Softscape Named a Category Leader in Customer Satisfaction for Global Enterprises

December 31, 2009

 

Bersin & Associates Recognizes Softscape for its Leadership in Total Customer Implementation Satisfaction

HRchitect featured Softscape 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. Dave Watkins, Softscape’s CEO and Co-Founder appeared on the HRchitect WebMingle on June 19, 2009. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Softscape, an innovator powering complete people management solutions, today announced further industry validation of its talent management software and support for large global enterprises. In a report recently issued by leading industry analyst firm Bersin & Associates, Softscape was recognized for its high level of customer satisfaction. 

Bersin & Associates’ Talent Management Systems 2010: A Comprehensive Study of Customer Experience with Talent Management Systems, focuses on identifying specific product, vendor and implementation factors that drive success for end user customers. In the report, Softscape’s HR platform is noted as a category leader specifically in total customer implementation satisfaction for global enterprises.

“Softscape’s long term partnerships with customers, some over a decade, are rooted in our unwavering dedication to their satisfaction and improving their bottom-line business results” said Dave Watkins, Softscape CEO and co-founder. “We consistently reinvest into expanding our customer care programs and localized service centers to ensure customers receive the dedicated support they need to achieve their objectives. Our industry high 98% customer retention rate is testament to our achievement.”

According to the report, “Global enterprise companies have sophisticated IT organizations and evaluate their ERP vendors, as well as standalone software providers. They often look at the talent management system as a “platform” that will be integrated with many legacy applications, security and portal systems, and various other employee directories and collaboration tools.” The report continued, “As large, global organizations seek to increase the sharing of talent globally and to align all employees with the business goals, they require systems to support consistent processes, data and reporting enterprise wide. Only a few talent management suites offer comprehensive support to accommodate complex global implementations today.”

Softscape’s customers represent large, multi-national enterprises with complex needs, and average over 38,000 employees. As one of the only vendors with fully integrated core human resources management (HRMS) in a talent management system, Softscape provides customers with a single platform to manage the complete employee life cycle. Softscape connects all HR and talent functions, including performance and goal management, succession, career development, 360 feedback, learning, compensation, incentives & rewards, recruiting & hiring, on-boarding, workforce planning, social networking, and core HR records. By providing one platform and interface into all these functions, customers achieve unprecedented analytic insight into their workforces and operations to improve business decision making.

For more information about Softscape’s solutions, please visit http://www.softscape.com.
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

Salary.com Announces Second Quarter 2010 Financial Results…from Salary.com

November 6, 2009

 

Reports 34th Consecutive Quarter of Revenue Growth; Achieves Positive Operating Cash Flow for Second Quarter in a Row

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

Salary.com, Inc. (NASDAQ: SLRY), a leading provider of on-demand talent management, payroll, and compensation solutions, recently announced financial results for its second quarter of fiscal 2010, which ended September 30, 2009.

Revenue in the second quarter of 2010 was $11.6 million, an increase of 10% over the second quarter of fiscal 2009. Bookings were $12.2 million, an increase of 9% over the second quarter of fiscal 2009. Non-GAAP operating cash flow, which excludes cash payments for severance, was positive with a cash inflow of $0.5 million in the second quarter of 2010. GAAP operating cash flow was an inflow of $0.4 million in the second quarter of 2010.

Kent Plunkett, founder and chief executive officer, stated, “We are pleased to have completed our 34th consecutive quarter of revenue growth and achieved positive operating cash flow from operations for the second quarter in a row. Our broad strategy of offering an array of integrated, best-in-breed human capital management tools and data again contributed to larger overall transaction sizes in the second quarter, with 14 transactions over $100,000 in the quarter and six of those larger than $250,000. We believe Salary.com’s strong execution is reflected in continued bookings and cash flow growth as we continue to gain momentum as a human capital management leader.”

Second Quarter 2010 Financial Summary

–  Second quarter revenue was $11.6 million, an increase of 10% over the second quarter of fiscal 2009.

–  On a GAAP basis, for the second quarter of fiscal 2010, Salary.com reported a net loss of $4.7 million, or ($0.29) per diluted share, compared to a net loss of $6.3 million, or ($0.39) per diluted share, in the second quarter of fiscal 2009.

–  On a non-GAAP basis, excluding stock-based compensation, amortization of intangibles and restructuring expenses, Salary.com reported a net loss of $1.9 million, or ($0.12) per diluted share, for the second quarter of fiscal 2010, compared to a net loss of $3.0 million, or ($0.18) per diluted share, in the second quarter of fiscal 2009.

