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
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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 | 
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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
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: CompAnalyst, compensation, Derek Bluestone, EEOC, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Kenexa, Matt Lafata, Talent Management, WebMingle | Permalink
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
February 9, 2011
Record Quarterly Non-GAAP Revenue of $71.2 Million, up 41% Year-Over-Year; Non-GAAP Application Revenue of $57.8 Million, up 30% Year-Over-Year; Record Full Year GAAP Revenue of $237.3 Million, up 20% Year-Over-Year; Non-GAAP Revenue of $241.8 Million, up 21% Year-Over-Year
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, 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!
Taleo Corporation (NASDAQ: TLEO), the leading provider of on-demand Talent Management solutions, today announced record-setting results for its fiscal fourth quarter and the year ended December 31, 2010, completing a year of break-through performance.
“Taleo’s Talent Intelligence value proposition — providing insight for organizations to better know their people and grow their business — is putting talent management at the front of the business agenda,” said Michael Gregoire, Chairman and CEO of Taleo. “Our performance in 2010 reflects tremendous market adoption of our talent management suite of Recruiting, Performance, Compensation and Learning wrapped around powerful analytics.”
Taleo delivered the following results for the fourth quarter and full year 2010:
Fourth Quarter Revenue: Total revenue for the fourth quarter was $67.2 million, an increase of 33% on a year-over-year basis. Application revenue for the fourth quarter was $55.2 million, an increase of 24% on a year-over-year basis. Services revenue for the fourth quarter was $12.0 million, an increase of 101% on a year-over-year basis.
Total fourth quarter non-GAAP revenue was $71.2 million, an increase of 41% on a year-over-year basis. Non-GAAP application revenue for the fourth quarter was $57.8 million, an increase of 30% on a year-over-year basis. Non-GAAP services revenues for the fourth quarter was $13.4 million, an increase of 123% on a year-over-year basis.
2010 Revenue: Total revenue for the full year 2010 was $237.3 million, an increase of 20% on a year-over-year basis. Application revenue for the full year 2010 was $199.3 million, an increase of 15% on a year-over-year basis. Services revenue for the full year 2010 was $38.0 million, an increase of 52% on a year-over-year basis.
For the full year 2010, the company reported Non-GAAP revenue of $241.8 million, an increase of 21% from the prior year. Non-GAAP application revenue for the full year 2010 was $202.4 million, an increase of 16% on a year-over-year basis. Non-GAAP services revenue for the full year 2010 was $39.3 million, an increase of 58% on a year-over-year basis.
Fourth Quarter Earnings per Share: Fourth quarter loss per share was $(0.02), compared to net income per fully diluted share of $0.13 a year ago. Non-GAAP income per fully diluted share was flat year-over-year at $0.23. The company’s non-GAAP results include amounts excluded from GAAP revenue due to the write down of the deferred revenue associated with purchase accounting for Worldwide Compensation and Learn.com, and exclude the effects of $3.9 million in stock-based compensation expense, $5.3 million in amortization of acquired intangibles, and $3.8 million in acquisition related transaction costs. GAAP fourth quarter EPS calculations are based on 40.3 million basic weighted average shares outstanding, while non-GAAP fourth quarter EPS calculations are based on 43.4 million fully diluted weighted average shares outstanding. The fully diluted weighted average shares outstanding used to compute non-GAAP earnings per share have been calculated without giving consideration to the treasury stock method.
2010 Earnings per Share: For the full year 2010, net income per fully diluted share declined to $0.01 from $0.04 a year ago. Non-GAAP net income per fully diluted share for the full year 2010 rose to $0.78 compared to $0.77 a year ago. The company’s non-GAAP results include amounts excluded from GAAP revenue due to the write down of the deferred revenue associated with purchase accounting for Worldwide Compensation and Learn.com, and exclude the effects of $14.9 million in stock-based compensation expense, $14.5 million in amortization of acquired intangibles, and $6.8 million in acquisition related transaction costs. GAAP full year 2010 EPS calculations are based on 40.9 million fully diluted weighted average shares outstanding, while non-GAAP full year 2010 EPS calculations are based on 43.0 million fully diluted weighted average shares outstanding. The fully diluted weighted average shares outstanding used to compute non-GAAP earnings per share have been calculated without giving consideration to the treasury stock method.
