PageUp People Launches New Predictive Career and Talent Planning Tool, Engaging Employees and Helping Employers Prepare for Future…from PageUp People

October 5, 2011

 

Employee Career Planning Made Simpler, More Effective with Latest Talent Management Solution

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

International Talent Management solutions provider, PageUp People, this week announced the availability of CareerPath, an unprecedented predictive talent modeling application that provides powerful, self-serve career development for employees while providing equal benefit as a talent supply planning and readiness tool for employers. Introduced during the 14th Annual HR Technology® Conference & Exposition, CareerPath,  a powerful addition to the PageUp People Development Solution, enhances  an employer’s overall development strategy by drawing upon employee and recruiting data to model and plan progression routes, taking into consideration a company’s  career mobility, competency requirements, training requisites, certifications and other identified conditions for advancement.

For the employee, CareerPath provides easy, at-a-glance insight into potential career paths within a company and the anticipated time commitment required to move up. CareerPath facilitates meaningful conversations between a Manager and employee, producing individualized development plans based on the employee’s specific career aspirations and company opportunities. The solution also provides employees with mentoring connections to others that have followed a similar track, keeping employees engaged while demonstrating a company’s commitment to internal growth.

For the employer, CareerPath is a powerful Career Planning Tool that can map timelines to prepare employees for critical roles and help to facilitate employee skill development. In particular, for companies that operate across various geographies, CareerPath enables greater visibility into company-wide talent management intelligence, providing decision support for strategic, long-term talent supply planning and employee mobility.

“CareerPath is the latest addition to our full suite, Talent Management solution, helping companies attract the best candidates by demonstrating a commitment to career advancement and future opportunity,” commented Karen Cariss, CEO for PageUp People.  Specifically, Cariss added, “While attracting candidates is critical to a company’s success, retaining high performing employees also is crucial. By focusing on career development for employees, CareerPath gives companies a highly effective retention tool and enables the identification of the roles and individuals critical to a company’s success.”

For more information on PageUp People, please visit www.pageuppeople.com

 

 

Matt Lafata, HRchitect

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Universal Background Screening Announces Taleo Enterprise Passport Certification…from Universal Background Screening

October 1, 2011

 

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Universal Background Screening, an award-winning national provider of background screening services, is now certified by Taleo to provide integrated background checks through the Taleo Enterprise platform. Universal’s pre-integrated capabilities enable Taleo customers to seamlessly submit background check requests, obtain paperless candidate authorization and disclosure forms, and view completed background check results.

The Enterprise Edition integration builds upon Universal’s integration with Taleo Business Edition and membership in the Taleo Solution Exchange, while utilizing Universal’s HR-XML Consortium-certified integration platform.    Nearly half of Fortune 100 companies and over 5,000 organizations from all industries use Taleo’s on-demand talent management platform.

“We are pleased to expand our relationship with Taleo and to have the opportunity to service a larger audience through our certified, pre-integrated solution with Taleo Enterprise Edition,” said Ryan Krostue, CEO of Universal Background Screening. “Larger employers with complex requirements, especially those in healthcare and other regulated industries, will benefit from Universal’s screening expertise coupled with Taleo’s recruitment technology platform.”

Universal Background Screening joins Taleo’s elite network of Passport certified partners. The relationship between Taleo and Universal helps customers extend their electronic talent management process to include background checks, and eliminate manual steps such as data re-entry and faxing of forms.

As a Taleo Passport certified, pre-integrated solution, Universal Background Screening’s comprehensive suite of criminal background checks, verifications, drug tests, physicals and related services are available to Taleo Enterprise customers immediately.

For more information about activating the integration, please contact Universal Background Screening at http://www.universalbackground.com

 

Matt Lafata, HRchitect

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Leading Human Capital Management Expert Jayson Saba Joins Ceridian…from Ceridian

October 1, 2011

 

Recognized industry analyst and world class expert in human capital management (HCM) to lead Ceridian’s Marketing Strategy and Industry Analyst Relations

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Ceridian Corporation, a leading provider of human resources management, payroll, workforce management and benefits administration solutions, recently announced Jayson Saba as its new vice president of Marketing Strategy and Industry Analyst Relations. Saba’s appointment was effective Tuesday, September 6, 2011. His additional responsibilities will include leading Ceridian’s InView Workforce Management marketing, customer advisory boards, and customer satisfaction measurement activities.

