KnowledgePay, Inc. Selects HRmarketer.com Services Group to Launch New Enterpris…from KnowledgePay

February 14, 2009

 

KnowledgePay, Inc. Selects HRmarketer.com Services Group to Launch New Enterprise Compensation Software

 

HR marketing specialists will emphasize new Internet visibility strategies and new media along with traditional media relations

 

HRmarketer.com, the most widely used marketing and media visibility service for the human capital industry, will provide lead generation and marketing visibility for compensation software company KnowledgePay, Inc.

 

KnowledgePay chose the HRmarketer Services Group to execute a launch campaign for the company’s signature software technology after reviewing a number of proposals from competing firms. Led by media relations veteran Gail DeLano, the Services Group will work with KnowledgePay’s team of experienced HR technology entrepreneurs. Media relations, direct marketing, social media marketing and search engine optimization (SEO) are at the heart of the ongoing engagement.

 

“From our very first meeting, the HRmarketer team was great to work with. They hit the ground running, generating new ideas and asking probing questions to draw out our key marketing messages and competitive differentiators,” said Chris Kelley, founder and CEO of KnowledgePay. “HRmarketer really knows the industry. We’re excited about the results they will help us achieve.”

 

KnowledgePay’s innovative software integrates all compensation data—market surveys, internal job analyses, job descriptions, organizational relationships and more. A new generation of compensation management technology, KnowledgePay improves compensation decisions, avoids unwanted turnover, increases HR effectiveness, and enables companies to use compensation information to increase employee engagement. KnowledgePay developed its software based on the needs of enterprise compensation professionals.

 

The HRmarketer Services Group provides HR vendors with a one-stop source for marketing products and services that drive publicity, web site traffic and leads, including search engine optimization (SEO), web site design, media relations, direct email marketing, advertising and direct email list rentals of HR decision makers.

 

For more information on HRmarketer, please visit www.hrmarketer.com. For more information on KnowledgePay, please visit www.knowledgepay.com

 
Matt Lafata, HRchitect

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Taleo Positioned in Visionaries Quadrant for Employee Performance Management Software…from Taleo

February 13, 2009

 

Taleo Attributes ‘Very Advanced’ Web 2.0-based User Experience for Rapid Market Adoption of Solution

 

HRchitect featured Taleo in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and Talent Management Systems vendors that businesses should consider. HRchitect is also the leading implementation partner for Taleo and Taleo Business Edition having performed more than 80 Taleo implementations.

 

Taleo (NASDAQ: TLEO), the leading provider of on-demand talent management solutions, today announced that it was positioned in the Visionaries quadrant  in the Gartner Magic Quadrant for Employee Performance Management Software.  Less than a year after its entry into the Performance Management segment, Taleo believes its exceptional user experience and proven ability to execute contributed to its positioning in this report. Taleo is also positioned in the Leaders quadrant of the Gartner Magic Quadrant for E-Recruitment Software report, published in June.

According to the Gartner Magic Quadrant on performance management, “employee performance management (EPM) software includes performance succession and compensation management capabilities.” 

Taleo’s position in the report was based on the company’s completeness of vision and ability to execute. When assessing completeness of vision, Gartner analysts evaluate marketing understanding, marketing strategy, sales strategy, offering (product) strategy, business model, vertical/industry strategy, innovation and geographic strategy. Ability to execute is evaluated on product/service, overall viability, sales execution/pricing, market responsiveness and track record, marketing execution, customer experience and operations.

“Having crystal clear insight into your business’ key performers has never been more crucial ,” says Michael Gregoire, Chairman and CEO of Taleo.  “Strategic performance management balances goals of increasing productivity, while reducing costs, a challenge all global businesses are attempting to master today. We are pleased to see influential analysts focus on this fast-emerging market of solutions that is driving positive change in global businesses.” 

 

For more information about Taleo, please visit www.taleo.com

Matt Lafata, HRchitect

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Plateau Systems Adds New Members to Customer Advisory Board…from Plateau Systems

February 13, 2009

 

Learning Experts Will Discuss Current Trends at Insights Conference

 

HRchitect featured Plateau Systems in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Plateau also participated in the HRchitect Beauty Pageant on Talent Management Systems in November 2008 and Learning Management Systems in December 2008.

 

Plateau Systems, a leading provider of talent management software, services and solutions, announced today that learning and talent management professionals from several leading global organizations, including W.L. Gore, Zions Bancorporation, Schering-Plough, and the U.S. Air Force Air Education Training Command, have recently joined Plateau’s customer advisory board. The board, comprised of senior level HR executives representing a wide range of industries and organizations, provides Plateau executives with real-world insight into industry trends and challenges and practical guidance on the development of Plateau’s products, solutions and services.

