SilkRoad technology Partners with SS&C on Benefits Carrier Integration…from SilkRoad Technology

February 23, 2012

 

Partnership Provides HeartBeat with End-to-End Automated Benefits Enrollment Capabilities with Over 150 Providers

HRchitect featured SilkRoad in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. SilkRoad competed in the HRchitect Beauty Pageant on Onboarding Systems in January 2009, and the HRchitect IRONMAN on Mid-Marketing Talent Acquisition Systems on June18, 2010, where they were crowned the winner of each. Brian Platz, EVP and COO of SilkRoad also appeared on the HRchitect WebMingle on March 20, 2009. Finally, HRchitect attended the SilkRoad user conference, SilkRoad Connections, in May 2010 and May 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 15 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!

 

SilkRoad technology, inc., a leading global provider of cloud-based social talent management solutions, together with SS&C, a global provider of investment and financial software-enabled services and software, announced today they have entered a into partnership, combining SS&C’s BenefiX cloud-based data exchange service with SilkRoad’s HRMS technology solution, HeartBeat.

With endless formats specific to insurance carriers, sending enrollment data to individual benefits providers has traditionally been a time and labor intensive process.  By integrating SS&C’s BenefiX with SilkRoad’s HeartBeat, companies benefit by having a single HRMS solution that manages all their employee HR data including benefits plans, simplifying the process for employees, managers and HR.  With BenefiX providing benefits data exchange to over 150 carriers, benefits administrators are freed from this tedious, time-consuming task allowing them to focus on building a self-motivating, employee-centric culture that attracts and retains top talent.

“Managing benefits has traditionally been a high-cost task with a heavy time investment,” says Bill Stone, Chairman and Chief Executive Officer, SS&C Technologies. “Our partnership with SilkRoad will remove these barriers, delivering HeartBeat users a quick and cost effective solution.”

Companies using HeartBeat can now expect direct transmission of enrollment information from HeartBeat to insurance carrier, as well as:

  • Built-in integration with the entire BenefiX library of over 150 insurance carrier adapters and out-of-the-box integration with carrier specifications
  • Implementation times as little as 15 days, or 45 days for new insurance carriers, rather than the average industry integration lead time of six months or longer
  • Quality data and run-time edits to ensure complete and correct enrollment information is being sent to the insurance carriers

“SilkRoad is intent on providing HR professionals with the solutions they need to develop and maintain happy and engaged employees,” said Andrew J. “Flip” Filipowski, CEO, SilkRoad technology. “With the SS&C partnership, we are pleased to provide yet another layer in our benefits administration solution as companies look to automate their most complicated and time intensive processes and free up time to address their talent management strategies.”

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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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SAP and SuccessFactors Accelerate Unified Product Direction…from SuccessFactors

February 22, 2012

 

Companies Deliver Immediate Clarity on HCM Product Road Map

HRchitect featured SuccessFactors in our 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. Matt Lafata and Tiffany Appleby from HRchitect attended and sponsored the SuccessConnect event in San Francisco in May 2011 and the Insights event in San Diego in Oct 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 15 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!

 

SAP and SuccessFactors, an SAP company, today announced their unified product direction for human capital management (HCM) solutions. The combined portfolio will provide end-to-end integrated solutions to help with some of the biggest challenges that business leaders around the world are facing across all lines of business: managing their talent to top performance and turning their strategies into actions and results.

Product Direction Across Core HR, Talent Management, HCM Analytics

HCM is gaining focus in the market as companies realize that nurturing top talent and fostering a united community of employees is critical to being a best-run business. The two companies are now combining SuccessFactors Business Execution (BizX) Suite with SAP solutions to provide the most comprehensive, innovative HCM offerings to benefit existing and prospective customers.

  • SuccessFactors Employee Central solution is the go-forward core human resources (HR) offering in the cloud. Backed by more than 25 years of experience from SAP in core HR, the solution is poised to grow exponentially as SAP will boldly invest in it. SAP will continue to offer the SAP® ERP Human Capital Management (SAP ERP HCM) solution on premise for core HR, now with regulatory support for 51 countries around the globe and an innovation road map of significant investments in functionality, user-experience, mobile and in-memory technology capabilities in the future.
  • For talent management, SuccessFactors Performance Management, SuccessFactors Compensation Management, SuccessFactors Recruiting and SuccessFactors Learning Management with social learning from SuccessFactors Jam will be the go-forward solutions. Talent management components from SAP ERP HCM will be continued with selected innovations for the next decade.
  • Analytics will continue as an important focus area within both SAP ERP HCM and the SuccessFactors product portfolios, leveraging significant assets such as SuccessFactors Workforce Analytics, SuccessFactors Workforce Planning, the SAP HANA™ platform and solutions from the SAP® BusinessObjects™ portfolio. People analytics will be revolutionized by putting SuccessFactors Workforce Analytics on SAP HANA. Together SAP and SuccessFactors can make unparalleled aggregate HR benchmark insights available in the cloud to hundreds of thousands of customers. The combination of SuccessFactors software and SAP HANA is one of the key priority areas for development of the BizX Suite, as it will help increase customer value by dramatically speeding existing processes, enabling access to large amounts of data in shorter periods of time and providing real-time access to information tailored to individual requirements.

“We’ve delivered this unified product direction for our BizX Suite within days of our tender offer close, demonstrating our agility and the power of our combined people, know-how and technologies,” said Lars Dalgaard, founder and CEO, SuccessFactors. “We are providing immediate clarity on our BizX road map to ensure we deliver the best possible suite of solutions for our customers. The customer must always win. We cannot wait to share more of what we’ll offer our customers in the next few months.”

