Wednesday, June 17, 2009

Dealing with Multi-Channels:Companies that engage customers across many channels, earn trust and repeat business. In fact, there are some indications that multichannel customers spend even 50 percent or more during the holiday season than their traditional single-channel counterparts. For instance, Amazon.com is reportedly celebrating its best ever holiday season with record sales and bullish claims about the number of orders it was able to successfully fulfill. Yet, despite the affability of multichannels, except for a few groundbreaking companies, this is still uncharted territory.

Part Three of the Retailers Join Forces for a "Make or Break" Attempt Their Competitive Landscape series.

Better Web design and wider selections of products offered on-line are important to multichannel success; however it is crucial to understand that factors mitigating revenues and to ability to fulfill Web orders are also key. A good Web site design—one that has streamlined site navigation, search, and checkout processes—enables the kind of sales process that best fits the customer's and retailer's needs, as does good site performance, and a well-designed user interface. One will indeed never achieve proper order fulfillment without a self-evident navigational structure, the right search, help, linking of the site to the support center for synchronous user support, etc. Front-end business-to-customer (B2C) e-commerce success also requires good product information and pricing, because it is easy for Internet customers to comparison-shop. A $2 or so difference in the retail price of a DVD can have a large impact on sales volume when the competition is only one click away.

For a detailed discussion multi-channel sales see "Consumers Shop Everywhere: Understanding Multi-Channel Sales".

Once the retailer has designed its process to take advantage of the multi-channel sales opportunities, it must build a strong infrastructure that supports on-time delivery handles returns, instead of simply focusing on reducing costs. Multichannel retailers must be able to flawlessly execute a full range of services to engage, transact, and fulfill Web placed orders. Hence, most successful multichannel retailers of today had to either build a complete set o in-house or outsource some or all of them.

What's more, traditional brick and mortar retail stores still rely on store clerks and managers to support customers, while multichannel retailers must provide similar support via call centers that are adequately staffed so that customers are not on hold for too long. Additionally, these centers should be available around the clock. There should also be a number of appropriate financial services available, such as payment gateways, merchant accounts, fraud screening, and business payment services. For more information, see Differences in Complexity between B2C and B2B E-commerce.

Apart from Amazon as the Internet retailer pioneer, the likes of Best Buy, Staples, Ahold, Target, and Lowe's have also been carving out their niches. They are capturing growth and profits from multichannel, customer-centric marketing in a competitive market dominated by Wal-Mart's well-oiled retail machine. While Wal-Mart can match the growth of these retailers in absolute numbers just by opening new stores, it will hardly take more business in the competitive multichannel market serving customers with individual, personalized shopping experiences and by delivering on their complex requirements.
Dealing with Technology:Considering the use of technology for supply chain effectiveness and differentiation, new technology will be indispensable for Sears Holdings, which will be created when Kmart Holding Corporation (NASDAQ:KMRT) and Sears, Roebuck and Co. (NASDAQ:S) complete their merger. Yet, so far, neither merging party has been a dominant force in any retail segment and neither are they known for their respective IT or supply chain management (SCM) proficiency. They have only had sporadic investments in some applications with less than limited success (to put it mildly). An astute IT strategy should help any company develop a strong competitive advantage whether it be improved time-to-market, better insights about customers behavior and preferences, or devising a more efficient supply chain.

But, with the impending merger, the two giants will likely be preoccupied with rationalizing their numerous diverse IT assets, decommissioning redundant ones, and integrating the rest without losing crucial sales and inventory data, that there will be little time and resources to pursue anything else. Already lagging behind the competition technology-wise, it is difficult for us to see how Sears Holding will not fall further behind, let alone overtake the competition.

One should also bear in mind that poorly leveraged technology had been a major reason for Kmart's bankruptcy. Since the 1980s, Kmart seemed fall into complacency. It failed to stick to the traditional tenets of business—impressive customer service, constant innovation that keeps customers' attention, and cost savings. Moreover, while Kmart attempted to harness technology to address supply chain efficiency, it did not follow through to get value out of its solutions. For example, in mid 2000, Kmart deployed a number of SCM products including i2 Technologies and former EXE Technologies (now part of SSA Global), to launch an ambitious renovation attempt worth $1.4 billion (USD) of software to improve its supply chain systems. It aim to reduce store-level out-of-stocks and to increase inventory turns (see i2 Will Come Out Ahead in Kmart Deal). Unfortunately, Kmart had seemingly fallen prey to the misperception that packaged applications, in plain "vanilla mode," and without significant modification could run a complex organization of its size. The project had all but stalled. A year and a half later, before the systems ever went live, the company announced that it was abandoning most of its software and was instead buying a warehouse management system (WMS) worth $600 million (USD) from Manhattan Associates. This too apparently failed to solve the company's supply chain problems, and it went into bankruptcy in early 2002.

Yet, a significant software investment is necessary to effectively meet the needs of multichannel shoppers. Once can hardly imagine the success of Amazon.com without a significant application investment. Complex organizations need a level of applications customization. Given the potential of multichannels, the need for technology and of all these factors, Sears Holding must become more technically daring and innovative as it strives for a possible differentiation. Unlike the chaotic moves Kmart undertook a few years ago, at the same time the company was faltering, Sears must view IT as the enabler for business success, not the "be all, end all". A mitigating factor to Kmart's faulty forays may very well be that Sears seems to be more innovative and aggressive when it comes to leveraging technology to achieve operational efficiency.

Indeed, behind many success stories in American business lies an innovation. Going back a century, in the case of Sears, the innovation was the mail order catalog. At the time the company began in the late nineteenth century, rural general stores were ripping customers off by often charging 100 percent mark-ups on goods. Rural customers eventually rebelled by spending their dollars with mail-order pioneers, especially with Sears, whose model supported cheaper prices and higher volumes than the rural stores. Further, the system was backed by an ever-improving postal service. When Sears' catalog sales were at their peak, customers often ordered from the catalog over the telephone and picked up the goods at the nearest store. Since its introduction a few decades ago, the catalog pick-up area has always been very busy.

Fast forward to the 1990s. Sears did not sell anything on-line until 1997, and until 1999, it offered only one product category. From the beginning of the Internet revolution, Sears' strategy was to maintain at least one face to the customer. It wanted to ensure there were no rifts between "on-line" and "off-line" Sears. Today, products bought on-line can be picked up and returned to the stores, if necessary. Customers can also schedule in-store service visits on-line. Sears also provides near real-time inventory visibility across all stores.
One of the ways in which Sears has been able to achieve its goal of a single channel for multichannel customers and of automating supplier relationships has been to pay paramount attention to product data quality. The goal, in this regard, is to concentrate data in one location as one repository for all product information, which drives the financial, logistics, and legacy systems. Sears reportedly has one vendor master file that holds payment terms, contact information, electronic data interchange (EDI) routing and setup information, insurance requirements, and so on. In the field of product information management (PIM), Sears has worked closely with QRS, a company that was recently acquired by Inovis and that addresses the problem of global data synchronization (GDS) between retailers and suppliers (see Inovis Delves into PIM by Snatching QRS).

Accurate product descriptions, specifications, pictures, etc., should give consumers and business partners more confidence that they will receive exactly what they want. Consequently, product categories beyond traditional books, CDs, DVDs or games are becoming more popular for multichannel retailing. QRS, which keeps a file of 90 million universal product codes (UPC), is the bridge between disparate product information protocols used by suppliers and the single repository Sears prefers. For more information, see The Role of PIM and PLM in the Product Information Supply Chain: Where is Your Link?.

Sears has also been more aggressive then Kmart in pursuing other new IT initiatives during the past two years. In 2003, it orchestrated a ten year, $1.6 billion (USD) IT outsourcing deal with Computer Sciences Corporation (CSC), and it also signed a licensing deal with JDA Software and Manugistics for a more integrated set of tools to assist with merchandise management, in store systems, replenishment, merchandise planning, markdown price optimization, and planning and forecasting.

