Jobvite and Workday Partner to Integrate Leading Recruiting and Human Resources Platforms …from Jobvite

October 27, 2011

 

Combined offering from SaaS innovators engages employees to improve the speed and quality of hiring

Dan Finnigan, CEO, and Jamie Glenn, Chief Product Officer with Jobvite both appeared on the HRchitect WebMingle on July 8, 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!

 

This week at Workday Rising 2011, Jobvite, the leading recruiting platform for the social web, announced a partnership with Workday, the leader in SaaS-based enterprise solutions for global human resources, payroll and financial management. Jobvite will integrate its award-winning social recruiting and applicant tracking innovations with Workday Human Capital Management (HCM).

Jobvite provides social recruiting technologies on a subscription basis that work across social networks and lead the market in their proven ability to drive referral hires. Jobvite enables jobs to be shared across social networks, on websites and via email not just by recruiters and hiring managers but by every employee of its client companies. The company’s Software-as-a-Service products automate all of the steps in the hiring process and provide complete visibility via real time analytics.

The Jobvite integration with Workday will lower cost and implementation time for connecting these leading solutions for recruiting and human capital management. It will enable customers of both solutions to plug Jobvite into their Workday infrastructure and seamlessly share current data across platforms.

“One of the benefits of cloud-based SaaS solutions is the flexibility to choose the best solutions to meet business needs. HR leaders have asked for us to integrate with Workday because it has been built from the ground up for today’s business consumer of web-based services,” said Dan Finnigan, President and Chief Executive Officer of Jobvite. “Now our joint customers can integrate company directory into Jobvite making it easy to engage all employees in referral hiring and manage a productive recruiting process.”

Our companies share a philosophy about enabling employees throughout the company to be productively engaged in managing key business processes. We’re happy to partner with Jobvite to bring valuable social recruiting and applicant tracking innovations to our loyal Workday customers,” said Jeff Pulver, Workday’s vice president, business development.

For more information on Jobvite, please visit www.jobvite.com

 
Matt Lafata, HRchitect


Ultimate Reports Q3 2011 Financial Results…from Ultimate Software

October 27, 2011

 

Recurring Revenues Up by 24%, Total Revenues Up by 19%

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

 

Ultimate Software (Nasdaq: ULTI), a leading provider of unified human capital management SaaS solutions for global businesses, announced today its financial results for the third quarter of 2011. For the quarter ended September 30, 2011, Ultimate reported recurring revenues of $54.7 million, an increase of 24%, and total revenues of $67.8 million, an increase of 19%, both compared with 2010’s third quarter. GAAP net income for the third quarter of 2011 was $1.1 million, or $0.04 per diluted share, the same as the third quarter of 2010.

For the three months ended September 30, 2011, non-GAAP net income was $4.9 million, or $0.18 per diluted share, versus non-GAAP net income of $3.5 million, or $0.13 per diluted share, for the third quarter of 2010. Non-GAAP net income for both periods excludes non-cash stock-based compensation expense and amortization of acquired intangible assets. See “Use of Non-GAAP Financial Information” below.

“We again performed according to plan for both our recurring and total revenues in this year’s third quarter. Our operating margin was on the positive side of our 12% target at 12.7%, and our customer retention rate remained consistent at greater than 96%,” said Scott Scherr, CEO, president, and founder of Ultimate.

“We strengthened the strategic power of our unified talent management suite with the release of UltiPro Succession Management in the third quarter. We continued to execute in Canada, and our new customers in both our Enterprise and Workplace markets continued the trend of expanding the value of their UltiPro purchases by adding talent management and time management product components.”