 

Open Integration for All Customers

SuccessFactors will continue to support an open approach to connecting with third-party solution providers. Approximately fourteen percent of SuccessFactors customers currently run their systems side-by-side with SAP. In addition to providing enhanced value for joint customers, SAP and SuccessFactors will accelerate the development of integration solutions with third-party solution providers. For SAP customers, the two companies intend to deliver integration packages between the two offerings:

  • Cloud-based talent, core HR, recruiting, learning and social solutions, and workforce planning and analytics solutions from SuccessFactors; and
  • On-premise core HR from SAP

“We now have fantastic opportunities in combining SAP innovations with SuccessFactors’ expertise and assets in the cloud. We are already seeing amazing results by improving SuccessFactors Employee Central performance 1000x — from nine minutes to 200 milliseconds with SAP HANA, enabling HR executives to do real-time workforce analytics and planning,” said Dr. Vishal Sikka, member of the SAP Executive Board, Technology & Innovation. “Together with SuccessFactors, we are now able to offer our customers the most comprehensive, end-to-end HCM portfolio both on premise and in the cloud — from core HR and employee administration to talent management, strategic planning and workforce analytics.”

For more information on SuccessFactors, please visit www.successfactors.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Taleo Gives Enterprises More Ways to Find and Develop Tomorrow’s Leaders…from Taleo

February 22, 2012

 

Latest Release of Taleo Enterprise Adds a Retooled User Interface That Simplifies and Unifies Access to Talent Intelligence and New Capabilities for Learning

HRchitect featured Taleo in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 & 2011 TaleoWorld conference and HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended Taleo’s annual Sales and Services meeting in 2010 & 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 15 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!

 

Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, today unveiled the latest release of Taleo Enterprise, which gives organizations powerful new ways to source top performers and develop them into the next generation of leaders. Taleo also redesigned the user interface of its popular enterprise-class Talent Management suite. The result is a simple, unified environment that makes it easy to access talent intelligence across all Talent Management dimensions, from recruiting and learning to performance management and succession planning.

“This latest release of Taleo Enterprise delivers a new set of tools built into a newly unified user experience. Taleo continues to aggressively enhance its Talent Management platform to help companies attract and engage top talent, build better teams and optimize development strategies,” said Jason Blessing, executive vice president of products at Taleo. “Organizations across the globe continue to realize that talent has become a strategic weapon for corporate success.”

Key highlights of the latest release include enhancements to sourcing, learning and ease of use.

Taleo Recruiting helps keep pipelines filled with qualified candidates
Taleo Recruiting incorporates new features that help organizations proactively build pipelines filled with qualified candidates. With new contact management tools, organizations can reach beyond the existing application pool to source and pre-qualify top prospects before they become active candidates. Enhanced support for talent pipelines enable recruiters to continuously engage qualified talent before hiring needs become critical. Sourcing internal candidates is also easier because Taleo has streamlined access to internal talent pools and manager nominations. And managers can now assign preferred successors to open positions via Taleo’s improved Talent Browser.

“Taleo’s new pipeline management capabilities will enable us to proactively source business-critical candidates and to quickly hire and onboard exceptional talent, increasing business productivity,” said Keith Abernathy, manager of human resources for Moss Adams.

Taleo Learn reveals how development impacts performance
The new release includes improvements to Taleo Learn that address the crucial need for enterprises to find the most effective ways to develop top performers. For instance, Taleo provides faster access to relevant learning content and opportunities by giving employees, managers and HR practitioners the ability to search their organization’s learning catalog (based on the competencies they need to develop) and launch their learning activities directly from their development plans. Offering a vastly more comprehensive learning environment, Taleo links learning activities to specific goals and now includes learning histories in employee profiles. And to help managers better understand how learning impacts performance, Taleo now combines data from Taleo Learn, Taleo Performance and Taleo Recruiting into the world’s largest Talent Management data warehouse. Across the board, managers can rely on Taleo Learn to ensure their employees have the foundational, job-specific skills that lead to results.

Retooled interface unifies and simplifies the Taleo user experience
Anchoring the latest release of Taleo Enterprise is a redesigned user interface that streamlines the Taleo experience across all Talent Management modules, from recruiting to succession. The redesign includes new versions of the Talent Browser and Employee Snapshot, which combine to create a single place for managers and HR professionals to instantly gain a comprehensive view of their organization and their talent, and then take action to ensure they meet their business objectives. The Employee Snapshot is now available across multiple views — including Talent Pools, Succession Planning, and Talent Browser — so managers and HR staff can instantly access an employee’s most vital information without having to navigate to other pages. Throughout the suite, Taleo provides native reporting so users can pull data and generate reports on demand to immediately gather useful insights.

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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 

 
Matt Lafata, HRchitect

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Retail Sector at Risk Through Lack of Engagement, New Study Claims…from Kenexa

February 21, 2012

 

New Research shows that improving engagement can enhance customer satisfaction and increase sales; leadership development, compensation, innovation and work-life balance hold the key to improving engagement  

HRchitect featured Kenexa in our 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. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in 2010 & 2011 and the Kenexa World Conference from 2009-2011.

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 15 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!

 

Employee engagement in the U.S. retail sector has sunk to its lowest levels since 2009, according to a new study which claims that engagement is directly linked to customer satisfaction, staff retention and financial performance.

The Kenexa High Performance Institute – a division of Kenexa (NYSE: KNXA), a global provider of business solutions for human resources – has conducted global, evidence-based research into employee engagement for more than 25 years. Its latest report – “The World of Retail: How Employee Engagement Can Help the Registers Ring” – examines employee engagement trends in the retail sector since 2007 in six nations: the U.S., Brazil, China, Germany, India and the United Kingdom. The results show a marked drop in employee engagement in all six nations in 2011. Retail engagement scores in the U.S. trail only the U.K. and Germany.

“The economic downturn has hit retailers everywhere hard, as costs have been cut, plans have been put on hold and brands have gone out of business,” said Rena Rasch, research manager of the Kenexa High Performance Institute. “The sector has also seen an increase in employee theft and shoplifting, which has been attributed to low pay, poor benefits and a perception among employees that their companies don’t care about them.”

