Cornerstone OnDemand Hires Industry Analyst Jason Corsello to Oversee Corporate Development and Strategy…from Cornerstone OnDemand

June 13, 2011

 

Strategic addition of Corsello to Cornerstone’s executive team builds on the momentum of the company’s recent IPO and drives key elements of the company’s growth strategy

HRchitect featured Cornerstone OnDemand 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. Charles Coy participated in the HRchitect WebMingle on January 16, 2009. Cornerstone OnDemand participated in the Talent Management Systems Beauty Pageant in December 2008, where they were crowned the winner.

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

Learning and talent management software provider Cornerstone OnDemand (NASDAQ: CSOD) today announced that leading industry analyst Jason Corsello is joining the company as vice president of corporate development and strategy.  Reporting to Cornerstone president and CEO Adam Miller, Corsello will leverage his extensive expertise in HR technology and services to identify key market opportunities, drive corporate initiatives and guide M&A, as well as support product strategy and service innovation. 

The strategic addition of Corsello to the company’s executive team builds on the momentum of Cornerstone’s recent IPO and drives key elements of the company’s growth strategy, including international expansion, penetration of vertical markets and the extension of Cornerstone’s technology leadership. 

“Jason has been a top analyst, advisor and thought leader in the talent management industry for the last decade.  His knowledge of talent management processes and systems, along with his experience working with leading global companies, will be invaluable in helping us map our strategy into the future,” said Miller. 

“I’ve been a student of the talent management market for nearly 10 years, researching the forces that are driving the industry and advising companies on how to best realize the value of talent to drive business impact,” said Corsello.  “It’s been amazing to watch the achievements of Cornerstone over that time to become a driving force in the market.  I look forward to joining an exciting company with a bright future and enormous growth potential.” 

For more information about Cornerstone OnDemand, visit www.cornerstoneondemand.com.

 
Matt Lafata, HRchitect


Cornerstone OnDemand Named a Talent Management Market Leader in IDC MarketScape Report…from Cornerstone OnDemand

February 19, 2011

 

Cornerstone recognized for innovation, comprehensive functionality, platform integration and scalability

HRchitect featured Cornerstone OnDemand 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. Charles Coy participated in the HRchitect WebMingle on January 16, 2009. Cornerstone OnDemand participated in the Talent Management Systems Beauty Pageant in December 2008, where they were crowned the winner. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. 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 today announced that the company has been named a “Leader” in IDC’s 2011 Integrated Talent Management MarketScape report.  The report’s evaluation is based on a comprehensive framework that assesses vendors relative to the criteria and one another and highlights the factors expected to be the most influential to success in the market, both short and long term. 

“Cornerstone OnDemand achieved leader status in this year’s analysis through market momentum, product innovation and integration of its software platforms,” Lisa Rowan, Program Director of HR, Learning and Talent Strategies at IDC, stated in the report. “Other strengths include strong functional capabilities, true multi-tenant SaaS for scalability and solid customer references.”   

IDC defines talent management as those functions that serve to attract, develop, reward and retain the workforce – such as learning management, employee performance management, and career and succession management, among other functionality.

“In a year marked by frenzied vendor consolidation in the talent management market, we are honored to be recognized for our organically developed talent management capabilities,” said Charles Coy, Director of Product Marketing for Cornerstone OnDemand.  “IDC also calls attention to our solid customer references, which reflects Cornerstone’s focus on ongoing client satisfaction through our Client Success Framework.  In this sense, we truly consider our success to be our clients’ success.”

For more information about Cornerstone OnDemand, visit www.cornerstoneondemand.com.
Matt Lafata, HRchitect


Workstream Announces Acquisition Plans to Drive Significant Growth in 2011…from Workstream

January 4, 2011

 

If you are looking for a new Talent Acquisition System, Talent Management System, or any HR system, talk to HRchitect first. 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!

Workstream, a leading provider of compensation, performance and talent management software solutions, announced today that it has entered into a Letter of Intent (LOI) to acquire a leading provider of Human Capital and Compliance Management services focused on the health care market. With over 1,000 clients, the company is a leading supplier of critical services to this market across the country. The target company provides an excellent foundation for expansion of Workstream’s core enterprise software solutions.

This transaction is contingent on the successful negotiation of a definitive agreement and employment agreements with the sellers, approval of Workstream Board of Directors and the successful completion of a capital raise and lender agreements.

“The new management team of Workstream has chosen to approach the market with a vertical focus,” commented John Long, CEO of Workstream. “With over 90% of the target’s customers in the high growth health care sector, we think this transaction allows for a focused approach to the expansion of Workstream’s core software products. Rather than trying to be all things to all people, we want to be the best to a core group of current and prospective clients. We are especially excited about developing sales and service strategies for the client base.”

Long added: “The management team of the target company is exceptional and will continue to be involved in growing the business. Together, we will expand the current offering and bring new services to the health care market to meet essential human resource and compliance needs.”

Workstream delivers software solutions to address Employee Performance, Development and Compensation Management goals for employers. In addition to the announced transaction, management is actively pursuing other complementary acquisitions to expand the company’s service offering.

“We believe 2011 will be an excellent year for Workstream as management develops a true Software and Services platform for Human Capital Management needs,” said Long.