Customers: In the fourth quarter, 304 new businesses chose Taleo’s Talent Management solutions for recruiting, performance, learning and/or compensation management, including: DHL Global, Panda Restaurant Group, Southern California Edison, St. Joseph Health systems and Universal City Studios. A record 16 new contracts in the fourth quarter were larger than $250,000 in first year application revenue, underscoring the market interest in larger, global deployments and in multiple component suite solutions. The performance management product line performed exceptionally well with a record 57 transactions in our fourth quarter and over 170 transactions in 2010.
Cash: Cash from operations for full year 2010 was $35.8 million, down 29% from $50.7 million in 2009. Cash flow from operations was down in 2010 due primarily to the impact of operating liabilities assumed in our 2010 acquisitions of Worldwide Compensation and Learn.com, and the timing of fourth quarter 2010 billings. Total cash and cash equivalents finished the year at $141.6 million, a decrease of $102.6 million from the prior year, which includes approximately $137.5 million in net outflow from the company’s acquisitions of Worldwide Compensation and Learn.com in 2010.
For more information on Taleo, please visit www.taleo.com
Matt Lafata, HRchitect
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Posted by mattlafata
February 8, 2011
IDC MarketScape Recognizes Taleo’s Market Momentum and Suite Offerings
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, 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!
Taleo Corporation (NASDAQ: TLEO), the leading provider of on-demand talent management software solutions, today announced that IDC has recognized Taleo as a market leader in Integrated Talent Management in the 2011 MarketScape report.
Taleo maintained its leadership position in this year’s analysis with noted strengths in many areas including depth in capability of the individual talent functions, a robust partner ecosystem, strong brand recognition, global reach, and a track record of innovative research and development and integration.
The report is IDC’s annual analysis of software vendors that offer integrated solutions to help companies attract, develop and retain their workforces. These solutions include software for recruiting and staffing, learning and development, performance management, compensation management and career and succession planning, all supported by a base of competency management and assessment. Taleo is cited for vision and execution in providing organizations with a superior end-to-end solution capable of meeting the needs of the entire employee lifecycle. According to IDC, Taleo’s strengths also include the Talent Grid, which positions the Taleo talent management suite as the focal point in a talent-partner ecosystem that enables data exchange, seamless reporting, and tighter integration through published APIs, as well as Taleo’s analytics capabilities.
“Taleo is again a market leader in this year’s analysis with strengths in many areas including depth in capability of the individual talent functions, a robust partner ecosystem, and strong brand recognition,” said Lisa Rowan, Program Director for HR and Talent Management Services with IDC. “By adding learning capabilities through its recent acquisition of Learn.com Taleo has completed filling out the five pillars of talent management and continues to expand its range of talent management capabilities.”
“Businesses are turning to Taleo for talent intelligence, the key insights needed to help power their talent management strategies. These companies depend on Taleo’s complete offering of software solutions and access to the largest global community of talent management experts and partners to achieve growth,” said Shail Khiyara, Taleo’s Chief Marketing Officer. “We are pleased to see that our market momentum, suite offerings and proven record of successful acquisitions is reflected in IDC’s analysis.”
For more information on Taleo, please visit www.taleo.com
Matt Lafata, HRchitect
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Posted by mattlafata
February 1, 2011
Extends Leadership and Increases Market Share in the SMB Market
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, 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!
Taleo Corporation (NASDAQ: TLEO), the leading provider of on-demand talent management solutions, today announced it has signed a definitive agreement to acquire Cytiva (TSX-V: CRX), a leading mid-market provider of on-demand recruiting software solutions, for approximately $11 million Canadian dollars in cash.
This acquisition solidifies Taleo’s leadership position in talent management for small and medium-sized businesses, and will extend Taleo’s customer base that will benefit from Taleo’s unified talent management platform. The acquisition continues Taleo’s commitment to offer SMB customers a fully optimized talent management suite to meet the unique needs of this market.