The new study reveals that employee engagement has a direct correlation with customer satisfaction and organizational performance.

“The simple truth is that engaged employees make a difference, particularly those in customer-facing positions,” Rasch said. “When engagement is low, customer satisfaction and organizational performance tend to be low. But when engagement levels rise, these factors also improve because employees are more motivated to contribute to the organization’s success and more willing to put in extra effort to accomplish tasks that are central to the goals of the organization. In other words, by improving employee engagement, retailers can enhance customer satisfaction and increase sales volume.”

According to the study, a low level of employee engagement also results in higher staff turnover. More than 50 percent of unengaged retail employees plan to leave their employer in the coming year, compared to only about 10 percent of highly engaged workers.

“Employees who are not engaged are much more likely to consider leaving their organization,” Rasch said. “As the global economy slowly emerges from the recession, opportunities for employees will open up elsewhere and retailers could find themselves competing for talent. This could prove costly for those with a less engaged workforce.”

The study also reveals that, out of six industry sectors surveyed globally, retail has the lowest level of employee engagement. The other sectors include high tech manufacturing, healthcare, banking and financial services and the public sector.

“The retail sector has faced a perennial struggle with employee engagement, partly because it employs many part-time, low skilled and seasonal workers,” Rasch said. “However, retailers are at risk if leaders and HR practitioners don’t act to bolster employee engagement in their organizations.”

The Kenexa High Performance Institute’s report includes four recommendations to help retailers improve employee engagement:

  • Develop effective leaders. Leaders need to inspire confidence in their employees through their actions and their demeanor. They must be trustworthy, honest and caring.
  • Help employees to balance their work and life priorities. Retailers should provide practical support, such as flexible work schedules, as well as emotional support and understanding.
  • Ensure compensation levels are fair. More than the amount of compensation, what matters most is each employee’s perception of pay fairness. Explain how their pay was determined and show the link between their pay and their performance.
  • Foster a climate of innovation. Employees want exciting work. They like trying new things, sharing their ideas and being listened to. The chance to be innovative challenges and motivates them to perform at their best.

“Offering employees fair compensation, exciting work and flexibility are proven approaches for improving employee engagement,” Rasch said. “However the most effective way to enhance employee engagement is to improve your leadership and management. Our research shows that employees who believe that their leaders and managers are effective have an engagement level that is three-to-five times higher than those who feel their leaders and managers are ineffective. Anyone in a position of authority should look in the mirror, evaluate their own practices and develop their leadership skills and competencies.”

The World of Retail: How Employee Engagement Can Help the Registers Ring can be downloaded free from: www.khpi.com/Current-R-D/WorkTrends

For more information on Kenexa, please visit www.kenexa.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Halogen Closes 2011 Fiscal Year with Significant Market Momentum…from Halogen Software

February 18, 2012

 

Growth in annual recurring revenue, international expansion and winning partnerships mark the best fourth quarter on record for talent management leader

HRchitect featured Halogen Software in our 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. 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 15 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!

 

Halogen Software, a leading provider of talent management software closed its fourth quarter and 2011 fiscal year with significant market momentum and strong year-over-year growth. Marked by a 37% year over year increase in annual recurring revenue (ARR), including 86% growth in ARR from international deals, and strong customer retention and satisfaction, Q4 of 2011 is the company’s best fourth quarter on record.

Just a few of the new customers that joined Halogen in the fourth quarter include: The Society for Human Resource Management (SHRM), Fisher Communications, The University of Ottawa, RigNet, Genesis Health System, Agriculture Federal Credit Union, Bruker Nano Services Division and Greater Madison Convention and Visitors Bureau, United Coffee, Artificial Solutions Iberia, Interra International, EC English Holdings and Addex Petroleum Services.

David Barbee, Director of HR for RigNet, explains why his company selected the Halogen eAppraisal™ and the Halogen eRecruitment™ modules for his organization’s talent management needs. “I’ve had previous experience using Halogen and brought it to RigNet because the end-user interface is intuitive and the overall functionality is better than any other product I’ve seen on the market,” said Barbee. “We like everything about Halogen – the organized process, the centralized access to employee and candidate data, the reminder system and the ability to easily track and manage appraisals, recruiting activities and more.”

Halogen’s recognition as an industry leader in talent management systems customer satisfaction is also a factor in the talent management leader’s business momentum. Customers see Halogen as a long term partner with both the best solutions and a brilliant customer experience that can help them build a world class workforce.

The human resources leader at Spain’s Artificial Solutions explains why they selected Halogen. “When we started researching a talent management solution, we were looking for a tool that would streamline the process, while being cost effective and simple to use,” said Óliver García Alemán, Head of HR and Organization, Artificial Solutions. “We have a number of offices across Europe, so being able to identify our people’s talents as well as making our appraisal, training and recruiting processes more structured and efficient benefits everyone. With Halogen our talent data is centralized in one system. This makes it easier to ensure consistency and accountability across groups, and to clearly link individual goals to our corporate objectives.”

Halogen’s success in the fourth quarter of 2011 capped off a year that featured product leadership and operational excellence:

  • The company released Version 11 of its Talent Management Suite and launched Halogen eRecruitment™, the first applicant tracking system (ATS) to fully integrate the recruiting process with all other talent management programs; making Halogen the first and only talent management vendor to provide a complete end-to-end solution organically built to drive performance.
  • Halogen’s suite allows HR and their organizations to experience talent management from a new perspective that aligns their workforce with their business strategy – something Halogen calls Big Picture Talent Management™. The suite is designed to ensure each talent management touch point – from recruitment to retirement – reinforces the organization’s culture and values and drives top level goals and objectives.
  • In response to the global demand for its talent management solution, the company announced the opening of a UK office that will allow it to more easily market and sell its solutions internationally.
  • The company was positioned by Gartner, Inc. in the leaders quadrant of the “Magic Quadrant for Employee Performance Management Software”, which examined 20 vendors offering employee performance management software and positioned them in quadrants based on their completeness of vision and ability to execute.
  • Former Blackbaud Inc. CFO Timothy V. Williams joined Halogen’s Board of Directors.
  • Halogen announced strategic  partnerships with:  video learning provider ej4 via its seamless integration with Halogen eLearning Manager™; industry-leading sourcing technology vendor SmartPost, via its integration with Halogen eRecruitment; PDS, a leading developer of human resource, benefits, recruiting and payroll systems; and Logica Finland, a recognized leader in delivering Human Capital Services in the Finnish region.
  • Hundreds of Halogen customers from around the world participated in Halogen’s Sixth Annual User Conference in Atlanta, Georgia – the company’s largest user conference to-date.