Not surprisingly, the two merging retailers have accumulated an abundance of different systems. At the store level, Kmart announced in 2001 that it was buying IBM SurePOS 700 cash registers for its point-of-sale (POS) operating system. Similarly, in 2004, Sears said that it planned to install newer SurePOS machines running 360Commerce's POS software on Microsoft Windows XP Embedded operating system. Still, a far greater challenge than merging these two POS systems will be with back-office applications at respective headquarters, including the merchandising, inventory planning, and SCM software. Each vendor has several different inventory management systems, logistics applications, or merchandize planning systems totaling nearly forty applications from vendors ranging from Caps Logistics (now part of SSA Global), via SPS Commerce to Retek (which was recently acquired by SAP), in addition to those previously mentioned.

In the case of Federated Department Stores (NYSE:FD) and The May Department Stores Company (NYSE:MAY) (although quite applicable to Kmart and Sears too), the success of the retail channel's transformation to a preferred destination for leading-edge yet affordable fashion apparel and household goods is fundamental for the long-term survival. To that end, the combined company must improve private-label sourcing and procurement operations by leveraging the latest planning and product lifecycle management (PLM) technologies to quickly bring new fashion brands to market in several weeks rather than in several months. Additionally, they too must be aware of technology. Currently, May Department stores can look up transactions, which is convenient for customers are returning goods without a receipt. Still, while impressive a few years ago, these capabilities have become a matter of course nowadays.
Conclusions and Recommendations :

Time will only tell whether the respective management teams of Sears Holding, and Federation/May, will espouse a smart, coherent strategy, and better execution and whether their cultures will effectively blend to align their strategic goals. As with all mergers and acquisitions, their ultimate success will come down to proper planning and effective execution on all levels. However, considering the sizable cultural and legacy business process differences among these venerable retailers, it is easy for observers to be inclined to doom-saying.

Yet, success is not impossible as long as new management is ready to challenge the predictable retailing acumen and start building an integrated plan for the future. They need to strive for relevance rather than only wringing out inefficiencies or bolstering the balance sheet through real estate sales. The new management team should not miss the opportunity to combine traditional efficiency savings with thought-leading process improvements in critical retailing areas and smart investments in SCM and customer relationship management (CRM) technologies. These will drive a new level of differentiation and produce stronger competition, as well as better financial performance.

The current IT practices of recording sales, doing regular backups, keeping current virus definitions, and leveraging adequate analytical packages for decision-making are quickly becoming inadequate in the face of the competitions' capabilities. This is particularly true with the forthcoming, and futuristic-feeling retail technologies, such as self-checkout, "smart shelves and carts", in-store kiosks, customer personal digital assistants (PDA), analytics-based assisted selling applications, contact-less POS solutions, or various inventive payment options with digital signatures or authentications (see The Store of the Future). The result is that fewer customer service associates will be needed to meet customer needs. By doing this, the combined businesses may be able to cut costs while concurrently improving customers' satisfaction and their perception.

In the short term, new management should continue a focused approach for their respective customers and on profitability. They should further increase market awareness to become better-known names to their target markets and to be the retail destinations for the ever-choosy consumer. Yet, evaluating options for synergy in IT and in related business processes, while not slowing down justified enterprise application investments should be a key priority in post-merger operational planning. Again, time will indicate why management has hardly mentioned anything in this regard in their merger announcement. Perhaps they do not realize its importance, or maybe, more optimistically, they will inform the market only after their explore their options with more diligence.

On a more general note, retailers must start with an understanding of what will generate the most revenue and profit across multichannels. E-tailing Web sites must not be seen as totally independent of other channels—quite the contrary. Web storefront usability should be addressed first, but the focus on PIM, GDS, and cross-channel inventory visibility infrastructure should follow suit. It is all the matter of individual preference whether to engage in Internet shopping, and it is, however, certain that multi-channel retailers will attract new business on the condition they continue with good service, wide product and service selection, and reasonable price incentives.

Adonix' Warehouse Management System Response:Modern warehouses have complex requirements. Fast product cycles, the need to decrease inventory and increase the flow of goods through the supply chain means that warehouses cannot remain static. Virtual real time data must match the supply to demand. Furthermore, many light manufacturing operations, such as final assembly, customized packing, labeling, and engraving, have been moved from shop floors to warehouses and distribution centers (DC). As a result, supply chain execution (SCE) software has been created and amended to handle these complex requirements. Warehouse management systems (WMS) play a key role in a company's postponement strategy to delay the customization of products until after the products or customized components leave the manufacturing plant.

Part Three of the Adonix' Mid-Market FORMULA--Adopting Best of Both "Organic Growers" and "Aggressive Consolidators" Worlds series.

To address SCE for users of its discrete and process manufacturing suites, Adonix (www.adonix.com), France's largest, privately owned enterprise solutions provider for medium manufacturers, provides three distinct offerings for automating warehouse activities, based on key factors such as transaction volumes and complexity of processing requirements. WMS and SCE might be the best examples of Adonix' commitment to providing its customers with the building blocks for supply chain management (SCM). Its research and development strategy has involved examining and prioritizing market trends to help customers grow and new products and services are then introduced through both in-house development and acquisition.

Adonix has provided warehouse solutions in North America since the 1980s, which has allowed it to leverage existing experience and skills. It also has a fairly strong historical customer base starting with Navistar and VWR Scientific, and is a pioneer in the radio frequency (RF) technology, authoring LXE LDS device drivers. Existing and prospective user companies can use the warehousing capabilities within the Adonix' offering set that match the sophistication of their facilities:

1. Adonix Geode GX is a full-function WMS designed within the Adonix X3 development framework to meet the needs of mid-sized companies with large transaction volumes and sophisticated warehouse practices. It is an enterprise-level configurable, multisite, multi-company, multilingual, multi-database/multi-operating system, and multi-workflow solution with rules-based inventory storage and retrieval and automation capabilities.

Adonix' ideas behind Geode GX has been to offer "tier one functionality at a tier three cost-of-ownership" to medium companies that do not necessarily want to compromise on functionality and cost. As the flagship X3 ERP product, the WMS extension is also configurable for the changing needs via a 4GL personalization and configuration toolset. Adonix recently redeveloped Geode within the X3 technology and plans to sell it both as a module of Adonix X3 and as a best-of-breed WMS solution in its traditional market, especially the consumer packaged goods (CPG) vertical.

2. The Adonix Advanced Warehousing and Adonix Data Collection modules provide RF directed support for primary warehouse activities including receiving, put-away, palletized order picking, pick planning, and shipping.

3. The Adonix X3 Inventory module provides core location and stock management functionality as an integrated component within Adonix X3. It can work either as a paper-based solution or with ADC support for most inventory transactions.

Adonix X3 and Geode GX:Adonix announced the North American availability of Adonix Geode GX in May at the Distribution/Computer Expo 2005 at the Navy Pier in Chicago, Illinios (US). The product is configurable for a user enterprise, and supports current technologies such as RF devices, bar coding, and features multi-site, multi-workflow, and has many accompanying automation capabilities (such as conveyors, automatic storage and retrieval systems [AS/RS], carousels and sorting equipment). Its open design orientation makes it relatively easy to fit into most operating environments including support for Microsoft Windows and UNIX platforms as well as for Microsoft SQL Server and Oracle databases. Also, its user interface (UI) is available both on the Internet and in traditional client/server mode.

GX has been implemented in over 100 Europe sites and Geode has been implemented at 350 sites, in industries as diverse as retail distribution, manufacturing, wholesale, automotive, chemical and third party logistics (3PL). Its users include market leaders such as Hewlett-Packard (HP), Wyeth Lederle, and Philips. The launch follows several years of successful implementations at customer sites throughout Europe, with other high-profile luxury CPG/retail customers, such as L'Occitane, Cartier, and Christofle, industrial/automotive customers, such as Michelin and Schneider Electric, high-tech customers like Bull, and 3PL customers like Air France, Danzas, TNT, Exel, Geodis, and Kuehne & Nagel. The North American pilot installation has been completed and is live as of early June 2005 at the US distribution operations for L'Occitane in Lyndhurst, New Jersey (US).