“We are fortunate to have someone of Jayson’s background and reputation joining our team,” said Jim Hardee, senior vice president, Ceridian Marketing. “He brings proven expertise and success to Ceridian and is a well known HCM thought leader who has made many contributions to the industry. We look forward to benefitting from his energy, commitment, and demonstrated leadership.”

Saba most recently served as the lead research analyst for Workforce Management and Core HR within the HCM practice at Aberdeen Group. Previous to Aberdeen, Jayson was at Fidelity where he was responsible for the product launch of a major self-service suite of employee benefits tools and recruitment management solutions. He is recognized as a world class expert in the area of HR functions, health benefit administration, core HR systems and recruitment process outsourcing. He has contributed to several leading industry publications including The Economist, Talent Management magazine, Workforce Management magazine, and HRO Today.

Jayson holds a Bachelor of Science in Business Administration with a minor in Economics from the University of New Hampshire and has an MBA in Change Management from the McCallum Graduate School at Bentley College.

For more information on Ceridian, please visit www.ceridian.com

 
Matt Lafata, HRchitect

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HR in the Cloud™ Offers Unified SaaS Solutions to the HR Industry…from HR in the Cloud

October 1, 2011

 

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Four industry-leading HR technology vendors have joined forces to satisfy the growing demand for powerful, affordable, and complete HR software as a service (SaaS) solutions. HR in the Cloud™  combines the best-of-breed software of myStaffingPro, BambooHR, CRG emPerform, and Strategia Ed.

Capitalizing on the success of their individual solutions, the four companies have collaborated to create HR in the Cloud, a groundbreaking collaboration of unified SaaS solutions that integrates applicant tracking, human resource information system (HRIS), performance management, and learning and compliance management.   Together the products will provide a streamlined process from recruitment through the entire employee life cycle.   This groundbreaking venture stemmed from the need for affordable HR software that can deliver rich functionality and proven results as opposed to thinner offerings that lack specialization.

Today’s business landscape is more fierce and competitive than ever. In order to survive and thrive, companies of all sizes must find cost-effective ways to manage and optimize business processes. SaaS solutions are an attractive option as they allow even the smallest of companies to implement crucial technologies. SaaS solutions offer speedy deployment, affordability, controlled risk, reduced I.T. burden, flexibility and most importantly, accessibility.  Employees are often the largest organizational expense. HR in the Cloud’s Unified SaaS solutions allow organizations to optimize this investment.

The life cycle begins with myStaffingPro applicant tracking system.  myStaffingPro provides the technology to recruit, qualify, track and hire applicants.

“HR in the Cloud joins myStaffingPro with the best-in-class HRIS, performance management, and learning and compliance management systems.  The partnership joins four of the strongest solution specialists into a unified talent management suite,” stated CEO at myStaffingPro Bob Schulte.

Once hired, the employee data is exported into the HRIS system, BambooHR.  BambooHR features employee data management, as well as PTO, benefit, and training tracking.

“HR in the Cloud addresses HR needs throughout the employee life cycle. Bamboo HR’s superior service, security, and flexibility is now enhanced through its relationship with myStaffingPro, emPerfom, and Strategia which shares these high standards,” added BambooHR CEO Ben Peterson.

The final phase, aligning and developing employees, is accomplished with emPerform’s robust employee performance management suite and Strategia’s learning and compliance management system.  emPerform comes standard with vital performance management tools such as automated appraisals, succession planning, compensation management, goal alignment, 360 multi-rater reviews, and reporting functionality.  Strategia offers the Ed Learning System™ which provides a global platform to plan, deliver, track and manage an organization’s formal and informal learning activities, compliance, competencies and certification programs as well as to create and deliver content through one or multiple portals including eCommerce gateways.

“HR in the Cloud is a talent management suite at its finest.  Rather than merging and acquiring countless systems, HR in the Cloud connects four best-in-class specialist solutions.  The result is a talent management super horse that still has a complete development and support team,” added Schulte.

