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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WorkSimple Releases Performance and Social Engagement Analytics…from WorkSimple

February 22, 2012

 

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!

 

WorkSimple, the creator of an intuitive Social Performance platform known as Social Goals, has just released Performance and Social Analytics, a proprietary suite of data mining tools that marks a measurable breakthrough in the Talent Management and Human Capital Management industries.

With Social Engagement and Performance Analytics, WorkSimple can help any company gain the visibility executives need to boost employee engagement. The concept of this industry-first product is simple: streamlining how management sees metrics around goal creation, goal feedback and work alignment to a company or team focus. The release comes on the heels of WorkSimples Focus Boards, a visual dashboard that displays a snapshot of all goal activity aligned to team or company focus.

Employee engagement is an ever-increasing challenge in today’s competitive business climate, especially for companies that are keeping pace with the demands of the market, said Morgan Norman, co-founder and CEO of WorkSimple. There’s not always time to stop and have a team meeting to communicate priority changes. Social Goals helps keep everyone on the same page and fully engaged. Now, with Performance and Social Engagement Analytics, WorkSimple is demonstrating the future of Talent Management.

WorkSimple Performance and Social Engagement Analytics reports on metrics such as Goals Created, Goal Updates, Feedback, Goals Accomplished, Goal Alignment and Goal Review scores down to a team level. The tool helps HR monitor employee engagement on initiatives that matter most to the organization. With such deep visibility, leadership can move quickly to overcome alignment or execution challenges as they arise, as well as offer employees feedback and recognition.

Talent Management platforms can never go the route of Social Goals because the employee base rarely uses them, said Ben Moore, co-founder and CTO of WorkSimple. Since employees are using Social Goals on a daily basis, our Social Performance platform offers a market-first opportunity to display weekly metrics that help your organization increase employee engagement around your priorities in real-time.

WorkSimple Performance and Social Engagement Analytics recognizes that companies need better ways to view employee adoption of goals and maximize performance around them and these tools mark an evolution of traditional Talent Management reporting by meeting organizations where they are and how they work and share work. WorkSimple Performance and Social Engagement Analytics offers actionable insights into what’s working and which teams could use a little more motivation in an intuitive dashboard that helps you develop a collaborative, results-driven corporate culture.

Companies that want employee engagement around what matters most are turning to Social Goals, feedback and recognition, said Norman. WorkSimple will continue to support the needs of the modern workforce with the understanding that the future of performance management platforms is in employee-friendly designs that give HR visibility into what’s going on in all levels of the organization.

For more information on WorkSimple, please visit www.getworksimple.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 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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Sage Launches Innovative Connected Service to Empower Businesses and Their Employees…from Sage

February 21, 2012

 

Sage Source is reinventing the online workspace to help employers provide the tools their employees need to achieve work life balance

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!

 

Sage North America today announced the release of Sage Source, a forward-thinking new connected service designed to provide services and benefits to small and midsized businesses and their employees while encouraging work life balance.

Sage Source is an easy-to-use, personalized, web-based workspace through which companies can offer their employees secure access to an ever-growing library of value added services (“gadgets”), from personal payroll history to company announcements and shopping discounts.  It is a cloud-based service accessible via internet connection 24 hours a day. Sage Source requires no training or IT administration, and is easy for businesses and their employees to start using right away. Sage Source extends the value of traditional, on-premise Sage products by making data securely available in the cloud.

Sage Source empowers small and midsized businesses by enhancing benefits packages to include offerings, such as group buying discounts, typically only offered in the past by larger organizations. It enables improved communication between a company and its workforce, and embraces advances in technology to help employees achieve work life balance.

Sage Source’s customizable views ensure each employee has access to the information that is most relevant to them. Employees can view their pay stubs, read the latest news, download company forms, book travel, shop for the best deals, and more all from the same centralized online environment. Allowing employees to stay connected to the tools they use every day simplifies daily tasks and increases productivity.

