October 14, 2011
-Leading Talent Management Software Provider Offers PayScale Salary Data to Clients in Time for Compensation Season –
-Partners with PayScale to Provide Accurate Salary Data-
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. iCIMS competed in the HRchitect Beauty Pageant on Talent Acquisition Systems in 2008 and mid-market Talent Acquisition Systems in 2009, where they were crowned the winner of each. 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 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!
iCIMS, a leading provider of Software-as-a-Service (SaaS) talent management and acquisition solutions, today announced its official partnership with PayScale, a market leader in online compensation information. This partnership will give iCIMS’ over 1,000+ customers access to detailed compensation information for 13,000 job titles in all cities in the US, Canada and 7 other English speaking countries. PayScale solutions allow companies to design and implement a compensation strategy tied to business results and ensure competitiveness in what has been a volatile talent market.
Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest database of online employee salary data in the world, providing customers with an immediate and precise snapshot of current market salaries to employees and employers. PayScale’s patent-pending, real-time profiling technology collects and indexes employee pay attributes worldwide and makes this compensation data available through its online salary tools and salary benchmarking reports.
Through the partnership, iCIMS, customers will have access to the most well-matched salary information for positions for use within their Talent Platform. PayScale’s comprehensive database enables users to generate reports specific to their organization’s unique employee and job attributes, such as education, experience, industry, size, and geographic location. Additionally, PayScale promises data transparency by offering detailed data summaries and breakdowns of user generated compensation reports by providing anonymous profiles and employer lists, giving customers the confidence that they are receiving accurate and relevant information.
“We are excited about our partnership with PayScale”, expressed Susan Vitale, Chief Strategic Officer at iCIMS. “Compensation data was a gap we looked to fill for both our applicant tracking clients as well as those who use our performance and compensation solution. Our partnership with Payscale provides clients with best-of-breed technology and data and we look forward to a successful relationship together.”
Dave Smith, Chief Business Officer at PayScale, echoed Susan’s sentiments, “PayScale is the preferred resource for compensation data because of our vast database and ability to provide real-time salary data. We are excited to offer an easy path for iCIMS customers to experience our products in conjunction with their use of iCIMS leading solutions.”
Offering tools that manage all aspects of the talent lifecycle, iCIMS’ Candidate Management and Employee Management Packages are important tools in helping clients attract, hire and retain top talent. Customers who leverage the partnership with PayScale can eliminate the time, risk, and extra costs associated with traditional compensation initiatives. The partnership continues iCIMS’ mission of making business easier for the SMB market by delivering configurable On-Demand platforms, while providing a customer experience second to none.
For more information on iCIMS, please visit www.icims.com
Matt Lafata, HRchitect
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HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Applicant Tracking, candidate management, compensation, employment management, HRchitect, iCIMS, Matt Lafata, PayScale, Recruiting, Susan Vitale, Talent Acquisition, Talent Management, Talent Platform | 
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Posted by mattlafata
July 24, 2011
If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!
First Advantage, a leading global provider of talent acquisition and electronic data solutions, today announced that it has made a significant minority investment in Workstream Inc., headquartered in Maitland, Florida. The investment in Workstream was announced by Todd Mavis, CEO of First Advantage.
Workstream is a supplier of talent acquisition and talent management solutions and services for employers. The company’s Software as a Service (SaaS) solutions help employers manage critical issues relating to the performance, development and compensation of personnel. Workstream’s innovative systems are delivered in a Software as a Service (SaaS) offering to employers in a range of market segments.
Commenting on the investment, John Long, Workstream CEO, said: ”We welcome the investment from First Advantage as we continue to execute on our business plan to build a leading software and technology-enabled services business. We are focused on the critical needs of employers to match their talent strategy with their business strategy in key areas such as recruitment, performance, development and compensation management. This strategic investment will help drive innovative business concepts and continued growth of Workstream’s offering.”
“First Advantage is an excellent, visionary company and this relationship will benefit Workstream going forward,” Long added, “There are potential ways to capitalize on innovative research resources and a powerful international distribution network. This investment will help us move faster with our ambitious growth objectives.”
First Advantage supplies a range of human resource and legal support services. These services are used by over ten thousand employers for the recruitment, screening, on-boarding and assessment of job applicants and current personnel.
Making the announcement, Todd Mavis, CEO of First Advantage, said: “We are investing in Workstream for its high speed of innovation and entrepreneurial approach to bringing important solutions to the fast-growing human capital market. The services offered to employers are complementary to our own and bring exciting potential opportunities for our business.”
In connection with the investment, Marc Bala, a Director of First Advantage and Principal with Symphony Technology Group, Palo Alto, California, will join the Workstream, Inc. Board of Directors.
To learn more about First Advantage, go to www.fadv.com.
To learn more about Workstream, visit www.workstreaminc.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Applicant Tracking, assessment, compensation, First Advantage, HCM, hiring, HR Systems, HR Technology, HRchitect, Human Capital Management, job, John Long, Marc Bala, Matt Lafata, Onboarding, Performance, Recruiting, screening, sourcing, Talent Acquisition, Talent Management, todd mavis, Workstream | Permalink
Posted by mattlafata
July 4, 2011
Eighteen-Year Monster Worldwide and First Advantage Executive Brings Deep Market Expertise, Proven Product Vision and Talent Industry Thought Leadership to Company
HRchitect includes Peoplefluent in our list of top Talent Acquisition Systems vendors and top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 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!