For more information on Workstream, please visit www.workstreaminc.com
Matt Lafata, HRchitect


Workstream Announces New CTO and EVP of Products and Hosting; Completes SAS 70 Type II Audit…from Workstream

November 7, 2010

 

If you are looking for a new Talent Acquisition System, Talent Management System, or any HR system, talk to HRchitect first. We have 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 here to help!

Workstream (WSTM 0.02, +0.00, +11.11%) , a leading provider of compensation, performance and talent management software solutions, announces both the promotion of Tushar Ghoshal to Chief Technology Officer and Executive Vice President of Products and Hosting and the completion of another successful SAS 70 Type II audit.

“The new management team and I are extremely impressed by the vision and leadership Tushar has displayed at Workstream,” said John Long, CEO of Workstream. “Tushar has been instrumental in bringing value to our clients through world class product innovation and data security. This promotion along with the successful completion of our SAS 70 Type II audit represent just the first of many steps the new leadership team is undertaking to scale our business through exceptional innovation, client service, and world class data security.”

Ghoshal will be responsible for coordinating the overall product vision and IT strategy for Workstream, and stated, “An effective IT strategy must directly generate client value. The successful completion of our SAS 70 Type II by the globally recognized SAS 70 Solutions CPA Group provides comfort and assurance to our hosted clients that their sensitive data is secure and protected through superior controls and safeguards. Meanwhile, our industry’s most innovative and flexible delivery model, including the usage of virtualization, single and multi-tenancy options, and our brand new on-premise appliance option, means that we are more prepared to support the divergent needs of a large and varied client base.”

For more information on Workstream, please visit www.workstreaminc.com
Matt Lafata, HRchitect


Workstream Inc. Announces Third Quarter Fiscal 2010 Results…from Workstream

April 18, 2010

 

If you are looking for a new Talent Acquisition System, Talent Management System, or any HR system, talk to HRchitect first. We have 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 here to help!

Workstream Inc., a leading provider of on-demand compensation, performance and talent management software that helps companies manage the entire employee lifecycle, recently announced financial results for the third quarter ended February 28, 2010.

Remarks on the Third Quarter Include: 

  –  Workstream has satisfied all applicable covenants required to be satisfied under the Senior Secured Note agreements with respect to the Third Quarter Fiscal 2010 operating results; and,

  –  Closing of exchange and restructuring of senior secured notes in December 2009 leading to a non-cash loss on extinguishment of debt of ($13,071,000);

  –  Revenues to $4,000,000 during the third quarter of fiscal 2010 in comparison to $5,030,000 during the second quarter of fiscal 2010;

  –  Impairment of goodwill of ($6,348,000) associated with the Career Networks operating segment (6FigureJobs.com and Allen And Associates);

“The Company’s Third Quarter results were reflective of corporate customers hesitating to spend on new capital project while Healthcare and Financial reform continue to point to a jobless recovery, tight credit availability, coupled with our own challenges with our own Note Exchange,” said President and Chief Executive Officer, Michael Mullarkey. “While our own Note Restructuring has placed new hurdles for the company to manage through, Management will not allow the Company to be deterred in its overall focus and plans.”

As mentioned previously, the Company has implemented a new, more targeted approach during the third quarter of fiscal 2010 to grow revenues. Our initiatives have centered on:

  –   further development of our technology to meet customer needs;

  –   focus on existing customer relationships to ensure renewals and identification of potential ‘up sell’ opportunities; and,

  –   targeting Fortune 2000 companies that are currently, or in the near future, implementing a talent management software initiative.

Over the past couple of months, we have seen increased pipeline activity, which we are confident will result in improved financial performance. Furthermore, we will continue to focus on the alignment of our financial position with our operational requirements through the management of our financial resources and seeking funding alternatives to improve our capital structure.”

Workstream delivered the following results for the three and nine months ended February 28, 2010:

Total revenues were $3,962,000 and $13,204,000 for the three and nine months ended February 28, 2010, respectively, compared to $5,638,000 and $16,335,000 for the three and nine months ended February 28, 2009, respectively.

Total operating expenses increased to $9,400,000 and $15,749,000 for the three and nine months ended February 28, 2010, respectively, from $3,232,000 and $13,815,000 for the three and nine months ended February 28, 2009, respectively.

The three and nine months ended February 28, 2010 included a non-cash impairment of goodwill of ($6,348,000) associated with the Career Networks operating segment resulting from an analysis of the current economic conditions, the Company’s performance to budget and the lower estimated future cash flows of the operating segment.

Operating income / (loss) were ($7,335,000) and ($7,464,000) for the three and nine months ended February 28, 2010, respectively, compared to $926,000 and ($2,141,000) for the three and nine months ended February 28, 2009, respectively. The three and nine months ended February 28, 2010 included non-cash impairment of goodwill of ($6,348,000) associated with the Career Networks operating segment.

Net income / (loss) was ($20,625,000) and ($21,326,000) for the three and nine months ended February 28, 2010, respectively, compared to $574,000 and ($2,827,000) for the three and nine months ended February 28, 2009, respectively. The three and nine months ended February 28, 2010 included a non-cash impairment of goodwill of ($6,348,000) associated with the Career Networks operating segment and a non-cash loss on extinguishment of debt of ($13,071,000) relating to the exchange and restructuring of senior secured notes in December 2009.