 

Currently, Plateau’s customer advisory board is comprised of learning and talent management professionals from 11 major global organizations, including:

 

  • Bristol-Myers Squibb
  • CA
  • Capital One Financial
  • GE
  • Schering-Plough Corporation
  • Thomson Reuters
  • U.S Air Force Air Education Training Command
  • W.L. Gore
  • Zions Bancorporation

 

“From our inception, Plateau has focused on differentiating from other software providers by fostering a customer-focused culture within our organization,” said Paul Sparta, Chairman and CEO of Plateau. “A key part of doing this successfully centered on involving and communicating with customers directly, and by creating an active customer advisory board. Through their active participation, constructive feedback on strategic priorities and willingness to openly share their real-world perspectives, concerns and recommendations, Plateau’s customer advisory board has been instrumental in ensuring our ability to make customers successful, and we are grateful for (or “we appreciate”) their continued support.”

 

Advisory board members will meet at Insights 2009, Plateau’s 14th annual user conference in September to share their perspectives and exchange best practices around maximizing learning and talent management investments in a dynamic economy.

 

For more information about Plateau, visit www.plateau.com.

Matt Lafata, HRchitect

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Softscape Positioned in Visionaries Quadrant of Leading Industry Analyst Report…from Softscape

February 13, 2009

 

Softscape’s Single, Most Complete People Management Platform Solves Business Issues for Cost Containment, Restructuring, Mergers, and Compliance

 

HRchitect featured Softscape in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider.

 

Softscape, the global leader in complete people management software, today announced it has been positioned by Gartner, Inc. in the Visionaries quadrant of the ‘Magic Quadrant for Employee Performance Management Software’ report. Gartner’s comprehensive report evaluates employee performance management software vendors, assessing the vendor’s ability to execute and the completeness of their vision.

 

According to the Gartner report, “Visionaries have been advanced in promoting the latest trends (for example, user experience) driving EPM solutions.” Softscape believes that its positioning in the visionaries quadrant further validates the company’s strong history as an innovative leader in the human capital management (HCM) market.

 

Having pioneered talent management over a decade ago, Softscape has consistently introduced forward thinking technology to offer customers the most complete people management solution in a single platform. Softscape provides the HR foundation which includes a core talent-based employee system of record, as well as the key capabilities to manage performance, development, compensation, succession planning, learning, 360 feedback, incentive compensation, hiring and recruiting, survey management, social networking, and workforce analytics. As a leader in the industry, Softscape offers superior customer care and support, and maintains the industry’s highest customer satisfaction and retention rate of ninety eight percent (98% ).

 

“In our opinion, being in the visionaries quadrant is more than just providing advanced and superior products to customers. It is fundamentally about providing customers with demonstrable, bottom-line results,” said Dave Watkins, CEO and co-founder of Softscape. “With our fourteen-year proven history and deep understanding of customer needs, Softscape has helped some of the most successful global organizations solve real business issues to drive performance, productivity, and workforce efficiencies. Consistently recognized as a leader by industry luminaries, analysts, and our customers, we continue to forge new innovations in our products, as well as in how we care for our customers.”

 

For more information about Softscape’s solutions, please visit http://www.softscape.com.

Matt Lafata, HRchitect

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Sisters of St. Francis Health Services, Inc. Selects Halogen as Talent Management Standard…from Halogen Software

February 13, 2009

 

17,000 employees at leading Midwest health services provider move to web-based system for appraisals, succession, and compensation planning

 

HRchitect featured Halogen Software in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. Halogen Software also participated in the HRchitect Beauty Pageant on Talent Management Systems on November 21, 2008.

 

Sisters of St. Francis Health Services, Inc. has selected Halogen’s leading talent management suite to streamline processes and drive more value from HR strategies. The leading health service provider has more than 17,000 employees across 13 facilities in Indiana and Illinois, and offers a broad range of acute care services.

 

Sisters of St. Francis Health Services is moving from a paper-based employee appraisal system to a completely automated talent management system which tightly integrates employee appraisals, 360 and multi-rater feedback, goal tracking, compensation planning, and succession planning. Sisters of St. Francis Health Services joins more than 500 healthcare facilities across North America that rely on Halogen, the clear leader for employee performance management solutions in the healthcare market.

 

Halogen was selected over other vendors based on the flexibility of the solution, the full feature set of applications, and the product suite’s healthcare-specific focus. With multiple locations across two states, it is important for the Sisters of St. Francis Health Services to deploy a single system that provides industry best practice solutions to the healthcare environment.

 

“In making the move to a Web-based talent management system, it is important to our organization that we are able to address the needs of each of our facilities, while establishing a performance-driven culture for all of our 17,000 employees,” said Tom Creevey, Vice President Human Resources, Sisters of St. Francis Health Services, Inc.