 

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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 

 
Matt Lafata, HRchitect

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Z Energy Selects SilkRoad’s Life Suite for Integrated Approach to Talent Management…from SilkRoad Technology

February 17, 2012

 

New Zealand’s 2011 Energy Company of the Year to Implement SilkRoad’s OpenHire, RedCarpet and WingSpan

HRchitect featured SilkRoad in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. SilkRoad competed in the HRchitect Beauty Pageant on Onboarding Systems in January 2009, and the HRchitect IRONMAN on Mid-Marketing Talent Acquisition Systems on June18, 2010, where they were crowned the winner of each. Brian Platz, EVP and COO of SilkRoad also appeared on the HRchitect WebMingle on March 20, 2009. Finally, HRchitect attended the SilkRoad user conference, SilkRoad Connections, in May 2010 and May 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 15 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!

 

SilkRoad technology, inc., a leading provider of social talent management solutions, announced today that New Zealand based Z Energy (previously Shell New Zealand) has selected SilkRoad’s OpenHire for recruiting management and applicant tracking, RedCarpet for onboarding and life events management, and WingSpan forperformance management.

“SilkRoad shares an approach to innovation much like Z Energy.  Their solutions will give us extensive capabilities and allow us to speed up a number of our key people practices,” said Huma Faruqui, General Manager, Capability & Organizational Development. “The rich features come at great value, and the scalability of their products ensures they can accommodate the growth of our company.”

With OpenHire, Z Energy will have processes in place to build a talent pool and make their recruiting efforts as engaging and efficient as possible.  With RedCarpet, they will effectively manage transitions such as onboarding, offboarding, promotions, transfers and leaves of absence.  WingSpan will give Z Energy the ability to increase productivity, performance and revenue, while simplifying and reducing the time and money spent on goal setting and alignment, 360 degree assessments and appraisals.  Together, the solutions will streamline the Company’s administrative HR processes and help develop a high performance workforce by empowering employees with the tools they need to drive their own careers.

“In industries where the war for talent is particularly fierce, HR must place an emphasis on the employee experience, and that employee-centricity is what SilkRoad provides,” said Andrew J. “Flip” Filipowski, chairman and CEO of SilkRoad.  “We’re looking forward to working with Z Energy as they streamline their recruiting, onboarding and performance management, and continue to develop their workforce.”

With the Life Suite, companies can find and attract top talent as quickly and cost-effectively as possible, utilizing social media integration and a streamlined approach to sourcing, screening and resume management.  They can bring that talent aboard with a drastically reduced time burden and cost of paperwork. And, with the automated tools and customizable portal at their fingertips, companies can present useful information to new employees before they start their first day, giving them the ability to hit the ground running.

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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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SAP’s Offer for SuccessFactors, Inc. Shares is Successful…from SuccessFactors

February 16, 2012

 

HRchitect featured SuccessFactors in our 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. Matt Lafata and Tiffany Appleby from HRchitect attended and sponsored the SuccessConnect event in San Francisco in May 2011 and the Insights event in San Diego in Oct 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 15 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!

 

SAP AG and SuccessFactors, Inc. today announced the successful completion of SAP AG’s cash tender offer, commenced through its indirectly wholly-owned subsidiary Saturn Expansion Corporation, for all issued and outstanding shares of common stock of SuccessFactors, Inc. The tender offer was made pursuant to an Offer to Purchase dated December 16, 2011 and in connection with an Agreement and Plan of Merger dated as of December 3, 2011. SAP and SuccessFactors first announced this transaction on December 3, 2011.

American Stock Transfer & Trust Company, LLC, the depositary for the tender offer, has indicated that, as of 5:00 p.m., New York City time, on February 15, 2012, 81,673,335 shares of common stock of SuccessFactors (approximately 95.5% of the shares of common stock of SuccessFactors issued and outstanding) have been tendered into and not withdrawn from the tender offer (including 5,411,270 shares of common stock of SuccessFactors tendered pursuant to the guaranteed delivery procedures set forth in the Offer to Purchase). Computershare Trust Company, N.A., SuccessFactors’ transfer agent, has indicated that, as of 5:00 p.m., New York City time, on February 15, 2012, 85,541,359 shares of common stock of SuccessFactors were issued and outstanding.

Saturn Expansion Corporation has accepted for payment all shares that were validly tendered and not withdrawn in the Offer. Saturn Expansion Corporation intends to effect a short-form merger under Delaware law as promptly as practicable. As a result of the merger, the remaining SuccessFactors stockholders (other than those who properly exercise appraisal rights under Delaware law) will receive the same $40.00 per share price, without interest and subject to any required withholding of taxes, that was paid in the tender offer. After the merger, SuccessFactors will be a wholly owned subsidiary of SAP America, Inc., and SuccessFactors will seek delisting of its shares from the NYSE, Deutsche Borse, and the Professional Segment of Euronext Paris.

For more information on SuccessFactors, please visit www.successfactors.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Kronos Introduces Enhanced Workforce Analytics for Healthcare…from Kronos

February 16, 2012

 

HRchitect includes Kronos in our list of top Talent Acquisition Systems that organizations 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 15 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!