Net income / (loss) per share (basic and diluted) were ($0.36) and ($0.37) for the three and nine months ended February 28, 2010, respectively, compared to $0.01 and ($0.05) for the three and nine months ended February 28, 2009, respectively.

EBITDA, as adjusted, was ($767,000) and ($243,000) for the three and nine months ended February 28, 2010, respectively, compared to $1,271,000 and ($736,000) for the three and nine months ended February 28, 2009, respectively.

Total assets increased to $14,565,000 at February 28, 2010 from $23,076,000 at May 31, 2009.

Working capital, which represents current assets less current liabilities, was ($4.7) million at February 28, 2010 compared to ($24.2) million at May 31, 2009.

Cash flows provided by operating activities increased to $185,000 for the nine months ended February 28, 2010 compared to cash used in operating activities of ($2,044,000) for the nine months ended February 28, 2009. Further, the overall net decrease in cash and cash equivalents was reduced to ($392,000) for the nine months ended February 28, 2010 compared to ($1,951,000) for the nine months ended February 28, 2009.

For more information on Workstream, please visit www.workstreaminc.com
Matt Lafata, HRchitect


Saba Delivers Innovative New Approach to Rewards Management with Saba Compensation …from Saba

February 6, 2010

 

Sophisticated Software Can Identify and Reward the Most Valued Employees, Not Just High Performers

HRchitect featured Saba in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Saba participated in the Learning Management Systems panel on June 10, 2009 as part of theHRshow. A.G. Lambert, the VP of Marketing with Saba appeared on the HRchitect WebMingle on August 14, 2009.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Saba, the premier people management software and services company, today announced the general availability of Saba Compensation, an easy-to-use software solution that drives more informed compensation decision-making by providing a comprehensive view of employee success. The sophisticated approach of Saba Compensation enables both compensation professionals and individual managers to make smarter spending decisions that improve performance, productivity, and talent retention rates. Among the innovations: direct access to multiple measures of success from within the compensation allocation tool, providing the ability to identify value beyond the performance review score.

Unlike today’s compensation solutions, Saba Compensation goes beyond simple pay-for-performance processes that focus only on formal review scores. Instead, Saba Compensation provides decision-makers with a rounded view of each individual by surfacing data from multiple people management processes. This helps identify employees in critical roles, high potentials, “team players,” and even those that contribute to knowledge sharing in today’s collaborative companies. The solution also includes ways to better engage employees by enabling them to surface their own reward preferences, which further boosts talent retention rates among valued employees. A number of Saba customers participated in early previews and user testing of these innovations, including Sydney Water and Graham Group, Ltd.

“Saba Compensation is very intuitive and easy to use,” said Paul Adams, reward and recognition manager at Sydney Water, Australia’s largest water and waste water utility, and a multi-award-winning employer. “We’re very pleased with Saba’s solution, which supports our know-how approach and our flexible and family-friendly work environment.”

“We need a compensation solution that not only helps us achieve compliance with our salary program guidelines, but can also help us link the accomplishments of work plans to bonus and pay increases,” said Laird Beatty, director of human resources at Graham Group, Ltd. “We want to directly motivate employees to align their work plans and performance with our compensation plans. That’s why we chose to add Saba Compensation to our existing Saba people management platform.”

“For our customers, a compensation offering that is merely a compensation worksheet for managers won’t do,” said Bobby Yazdani, chairman and CEO, Saba. “Saba Compensation incorporates elements of employees’ performance and value to the organization in a sophisticated way that no other compensation offering can.”

Saba Compensation is available now as part of Saba’s unified people management solutions, delivered either on-demand or on-premise.

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


Salary.com Launches Talent Management Solution for Skills Gap Analysis and Assessment…from Salary.com

January 13, 2010

 

Salary.com SkillsManager Enables Organizations to Capture Employee Skills and Develop Them in Line With Business Strategy

HRchitect featured Salary.com in our 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top HRIS vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Salary.com, Inc. (NASDAQ: SLRY), a leading provider of on-demand talent management, payroll and compensation solutions, today announced the North American launch of Salary.com SkillsManager, adding a best-of-breed skills gap analysis and assessment solution to Salary.com’s talent management portfolio.

Salary.com SkillsManager is an enterprise SaaS solution that allows organizations to use custom and off-the-shelf job models with functional competencies from Salary.com to create a company inventory of employee skills, conduct employee skill assessments, and analyze skills gaps at the individual, department and organizational levels. The workforce analytics in Salary.com SkillsManager allow organizations to identify and assign employees who have the requisite skills for a project and create targeted, skill-based learning programs that are in line with their business strategy. Salary.com SkillsManager provides easy-to-use tools to build job profiles, map skills, and design learning paths.

“Organizations today need to be agile and efficient, and Salary.com SkillsManager helps companies respond to business challenges quickly by empowering them to best understand and utilize their employees’ skills,” said Brent Kleiman, SVP, marketing and strategy at Salary.com. “We know that most companies keep an excellent inventory of their hardware and IT systems, but have never even approached developing an inventory of their most important investment and valuable resource — the skills of their workforce. Salary.com SkillsManager makes that possible.”

Salary.com SkillsManager is invaluable in helping organizations maximize the utilization of employee skills rather than hire contractors with redundant skills, and reduce costs by targeting only key training needs. Salary.com SkillsManager also helps organizations mitigate operational risks by identifying potential key skill losses from attrition, and for some key industries, reduces the risk of non-compliance by proactively identifying skill gaps and shortages.