HR in the Cloud provides a complete end-to-end recruiting and talent management platform to enable businesses to effectively attract, recruit, align, reward, train, and retain top talent.   To learn more about HR in the Cloud, please visit http://www.hr-inthecloud.com

 

 

Matt Lafata, HRchitect

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Thirty-Eight Percent of Workers Seek New Jobs, According to Globoforce Workforce Mood Tracker…from Globoforce

October 1, 2011

 

Semi-annual survey reveals lack of employee recognition a driving factor behind increased employee dissatisfaction and turnover

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Globoforce, the world’s leading provider of SaaS-based employee recognition solutions, today announced the results of its latest Globoforce Workforce Mood Tracker™. The semi-annual survey* provides key insights into the current pulse of the U.S. worker. According to the September 2011 report, a startling percentage of employed Americans are considering leaving their jobs despite an uncertain economy with a lack of new job creation. The September 2011 study also reveals a direct correlation between employees’ intent to look for a new job and the level of recognition they receive at work. To download this latest report, visit: http://www.globoforce.com/mood-tracker-september-2011.

Overall six-month trends reveal higher worker dissatisfaction

According to the September 2011 Workforce Mood Tracker, employees are less satisfied in their current job and feel less appreciated for the work they do. In fact, when compared to the February 2011 results, the latest survey shows alarming trends in the US workforce:

 

  • Thirty-eight percent of employees are actively looking for a new job, up from 36 percent
  • Thirty-nine percent of workers don’t feel appreciated at work, up from 32 percent
  • Fifty-two percent are dissatisfied with the level of recognition they receive, up from 41 percent

 

Companies that recognize employees see lower turnover

According to the September 2011 survey, nearly half of all surveyed said they would leave their current job for a company that clearly recognized employees for their efforts and contributions. The survey also reveals the connection between a lack of recognition and potential turnover. Among respondents who stated they plan to search for a new job this year:

 

  • Only 24 percent are satisfied with the level of recognition they receive at work. Conversely, 63 percent of employees who have no plans of leaving are satisfied with their level of recognition.
  • Thirty-two percent have been recognized at work in the past three months. By contrast, 52 percent of those who have no intention of leaving had been recognized in the past three months.

 

Wake up call for businesses – appreciate employees and get more employee productivity

The September 2011 Mood Tracker survey reveals the majority of employees surveyed would perform better and have higher job satisfaction if their employer acknowledged their efforts and appreciated them for their work on a regular basis. Highlights from the study:

  • Seventy-eight percent of U.S. workers said being recognized motivates them in their job
  • Sixty-nine percent stated they would work harder if they felt their efforts were better recognized

 

“It’s been often stated that we’re in the midst of a jobless recovery. While that may be true, it’s critical for companies to avoid a ‘thankless recovery’ for their current employees, as that could have damaging consequences on employee productivity, company culture, and employee retention,” said Eric Mosley, CEO of Globoforce. “Our latest survey shows that if you recognize and appreciate your employees in relevant ways, they will want to continue to work for you.”

* The Globoforce Workforce Mood Tracker study was commissioned by Globoforce and conducted on August 5-6, 2011, by independent market research firm MarketTools, Inc., through an online panel of fully employed persons (age 18 or older) at companies with 500+ employees in the United States. There were 630 responses generated for the survey, resulting in a margin of error of +/- 3.9 percentage points at the 95 percent level of confidence. To view the full survey results, please view the September 2011 Globoforce Mood Tracker Report: http://www.globoforce.com/mood-tracker-september-2011

For more information on Globoforce, please visit www.globoforce.com

 

Matt Lafata, HRchitect

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TalentDrive and First Advantage Strengthen Partnership, Announcing Two New Integrations…from TalentDrive

October 1, 2011

 

Product Releases Designed to Help Recruiters Tap into the Mass of Online Resumes More Strategically and Successfully

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

TalentDrive, creator of the most advanced global resume search API on the market, today announced a two-part product release with longtime partner First Advantage,  a leading provider of talent acquisition solutions, aimed at bringing more intelligence, efficiency—and, ultimately, success—to the online recruitment process.