 

According to IDC, in service industries such as healthcare, aging workers are beginning to retire while younger workers are not entering these fields in numbers that can maintain the status quo. Employers in these industries are learning that both attraction and retention are key to sustaining a competitive edge. The ability to provide constant, fair and consistent feedback through employee performance management is an important part of retaining and attracting key staff.

 

“Halogen is very familiar with the healthcare market and provided positive customer references from various healthcare organizations. In selecting Halogen, we are confident that our system will be able to address all of our hospital’s talent management related needs while providing the functionality HR, managers, and employees need on a day-to-day basis,” said David Terek, HRIS Business Solution Manager, Sisters of St. Francis Health Services.

 

The American Hospital Association (AHA) has identified and exclusively endorsed Halogen eAppraisal Healthcare as its employee performance and talent management solution of choice for member hospitals and healthcare organizations across the United States. More than 500 healthcare facilities across North America currently rely on Halogen.

 

For more information on Halogen, please visit www.halogensoftware.com

Matt Lafata, HRchitect

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Workscape and Milliman Work Together…from Workscape

February 13, 2009

 

Workscape and Milliman Work Together to Expand Outsourced Benefits Administration Offering

 

HRchitect featured Workscape in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. Workscape also participated in the HRchitect Beauty Pageant on Talent Management Systems on November 21, 2008, and will be participating in the HRchitect Beauty Pageant on Employee Performance Management Systems on February 19, 2009.

 

Workscape, Inc., a leading provider of web-based outsourced benefits and talent management solutions, and Milliman, Inc., one of the world’s largest independent actuarial and consulting firms, have forged a strategic alliance designed to extend Workscape’s health & welfare services and Milliman’s defined benefit and defined contribution services (DB/DC) to the market, as well as their respective clients.

 

Since the company’s inception, Workscape has delivered a comprehensive array of web-based health and welfare benefits administration technologies and services that enable organizations to reduce their overall healthcare spending while also helping employees to identify, select and manage their benefit elections. The addition of Milliman’s services extends the company’s offering, which means Workscape can now help to meet the DB/DC needs of a client’s active workforce as well as its retirees.

 

Milliman’s total retirement outsourcing (TRO) service helps employers to eliminate the paperwork and expense typically associated with DB/DC administration, while simultaneously improving access to pension and other retirement-related information for employees. Through a sophisticated yet easy-to-use web portal, participants can view their 401K investments and pension plan details, make changes and leverage powerful calculation and modeling tools to ensure that their savings strategies are consistent with their retirement goals.

 

From a healthcare benefits perspective, Workscape adheres to the same core belief of making the selection and participation process as simple and as straightforward as possible. Integrated, web-based decision support tools help employees to select the healthcare plan that is best suited to their personal and financial needs, cost calculators drive greater participation in flexible spending account programs and health risk assessments help employees to become more aware of their health condition and more proactive in addressing potential concerns. Through these capabilities, HR organizations can transform the benefits enrollment process from a largely transactional activity to one of high strategic value which drives tangible bottom-line results.

 

In addition to the various online tools made available through this alliance, client organizations can also leverage the services of Workscape’s 24×7 U.S.-based employee support center to answer questions and assist with enrollment. As a result, employers can deliver a consistent service experience and create a better-informed, more secure and more content workforce.

 

“Milliman is consistently ranked as a ‘best-in-breed’ provider in the defined contribution space and shares our dedication to improving the overall benefits experience for employer and employee alike,” said Tim Clifford, Workscape’s founder and CEO. “Together, our two organizations can provide employers in virtually any industry with a complete, end-to-end, integrated benefits solution.”

 

For more information, visit http://www.workscape.com or www.milliman.com.

Matt Lafata, HRchitect

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Batrus Hollweg International Announces Acquisition of Clickable Software and Addition Of Talent Management System…from Batrus Hollweg

February 13, 2009

 

HRchitect includes Click and Hire our list of top Talent Acquisition Systems vendors that businesses should consider. Click and Hire also participated in the HRchitect Beauty Pageant on mid-market Talent Acquisition Vendors in January 2009. Dr. Lewis Hollweg, CEO of Batrus Hollweg will be a guest on the HRchitect WebMingle on Friday, February 13, 2009.

 

Batrus Hollweg International (BHI) has purchased software company Clickable Software, and is now able to offer clients a complete Talent Management Solution. BHI’s product and service offerings will include Clickable Software’s applicant tracking system called “CLICK And Hire”. CLICK And Hire provides a web-based hiring system which quickly and easily takes candidate job applications online, pre-screens these candidates, assesses their fit for the position, and routes their information for tax credits, background checks, and other H.R. administration needs.

Applicant tracking systems significantly increase applicant flow, typically tripling applicant pools. Having a system that garners a greater number of candidates working in tandem with a premier assessment and selection process ensures the best candidates will be chosen for job positions. BHI’s CEO, Lewis Hollweg, Ph.D., explains “If you have the same assessment system with ten candidates rather than three candidates and you need to select the best two, you have the ability to be much more selective. Consequently, the probability of selecting the best candidates goes up by more than 50%”.