Salary.com will host a webinar called “Skills Management: HR’s Path to Organizational Success,” on several dates throughout January 2010. To register for an upcoming session, visit http://events.salary.com.

Companies have an opportunity to participate in a Salary.com SkillsManager pilot program that’s designed to help companies discover the immediate business benefits and ROI that Salary.com SkillsManager can deliver. The program provides three months of full use of Salary.com SkillsManager for 250 employees. To learn more about Salary.com SkillsManager and the pilot program, visit: http://www.salary.com/competencies/skills_management.asp.

Salary.com SkillsManager adds another component to the company’s best-of-breed talent management product line. Salary.com’s TalentManager® Suite provides robust functionality and configurability that HR professionals require while delivering easy-to-use solutions that managers and employees demand.

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


Workscape Achieves Year-to-Date Growth with New Product Introductions, Significant New Client Signings and Key Contract Renewals…from Workscape

August 27, 2009

 

HRchitect featured Workscape in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. Workscape participated in the Talent Management Systems panel on June 10, 2009 as part of theHRshow. Tim Clifford, President and CEO of Workscape, appeared on the HRchitect WebMingle on May 15, 2009.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Workscape, Inc., a leading provider of integrated HR solutions and services, today shared news of its successful first half of 2009, which included new product enhancements, corporate milestones and notable sales activity.

Now in its 10th year, Workscape is unique in its ability to combine compensation and performance management solutions with benefits administration services, resulting in a more holistic approach to goal alignment, cost reduction and total rewards.

“During the first half of 2009, Workscape has continued to strengthen our partnerships with valued clients as well as add new organizations to our client portfolio. We credit this success to the dedication and knowledge of our team, as well as our ability to provide compelling solutions that are truly helping clients to improve both employee performance and financial performance,” stated Tim Clifford, president and CEO of Workscape.

Unveiling New Products, New Clients & New Initiatives

Comprised of the world’s leading compensation planning solution, as well as employee performance management, Workscape’s talent management portfolio continues to build upon its success and is currently deployed in 180 countries with support for 48 currencies and more than 40 languages. Workscape also continued the aggressive expansion of its talent management offerings in the first half of 2009 by introducing Compensation Planner – Off-Cycle, an application that enables organizations to transform compensation planning from a focal-only to a year-round activity. As a result, companies can respond more quickly and more appropriately to fluctuations in market conditions or business demands. When combined with Workscape’s existing Performance Manager offering – as well as Group Manager (for viewing and managing multiple hierarchies) and SmartSync (for reconciling data stored in ERP systems and data in HR systems) – Workscape can transform the compensation planning, compensation management and performance management processes into opportunities for increased cost savings and improved employee productivity for organizations of any size.

OBA Enterprise, the next-generation of Workscape’s proven, award-winning outsourced benefits administration platform, was also released in 2009. OBA Enterprise delivers greater integration of decision-support tools, health-risk assessments and flexible spending accounts, as well as a dramatically enhanced user interface, designed to simplify the online enrollment process for employees, drive the behaviors and outcomes that will generate cost reductions for employers and deliver real-time analysis and reporting on key enrollment metrics. OBA Enterprise received high marks from industry analysts and prospects alike and is already in implementation by several companies. Furthermore, the introduction of OBA Enterprise now brings the company’s benefits offerings onto a common technology platform with the company’s talent management solutions, enabling clients to move toward a true ‘total rewards’-based approach with their employees.

Workscape’s ability to drive impressive new business results during the first half of 2009 resulted in the signing of a variety of new clients to multi-year contracts, including: 

  • Eastern Bank, the largest independent, mutually owned bank in New England, which selected Workscape to meet both their compensation planning and benefits administration needs;
  • Temple-Inland, a leader in corrugated packaging and building products, selected Workscape for their outsourced benefits administration needs; Guardian Life Insurance, one of the largest and oldest mutual life insurance companies in the United States, also selected Workscape’s benefits administration services and;
  • A global provider of business and information services will begin using Workscape Compensation Planner.

Many of Workscape’s existing customers also renewed or expanded their multi-year subscription agreements during this timeframe, including Steve Kennedy, Vice President and Manager of Corporate Compensation Administration for Union Bank, who stated: “Union Bank is very pleased to continue our longstanding partnership with Workscape.”  

Other representative companies that expanded their relationships with Workscape this year include: 

  • First Data, the world’s largest provider of merchant processing services, extended the use of Workscape’s off-cycle compensation planning solution;
  • Swift Transportation, a leader in transportation services, is now leveraging Workscape for both compensation and benefits administration activities;
  • the small-package shipping unit of a company with a portfolio of transportation, e-commerce and business services renewed their contract for Workscape’s benefits administration services and;
  • one of the nation’s premier new home builders also extended their utilization of Workscape Compensation Planner.

Awards, Alliances & Certifications Benefit Workscape’s Clients

In February, Workscape announced a strategic alliance with Milliman, Inc., one of the world’s largest independent actuarial and consulting firms. The alliance extends Workscape’s health & welfare technology and service offerings with Milliman’s defined benefit and defined contribution services (DB/DC) to the market, as well as respective clients. The addition of Milliman’s services means Workscape now can help to meet the DB/DC needs of a client’s active workforce and retirees.

