With a typical large retailer already running as many as 30 IT projects, working out what to add for the future is getting harder and harder. This is particularly true as the embattled sponsor has not just to keep existing systems going but has to work out the business case for technologies that might well be proven in terms of functionality, security and cost, but cannot demonstrate how well they will be received by end users.

Retailers in previous tough economies have looked to point solutions that they can adopt quickly and often without Capex approval, to fix a particularly tricky problem or to take advantage of a profitable business opportunity. While there is already evidence of this, particularly as technology can deliver benefits so much more quickly than it could in years past, there is also evidence that some retailers are using the current competitive environment to do a total systems replace.

Fortune favours the brave as all previous downturns have proved : those companies that invest and innovate, while of course managing their costs as far as possible, emerge more quickly from the downturn. And this includes those that recognise that when competitors retrench, this leaves the field open for grabbing market share.

IT vendors that recognise these dynamics become the trusted advisors that retailers depend on not only to manage whole systems replacements, but also work closely with them to get best advantage out of innovative technology.

Survery sponsors, K3 Retail launched survey last night at the Retail Systems Multi-channel Conference.

"Microsoft hosted an event in London with K3 to launch the new Dynamics AX platform for retail.  I've known K3 for a number of years, having implemented Navision (now Microsoft Dynamics NAV) with Alliance Pharmacy (now part of the Alliance Boots group). So, I was interested to know where the product set had moved on to and what they were up to...."

Interested? Read on...

The synopsis can be downloaded from The Retail People site. Enjoy the read.

The latest podcast is from Gary Copping – K3's Business Development Manager. He talks about multi-channel retailing in the context of an economic downturn. The news is good – on line retailers now have more opportunity to get into stores. However, he warns that all retailers will have to get better at meeting customers' expectations for consistency of product, offer and service across all channels. Gary talks about the techniques and technologies that retailers can adopt to ensure joined up retailing.

The event featured a great line-up of speakers, including a keynote from Asda's  Excutive Development Director. Doug Gurr, Joe Tarragano from eBay and Roz Hunt,  Head of Online for Lloyds Pharmacy. K3's own Tony Bryant delivered a great presentation on "What Does Multi-channel Strategy Mean to a Bricks and Mortar Retailer".

" This years  multi-channel summit was a very successful event, with more than 80 retailers joining us for a busy day packed with presentations and thought provoking comment around one of the most talked about topics in retailing today", Tony writes in the introduction to the post-event report written by retail journalist Gynn Davis. (Check out Glyn's blog Retail Insider.)

With our extensive background in multi-channel we are proud to have taken a lead part in the Multi-channel Retail Summit 2010, as it brought together some of the latest ideas and freshest perspectives from throughout this fast-paced industry.

According to the Aberdeen Group report "POS to Profits: Reviving Best-in-Class Sales and Service in Retail Stores” 73% of retailers rate themselves below, or at best , below average, on their current PoS capabilities. The research details the business benefits derived from upgraded PoS performance and cost optimisation, notably data management, help desk support, feedback management, rapid response, and ongoing software management.

Check out The Retail People news for more information and your link to the complimentary report.

Mike will be remembered by everyone who knew him as a unique individual, who used his light-hearted ‘cheeky chappy’ persona to bring fun into our days. His passing is a great loss to all and he will be deeply missed.

Our thoughts are, of course, with his fiancé, family and close friends at this time.

Below are a few pictures that show the character we all came to admire, and were privileged to enjoy.

This recession is now starting to bite hard, as we are constantly being reminded by the 'Prophets of Doom', (the press), and many businesses are realising that if they are to survive they will need to adopt a more flexible and resourceful approach to their business strategy.

Whilst causing extreme challenges, these economic conditions also present an opportunity to strengthen business. One way of doing this is by supporting staff and improving operations by investing in training.

If your company, like many others, are looking to restructure and not replace employees who have left the, then the functions of vacant roles are usually taken on by the remaining workforce. While this may relieve economics pressures, companies doing this need to be prepared for the negative impact. Without adequate training the additional pressures placed on the remaining employees will often leave them feeling overwhelmed, disillusioned and stressed. As a result you may encounter an increase if staff sick days and drop in work quality.

Training has been identified as a major motivator in the workplace, and in these challenging times, its value to employees and employers increases even more. Retaining the good staff, those that have proven themselves to be the greatest assets to your company, is always difficult, but, by motivating them, your strengthen their loyalty and they will be more likely to stay.

