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HR & Talent Ecosystems and Disruptive Specialisms - Corporate Input Agreement

Please complete this page to participate in Fosway's deep dive research into HR & Talent Ecosystems and disruptive specialisms. Note: involvement in the research is for corporates by invitation only.
The world of HR systems has changed rapidly in the last few years, evolving away from the traditional world of HRIS to modern Cloud-based platforms for HCM and Talent Management, and now to a confusing array of solutions claiming to transform employee engagement and drive people success. There has also been an explosion in vendors using the “employee/talent experience” labels to appeal to modern buyers scarred by out-of-date admin-heavy on-premise HR systems.

Building on our existing research, Fosway is now deep diving into the disruptive specialisms in detail and building a new HR Ecosystem model that puts it all together in a way that can be adapted for each corporate client.  The project will investigate corporate use cases, critical functionality, and end success/impact. It will also independently assess all the main HR and Talent vendors (Suites and Specialists) and look for real areas of differentiation and value. As well as looking at HCM and Talent Suites, key focus areas will include employee experience, HR service delivery, skills, intelligent HR (AI/ML), time and absence, gig and contingent workers, as well as talent mobility and marketplaces and other specialist talent and performance topics.
1.Please confirm your agreement to participate in the corporate research input. This includes structured input and attendance in virtual roundtable(s)(Required.)
If possible, please complete the next three questions even if you do not wish to be involved with the corporate input process. Thank You.
2.What best describes the current strategy for your HR Ecosystem today?(Required.)
3.HR ECOSYSTEM PRIORITIES:
The research process is deep diving into a number of "disruptive" areas or specialisms. How important are these disruptive HR priorities in your organisation?(Required.)
Very important
Important
Low Importance
Not important
HR Service Delivery
e.g. ticket management, escalation management, knowledge base management, document management etc.
HR Interoperability
e.g. HR solution marketplace, pre-built connectors, APIs, data sharing, workflow sharing
Intelligent HR
e.g. HR automation, chatbots, natural language processing, machine learning, predictive analytics, decision support etc.
Cloud Payroll
e.g. Flexible payroll rules, continuous, real-time payroll, payroll cycle management, payroll processing, global payroll etc.
Workforce Management
e.g. time & attendance, clocking, labour planning, scheduling, etc.
Absence
e.g. compliant leave & absence management, health and wellness, virtual GP calls, team tracing, absence insights & advice, modelling the path to business-as-usual during a pandemic, etc.
Gig Work & Extended Enterprise
e.g. gig work/contingent management, project marketplace & applications, skills certification and compliance validation, services procurement, supplier evaluation, invoice management, extended enterprise learning and enablement, etc.
4.TALENT ECOSYSTEM PRIORITIES:
The research process is deep diving into a number of "disruptive" areas or specialisms. How important are these disruptive TALENT priorities in your organisation?(Required.)
Very important
Important
Low Importance
Not important
Continuous Performance Management
e.g. goals & OKR management, individual & team goals/OKRs definition, cascading & tracking, 1:1-feedback meetings, mobile updates, tracking & notifications, goals & OKR visualisation etc.
Skills & Skills Development
e.g. Skill taxonomies, ratings, skill certifications
Career Development
e.g. Career paths, recommendations and opportunities, gigs & project marketplace, mentoring, mentor marketplace, skill matching and readiness assessments, redeployment, continuous professional development, etc.
Talent Mobility & Marketplace
e.g. talent identification, talent assessment, recommendations & approvals, business cases, relocation management, scenario planning, etc.
Recognition
e.g. recognition program design, recognition awards & approvals, recognition tracking & redemption etc.
Employee Engagement
e.g. engagement surveys, sentiment analysis, engagement & wellbeing benchmarking, volunteering & CSR management etc.
Rewards & Benefits
e.g. rewards & benefits design, budgeting and accruals, global rewards & benefits catalogue, spot bonuses for performance, length of service and life events, nomination & approval, etc.
Want More Insight & Answers Faster?
5.If implementing/buying one of these specialist solutions is a key priority for you right now, there is also an option to be more deeply involved and get access to the underlying functional and vendor assessments. This has a cost, but also gets you more direct engagement with the Fosway analyst team and a custom version of the new HR/Talent ecosystem model that Fosway is building to go alongside the research.

Please select the checkbox below if this is of interest.
Thank you for your agreement to participate. We will contact you shortly to organise getting further detailed input as well as to discuss the timing for the virtual roundtables.
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