The CLICK and Hire applicant tracking system is a perfect fit with BHI’s new High Definition Assessment Science approach. These two solutions offer clients total customization of their hiring and talent management process. CLICK And Hire is an established automated application process which eliminates unqualified candidates saving time and money on assessments, background checks, and interviews with unqualified candidates.

To learn more about Clickable Software please visit: www.clickablesoftware.com.

Matt Lafata, HRchitect

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StepStone Positioned in the Leaders Quadrant in Leading Analyst Firm’s 2009 ‘Employee Performance Management Software Magic Quadrant’…from StepStone

February 13, 2009

 

Analyst Evaluation Based on StepStone’s Completeness of Vision and Ability to Execute

 

HRchitect featured StepStone in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider.

 

StepStone (OSE:STP) (LSE:STPS), a leading global provider of human capital management solutions, headquartered in Europe, today announced it is positioned in the ‘Leaders’ quadrant in Gartner, Inc’s 2009 “Magic Quadrant for Employee Performance Management Software”.

 

According to the report: “Leaders had strong product functionality and superior customer experience with the vendor and its products. In addition, leading vendors had strong or emerging multinational solutions (with corresponding service and support).”

 

StepStone believes that its profitable financial position, strong global footprint presence, best-in-class capabilities and above average high quality customer support rating solidified StepStone’s leading position.

 

StepStone also was named a “Leader” in Gartner’s most recent Magic Quadrant for E-Recruitment Software 2008, based on the company’s completeness of vision and ability to execute.

 

StepStone’s ETWeb talent management platform provides a full range of strategic human capital management capabilities within a software as a service (SaaS) environment, including performance management, succession planning, compensation management and 360 degree feedback. The solution enables organizations to retain and develop staff, improve the ratio of internal promotions to internal hires, and drive succession planning by finding succession options for senior level positions. At the same time, ETWeb places employees in the driving seat of their own careers. Harnessing ETWeb’s self-service features, staff can be able to feed back to their line managers and HR officers on their skills and career objectives, whilst gaining accurate, up-to-date information on the progress they make against their development objectives.

 

“We’re pleased to be positioned in the leaders quadrant for employee performance management software,” said Colin Tenwick, Chief Executive Officer of StepStone. “During 2008, we cemented our position as the strategic supplier of Human Capital Management solutions to our customers. With a solutions customer base of over 1,600, a strong balance sheet and a continued emphasis on global delivery, we are confident that we are well-placed for continued momentum during 2009.”

 

For more information on StepStone, please visit www.stepstone.com

Matt Lafata, HRchitect

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Retailers Turn to Salary.com to Market Price Key Positions During Uncertain Economic Times…from Salary.com

February 13, 2009

 

Burlington Coat Factory Warehouse Corporation™ and Hy-Vee, Inc.™ Use CompAnalyst® From Salary.com to Analyze and Plan the Cost of Seasonal Support

 

HRchitect featured Salary.com in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. Salary.com also participated in the HRchitect Beauty Pageant on Talent Management Systems on November 21, 2008, and will compete in the HRchitect Beauty Pageant on Employee Performance Management Systems on February 19, 2009.

 

Salary.com, Inc. (NASDAQ: SLRY), a leading provider of on-demand compensation, talent management and payroll solutions, is providing its flagship compensation solutions to retailers to forecast and price temporary help during unpredictable retail times. With economic concerns on the rise, retailers such as Burlington Coat Factory Warehouse Corporation and Hy-Vee, Inc. are using Salary.com solutions to strategically price key positions and help manage expenses.

 

2009 forecasts are challenging given the economic climate; consequently, retailers are seeking out strategies that will help them manage costs while sales remain uncertain. Burlington Coat Factory and Hy-Vee, among other retailers, have taken a proactive approach to managing one of their largest expenses — their employees. Both retailers recognize the importance of investing in their employees who will help manage merchandising, marketing, and selling efforts for increased sales, brand management, and customer retention. These retailers have selected CompAnalyst to help market price compensation for key positions in the front office, ecommerce, and brick-and-mortar locations for better managing costs and profitability.

 

“These uncertain times require proactive analysis of compensation plans to handle the ups and downs of retail demand. We help retailers forecast the cost of compensating their seasonal help and ensure they are offering competitive wages to attract key positions and manage the overall health of their businesses,” said Carol Ferrari, product marketing director of compensation at Salary.com.