–  Cash and cash equivalents as of September 30, 2009 were $16.1 million, compared to $17.0 million as of June 30, 2009.

–  Current deferred revenue was $27.3 million as of September 30, 2009, compared to $27.4 million as of June 30, 2009.  Total deferred revenue grew to $29.9 million as of September 30, 2009, from $29.3 million as of June 30, 2009.

–  Excluding non-recurring cash payments for severance, non-GAAP cash flow from operations was a net inflow of $0.5 million in the second quarter of fiscal 2010. Including the non-recurring payments for severance, GAAP cash flow from operations was a net inflow of $0.4 million, a $1.4 million improvement compared to the same period a year ago.

Additional Second Quarter Business Highlights

–  During the second quarter, Salary.com added approximately 100 customers, and ended the quarter with approximately 3,600 enterprise customers.

–  New customer additions in the second quarter of fiscal 2010 included: Boston Medical Center, Caraco Pharmaceutical Laboratories, Ltd., Casio America, Inc., The Cooper Health System, Emergint Technologies Inc., and Washington Mills Management, Inc.

–  During the second quarter, Salary.com held user conferences in Boston, Chicago, New York, San Francisco, and Singapore, with over 500 customers attending.  The user groups offered four separate tracks for different human resources disciplines and featured industry experts from Gartner, IDC, and Bersin & Associates as speakers.

–  At the HR Technology Conference in October, Salary.com won the Talent Management Shootout in a vote by hundreds of human resources professionals.  TalentManager won the contest against three competitors after a demonstration of its easy-to-learn and easy-to-use features and the seamless integration of TalentManager’s data-driven content with Salary.com’s performance, competency, goal management, compensation planning, succession planning, career planning, and employee development software and data solutions. Bersin and Associates published the reasons they believe Salary.com won the Shootout in a blog post.

–  During the second quarter, Salary.com repurchased approximately 179,000 shares at an average purchase price of $3.01 per share.  To date, the Company has repurchased approximately 1.3 million shares at an average price of $2.03 per share.

Bryce Chicoyne, Salary.com’s chief financial officer said, “Our effective execution in the second quarter resulted in an increase in bookings, revenue, and operating cash flow on both a year-over-year and sequential basis, and I am proud of that accomplishment. We remain committed to long-term revenue growth and cash flow generation and are managing the company with that in mind. Larger deal trends and a continued strong customer retention rate are fueling our optimism for long-term growth.”

Business Outlook

For the third quarter of fiscal 2010, Salary.com expects total revenue in the range of $11.4 million to $11.9 million. Non-GAAP net loss is expected to be in the range of $1.7 million to $2.2 million. Non-GAAP net loss excludes non-cash stock-based compensation expenses in the range of $1.7 million to $2.0 million, amortization of intangibles in the range of $1.2 million to $1.3 million, and restructuring charges of approximately $100,000. GAAP net loss for the third quarter of fiscal 2010 is expected to be in the range of $4.7 million to $5.8 million. Weighted average diluted shares for the quarter are estimated to be approximately 16.2 million shares.

For the full year fiscal 2010, we expect revenue to be in the range of $46.5 million to $50.5 million. Non-GAAP net loss is expected to be in the range of $4.8 million to $8.8 million. Non-GAAP net loss excludes non-cash impact of stock-based compensation in the range of $8.0million to $10.0 million, amortization of intangibles in the range of $4.8 million to $5.1 million, and restructuring charges of approximately $200,000. On a GAAP basis, net loss for fiscal 2010 is expected to be in the range of $19.3 million to $23.3 million. Non-GAAP cash flow from operations, which excludes $500,000 in severance, is expected to be in the range of $1.2 million to $2.2 million in fiscal 2010. Weighted average diluted shares for the year are estimated to be approximately 16.3 million shares.

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

 

Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

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

July 21, 2009

 

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

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

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

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

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

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

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

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

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

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

 
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

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

June 8, 2009

 

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

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

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

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

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

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

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

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

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

 
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

Top Analyst Firm Positions SuccessFactors in “Leaders” Quadrant in 2009 Report on Employee Performance Management Software…from SuccessFactors

February 17, 2009

 

SuccessFactors’ Position is Based on Its Completeness of Vision and Ability to Execute

 

HRchitect featured SuccessFactors in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider.

 

SuccessFactors, Inc. (NASDAQ:SFSF), the global leader in on-demand performance and talent management solutions, today announced that it has been positioned in the “Leaders” quadrant by Gartner, Inc. for the Magic Quadrant for Employee Performance Management Software.