Cytiva software is used by more than 250 companies throughout North America including Restoration Hardware, Ocean Spray and Mediacom. Cytiva has been recognized by Bersin and Associates for its candidate and hiring manager user experience.
“We are excited about the opportunity to continue providing Cytiva’s customers with a high level of service and support while bringing them the advantages of Taleo’s full suite of recruiting, performance, succession, compensation, and learning capabilities,” said Michael Gregoire, Chairman and CEO of Taleo. “Through our experienced, dedicated integration team we will ensure that our new customers’ needs are heard and addressed as they leverage all of Taleo’s capabilities to better know their people and drive business results.”
The acquisition is subject to customary closing conditions, including regulatory approval, and is expected to be completed early in Q2, 2011.
For more information on Taleo, please visit www.taleo.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Bersin, compensation, Cytiva, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Matt Lafata, Michael Gregoire, Performance Management, Recruiting, sonic recruit, Taleo, WebMingle | Permalink
Posted by mattlafata
January 17, 2011
Customer Centric Advancements Delivers New Level of Reporting Capabilities for Improved Visibility into Workforce Effectiveness
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 the latest enhancements to its Talent Management platform. Innovative product advancements to the software system enable organizations of all sizes to more easily develop, deliver and track key talent management initiatives around learning, performance, compensation, succession, and recruiting. SumTotal’s commitment to customers is enabling deeper visibility into workforce information that improves decision making, reduces administration costs, and helps drive business performance.
With the latest enhancements to its Talent Management platform, SumTotal is focused on helping customers gain greater value from their HR technology investments and advancing how organizations better manage their workforce. By offering an integrated and automated approach to managing today’s talent management challenges, SumTotal is providing leaders across the globe with the information necessary to make more strategic workforce decisions. Selected new features include:
- Enhanced Administrative Capabilities – Including numerous advancements that enable organizations to institute comprehensive learning standards enterprise-wide while minimizing the efforts to manage a globally distributed learning operation.
- Performance Management Advancements – Extended career profile and goal management enhancements, empowers individuals to manage their career growth intuitively and effectively.
- Reporting Advancements – This latest release provides additional new value-add reports and options to provide a new level of visibility into workforce effectiveness. SumTotal continues to push the envelope in providing customers enterprise-class reporting capabilities that scale to support the largest global enterprises without the cost of additional infrastructure.
In addition, SumTotal now provides a powerful extensibility framework that enables organizations to further extend the capabilities of the SumTotal platform to meet their business needs. The extensibility framework provides organizations the ability to build customer specific solutions without needing to customize the application, thereby lowering their total cost of ownership.
“SumTotal is committed to providing our customers with the most powerful and easy to use talent management tools to advance their workforce and realize a true competitive advantage,” said Nadeem Syed, Executive Vice President, Worldwide Product Management & Engineering of SumTotal Systems. “Working in collaboration with our customers, SumTotal continues to evolve our solutions to target the precise needs of the market and ensure that HR professionals can optimize the effectiveness of their workforce.”
For more information on SumTotal Systems, please visit www.sumtotalsystems.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: compensation, Dave Watkins, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Learning Management, LMS, Matt Lafata, Performance Management, Recruiting, Softscape, succession, SumTotal Systems, Talent Management, WebMingle, workforce | Permalink
Posted by mattlafata
October 28, 2010
Record Total Revenue of $58.7 Million; 31% Year-Over-Year Increase in Application Business Signed; Added 197 SMB Customers; 31% Increase Year-Over-Year
HRchitect featured Taleo in our May 2008 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. 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. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is here to help!
Taleo Corporation, the leading provider of on-demand talent management solutions, today announced its financial results for the quarter ended September 30, 2010.
“Smart organizations are mapping their business plans to parallel talent plans, ensuring they have the right people aligned to roles for both current and future business needs,” said Michael Gregoire, Chairman and Chief Executive Officer of Taleo. “Businesses recognize the need to know their people in order to grow their businesses and that requires better Talent Intelligence. Our third quarter results show the growing need for our unique blend of products and ecosystem.”
Taleo’s third quarter market momentum included:
– Launch of two, easy-to-use, cloud-based analytics products, Taleo Insight(TM) for small and medium-sized businesses and a new version of Taleo Analytics(TM) for larger enterprises.