In April 2009, it was announced that Workscape also achieved a “very high degree of compliance” with the ISO 27002 standard, according to SystemExperts Corporation, the premier provider of IT compliance and network security consulting services. Workscape’s compliance with ISO 27002 demonstrates the company’s unflagging commitment to maintaining thorough system security standards.

Most recently, the Workscape Compensation Planner solution helped the company to earn top scores and ‘Hot Vendor’ rating in The Ventana Research Value Index for Total Compensation Management. Among the ranked vendors, Workscape topped the product usability, product reliability and product manageability categories. 

Ten Years of Innovation and Commitment

Clifford concluded, “During the past 10 years, Workscape has remained focused on providing comprehensive employee-centric solutions and services that are designed to meet the distinct requirements of organizations of all sizes and business sectors. As we enter into our second decade, we will continue to look for innovative ways to respond to the constantly-evolving HR challenges faced by our clients.”

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

 
Matt Lafata, HRchitect


SuccessFactors Announces Instant, Easy-to-Use Performance Management…from SuccessFactors

July 21, 2009

 

SuccessFactors Announces Instant, Easy-to-Use Performance Management for Small Businesses — SuccessFactors Express Delivers Simple, Turnkey, Web-Based Performance Reviews and Goal Management for Companies with Less Than 50 Employees

HRchitect featured SuccessFactors in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

SuccessFactors, Inc. (Nasdaq: SFSF), the global leader in on-demand performance and talent management solutions, today announced the release of SuccessFactors Express, a complete, automated performance management solution for companies with less than 50 employees. This on-demand solution helps emerging, high-growth companies to instantly create a performance review process, as well as track progress against critical company goals to ensure success of their small business.

SuccessFactors Express comes preconfigured to allow customers to immediately start a meaningful evaluation process right out of the box by adding employee information to the system. Built-in best practices tools like SuccessFactors’ Writing Assistant, Coaching Advisor and Legal Scan give users clear, appropriate, professionally written feedback. Express also includes goal planning and tracking to help instill ownership and accountability among employees and guide the company to success. An interactive employee directory, a core part of SuccessFactors Express, helps maintain up to date contact information and aids users to connect with each other simply.

Success Factors Express is a web-based solution delivered through next generation cloud computing technology, which eliminates the need for a customer to require any additional IT or HR expertise or incur any additional costs for hardware and software, upgrades, or maintenance.

“Our 2009 research shows that performance management is one of the most critical components of talent management and has clear financial impact for companies of all sizes. Interestingly, performance management in small companies is sometimes more complex because employees typically wear many hats,” said Leighanne Levensaler, Director of Talent Management Research, Bersin & Associates. “SuccessFactors Express is targeted to this large, fast-growing, and underserved market segment.”

“With SuccessFactors Express, SuccessFactors reaches small businesses in a whole new way,” said Shelly Davenport, General Manager of Small Business for SuccessFactors. “Having a complete and meaningful review process is as essential to small businesses as it is to huge corporations because each employee must do more with less. Employees need to know exactly what managers need them to do, and it’s essential that managers know if an employee is falling off track so they can immediately take steps to help them out before it affects the business. Express gives small business owners an ‘out-of-the-box’ solution to do just that.”

Additionally, SuccessFactors has partnered with global business services provider Ceridian to include SuccessFactors Express into its current best-of-breed product portfolio for customers.

SuccessFactors Express is a part of SuccessFactors’ suite of performance and talent management software which includes Performance Management, Goal Management, Succession Planning, Recruiting Management, 360-degree review, Compensation Management, Career Development Planning, Variable Pay and analytics and reporting applications.

SuccessFactors’ solutions create a company-wide network of information related to employee performance, including skill-sets, interests, career aspirations, ability to relocate, experience, languages spoken and more. By providing deep, real-time, company-wide visibility into such critical performance data, companies are able to make better, more informed decisions about how to promote, recruit, compensate, reward and manage their entire employee base. For more information on SuccessFactors Express please visit: http://www.successfactors.com/express.

 
Matt Lafata, HRchitect


KnowledgePay and WageWatch Partner

July 15, 2009

 

KnowledgePay, WageWatch Partner to Offer Complimentary Compensation Management and Salary Solutions — Firms’ compensation software, salary surveys help organizations establish a more strategic approach to setting and managing compensation

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Enterprise compensation software company KnowledgePay has entered into a strategic marketing agreement with WageWatch, Inc., a provider of online compensation and benefits surveys.

The companies will promote to their customers the complimentary offerings from both firms: WageWatch endorsing KnowledgePay’s enterprise compensation management software, and KnowledgePay recommending WageWatch’s online salary surveys.

KnowledgePay helps organizations manage, analyze and integrate their collection of market data from reliable sources with myriad other data needed to make effective pay decisions. WageWatch online salary surveys provides employers a much easier way to note trends within compensation, and give their employees substantiated market pricing data that realistically compares to their salaries. WageWatch is a leader in the hospitality, healthcare and gaming markets and is undergoing an expansion to multi-industry surveys.

“KnowledgePay provides a unique service in the compensation arena, a way for organizations to integrate disparate compensation data and streamline their entire process,” said Margaret Dyekman, WageWatch president and chief operating officer. “Our online salary survey technology captures complex compensation data and reports it back in an easy-to-understand manner so customers establish and maintain up-to-date, competitive compensation structures.”