 

About CompAnalyst

CompAnalyst provides an integrated suite of on-demand compensation benchmarking and pay analytics tools to help businesses design competitive and equitable pay programs. Salary.com’s flagship product is trusted by thousands of brand name customers and is comprised of flexible modules that can be used on an integrated or stand-alone basis:

 

  • Market Data: fully scoped HR-reported market data for over 3,700 benchmark jobs in the U.S. and more than 700 in Canada
  • Survey Management: online survey storage and management for 3rd party data
  • Pay Analytics: reporting tools to assess internal equity and external competitiveness
  • Salary Structures: modeling tools to build and analyze salary structures
  • Merit Modeling: tools for assessing the impact of different merit scenarios
  • Executive Benchmarking: a complete executive compensation research tool.

 

For more information on Salary.com, please visit www.salary.com

Matt Lafata, HRchitect

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Salary.com Annual Job Satisfaction Survey Results Show Impact of Economic Downturn and Underscore Challenge of Retaining Best Performers…from Salary.com

February 13, 2009

 

Workers Now Looking for Job Security and Desirable Commute over Friendly Relationships with Managers

Retention Strategies are Critical for Employers, Even in a Challenging Economy

 

HRchitect featured Salary.com in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. Salary.com also participated in the HRchitect Beauty Pageant on Talent Management Systems on November 21, 2008, and will compete in the HRchitect Beauty Pageant on Employee Performance Management Systems on February 19, 2009.

 

Salary.com, Inc., a leading provider of on-demand HRMS/payroll, compensation, and talent management solutions, today released results from its fourth annual 2008/2009 Employee Satisfaction and Retention Survey. According to the survey, employee satisfaction levels are often overestimated by employers. A set of questions new to this year’s survey found that the current economic climate was less of a deterrent to job seeking than employers anticipated, while variables such as income, job level, industry and age remained consistent factors that affect job satisfaction year-over-year.

 

Key data points:

  • Overall, the survey showed that 65% of employees are at least somewhat satisfied in their jobs while employers estimated that figure to be 77%.
  • Approximately 65% of employees admitted to passively or actively looking for a new job, compared to employers’ estimate of 37%.
  • While employers have a good sense of overall employee satisfaction, they often overestimate the degree of extremely satisfied employees nearly 2 to 1.
  • The levels of satisfaction among employees surveyed varied by job level and salary. Not surprisingly, the results of the survey suggest there is a direct link between pay and satisfaction – the higher the salary and job level, the greater the number of extremely satisfied employees.
  • Age affects job satisfaction – millennials report the lowest job satisfaction.

 

More than 7,141 employees and 363 human resources (HR) professionals participated in the survey which revealed new insights into who is happy, who is looking, why employees stay, where employers may be off target in their efforts to retain employees and where they may be at risk when economy recovers. The survey offers new insights to help employers align with what employee’s value and be more effective in designing retention strategies that work.

 

“The most interesting result from the 2008 survey was the evidence that employers were out of touch with their employees’ satisfaction levels and were overestimating the tough economic environment as a deterrent to job seeking,” said Nicholas Camelio, senior vice president of human resources, Salary.com. “Consequently, many employers have not placed enough emphasis on important retention strategies. This could lead to their best employees’ defecting during the next year, just when this talent will be most needed to help turn businesses around.”

 

Job Searching Defies Economic Environment
Many employers believe that during tough economic times their employees will not be searching for a new job. According to the survey, employers are underestimating the number of employers searching for new jobs by nearly 2 to 1, revealing a potential blind spot for employers. The survey revealed that the majority of employees report they are looking and engaged in some form of search activity such as networking, surfing job listings, updating and posting their resume. Millennials are the most likely group to look for a job, followed closely by Gen X’ers and Baby Boomers. Industries including Financial Services, Construction and Retail topped the list of extremely dissatisfied employees, while Internet, Education/Government and Non-Profit, Software and Networking topped the list of extremely satisfied employees.

 

  • 63% of employers believe their employees are not searching for a new job compared to 35% of employees who indicated they were not searching for a new job.
  • In fact, the survey indicates that 65% of employees are looking and are engaged in just-in-case job search activities, such as surfing jobs lists (63%), updating resumes (47%), networking with friends (40%) and posting resumes (33%).
  • Surfing job listings has increased dramatically — up 17% from last year’s results.
  • Nearly 80% of employers do not believe employees will begin a job search in next few months while nearly 60% of employees intend to intensify their job search in next 3 months.

 

Priorities Shift for Employees
Good Relationships with Co-Workers remains one of the top three reasons why people stay in their jobs. In this year’s survey, employees cited new reasons why they choose to stay in their current jobs. Job Security, Desirable Commute and Desirable Hours have replaced Good Relationships with Managers and Adequate Benefits for the most influential reasons why people remain in a given job.

Top reasons to leave a job stayed same from last year’s survey results: Inadequate Compensation, Inadequate Development Opportunities and Insufficient Recognition.