Financial Highlights

  • Recurring revenues grew by 24% for the third quarter of 2011 compared with 2010’s third quarter, primarily due to revenue growth from our Software-as-a-Service (SaaS) offering. Recurring revenues for the third quarter of 2011 were 81% of total revenues as compared with 77% of total revenues for the same period of last year.
  • Ultimate’s annualized retention rate exceeded 96% for its existing recurring revenue customer base.
  • The operating income (or operating margin), on a non-GAAP basis, for the third quarter of 2011 was $8.6 million (or 12.7%) compared with $5.8 million (or 10.2%) for the third quarter of 2010.
  • Cash flows provided by operating activities for the nine months ended September 30, 2011 increased by 45% to $23.6 million from $16.2 million for the same period in the prior year.
  • The combination of cash, cash equivalents, and marketable securities was $52.2 million as of September 30, 2011, compared with $50.2 million as of December 31, 2010.
  • Days sales outstanding were 63 days at September 30, 2011, representing a reduction of 9 days compared with days sales outstanding at December 31, 2010.

Stock Repurchase Plan

During the quarter ended September 30, 2011, we repurchased 197,310 shares of our issued and outstanding $0.01 par value common stock (“Common Stock”) for $9.4 million, under our previously announced stock repurchase plan (“Stock Repurchase Plan”). During the nine months ended September 30, 2011, we repurchased 346,988 shares of our issued and outstanding Common Stock for $17.3 million, under our Stock Repurchase Plan. As of September 30, 2011, we had 58,187 shares available for repurchase in the future under our Stock Repurchase Plan.

On October 24, 2011, our Board of Directors extended the Stock Repurchase Plan (originally approved by the Board in late 2000) by authorizing the repurchase of up to 1,000,000 additional shares of our Common Stock. Accordingly, an aggregate of 1,058,187 shares of Common Stock are available for repurchase under the Stock Repurchase Plan as of today’s date. The extent and timing of repurchase transactions will depend on market conditions and other business considerations.

Financial Outlook

Ultimate provides the following financial guidance for the fourth quarter ending December 31, 2011, the 2011 full year and preliminary financial guidance for the 2012 full year:

For the fourth quarter of 2011:

  • Recurring revenues of approximately $57.0 million;
  • Total revenues of approximately $72.0 million; and
  • Operating margin, on a non-GAAP basis (discussed below), of approximately 16%.

For the year 2011:

  • Recurring revenues to increase by approximately 25% over 2010;
  • Total revenues to increase by approximately 18% over 2010; and
  • Operating margin, on a non-GAAP basis (discussed below), of approximately 12%.

For the year 2012, preliminary:

  • Recurring revenues to increase by approximately 25% over 2011;
  • Total revenues to increase by approximately 23% over 2011; and
  • Operating margin, on a non-GAAP basis (discussed below), of approximately 15%.

Operating margin expectations were determined on a non-GAAP basis using the methodologies identified under the caption “Use of Non-GAAP Financial Information” in this press release. Non-cash stock-based compensation expense for 2011 and 2012 is expected to be approximately $15.5 million and $19.0 million, respectively.

For more information on Ultimate Software, please visit www.ultimatesoftware.com

 
Matt Lafata, HRchitect


Workday Closes $85 Million in Series F Financing…from Workday

October 24, 2011

 

Investors Include T. Rowe Price, Morgan Stanley Investment Management, Janus Capital Group, and Bezos Expeditions

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!

 

Workday, Inc., the leader in SaaS-based enterprise solutions for global human resources (HR), payroll, and financial management, has closed $85 million in Series F financing. The round was led by new investors, including T. Rowe Price, Morgan Stanley Investment Management, Janus Capital Group Inc., and Bezos Expeditions, the personal investment company of Amazon.com founder and CEO, Jeff Bezos.

Workday was founded by Dave Duffield and Aneel Bhusri in 2005 to offer a cloud alternative for mid- and large-sized enterprises saddled with on-premise deployments of legacy software. Today, Workday offers Human Capital Management, Payroll, and Financial Management solutions, making it easy for organizations to rip and replace entire traditional administrative ERP systems. More than 230 companies – accounting for over two million users – have selected Workday.

“We believe the caliber of this group of investors underscores the market opportunity before us. The world’s largest and most global enterprises are moving their business management solutions to the cloud,” said Aneel Bhusri, Workday co-founder and CEO. “With this capital, Workday will continue to expand its core technology, products, go-to-market capability, and administrative infrastructure. Dave and I couldn’t be more thrilled to welcome T. Rowe Price, Morgan Stanley Investment Management, Janus Capital Group, Bezos Expeditions, and the other investors to Workday.”