What might be particularly appealing about this best-of breed WMS offering, however, is that it was designed using the enterprise resource planning (ERP) counterpart, Adonix X3's toolset, and that it also mirrors the Adonix X3's target markets �process and discrete manufacturers and distributors (about 40 percent of customers), chemical and pharmaceutical distributors (about 15 percent of customer), 3PLs (about 30 percent of customers), and retailers (about remaining 15 percent). This means that, unlike most peer mid-market business solutions, which are a collection of acquired packages bolted together to form a suite, Adonix has taken the time and made the hefty investment to build a solution on a single architecture that is portable to multiple platforms. This has eliminated the need to learn and support separate system platforms and might be a key distinction for mid-sized companies with limited resources, while trying to naturally boost functionality and configurability to take business to the next level of competitiveness.

Further, Geode GX complements the needs of those industries that are targeted by Adonix X3. Although Geode GX is designed to connect easily with Adonix X3 ERP, it can function as a stand-alone or can be loosely coupled WMS application with other transactional systems. The basis of the Adonix' approach is that warehousing practices can be defined by a number of practical workflows that apply to multiple vertical industries. Examples of these workflows include supply side manufacturing, vendor-managed inventory (VMI), and other supplier visibility tools, finished goods distribution, pre-distribution (retail) warehousing, web storefronts and online ordering, shipment track and trace, etc. Each workflow can then be tailored to the specific needs of an industry such as, lot control, quality assurance, import/export, serialization, and labeling.

Based on the general warehousing functionality discussed in Who Needs Warehousing and How Much Thereof?, Geode has many traits of best-of-breed WMS solutions, such as rules-based storage; allocation; picking; packing; loading; reservation (i.e., special order items) management; batch/lot control and serial number control; management of multiple product and location classifications; inventory transfers and external warehouse management; expiration/use by/sell by date control; European Article Number (EAN-13) or universal product code (UPC) management; cycle counting and inventory management; and a bevy of inquiries and reporting capabilities.

Further, its scalable tier one inbound features would include dock scheduling and management; inventory blocking and non-conformity management; automatic or manual allocation of inventory locations; location allocation in proximity of picking bays; inventory consolidation; multi-batch and multi-product slot management; validation against expected input/ASN, bonded stock management; quality control, including the ability to apply and remove holds on the incoming inventory; and inbound sampling. On the other hand, the scalable tier one outbound features include wave simulation and wave management; batch picking (order picking); order splitting; back order, and short allocation management (in case of insufficient inventory to satisfy all the orders); dates management (first in, first out [FIFO], sell by date, ship by date, etc.); replenishment methods (by using min/max limits, override, source control, etc.); carton sizing/pre-packing or directed packing; and shipment/load control and document preparation.
Parcel Shipping Closes the SCE Offering:When coupled with Adonix's best-of-breed Transcomm Shipping Solution (TSS) add-on for supporting multi-carrier, parcel manifesting with rate shopping, so Geode GX fills the gap between order and delivery for customers that have higher volume and complex distribution operations.

Adonix TSS is designed to fully automate the parcel manifesting capabilities of companies dealing with large daily volumes of small packet shipments using multiple carriers. Namely, because warehouses are increasingly shipping orders with lower quantities, but have growing line items, small parcel shipment (SPS) management systems may be even more important than full-fledged WMS/transportation management systems (TMS) systems for some businesses, particularly for those doing high volumes and complex order profiles. To that end, these kind of products should determine where products are going and which shipper to use ( e.g., FedEx, UPS, DHL, etc.), and it then creates the appropriate label during picking.

Conversely, the traditional WMS approach involves extra steps. It has to first perform picks, move items to the shipping area, and then generate labels. Other notable features these kinds of products have include integrated WMS check/pack dialog, carrier compliant labeling, parcel rating, on-line carrier manifesting, combined carrier/compliance label, pre-print labels for cluster picking, cash on delivery (COD) support, and multiple rate servers. Another buzzword applicable to both SPS and WMS is "cartonization", which automatically determines the best way to box and package orders (e.g., how many products or boxes will fit in a bigger box, factoring in component weight and size).

Adonix Advanced Shipping

Adonix TSS, Adonix' shipping and manifesting solution was announced in 2004 and made available as two packaged configurations. Based on ConnectShip's multi-carrier shipping and manifesting technology, Adonix then enhanced the SPS system with a wide array of additional features, as well as a pre-defined two-way interface with the Adonix X3 ERP system. Called Adonix Advanced Shipping, the offering has two pre-packaged price levels associated with two or four carrier configurations, or additional carriers as required by the customer. The choice of carriers includes UPS, FedEx Ground and Air, DHL and a company's preferred less-than-truckload (LTL) partner.

Adonix Advanced Shipping is a more suitable solution for companies shipping typically more than 500 parcels per day, and that can accrue significant cost savings through rate shopping, automatic shipping cost and discount calculations, and real-time shipment tracking. While providing similar cost-saving capabilities, Adonix Shipping is more appropriate for companies employing a single carrier for fewer than 500 daily shipments, but would still like the flexibility to compare their primary carrier's price rate with others, prior to making a carrier selection.

Regardless of the configuration selected, Adonix' shipping solutions promise to enhance customer service by automatically sending customer shipment notifications via e-mail and by providing browser-based package tracking and reporting, as well as unattended electronic data interchange (EDI) carrier uploads. The Adonix shipping and maanifesting offerings also come with a fixed scope complement of value-added services, from carrier configuration and commission assistance to system testing, training, and implementation support, all designed to ensure a fully operational, integrated solution for a faster payback.

With Adonix TSS, all departments related to outbound processing, such as, order entry, customer service, accounting and the warehouse, should stay informed of when an order will ship, where it is going, and how it will be delivered. The system promises to provide the following features and benefits:

  • increased productivity in the shipping process, due to the ability to ship any carrier from any workstation, instead of using multiple systems and since combined picking and shipping reduces steps in the shipment process

  • reduced shipping costs and improved leverage with carriers due to rate-shopping searches for the lowest rate and even user's own negotiated rates, and for reduced reliance on a single carrier

  • enhanced customer service resulting from automatically notifying customers or customer service of shipment status via e-mail. It also can provide a single Web page for customer service and Web users can obtain current tracking information. It allows for address corrections and provide carrier/rate information at the time of order via phone or Web

  • improved management visibility including shipping reports provided by Web browsers from anywhere on the network, so that one can analyze late and lost shipments

  • enabled business expansion because a scalable design helps support higher shipping volumes, whereas the Web�based user interface supports rapid roll-out to additional workstations or sites, with no software installation necessary on the workstation, and there is the support for complex business rules

There has been much talk in the business press about the commoditization of enterprise software. Consolidation through merger and acquisition and the stronger position of buyers at the negotiation table are just two of the early indicators of the industry's transition. As Geoffrey Moore described in his book, �Inside the Tornado' We're on Main Street now, the commodity phase where convenience and efficiency rule. It's easy ERP. Gone are the days of the tech-centric pioneers. The illustration below represents the text book view of a technology life cycle with a graph that represents the transition point between the market's technology-centric perspective of a product to a user-centric view.


From The Invisible Computer by DA Norman (1998)

In the book The Innovator's Dilemma, CM Christensen explains that new technologies start out at the bottom left of the curve, delivering less than the customers require. As a result, customers demand better technology and more features, regardless of the cost or inconvenience. A transition occurs when the technology is "good enough" to satisfy the basic needs. A new set of customers, the late majority, enter the market with a radically new set of demands. They want convenience, efficiency, stability and low prices.

How will this trend affect your next ERP purchase? It's time to look at software from a completely new perspective and challenge conventional thinking.