Cost to the company

Replacing good staff can be expensive, and repairing mistakes left by under-trained staff even more so. By investing in training your employees will be in a better professional position to deal with your customers, and help create new opportunities for the company. These opportunities may not be immediate, but, when the pressure lifts, loyalty created now with customers will be rewarded.

It is important, however, to ensure that any training event is a need and not a want, and to be cognisant that new skills acquired will need to be implemented immediately - not six months later - to gain the full benefit of your training investment. Avoid the costs incurred by running refresher courses.

Training your workforce sends the message that you value them and you see them as important to the company. Often a good training programme runs hand in hand with other measures to improve morale and increase staff motivation. These oher ways include:

• Communication – Keep everyone informed of company successes through regular communication, such as a weekly newsletter.

• Company Awards – If you do not already use them, these can be awarded weekly, monthly, or perhaps quarterly, and do not need to cost a fortune. For many, just to be nominated 'Salesperson of the Month' and be awarded a bottle of wine, is motivation, and will encourage performance.

• Add some fun – Themed days are good way of injecting some positivity into the office. In a previous company, when the schools went back after their break, the staff all dressed in school uniform. I was working for an airline at the time and the 'new uniforms' were seen as a fun break from the usual.

• Personal Support – This is completely free, but can make a huge difference to a staff motivation. Try to ensure each staff member has a mentor that they can go to for advice and learn from. At K3 everyone knows they are free to speak a director at any time for advice and support.

What are we doing to evolve?

Now is not the time for innovation!  The training market is currently responding to changing training demands with more flexible and creative learning solutions.

Many organisations are familiar with the benefits of using e-Learning, particularly successful when supported with traditional Instructor-led training as part of a blended learning programme. At K3 we have noted that more forward thinking HR and Training departments are also turning to the use of online technologies. Applications exist to help manage responsibilities for professional competency, career development and lifelong learning of employees.

A large part of training is the development of the materials - a task that can take considerable time and effort, and with resources pushed to the limit it isn't always a priority. A cost effective way of delivering training to employees is through using ready made computer-based training programs. Programs are available that cover a wide range of subjects and provide an accessible resource, that can include instructions, and be tailored to meet individual or group-specific needs.

Understand the opportunity

We all understand that business is about competition, and that to succeed you have to perform better than your competitors. Sadly, in a recession, some organisations tend to lose focus on everything except cutting costs. They may lost sight of the importance of customer satisfaction - which can lead to customer dissatisfaction. To keep your customers happy you need to deliver great products and services, which means continuing to build your employees' skills. Remember that your competitors are likely to be cutting back on this, leaving you to move ahead with a better trained team.

Recessions tend to hurt the less prepared. If you invest wisely in training you can come out of the fog a lot stronger than your competition; with more customers and greater opportunities.

"In a recession, everyone feels short-term pain. But companies that successfully approach a recession as an opportunity have the potential to realise long-term gain."

So, in a recession, GET TRAINING!

You can contact Andy Barlow about anything he has mentioned here, or if you would like to know more about training with K3. Just send him an email. , and he'll be happy to help.

The astute amongst you will have noticed that we can now be found on LinkedIn. Like most social networking sites, LinkedIn has it’s own distinct personality, its press blurb reading: “LinkedIn exists to help you make better use of your professional network and help the people you trust in return. Our mission is to connect the world’s professionals to accelerate their success. We believe that in a global connected economy, your success as a professional and your competitiveness as a company depends upon faster access to insight and resources you can trust.”

Phew! But don’t let this marketing speak put you off. In essence it’s saying that LinkedIn is a networking site for business professionals. It’s clean, simple, puts you in touch with the people you want to talk to, it’s not overloaded with applications and is low maintenance: all good reasons for us to like it.

We’re also enjoying microblogging site Twitter. Twitter is not only a great method of updating followers on our own latest news, but it offers a wealth of information in the form of other ‘twitterers’ posting links and idea sharing. It gives an immediacy of information that allows us to build a real time picture of what is happening in any given area. While some log in to share what they had for lunch, (we don’t, it’s not that interesting), Twitter can also be an important information gathering tool and a friendly way to connect with others working in your field. According to co-founder, Jack Dorsey, Twitter is what you make it.

And then there is Facebook. While many of the movers and shakers of the retail industry may not be clicking merrily through Facebook with Retail Business Solutions on their minds, by putting ourselves on Facebook we're trying to make K3 both accessible and searchable. Facebook is the most favoured networking site and the second most visited website in the UK, so, perhaps, in terms of the ‘warm waters of social networking’, Facebook is the beach where the beautiful people hang out; it is where you go to see and be seen.

Where do you like to work the net?