2008/2009 Employee Job Satisfaction and Retention Survey Methodology
Salary.com invited a cross-section of individual employees and business representatives from across America to participate in its 2008/2009 Employee Satisfaction and Retention Survey. Prospective participants received an email containing the survey questionnaire. Participants completed as many sections of the survey as they desired, and then submitted their results to Salary.com electronically.

 

Salary.com compensation professionals reviewed the data for consistency and accuracy and excluded data that appeared to be invalid. A total of 7,141 individuals and 363 human resource or other company representatives responded to the survey. Among the individual employee respondents, 6,812 were employed and provided valid responses to the survey questions–the remaining 329 were excluded from all analysis. Analysis included in this report utilized generational cuts compiled using the following classifications: Retirement Age (68+); About to Retire (58-67); Baby Boomers (44-57); Gen X (31-43) and Millennials (18-30).

 

For more information on Salary.com, please visit www.salary.com

Matt Lafata, HRchitect

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Workscape Promotes Stephen Migliaccio to Vice President of Product Management…from Workscape

February 13, 2009

 

HRchitect featured Workscape in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. Workscape also participated in the HRchitect Beauty Pageant on Talent Management Systems on November 21, 2008.

 

Workscape, Inc., a leading provider of outsourced benefits and talent management solutions, today announced the promotion of Stephen Migliaccio to Vice President of Product Management. His primary responsibilities will include guiding the vision and strategy for Workscape’s comprehensive Talent Management and Outsourced Benefits Administration (OBA) solutions.

 

“Steve’s extensive experience in agile product management and development methodology made him a natural fit for this role. He is a proven leader who has been an outstanding and consistent performer at Workscape over the past 7  years,” stated Tony Marzulli, Chief Product and Marketing Officer for Workscape. “As a company, we are passionate about helping our clients retain and develop great people. Our commitment extends to ensuring we are providing our own talented employees with a solid career path while building and maintaining a strong and diverse management team.”

 

Migliaccio began his tenure with Workscape in 2001, as a Director of Business Development where he played key roles in the development and evolution of Workscape’s talent management and OBA solutions.  Most recently, he has been instrumental in driving product strategy and product management for Workscape’s OBA solutions and services, including the establishment and growth of key strategic alliances. Prior to joining Workscape, Migliaccio held various sales leadership roles where he also innovated and brought to market solutions for organizations such as RealLifeHR, Unum Corporation and The Provident Companies.

 

For more information on Workscape, please visit www.workscape.com

Matt Lafata, HRchitect

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Ultimate Software Surpasses One Million Employees Live on UltiPro…from Ultimate Software

February 12, 2009

 

HRchitect includes Ultimate Software in our list of top HRIS vendors that businesses should consider.

 

Ultimate Software (Nasdaq:ULTI), a leading provider of end-to-end strategic human resources, payroll, and talent management solutions, today announced that more than 1 million employees across North America are being paid with Ultimate’s UltiPro human capital management solution (HCM) delivered through its software-as-a-service (SaaS) model, Intersourcing.

 

The industry’s first HCM solution to deliver core Payroll/HRMS through SaaS, UltiPro’s software-as-a-service model has been available since 2002. Today it is the most widely used end-to-end HCM SaaS solution in North America, providing comprehensive payroll and human capital management through SaaS to companies including Nikon Inc., Sony Music Entertainment, International Dairy Queen, Elizabeth Arden, JVC Americas Corporation, and Major League Baseball.

 

UltiPro through SaaS provides customers with Ultimate’s award-winning customer service and highly configurable HR, payroll, benefits, and talent management functionality—including strategic HR feature-sets and business intelligence across all areas of HCM. Through the SaaS model, businesses get the maximum benefits of UltiPro as an on-demand service without the complexities or costs of implementing and maintaining traditional on-premise software. Ultimate handles all system maintenance; applies new version upgrades; and maintains the hardware, software, and customer data at multiple secure data centers. Customers receive a level of data protection and security most businesses are unable to attain with on-premise infrastructure.

 

“Our SaaS offering has steadily gained increasing momentum in the market over the past several years,” said Scott Scherr, CEO, president, and founder of Ultimate Software. “Today, we see a majority of companies opting for the convenience and cost advantages of our SaaS model. In fact, in the fourth quarter of 2008, more than 97 percent of our new annual recurring revenues came from our SaaS customers.”

 

The increasing demand for Ultimate’s SaaS offering is consistent with findings from the November 2008 Gartner report, “User Survey Analysis: Software as a Service, Enterprise Application Markets, Worldwide, 2008,” which determined that nearly 90 percent of organizations expect to maintain or grow their usage of SaaS.