The Pioneer's Perspective:To ground the discussion let's start with a review of conventional thinking, the ERP visionary and early adopter view. A company's first few enterprise software implementations were strategic initiatives focused on tangible benefits in cycle time reductions, inventory turns, asset utilization, and improved customer service. The selection process was focused on identifying the unique aspects of the company by defining the processes and the functional requirements of the business. Core technology (the operating system and database) and functionality (the requirements checklist) were the primary factors in selecting a system. Functional gaps were expected, so customization and integration were a standard part of the implementation process. Software prices were high, but could be justified based on gaining tangible hard dollar business benefits so the ROI was clear.

Once the deal was inked software companies would install an empty shell of a system or possibly the "bicycle" demo data base. Customers were starting with a clean sheet of paper. They would have the dubious pleasure of setting everything just the way they wanted it, from unit of measure codes, and invoice terms, to each and every configuration parameter. The user training was akin to trying to make one feel comfortable wearing two left shoes as the instructor would explain that a recipe or formula was really a bill of material in the new system: "You'll get used to it." Time to benefit was measured in years. This was enterprise software pioneer land which molded our baby boomer generation's perspective of how to approach a software project.

Technology Doesn't Matter

Fast forward to today: The days of the wild-west are over, and a somewhat more civilized industry structure has emerged. Technology convergence has cut the link between application software and the technology it runs on. The buzz in the industry says service oriented architecture (SOA) will be the holy-grail of this movement toward a truly multitechnology society. However, other than SOA articles and a few compliance stories, the industry press has been fixated on consolidation news. It seems that nobody is interested in cool gizmos and new product features these days. It's all about risk management and which product is the next to be discontinued. Does it matter which product—JD Edwards, PeopleSoft, or Oracle, is better? I don't think so. Product benefits are so similar that the only real differentiation is expected product longevity. Longevity is the biggest cost in enterprise software. It's the cost of switching systems. In the new paradigm, technology doesn't matter. Stability does.

What's More Important Than Functionality:The day will come when you find yourself in this unenviable position: it's time to replace your old system. Just like an old car, at some point the old system is going to cost more money in incremental programming and maintenance expenses than the monthly payments on a shiny new system with the cool executive dash board. Where do you start? To refresh yourself, you review the old project notes from the last selection project and have a hard time applying them to the current situation. The last project was part of a strategic initiative to improve bottom line business results that were clearly spelled out in the project's ROI. Today's software replacement is basically an infrastructure upgrade to enable a few incremental improvements at the least cost. A hard dollar ROI justification is difficult when compliance issues are the key drivers. It's time to switch to a lowest total cost of ownership (TCO) justification model like you used to replace a phone system. Now you review the selection criteria that formed the basis for selecting your current system. Do you need to re-document all your current business processes and create a new list of 1,000 plus features to select the best fit system for your unique situation? A quick review of the old functional gap analysis showed that all the finalists were grouped in a narrow range from an 89 percent to 93 percent fit. Functionality wasn't a significant differentiating factor then, and is clearly even less so today. Your gut is telling you that usability is more important than functionality. After all, your users are hitting the tab key more than any other to skip over all the frivolous functions you never implemented and clicking window after window to find critical information. In the new paradigm, there is no ROI. It's about TCO, and functionality isn't the differentiator—usability is.

Know What You're Shopping For

Your first challenge today is to get educated to understand the product category-segment you are looking for. Are you looking for the software equivalent of a motorcycle, a sedan, a wagon or a seven passenger SUV? Don't make the mistake of trying to compare a Harley to a Hummer. Both products will get you to the office, but the similarity ends there. Know what you're shopping for. ERP evaluation centers like TechnologyEvaluation.Com (TEC) can help you develop a short list of qualified products. They categorize products by industry requirements, by business complexity, by language support, by functional scope, etc. With a few questions, they present buyers a reliable list of functionally complete products. There are over 3,400 functional specifications that underlie the recommendation list that have been certified by TEC's experts. In just a few minutes you have a short list of packages that offer comparable functionality, and you can run "what-if" scenarios by changing your profile parameters if you like. Then, without leaving the comfort of your desk, you can Google your short-list to find the buzz that's circulating about each company and product. You should be able to find interesting white papers and exciting media coverage. If not, you may want to skip to the next product on your list. Now that's convenience. In the new paradigm, you're not unique. Take advantage of industry best practice. It's better, and it's faster.

Evaluating "Easy":Now it's time to meet the vendors and take the packages for the test drive. Keep in mind that when you take that car for a test drive the focus is on the feel. You're not taking an inventory of every nut and bolt. Ease of implementation and ease of use have replaced the functionality inventory as the top priorities in a selection. We have already talked about changing the justification methodology from ROI to TCO, which changes the focus from maximizing benefits to minimizing cost. The primary objective of this project is to minimize the disruption to the business. Wouldn't it be wonderful if we could slip a new system in over the weekend without anyone noticing? Convenience factors are implementation cost minimizers that are packaged into systems to reduce the time to benefit and the man-hours required to implement a system. A preconfigured solution that can be implemented in 120 days is worth a lot more than the blank page solution that requires a year of sweat equity to get running. Convenience factors can include a wide range of offerings such as

* Pre-configured industry templates

* Best practice business processes templates

* Business performance templates

* The SOA integration architecture

* Concepts of on-demand and open source software

* Integration to popular third party applications

* Data conversion templates

* User tutorials and e-learning on-demand

* Internet support services and a 7x24 hotline

Efficiency factors, on the other hand, are usability features that reduce clicks and improve the user experience. Think lean where less really is more. The functional bloat that software suppliers added to their systems to win functionality contests and to serve multiple markets has created complexity and inefficiency in the daily life of a user. Most people rank their personal satisfaction working with application software programs near the bottom when compared to other tasks they perform in their job. Why? Because the user experience was a design afterthought. Features were added wherever screen real estate allowed. Your kid's X-box or PS2 should be the benchmark when evaluating usability. No documentation manuals or training classes required. It's intuitive. Speed is paramount to winning—even in the game of commerce. Simplicity is fast. Keeping score is fun and we all like to take pride in measuring our progress. How do you evaluate efficiency? Replace the old workflow demo with a role based demo to show what the day-in-the-life of your key users will be like. Rank each scenario based on the following metrics:

* Effectiveness � is the system helping people prioritize their work based on the organization's objectives?

* Information � is it easy to get the right information in the right format to do the right thing?

* Efficiency � is it easy to get the job done once we know what needs to be done? Count the clicks.

* Feedback � does it provide performance feedback to the user in terms of more, better, faster? In the new paradigm, you're not counting features. You want to install faster and make it easier to use.

And The Winner Is:Today's biggest risk factor is product viability because of the high cost of switching systems and the industry trend toward consolidation. Picking a stable product in your category or segment is critical to the longevity of your investment. "The Rule of Three" by J. Sheth and R. Sisodia documents the evolution of markets into two complementary sectors: generalists, which cater to a large, mainstream group of customers; and specialists, which satisfy the needs of customers at both the high and low ends of the market. Any company caught in the middle ("the ditch") is likely to be swallowed up or destroyed. This doesn't mean your choice is limited to either SAP, Oracle, or another major player. If that was the case, most of us would be driving a black Ford Model T. The next generation of killer-apps will deliver innovations in convenience, ease-of-use, and emotional appeal. The key attributes of a successful product, and hence a successful business partnership in tomorrow's ERP market include

* A Complete Product � Good enough technology and enough functionality to simplify getting the job done right

* Convenience Packaging � The extended product is bundled with implementation accelerators and usability efficiency features

* Quality � The product and process quality standards enable very high reliability standards

* Stability � The industry is rallying to create a collaborative development and support community

In the new paradigm, you're not a buyer—you're an investor. Product longevity matters.

The Check Before the Check�

You've selected a finalist, but you've still got some homework to do before you sign a contract and start writing checks. You're still going to have to answer to those old school folks in your organization who claim to be from Missouri, the "show me" state. Know what you're not getting. Go back to TechologyEvaluation.Com's detailed product rating report and review the product's unsupported features from their list of up to 3,478 criteria to make sure there are no ugly surprises down the road. Accountants and quality engineers tend to be very good at this task, but make sure your lean champions get a final review of the list to eliminate the excess functionality that contribute to organizational paralysis. Then visit customers in your industry and ask them how they've addressed the few outstanding perceived software gaps. In most cases innovations in business processes have eliminated the need.