– Crossed a market adoption milestone, surpassing more than one million performance management and compensation users under contract.
– Acquisition of Learn.com, a leading next generation provider of social and formal learning solutions. With Learn.com, Taleo becomes the industry’s only company to offer best-in-class solutions across all four pillars of a talent-optimized organization: recruiting, performance, compensation and learning management.
– Hosting 1,200 industry leaders in talent management at the company’s annual global user forum, Taleo World, September 13-16 in Chicago. The agenda included perspectives on talent from General Colin Powell and Proctor and Gamble’s A.G. Lafley.
Financial and customer highlights in the third quarter included:
– Total revenue of $58.7 million, an increase of 16% year-over-year;
– Cash flow from operations of $15.4 million; total cash at $264 million as of September 30, 2010;
– Signed 214 new customers, including 17 new Taleo Enterprise customers and 197 new Taleo Business Edition customers;
– Closed 4 large enterprise transactions with average annual contract values in excess of $250,000;
– New customers included: Chipotle Mexican Grill, Cummins, Corinthian Colleges, Gate Gourmet Switzerland GmbH, Gefco, RHODIA, Epic Systems, Information Experts, KPMG LLP, MSC Industrial, Skype, Thomas & Betts Corporation and Winn-Dixie Stores; and
– Existing customers who chose to expand their Talent Management set of solutions with Taleo included: AT&T, Hitachi Data Systems, Phoebe Putney Memorial Hospital, and Total System Services, Inc.
Taleo delivered the following financial results for the third quarter of 2010:
Revenue: Total revenue for the third quarter was $58.7 million, an increase of 16% on a year-over-year basis. Application revenue for the third quarter was $48.6 million, an increase of 8% on a year-over-year basis. Services revenue for the third quarter was $10.1 million, an increase of 72% on a year-over-year basis.
Net Income and Net Income Per Share to Common Stockholders: Net income was $1.6 million for the third quarter, compared to a net loss of $(1.1) million for the same period last year. Net income for the third quarter of 2010 includes $3.0 million in amortization expense related to acquisitions, $2.1 million in acquisition-related transaction costs, and $4.2 million in stock-based compensation expense. Net income per diluted share was $0.04 for the third quarter, based on 41.0 million weighted average shares outstanding, compared to a loss per share of ($0.04) for the same period last year, based on 30.9 million weighted average shares outstanding.
Non-GAAP Net Income and Non-GAAP Net Income Per Share to Common Stockholders: Non-GAAP net income was $11.0 million for the third quarter, compared to non-GAAP net income of $6.7 million for the same period last year. Non-GAAP net income includes amounts excluded from GAAP revenue due to the write down of the deferred revenue associated with purchase accounting for Worldwide Compensation, and excludes acquisition-related transaction costs, stock-based compensation expense, amortization of acquired intangibles, and the write-off of the Worldwide Compensation purchase option. Non-GAAP net income per fully diluted share was $0.25 for the third quarter based on 43.2 million fully diluted weighted average shares outstanding, compared to non-GAAP net income per fully diluted share of $0.20 for the same period last year based on 33.9 million fully diluted weighted average shares outstanding. The fully diluted weighted average shares outstanding used to compute non-GAAP net income per share have been calculated without giving consideration to the treasury stock method.
For more information on Taleo, please visit www.taleo.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, Kevin Marasco, learning, Matt Lafata, Michael Gregoire, Performance Management, Recruiting, Talent Acquisition, Talent Management, Taleo, WebMingle | Permalink
Posted by mattlafata
September 1, 2010
Reiterates financial guidance for the third quarter 2010
HRchitect featured Kenexa in our May 2008 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. Ron Hanscome, VP of Product Strategy with Kenexa appeared on the HRchitect WebMingle on June 26, 2009 and Derek Bluestone, VP Product Marketing appeared on June 17, 2010. 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. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is here to help!