 

Continuing to deliver on its commitment to develop the next generation of workforce management, Kronos Incorporated recently announced the release of Kronos® Workforce Analytics for Healthcare™, a fully integrated analytics and decision support solution that gives healthcare providers access to all relevant workforce and operational data in one easy-to-use platform. This enables providers to make more intelligent, fact-based decisions while maximizing high-quality patient care within the most advanced, clinically focused workforce management suite on the market today.

News Facts

  • Many healthcare organizations do not leverage analytics to control and improve upon their largest manageable expense – their workforce.
  • To make informed decisions, healthcare providers need to align their workforce data with operational data such as census figures, acuity, billing information, incident reports, and outcomes data. Workforce Analytics for Healthcare consolidates this information into one intuitive dashboard that enables healthcare providers to leverage their workforce data as a competitive advantage and make informed decisions for business growth.
  • Workforce Analytics for Healthcare allows healthcare organizations to answer critical questions about how absence affects the delivery of quality care, the impact of overtime on patient outcomes, and whether or not shift length is contributing to errors or negatively impacting patient safety.
  • Key features of the Workforce Analytics for Healthcare solution include:
  • An intuitive, graphical management dashboard that enables users to view all relevant information in one view and make better labor decisions.
  • The ability to create and edit ad-hoc reports in minutes with an easy-to-use graphical interface and without the assistance of IT or Kronos.
  • Built-in, sophisticated security features that provide personalized intelligence, enabling employees at all levels to have necessary data to make fact-based decisions, while at the same time limiting access to minimize compliance and privacy concerns.
  • Real-time visibility into workforce issues so questions about labor costs and workforce needs can be addressed immediately and not just at the end of the week or month when problems have already occurred. Workforce Analytics for Healthcare provides granular alerts as outliers are occurring so they can be fixed well before they become problematic trends.
  • Workforce Analytics for Healthcare will be available in March.

 

Supporting Quotes

  • Brian Graves, global practice leader, healthcare practice group, Kronos
    “Healthcare decision makers have access to so much data in so many formats that it can be overwhelming and confusing to sort through. The new Kronos Workforce Analytics for Healthcare solution consolidates all of that data, enabling better, fact-based, real-time decisions, and ultimately improving the overall quality of patient care.”
  • Mark Smith, CEO and EVP Research, Ventana Research
    “The use of analytics in business is pervasive, but it is surprising how few organizations are using analytics to more effectively manage their workforce. With its easy-to-use interface, deep functionality, and rock-solid reliability, Kronos Workforce Analytics for Healthcare may finally encourage those healthcare organizations that are not yet using analytics to make that leap.”

 

To learn more about Kronos, please visit www.kronos.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Cornerstone OnDemand, Inc. Announces Fourth Quarter and Fiscal Year 2011 Financial Results…from Cornerstone

February 15, 2012

 

  • Record full year gross revenue of $75.5 million, up 62% year-over-year
  • Record annual Bookings of $97.6 million, up 60% year-over-year
  • Record full year gross margin of 71%, up 400 basis points year-over-year
  • Annual dollar retention rate of 95%
  • Ended the year with over 800 clients and approximately 7.5 million users

 

HRchitect featured Cornerstone OnDemand in our first 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. Charles Coy participated in the HRchitect WebMingle on January 16, 2009 and again on December 8, 2011. HRchitect attended and sponsored Cornerstone’s user conference in 2009 and 2010.

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 15 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!

 

Learning and talent management software provider Cornerstone OnDemand (NASDAQ: CSOD) recently announced results for its fourth quarter and fiscal year ended December 31, 2011.

Gross revenue for the fourth quarter of 2011 was $22.4 million, representing a 59% increase compared to the same period in 2010. Gross revenue for the full fiscal year of 2011 was $75.5 million, representing a 62% increase compared to the full fiscal year of 2010.

Bookings, which the company defines as gross revenue plus the change in deferred revenue, were $38.4 million for the fourth quarter of 2011, representing a 58% increase compared to the fourth quarter of 2010, and $97.6 million for the full fiscal year of 2011, a 60% increase compared to the full year 2010.  Deferred revenue at December 31, 2011 was $55.9 million, which was 65% higher than the balance at December 31, 2010.

“We had a strong finish to an outstanding first year as a public company,” said Adam Miller, President and CEO. “It is a testament to our team’s commitment to client success that we were able to sustain our high growth, maintain our exceptional rate of client retention, and continue to improve margins.”

“Now that both of our primary competitors—Taleo and SuccessFactors—are being acquired by ERP vendors,” Miller continued, “Cornerstone is well-positioned with the scale, opportunity and momentum to be the preeminent talent management provider for organizations of all sizes.”

Gross profit for the fourth quarter of 2011 was $16 million, representing a 128% year-over-year improvement compared to the same period in 2010.  Gross margin for the fourth quarter of 2011 was 71% compared to 63% in the same period in 2010. The 2010 period includes a reduction of revenue of $2.9 million associated with the issuance of a common stock warrant issued to ADP.  On a non-GAAP basis, gross margin for the fourth quarter of 2011 was 73% compared to 71% in the same period of 2010.

Gross profit for the full fiscal year of 2011 was $51.7 million, a 76% increase compared to 2010.  Gross margin for the full fiscal year of 2011 was 71% compared to 67% in the same period in 2010. On a non-GAAP basis, gross margin for the full fiscal year of 2011 was 73% compared to 70% in the same period in 2010.

Cornerstone’s loss from operations for the fourth quarter of 2011 was $4.6 million compared to a loss from operations of $6.3 million for the fourth quarter of 2010, reflecting the company’s continued investments in scaling its operations.

During the fourth quarter of 2011, net cash provided by operations was $4.9 million and the company generated approximately $4.2 million in unlevered free cash flow. For the full year, net cash provided by operations was $1.8 million and the company used approximately $1.4 million in unlevered free cash flow.
At December 31, 2011, the company’s total cash and cash equivalents were $85.4 million and accounts receivable were $34.1 million.