As you complete these validation steps the implementation team should get started on some pre-implementation tasks that will validate many of the convenience factors identified in the evaluation phase. Start the e-learning process and get access to the templates to separate reality from hype.

In the new paradigm, some things never change: Trust but verify. When the going gets tough, some people will second guess the decision and will want to see your due diligence.

The Pen Please

Once you've completed these steps you can rest assured that you are implementing a system that has the traction to remain or become a stable player in your segment of the enterprise software market. But even more important, you've aligned your implementation team to focus the project on a low risk, low cost, fast implementation. Above all your team will deliver a user-friendly system to your workforce.

The success of an e-learning initiative depends as much on the people and culture of the organization as it does on the technology used.

So what is culture? One of American comedian and pop icon Jerry Seinfeld's favorite show business stories goes something like this:

One cold winter's day, the members of the Glenn Miller Orchestra are on their way to a gig when their bus breaks down. So the musicians grab their instruments and start walking. Before long, they come across a cozy little house. Inside, a family is sitting around the dinner table, talking, laughing, clearly enjoying each other's company. The band members are damp and shivering as they gaze at this idyllic Norman Rockwell scene. Finally, one of the musicians turns to another and asks: "How do people live like that?" (http://www.theage.com.au/articles/2004/03/17/1079199277227.html?from=storyrhs)

That is a story about culture.

There are many definitions of culture, however, including the following ones.

* The "customary beliefs, social forms, and material traits of a racial, religious, or social group" (Merriam-Webster Online Dictionary)

* The "set of shared attitudes, values, goals, and practices that characterizes a company or corporation" (Merriam-Webster Online Dictionary)

* Learned and shared human patterns or models for living

* Day-to-day living patterns

* The shared knowledge and schemes created by a set of people for perceiving, interpreting, expressing, and responding to the social realities around them

* The "basic pattern of shared beliefs, values, behaviors and assumptions acquired over time by organizational members" (Daryl Conner, O.D. Resources Inc.)

* The "way we do things around here" (Rob Edmonds, e-Learning and Culture, http://www.sric-bi.com/LoD/)

Whatever the definition, all social organizations—nations, industries, corporations, churches, social clubs, etc.—have characteristic cultures.

There is also quite a diversity of definitions of e-learning. One goes as follows:

E-learning: Covers a wide set of applications and processes, such as Web-based learning, computer-based learning, virtual classrooms, and digital collaboration. It includes the delivery of content via Internet, intranet/extranet (LAN/WAN), audio- and videotape, satellite broadcast, interactive TV, and CD-ROM. (http://www.learningcircuits.org/glossary.html#E)

E-learning is one methodology and technology for delivering and enabling learning. In most organizations, an e-learning initiative is an implementation of training and collaboration that is made available to employees over the corporate intranet, and is thus readily available to people at their convenience. While e-learning may partially replace classroom training, in most cases it is designed to enhance training and extend it to a broader audience, while saving costs.

This paper looks at the impacts of organizational structure, behavior, and culture in the context of an e-learning initiative. National and industrial cultures do impact the culture in a specific company, but that is not the primary focus here.

Corporate culture can help or hinder an e-learning initiative, sometimes both. E-learning can also be a tool to support cultural change.

We can study a corporate culture by observing the way it does things in order to identify its core values and beliefs. Organizations do not always behave the way they say they do. There are also subcultures within organizations that can differ greatly. By knowing the corporate culture, we will be better equipped to work with it, rather than against it.

Cultural factors can appear in many places, including the organizational structure, support from the top levels, the environment for innovation and change, the human resources situation, administrative procedures, budget, the training and learning history, the relationship with the information technology (IT) department, and the existence or non-existence of an enterprise resource planning (ERP) system.

Cultural stories can be very revealing, so here are a few illustrations.
Innovation or Change Environment:A few years ago, before the term e-learning had been coined, someone at Cisco decided to videotape a presentation and put it on their intranet. When they showed it to a vice president, he got so excited that he sent out a message to everyone saying that they should have a look at it. Hundreds did so and it nearly brought down Cisco's network—probably the most advanced network in the world at the time.

Many companies still have strong prohibitions against video. In fact, Cisco itself still does. They continue to use video extensively, but they have figured out ways to keep it off their backbone by distributing it on local area networks (LAN). Their fascination with technology led them to experiment—moving them towards e-learning. However, their technology innovation was contrasted with a very traditional view of training—videotaped presentations are very passive ways to learn, but they are a way of getting information out to employees quickly. Nonetheless, the environment for implementing e-learning was obviously right in Cisco, since it is one of the most visible corporate e-learning success stories.

A corporate culture that supports innovation is more likely to embrace e-learning.

Human Resources and Administration

In a unionized company, the director of training consulted with the labor relations group about e-learning and was told it couldn't be done. The reason was that managers would complain about it. Why would managers complain about people getting additional opportunities for training? It turns out that the problem was the instantaneous nature of e-learning. Employees would be able to sign on and take the training without the manager's approval and the manager couldn't control what the employee was doing.

There were several things at work here, one of which was an administrative procedure—when employees registered for a classroom course, the manager was sent a letter, and the manager could advise the employee not to take it. To some extent this was a control issue, but it was also legitimate because managers want employees to take courses that are part of their plan or will contribute to their job, especially if they are doing it on company time. The other was a perception issue on the part of the labor relations people—they were afraid of possible problems. Later when e-learning was rolled out without consulting with them, this problem never occurred.

It is always wise to consult with all the stakeholders in an e-learning initiative, but the Human Resources (HR) people may prove to be one of your biggest challenges, even though the training department is often part of HR. HR people are good at anticipating all kinds of labor relations problems and other issues.

Learners and Training

Some say that the greatest challenge in an e-learning initiative is the learners themselves. It may not be the biggest challenge, but it is something to consider. If people are used to going to classrooms to learn in an instructor-led social environment, then they may not understand the concept of learning while sitting at their desks in front of their computers. After all, we have been conditioned all the way through our school system to believe that being in a classroom is how we learn. So if there is a strong tradition of instructor-led training in your company, then you will need to deal with this.

In addition, in organizations with strong internal training departments, the trainers themselves may view e-learning as a threat to their jobs. This fear needs to be addressed.

In one company, some e-learning courses on communications and management were made available to people and they gobbled them up with comments like "Finally the training department is doing something for us." As it happened, although there was a strong tradition of classroom learning, it had become a perk that was provided only for a select group of people. They got to travel to the big city, do their shopping, and have time off the job—all at the expense of the company. All of the others—the ones who in many cases really needed the training—were being denied access to training. They were hungry for almost anything.

E-learning is about more than saving costs, it is about extending access to the entire organization.

Central Training Organizations

A central training organization is usually the best place to initiate e-learning because it can reach most people in the organization, and be cost-effective. While such a unit is most likely to have the necessary budget, that budget is visible and vulnerable to the whims of senior executives.

The Gartner Group's total cost of ownership (TCO) studies showed that computer support is a fairly constant cost regardless of how it is organized. Training is a lot like that too. There is a natural cycle of central training organizations. As corporations grow, each department recognizes the need for training and starts to deliver and manage its own training. The cost of this is largely invisible to senior executives. At some point in the growth cycle, a smart new vice-president sees an opportunity to save money by centralizing training. After this happens, companies often do save money, but the budget for training is now more visible and is subject to senior management approval each year. It then becomes a target for executives who don't recognize its value especially in times of fiscal pressure. It tends to be one of the first budgets to get cut. When the central training unit is downsized, the departments begin to increase their in-house training resources again. Once again, the cost is relatively hidden but the total cost to the organization is greater. And so, the cycle repeats itself every few years.
Budget:E-learning can save an organization a good deal of money in the long run, but there is an initial investment required. Therefore, to implement e-learning, you need to know the budget culture of your company.