Peoplefluent™, formerly Peopleclick Authoria, offering a unique combination of best-of-breed suite solutions for Talent Management, Vendor Management and Workforce Compliance and Diversity, recently announced the appointment of Neal Bruce as the new Vice President of Product Management for Talent Management Suite. In this role, Bruce, a longtime proven veteran with executive roles in operations, sales, marketing and product management at First Advantage and Monster Worldwide, will be responsible for driving the product strategy, roadmap, schedule and vision for the company’s Talent Management Suite. His purview will include the Company’s breakout Talent on the Move mobile line, which received strong industry acclaim during its launch earlier this week. (See Company’s Talent on the Move June 27, 2011 press release and industry analyst reviews).
“Neal brings more than 18 years of deep market expertise, proven product vision and Talent industry thought leadership to Peoplefluent’s Talent Management SaaS and mobile Talent Management product suite,” said Charles Jones, Chairman and CEO of Peoplefluent. “We are focused on innovating new and powerful products designed to help our customers amplify the contribution and emotional connection of each member of their teams through the most engaging and immediate technology in the market. Neal will play an integral role in developing and driving customer-centric solutions that help our clients address the total workforce and align talent management strategies with their overarching business goals.”
Prior to joining Peoplefluent, Bruce served as the senior vice president of Product at First Advantage where he was responsible for overseeing a broad set of human capital management product offerings. He has also held several senior management roles for Monster Worldwide, including Vice President of Global Innovation, Vice President of Alliances, and director of Enterprise Products & Alliances. Earlier in his career, Bruce spent more than 11 years in Human Resources progressive staffing roles from recruiting manager to director of Global Staffing, including leadership positions at Parametric Technology where he managed global staffing, and at Ernst & Young where he served on a management team directing the worldwide MBA recruitment program.
Commenting on his new position, Neal Bruce said, “I am very excited to be driving the product management agenda for the industry’s broadest and deepest integrated Talent Management suite. Thinking about these products in conjunction with each other, rather than in silos, enables Peoplefluent’s undeniable leadership in workforce analytics. This is an incredibly exciting time to be joining Peoplefluent. The innovation, momentum and inspiration are palpable, and I am delighted to be on this driven team and on this winning trajectory.”
For more information, please visit www.peoplefluent.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Authoria, Bersin, Charles Jones, compensation, diversity, First Advantage, HCM, hiring, HR Systems, HR Technology, HRchitect, Human Capital Management, Matt Lafata, Monster, neal bruce, Peopleclick, peoplefluent, Performance, Recruiting, sourcing, Talent Acquisition, Talent Management, workforce compliance | Permalink
Posted by mattlafata
June 29, 2011
Scalable Onboarding Solution Eliminates Costly Service Engagements, Speeds Time to Productivity and Easily Adapts to Changing Requirements
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. Kevin Marasco, VP Brand Marketing with Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 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 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!
Taleo Corporation (NASDAQ: TLEO), the leading provider of on-demand talent management solutions, further solidified its leadership of the small to mid-sized market with the release of a new and expanded Taleo OnBoard™ which will enable companies to quickly and easily onboard employees without the use of costly service engagements. This scalable solution easily adapts to changing requirements and engages new hires on their first day of work to speed productivity.
“The ability to create customizable bundles by position ensures that there isn’t a single thing that falls through the cracks when a new hire starts, and helps to hold individuals accountable for their pieces of the process,” said Casi Jewett, MA, PHR, Employee & Labor Relations for Santa Rosa Community Health Centers. “The new release of Taleo OnBoard will help us to further ensure compliance and speed up the onboarding process, which is critical in the fast-paced medical world.”
Taleo OnBoard debuts industry-first features such as dependent tasks, configurable forms, and location-based activities. The adaptable solution helps executives, line managers, and HR teams build a consistent and repeatable onboarding process. OnBoard builds the right foundation for new hires by providing a smooth and automated conversion experience from candidate to employee — making people feel connected and improving retention — while streamlining existing processes and eliminating mountains of paperwork.
“Taleo OnBoard is the only solution for the small and mid-sized business market that comprehensively equips companies to make the best impression on a new hire’s first day of work, which is a critical first step to engaging and retaining top talent,” said Michael Boese, Senior Vice President, TBE and Talent Grid at Taleo. “These new capabilities strengthen our suite of talent management solutions, including Taleo Recruit, Taleo Perform, Taleo Learn, Taleo Comp and Taleo Insight, and further drives Taleo’s position as the leader in the market.”
Dependent tasks allow employers to designate the order of different onboarding tasks so that the system automatically assigns new tasks upon the completion of other tasks.
Other industry-leading features include:
- Configurable Forms: Administrators can add unlimited, customized company forms– collecting and tracking information that becomes part of the employee record — without lengthy and costly services engagement.
- Employee Life Cycle Management: Reduce administrative burden and improve the communication and collection of information relating to life cycle events such as a change in employment status or signing a new employee handbook.
For more information on Taleo, please visit www.taleo.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Recruiting, Talent Acquisition, Talent Management | Tagged: compensation, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Insight, Learn.com, learning, Matt Lafata, Michael Boese, Onboarding, Recruiting, Talent Acquisition, Talent Grid, Talent Management, Taleo | Permalink
Posted by mattlafata
June 24, 2011
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 the company’s president and CEO, Adam Miller, has been honored as an Ernst & Young Entrepreneur of the Year 2011 Greater Los Angeles Award winner in the technology category.
Miller was selected among other leading entrepreneurs by an independent judging panel made up of previous award winners, leading CEOs, private capital investors and other regional business leaders. Awards are given to entrepreneurs who demonstrate excellence and extraordinary success in such areas as innovation, financial performance, and personal commitment to their businesses and communities. Winners were revealed at a gala event Tuesday evening, June 21, at The Beverly Hilton.