Cornerstone ended the year with 805 clients and approximately 7.5 million users, representing 67% and 52% year-over-year growth of the company’s client base and users, respectively.

In accordance with Generally Accepted Accounting Principles, or on a “GAAP” basis, Cornerstone’s net loss for the fourth quarter of 2011 was $5.0 million compared to net loss of $16.9 million for the same period in 2010.  Non-GAAP net loss for the fourth quarter of 2011 was $3.0 million, or $(0.06) per share compared to non-GAAP net loss of $3.4 million, or $(0.32) per share, for the same period in 2010.

Net loss for the full fiscal year 2011 was $63.9 million compared to net loss of $48.4 million for 2010.  Non-GAAP net loss for 2011 was $12.8 million, or $(0.32) per share compared to non-GAAP net loss of $10.2 million, or $(1.11) per share for 2010.

Non-GAAP results exclude, if applicable for each given period, common stock warrant charges, expenses related to stock-based compensation and related employer-paid payroll taxes, changes in the fair value of preferred stock warrants, accretion related to preferred stock, amortization of debt discount and issuance costs, fees related to the early retirement of debt, and expenses associated with the company’s withdrawn secondary offering.

For more information on Cornerstone OnDemand, please visit www.cornerstoneondemand.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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SumTotal Closes Stellar Year with Continued Growth, Profitability, and Software Innovation…from SumTotal Systems

February 11, 2012

 

Market Leader in Strategic Human Capital Management Positioned For Accelerated Growth in 2012 with Global Expansion and New Innovations

HRchitect featured SumTotal Systems in our 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. SumTotal Systems appeared on the HRchitect WebMingle on May 1, 2009. Dave Watkins, Softscape’s CEO and Co-Founder appeared on the HRchitect WebMingle on June 19, 2009.

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 15 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!

 

SumTotal® Systems, Inc., the innovator in strategic Human Capital Management (HCM) solutions, today reported exceptional 2011 results with 90 percent overall booking growth and significant customer momentum across its global operations. SumTotal consistently accomplished positive expansion in bookings and new customer acquisition, and attributes this success to solid customer loyalty, operational efficiencies, and continued product advancement.

The company achieved 110 percent booking growth in the second half of 2011, compared to same period the previous year, with 207 percent overall SaaS booking growth for the year as more customers joined SumTotal’s Cloud offering. Recurring revenues were up 103 percent in the second half of 2011, and EBITDA grew 171 percent compared to previous year, representing 21 percent above plan. SumTotal has continued to develop a strong track record of operational excellence that has contributed to the company’s impressive growth and profitability.

Numerous new global customers joined SumTotal’s fast-growing customer base including Gerber Life, Physicians Mutual, Young & Rubicam, Highmark, MD Physician Services, and Konica Minolta Business Technologies. In addition, SumTotal continued to innovate with numerous advancements for its flagship products and launched new capabilities in Mobile, Social Learning, Workforce Analytics, and end-to-end Talent Management.

 

  • Mobile: The fully rich media capable Mobile solution provides downloadable content for untethered support, as well as advanced tracking and reporting, and support for all mainstream devices and operating systems.
  • Social Learning: Improves knowledge retention across workforces by fostering regular informal learning between peers and experts, both within the organization and in its extended enterprise.
  • Workforce Analytics: Provides a single, complete data model spanning talent and learning management data, with hundreds of interlinked business objects and rationalized data and security across all processes for closed loop actionable intelligence.
  • End-to-end Talent Management: With a seamless user experience and integrated workflows across learning and talent functions, as well as single-point administration, organizations can manage more efficient and continuous end-to-end business processes.

 

In 2011, SumTotal also successfully acquired three companies to integrate and bring to market its Strategic Human Capital Management solution, representing the most complete best-in-class offering available. Acquired companies included: GeoLearning, a leader in cloud learning management software for small and medium businesses, government, and extended enterprise market segments, CyberShift, a leader in strategic workforce management and expense management software, and Accero, experts in payroll and benefits software.

Highly focused on customer care and new methodologies for driving customer achievement, the company also hired, trained and deployed an additional 275 new employees across its global operations in the Americas, Europe, and Asia Pacific, 70 percent of which are exclusively customer facing positions.
Additional achievements in 2011 included:

 

  • SumTotal customers Cabela’s, Orbitz Worldwide, Springs Window Fashions, and the State of Florida, were recognized as “Performance and Learning Leaders” in the Learning! 100
  • SumTotal was rated “Hot Vendor” for Total Compensation Management according To Ventana Research
  • SumTotal was named on KMWorld’s 2011 “100 Companies That Matter in Knowledge Management”
  • SumTotal expanded regional presence with leadership assignments in Europe, Middle East, and Africa
  • SumTotal was recognized as a “Leader” in Talent Management by independent research firm
  • SumTotal was recognized as a 2011 “Top Learning Portal Company” by Training Industry Magazine
  • Customers voted SumTotal “Best in Talent Management” in Elearning! 2011 Awards
  • SumTotal was honored with “Business of the Year Award” in Gainesville Florida

 

“We are extremely proud and pleased with our exceptional year of growth and customer achievement,” said SumTotal’s CEO John Borgerding. “Our customer focus is directly represented in our high renewal rate and unwavering customer loyalty. We remain committed to our customer’s achievement and will continue to innovate in the marketplace and provide the industry’s most complete and flexible HCM solutions.”

For more information about SumTotal, visit the company’s website at www.sumtotalsystems.com.

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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G4S Chooses Lumesse TalentLink for U.S. Talent Acquisition…from Lumesse

February 11, 2012

 

Talent Management Firm Met Requirements for Powerful, Configurable SaaS Solution Accessible Across the U.S.

HRchitect includes Lumesse in our list of top Talent Acquisition Systems and Top Talent Management Systems vendors 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 15 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!

