strong Talent outcomes and agile,
high impact processes, not just implement an integrated system of record.
As well as the overall growth in the Talent agenda, and resulting investment in processes and systems, there
are some underlying factors that are impacting Talent Systems as much as they are impacting other types of
systems:
Continued Growth of the “Cloud” – Deployment in the Cloud and Software as a Service (SaaS) is now the
de facto option for the majority of customers and vendors alike. Not only does it bring customer benefits in
terms of ease of deployment, configurability, speed of innovation and reduced total cost of ownership, it is
also bringing benefits to the provider, by simplifying their customer management. Whilst there continue to
be organisations who demand traditional “on-premise” approaches, they are a shrinking minority. Concern
still exists in Europe about hosting of data in the US, and this has further intensified in the light of the
Snowden/NSA scandal. Localised regional cloud hosting arrangements are likely to become cemented as the
new norm.
Mobile First – Any Device Strategy – Mobile access and delivery is a big focus for practically all the Talent
system providers. But in many ways, mobile is still, at best, teenage rather than mature adult. The range and
richness of mobile functionality varies considerably from solution to solution, but with the growth of tablets,
many vendors are now increasingly designing for mobile first. But overall, mobile will make some deeper and
more significant impacts on the processes that Talent Management is expected to deliver. Mobile not only
changes the access point for Talent processes, it changes their frequency and formality. Mobile also tends to
accelerate the socialisation of work processes, as well as their simplification to enable quick and easy input
on the go. Mobile will drive new forms of Talent processes as well as new points of interaction.
Waiting for the Great User Experience – The genuinely great user experience is still proving elusive for
most Talent Management users, despite significant investment in UI design from the vendors. The old
paradigms of forms-based formal processes still weigh heavy on the user experience, as does structured end
reporting rather than in-line contextually relevant knowledge. Some of this is being eroded by richer portals
and social talent processes, but vendors are still to make their systems user experience truly seamless and
inspiring.
Big Data, Reports, Dashboard and Analytics - Reporting has been a bugbear for many users. With the
rise of the concept of Big Data and Analytics – the promise of gaining real insights into the impact of their
talent processes s potentially much more of a reality. This is not just through configurable reports and
dashboards, but also through decision support tools. Recent months has also seen the emergence of
“Predicative Analytics”, highlighting consequences and suggested appropriate actions based on the data.
Whilst this is certainly at the “bleeding edge”, harnessing business intelligence from a Talent Management
System to support business decision making is something it is going to be harder and harder to ignore. Those
vendors without a strong analytics answer risk being consigned to the back waters.

Elearnity 9-Grid™
Elearnity 9-Grid™ Vendor Commentaries

This section provides short commentaries around the placement of the different solutions featured in the
9 Grid™ Model, outlining the Elearnity view of their Performance, Potential, Presence, Total Cost of
Ownership and Trajectory.
The featured vendors are listed in alphabetical order are:
Cornerstone OnDemand
Halogen
IBM (Kenexa)
Infor
Lumesse
NetDimensions – Talent Suite
Oracle Fusion
Oracle Talent Cloud
PeopleFluent
Saba Software
SilkRoad
SuccessFactors an SAP company
SumTotal Systems

Elearnity 9-Grid™
Cornerstone OnDemand – Talent Management

Rating: Strategic Challenger
Category: Integrated Talent Management Systems
Website: www.cornerstoneondemand.com
Date: June 2014
9-Grid Commentary:
Performance
Global Talent suite provider with a strong record of success in Europe particularly in Learning and
Performance. Now emerging as a strong player in Integrated Talent market. Organically grown
solution and customer base. Recruitment Cloud (added in 2012) is developing positive customer
momentum in its own right. Consistently positive European customer advocacy and impressive market
growth year on year.
Potential
Pure play, multi-tenant-SaaS offering. Full Integrated Talent Management Suite including Workforce
Management, Recruitment, Learning and Development, Career Development, Succession and
Compensation. Healthy stream of innovation. Recently released improved analytics capabilities. Rich
roadmap of enhancements particularly for Mobile and Social Talent Management.
Presence
Large global presence with strong visibility in EMEA and continuing to grow rapidly. Customers include
many of Europe's leading brands, across a wide range of industry sectors.