“It is an honor to be recognized by Ernst & Young as an Entrepreneur of the Year Award winner,” said Miller. “Over the years, I’ve found there are four keys to successful entrepreneurship: persuasiveness, persistence, perseverance and a great team. The support of friends, family and team members has been essential over the years in building Cornerstone OnDemand into one of the world’s fastest growing publicly-traded SaaS companies.”
Since Miller founded Cornerstone OnDemand in 1999, the company has enjoyed rapid business growth, an expanded global presence and industry-leading product innovation, resulting in an initial public offering in March of this year. Cornerstone is recognized among the leading SaaS-based talent management solution vendors by top industry analyst firms such as Gartner, IDC, Forrester and Bersin & Associates. The company also has been ranked among the fastest growing companies in North America by organizations such as the Deloitte Technology Fast 500 and the Inc. 5000.
Miller also is the chairman of the Cornerstone OnDemand Foundation, which leverages Cornerstone’s expertise, solutions and partner ecosystem to help empower communities. With a focus on education, workforce development and disaster relief, the Foundation has developed strategic partnerships with Teach for America, the New Teacher Project, Feeding America, Oxfam, Save the Children, the Taproot Foundation and many other leading non-profits.
“Ernst & Young has honored outstanding entrepreneurs like this year’s winners for the past 25 years,” said Brian Ring, program director for Ernst & Young LLP Entrepreneur of the Year Greater Los Angeles. “These business leaders have accomplished so much and contributed a tremendous amount to the community. They give us hope for what the next 25 years of entrepreneurs will bring.”
As a Greater Los Angeles Award winner, Miller is now eligible for consideration for the Ernst & Young Entrepreneur of the Year 2011 National Award. Award winners in several national categories, as well as the overall national award winner, will be announced at the annual awards gala November 12, 2011 in Palm Springs, Calif.
For more information about Cornerstone OnDemand, visit www.cornerstoneondemand.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Talent Management | Tagged: Adam Miller, Bersin, Charles Coy, compensation, Cornerstone OnDemand, Deloitte, Ernst & Young, Forrester, Gartner, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, IDC, Learning Management, Matt Lafata, Performance Management, Talent Management, WebMingle | Permalink
Posted by mattlafata
June 14, 2011
Microsoft, Dell, Wells Fargo, Time Warner Cable, Orbitz and Others to Present on Latest Trends in Learning and Talent Management
HRchitect featured SumTotal Systems in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. SumTotal Systems appeared on the HRchitect WebMingle on May 1, 2009. SumTotal Systems also competed in the HRchitect Beauty Pageant on Employee Performance Management Systems in February 2009, where they were crowned the winner. Dave Watkins, Softscape’s CEO and Co-Founder appeared on the HRchitect WebMingle on June 19, 2009.
If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 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!
SumTotal® Systems, Inc., the global leader in complete learning and talent management solutions, today announced open registration for TotalConnection 2011, SumTotal’s annual global customer conference to be held at the Orlando World Center Marriot Resort in Orlando, FL USA, Oct. 17-20. Participants in the global event represent a “who’s who” in the industry including presentations from Microsoft, Dell, Wells Fargo, Time Warner Cable, Orbitz and many others.
This year’s TotalConnection conference is the largest and most exciting in the company’s history, featuring hundreds of customers from every corner of the world sharing best practices and emerging trends, exploring the latest HR technology innovations, and networking with industry visionaries including fellow SumTotal customers, solution partners, product experts, and senior executives from around the globe.
“Our customers represent an elite group of visionaries that are implementing our technology solutions to drive growth and productivity at their organizations,” said John Borgerding, SumTotal CEO. “With thousands of customers and over 40 Million global users, SumTotal is leading the industry with complete, end-to-end human capital management software that manages the entire employee lifecycle. At this year’s conference, we will also be announcing some exciting news and the latest and most advanced HR solution available in the market.”
The conference will feature keynote presentations from SumTotal executives about the enormous momentum the company is experiencing, as well as keynote presentations from industry luminaries, experts, and featured customers. Multiple concurrent tracks will cover the full spectrum of HR and business best practices, and additional product specific tracks provide comprehensive reviews of the latest product advancements. Pre and post event workshops feature a variety of in-depth strategic and tactical topics featuring hands-on collaborative sessions, some with SPHR credits.
Registration is now open for SumTotal customers only. The deadline for discounted early-bird registration is July 15, 2011. Special discounts are also available from American Airlines and the Orlando World Center Marriot Resort. For more information, visit the TotalConnection 2011 website at http://www.totalconnection2011.com/.
For more information on SumTotal Systems, please visit www.sumtotalsystems.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Applicant Tracking, compensation, HCM, hiring, HR Systems, HR Technology, HRchitect, Human Capital Management, John Borgerding, Learning Management, Matt Lafata, Performance, Recruiting, Softscape, SumTotal Systems, Talent Acquisition, Talent Management, WebMingle | Permalink
Posted by mattlafata
June 8, 2011
HRchitect includes Ultimate Software in our list of top HRIS 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 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!
Ultimate Software (Nasdaq: ULTI), a leading provider of unified human capital management (HCM) SaaS solutions for global businesses, today announced the Spring 2011 release of UltiPro HCM.