 

Because UltiPro through SaaS is priced on a per-employee-per-month subscription basis—with no add-on fees for items such as ad hoc reports or off-cycle checks—companies reduce large upfront capital expenditures typical of licensed software. Ultimate’s SaaS option provides businesses with a cost-effective HCM solution that can be particularly attractive to businesses today looking to reduce spending, improve efficiencies, and experience fast payback. Because UltiPro through SaaS can be activated rapidly, customers begin experiencing increased efficiencies and strategic gains quickly.

 

“UltiPro through SaaS is really the perfect solution for managing human capital. We can accomplish tasks using the Internet from either home or office, we get cutting-edge functionality, and there are no software maintenance worries. I love it because I can focus on my primary goal: to serve our employees,” said Linda Mullenbach, director of human resources for International Dairy Queen. “The customer support is great, which I attribute to the culture at Ultimate Software. Dedication to service radiates throughout the organization.”

 

UltiPro delivered via SaaS can streamline HR and payroll to save companies time and increase productivity, something that’s even more appealing when organizations must be especially diligent in how they manage their resources. And because Ultimate’s SaaS does not require dedicated IT staff or hardware, organizations can direct IT resources to other critical business projects.

 

“With UltiPro through SaaS, we’ve been able to change our approach to information technology so that our IT team performs at a higher level—managing core business projects rather than applying software updates or running reports. Since the solution does not require dedicated IT staff, servers, or a software license, we’ve been able to free up our IT staff and eliminate related expenses from our budget,” said Richard Martonchik, manager of human resources operations for the City of Ann Arbor. “By automating our entire HCM program with Ultimate’s unified solution, we anticipate the soft- and hard-cost savings to total approximately $1 million over five years.”

 

“We’re proud to be the first comprehensive HCM SaaS provider in our space to reach this important 1 million-employee milestone,” said Scherr. “We believe that reaching this goal reflects not only the growing demand for HCM through SaaS, but also validates the strength of the delivery model as the best method to manage human capital—in any economic climate. By combining all of the advantages of traditional software with the convenience of on-demand services, we believe we can help businesses achieve their HCM objectives affordably and effectively.”

 

For more information on Ultimate Software, please visit www.ultimatesoftware.com

 

Matt Lafata, HRchitect

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Hodes IQ Adds to its Growing Roster of Clients…from Bernard Hodes Group

February 12, 2009

 

Organizations recognize the value of using Hodes iQ to source top talent

 

HRchitect includes Hodes IQ in our list of top Talent Acquisition Systems vendors that businesses should consider.

 

Hodes iQ, Bernard Hodes Group’s award-winning and talent acquisition management product, announced today that it has added several new client wins, including WellStar Health System, California Prison Health Care Services, Republic Services (formerly Allied Waste Management), TYBRIN Corporation and Harrah’s.

 

The new clients that represent a variety of industries, all recognize how Hodes iQ’s technology can transform the way they identify and acquire top talent.

 

“After evaluating all of the top talent acquisition systems, WellStar chose Hodes iQ for its ability to do so much more than just track applicants,” said Mark Rowe, PHR, former executive director of recruitment at WellStar Heath System. “Hodes iQ is a true recruiting system enabling recruiters to utilize technology to source, recruit, and hire the best talent, including passive job seekers. It will also allow WellStar to gather accurate hiring source data through SmartPost, Hodes iQ’s incredibly intelligent job posting aggregator. The analytics that it provides ensures that WellStar is spending their job posting budget to maximize its recruiting success.”

 

For nearly a decade, Hodes iQ has provided customers with the ability to effectively recruit, source, and measure candidate response and hiring results. This Web-based tool enables clients to streamline their recruitment functions and utilize their careers Web site more aggressively to find talent. To sign up for a free demo of Hodes I Q or download a complimentary copy of a landmark talent acquisition study that Hodes iQ completed with the Aberdeen Group, visit the Hodes iQ website.

 

For more information on Hodes IQ, please visit www.hodesiq.com

Matt Lafata, HRchitect

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Oracle Introduces PeopleSoft Enterprise Workforce Communications…from Oracle

February 12, 2009

 

Oracle Introduces PeopleSoft Enterprise Workforce Communications to Provide HR Program and Survey Functionality

Gives HR Organizations Ability to Conduct Two-Way Dialogue and Focus on Strategic Initiatives to Cut Costs and Maximize Success

 

HRchitect includes Oracle and PeopleSoft in our list of top HRIS vendors that businesses should consider.

 

HR organizations are under increasing pressure to produce better results at a time when budget, personnel and other critical resources are limited. Success in this environment requires organizations to focus resources on the most strategic initiatives that provide the greatest value to the organization and align to organizational goals and objectives.

 

Recently Oracle introduced PeopleSoft Enterprise Workforce Communications, a comprehensive solution for planning and delivering HR programs and surveys to the workforce that can help HR organizations address the challenges facing them today.