 

The “Magic Quadrant for Employee Performance Management Software,” by Jim Holincheck and Thomas Otter, and published February 3, 2009, estimates, “that the market for EPM software was more than $450 million for the 12 months ending on 30 September 2008.” Gartner defines leaders in this Magic Quadrant as companies that had “strong product functionality and superior customer experience with the vendor and its products… and strong or emerging multinational solutions (with corresponding service and support).”

 

With SuccessFactors’ announcement that the company exceeds 4.5 million global users, with more than 1.5 million users added in 2008, SuccessFactors is now one of the largest SaaS companies and is the leading provider of on-demand performance and talent management solutions.

 

“Now more than ever, organizations of all sizes are looking for unbiased, thoughtful analysis of where to invest their dollars, so SuccessFactors is honored to be recognized as a leader by Gartner in its Magic Quadrant for our market. I would personally like to thank the hard-working team I’m fortunate to lead at SuccessFactors,” said Lars Dalgaard, founder and president of SuccessFactors. “I believe this recognition validates the constant innovation and customer-first attitude that the world has come to expect from SuccessFactors.”

 

The SuccessFactors Performance and Talent Management Suite, which includes Performance Management, Goal Management, 360 Degree Reviews, Succession Management, Compensation Management, Learning and Development, Recruiting Management, Employee Profile, and Analytics and Reporting applications, creates a company-wide network of information related to employee performance, including skill-sets, interests, career aspirations, ability to relocate, experience, languages spoken and more. By providing deep, real-time, company-wide visibility into such critical performance data, companies are able to make better, more informed decisions about how to promote, recruit, compensate, reward and manage their entire employee base.

 

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

Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

Global Leader in Flexible Packaging Selects SuccessFactors to Increase Shareholder Value, Achieve Global Growth, Develop Management and Professional Employees…from SuccessFactors

January 28, 2009

 

Scholle Corporation Embarks on Global Initiative to Enhance Business Through its People

 

HRchitect featured SuccessFactors in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider.

 

SuccessFactors, Inc. (NASDAQ:SFSF), the global leader in on-demand performance and talent management solutions, today announced that Scholle Corporation, a privately-held leader in the design and manufacture of flexible packaging for the food, beverage and industrial markets, has selected a comprehensive solution from SuccessFactors to manage goals, performance, succession planning, career development, compensation and 360-degree reviews in Portuguese, English, Mandarin, and French.

 

Scholle Corporation is an innovative leader in barrier technology and metalized solutions to enhance its customers’ package quality as well as image. Products include bag-in-box packaging for the wine, spirits, food products, juices, industrial, cleaning solutions markets. The company also produces specialized labels and metalized barriers, including the ability to produce high impact silver, super silver, and holographic images designed to achieve customer differentiation. A family-run business with strategic intent to become the world’s largest private flexible packaging company, Scholle Corporation sought a tool to impact the most dynamic part of its business – employee performance and development.

 

The company was looking for a state of the art tool for assessing its talent pool to gain visibility and address competency gaps, enhance coaching, and more effectively develop its people.

 

Ultimately, Scholle wanted a solution to bridge the gap between the company’s evolving global strategy and their employees’ ability to effectively implement strategic actions in a dynamic competitive global environment. The solution had to be user friendly and uniformly adopted by employees worldwide.

 

The SuccessFactors Performance and Talent Management Suite, which includes Performance Management, Goal Management, 360 Degree Reviews, Succession Management, Compensation Management, Learning and Development, Recruiting Management, Employee Profile, and Analytics and Reporting applications, creates a company-wide network of information related to employee performance, including skill-sets, interests, career aspirations, ability to relocate, experience, languages spoken and more. By providing deep, real-time, company-wide visibility into such critical performance data, companies are able to make better, more informed decisions about how to promote, recruit, compensate, reward and manage their entire employee base.

 

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

 
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

SuccessFactors Named a Leader in Industry Analyst Market Analysis…from SuccessFactors

January 8, 2009

 

Leading Market Research Firm’s Comprehensive Overview of Integrated Talent Management Vendors Places SuccessFactors at the Forefront

 

HRchitect featured SuccessFactors in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider.

 

SuccessFactors, Inc., the global leader in on-demand performance and talent management solutions, today announced impressive results in being named a leader in Integrated Talent Management by IDC, premier global provider of market intelligence, advisory services, and events for the information technology, telecommunications, and consumer technology markets.