The latest edition of UltiPro provides enhanced functionality for visibility into a global workforce, adds new talent management capabilities, and extends Ultimate’s portfolio of Web Services-based application protocol interfaces (APIs) for connectivity to the enterprise ecosystem. Additionally, just as consumer Web applications use search as a primary mechanism to navigate rapidly and effectively, UltiPro now allows users to navigate through the application via search.
Global Workforce Insight
In response to growing demand for visibility into the entire multinational organization, UltiPro Spring 2011 delivers new capabilities for real-time insight across a global workforce as well as global compensation management and reporting, including:
- Budgeting and forecasting for global workforce compensation
- Enhanced currency conversion for country-specific reporting and global compensation analysis
- Additional standard reports on global employee demographics and compensation
Enhanced Talent Management
UltiPro Spring 2011 offers more versatile performance management features that enable customers to configure the solution to best fit their unique organizational requirements, including:
- More flexible 360-degree reviews with adjustable rating scales and the ability to allow for a variety of contributors outside of the default review path
- Capability for feedback on employee goals and competencies in addition to performance, with feedback weighting based on role
- Configurable employee competency assignment by both HR administrators and managers
Extended Web Services APIs
Ultimate has been providing a SaaS-based system of record for HR since 2002, and UltiPro Spring 2011 builds on Ultimate’s track record of integrating data across the enterprise by connecting to hundreds of third-party systems and service providers. To address customers’ progressively more complex business ecosystem, the latest edition of UltiPro extends Ultimate’s open approach with a broadened portfolio of Web Service APIs to enable standards-based connectivity to other cloud and on-premise solutions—whether for a manager pulling real-time data into Microsoft® Excel® or for more complex connections to other back-office enterprise systems.
Customer Value
With 1,200 employees worldwide, Franchise World Headquarters, LLC, the service organization for the SUBWAY® restaurant franchise system, is excited about UltiPro’s expanded Spring 2011 features for global HR and talent management so it can deliver better decision support to business leaders as well as directly impact employee performance.
“With UltiPro as our single solution of record for HCM, we are consolidating workforce metrics, such as compensation and performance history, and accelerating the delivery of workforce information across our business. With so much of our workforce deployed around the world, we are especially pleased that UltiPro continues to deliver additional global employee management capabilities with each release,” said Lisa Shea, assistant director of human resources for Franchise World Headquarters, LLC, the service organization for the SUBWAY® restaurant franchise system.
“We’re also excited that, with UltiPro, we now can include people outside of the employee/manager path in 360-degree reviews for more collaborative talent development, which we are looking into for the future.”
All UltiPro SaaS customers will be live on UltiPro’s Spring 2011 update this month. Ultimate plans three major updates to its HCM suite this year, with additional releases to support compliance requirements as necessary—all handled for customers without the burden on internal IT resources typically required with software updates. An inherent benefit of cloud services, customers can focus on their business rather than IT administration.
“Business agility demands HCM tools that can help organizations understand the landscape of their current workforce, cultivate talent, and adapt business processes to optimize the organization fast,” said Adam Rogers, chief technology officer and senior vice president of product development at Ultimate Software. “This agility requires that enhancements to HCM technology be delivered rapidly in order to be relevant and responsive to market needs—and that’s where the strength of the SaaS model shines. Businesses can no longer afford to wait for the typical on-premise software upgrade. With UltiPro in the cloud, we are delivering seasonal releases that provide the enhancements our customers need to execute effectively today.”
For more information on Ultimate Software, please visit www.ultimatesoftware.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Adam Rogers, Applicant Tracking, compensation, HCM, HR Systems, HR Technology, HRchitect, HRIS, HRMS, Human Capital Management, Matt Lafata, payroll, Performance, Recruiting, Talent Acquisition, Talent Management, Ultimate Software, UltiPro, workforce | Permalink
Posted by mattlafata
June 7, 2011
Award-Winning Provider Responds to Market Trends and Client Requests with Compensation Enhancements
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!
Leading Talent Management solutions provider, PageUp People, today announced its latest product release, which adds compensation functionality to its performance management system.
With this latest offering, PageUp People integrates compensation with its performance management module to enable line managers to grant annual merit increases as well as allocate bonuses and stock options based on company policies and guidelines. Having these capabilities coupled with the performance processes enables organizations to effectively correlate the impact of compensation on high performance.
According to the latest compensation planning and analysis research bulletin from Bersin & Associates, “Getting Compensation Right: The Value of Compensation Analysis and Planning Tools,” more than 90 percent of performance and talent management software applications are not integrated with any form of compensation management solution. As a result, HR is spending more time on program administration than analyzing data to effectively support their people strategy.
With PageUp People’s new functionality, managers can prevent compensation budget overruns by allocating increases and bonuses more effectively and reduce flight risk by rewarding high potentials and top performers.
“Compensation modules have traditionally been the least deployed of the talent management applications because compensation practices differ based on an organization’s culture and pay philosophy,” stated Karen Cariss, Global CEO, PageUp People. “Recognizing that compensation is a critical component in attracting and retaining talent, PageUp People has responded with a flexible solution that automates and streamlines compensation planning and can be tailored to support each organization’s unique pay practices. Integrating compensation planning with the performance system will support an effective compensation program and drive bottom line results.”
Bringing compensation technology into the performance management suite helps guide busy line managers through each stage of the process, ensuring standardization and reduced risk. PageUp People’s combination of its leading Software as a Service (SaaS) solution and best practice talent management consulting practice provides a foundational platform so that effective individual performance discussions can achieve intended business results.