Kenexa Corporation (Nasdaq: KNXA) and Salary.com, Inc. (Nasdaq: SLRY) today announced that they have entered into an agreement for Kenexa’s acquisition of Salary.com in an all cash tender offer and merger for $4.07 per share, or approximately $80 million. Kenexa, a global provider of business solutions for human resources, expects to complete the cash tender offer and close the transaction during the fourth quarter of 2010. The completion of the transaction is subject to a majority of the outstanding Salary.com shares being tendered, as well as satisfactory completion of other customary closing conditions, including certain regulatory approvals.
Kenexa expects to finance the deal through a combination of its cash balances and borrowings against its credit facility, which was recently put in place. The agreement has been unanimously approved by the board of directors of both companies, and Salary.com’s board intends to recommend that the Salary.com stockholders tender their shares in the offer.
Kenexa’s Chief Executive Officer, Rudy Karsan, stated, “We are very excited to announce the acquisition of Salary.com, which provides Kenexa with significant domain expertise and a strong leadership position in the area of on-demand compensation management solutions. Salary.com’s value proposition spans both software and proprietary content, similar to Kenexa, and their compensation management solutions are highly synergistic with our broad suite of talent acquisition and retention solutions. We believe Kenexa is increasingly being recognized in the market place as having the broadest and deepest suite of talent management solutions, and the addition of Salary.com’s solutions and customer base will further strengthen our competitive position.”
Karsan added, “We believe there is a tremendous opportunity to take Salary.com’s best-in-class compensation management solutions to Kenexa’s customer base, which includes some of the largest corporations in the world. In addition, Salary.com has several thousand customers that provide a fertile opportunity for Kenexa to deliver our suite of software, services and content. We believe Salary.com’s acquisition by Kenexa is a major positive for both of our respective companies, employees, partners, customers and prospects.”
Salary.com provides on-demand compensation software that helps businesses and individuals manage pay and performance. The company is the industry leader in market pricing and compensation analysis software that helps customers benchmark, compensate and reward its employees. Salary.com’s compensation solutions were designed by Certified Compensation Professionals (CCP®) and enable corporations to analyze pay competitiveness, simplify cumbersome survey participation and automate market pricing all in a single, web-based solution. Salary.com also provides companies with access to a wealth of employer reported compensation data that spans thousands of jobs.
Kenexa believes the acquisition of Salary.com is compelling for a number of reasons, including the following:
- Compensation management is highly synergistic with Kenexa’s current suite of talent acquisition and retention solutions
- Salary.com has established a market leadership position in the on-demand, compensation management market
- Salary.com and Kenexa have complementary business models as both companies deliver a combination of software and proprietary content through a subscription-based, on-demand model
- Kenexa believes there is a significant opportunity to expand Salary.com’s adoption in large organizations and on a global basis
- Kenexa expects the transaction will have a positive impact on its non-GAAP operating results
Kenexa’s management will provide additional, updated financial guidance that includes the expected contribution from Salary.com on its third quarter 2010 financial results conference call, assuming the acquisition has closed in advance.
Upon completion of the Salary.com acquisition, Kenexa’s non-GAAP results will exclude stock-based compensation expense and amortization of intangibles associated with acquisitions as they have in the past, in addition to non-recurring professional fees associated with completing the transaction and the purchase accounting reduction to Salary.com’s deferred revenue.
Salary.com’s interim chief executive officer, Paul Daoust, said, “Over the last several quarters, Salary.com has executed an aggressive restructuring plan to enable the company to focus on our core businesses and areas of competitive advantage. We believe Salary.com’s acquisition by Kenexa will enable us to capitalize on our market leading software and data in compensation, talent management and consumer offerings. Salary.com will now have access to a much larger global sales and services organization, greater R&D resources and overall financial strength to provide our customers with confidence that we will be able to meet their needs from a long-term perspective. We believe that the combination of Salary.com and Kenexa will provide a unique, end-to-end value proposition that positions our combined organization very well in front of an eventual improvement in the economy and hiring environment.”
Reiterates Financial Guidance for the Third Quarter 2010
On September 1, 2010, Kenexa’s management reiterated that the Company is on track to meet the financial guidance it previously issued on August 3, 2010. The Company continues to expect revenue to be $45 million to $47 million, and non-GAAP operating income to be $3.4 million to $3.6 million. Assuming an effective tax rate for reporting purposes of approximately 20% and approximately 23.2 million shares outstanding, Kenexa expects its non-GAAP net income per diluted share to be $0.12 to $0.13.
