While aboard the Richmond Events QE2 cruise for senior HR Professionals, I had the opportunity to meet with more than 40 decision makers to discuss HR initiatives and technology solutions. What surprised me was that both the larger companies, who can afford the best products, and the smaller companies, whose resources are more modest, were saying the same thing. Both groups want simple products that provide easy to use tools.
For example, I spoke with two representatives, one from a large bank with over 60,000 employees and one from a large staffing firm with over 22,000 employees, who were both looking for a simple learning management system. They have met with the biggies, as well as some of the smaller vendors, but the solutions being offered are far too complicated and cost prohibitive. Both representatives, "just want to keep track of who took what courses when".
Am I telling learning management, or talent management vendors, not to add functionality to their products or for HR Professionals not to purchase comprehensive products? Not necessarily, what I am suggesting is:
In conclusion, bigger is not always better and larger companies do not always need more robust and comprehensive products. Make sure that you investigate the true requirements of your users and the impact of changing their process before you invest in additional functionality.