“Working with WageWatch lets us refer our customers to a trusted source for reliable, high quality survey data,” said Chris Kelley, founder and chief executive officer of KnowledgePay. “Healthcare, hospitality, and gaming are all industries with very competitive wage and salary data, and we welcome WageWatch’s insight and recommendations to customers in need of strategic compensation management.”

The KnoweldgePay online enterprise compensation management system enables companies to integrate salary information, salary surveys, and compensation data scattered in spreadsheets, word-processing documents, ad hoc databases, and even on paper. Compensation professionals can focus on providing guidance on compensation instead of being buried in administration.

KnowledgePay also enables HR to provide more compensation data to line managers to motivate their staff. Studies indicate the more employees understand the foundation of their company’s compensation plan, where they fit within it and how it compares to the market, the more committed and engaged they will be in their present positions.

For more information on WageWatch, please visit www.wagewatch.com. For more information on KnowledgePay, please visit www.knowledgepay.com

 
Matt Lafata, HRchitect


Softscape Increases Global Talent Visibility…from Softscape

June 24, 2009

 

Softscape Increases Global Talent Visibility with Latest People Management Software Release

HRchitect includes Softscape in its list of Talent Management Systems that businesses should consider. 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, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Softscape, the global leader in people management software, today announced the latest version of its top rated Softscape Apex software, offering the industry’s most flexible and configurable HR platform to help customers increase global talent visibility and better manage every aspect of the employee lifecycle. The Company’s latest innovation includes hundreds of new features and represents the new system of record standard for human resources to improve operational efficiencies, meet regulatory compliance, and reduce total cost of ownership, all in a single platform.

“In this economic environment, it’s critical for HR organizations to squeeze the most out of their technology investments,” said Leighanne Levensaler, principle analyst, Bersin & Associates. “By giving its customers a way to easily configure their applications, Softscape can help customers more quickly adapt to economic, regulatory, or global changes while reducing the overhead costs related to deploying, managing, and upgrading their talent management systems.”

New advancements to Softscape’s comprehensive HR solution span every suite within the platform, including hiring and recruiting, performance management, compensation management, incentive management, succession and talent planning, 360 feedback, learning management, career development, collaboration and social networking, workforce analytics, and core HR management. Softscape represents one of the few vendors that offer this level of breadth and depth of functionality in a single, inherently connected platform that provides a real system of record for all employee information.

A sampling of other new features includes.

·         Bench Strength Developer

·         Candidate Filter Management

·         Candidate Accelerator

·         Compensation Compliance Management

·         Compensation Process Dynamics

·         Benchmark Management

·         Employee Engagement Accelerator

·         Dynamic Talent Pool Management

·         Drag & Drop Talent Explorer

·         Configurable GUI Themes

·         Expanded Currency Support with Variable Scope Control

·         Multi-sequential Batch Processing

·         Synchronized Datamart with Auto Reporting

·         Advanced Log Management

·         Upgrade Management Wizards

·         Report Navigator for Easily Accessing Hundreds of Standard Reports

·         …and hundreds of other new enhancements

In addition, Softscape’s expanded Talent Planning functions enable the creation of dynamic talent pools supported by in-depth search and security features to provide HR and line executives with unparalleled visibility into their bench strength, workforce plans, and overall demand pipeline. Coupled with enhanced reporting capabilities, including expanded report navigation & previews, and extended Microsoft Excel integration, executives and managers can use an easy-to-use interface to achieve a truly global view of their workforce.

“You can’t fix what you can’t see, and once you solve the visibility challenge you’re able to focus on growing your business,” said Dave Watkins, Softscape CEO and co-founder. “Increasing an organization’s ability to quickly and easily view every aspect of how their workforce is operating, their efficiencies, weakness, and gaps for improvement is what makes strong companies flourish and under-optimized organizations grow. With the most global experience in core HR management, Softscape is helping some of the world’s largest global enterprises get the most from their workforces and their people management investments.”

Additional capabilities of Softscape Apex 2009 focus on helping customers improve IT productivity, while simplifying technology deployments and reducing administrative costs. New wizards and user aids make it easier for customers themselves to make changes to the entire system on-the-fly, whereby significantly reducing the need for support and maintenance.

Softscape Apex 2009 R1 is available today. For more information about Softscape’s solutions, please visit www.softscape.com

 
Matt Lafata, HRchitect


Plateau Systems Unveils Latest Version of Industry Leading Talent Management Suite…from Plateau Systems

June 16, 2009

 

Plateau Talent Management Suite Version 6.1 Highlights Include New Organizational Dashboards, Enhanced Performance Review Capabilities and a Streamlined User Interface

HRchitect featured Plateau in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and Learning Management Systems vendors that businesses should consider. Plateau participated in the Learning Management Systems panel on June 10, 2009 as part of theHRshow2009 event. Jeff Kristick, Sr. VP Marketing of Plateau Systems appeared on the HRchitect WebMingle on April 3, 2009.  If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Plateau Systems, a leading provider of talent management software, services and solutions, today announced the latest release of the company’s industry leading talent management suite. Featuring new, powerful and flexible talent planning capabilities, Plateau Talent Management Suite version 6.1 takes talent management to the next level by enabling organizations to implement an effective talent management strategy that will engage, develop and retain high performing workforces and create operational efficiencies that help organizations maximize their investment in talent management initiatives.