Oracle’s PeopleSoft Workforce Communications is the first fully-integrated bundled solution that allows HR organizations to deliver the right message to the right audience, capture workforce feedback and take action, gain program insight and quantify success.

 

Benefits enabled by PeopleSoft Workforce Communications for HR organizations include:

·        A reduced risk of non-compliance

·        The opportunity to improve productivity through increased employee engagement

·        An increased ability to identify over/under performing areas

·        An increased ability to identify workforce segments requiring additional training or development

·        Reductions in program costs by understanding needs

·        Increased ability to make the right decisions even in tough times

 

Additional Features and Details

PeopleSoft Enterprise Workforce Communications enables HR organizations to communicate relevant, targeted and personalized messages to specific workforce populations via a variety of online and off-line channels using rich, graphical content. A program or a set of related programs can be managed collaboratively from start to finish by people at all organizational levels.

 

Using PeopleSoft Workforce Communications, HR organizations can build and roll out personalized surveys to targeted groups of individuals, then score survey results for easy measurement and comparison. Surveys can also be submitted anonymously in order to preserve recipient confidentiality but still provide HR organizations with direct lines of communication and feedback from the workforce.

Reporting and analytics functions place decision-support tools in the hands of the decision makers, allowing them to make informed recommendations and take appropriate action. Analysts and managers at all levels can review, analyze and therefore quantify their HR initiatives.

 

Integration with PeopleSoft Enterprise Human Capital Management allows numerous HR attributes to be used for specifying target workforce populations, personalizing surveys and other communication, and for analyzing program results by different worker criteria.

 

Role and data level security features within PeopleSoft Enterprise Workforce Communications prevent illegal access to HR programs and surveys.

Oracle validated this solution with over 15 customers, including the City and County of Denver.

 

For more information on Oracle, please visit www.oracle.com

Matt Lafata, HRchitect

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SilkRoad technology Sponsored Report Indicates Growing Uptake of Onboarding…from SilkRoad Technology

February 12, 2009

 

Aberdeen Group report surveys 600+ HR executives; Complimentary copy made possible in part by SilkRoad sponsorship

 

HRchitect featured SilkRoad Technology in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. SilkRoad Technology also participated in the HRchitect Beauty Pageant on Onboarding Systems in January 2009, where they were crowned the winner and also participated in the Talent Acquisition Systems pageant in November 2008.

 

Sixty-eight percent of corporate human resources executives recently surveyed indicated that their companies have a formal onboarding process in place, according to a recent Aberdeen study sponsored in part by SilkRoad technology, inc., the leading provider of talent management solutions. The study, “Fully On-Board: Getting the Most from Your Talent in the First Year,” found that top-performing companies with formal onboarding procedures in place saw a 31 percent average improvement in new employee engagement and a 24 percent average decrease in time-to-productivity for new employees.

 

Effective onboarding of new employees is so crucial that more than half of the 600 human resources, talent management, and line of business executives surveyed and interviewed in December 2008 and January 2009 for the study indicated that the current state of the economy would increase the importance their organization placed on onboarding in 2009.

 

Two-thirds of survey respondents also indicated that their organizations start the onboarding process even before the new employee’s start date of employment to smooth the transition process. Top concerns related to onboarding included retaining new employees, increasing their productivity and improving the reputation of the company as an employer of choice.

 

A complimentary copy of the Aberdeen report has been made available by SilkRoad and other sponsors at: http://www.aberdeen.com/link/sponsor.asp?cid=5729.

 

“We have long joined others in the HR industry to tout the importance of formalized onboarding programs, and this study underscores how they can contribute to improvements in efficiency and engagement,” said SilkRoad technology CEO Andrew J. “Flip” Filipowski. “One of our products, RedCarpet, provides massive increases in new hire satisfaction and day one readiness for many of our clients, ultimately keeping employee morale and productivity high while automating time-consuming HR tasks.”

 

SilkRoad provides a suite of Web-based talent management solutions, including RedCarpet, an onboarding and life events management solution that automates the socialization and transition of employees into their new roles while alleviating the burden and cost of paperwork and task management, saving companies time and money. Other SilkRoad products include OpenHire, a market-leading recruiting management solution, WingSpan for flexible employee performance management, GreenLight for learning management, and Eprise for employee intranets and content management.

 

“It is very clear that for a majority of Best-in-Class organizations, onboarding is the continuation of the recruitment process well into the first year of a new employee’s tenure with the company,” noted the co-author of the report, Kevin Martin, vice president and principal analyst, Human Capital Management at Aberdeen. “If they haven’t done so already, these organizations seek to integrate onboarding with recruitment and performance management. At these companies, onboarding not only improves hiring quality and efficiencies, but also increases the new employee’s ability to contribute productively in a timely manner.”

 

For more information on SilkRoad Technology, please visit www.silkroad.com

Matt Lafata, HRchitect

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