Natively SaaS/Cloud with a scalable and simple to manage platform results in lower operational
overheads and implementation costs than many enterprise-class rivals.
Trajectory
Primary focus still on growing market share rather than outright profitability. Increased competition
from major ERP players may reduce future growth rate, although no obvious impact yet. Continued
fast pace of innovation and customer advocacy key to further global expansion.

Elearnity 9-Grid™
Halogen –TalentSpace
Rating: Potential Challenger
Website: www.halogensoftware.com
Date: June 2014
9-Grid Commentary:
Performance
Canadian Talent Management company with an established mid-market customer base and fully
integrated suite. Strong customer advocacy; predominately North American with some positive
customer stories in Europe. Strong focus on customer ROI and tangible business impact.
Potential
Organically developed suite encompassing full Talent life-cycle and built around rich Talent Profile.
Strong focus on ease of use and special editions for selected verticals. Partnership with SHL provides
assessment and employee profiling opportunities. Innovative features for employee engagement
through coaching and collaboration, and a Myers-Briggs Insights module.
Presence
North American provider successfully targeting mid-market customers. Emerging presence in Europe
and internationally.

Seen as a highly cost effective platform by customers. Easy to deploy and low ongoing maintenance.
Offers money back guarantee for “customers not delighted with their deployment”.
Trajectory
Primary focus on mid-market customers reduces visibility and adoption levels in larger enterprise-scale
corporates. Actively expanding sales presence. Adapting their proposition to have greater appeal to
enterprise customers may be critical in building market momentum in Europe.

Elearnity 9-Grid™
IBM - Kenexa Talent Management

Website: www.kenexa.com
Date: June 2014
9-Grid Commentary:
Performance
Talent Management suite provider assembled largely through acquisitions and now part of IBM’s
Smarter Workforce. Many blue chip customers in Europe and globally. Has a strong customer base for
Performance and Compensation gained through Kenexa's Salary.com acquisition.
Potential
Offers full suite across the complete Talent Management life-cycle. Strong differentiators include
service to support Employee Engagement, Talent Assessment and Recruitment BPO. Strong
collaboration features and content portfolio such as psychometrics. Learning Management
functionality focuses more on Social Learning and content management, rather than sophistication for
formal learning. Will benefit from access to IBM’s wider portfolio, including Social, Cloud and
Analytics technologies.
Presence
Strong historic presence in Talent Acquisition and Employee Engagement space. Much lower presence
in the European Learning Management, but starting to see some traction. The impact of the
acquisition by IBM, on investment in product R&D, sales and marketing, service delivery capabilities
will be key to its future presence in Europe and internationally.

New IBM Kenexa Talent Suite pricing due to be released. Current pricing reflects enterprise market
focus and delivery model. Cost to implement varies by module based on the degree of sophistication.
Talent Acquisition and Performance relatively higher, but more mature compared to Learning
Management offering.
Trajectory
IBM ownership offers significant opportunities, but also some risks. Significant potential to cross-sell
full suite into existing Talent Acquisition customer base. Strong investment in platform and anticipate
strong continued presence in corporate shortlists, although needs to positively manage transition from
Kenexa brand to IBM Smarter Workforce.

Elearnity 9-Grid™
Infor – Talent Management

Rating: Potential Leader
Website: www.infor.com
Date: June 2014
9-Grid Commentary:
Performance
Global ERP solutions provider with history of acquisitions and strong presence in HR overall. Good
track record in enterprise organisations, but yet to break-through in Talent Management in Europe.
Significant potential to cross-sell Talent offering and sub-components.
Potential
Well integrated suite based on acquired platforms including Lawson HR in 2012 CERTPOINT LMS in
2013 and analytics from PeopleAnswers in 2014. Modules cover the entire Talent Management life-
cycle including Workforce Management, Talent Acquisition, Learning, Performance, Succession, Global
Mobility and Compensation.
Presence
Significant global presence in ERP and HR generally, although not currently seen in Europe as a big
hitter in Talent Management.

Overall cost of ownership more in line with ERP cost dynamics, although more competitive than some.
Both on-premise and SaaS offerings.
Trajectory
Still to gain real market momentum in Europe compared to Talent Management market leaders.
Needs stronger and more visible local customer advocacy to excite European buyers. Clear potential to
grow presence, if able to fully engage global sales force in the Talent agenda.