Whether to Buy or Build a Learning Management System

One company worked hard to identify a learning management system (LMS) to suit their needs. They already had some e-learning in place and they wanted a system that would manage both classroom training and e-learning. After extensive work, it was decided that they would build it themselves—reinventing the wheel. The decision was made for political, budget, and process reasons. There was no budget in place to obtain the LMS, and there was an internal IT group who had developed some related applications. It was easier in this company to generate a project to build a system than it was to find the money to purchase a system.

You need to understand the peculiarities of the budget system in your company.

* Why, when, and by who are budget decisions made?
* Is it a capital or expense budget?
* What is the best time for a proposal?
* Are the key players drivers of the budget or driven by the budget? The ones who are driven by the budget will never find any money for you if there isn't some already in place.

Return on Investment

Budget requests require justification. If your company is very return on investment (ROI)-oriented, as most are today, you will need to justify e-learning on an ROI basis. In a study issued in September 2002, Nucleus Research (http://www.nucleusresearch.com) stated:

Nucleus Research shows that customers implementing these solutions have quickly recognized first-tier benefits, including reduced costs for travel, human resources overhead, regulatory compliance and customer support costs; and eventually received second-tier benefits, such as increased employee performance that directly impacts profitability. Nucleus found most companies could gain significant returns from even modest investments in e-learning technology.

This has not proven to be true for all companies, so the decision making along the way needs to be carefully done and a plan should be in place.

IT Environment

The IT department and the support of its people are key to the success of any e-learning implementation. Be sure to include them in the discussions from the beginning.

In one company's initial e-learning offering, there were three delivery or hosting choices—host the courses on their own server, have the parent company host them, or have the supplier host them over the Internet. These choices raised several issues.

1. Bandwidth. Do the courses use too much bandwidth? Do the courses contain any video? Even if they do not, courses may not be allowed to run over the backbone to the parent company because critical operational applications run there. Even in companies that have very sophisticated intranets, there are rules about the applications that run across backbones and key networks.

2. Internet access. Does everyone have access to the Internet? In some companies, access is a choice made by local managers, some of whom may believe that the Internet access is a waste of time. In a meeting with customer service managers in a major communications company, eight out of ten supported Internet access because their people needed to be able to see what their customers were being offered by the competition. Two managers, however, would not support it and one of them said, "Over my dead body". This resulted in inequitable distribution of Internet access throughout the company and meant that access to courses outside of the intranet would not be possible for some.

3. Corporate firewall. If a choice is made to have someone outside the company (like the vendor or another application service provider [ASP]) host the courses, you need to test the corporate firewall to see if the courses can run through it. If they don't, approach the IT department to see if it can be done. If it can't be done, then you will have to run the courses internally. Again, you will need the support of the IT people to provide the necessary server space. You may find that the firewall issues will change over time. Whether you think so or not, the IT and security people are your friends and it is important to enlist their support from the beginning.

Organizational Structure:Unions

Unions can be supportive of the idea of e-learning because more of their people will get easier access to needed training. Some unions may be resistant because they cannot control it. One company tried to provide people with an opportunity to telecommute—to work from home—but the union resisted it because then they couldn't monitor the managers while at work to make sure they were not doing union work. In another company, the union and management had been trying to negotiate a new contract for nearly two years and were getting nowhere. A union leader was quoted as saying that having to have personal development plans in place put additional stress on people. However, the personal development plans which had been initiated by senior management were the key to the success of their e-learning program.

Autonomous Departments

In 2001, Sun Microsystems was moving into the e-learning business as a vendor and had purchased an LMS to use and sell. It had a major presence at the 2001 Online Learning conference in Anaheim. During the conference, another LMS supplier was approached by someone from Sun. The other vendor responded with, "Why are you talking to us? You have it all in house." The response was that the Sun representative was from a different department and they were going to do things their way. Sun now appears to have abandoned the idea of becoming an e-learning vendor.

In many organizations departments are sufficiently autonomous to make these kinds of decisions. On the one hand, this presents an opportunity for suppliers; on the other, a single department may not have the critical mass to make e-learning cost effective, leading to its ultimate failure.

What Kind of Organization is Yours?

You want your e-learning venture to work with the culture not against it. There are at least three kinds of companies. The type of company you have will determine the most effective path for an e-learning strategy, as follows.

* For top-down, task-oriented organizations, a straightforward curriculum of courses is your best bet.

* For democratic, people-oriented companies, collaborative e-learning systems are the way to go.

* If your company is a true "learning organization", you will need a broad program of collaborative e-learning and knowledge management.

Different divisions may require different treatments. Where do you fit on this spectrum?

Organizational Support

E-learning is a significant change event and needs support at the chief executive officer (CEO) level—get him or her to actually take an e-learning course so that they know what they are talking about. It also needs a high level champion who will do the work to see it through to success, but beware of e-learning champions who believe it will replace all forms of training. Such a person can do as much damage as someone who does not believe in it at all. The reality is that instructor-led training is not going to disappear. There are things that e-learning doesn't do very well, for example, laboratory work and face-to-face interactions. There are some people who will never get used to the idea of learning at their computer. To them learning is a social event. The best solution is a multi-option, blended solution like that offered by North West Airlines, which provides people with computer-based training, classroom training, mentoring, personal training plans, and a checkout library with books, magazines, videos, and audiotapes.

Executive Computer Literacy

How computer literate are your executives? Many are quite technology challenged—even in technology companies. This can work against you because they have no idea what you are trying to do. Educate them. How often do the senior executives visit the intranet? Typically it is a rare event. This can work for you because you can use the intranet as a marketing tool without being seen as wasting money.
Opportunities:

The existence of any of the following conditions may present an opportunity to implement e-learning.

  • Mobile workforce. A mobile and widespread workforce is an opportunity to save a good deal of money for training, because travel costs are reduced.

  • Training not meeting needs. What training department can meet all of a company's needs these days? E-learning is about extending access to training.

  • Knowledge management. Knowledge management is about collecting and sharing corporate knowledge; thus it is part of e-learning and vice versa. Get your people to see the connection.

  • New products. Many companies introduce several new products per month. It may take weeks to train people on one new product, by which time there have been several more introduced. E-learning can train people almost instantly.

  • Highly regulated industry. Regulation compliance training is a good place to start. Large numbers of people have to get it and be regularly retested for certification. E-learning is faster, better, and cheaper than training that requires travel.

  • Sales people. Sales people need quick access to information because knowledge impacts their income. Moreover, they are highly mobile and computer literate. If it works for them, they will sell it.

  • Change. If your company is going through some significant change—anything from a merger, to a new product line, to a downsizing, to a new ERP—you can leverage e-learning to support that change. In the previously mentioned example of the initiative requiring everyone in the company to have a personal development plan, when people discovered that there were e-learning courses available for "free", they built them into their plans and started taking the courses. The personal development plan and e-learning each contributed to the success of the other.

Factors that Support E-Learning

The following factors support e-learning.

  • A CEO who believes
  • Corporate change initiatives
  • A central training organization
  • A supportive IT department
  • Regulatory requirements
  • Budget reductions
  • A geographically dispersed company
  • Having a strong network (intranet) in place

Factors that Work against E-learning

Conversely, the following factors work against e-learning.

  • A CEO who doesn't care or believes that e-learning will replace all training
  • The learners themselves, perhhaps
  • Trainers who feel their jobs are threatened
  • Managers whose control may be threatened
  • Conservative HR people who are nervous about anything new
  • A lack of a long term view of cost savings
Marketing E-learning:The following are some tactics that may be used to market e-learning within a company.

* Matching the culture
* Linking with change initiatives
* Department meetings
* Door prizes
* Rewards for participation
* Intranet announcements
* Guerilla or underground tactics

TEC recently launched its Learning Management Evaluation Center. It provides impartial analyses of learning management solutions.