PageUp People’s Performance Management solution allows an organization’s employees to benefit from clear objectives and ‘no surprises’ performance reviews with remuneration linked to performance. More information about PageUp People’s Performance Management solutions can be accessed at http://www.pageuppeople.com/Perf_Man.htm.
For more information on PageUp People, please visit www.pageuppeople.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Applicant Tracking, Bersin, compensation, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Karen Cariss, Matt Lafata, PageUp People, Performance, Recruiting, Talent Acquisition, Talent Management | Permalink
Posted by mattlafata
May 25, 2011
First-of-its-Kind Community Site, Enriched by Industry Leading Content from Mercer, Promotes Best Practices and Discussion of Key Compensation Trends Among Thought Leaders and HR
HRchitect includes Peopleclick Authoria in our list of top Talent Acquisition Systems vendors and top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 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!
Peopleclick Authoria, offering a unique combination of best-of-breed suite solutions for Talent Management, Vendor Management and Workforce Compliance and Diversity, recently announced the launch of the Compensation Forum. This interactive online community serves as a first-of-its-kind centralized destination where HR executives, compensation professionals, thought leaders and industry pundits can exchange innovative ideas and promote new thinking on the business-critical topics around compensation. Compensation Forum, enriched by the broad content, global surveys and leading research of Mercer – the global leader for trusted HR and related financial advice, products and services – will focus on the increasingly strategic role of compensation initiatives across the entire Talent Management chain to build profitability and to propel organizational success in a recovering economy.
“Peopleclick Authoria’s long history of technology innovation and leadership in the Talent Management arena ideally positions the company to design and launch the Compensation Forum to foster community dialog and progress in understanding and addressing the strategic role of compensation within the context of pay for performance programs, executive and board room analytics, management dashboard, blended workforces, succession planning and compliance, among many other emerging compensation initiatives that integrate across a range of talent management functions,” said Ms. Pat Milligan, President of Human Capital at Mercer. “We see an ever-increasing need for this type of forum as compensation continues to be a complex and strategic lever in corporate performance, strategy and profitability. We are pleased to bring to bear the strength of our talent and rewards research and data to drive the important agenda and ongoing discussion of this influential industry group.”
The Compensation Forum launch coincided with the recent WorldatWork Total Rewards 2011 Conference & Exhibition in San Diego. At the event, total rewards experts from around the globe came together to share the latest in dynamic solutions and answers for helping organizations not only find top talent, but also address ways to retain those employees and maintain productivity. With the Compensation Forum, professional networking and strategic compensation management conversations have a place to continue long after the conference ends.
“The momentum leading up to this year’s Total Rewards Conference has been unparalleled as organizations realize the strategic importance of implementing strong compensation management processes that work closely with performance management programs,” stated Charles S. Jones, Chairman and CEO of Peopleclick Authoria. “Our goal with the Compensation Forum is to create a place where professionals and thought leaders can advance the most relevant market issues and continue to propel the strategic and influential impact of integrated compensation decisions with performance and succession with the end goal of driving organizations towards increased profitability and success.”
At the Compensation Forum, industry professionals can interact by asking questions, providing answers, sharing commentary and exchanging ideas on a message board dedicated to different topics covering varying areas of compensation management. The Compensation Forum also features pertinent blog posts and timely commentary on the issues most relevant to compensation professionals.
To learn more about Peopleclick Authoria, please visit www.peopleclickauthoria.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Charles Jones, compensation, diversity, HCM, hiring, HRchitect, Human Capital Management, Matt Lafata, mercer, Peopleclick Authoria, Performance Management, Recruiting, sourcing, Talent Acquisition, Talent Management, Total Rewards, vendor management, workforce compliance, WorldatWork | Permalink
Posted by mattlafata
April 27, 2011
Web-based CompAnalyst Job Description Builder Helps Increase Hiring Efficiencies
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 May, 2010 and the Kenexa World 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 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!
As the economy begins to recover and hiring increases, employers need to ensure their compensation programs remain competitive and in line with candidate expectations. The latest addition to Kenexa’s (NASDAQ:KNXA) award-winning compensation software, CompAnalyst Job Description Builder gives employers a streamlined approach to the creation, storage and maintenance of job descriptions, which are critical to talent and compensation management.
“Many organizations do not have a central place to store and manage job descriptions and have poorly defined systems for keeping them updated, which leads to job descriptions that are outdated, inaccurate and inconsistent. These inefficiencies can negatively affect quality of hire, accuracy of compensation benchmarking, and exposure to liability. The CompAnalyst Job Description Builder provides the solution to meet those needs,” stated Zahir Ladhani, Kenexa’s president, Compensation.
Job descriptions are a foundational component for successful recruiting and talent management and also are critical to maintaining EEOC compliance. With CompAnalyst Job Description Builder, HR and compensation professionals can easily manage the process of building and maintaining job descriptions. For companies without existing job descriptions – or for those looking for a point of reference for key roles – the solution also provides high-level descriptions, including functional competencies, for more than 4,000 benchmark jobs.
Since 1999, Kenexa, a global provider of business solutions for human resources, has been developing highly configurable compensation software that automates critical talent management processes, making them more effective and accessible. With the addition of Job Description Builder, Kenexa’s compensation software solutions continue to give businesses access to the compensation data and tools that are required to attract and hire top talent. Companies can choose from a complete set of flexible, web-based modules that, when combined, help reduce costs, increase efficiencies and eliminate compliance risks.