“Sage Source is an innovative new application that provides businesses with the tools they need to be competitive in any industry and maximize their return on employee investment (ROEI),” said Johnny Laurent, vice president and general manager of Sage Employer Solutions. “Providing employees with exclusive business products and services helps fulfill a company’s commitment to taking care of its employees; strengthens employee loyalty; and improves workforce engagement, motivation, and productivity.”

Sage Source will be introduced to Sage customers in a phased approach by product, starting with Sage HRMS customers and will become available to customers of other product lines over the coming months. For more information visit SageSource.com.

An industry-leading, customizable HRMS solution, Sage HRMS helps companies optimize their HR business processes as well as maximize their Return On Employee Investment (ROEI)™. Developed by HR professionals for HR professionals, Sage HRMS delivers a tightly integrated set of comprehensive features and functionality that increases efficiency and improves productivity at every level in the organization. With Sage HRMS, you can successfully meet and respond to HR management challenges in the areas of payroll, benefits, employee self-service, attendance, recruiting, training, workforce analytics, and more. By automating and streamlining your day-to-day HR business processes using Sage HRMS, you and your staff are freed up to spend more time and energy on the business asset that is most vital to your company— your employees.

For more information on Sage, please visit www.sagenorthamerica.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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iCIMS Launches 11.3 Release, Includes New Social Recruiting Capabilities…from iCIMS

February 21, 2012

 

Latest version enhances best-in-class core functionality and social recruitment capabilities

HRchitect featured iCIMS 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. Adam Feigenbaum and Susan Vitale from iCIMS previously appeared on the HRchitect WebMingle.

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!

 

iCIMS, a leading provider of Software-as-a-Service talent acquisition software for growing businesses, announced today that the latest version of the platform – 11.3 – is now available. The iCIMS “Core Release” boasts a strengthened, faster foundation complemented by scalable social media features ensuring clients are up to date with current recruitment marketing trends.

The 11.3 Core Release is the third of three themed releases iCIMS developed in 2011. By segmenting the releases into three themes, iCIMS is able to create a series of refined strategic enhancements, providing a user-friendly Talent Platform suitable to each industry represented in its rapidly growing client base.

Focused on the tenants of speed, ease of use, and flexibility, iCIMS dedicated the Core Release to improving search, security, and performance processes, as well as providing further scalability for each company’s diverse needs. One of the most anticipated features included in the upgrade is iCIMS’ new System Configuration functionality. Empowering users of the platform to make on-demand changes on their own, the System Configuration features allow administrators to configure the platform based on their organizations’ unique workflows and hiring preferences.

The 11.3 release also advances iCIMS’ innovations in the evolving world of social recruitment. New features like Social Resume allow recruiters to access real-time views of candidates’ social media profiles, to highlight current achievements and experience, while 11.3′s Social Apply functionality allows candidates to expedite the application process by pulling relevant information from their current Facebook or LinkedIn profile into the fields of their job application. When paired with iCIMS’ Recruitment Marketing Solution, clients can easily post jobs to social media outlets with minimal effort and enhance their employment branding, ultimately attracting more top talent to their organizations.

“The 11.3 Core Release not only improves the core of the iCIMS Talent Platform, but also provides a solid foundation to constantly adapt and evolve with the explosive social media market,” said Paul Melici, iCIMS Chief Technology Officer. “We are anticipating that this release will enable our clients to attract and monitor more candidates and in real-time.”

For more information on iCIMS, please visit www.icims.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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iCIMS Partners to Integrate with NetSuite’s Cloud Computing Platform…from iCIMS

February 18, 2012

 

SaaS ERP & Talent Acquisition Solution Providers Partner to Better Serve a Common Market

HRchitect featured iCIMS 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. Adam Feigenbaum and Susan Vitale from iCIMS previously appeared on the HRchitect WebMingle.

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!

 

iCIMS, a leading provider of Software-as-a-Service (SaaS) talent acquisition software solutions for growing businesses, today announced a strategic partnership with NetSuite Inc. (NYSE: N) and current plans to integrate  iCIMS’ Talent Platform with NetSuite’s cloud computing platform. The iCIMS Talent Platform provides industry-specific solutions to over 1,000 global organizations and facilitates the human resources process with an emphasis on social recruiting, talent acquisition, and onboarding.