The new release seamlessly integrates TalentFilter’s advanced resume sourcing and matching technology into First Advantage’s candidate relationship management (CRM) system so that employers can mine more resume databases more effectively to find the best qualified candidates. In addition, in an effort to bring resumes to life, First Advantage will be offering a Career Fit Assessment—the results of which will be available to recruiters through TalentDrive’s proprietary network—that will help pinpoint prospective candidates’ core aptitudes. Adding this new dimension to the search process by identifying soft skills and personality traits will help candidates stand out in a saturated job market and help recruiters find higher quality candidates and make better hiring decisions more quickly.

Advanced Resume Search

By providing access to the power of TalentFilter’s best-in-class resume searching, as well as connections to thousands of Web-based, niche resume databases directly from First Advantage’s CRM and job distribution systems, this unique tool now enables employers to add highly qualified candidates immediately to their pipelines, develop and manage relationships with those candidates and convert them into applicants for current and future positions.

Resume Enrichment and Core Aptitude Pinpointing

An initiative to add a new dimension to online resumes, this joint venture brings TalentFilter’s candidate profiles to life with a second level of personalization. Through advanced filtering, millions of candidates are invited via email to complete a brief Career Fit Assessment developed and provided by First Advantage, which is used to pinpoint core aptitudes. Through TalentDrive’s API partners, recruiters gain access to a concise profile of candidate’s aptitudes.  “First Advantage has been a powerhouse in the talent acquisition technology space, offering not only a wide array of services, but a dedication to exceptional products and a commitment to thinking outside the box to advance every aspect of the recruiting process,” said Sean Bisceglia, CEO of TalentDrive. “Through our direct partnership and the relationships that stem from our integrations, we hope to set the paradigm for CRM and enriched resume products.”

“This is an exciting time for First Advantage as we grow our presence in the CRM and assessment world,” said Lisa Bordinat, vice president of First Advantage assessments. “The combination of TalentDrive’s versatility and leadership as a resume search technology provider positioned the company as an ideal partner for our assessments. I am confident TalentDrive’s sourcing technology will continue to impress our joint clients and am pleased to be announcing our newest endeavor with TalentDrive and our assessment product.”

For more information about TalentDrive, please visit www.talentdrive.com. For more information about First Advantage, please visit www.fadv.com

 

 

Matt Lafata, HRchitect

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Kronos Announces Version 9 of Its Selection and Hiring Solution…from Kronos

October 1, 2011

 

HRchitect includes Kronos in our list of Talent Acquisition Systems that businesses should consider. If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Kronos Incorporated today announced availability of the latest version of its selection and hiring solution. Workforce Talent Acquisition™ 9.0 introduces a new look, improved reporting capabilities, self-service configuration tools, new recruiting features, and simplified assessment technology. These new enhancements increase the value of the Kronos® solution for customers, resulting in superior return on their hiring technology investment.

News Facts

Workforce Talent Acquisition 9 includes a variety of new features and functionality focused in five strategic areas:

  • Integration – Workforce Talent Acquisition can now be accessed from Kronos’ award-winning user interface. The client-branded navigator has everything a manager needs to manage their workforce, from hiring to scheduling and more. Relevant information like calendars and task lists can be imported to provide a comprehensive, personalized work environment.
  • Improved Reporting – Turns hiring data into business intelligence with enhanced reporting capabilities and analysis tools across the entire workflow. New reports include recruiter productivity, candidate activity, and performance metrics.
  • Self Service – A self service management console serves as the structural foundation for several new change management and self-service tools that enable users to configure, test, and deploy changes to production without a Kronos professional services representative or change order, making the technology even easier to use and accelerating adoption.
  • Simplified Assessments – Using a more efficient and streamlined job mapping survey process, new off-the-shelf, standard assessments enable customers to quickly and easily implement a variety of assessments for the most commonly occurring roles making for faster and easier deployment.
  • Unified Hourly/Salaried Solution – Enhancements supporting unified hourly and salaried hiring include added flexibility and efficiency in moving candidates between salaried and hourly positions and adding candidates. These enhancements support an easier, more consistent and compliant hiring process.