Elearnity 9-Grid™
Lumesse – Integrated Talent Management

Rating: Core Challenger
Website: www.lumesse.com
Date: June 2014
9-Grid Commentary:
Performance
European Talent Management provider built on multiple acquisitions. Broad customer base in Europe
across different product lines. Strong localisation story.
Potential
Portfolio covers all the core elements of the Talent Management life-cycle, from Recruitment through
to Performance Management, Learning and Compensation. Core Talent Management is very
integrated, but less so with Talent Acquisition. Talent Management is still largely on-premise. Talent
Acquisition and Learning Management are Cloud based.
Presence
Much stronger in Europe than US and internationally. Strong local presence in individual European
market, although capability varies by product line.

Cost varies depending on product line. Talent Acquisition and Learning Management both provided as
SaaS only with associated TCO benefits. Talent Management primarily on-premise and stable.
Trajectory
Future vision for flexible modular solution approach, with ‘plug and play’ integration has potential to
be disruptive. Long road ahead to create more cohesive fully integrated suite. Must address limited US
success to build strategic presence in global enterprises.

Elearnity 9-Grid™
NetDimensions – NetDimensions Talent Suite

Website: www.netdimensions.com
Date: June 2014
9-Grid Commentary:
Performance
Niche Learning and Performance Management solution provider, originating from Hong Kong, with
good track record in Europe. Specialises in regulated industries. Consistently positive customer
advocacy.
Potential
Real strengths are in Learning solution and portal toolkit. Still in the process of developing full Talent
Management Suite. Partners with Curo to provide Compensation Module. Currently no known plans
for Talent Acquisition. Robust approach of building customisations into the core code means no
customer is left behind.
Presence
Limited outside Learning base. Growing recognition with enterprise-class customers. Good presence in
regulated industries including Aviation and Pharma/Medical. Proven experience in extended
enterprise.

Priced more for enterprise market, with on-premise or dedicated SaaS hosting. Recent enhancements
to the admin experience will help with operational overheads.
Trajectory
A strong specialist player, that understands their customer sweet-spots and likely to remain a core
player in chosen markets. Investing heavily in strengthening global team. Still some way to go to
complete their Integrated Talent Management portfolio.

Elearnity 9-Grid™
Oracle – E-Business Suite Talent Management

Rating: Solid Performer
Website: www.oracle.com
Date: June 2014
9-Grid Commentary:
Performance
In market for many years with large historic presence in enterprise customers. Talent components
frequently bought with core HR proposition, but seldom completely implemented. Often limited or
poor customer outcomes and advocacy in Talent applications.
Potential
Functionally mid-tier at best and requires large services footprint to implement. Limited functional
innovation within Talent components historically, and ERP-like user experience. Innovation often tied
to major upgrades with long lead times in many customers. Limited future path as strategically
superseded by Oracle’s Fusion HCM and Talent Cloud (Taleo) offerings.
Presence
Reflects Oracle's historically strong presence across all sectors/geographies, although limited as a full
Talent suite rather than core HR or selected components.

Bundled licensing means often perceived as low cost, but complex to implement and high ongoing cost
to manage and operate. Higher than average TCO overall.
Trajectory
Little future other than as a legacy platform. Expect presence to decline significantly over time both
through transition to Oracle Fusion offering and to best of breed alternatives. Platform's deficiencies
increasingly being exposed by wider market innovations.

Elearnity 9-Grid™
Oracle – Fusion HCM Talent Management

Rating: Potential Leader
Date: June 2014
9-Grid Commentary:
Performance
Oracle’s next generation Cloud HCM platform with key Talent components. Still early days, but
adoption and go-live rates increasing in North America. Recent enterprise wins in Europe indicate
increasing confidence from both legacy Oracle and new customers. Quality of customer partnering
and advocacy continues to be an issue.
Potential
Fusion Talent offering led from Performance Management, Talent Review and Compensation.
Learning and Recruiting taken from acquired Taleo offering. Positive reactions to Fusion Performance
and also to the Fusion TAP mobile interface. Complex architecture, but significant potential especially
within on-premise legacy customers with strong Oracle/PeopleSoft commitment.
Presence
After a slow start, Fusion is now starting to develop real momentum – led from core HR in the Cloud
potential. Oracle overall enterprise presence very high, but still to build deep customer presence for
Fusion HCM.

Oracle is competitively pricing Fusion to be attractive to new customers and to encourage existing on-
premise legacy Oracle customers to migrate. Longer-term overall TCO is as yet unclear.
Trajectory
Oracle is heavily committed to Fusion and to regaining their HCM market and product leadership
status. Has a large customer base to build Fusion’s market momentum upon. IT decision making likely
to drive selection, despite limited early customer advocacy. Cloud foundations could deliver attractive
innovation, but complexity of architecture and focus on core HCM may limit in practice.