NetSuite’s SuiteCloud is a comprehensive offering of cloud-based products, development tools, and services designed to help customers and commercial software developers take advantage of the significant economic benefits of cloud computing. The complete SuiteCloud offering includes NetSuite’s multi-tenant, always-on SaaS infrastructure, and the NetSuite Business Suite of application: Accounting/ERP, CRM, and Ecommerce.

“I am excited to announce this new partnership with iCIMS. They have proved themselves to be a superior player in the talent acquisition field, recognized for having a robust, scalable, and easy-to-use platform that provides a candidate and user experience that is second to none,” said Guido Haarmans, Vice President Developer Programs, NetSuite.  “It was the combination of these features, and their reputation for renowned customer service and support that made iCIMS the obvious choice to be NetSuite’s first commercial partner in its space.”

“We are both aggressively growing SaaS solution providers, committed to providing leading-edge technology that can easily and affordably scale to meet the needs of any sized organization,” said Ron Kasner, Chief Corporate Development Officer, iCIMS. “Given these synergies, along with a similar company culture built around customer orientation, the alliance between iCIMS and NetSuite is a natural fit.”

For more information on iCIMS, please visit www.icims.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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Kronos Appoints Lenley Hensarling to Lead Products and Technology…from Kronos

February 18, 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!

 

Kronos Incorporated recently announced the appointment of  Lenley Hensarling to senior vice president of products and technology.

News Facts

  • As senior vice president of products and technology reporting to Kronos chief executive officer Aron Ain, Hensarling will help drive Kronos’ global product development strategy. He will play a critical role in continuing Kronos’ path of innovation and commitment to revolutionize the way organizations manage their workforce.
  • Prior to joining Kronos, Hensarling served as vice president of business development at C3, a provider of energy and emissions management solutions. Hensarling has 25 years of experience leading product development and engineering teams for organizations such as Oracle, PeopleSoft, JD Edwards, and Novell. In various roles at these companies, he was responsible for helping to define and deliver world-class products to global markets.
  • While at Oracle, Hensarling was responsible for the JD Edwards ERP product suite as well as business intelligence applications for CRM, manufacturing, and human resources.
  • Hensarling brings direct and relevant experiences managing global teams in Argentina, Canada, India, and the U.S. He has extensive experience working with customers to understand opportunities to improve and enhance products in a fast-paced and changing technology landscape.
  • Hensarling studied Economics and Computer Science at the University of Texas and holds a bachelor’s degree in Economics.

 

Supporting Quotes

Aron Ain, chief executive officer, Kronos
“We’re thrilled to appoint someone of Lenley’s caliber to our executive leadership team. Lenley is a vibrant leader who is passionate and skilled at building innovative technology products and leading large, global product development organizations. We are confident that he and his team will accelerate our lead in delivering the world’s most innovative workforce management solutions.”

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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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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Strong Business Demand Drives Exceptional Financial Performance for Kronos in First Quarter…from Kronos

February 14, 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!

 

Kronos Incorporated recently announced financial results, company advancements, and customer successes for the first quarter of Fiscal 2012. Kronos revenues for the quarter increased 8 percent to $197.9 million. Earnings before interest, tax, and amortization (EBITA) increased 21 percent to $49.2 million.1  Product bookings growth of 20 percent for the quarter clearly indicates Kronos’ increasing market share.

“Kronos performed exceptionally well in the first quarter,” said Aron Ain, Kronos chief executive officer. “There’s no doubt that our strategy of innovation is creating business demand, driving our financial performance, and completely transforming the way organizations manage their workforce. We fully anticipate a continuation of this momentum throughout Fiscal 2012.”