Allen & Company LLC served as financial adviser to Workday and assisted the company in putting together this financing.

For more information on Workday, please visit www.workday.com

 
Matt Lafata, HRchitect


Saba Drives Significant Momentum in EMEA With Strong Customer Wins, New Offices, and Strategic Partnership…from Saba

October 12, 2011

 

With 23+ Million Worldwide Users, Saba Continues to Add Key Enhancements to Its People Cloud Applications to Meet Growing Global Demand

HRchitect featured Saba in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. A.G. Lambert, the VP of Marketing with Saba appeared on the HRchitect WebMingle on August 14, 2009. Matt Lafata with HRchitect attended the 2010 Saba Global Summit and Analyst Day in Boston, MA. Matt Lafata & Tiffany Appleby attended the Saba Global Sales Rally FY12 in June 2011 in Redwood City, CA.

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!

 

Saba (NASDAQ:SABA), the premier People Cloud provider, today announced continued momentum in the EMEA region during its first quarter of fiscal year 2012, which ended August 31, 2011. Milestones achieved in the quarter in EMEA included increased adoption of Saba solutions, new alliance partnerships, and the opening of two new offices. Saba also enhanced product capabilities across Saba’s suite of People Cloud applications and increased the number of worldwide users to 23 million, as organizations increasingly turn to Saba to better leverage their most important assets — their people and people networks.

According to PwC’s 14th Annual Global CEO Survey, organizations are increasingly realizing that despite high unemployment in mature markets like the United States and Western Europe, there are still major skills shortages around the world. Simultaneously, in high-growth markets like China, Brazil, and India, there is fierce competition for a limited pool of top talent. This means that organizations cannot rely on recruiting and hiring from the outside and must be much smarter about internal talent reviews, calibration, learning, knowledge sharing, and mobility.

“Retaining and nurturing the best people and focusing on people as the core strategy are critical in today’s competitive market,” said Bobby Yazdani, CEO and founder of Saba. “We are enabling our customers to cultivate a knowledge-sharing and learning culture to address global challenges of hyper-competition, workforce complexity, and shorter product life cycles. Our rapid customer adoption in EMEA is validation that our strategy is working, as we begin to realize our vision for the industry’s first, unified People Cloud offering that enables organizations to become transformative, smarter, and more adaptable to the changing world of work.”

Significant Customer and Partner Growth

Over the past six months Saba has witnessed rapid adoption of its People Cloud applications across EMEA, adding new customers and partners, as well as seeing increased adoption of its broad solution set by existing customers.

 

  • New customers include organizations such as Apollo-Optik (Germany’s leading optician); Axel Springer AG, Lancashire County Council, Landesamt fur Finanzen, Metro Ag,  PKO Bank Polski (Poland’s largest bank), and Springer Medicine (the leading CME-Academy provider)
  • Saba also announced an important new partnership with British Telecom to provide a fully managed people management solution as part of BT Learning Solutions.

“We chose Saba People Cloud Applications because it is on a unified platform for learning and development, performance appraisal, and talent management. In the future, we will be able to train our workforce more comprehensively and offer them more opportunities for personal development,” said Erich Ehbauer, CIO, Apollo-Optik. “We also wish to continually optimize our customer service, which will give us a strategic edge. Saba People Cloud Applications are highly scalable and internationally available. We can use the applications easily and flexibly in our franchises.”

“Saba provides us with an enterprise-scale solution based on a holistic vision around people management. They offer a solution that is organically built, providing a truly unified experience across all people processes, infused with collaboration and enterprise social networking capabilities,” said Sundar Balasubramanian, director of BT Learning Solutions. “We have implemented various Learning Management Systems previously and have in-depth knowledge of the various technologies in this space. We were looking for a modular platform that can grow with the needs of our customers without requiring significant investments in integration.”

New Offices

To meet growing demand, Saba has moved to new offices in Paris and Munich.