 

The IDC vendor assessment for the integrated talent management market entitled IDC Marketscape: Worldwide Integrated Talent Management 2008 Vendor Analysis represents IDC’s opinion on which vendors are well positioned today through current capabilities and which are best positioned to gain market share over the next few years. In Integrated Talent Management – defined as functions that serve to attract, develop, reward and retain the workforce on a single platform with a common shared database and underlying architecture – IDC clearly positions SuccessFactors in the leader category, based on its capabilities, strategy, market share and growth. IDC also cites Software-as-a-service (SaaS) as the emerging delivery model for these solutions.

 

In its analysis, IDC cited SuccessFactors as “one of just a few vendors…that comes to the market directly to end-to-end talent management with an initial focus on performance management… SuccessFactors’ strengths include strong brand recognition and marketing messaging, innovative capabilities and user experience, formal tools for helping buyers justify investments, and a focus on internal talent.”

 

The SuccessFactors Performance and Talent Management Suite, which includes Performance Management, Goal Management, 360 Degree Reviews, Succession Management, Compensation Management, Learning and Development, Recruiting Management, Employee Profile, and Analytics and Reporting applications, creates a company-wide network of information related to employee performance, including skill-sets, interests, career aspirations, ability to relocate, experience, languages spoken and more. By providing deep, real-time, company-wide visibility into such critical performance data, companies are able to make better, more informed decisions about how to promote, recruit, compensate, reward and manage their entire employee base.

 

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

 
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , | Permalink
Posted by mattlafata

SuccessFactors Achieves SAP Certified Integration Status…from SuccessFactors

December 23, 2008

 

Partners With Bristlecone Labs to Deliver Free Software Toolkit Enabling Joint Customers to Share Information Between Two Systems

 

HRchitect featured SuccessFactors in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider.

 

SuccessFactors, the global leader in on-demand performance and talent management solutions, today announced that the SuccessFactors Performance and Talent Management suite passed all tests required to be SAP-Certified for Integration with SAP Applications. The SAP certification status validates successful, repeatable integration. Working with SuccessFactors’ partner, Bristlecone Labs, the companies have developed and delivered the SuccessFactors Connector Toolkit 2.0 for SAP, enabling customers to quickly pull master data from any SAP instance and share it with SuccessFactors. SuccessFactors’ customers can take advantage of this option to facilitate data integration between the two systems, and accelerate deployment and return on investment in their strategic talent management initiatives.

 

SuccessFactors already has a proven track record of integrating with SAP and dozens of traditional Human Resource Information Systems (HRIS) for master data exchange. Customers have faced challenges in extracting common data such as job titles and contact information from large HRIS systems for use in their SuccessFactors’ instances, but in delivering the Connector Toolkit for SAP, SuccessFactors is making data integration faster and easier with an automated, certified approach.

 

The Connector Toolkit for SAP is available to SuccessFactors customers on the SuccessFactors Customer Community for free, and includes instructions for installation and use. Technical support and additional consulting are both available through Bristlecone Labs, a services provider in SAP custom integration and development and a trusted SAP Labs development partner.

 

SuccessFactors is pleased to provide the Connector Toolkit for SAP in order to continue a long-standing tradition of highly successful joint SucessFactors-SAP customers. Existing joint customers including highly recognizable and respected companies such as Kimberly Clark, New York Life Insurance, Baker Hughes, First Energy, and Citrix, will be able to take advantage of the Connector Toolkit for SAP immediately.

 

The SuccessFactors Performance and Talent Management Suite, which includes Performance Management, Goal Management, 360 Degree Reviews, Succession Management, Compensation Management, Learning and Development, Recruiting Management, Employee Profile, and Analytics and Reporting applications, creates a company-wide network of information related to employee performance, including skill-sets, interests, career aspirations, ability to relocate, experience, languages spoken and more. By providing deep, real-time, company-wide visibility into such critical performance data, companies are able to make better, more informed decisions about how to promote, recruit, compensate, reward and manage their entire employee base.

 

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

 
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

SuccessFactors Launches Stack Ranker: New Capability for Instantly Stack Ranking Employees…from SuccessFactors

November 18, 2008

 

Enables Management to Swiftly Identify Top Performers and Determine Whom to Let Go

 

HRchitect featured SuccesFactors in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management vendors that businesses should consider.