Elearnity 9-Grid™
Oracle - Taleo Cloud Service

Date: June 2014
9-Grid Commentary:
Performance
Talent suite inherited from Oracle’s acquisition of Taleo, an historic leader in Talent
Acquisition/Recruiting Systems market. Majority of European customer base from Recruiting segment.
Some recent enterprise wins in Europe, but also some attrition of Taleo customers in non-Oracle
strategic accounts.
Potential
Strong functionality in all areas except Learning, which was previously acquired from Learn.com and
lacks the sophistication of enterprise leaders. Still being enhanced - Taleo Recruiting and Learning are
also key elements of Oracle’s overall Fusion HCM offering. Taleo Compensation now superseded by
Fusion Compensation. Taleo Performance continues to be developed, but with less investment
compared to Fusion alternative.
Presence
Market leader in the Talent Acquisition space ensures a strong presence in Europe. Anticipate overall
Talent presence will decline slowly, shifting towards Fusion in strategic Oracle customers, or to
competing solutions in customers committed to competing HCM options.

Historically enterprise level pricing but competitive. Overall TCO higher than some of Cloud
competition. Still continued innovation. Longer term TCO within shift to Oracle Fusion unclear.
Trajectory
Significant loss of Taleo expertise following the Oracle acquisition; however Oracle leadership heavily
committed to the success of Fusion. Leveraging the historic Taleo customer base is important.
Investment remains strong, although lower than Fusion alternatives.

Elearnity 9-Grid™
PeopleFluent –Talent Management Suite

Website: www.peoplefluent.com
Date: June 2014
9-Grid Commentary:
Performance
North American headquartered Talent solutions provider formed from merger of two leading
specialists in 2010. Lower overall visibility than some of competition. Some notable enterprise
customers in Europe, despite limited local visibility.
Potential
Broad Talent Management suite covers the complete Talent life-cycle including Workforce
Management. Mature functionality across modules, although learning platform sometimes seen as
the weaker link. Early advocate of Mobile. Not as much support for internationalisation as some (e.g.
limited language packs). Stable but limited core team in EMEA, including professional services.
Presence
Strong presence in North America is basis for significant customer presence globally. Lower visibility
and modest penetration directly into European market.

Cost effective given scope of offering with good ongoing operational costs. Difficult to assess broader
TCO with limited European customer footprint.
Trajectory
Global customer base driven largely out of US. Some indications of increased interest in Europe, but
needs to increase local investment to establish more momentum. Early innovation, e.g. mobile, needs
to be sustained. Weaknesses in learning segment could inhibit full talent potential.

Elearnity 9-Grid™
Oracle – PeopleSoft HCM

Date: June 2014
9-Grid Commentary:
Performance
Talent component bundled as part of Oracle PeopleSoft HCM suite. Often licensed, but rarely fully
implemented. Significant deployments of the ePerformance, eCompensation, but limited adoption of
the eLM and eRecuit module. Mixed reactions in terms of customer advocacy for Talent modules.
Potential
At best, mid-tier Talent suite functionally. Often customised in older implementations, causing lock-in
to older versions. Limited innovation under Oracle, tied to slow update and release cycles. Limited
future path, as effectively superseded by Fusion HCM and Talent Cloud (Taleo) offering.
Presence
Significant, reflecting PeopleSoft’s historic strong HR presence in enterprise customers globally.
Greater presence for ePerformance (and possibly eCompensation) than other components (or as a full
suite).

Requires heavy services to implement and maintain. Complex to implement and manage - meaning
significantly higher than average TCO. PeopleCode base has allowed significant customisations by
some organisations, with resultant version lock-in and high upgrade cost.
Trajectory
No real future other than as a legacy solution in PeopleSoft HR sites. Risk of becoming a cul-de-sac
platform choice. Expect presence to decline over time, but may take some years. Innovations across
the wider Talent Management market increasingly exposing deficiencies as a Talent Management
solution.