Hosted by Kenexa, Job Description Builder centralizes job description storage so job descriptions are accessible any time, from anywhere in the world. The newest CompAnalyst module gives customers the flexibility to build customized templates that reflect the unique structure and content of each organization’s job descriptions. The solution also maintains a complete history of changes to each job description and allows for the export of job descriptions to print-ready PDF or Word formats. In addition to the functionality provided by Job Description Builder, Kenexa’s CompAnalyst modules provide compensation data, market pricing tools, analytics software and other resources to help companies create successful compensation programs.
Kenexa’s CompAnalyst Job Description Builder is available immediately to new and existing Kenexa customers. Kenexa will exhibit this solution and others in Booth 603 at WorldatWork’s Total Rewards Conference, May 23-25, 2011 in San Diego, Calif.
For more information on Kenexa, please visit www.kenexa.com
Matt Lafata, HRchitect
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Posted by mattlafata
March 11, 2011
New vice president and research director will advance the company’s education, research and advisory services capabilities in talent management and workforce performance management
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!
Ventana Research announced today that industry leader Kevin W. Grossman has joined the company as vice president and research director focused on the industry and focus on utilizing the people and workforce effectively. This focus in the industry has been often strategically called human capital management with a focus on applications that are part of talent management and human resource management and information systems that enables improvement to workforce performance and the human resource profession.
Grossman brings to Ventana Research more than a decade of HCM marketplace experience, during which time he has marketed and educated the market on value of the hiring and workforce processes that human resources and those in operational management can improve their organizational efficiencies. Kevin was recently rated as #1 HR digital influencer, #2 digital influencer in leadership and #4 influencer in talent management by online magazine HRExaminer.com outpacing all other industry analysts.
“We are ecstatic about Kevin Grossman joining our team,” said Mark Smith, Ventana Research CEO and EVP of Research. “With his experience and presence in HR dialogue he will bring new research and education to the industry while providing world-class advice to clients worldwide to separate hype from reality in regards to vendors and products. I have admired Kevin’s work that has brought fresh perspective to the industry.”
At Ventana Research, Kevin will direct research and education on a range of applications and processes covering human capital management across talent acquisition, talent management, workforce performance management and HR management systems (HRMS). These areas include specific workforce process areas of recruiting, onboarding, performance, compensation, learning, succession and analytics. He also will take responsibility for leading the research and advisory services that will educate organizations on how to adopt best practices and technologies to help HR and organizations worldwide. Kevin will also help lead the business technology innovations within human capital management by Ventana Research including: analytics, cloud computing, collaboration, mobility and social media.
Grossman will develop progressive research into the role of these applications and technologies across business and IT functions, while also providing assistance to human resource organizations in making critical investment decisions regarding investments in the offerings of software suppliers like ADP, Cornerstone OnDemand, Kenexa, Kronos, Lawson, Oracle, Plateau, Saba, SAP, SuccessFactors, SumTotal Systems, Taleo and Talent Technology.
Grossman will be responsible for servicing Ventana Research clients across business and IT, ensuring they benefit from the company’s world-class education and research through workshops, assessments and the new fact- and education-based advisory service called Ventana OnDemand. He will also be responsible for leading benchmark research and vendor and product analysis and comparison called Ventana Research Value Index. Prior to joining Ventana Research, Grossman was the president of HRmarketer.com and other consulting firms who focused on the HR process and technologies in the market.
“With more than decade of experience in the HR industry, I’ve wanted to provide the education and research that helps buyers and suppliers get better aligned to realize the true value of people across business processes,” Grossman said. “Becoming part of Ventana Research is a great opportunity to share my experience and passion with organizations so they might too increase their human capital value. The continuing consolidation and simultaneous growth of the Talent Management space creates the need for a strong and reliable voice with the experience, reputation and depth of research and coverage that Ventana Research offers.”
Those that want to gain access to Kevin Grossman’s industry insights and advice can set up an inquiry through client services or sign up for research- and advisory-based Ventana OnDemand Services. Kevin can be found on Twitter at @kgrossmanvr, LinkedIn (http://www.linkedin.com/in/kevinwgrossman) and his blog at http://kevinwgrossman.ventanaresearch.com and can be reached via email at kevin dot Grossman at VentanaResearch dot com. You can learn more about Ventana Research on LinkedIn.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Recruiting, Talent Acquisition, Talent Management | Tagged: compensation, HCM, HR Systems, HR Technology, HRchitect, HRMS, Human Capital Management, Kevin Grossman, learning, Mark Smith, Matt Lafata, Onboarding, Performance, Recruiting, Talent Acquisition, Talent Management, Ventana, workforce | Permalink
Posted by mattlafata
March 3, 2011
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!
Santa Monica-based Cornerstone OnDemand, which develops online learning and talent management software, said Wednesday morning that it expects its IPO to price between $9.00 and $11.00 per share. The firm is looking to list on the NASDAQ Global Market as CSOD. Cornerstone OnDemand is selling 10.5 million shares of its stock, raising around $105M in the offering. Cornerstone OnDemand is headed by Adam Miller, and is venture backed by Bay Partners, Bessemer Venture Partners, and Meritech Capital.
For more information about Cornerstone OnDemand, visit www.cornerstoneondemand.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Talent Management | Tagged: Adam Miller, Charles Coy, compensation, Cornerstone OnDemand, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, learning, Matt Lafata, Performance, Talent Management, WebMingle | Permalink
Posted by mattlafata
February 17, 2011
Sales Performance Management and Talent Management Leaders to Co-Market SPM Solutions
HRchitect includes StepStone in our list of top Talent Acquisition Systems and Top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, 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!