When evaluating a point of sale (POS) solution, there are generally two approaches: best-of-breed solutions, and integrated solutions. Both have strengths and weaknesses, according to the information technology (IT) infrastructure. Retailers that have an existing back-office system should evaluate whether it is better to replace their legacy system or to choose a best-of breed solution.

For retailers that have neither a back-office system nor a legacy POS system, the question is, should they purchase a stand-alone POS system or not? In deciding between a POS system that is stand-alone, and one that is not, the organization must first understand what a POS system is. A POS system, also known as a point-of-purchase system, is composed of two main parts: software, and hardware.

It will be helpful to first provide an overview of the core and non-core areas of a POS software system, as well as a brief definition of the POS hardware component. This will help to determine whether a stand-alone POS solution should or should not be purchased.
Core Areas of POS Systems Software:Due to the diversity of the retail industry, different POS system features are required for different types of retailers. In assessing these features, the following have emerged as the six best practices core components, or must-have features, regardless of the intended application of the POS system.

1. Transaction management: The transaction management component includes all the information required to complete a transaction. This component should capture key transaction data, such as sales, sales cancellations, voids, refunds, purchase of gift certificates, layaways, service transactions, creation of special orders, and the like. The transaction management component should validate item information, automatically calculate the total purchase amount, and process the payments. This enables sales associates to give their full attention to properly serving the customer, since processing a sale would then only require them to scan in the barcode and to ask the method of payment.

2. Price management: The price management component allows a store manager or store employee to modify the retail price of an item. POS systems should allow modification of a retail price for different reasons, such as discounts on damaged items, discounts after negotiations, or competitive price matching. The price management module should track these retail price changes, by assigning a code to the reason, or total discount, or employee number, and so on. This module should have the capacity to generate a report for auditing purposes.

3. Register management: The register management component includes processes for cash opening procedures, cash closing procedures, and cash balancing procedures. Moreover, this module consists of the management of register opening funds, paid-in transactions, paid-out transactions, tenders, currencies, and taxes. Register management should track the cash flow within the business day, and should flag any unusual events. This enables a store manager to monitor and reduce employee theft.

4. Inventory management: The inventory management component includes item localization tools, physical inventory procedures, and inventory adjustments. This ensures that the store's inventory is up to date. It also helps employees to locate items at the store or corporate level. In other words, by knowing where the inventory is located and by having accurate information about the quantity on hand, this component allows employees to close sales and to increase customer service and satisfaction.

5. Customer relationship management: The customer relationship management (CRM) component has the functionality to manage customer interactions, customer sales histories, customer contact information, customer preferences, customer characteristics, customer loyalty programs, and so forth. For a retailer, customer purchases are the most important avenue of revenue. To make things more challenging, today's customers are more educated, more skeptical, and more demanding than before. With the advent of the Internet, price transparency has become a major threat to retailers. Thus, offering a personalized service to customers is crucial. Having a good CRM module which tracks customer behavior and preferences will ensure healthy relationships. For more information about CRM, see Comparing On Demand Customer Relationship Management Service Alternatives.

6. Reports and inquiries: Store employees use this component daily, to extract information on inventory, sales summaries, or commissions (if applicable). Reports and inquiries enable organizations to analyze the performance of the store by day, by week, by month, or even by year. It also shows the performance of items on numerous levels (such as color, dimension, size, characteristics, or attributes). Reports and inquiries also allow store managers to identify anomalies and to take corrective action if necessary. Reports and inquiries are widely used to obtain loss and prevention information.
Non-core Areas of POS Systems:Now that we have determined the components of a POS system that are essential regardless of the type and size of the retailer, let's continue by exploring the available features that are not essential to every system.

1. Purchase orders: The purchase order feature enables buyers to communicate a purchase to vendors, and to receive the goods ordered. A merchandise management system (MMS) or stand-alone POS system, however, requires the ability to order and receive purchase orders (POs). POS systems which are integrated with a retail merchandising system only need the capability to process a receipt. The purchase order module from an MMS offers more functionality, such as different types of POs, automatic creation of POs, or the ability to add vendor discounts at an item level. On the other hand, the PO component from a POS system will allow simple ordering and receiving functionalities.

2. Price changes: The price change feature is used to manage the retail (selling) price of goods. This feature can offer tools for lowering or raising the retail price. A POS price change component allows permanent or temporary markdowns and markups. The price change module included in the retail merchandising system, on the other hand, offers multipricing capabilities, markdown and markup cancellations, or price changes at location, department class, and vendor levels. Due to the increase of awareness among customers, prices on products must be equitable; they cannot be higher than the competitor, but they cannot be lower than the cost. Moreover, to lessen the loss, markdowns allow retailers to liquidate discontinued or out of fashion products.

3. Financials: The financials component is not considered a core element of POS systems. However, all vendors must at least have the means to communicate with a third-party financial system. This component includes general ledger, fixed assets, cost accounting, cash management, budgeting, accounts payable, reporting, and other bookkeeping requirements. For more information about financials, see Customer Choices for Achieving Growth.

In addition to the non-core components mentioned above, other features such as replenishment and e-commerce capabilities can be offered in certain POS Systems, but are usually found in a merchandising solution. Note once again that when replenishment is offered in a POS system, the capabilities are not as extensive as when the same module is found in a retail system. Moreover, other components such as planning and forecasting, allocation and distribution, open-to-buy, and stock optimization can be included within a retail system. These are all features that ease merchandise process analysis, increase return on investment (ROI), and increase employee productivity. For more information about merchandising systems, see Retail Systems: A Primer.
POS Hardware:As mentioned earlier, a POS System is composed of software and hardware components. There are two types of POS systems that are available on the market: electronic cash registers (ECR), and computer-based POS systems. An ECR will only have the capability to accumulate the total sales transaction amounts, whereas a computer based POS system allows more extensive features, due to its software. The devices in a computer based POS hardware system typically include a monitor, a cash drawer, a keyboard, a mouse, a receipt printer, and sometimes a barcode scanner. Compared to the cash register, a computer based POS system allows retailers to compute more extensive sales analysis, track "hot items," or track customer preferences, all with only a few clicks.

In addition to the typical computer based POS system, other hardware components are available, such as magnetic stripe readers, conveyor belts, personal shopping assistant (PSA) devices, pole displays, or in-counter scanner or weight scales. These optional devices reduce the time spent in serving a customer. For example, a pole display informs customers of the total amount, to encourage them to quickly have payment ready. Moreover, recent technologies also include devices which use biometric identification. In the near future, customers will be able to pay for purchases with literally one touch. All these hardware devices are tools used to increase customer satisfaction and to ensure their loyalty.

User Recommendations

Should the POS solution be stand-alone, or not? Depending on the case, here are the recommendations:

For a retailer who already has a retail system, the solution is probably the best-of-breed approach. Therefore, when evaluating a new POS solution, the organization should include all core components. Any non-core components are a bonus feature, but it is not necessary to pay for what is not needed. The downside of this approach is the difficulty of finding a software vendor who can coexist with the existing merchandising system, without charging an exorbitant fee to do the work.

For a retailer looking to replace a legacy system which includes back-office and front-office systems, the best solution is likely to have a fully integrated solution. This way, no extra costs are necessary for integration, and the look and feel of the application are consistent across the organization. The weakness in this approach is that the initial cost of implementation is higher, because software which is rich in functionality is being purchased. Moreover, the time of implementation is increased dramatically, since all back-office and front-office systems are being replaced.

For a retailer who does not have either a retail back-office system or a POS system, and who has ten stores or less, a stand-alone POS system should probably be evaluated, including all the core and non-core components. By including these, the initial costs are probably lower, and all the functions and features should satisfy the needs of the retailer. The disadvantage of this approach is that when a retailer needs to upgrade to an MMS, integration of the two systems might not be straightforward, and some features from the POS may become obsolete.

Best-of-breed or integrated systems are the two main approaches in the software evaluation process. When choosing between a POS system that is stand-alone and one that isn't, the core components of transaction management, price management, register management, inventory management, and CRM are always included. With the exception of a small retailer who has no MMS or POS system, the non-core components (purchase orders, price changes, and financials) are nice-to-have features. Whether the retailer is a large or small enterprise, they should above all consider their software strategy prior to purchasing the hardware necessary for a POS system.