Elearnity 9-Grid™
Saba Software –Saba Cloud

Website: www.saba.com
Date: June 2014
9-Grid Commentary:
Performance
Historically strong on-premise blue-chip customer base driven by their presence in Learning
Management. Now leading with Saba Cloud, a new combined Learning and Talent Cloud solution. At
early stage of introduction into EMEA Talent Management market.
Potential
Mature and sophisticated Learning-centred offering, with track record in delivering complex projects
for global enterprise customers. Stated intent to be a complete Talent player. Recently added
Recruitment and announced Compensation module for later in 2014. Saba Cloud significantly
addresses historic issues of operational complexity, as well as improving user experience and rate of
innovation.
Presence
Large global presence across all sectors in enterprise Learning. Well established sales and service
operation in EMEA. Still to assert position in overall Talent Management market with US leading the
way.

Historic pricing reflected enterprise customer focus and chosen delivery model. Shift to Cloud with
accelerated deployment model significantly reduces likely TCO, although too early to assess fully.
Trajectory
Saba is already seeing success in the US in transitioning their strength in enterprise Learning into
Talent Management. Likely to be replicated also in EMEA. Established partnership with Workday and
strong hybrid cloud solution should reap dividends. Embedded Machine Learning potentially a
significant differentiator. Still need to resolve financial reporting issues, although target to be resolved
by end of 2014.

Elearnity 9-Grid™
SAP – ERP HCM

Website: www.sap.com
Date: June 2014
9-Grid Commentary:
Performance
Legacy Talent suite components of the SAP ERP HCM suite. Significant historic adoption in SAP
customer base. Still being deployed by some, but now strategically superseded by SuccessFactors as
the go-forward Talent offering. Often poor customer experience and advocacy in reality. Lock-in to
core ERP upgrade timescales reduces agility and innovation.
Potential
Functionally mid-market capability with poor user experience and complex administration. ERP
implementation times and costs have tended to limit customer value. Some interesting capabilities,
but innovation has not matched best of breed leaders. Likely to be some years before replaced in many
organisations, but SuccessFactors option likely to be very attractive to committed SAP customers.
Presence
Very significant presence globally, especially in enterprise organisations. Adoption across all industries
and geographies reflects SAP’s broader global presence and international capabilities. Always a factor
in larger SAP accounts, despite limited product capability and issues with customer advocacy.

Very high implementation and operational costs mean high TCO overall. High upgrade and
maintenance costs. Also high administration overheads.
Trajectory
With the SAP acquisition of SuccessFactors and subsequent shift to Learning and Talent in the Cloud,
SAP ERP HCM is largely redundant other than as a legacy proposition. Very strong potential to
transition customers to SuccessFactors offering, but expect this to take some years in practice.

Elearnity 9-Grid™
SilkRoad – Life Suite

Website: www.silkroad.com
Date: June 2014
9-Grid Commentary:
Performance
Innovative US Cloud vendor with full suite offering including a core HR option targeting mainly mid-
market. Opportunity to attract enterprise customers through leveraging its best-in-breed onboarding
offering. Less recognised in Learning and Performance. Limited visibility in European decisions, but
beginning to attract some mid-market interest.
Potential
Strong functionality in On-boarding, Off-Boarding and “Life Event” Management is a differentiator.
Has advantage of been fully integrated across all components (home-grown as well acquired). US
sales show significant cross suite success. Invested to improve customer success and support.
Presence
Greater presence in US mid-market than in Europe, although On-boarding solution does have greater
visibility. Multiple offices in Europe reinforces commitment to growing presence locally.

Difficult to assess fully, but focus on mid-market and cloud based architecture suggests attractive TCO.
Agility of SaaS deployment appealing to many organisations.
Trajectory
Significant potential to grow visibility and win rate, but requires sustained investment in European
operation to build real presence. Use of RedCarpet (On-boarding) within enterprise customers also
provides potential for cross-sell. Less “internationalised” than other established local and global
competitors.

Elearnity 9-Grid™
SuccessFactors, an SAP company – HCM Suite

Rating: Strategic Leader
Website: www.successfactors.com
Date: June 2014
9-Grid Commentary:
Performance
Major global Talent suite provider with a strong presence internationally and now a core part of SAP’s
global Cloud strategy. Extensive customer base globally and in Europe across all industry sectors.
Continues to have strong global sales momentum.
Potential
As part of SAP, SuccessFactors has the resources to continue to lead the market in functionality and
service. Functionally sophisticated – often positioned by SuccessFactors as a suite of “best of breeds”.
Performance, Succession and Compensation functionality is recognized as market leading. Also a
strong Learning and Talent Acquisition solution, with analytics capabilities across the full HCM suite.
Presence
One of the largest global Talent suite vendors, with strong presence in all regions. Now also leveraging
SAP’s global market presence. Significant investment from SAP to build-out core HR proposition.