 

SuccessFactors, Inc. (NASDAQ:SFSF), the global leader in on-demand performance and talent management solutions, today announced SuccessFactors Stack Ranker, a new addition to SuccessFactors’ Performance and Talent Management Suite. Stack Ranker enables managers to quickly and effortlessly rate and assess their talent across company-defined competencies and related criteria, creating a visual and intuitive stack ranking of employees to accelerate a course of action. The new solution was launched today at SuccessConnect Europe, the company’s first European customer conference in Paris.

 

In economic environments both good and bad, company leaders are often forced to quickly assess the state and performance of teams. Stack Ranker is an event-driven tool to help managers answer simple questions like: who is the strongest in a given competency area, who is the top performer overall, and who are low performers. While annual and even quarterly performance reviews capture critical performance information, sometimes managers need to quickly get a pulse on their team and show how team members stack up against each other taking into account the most recent information. Ranking team members allows managers to address, in real-time, changes to their business by providing detailed insight into the strength of a business, division or team’s talent. Stack Ranker enables companies to:

 

– Visually Rank Talent — Instantly identify top-ranked players so that managers can optimize teams by motivating and cultivating their best people. With Stack Ranker, managers can give rewards to top employees that deserve extra recognition, or quickly identify low performers to let go when faced with tough layoff decisions.

– Go Beyond Performance Reviews — Stack Ranker expands the formal review process by capturing new characteristics for a more holistic assessment. Users can incorporate factors like criticality of the role into ranking or other criteria to serve as tie-breakers.

– Assess Everyone at Once — Quickly assess an entire team across critical competencies and criteria in real time — all in one place. Side-by-side rating promotes more accurate relative assessments.

 

The SuccessFactors Performance and Talent Management Suite, which includes Performance Management, Goal Management, 360 Degree Reviews, Succession Management, Compensation Management, Learning and Development, Recruiting Management, Employee Profile, and Analytics and Reporting applications, creates a company-wide network of information related to employee performance, including skill-sets, interests, career aspirations, ability to relocate, experience, languages spoken and more. By providing deep, real-time, company-wide visibility into such critical performance data, companies are able to make better, more informed decisions about how to promote, recruit, compensate, reward and manage their entire employee base.

 

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

Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , | Permalink
Posted by mattlafata

Halogen Software Achieves 24 Quarters of Year-over-Year Growth…from Halogen Software

November 18, 2008

 

Customer responsiveness, flexibility and industry specific solutions drive record setting 3rd quarter

 

HRchitect featured Halogen Software in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management vendors that businesses should consider. HRchitect was also proud to have Halogen Software as one of its sponsors for The Suite Life webinar series on ITM.

 

Halogen Software Inc., a leading provider of on-line employee performance and talent management software continues to build on strong momentum, with its 24th consecutive quarter of year-over-year growth. Flexible deployment models, superior customer service, and vertical differentiation are driving uptake of Halogen solutions over its competitors. The quarter also featured Halogen’s third annual User Conference, which was attended by a record number of Halogen customers from around the globe.

 

The company’s record third quarter included the addition of new customers such as Alliance Bank, Arrowhead Hospital, Cummins Power South, Hostmark Investors, Kadlec Health System, Northrop Grumman Corporation, PFC Energy, Princess Cruise Lines, Reyes Holdings, Sisters of St. Francis Health Services, Stanley Consultants, Sun-Rype Products and United Way.

 

As in the previous 23 quarters, Halogen achieved consistently healthy growth in the third quarter despite the challenging economic conditions. This continued growth signals the importance organizations of all sizes are placing on effectively managing employee performance – especially during a downturn.

 

The Halogen User Conference, held in September, provided hundreds of Halogen customers with an opportunity to learn how to develop and deliver key HR initiatives by leveraging the features available in Halogen’s integrated Employee Performance and Talent Management Suite. Discussions included best practices for appraisals, goal management, pay-for-performance, succession planning and learning management. Customers were also given an exclusive in-depth preview of Halogen’s eagerly anticipated eLMS(TM) module that will be released later this month.

 

The User Conference is just one of the ways Halogen collaborates with its customers to better understand their needs, and to make it easier for them succeed at talent management.

 

Halogen is one of the few talent management market leaders to provide flexible deployment options for its customers. Offering both Software-as-a-Service (SaaS) and on-premise delivery models has enabled the company’s vast customer base to choose the deployment that best suits their business needs and culture. Halogen is able to address the requirements for hundreds and hundreds of customers each year, that pure-play SaaS vendors could not.

 

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

Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , | Permalink
Posted by mattlafata

Follow

Get every new post delivered to your Inbox.