At HRIZONS we have run across situations where clients have implemented Standards of Performance as objectives because their existing technology does not support sufficient flexibility in using competencies. In addition to difficulties in reporting, this practice creates challenges in the configuration of employee development and succession planning tools because both employee development and succession planning are built on competencies for planning and assessment.

Don’t get me wrong – I love the Aberdeen Group’s approach to HCM research, quote it often and refer all of my friends and colleagues to their web site. With that said, the December 2008 research on Single Vendor Integrated Systems and Succession Management success may have excluded some success stories.