 

Supporting Quotes

  • Dr. Katherine Jones, principal analyst and director human capital management, Bersin & Associates
    “Bersin & Associates research shows that peak-performing organizations outdistance their competition by understanding how to select and promote the right people. For managing the selection and hiring of both hourly and salaried staff, these organizations look for comprehensive assessment solutions that provide consistency and quality across the board. Such solutions enable organizations to assess and hire employees that are a better fit more quickly, allowing staff to stop focusing on hiring and start focusing on contributing to the bottom line.”
  • Stacey Harris, vice president, research and advisory services, Brandon Hall Group
    “Kronos is one of the most important players in the talent acquisition market and version 9.0 shows why. Its ease of use and deep functionality make it an attractive solution for organizations of varied size and across many vertical industries. We believe Kronos will continue to innovate in the market.”
  • Nick Ordon, vice president and general manager, hiring solutions, Kronos
    “Kronos is committed to being an innovator in the field of talent acquisition. We continue to deliver on our promise to provide customers with the very best unified hiring solution available. Enhancements in this version make Workforce Talent Acquisition easier to use and more powerful than ever, providing organizations with superior return on their hiring technology investment.”

 

For more information on Kronos, please visit www.kronos.com

 
Matt Lafata, HRchitect

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HireVue Introduces Digital Interviewing™ and A Breakthrough Way to Interview – On Demand!…from HireVue

October 1, 2011

 

Finally, Recruiters and Hiring Managers Can Ensure Every Interview Ends On Time – Their Time

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Those that hate bad interviews, will love this. HireVue today introduced its proprietary Digital Interview Platform™, featuring a breakthrough way to interview – on demand!  HireVue On Demand Interviews™ help organizations interview up to 10 times faster, nine times cheaper and 100 percent better while improving consistency, transparency and regulatory compliance. It’s an amazing way to do a lot more with less.

People are the lifeblood of any organization. Managers and recruiters decide who to bring into the company during a critical interaction – the interview. Yet there’s very little structure or visibility into this imperative communication.

HireVue’s Digital Interview Platform improves management of ALL interview types – including in person, phone and video interviews.  The platform delivers online interview guides with real-time questions and probes, captures structured ratings and feedback, allows collaborative sharing and comparing, provides objective decision support tools and includes closed-loop reporting. All feedback is captured digitally, so recruiters and managers are always on the same page – no need to collect sticky notes, synthesize anecdotal feedback, or schedule a dreaded “follow-up call” again.

In addition, HireVue On Demand Interviews offer an amazing new way to interview! This powerful solution allows recruiters and hiring managers to interview just the candidates they want, whenever they want – just like streaming their favorite movies. No scheduling, traveling or bad interviews.  Recruiters simply email questions and empower candidates to record structured responses via webcam – whenever, wherever.  Interviews can be watched, rated, shared and compared at any time – from desks, at home or even mobile devices.

“Organizations waste billions of dollars in unnecessary time, travel and hassle by sifting through resumes, screening and interviewing candidates who ultimately don’t get hired. Fortunately, we’ve developed a breakthrough solution,” shared Mark Newman, HireVue’s CEO.

Delivered on a common platform, organizations can rely on one safe, simple solution to improve quality, consistency and transparency of all their interviews.  HireVue’s Digital Interview Platform has been pre-integrated to work seamlessly with popular recruiting applications such as Taleo and PreVisor, among others. Finally, because HireVue fosters communication between recruiters and hiring managers, companies can streamline, learn from and improve the quality of interviews – and thus hiring decisions.

“With HireVue our recruiters aren’t spending their time doing less work; now they’re spending their time doing the right work,” said Erik Hildebrandt, director of Staffing & Human Resources, Warner Chilcott. “We achieved a 30% increase in quality of hire, while significantly reducing recruiting time, costs and hassle. Our recruiters, managers and candidates think it’s amazing!”

Test drive HireVue Digital Interviewing (in booth no. 1212) during the 14th Annual HR Technology Conference & Expo, which takes place Monday, Oct. 3, 2011 through Wednesday, Oct. 5, 2011 at the Mandalay Bay in Las Vegas, Nevada. Conference attendees can also learn more during a special breakout session where HireVue customer, Walmart, will share how digital interviewing transformed and modernized their recruiting process.