 

Lumesse, a global leader in integrated talent management solutions, today announced that G4S has selected Lumesse to implement a new TalentLink (Talent Acquisition/e-recruitment) solution throughout the U.S.

G4S is the world’s leading international security group working to safeguard the welfare and prosperity of millions of people globally. It is headquartered in the United Kingdom with international offices in 125 countries, employs 635,000+ people and maintains a focus on hiring highly committed, talented and specialized staff.

In the U.S., G4S provides a unique combination of personnel, project management, investigative services, risk management and technology security solutions delivered by a number of specialist business units and needed a single applicant tracking solution to support the hiring requirements across all employee levels within each business.

Last year, G4S conducted a complete review of its multiple U.S. recruitment processes, which led to the decision to implement a local version of its award winning career center technology and to identify the best partner in the U.S. to automate its existing paper-based candidate processing and management activity.

Lumesse demonstrated its ability to seamlessly integrate with the G4S career center, support G4S’s commitment to legislative excellence and provide fully configurable functionality to automate and manage multiple recruitment processes. Equally it gave G4S senior management the confidence to deliver a solution that local hiring managers and recruiters could use effectively.

Lumesse has already begun implementing TalentLink for G4S.

Jenni Myles, chief HR officer, G4S Americas, said, “There were several key objectives of the G4S evaluation, which included providing the best and most engaging candidate experience, exceeding legislative compliance, reducing the time-to-hire to drive efficiency into the hiring process, redeploying saved management hours and reducing the cost per hire.  The Lumesse TalentLink solution will fully meet our needs. It will give us an innovative approach to recruitment that will make a real difference in filling all positions, as well as reducing the administrative burden in the recruitment process. One of the most exciting opportunities will be to demonstrate to our customers how advanced and robust our recruitment process is and to show how we will continually ensure to provide the very best people in the volumes they require.”

According to Lumesse CEO Matthew Parker, “With Lumesse TalentLink, G4S will benefit from improved employer branding, faster turnaround, improved candidate communication and reduced cost-to-hire in a highly competitive market for volume and specialized security skills. As a true SaaS solution, it offers a highly-effective way to deploy an enterprise-class talent acquisition solution to a global organization.”

For more information, please visit www.lumesse.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Taleo Reports Fourth Quarter and Fiscal 2011 Financial Results…from Taleo

February 10, 2012

 

HRchitect featured Taleo in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 & 2011 TaleoWorld conference and HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended Taleo’s annual Sales and Services meeting in 2010 & 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 15 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!

 

Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, today announced results for its fourth quarter and fiscal year 2011.

Taleo delivered the following results for the fourth quarter and fiscal 2011:

Fourth Quarter Revenue: Subscription revenue for the fourth quarter was $70 million, an increase of 26% on a year-over-year basis. Professional services revenue for the fourth quarter was $15 million, an increase of 27% on a year-over-year basis. Total revenue for the fourth quarter was $85 million, an increase of 26% on a year-over-year basis.

Non-GAAP subscription revenue for the fourth quarter was $70.6 million, an increase of 22% on a year-over-year basis. Non-GAAP professional services revenues for the fourth quarter was $15.8 million, an increase of 18% on a year-over-year basis. Total fourth quarter non-GAAP revenue was $86.3 million, an increase of 21% on a year-over-year basis.

2011 Revenue: Total revenue for the full year 2011 was $309 million, an increase of 30% on a year-over-year basis. Subscription revenue for the full year 2011 was $257 million, an increase of 29% on a year-over-year basis. Professional services revenue for the full year 2011 was $59 million, an increase of 55% on a year-over-year basis. Total revenue for 2011 reflects a revenue reduction of $6.5 million recorded in the second quarter of 2011 related to the TSA settlement.

For the full year 2011, the company reported Non-GAAP revenue of $324 million, an increase of 34% from the prior year. Non-GAAP subscription revenue for the full year 2011 was $263 million, an increase of 30% on a year-over-year basis. Non-GAAP professional services revenue for the full year 2011 was $62 million, an increase of 57% on a year-over-year basis.

Fourth Quarter Loss per Share: Fourth quarter net loss per share was $(0.02), compared to a net loss per share of $(0.02) a year ago.

Non-GAAP net income per fully diluted share was $0.26, compared to non-GAAP net income per fully diluted share of $0.23 a year ago.

2011 Earnings per Share: For the full year 2011, net loss per share declined to $(0.35) from net income per fully diluted share of $0.01 a year ago. Non-GAAP net income per fully diluted share for the full year 2011 rose to $1.06 compared to $0.78 a year ago.

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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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SilkRoad technology Named as Finalist in 2012 Stevie® Awards for Sales and Customer Service…from SilkRoad Technology

February 10, 2012

 

SilkRoad’s Dedicated Support Team Recognized for its Innovative Approach to Customer Service

HRchitect featured SilkRoad in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. SilkRoad competed in the HRchitect Beauty Pageant on Onboarding Systems in January 2009, and the HRchitect IRONMAN on Mid-Marketing Talent Acquisition Systems on June18, 2010, where they were crowned the winner of each. Brian Platz, EVP and COO of SilkRoad also appeared on the HRchitect WebMingle on March 20, 2009. Finally, HRchitect attended the SilkRoad user conference, SilkRoad Connections, in May 2010 and May 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 15 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!

 

SilkRoad technology, inc., a leading provider of social talent management solutions, has been named a finalist in the Innovation in Customer Service category in the sixth annual Stevie Awards for Sales & Customer Service. SilkRoad’s Dedicated Support Team, which was officially launched in 2011, was recognized for its dedicated approach to customer service and for increasing customer satisfaction and loyalty.

This year marks the sixth consecutive year that SilkRoad has been recognized as a finalist in the Stevie Awards. SilkRoad significantly improves talent management for more than 2,000 customers across the globe by cutting millions of dollars in human resources spend with integrated solutions that manage the entire employee life cycle.