First-Quarter News Facts

  • In the first quarter of Fiscal 2012, Kronos signed agreements with organizations around the world such as:  ARAMARK, a global leader in providing award-winning professional services; Best Buy Mexico, a leading electronics retailer; Continuum Health Partners, parent company of four distinguished voluntary teaching hospitals including Beth Israel Medical Center, St. Luke’s Hospital, Roosevelt Hospital, and New York Eye & Ear Infirmary; El Paso County in east central Colorado; Gaylord Entertainment, a leading hospitality and entertainment company based in Nashville, Tenn.; Harrison County Board of Supervisors in Harrison County, Mississippi, located along the Mississippi Gulf Coast; Hannaford Bros Co., a supermarket chain operating in New England and upstate New York;  INTEGRIS Health, Oklahoma’s largest health system; Lehigh Hanson, one of the largest construction materials companies in North America and part of the Heidelberg Cement Group; Maryland Live! Casino, a gaming and entertainment destination located in Maryland; Palm Beach County Fire Rescue, the largest fire/rescue agency in Palm Beach County, Florida; Peet’s Coffee & Tea, specialty coffee roaster and retailer; Pep Boys, a full-service and tire automotive aftermarket chain; Prestige Care, assisted living skilled nursing and retirement communities in eight Western states; Purdue University, located in West Lafayette, Ind., the flagship university of the six-campus Purdue University system; Ridgeview Medical Center, an independent, regional health care network serving the west-metro area in Minnesota; Sainsbury’s, a leading food retailer with more than 150,000 colleagues across more than 1,000 sites in the UK; Saint Luke’s Hospital of Kansas City, a faith-based, not-for-profit health system; SEHA (Abu Dhabi Health Services Company), an independent public joint stock company founded to manage the curative activities of the public hospitals and clinics of the Emirate of Abu Dhabi; The City of Nashua, the second-largest city in New Hampshire; TheChildren’s Hospital of Philadelphia(CHOP), one of the largest and oldest children’s hospitals in the world; Tru Blu Beverages, a leading Sydney, Australia-based manufacturer of juices, mineral waters, soft drinks, and energy drinks; and Winter Haven Hospital, serving as the major medical center for east Polk and Highlands counties in Florida.
  • Sales of revolutionary new time clock exceed expectations – The new Kronos InTouch™ time clock reshapes the way organizations think about, and employees interact with, their workforce management solutions. Kronos booked nearly 4,000 units of InTouch in the first 45 days, as organizations across all targeted vertical markets begin to embrace the time clock’s unrivaled user experience, seamless integration, cloud readiness, application platform, and rock-solid reliability.
  • Product revenue growth continues – For the past two years, Kronos has been delivering on its vision for the next generation of workforce management, innovating faster than ever before by delivering unprecedented functionality and ease of use. Its new user interface, mobile applications, and InTouch time clock are quickly achieving widespread adoption, contributing to product revenue growth in the first quarter. As another indication of its innovative product offerings, in a year-over-year comparison, Kronos closed more transactions with new customers during the quarter. In addition, sales of its labor analytics, human resources and payroll, and scheduling products significantly increased year over year. During the quarter, Kronos delivered the latest version of its award-winning mobile applications and a major new release of its Workforce Central® suite.
  • Million-dollar orders on the rise – Kronos closed a significant number of million-dollar orders in the quarter, with significant orders from new and existing customers including a leading international hotel chain; multinational healthcare products manufacturer; leading food retailer; multinational food service and facilities management company; highly respected university; and several state department of transportation groups.
  • Vertical expertise as a competitive differentiator – Kronos’ vertical-specific approach to software and services continues to deliver enormous benefits to organizations seeking to control labor costs, minimize compliance risk, and improve workforce productivity. Continued expansion took place within all industry groups, with significant acceleration in retail, hospitality, public sector, manufacturing, and long-term care.
  • Cloud services continues steady growth – Annual contract bookings increased 88 percent year over year, as organizations increasingly embrace Kronos’ cloud services offering including application hosting and system management and monitoring. Today Kronos hosts its application for hundreds of current customers.
  • Strong contribution from international regions – International product bookings increased a stunning 48 percent year on year. Significant product wins occurred around the globe including meaningful customer expansion in the Middle East, UK, South Africa, India, and Mexico. Today Kronos is the only workforce management provider with a true global solution that meets complex work rules in more than 80 countries where Kronos products are installed.

 

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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