For more information about HireVue, please visit www.hirevue.com

 

 

Matt Lafata, HRchitect

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Saba Announces First Quarter Fiscal Year 2012 Results…from Saba

October 1, 2011

 

  • Total quarterly billings up 18% with cloud billings growing 81% year-over-year
  • Cloud revenue grew 59% year-over-year
  • Subscription revenue up 26% year-over-year; representing 61% of total revenues
  • Subscription revenue gross margin expanded to 77%
  • Total deferred revenue increased 29% year-over-year to $43.9 million

HRchitect featured Saba 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. A.G. Lambert, the VP of Marketing with Saba appeared on the HRchitect WebMingle on August 14, 2009. Matt Lafata with HRchitect attended the 2010 Saba Global Summit and Analyst Day in Boston, MA. Matt Lafata & Tiffany Appleby attended the Saba Global Sales Rally FY12 in June 2011 in Redwood City, CA.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Saba (NASDAQ:SABA), the premier People Cloud provider, today reported financial results for its first quarter ended August 31, 2011.

“We started fiscal year 2012 with strong quarterly performance in billings and revenue growth, and gross margin expansion,” said Bobby Yazdani, Founder and CEO, Saba. “Our strength this quarter was broad-based across geographies and market segments — global enterprises, large enterprises, and mid-market enterprises. As we continue to make significant progress on our transition to the cloud, Saba is establishing itself as the vendor of choice and strategic partner to organizations seeking to transform the way their people network — employees, partners, customers, and franchisees — works, collaborates, and learns.”

Results for the First Quarter Fiscal Year 2012

Revenues: Total GAAP revenues were $30.6 million in the first quarter of fiscal year 2012, up 13% from $27.2 million in the same quarter last year. Total non-GAAP revenues in the first quarter of fiscal year 2012 were $30.9 million, up 14%, compared to $27.2 million in the same quarter last year. Non-GAAP revenues reflect the impact to revenue of fair value adjustments to deferred revenue due to acquisitions.

Deferred Revenue: Total deferred revenue was $43.8 million at the end of the first quarter of fiscal year 2012, up 29% year-over-year.

Earnings (Loss) per Share: GAAP loss per share was $0.20 in the first quarter of fiscal year 2012 compared to a loss per share of $0.06 in the same period last year. Non-GAAP loss per share was $0.12 in the first quarter of fiscal year 2012 compared to breakeven in the first quarter last fiscal year. First quarter fiscal year 2012 loss per share reflects increased levels of investment in operations for future growth.

Our non-GAAP results are calculated by adjusting GAAP results for the impact of certain items including (i) non-cash amortization of intangibles, (ii) non-cash share-based compensation expenses, (iii) non-operating reorganization costs, (iv) the impact to revenue of fair value adjustments to deferred revenue due to acquisitions and (v) other acquisition related costs. A reconciliation of GAAP to non-GAAP results is included in the financial statements accompanying this press release.

Cash: Cash flow from operations was a usage of $3.4 million in the first quarter of fiscal year 2012, and cash and cash equivalents at August 31, 2011 were $20.8 million. Saba typically uses cash in the first half of the fiscal year and generates positive cash flow in the second half of the fiscal year due to strong subscription renewals in the third and fourth quarters.

Business Outlook

The following statements are based on current expectations as of the date of this release. These statements are forward-looking, and actual results may differ materially. Saba does not undertake any obligations to update these forward-looking statements.

For fiscal year 2012, ending May 31, 2012, Saba reiterates its forecast of total GAAP revenues to be in the range of $130 million to $133 million and total billings to grow in the range of 16% to 18% in fiscal year 2012 over fiscal year 2011.

The Company also reiterates its forecast for GAAP net loss to range from $0.39 to $0.45 per share and non-GAAP net loss to range from $0.17 to $0.23 per share. Saba also confirms that it expects to return to non-GAAP profitability in the second half of fiscal year 2012.

Fiscal year 2012 non-GAAP outlook excludes non-cash amortization of intangibles, non-cash stock-based compensation expenses, the impact to revenue of fair value adjustments to deferred revenue due to acquisitions, other acquisition-related costs and non-operating reorganization costs.

For more information on Saba, please visit www.saba.com

 
Matt Lafata, HRchitect

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