This whitepaper argues that while QuickBooks may be adequate for small or straightforward businesses, it becomes a significant liability as a company grows, creating risks tied to heavy reliance on spreadsheets, fragmented data spread across multiple files or systems, limited reporting and forecasting capabilities, weak audit controls, and scalability constraints. It explains that organizations often compensate for QuickBooks' gaps with manual workarounds - such as external revenue-recognition spreadsheets, multi-entity tracking in disconnected files, or custom processes that lack proper oversight - which increases errors, slows month-end closes, and impedes real-time visibility. Through examples like Frey Farms and LovelySkin, the paper illustrates how companies juggling multiple business units, higher transaction volumes, or inventory complexity frequently struggle to obtain accurate, consolidated financial information, ultimately undermining compliance and decision-making. In conclusion, the paper contends that continuing to rely on QuickBooks beyond its natural limits introduces operational and strategic risks, making a compelling case for transitioning to a unified, scalable ERP platform such as NetSuite.
The HR Trends & Priorities Guide for 2026 highlights a pivotal year of transformation as HR leaders confront rapid technological disruption, rising workforce expectations and increasing organizational complexity. AI and automation are shifting from experimental tools to essential drivers of efficiency—streamlining administrative workloads, improving accuracy and enabling HR to focus on strategy, talent and employee experience. With nearly all surveyed HR and finance leaders planning to invest in new HR and payroll technology, 2026 marks a decisive push toward modern, unified systems that eliminate data silos and support real-time decision-making. At the same time, organizations are prioritizing employee experience, upskilling and retention to address widening skills gaps and changing workforce demands, while rethinking performance management to create more continuous, equitable and data-informed processes. Despite economic and labor-market pressures, leaders express strong optimism rooted in HR’s expanding strategic role and its growing integration with IT, analytics and enterprise strategy. Ultimately, the guide positions 2026 as a defining moment in which HR teams that embrace digital ecosystems, leverage AI responsibly and invest in talent development will be best positioned to drive organizational performance and shape the future of work.
This guide compares HubSpot and Salesforce, two leading CRM platforms, to help businesses choose the right solution for their needs. HubSpot stands out for its simplicity and ease of use, with a unified platform built on a single database, making it an ideal choice for companies seeking a low-maintenance solution with minimal complexity. It offers seamless integrations, robust support, and cost-effective pricing, particularly for small and growing businesses. In contrast, Salesforce, while powerful and highly customizable, often requires more time and resources to implement due to its complex, multi-cloud setup and reliance on third-party integrations. Salesforce’s Marketing Cloud and other services can add significant costs and maintenance, making it better suited for large enterprises with sophisticated needs. Overall, HubSpot offers an elegant, easy-to-use solution that scales effortlessly, while Salesforce provides a broader, more complex ecosystem for businesses needing deep customization and enterprise-level capabilities.
In a rapidly evolving workforce landscape - accelerated by the pandemic - today's employees, particularly remote, dispersed, and deskless workers, increasingly expect employers to provide seamless digital tools, transparent communication, and flexible processes to support their changing needs. Drawing on insight from a PM Insight report, this paper emphasizes three foundational pillars of next-generation HR technology: performance, experience, and intelligence. On the performance front, modern HR platforms reduce the administrative burden that currently occupies over 70% of HR professionals' time, shifting routine tasks through automation and self-service tools so HR can focus on strategy, forecasting, and long-term planning. In terms of experience, digital-native workers demand the same convenience and usability from work systems as they do from consumer apps, and mobile-enabled self-service helps elevate engagement, satisfaction, and a sense of autonomy. From an intelligence standpoint, the integration of AI and predictive analytics allows organizations to extract actionable insights from workforce data - such as forecasting labor demand, identifying productivity gains, or flagging attendance issues - and to run pulse surveys that guide real-time interventions. By combining these capabilities, next-generation HR technology doesn't just streamline HR's operations - it strengthens human connections, empowers workers, and drives more strategic decision-making to improve both organizational resilience and employee satisfaction.