Synygy Inc., the largest and most experienced provider of sales compensation management and other sales performance management (SPM) software and services, today announced a partnership with StepStone Solutions, a global provider of talent management solutions, to co-market SPM solutions focused on automation of sales force staffing processes.
Sales force staffing processes include the management of sales hiring, on-boarding, coaching, skills and competency assessment, training and certification, and other talent management functions. With increasingly higher expectations of sales force performance, companies that lack an integrated approach to managing processes related to sales force staffing run the risk of negatively impacting sales force productivity by ineffectively hiring and bringing on board salespeople with the desired skills, experience, and qualifications.
The combined solutions for managing sales compensation, sales performance, and sales talent that are provided by Synygy and StepStone Solutions help to drive sales force effectiveness and productivity.
“This agreement is the latest outcome of Synygy’s multi-faceted partnering strategy,” said Mark A. Stiffler, Synygy’s president and CEO. “StepStone Solutions is a leader in web-based talent acquisition and talent management solutions. Our joint solutions further expand our offerings the area of the sales staffing process component of Synygy’s set of a dozen SPM focus areas.”
With complementary geographic and subject matter footprints, the two organizations intend to leverage one another’s strengths to present comprehensive solutions to their clients.
“Companies are taking a holistic approach to their pay-for-performance initiatives,” said StepStone Solutions CEO, Matthew Parker. “Our partnership with Synygy, a world-recognized authority on sales compensation and sales performance management, positions us to address the entire scope of sales operations needs of our client base.”
For more information on Synygy’s sales compensation management, other SPM solutions, and partner programs visit www.synygy.com.
For more information please visit www.stepstonesolutions.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Recruiting, Talent Acquisition, Talent Management | Tagged: compensation, competency assessment, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Mark Stiffler, Matt Lafata, Matthew Parker, sales performance, StepStone, Synygy, Talent Management | Permalink
Posted by mattlafata
February 16, 2011
Latest In-Depth Research Ranks SumTotal as Top Ranked Hot Vendor in Product Capability and Customer Assurance Categories
HRchitect featured SumTotal Systems in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. SumTotal Systems appeared on the HRchitect WebMingle on May 1, 2009. SumTotal Systems also competed in the HRchitect Beauty Pageant on Employee Performance Management Systems in February 2009, where they were crowned the winner. 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. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!
SumTotal® Systems, Inc., the global leader in complete talent management solutions, today announced that the Ventana Research 2011 Value Index for Total Compensation Management identifies SumTotal as the top ranked supplier of total compensation management solutions providing the maximum overall value to the marketplace. Based on the weighted factoring of five product and two customer assurance categories, SumTotal was rated with the highest compliance and designated a “Hot Vendor” for compensation management software.
The Ventana Research 2011 Value Index for Total Compensation Management is the distillation of a year of market and product research efforts by Ventana Research, the premier benchmark research and advisory services firm. Built on a foundation of 10 years of business and technology research, this unbiased, fact-based index is the first such industry undertaking to assess the value of software designed specifically for enabling total compensation management.
According to Ventana Research, “In the 2011 Value Index for Total Compensation Management, the company delivering the highest value on an overall weighted-evaluation basis is SumTotal Systems, which earned the Hot Vendor rating.”
“The lack of vendor and product reviews offered in the market by IT analysts has misled the business and IT buyers on the importance of this category,” said Mark Smith, CEO & EVP Research, Ventana Research. “Ventana Research believes that an investment in total compensation management software, wisely done, is a strategic step toward improving workforce performance, and our benchmark research confirms this evaluation. SumTotal’s rating as overall ‘Hot Vendor’ places them as a key solution provider that organizations should evaluate for compensation processes.”
“Reducing the complexity of global compensation management should be the number one priority for all organizations,” said Nadeem Syed, Executive Vice President, Worldwide Product Management & Engineering at SumTotal. “Costs savings can be realized across the entire value chain, from plan definition, to decision support, integration, localization, and approvals. By focusing on a handful of key best practices, HR organizations better position themselves to optimize planning, modeling, budgeting, analysis, and execution of their enterprise-wide compensation plans.”
SumTotal’s compensation solution is comprised of two key elements to support the needs of complex global organizations: Compensation Planning and Incentive Compensation.
SumTotal Compensation automates and manages the planning, modeling, budgeting, analysis, and execution of enterprise- wide compensation plans. This solution enables organizations to develop and apply consistent compensation plans to all employees.
SumTotal Incentive Compensation motivates employees and manages financial rewards within an organization. This solution streamlines incentive policy administration and provides long-term planning for both market- and performance-based plans, as well as variable pay flexibility for individuals, teams, sales, or executives.
“We are extremely pleased to be again recognized for our advanced technology and capabilities in this area,” said John Borgerding, CEO of SumTotal Systems. “Ventana Research is leading the industry with comprehensive analysis in this critical market segment and has a clear perspective of what it takes for customers to succeed. This recognition is further testament to our momentum not only in compensation management, but also in the complete talent management software marketplace.”
For more information, visit the company’s website at www.sumtotalsystems.com. The executive summary of Ventana Research’s Value Index Research is available at: http://www.ventanaresearch.com/tcmvalueindex
For more information on SumTotal Systems, please visit www.sumtotalsystems.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Recruiting, Talent Acquisition, Talent Management | Tagged: compensation, Dave Watkins, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, John Borgerding, Learning Management, Mark Smith, Matt Lafata, SumTotal Systems, Talent Management, Ventana, WebMingle | Permalink
Posted by mattlafata
February 9, 2011
Non-GAAP revenue grows 46 percent
– Q410 billings hit an all-time high of $88.5 million, growing 41 percent year-over-year.
