Adrenalin positioned as a Niche Player in Magic Quadrant for Talent Management Suites in 2013

Chennai, March 27, 2013: Adrenalin eSystems Limited, a leading Human Capital Alignment Software Company, today announced that Gartner, Inc. has positioned Adrenalin in the Niche Player Quadrant of the recently released ‘Magic Quadrant for Talent Management Suites’ report 1.

This new Magic Quadrant assesses the market for talent management suites, which help organizations manage the key processes of plan to source, acquire to onboard, perform to reward and assess to develop.

Adrenalin’s Talent Management suite is a part of overall product and being modular in nature; it is also sold and implemented independently. The Talent Management suite of Adrenalin cuts across industry segments and provides customizable templates to cater to geographically spread Organizations

"We are very excited about entering into Gartner’s Magic Quadrant as Niche Player for Talent Management Solutions. Our product has understood the market needs, customer preferences and business challenges in this space and has uniquely addressed the same. It is a matter of great pride for us, as our team has been working hard to achieve new milestones in developing robust solutions. We are overwhelmed to receive this industry recognition," said Balaji Ganesh, CEO & MD of Adrenalin eSystems Limited.

With more than 500 customers using Adrenalin Human Capital Alignment Software across the globe, the company has been working tirelessly to set new benchmarks to offer innovative People Solutions. The Positioning in Magic Quadrant only gives Adrenalin the necessary impetus to further develop, expand and strengthen its product offerings.

1Gartner, Inc. "Magic Quadrant for Talent Management Suites", by Thomas Otter, Jeff Freyermuth, Ron Hanscome, 14 March , 2013.

Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings. Gartner research publications consist of the opinions of Gartner's research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.

About Adrenalin

Adrenalin eSystems Limited is a global product and software solutions company in the field of HR automation. It is a part of Polaris Financial Technology, a leader in state-of-the-art solutions for Core Banking, Corporate Banking, Wealth & Asset Management and Insurance. Adrenalin esystems Limited is headquartered in Chennai, with partners and sales offices across India and worldwide. Adrenalin offers complete suite of solutions that span the entire HR Processes spectrum. Adrenalin has over 500+ customers, 500000 users across India, Middle East, UK, Africa and South East Asia. To know more about Adrenalin, please log on to visit http://www.myadrenalin.com/
Source: http://www.freepressbox.com/news-adrenalin-positioned-as-a-niche-player-in-magic-quadrant-for-talent-management-suites-in-2013-233767.html

Evolving Trends in HR Technology

Going further: The HR wave in SaaS

The verdict is out. HR is one of the main business functions where adoption of HR Cloud software is the highest. This acceptability is seen as a big boost to alignment, as people become the key focus of companies with more investment in SaaS. This year, 2013, will see a cycle of accelerating growth in core system replacement. As a result, HR software vendors with cloud-based integrated HRMS tools and payroll offerings will stand to gain. Analysts say, that a majority of companies would move their HR platforms to cloud over the next three years.

Data is everything: Similarly, the rise of HR master data management will get into focus, as there is a growing need to keep data in sync across multiple systems. Creating repositories of master data is key to govern it more effectively. This will lead to better solutions for managing employee data quality. In fact, as HR assumes a strategic stance, the focus in the HR department is going to focus on result-driven campaigns that impact the organisation. The shift will be to measure the effect of what they do on the corporation versus the effect of what they do on HR. To achieve this, it is imperative to have comparative data like benchmarks from the outside world. Analytics embedded in Human resource software will help HR managers move from being process players to strategic contributors.

Social habits to drive the new review system: The paradigm shift will be seen in social performance management as it edges out the annual review. More organisations are now hiring the young, who expect consistent short-term feedback and encouragement. This mandates a more fluid model for performance management to take centre-stage in the coming years. Performance evaluation will move to a continuous stream where employees are held accountable for certain goals that drive the business.

Career websites will turn cool: A huge amount of upside in terms of creating engaging career websites is also seen on the horizon as job application processes become less painful. Internal social networks would be key in ‘Engagement’ as they will bring down information silos. This will in turn help take Employee Self-Service to another level by creating a more interactive environment for companies to engage employees.

Mobile tools will engage HR on the go: The age of Mobile HR tools will become critical as simple applications like expense reporting, time and attendance, training, employee directory etc, would be the most wanted tools. Analysts feel that poor user interface is the culprit to replacing HR systems. Putting this functionality to mobile apps is one way to address this issue. As 2013 ends, it is expected that many HR tools will be available in the market.

HR is more social than ever before: The impact of social tools on HR practices is here to stay. As change sets in, innovative social HR tools like social rewards systems, social performance systems, social sourcing systems, and social learning environments are set to set the lead the transformation. These new tools implement people practices differently as they leverage the wisdom of crowds rather than the wisdom of the manager. For instance, if you found that 80% of the employees see great value from a lower level employee, wouldn’t you want to promote that employee even if the manager didn’t notice? Change is inevitable, as these new tools are set to unlock the valuable source of management insight. 

Author Resource: 

 

Writter is a professional writer, presently writing for the HR Software, Employee Self-Service, HR tools and Human resource software India. 

Source: http://www.amazines.com/article_detail.cfm/5470823?articleid=5470823

Optimize the talent pool

Expected to make sure that they have access to the best talent pool, Recruitment managers are responsible for filling up open vacancies by the right candidates. But how do you ensure that you have access to the right talent pool to select from?

Giving the recruiter access to potential employees, talent pools help fill the open vacancies in an organization effectively. Ensuring that your business is not affected due to skill shortage, Talent pools are an essential method of reducing the cost and time to hire as well as work as an effective contingency plan. Saying that the right person for the role never applied for the position or not getting access to the resumes of candidates who could be the right person for the role would have been partially true around 15 years back.

Short listing 100 resumes from a pool of a few thousand, what is the surety of finding the right candidate for the position? Proving his/her capability in a similar role in the past, the right person for the job is the one who received internal and external commendations for performance excellence in the past.

Talent pools including candidates from sources like previous applicants who would have made it to the last round, candidate resume libraries, magazines and websites, current temporary staffing scheme, Networking - Using industry conferences, professional groups, Online networking - LinkedIn, Facebook, MySpace and the hundreds of other online social networking websites.

Analyzing these assortments of means, we find that none of these provides a structured or process oriented approach to maintaining the right talent pool.

The need for seeking new ways of optimizing the talent pool started some 40 years back when people joined and retired from the same organizations which lead to higher attrition levels. This led to the role of a recruitment consultant gaining importance & later came the job portals which then provided round the clock access to their resume bank.

As soon as we thought that balancing the right talent pool ended with recruitment consultants and job portals, came social networking sites like LinkedIn which provided access to passive job seekers.

When we thought that the jig saw puzzle to create the right talent pool ended with recruitment consultants and job portals, came social networking sites like LinkedIn which provided access to passive job seekers.

With no end in sight, candidates should be motivated to work towards actualizing their aspirations and if applying for an open job vacancy or position that helps actualize a candidates career aspiration, then get ready for a more structured and process driven approach to maintaining the talent pool - “Aspiration Management”.

Visit http://www.myadrenalin.com/ for more details 

Source:- http://www.amazines.com/article_detail.cfm/5256181?articleid=5256181