Targets enterprise scale customers and prices accordingly. Implementation and operational service
costs higher than some, but low by historic SAP standards. Strong emphasis on Cloud and stated
commitment to move to Cloud-only deployment from 2016 onwards.
Trajectory
Market potential polarised by SAP acquisition -opportunity in SAP HR customer base is very high, but
more conflicted in the non-SAP world. Big value potential for customers relative to previous SAP Talent
modules. Needs to improve customer performance and advocacy in existing European customers to
maintain market momentum.

Elearnity 9-Grid™
SumTotal Systems – Talent

Category: Integrated Talent Management
Website: www.sumtotalsystems.com
Date: June 2014
9-Grid Commentary:
Performance
Historically market leader in Learning, grown further following acquisition by private equity. Enlarged
Suite offering under Talent Expansion™ label, leveraging integrated versions of acquired solution
components. Growing EMEA team and raised local visibility in EMEA market. Stronger advocacy from
newer customers.
Potential
Full Talent Management suite powered by elixHR™ platform. Functionally strong in Learning and
Performance, less mature in Talent Acquisition. Strong path of enhancements and new features in
roadmap. Has the scalability to address the needs of complex global organisations.
Presence
Well established in EMEA. Historically found traction across all enterprise sectors. Some loss of
visibility in EMEA Learning market, but now rebounding with increased market presence and solution
portfolio.

Costs have tended to reflect enterprise-market focus and higher service and operational needs.
Historically mainly deployed on-premise or hosted, now with shared and private Cloud options. Given
the solution's sophistication, this has typically resulted in greater administration overheads.
Trajectory
With increased emphasis on proactive customer execution and support, SumTotal has the potential to
further grow its presence in the European market. Legacy customer base remains a challenge as well
as an opportunity. elixHR™ represents a differentiated opportunity versus other Talent suites,
simplifying the deployment in complex legacy HR environments.

Elearnity 9-Grid™
What Next?
Get a Deeper Perspective into Vendors and their Solutions
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are a critical reference source to inform your solutions review or selection processes. The Deep Perspectives
and the research behind them, is also heavily used in determining positioning in the Elearnity 9-Grid™.
A full list of reports is available from our website. www.elearnity.com/deepperspectives.html.
They cover a range of market segments including Learning Management Systems, Integrated Talent Systems,
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Vendors interested in engaging with Elearnity more deeply are encouraged to consider joining our Enhanced
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Elearnity 9-Grid™
About Elearnity
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Integrated Talent Management: 9-Grid™

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Integrated Talent Management: 9-Grid™

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9-Grid™

Integrated Talent Management

June 2014 – 9GRIDITMS062014

June 2014 – 9GRIDITMS062014

Accuracy of Information and Warranties

Inclusions and Exclusions

June 2014 – 9GRIDITMS062014

Understanding the Elearnity 9-Grid™

 Performance - comprising of two elements: Market Performance and Customer Performance.

 Potential - Scope, capability and sophistication.

June 2014 – 9GRIDITMS062014

The 9-Grid™ variables for Integrated Talent Management

Elearnity Talent Management Cycle

June 2014 – 9GRIDITMS062014

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

Integrated Talent Management Market & Trends

In our view, some of the key trends in the market are:

June 2014 – 9GRIDITMS062014

June 2014 – 9GRIDITMS062014

Elearnity 9-Grid™ Vendor Commentaries

The featured vendors are listed in alphabetical order are:

NetDimensions – Talent Suite

Oracle Talent Cloud

SuccessFactors an SAP company

June 2014 – 9GRIDITMS062014

Cornerstone OnDemand – Talent Management

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

IBM - Kenexa Talent Management

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

Infor – Talent Management

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

Lumesse – Integrated Talent Management

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

NetDimensions – NetDimensions Talent Suite

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

Oracle – E-Business Suite Talent Management

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

Oracle – Fusion HCM Talent Management

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

Oracle - Taleo Cloud Service

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

PeopleFluent –Talent Management Suite

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

Oracle – PeopleSoft HCM

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

Saba Software –Saba Cloud

Total Cost of Ownership

June 2014 – 9GRIDITMS062014

SAP – ERP HCM

Total Cost of Ownership