For more information on Kenexa, please visit www.kenexa.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: compensation, Derek Bluestone, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Kenexa, Matt Lafata, payroll, Rudy Karsan, Salary.com, Talent Acquisition, Talent Management | Permalink
Posted by mattlafata
August 26, 2010
Expands and Enhances Benefits and Talent Management Services Portfolio with Market-Leading Solutions Serving Large, Complex Organizations
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!
ADP, a leading provider of HR, payroll and benefits administration services, today announced that it has completed its acquisition of privately-held Workscape, Inc., a premier provider of integrated benefits and talent management solutions and services.
Based in Marlborough, Massachusetts, with approximately 400 employees, Workscape serves a broad client base, including numerous Fortune 250 companies, and provides solutions to more than 3.5 million users with services deployed in over 180 countries, 48 currencies and 70 languages. Workscape’s core products are considered leading technologies for the markets they serve, and the company’s Total Rewards approach has consistently helped organizations to achieve the highest return on their greatest workforce expenditures: healthcare benefits and employee compensation. A Total Rewards strategy enables organizations to efficiently connect and manage key HR processes (benefits, compensation and performance) to elevate individual, manager and financial efficiency.
“An integral part of ADP’s growth strategy is expanding our benefits and talent management portfolio and the strategic acquisition of a well-established player such as Workscape represents a significant step in that effort,” said Carlos Rodriguez, President of ADP National Account Services and Employer Services International. “The addition of Workscape’s premier benefits and compensation management solutions, its strong brand presence and stellar roster of multi-national clients – coupled with our relationship with Cornerstone OnDemand, a leader in talent management software – will enable ADP to deliver market-leading solutions for large, complex organizations while helping drive the continued growth of our business.”
“The strategic and cultural fit between ADP and Workscape is compelling, and will be extremely complementary in terms of services. We’re confident that the combination of our organizations will create greater value for our mutual clients and deepen our strong relationship with these organizations,” added Rodriguez. “We look forward to working closely with Workscape’s dynamic leadership team to ensure a seamless integration.”
Tim Clifford, co-founder, President and CEO of Workscape commented, “Since our founding in 1999, Workscape’s track record of boosting employee satisfaction, controlling HR costs, and driving higher performance across enterprises has enabled us to achieve strong growth while earning the trust of our valued customers. By joining ADP, one of the world’s most admired companies, we are maximizing our opportunity to play an even more impactful role in expanding the benefits and talent management services marketplace.”
For more information on ADP, please visit www.adp.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Talent Management | Tagged: ADP, benefits, Carlos Rodriguez, compensation, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Matt Lafata, Performance Management, Talent Management, Tim Clifford, Total Rewards, Workscape | Permalink
Posted by mattlafata
July 1, 2010
Acquisition Will Significantly Expand ADP’s Presence in the Benefits Marketplace
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. 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.
ADP®, a leading provider of HR, payroll, and benefits administration services, today announced it has entered into a definitive agreement to acquire privately-held Workscape, Inc., a leading provider of integrated benefits and compensation solutions and services.
Based in Marlborough, Mass., Workscape serves a broad client base, including numerous Fortune 250 companies, and provides solutions to more than 3.5 million users with services deployed in over 180 countries, 48 currencies and 70 languages. As such, the acquisition will significantly expand ADP’s presence within the benefits marketplace for large, complex organizations.
Closing of the acquisition is expected in the third quarter of calendar 2010 and is subject to customary closing conditions, including the expiration of the waiting period under the Hart-Scott-Rodino Antitrust Improvements Act. The transaction is not subject to financing. Terms of the proposed agreement were not disclosed.
For more information on ADP, please visit www.adp.com
For more information on Workscape, please visit www.workscape.com
Matt Lafata, HRchitect
Leave a Comment » | Uncategorized | Tagged: ADP, benefits, compensation, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Integrated Talent Management, Matt Lafata, payroll, Tim Clifford, Workscape | Permalink
Posted by mattlafata