Plateau Talent Management Suite version 6.1 is an enterprise class on-demand application that consists of Plateau Learning, Plateau Performance, Plateau Compensation and Plateau Career and Succession Planning. Plateau OnDemand is in use by over 2.5 million users worldwide with some of the largest software-as-a-service deployments in the talent management space including six production customers with over 100,000 users each. This release introduces significant usability advancements and offers innovative tools for end users, managers, and organizational owners to better align individual development and performance with the achievement of corporate business goals. Specific product highlights include: 

  • Organizational Dashboards introduce key functionality that allows managers to have a finger on the pulse of the organization, enabling them to be proactive in providing the direction and actions required to meet company initiatives, maintain compliance, and meet goals and deadlines.
  • Enhanced Performance Review Capabilities that streamline processes and provide more efficient and effective navigation, simplifying the performance review process for both users and supervisors.
  • Streamlined User Interface provides a reorganized interface integrating the entire talent management application, effectively breaking down the barriers that exist between different areas of the application. The home page provides a launching pad for talent management processes, and includes new features that allow for easier access to common tasks, your to do list, and key performance indicators for important talent management processes.

“The talent management challenges facing today’s organizations are complex and rapidly changing,” said Paul Sparta, Chairman and CEO, Plateau Systems. “The complexities of today’s economic environment necessitate organizations to better align the goals and development of individuals with the overall strategy and goals of the company. This alignment will maximize productivity gains while increasing operational efficiencies across the organization. Our latest release arms users with the information and enhancements they need to quickly address these challenges.”

According to recent research from Gartner , “Talent Management application investment can help, in the short term, to improve employee productivity and lower costs while reducing risks in critical roles. …Short-term investments in talent management applications build the foundation for longer-term benefits by enabling organizations to understand how talent-related investments drive specific business outcomes….Enterprises face significant talent challenges, yet HR organizations have difficulty building a strong business case for talent management application investments. The current economic challenges make it more important for HR organizations to focus more on short-term productivity improvement and cost and risk reduction, in addition to the longer-term strategic value.”

Availability
Plateau Talent Management Suite 6.1 will be generally available next month, and will be available on-demand or on-premise. Additional information on the features available in Plateau Talent Management Suite 6.1 is available online at http://www.plateau.com/6.1. For more information on Plateau, visit www.plateau.com.

 
Matt Lafata, HRchitect


SuccessFactors Wins Deployment at Siemens AG With 420,000 Users…from SuccessFactors

June 8, 2009

 

SuccessFactors Will Enable 420,000 Siemens Users across 80 Countries in 20 Languages to be Unified and Linked in One System to Executive Strategy, Driving the Next Paradigm of Superior Business Execution

HRchitect featured SuccessFactors in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

SuccessFactors, Inc. (Nasdaq: SFSF), the global leader in on-demand performance and talent management solutions, today announced the signature of a new “Software as a Service” contract with Siemens AG. The electronics and electrical engineering giant, has purchased a global enterprise subscription of virtually all of SuccessFactors modules to link strategy to executed business results with its worldwide corporate talent management vision, for 420,000 users across 80 countries in 20 different languages.

The project is a strategic board level initiative for Siemens to develop and leverage the strengths of its employees, and foster excellent leadership as part of its FIT4 2010 strategic program.

Linking executive strategy and the vision of developing proven talent to execute breakthrough innovations that give Siemens customers a unique competitive edge, enable society to master their most vital challenges, and create sustainable value through responsibility, excellence and innovation.

Most modules in the SuccessFactors’ Cloud platform, some of which include Goal Management, Performance Management, Career Development Planning, Compensation Management, Variable Pay, Succession Planning and Recruiting Management, will replace Siemens’ existing multiple talent systems globally, and become the corporate standard strategic talent management platform of choice for all Siemens businesses worldwide to link executive strategy to executed business results.

“Our board has a global vision which is a worldwide strategic focus for us today,” said Mrs. Horstmann, Head of Corporate Human Resources, Strategy and Leadership Development of Siemens AG. “SuccessFactors will be instrumental in helping us achieve these core objectives by closing the gap between strategy and execution. It will also enable us to globalize onto a single platform, clearly separate strategic execution and management from transactional HR. We conducted an in-depth market evaluation of 30 leading vendors and seven system providers Siemens already had over five months, with our end-users stress testing the software quality, global scalability, and innovation potential. SuccessFactors was the clear winner by a significant margin based on its usability, ease of integration and rich functionality.” Mr. Kleinjohann, head of CIT, “The Enterprise Cloud Computing business model is a strategic direction for us. It not only lowers IT costs, and creates faster end to end processes, but can also grow with our requirements both globally and locally.”

Lars Dalgaard, CEO of SuccessFactors added, “We are honored and delighted to be selected as the only provider who could assist Siemens, Europe’s largest engineering conglomerate with over $110 billion in revenue, in their global strategic aim for closing the gap between strategy and execution, and on an unprecedented scale for more than 400,000 employees. SuccessFactors aims to leverage the systems and knowledge that have helped almost 5 million users and 2,700 companies across the globe. As the world’s largest known Enterprise Cloud Computing deployment, Siemens is leading the way in its vision for talent management and the implementation of its global values. The size, scope, scalability and multi-lingual nature of this deployment also underpins why SuccessFactors is now the global market leader in Enterprise Cloud Computing and for such an amazing company as Siemens to decide to eliminate so many systems and standardize on SuccessFactors in the Cloud is obviously a testimony to SuccessFactors delivering more large business clients over the web than anyone else.”

