It was Sunday morning and I got up around 6:00 as I do most mornings, and picked up the Wall Street Journal Weekend Edition over a cup of coffee. I was moved by a story about middle-aged professionals struggling to find work for 3 years or more, and it got me thinking about how the role of I&O professionals is changing right now, who is at risk, and what skills will offer the best chances of staying employed (and hopefully happy) for years to come. Many of us are approaching or well into our 40s and beyond, and the older we get, the more difficult it can be to find new jobs.
How you are perceived by others matters most
I'm a strong believer that our employability (true for everyone - analysts included) is directly proportional to the perceived value that we provide to the people around us and those in the hierarchy that we are directly accountable to. Customer value that we create is a factor as are formal metrics, but let's face it, peer feedback often matters more than anything else in many organizations, and there is inevitably an invisible org chart in addition to the one drawn by HR. Few of us are lucky enough to work for companies where the measures of performance are clear and include a strong customer-focus component (I work for such a company, but it's not common) - let alone what behaviors and skills will give us the best shot at job security and growth. There are just so many variables.
Perception is a function of your mindset and daily conduct
ERP vendors are showing strong interest in the HRM SaaS market. They are either attempting to build a solution (as Oracle is doing with Fusion) or looking to acquire HRM functionality (as SAP is about to do with SuccessFactors). Talent applications — including offerings like performance, succession, and learning — are not easy to build. The niche players have been laser-focused for years on building these solutions or integrating acquisitions, and generally they have done a good job. Now we see other vendors that want this functionality buying up these niche players to offer a complete end-to-end HRM solution. The HRM market is hot! My colleague Paul Hamerman and I have authored research that shows performance growing faster — at 16.5% — than any other HRM segment (HRM Solutions: Traditional Models Clash With Next Generation Processes And Technology). Executives know that having highly skilled employees who know the business and can execute well on strategy is critical to business growth.
Intel today officially announced the first products based on the much-discussed Sandy Bridge CPU architecture, and first impressions are highly favorable, with my take being that Sandy Bridge represents the first step in a very aggressive product road map for Intel in 2011.
Sandy Bridge is the next architectural spin after Intel’s Westmere shrink of the predecessor Nehalem architecture (the “tick” in Intel’s famous “tick-tock” progression of architectural changes followed by process shrink) and incorporates some major innovations compared to the previous architecture:
Minor but in toto significant changes to many aspects of the low-level microarchitecture – more registers, better prefetch, changes to the way instructions and operands are decode, cached and written back to registers and cache.
Major changes in integration of functions on the CPU die – Almost all major subsystems, including CPU, memory controller, graphics controller and PCIe controller, are now integrated onto the same die, along with the ability to share data with much lower latency than in previous generations. In addition to more efficient data sharing, this level of integration allows for better power efficiency.
Improvements to media processing – A dedicated video transcoding engine and an extended vector instruction set for media and floating point calculations improves Sandy Bridge capabilities in several major application domains.
I just spent some time talking to ScaleMP, an interesting niche player that provides a server virtualization solution. What is interesting about ScaleMP is that rather than splitting a single physical server into multiple VMs, they are the only successful offering (to the best of my knowledge) that allows I&O groups to scale up a collection of smaller servers to work as a larger SMP.
Others have tried and failed to deliver this kind of solution, but ScaleMP seems to have actually succeeded, with a claimed 200 customers and expectations of somewhere between 250 and 300 next year.
Their vSMP product comes in two flavors, one that allows a cluster of machines to look like a single system for purposes of management and maintenance while still running as independent cluster nodes, and one that glues the member systems together to appear as a single monolithic SMP.
Does it work? I haven’t been able to verify their claims with actual customers, but they have been selling for about five years, claim over 200 accounts, with a couple of dozen publicly referenced. All in all, probably too elaborate a front to maintain if there was really nothing there. The background of the principals and the technical details they were willing to share convinced me that they have a deep understanding of the low-level memory management, prefectching, and caching that would be needed to make a collection of systems function effectively as a single system image. Their smaller scale benchmarks displayed good scalability in the range of 4 – 8 systems, well short of their theoretical limits.
My quick take is that the software works, and bears investigation if you have an application that:
Either is certified to run with ScaleMP (not many), or one where that you control the code.
You understand the memory reference patterns of the application, and