Is your store "customer-centric"? What does being customer-centric even mean? Obviously, most soccer or running stores would say that they were focused on the customer, and would point out that without customers, their store would not exist. And they are right. However, simply being there, opening the store, stocking some shoes and equipment, and having staff to collect the money, is not the same as being customer-centric. Being customer-centric means that everything we do—from the shoes, socks, and clothing that we carry, to the environment that we place them in and the staff that we have to serve those customers—is centered on and about customers and their experience in our store. There is a huge difference between simply serving a customer and centering on a customer's specific needs and satisfaction.

Students of Your

Customers Customer-centric stores are "students of their customers," which means that they literally "go to school" to learn as much as they can about their customers' needs, wishes, dreams, hopes, wants, and desires. Every customer is different. A customer-centric retailer recognizes this fact, and also recognizes that it cannot create a different environment for each individual customer. This means that it has to find a way to group similar customers together, and create solutions and environments for those groups. We call this customer segmentation. When we segment our customers, we identify clusters of customers that have similar needs, wants, demographics (age, sex, education, sport, and so on) and create environments, policies, services, and product groups especially for the customers in each segment.

The Best Buy Experiment:A good example of a major retailer who has adopted this approach is Best Buy. About two years ago, Best Buy determined that it could not continue to operate on price as its major strategy and message to its customer. Brad Anderson, its chief executive officer (CEO), stated "if we do nothing, Wal-Mart will surpass us by the simple fact that they open more stores than we do each year. There is no point in trying to compete on price." (emphasis added) With that statement in mind, Best Buy launched its customer-centric strategy. During 2005, Best Buy spread its customer-centric message to selected North American stores (110 in all), and allocated over $50 million (USD) in capital expenditures to those stores. The initiative was two-pronged: getting customers to buy what was already in stock; and asking them what products they would like to see the company offer. The 32 stores piloting the initiative in 2004 showed 7 percent sales gains over other US-based Best Buy stores, while their "conversion rates" (the percentage of shoppers making a purchase) improved by 6 percent over these same stores. Although selling, general, and administrative (SG&A) costs (including nonrecurring and investment costs) rose considerably the pilot program still delivered profits for the thirty-two stores over non-participating stores. These test stores also represented a mix of high- and under-performing operations. Best Buy identified key customer segments in five areas of its customer-centric program: affluent professionals seeking the best technology experience (internally identified as "swinging single professionals"); younger males wanting cutting-edge technology and entertainment ("gadgeteers"); fathers looking for technology to improve their lifestyle ("cherry pickers"); mothers seeking technology to enrich their children's lives ("affluent soccer moms"); and small-business people using technology to improve their bottom lines ("small business"). Part of the strategy included giving employees closest to the customer some of the more important decision-making responsibilities. In addition, Best Buy store associates received customer-centricity training to be able to really deliver the promise at the store level.

The way that the stores are adapted to each segment is interesting. For the soccer mom, the stores feature brightly colored signage, play areas for children, educational toys, and in-wall appliance displays, and provide personal shopping assistants. For the swinging single, the stores place greater emphasis on higher-end and more cutting-edge consumer electronics, and feature separate rooms with full home entertainment rooms and enhanced audio-visual product assistance. For the cherry picker, the stores focus on technophiles on a budget, and offer the most promotions and incentives, and the best financing packages. For the gadgeteer, the stores are geared toward teens and twentysomethings, and emphasize cell phones, music and movies, home theater, gaming, and mobile audio. And for small businesses, the stores are signed "Best Buy for Business," and have an expanded computer section and a stronger "geek squad" (Best Buy's in-home/office technology assistance team) presence, as well as central help islands staffed by associates wearing blue-collared shirts (as opposed to knitted golf shirts).

"People come to specialty stores because they are looking for some service or selection that they can't get from the mass market," Anderson said. He went on to say that "for those reasons, Best Buy intends to invest more heavily in customer service, and position itself as a solutions provider for consumers of high-tech entertainment products. Best Buy's customer service initiatives will mean a more decentralized structure for the business. We are moving power from Minneapolis [US] to wherever the engagement is with the customer. Instead of Minneapolis telling the store what to do, it would be the store asking what it can do in assisting its customers."

Internally, Best Buy has also worked extensively on its customer database. The company wanted to identify who its best customers are, as well as who are the customers that are costing them money by abusing their customer service policies. The name that they gave to their best customers was "angels," and their problem customers were called "devils." This terminology is not for the public, however: it is only used internally! The goal is to get more angels and to stop selling and serving devils.

Initially, the customer-centric strategy in the stores paid off, as Wall Street praised the new focus by the company. The company posted an incredible 85 percent profit gain in its fiscal first quarter in 2005—a gain Best Buy attributed, in part, to its customer-centricity initiative. In the first quarter, sales increases at stores converted to the new model were more than double the increases at Best Buy's regular stores. But in December 2005, shares plunged 12 percent after Best Buy said its third-quarter profit would fall well short of Wall Street expectations because of higher costs. Anderson said in an interview in December that the company's "customer-centricity" initiative has proved more expensive than anticipated, and Best Buy might have to eliminate staff to help control costs. "Right now, the evidence suggests that we overspent" on customer-centricity, Anderson said. "We have to make adjustments." But he also says that Best Buy's commitment to customer-centricity has not lessened at all. "Customer-centricity at its core is ... identifying a customer that you want to serve better," he said. "In some stores, it's working great."

Lessons Learned:

The lesson to be learned from Best Buy's move to customer-centricity is not that it doesn't work, but rather, that it is not an easy thing to accomplish. They moved too fast, and should have done it slower and used more of what they learned about each segment before they expanded the program. Another issue they are trying to address is that many locations have a mix of all five customer segments, and to design a store for just one of these segments can be dangerous. They are trying to integrate areas for all five segments, with one being dominant (without ignoring the others).

So, the lesson for soccer and running stores is that customer-centricity is key to future growth and profitability, but it must be done right. Your store will need to identify the segments you serve. For example, how many serious or professional athletes do you serve? How many amateurs or first-timers? How many of each specific group in your trade area are customers in your store? And there may be more segments that you need to identify. Do you have a large group of young people as customers, or more mid-lifers? Are most of your customers women? Do you have a large group of team players? First you need to identify the major groups of customers that now shop at your store, and then identify what these customers have in common, how they like to shop, and what products they like. When you have answered these questions, you are ready to structure your store experience for these customer segments. For example, if you have a large segment of younger customers, you should most likely have staff that are also part of this segment: young people often will feel more comfortable being served by sales associates that are in their age group, and this is also true for mid-lifers. Have you created an assortment of product that appeals to young customers? Have you displayed and signed it so that these customers find it easy to shop and browse? Have you planned special events that young people would find fun and interesting? For each segment you identify, you should create a specific strategy around merchandise, display, signage, staff, and special events that addresses the needs of each segment. Not an easy task!

Checklist For Creating a Customer-centric Store

  1. Have I identified distinct customer segments? (Two or three are good, but more than five is too many!)
  2. Do I know the special needs and wants of each segment? (Have I asked them in either informal focus groups or by observing their current purchases?)
  3. Do I have products and services that meet these customers' needs and wants?
  4. Have I created an environment that is attractive to each segment? (Mid-lifers, for example, would welcome larger price tickets, chairs, and more open areas)
  5. How will I communicate with each segment? (Can I identify the media that each segment reads or listens to or watches?)
  6. Is my staff aligned with these segments? (Can my staff empathize with each segment? Do they "run and play" at the same level?)
  7. Is my staff trained to meet the requirements of these customers? (Have I put a training program in place?)
  8. How will I measure success? (What specific measures will I use to insure that the program is working?)

If you have the right answers to these eight questions, you will be well on your way to making your store customer-centric, and enjoying the increased sales and customer satisfaction!