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

 
Matt Lafata, HRchitect


TEDS Announces Major New Integrated Talent Management Software Release…from TEDS

May 28, 2009

 

HRchitect featured TEDS in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

TEDS , Inc., the originator of the completely organic, fully integrated Talent Management solution, announced today the release of version 9.0 of its Talent Management suite. The suites newest module, TEDS Compensation Manager , gives companies a significant competitive advantage though retention and motivation of key employees at all levels in the organization. With TEDS Compensation Manager, employee compensation becomes a strategic process, linked to competencies, learning and performance. The module utilizes sophisticated but easy to use analytics to ensure dependable and instantaneous data upon which to base compensation planning and decision making.

We added unprecedented strategic Workforce Planning capabilities to TEDS 9.0, said Lynda Helton TEDS Chief Development Officer. With our enhanced Manager Dashboard, managers and supervisors can look across their department or division and access employee development data from multiple sources. It has never been easier to review role assignments, progress toward goals, completions, and time-to-completion for any learning, development or certification task. Managers have access to accurate, up to the minute data that are critical to making and tracking strategic decisions.

The new Manager Dashboard provides instant gap analysis, performance analytics, and workforce progress and employee readiness analytics. Enhanced embedded reporting capabilities and more powerful collaboration tools have also been added. Such capabilities are invaluable at a time when companies must maximize efficiencies and accomplish more with fewer resources.

TEDS developed and launched the first Learning Management System (LMS) in 1989 and soon began integrating other elements of human capital planning, development and management. The companys new version 9.0 integrates learning, performance, competencies, succession, compensation, workforce planning, talent acquisition and staffing on one platform utilizing a single database.

Organic integration has been a strength and market differentiator for TEDS for many years, said Joe Ellis, President and CEO of TEDS, Inc. We began the groundwork for our fully integrated Talent Management system well over a decade ago by including full functionality in our original Learning Management System, Learning on Demand. Competency management, compliance management, and workforce planning capabilities which we called People Resource Planning were part of our system as far back as the late 90s. Now, with the full integration of TEDS Compensation Manager into our suite of seamlessly integrated Talent Management modules, we offer world-class organizations the most powerful system ever for total Talent Management.

Industry Analyst, Bersin & Associates, has recognized TEDS fully integrated Talent Management system in their recent industry study, Learning Management Systems 2009. TEDS Talent Management solution is an integrated technology platform designed to handle all aspects of learning and talent management, the report said. The company was one of the first providers to see the value of an employee development, management and planning system. Overall, the system is far-reaching and complete in its vision for integrated learning and talent management.

Bersin & Associates Learning Management Systems 2009 also reported, TEDS pioneered the development of an integrated platform for employee development and management. In fact, the company was ahead of its time often promoting and selling the benefits of workforce management before most companies realized the potential benefits of an integrated system.

For more information on TEDS, please visit www.teds.com

 
Matt Lafata, HRchitect


Plateau Launches Compensation Management Resource Center…Plateau

May 26, 2009

 

Leading Talent Management Provider’s Second Resource Center Offers Free Access to Interactive Tools, Educational Information and Events Focused on Compensation Management

HRchitect featured Plateau in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and Learning Management Systems vendors that businesses should consider. Jeff Kristick, Senior VP of Marketing with Plateau participated in the HRchitect WebMingle on April 3, 2009. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Plateau Systems, a leading provider of talent management software, services and solutions, today launched its second informational microsite — the Plateau Compensation Resource Center. Similar to the Plateau Learning Resource Center unveiled in March, the Compensation Resource Center provides materials including whitepapers, podcasts, toolkits and worksheets to individuals and organizations interested in developing best practices around compensation management, justifying their compensation investments and linking their compensation initiatives with broader talent management goals.

“The Compensation Resource Center, the second free resource center Plateau has created, was developed in response to the positive feedback and web traffic generated by our recently launched Learning Resource Center,” said Jeff Kristick, SVP of Marketing at Plateau. “Learning Resource Center visitors are finding value in the quality, quantity and diversity of information available on the site, and have suggested that we create additional resource sites dedicated to other areas of talent management. With companies increasingly looking to integrate their employee compensation initiatives with broader talent management initiatives — from implementing pay for performance programs to leveraging non-monetary rewards to keep workers engaged and productive — we believed that a compensation management resource center would be timely, highly relevant and immediately valuable for talent management and business professionals.”

In addition to accessing whitepapers, news articles and reports, product demonstrations, best practices tips, datasheets and customer videos and case studies, visitors to Plateau’s Compensation Resource Center can register to attend online events, including an upcoming webinar on June 24 titled “Building the Business Case for Talent Management Application Investments.” During this free webinar, Gartner analyst Jim Holincheck will provide guidance on how organizations can build a compelling business case in the current economy for funding talent management application investments, and will discuss costs and actions that are impacted by talent management investments, such as aligning pay with performance.

Plateau’s Compensation Resource Center provides educational materials, information and interactive tools, including a compensation worksheet, to help visitors build a strong business case for compensation management.

For more information on Plateau, please visit www.plateau.com

 
Matt Lafata, HRchitect


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