– 2010 cash generated from operations was approximately $43.4 million representing 182 percent growth over 2009.
– Deferred revenue increases to a record $234.4 million; including backlog, revenue visibility grows to $417.5 million.
– Initiates first quarter and full year fiscal 2011 guidance.
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. 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!
SuccessFactors, Inc. (Nasdaq: SFSF) today announced results for its fourth quarter fiscal and fiscal year 2010 which ended December 31, 2010.
“SuccessFactors had an outstanding quarter and a great year in 2010. Once again the company achieved record quarterly results, highlighted by an all-time high in quarterly billings at $88.5 million, up 41 percent year-over-year,” said Lars Dalgaard, founder and CEO for SuccessFactors. “When we were at a $40 million revenue run rate we were growing more than 100 percent, and now at more than $200 million we are growing more than 40 percent. I’m proud that we continue to be one of the fastest growing public SaaS companies.”
Results for the fourth quarter fiscal 2010:
- Q4 FY10 Non-GAAP Revenue: For the quarter ended December 31, 2010, non-GAAP revenue was approximately $61.7 million, compared to the company’s prior guidance of $55.5 million to $56.5 million, and compared to $42.2 million in the quarter ended December 31, 2009, an increase of approximately 46 percent year-over-year and an increase of 15 percent sequentially from Q310.
- Q4 FY10 Non-GAAP Operating Profit: For the quarter ended December 31, 2010, the Company recognized non-GAAP operating income of $372,000 and GAAP loss from operations of $5.4 million. The non-GAAP operating income excludes approximately $9.1 million in stock-based compensation expense, amortization of intangibles, future cash consideration of acquisitions and integration costs and a $4.8 million gain on revaluation of contingent consideration for the quarter ended December 31, 2010.
- Q4 FY10 Total Deferred Revenue and Backlog: Total deferred revenue as of December 31, 2010 was $234.4 million, up approximately 14 percent sequentially from approximately $206.1 million at September 30, 2010 and up approximately 29 percent year-over-year from $181.6 million at December 31, 2009. Unbilled backlog as of December 31, 2010 totaled $183.1 million, up 28 percent from $143.1 million at December 31, 2009.
- Q4 FY10 Cash Flow Generated from Operations: For the quarter ended December 31, 2010, cash flow generated from operating activities was approximately $13.9 million, up approximately 69 percent from the approximately $8.2 million for the quarter ended December 31, 2009.
- Q4 FY10 Net Loss per Common Share: For the quarter ended December 31, 2010, on a GAAP basis, net loss per share was $0.05. On a non-GAAP basis, net income per share, basic and diluted, was $0.00. Non-GAAP net income per common share, both basic and diluted, excludes approximately $9.1 million in stock-based compensation expense, amortization of intangibles, future cash consideration of acquisitions and integration costs, a $4.8 million gain on revaluation of contingent consideration related to business combinations and $1.5 million unrealized foreign exchange gain on an intercompany acquisition loan related to Inform. This compares to non-GAAP net income per share of $0.01 in the third quarter of 2010 which excluded $8.5 million of stock-based compensation expense, amortization of intangibles, future cash consideration of acquisitions and integration costs, a $3.1 million gain on revaluation of contingent consideration related to business combinations and $3.5 million unrealized foreign exchange gain on an intercompany acquisition loan related to Inform, and non-GAAP net income per share of $0.01 in the fourth quarter of 2009 which excluded $3.0 million of stock-based compensation. For the fourth quarter of 2010, GAAP net loss per common share calculations assume a weighted share count of approximately 76.4 million. Non-GAAP net income per common share calculations assume average weighted basic and diluted share counts of approximately 76.4 million shares and 84.0 million shares, respectively.
SuccessFactors’ results for fiscal year 2010:
- FY 2010 Non-GAAP Revenue: Fiscal 2010 non-GAAP revenue was approximately $209.4 million, compared to prior guidance of $203.2 million to $203.7 million for the year. Compared to fiscal 2009 revenue of approximately $153.1 million, 2010 revenue increased 37 percent year over year.
- FY 2010 Cash Flow Generated from Operations: For the fiscal year ended December 31, 2010, the company generated approximately $43.4 million of cash from its operating activities, compared to $15.4 million generated from operations in fiscal 2009. Total cash, cash equivalents and marketable securities at December 31, 2010 were approximately $356.5 million, up $33.2 million, or 10 percent, from the same date last year, and an increase of 7 percent sequentially from September 30, 2010.
- FY 2010 Net Loss per Common Share: On a GAAP basis, for the year ended December 31, 2010, net loss per share was $0.17. Non-GAAP net income per common share, basic and diluted was $0.07 which excludes approximately $27.2 million in stock-based compensation expense, amortization of intangibles, future cash consideration of acquisitions and integration costs, an approximately $7.9 million gain on revaluation of contingent consideration related to business combinations and approximately $5.0 million unrealized foreign exchange gain on an intercompany acquisition loan related to Inform. This compares to a non-GAAP net loss per share of ($0.04) for the prior year which excluded $10.4 million of stock-based compensation expense. GAAP net loss per common share calculations assume average weighted basic share count of 73.9 million. Non-GAAP net income per common share calculations assume average weighted basic and diluted share counts of approximately 73.9 million shares and 80.9 million shares.
For more information on SuccessFactors, please visit www.successfactors.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: compensation, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Inform, Lars Dalgaard, Matt Lafata, Performance, SuccessFactors, sucession, Talent Management | Permalink
Posted by mattlafata
