Steve Goldberg's Analyst Perspectives

PeopleFluent Is a Value Index Leader in Total Compensation Management

Posted by Steve Goldberg on Apr 14, 2020 3:00:00 AM

Here are some insights on PeopleFluent drawn from our latest Value Index research, which provides an analytic assessment of how well total compensation management 1-9vendors’ offerings address buyers’ requirements. The Ventana Research Value Index on Total Compensation Management 2020 is the distillation of a year of market and product research efforts by Ventana Research. We evaluated PeopleFluent and six other vendors in seven categories, five product-related (adaptability, capability, manageability, reliability and usability) and two concerning the vendor (TCO/ROI and vendor validation). To arrive at the Value Index rating for a given vendor, we weighted each of the seven categories to reflect its relative importance in an RFP process, with the weightings based on data derived from our benchmark research on total compensation.

PeopleFluent ranks third in this Ventana_Research_Value_Index_Total_Compensation_Management_2020_PeopleFluent_200127Value Index on Total Compensation Management. The vendor is a Value Index Leader overall and in the Capability, TCO/ROI and Validation categories as well as in our aggregated Customer Assurance supercategory. For more than two decades, total rewards management has been one of the centerpieces of PeopleFluent’s talent management suite. The product is able to accommodate global organizations with complex compensation plans, programs and packages.

PeopleFluent ranks first in Validation due to strong customer references and a clear product roadmap. The product also excels in the Capability category because it provides online access to compensation history, can accommodate an unlimited number of compensation plans and packages and offers the ability to clone plan features and eligibility criteria. The product is linked with the vendor’s performance management software and enables top-down and bottom-up budgeting; it also provides compensation guidance based on an array of variables and can match job families to benchmark jobs.

PeopleFluent Compensation would improve in the Usability category if it offered a more modern and consumerized user experience. Usability in the digital era should include intelligent alerts and virtual agents. We also see opportunity to improve in Validation — while the vendor’s references and case studies were both impressive, the roadmap information provided was not enough for a prospective buyer to see if the vendor’s product priorities align with its business priorities.

This research-based index is the most comprehensive assessment of the value of total compensation management software in the industry. You can learn more about our Value Index as an effective vendor selection and RFI/RFP tool here. Participating vendors can learn more about how to use the Value Index here.

Steve Goldberg

Topics: Human Capital Management, Total Compensation Management

Steve Goldberg

Written by Steve Goldberg

Steve is responsible for the Human Capital Management (HCM) research and advisory services practice. He guides HR and business leaders in leveraging their workforce for competitive advantage. He guides HCM technology vendors on the market of buyers and where their applications and technology can have maximum impact. Steve's uniquely diverse HCM experience spans over 30 years, including HR process and HCM systems practitioner leadership roles, heading up product strategy for one of the most respected HCM application vendors, and operating his own global advisory practice. His expertise areas of coverage include HRMS, Talent Management and Workforce Management, with specialized focus on recruiting, learning, performance, compensation and payroll. Prior to joining Ventana Research, Steve worked as a corporate VP in HR at UBS/Swiss Bank Corporation and Huizenga Holdings, product strategy leader at PeopleSoft and Unicru, and was also VP and Research Director at Bersin & Associates. Over 35,000 HR professionals and business executives have been informed by one of Steve's presentations on HCM, or have read his published work. Steve holds an MBA in Human Resource Management from University of Buffalo School of Management and a BBA in Industrial Psychology from The City University of New York.