“SilkRoad’s Life Suite solutions was built to enable HR professionals to become more strategic and aligned to business objectives, and that shapes our mentality and the degree of customer support that we offer” said Andrew J. “Flip” Filipowski, executive chairman and CEO of SilkRoad technology. “It’s always an honor to be recognized by the Stevie Awards and this year is particularly special, as our new Dedicated Support Team has made such a tremendous impression in such a short time.”

More than 1,000 entries from organizations of all sizes and in virtually every industry were submitted to this year’s competition, an increase of almost 30 percent over 2011. Finalists were determined by the average scores of 93 professionals worldwide, acting as preliminary judges.

“We’re delighted to kick off our celebration of the 10th year of the Stevie Awards movement with the 2012 Stevie Awards for Sales & Customer, which will be the first program in which we’ll bestow Silver and Bronze Stevie Awards,” said Michael Gallagher, president and founder of the Stevie Awards. “It’s gratifying and inspiring to have received so many remarkable entries for this year’s competition. I know the final judges have a tough task ahead of them to determine the Stevie Award placements.”

Nicknamed the Stevies for the Greek word “crowned,” the final results will be announced during a gala banquet on Monday, February 27 at Caesars Palace in Las Vegas, Nevada. Details about the Stevie Awards for Sales & Customer Service and the list of Finalists in all categories are available at www.stevieawards.com/sales.

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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Oracle Buys Taleo…from Taleo

February 9, 2012

 

Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud

HRchitect featured Taleo in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 & 2011 TaleoWorld conference and HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended Taleo’s annual Sales and Services meeting in 2010 & 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 15 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!

 

Oracle today announced that it has entered into an agreement to acquire Taleo Corporation (NASDAQ: TLEO), a leading provider of cloud-based talent management for $46.00 per share or approximately $1.9 billion, net of Taleo’s cash and debt. Taleo’s Talent Management Cloud helps organizations attract, develop, motivate and retain human capital to improve performance and drive growth.

Together, Oracle and Taleo expect to create a comprehensive cloud offering for organizations to manage their Human Resource operations and employee careers. The combination is expected to empower employees and managers to effectively manage careers throughout their entire employment, enable organizations to retain talent and optimize costs, and improve the employee experience through faster on boarding and better collaboration with team members via social media.

The Board of Directors of Taleo has unanimously approved the transaction. The transaction is expected to close mid-year 2012, subject to Taleo stockholder approval, certain regulatory approvals and other customary closing conditions.

“Human capital management has become a strategic initiative for organizations,” said Thomas Kurian, Executive Vice President, Oracle Development. “Taleo’s industry leading talent management cloud is an important addition to the Oracle Public Cloud.”

“Taleo’s integrated cloud-based talent management solutions optimize how organizations hire, manage, develop and reward their employees and gives companies the intelligence needed to capitalize on their most critical asset — their people,” said Michael Gregoire, Chairman and CEO, Taleo. “Joining forces with Oracle gives us the opportunity to better serve our customers.”

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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 

 
Matt Lafata, HRchitect

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Cornerstone OnDemand Promotes Three Executives…from Cornerstone

February 9, 2012

HRchitect featured Cornerstone OnDemand in our first 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. Charles Coy participated in the HRchitect WebMingle on January 16, 2009 and again on December 8, 2011. HRchitect attended and sponsored Cornerstone’s user conference in 2009 and 2010.

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 15 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!

Cornerstone OnDemand, a leading provider of integrated learning and talent management software and services, announced today the promotion of three key executives.

Vincent Belliveau, who served as Cornerstone’s general manager of Europe, Middle East and Africa (EMEA), has been named senior vice president and general manager of EMEA. Kirsten Maas Helvey, formerly vice president of consulting services, was named to the post of senior vice president of consulting services. And Dave Carter, who previously held the role of vice president of sales, was appointed senior vice president of sales.

Each role is a newly created position within Cornerstone, based on the company’s recent growth and expansion internationally and throughout the U.S.

“Based on Cornerstone OnDemand’s rapid growth over the past several years, these executive advancements were essential to ensuring that our continued focus remains on client relationships and success,” said Adam Miller, president and CEO of Cornerstone OnDemand. “These three executives have proven themselves relentless in helping Cornerstone remain at the forefront of the talent management sector. We want to thank Vincent, Kirsten and Dave for their support and hard work to date, and we look forward to the contributions each will make in their new positions as we continue to further strengthen our offering and maintain our leadership position in the provision of innovative talent management solutions.”

In his new role, Belliveau, who has been employed with Cornerstone for the past four years, will continue to be responsible for overseeing all of Cornerstone’s European operations, including sales and marketing, implementation, services, and support. In addition to ensuring continued growth in Cornerstone’s core European markets, Belliveau is responsible for accelerating the company’s presence in new markets such as the Benelux, Scandinavia and Southern Europe. Prior to joining Cornerstone, Belliveau was North East Europe director of IBM’s Master Data Management (MDM) and Information Integration Solutions. In that position, he was responsible for successfully integrating and growing several key acquisitions in IBM’s portfolio.

Helvey, who is based out of the company’s Santa Monica headquarters, will continue to be responsible for overseeing all aspects of Cornerstone’s global consulting services, including the expansion of value-added services such as business consulting. She has garnered expertise in process management and headed the implementation and integration of Cornerstone’s talent management suite, using best-of-breed methodology developed from client best practices. Prior to joining the company in 2003, Helvey served as a supply chain operations strategy consultant at PricewaterhouseCoopers and as a consultant with IBM Business Consulting Services.

For the past three years, Carter, based in San Diego, has led all sales activities for Cornerstone, making certain that the company’s solutions and its client objectives are aligned. In this new capacity, he will continue to manage the expansion and growth of the Cornerstone direct sales force. Prior to his role with the company, Carter led high-performance sales teams for human resources services and software companies including Accenture and Ceridian.

For more information on Cornerstone OnDemand, please visit www.cornerstoneondemand.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com
Matt Lafata, HRchitect

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