“As demand for our innovative People Cloud applications continues to increase, we have made significant investments in our sales and services teams to ensure we maximize our market coverage, whilst at the same time continuing to offer the highest levels of customer service,” said Phil Richardson, vice president of EMEA region, Saba.

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

 
Matt Lafata, HRchitect


ADP Acquires The RightThing…from ADP

October 10, 2011

 

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

 

ADP, a leading provider of human resource outsourcing, payroll services, tax and compliance services, benefits administration and integrated computing solutions for vehicle dealers, today announced that it has acquired privately held The RightThing, a leading recruitment process outsourcing (RPO) provider. The RightThing is also the parent company of AIRS, a widely recognized leader in recruitment training and technology. Terms of the agreement were not disclosed.

The RightThing acquisition not only broadens ADP’s market-leading HR Business Process Outsourcing (HR BPO) capabilities, but also complements its existing applicant tracking and talent management solutions, enabling ADP to build an even more robust end-to-end talent acquisition portfolio to help clients establish a highly effective process for managing their workforce.

“With the addition of The RightThing’s industry-leading RPO services, technology and management team, ADP will not only expand into a strategic adjacent market, but will also immediately become a principal player in the RPO industry,” said Regina Lee, President of ADP’s National Account Services, Major Account Services, GlobalView and ADP Canada business units. “Expansion into complementary markets -such as RPO- will be of great benefit to our clients and is a critical element in our plan to grow our business. This acquisition underscores ADP’s commitment to help our clients drive business success by helping them better manage talent, make quality hires and control costs associated with the recruitment process.”

HR organizations are increasingly focused on utilizing cost effective, scalable recruiting models such as those provided by the RPO industry. The RightThing solutions and services are among the most respected in the industry. The RightThing is ranked as a top RPO provider, according to Everest Research, and has been recognized by HRO Today magazine as a leading enterprise RPO provider for the past several years.

“The RightThing, a leader in the RPO market, brings a standardized model that helps buyers realize significant efficiency in their recruitment function. ADP will be able to make great use of this inside its holistic, integrated HR BPO solution,” said Rajesh Ranjan, Research Director at Everest Group, an advisory firm on global services. “It’s a good match of culture, service model and scale.”

“Becoming a part of ADP is a terrific opportunity that enables us to gain access to the vast global resources needed to significantly expand our reach,” said Terry Terhark, Chief Executive Officer of The RightThing. “The combination of ADP and The RightThing will create immediate and strategic benefits for both businesses in the areas of operational delivery, service breadth, and leading-edge solutions. In addition, we expect to deliver a unique value proposition to clients that are looking for proven HR outsourcing solutions.”

For more information on ADP, please visit www.adp.com. For more information on The RightThing, please visit www.therightthing.com

 

 

Matt Lafata, HRchitect


PageUp People Launches New Predictive Career and Talent Planning Tool, Engaging Employees and Helping Employers Prepare for Future…from PageUp People

October 5, 2011

 

Employee Career Planning Made Simpler, More Effective with Latest Talent Management Solution

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!

 

International Talent Management solutions provider, PageUp People, this week announced the availability of CareerPath, an unprecedented predictive talent modeling application that provides powerful, self-serve career development for employees while providing equal benefit as a talent supply planning and readiness tool for employers. Introduced during the 14th Annual HR Technology® Conference & Exposition, CareerPath,  a powerful addition to the PageUp People Development Solution, enhances  an employer’s overall development strategy by drawing upon employee and recruiting data to model and plan progression routes, taking into consideration a company’s  career mobility, competency requirements, training requisites, certifications and other identified conditions for advancement.

For the employee, CareerPath provides easy, at-a-glance insight into potential career paths within a company and the anticipated time commitment required to move up. CareerPath facilitates meaningful conversations between a Manager and employee, producing individualized development plans based on the employee’s specific career aspirations and company opportunities. The solution also provides employees with mentoring connections to others that have followed a similar track, keeping employees engaged while demonstrating a company’s commitment to internal growth.

For the employer, CareerPath is a powerful Career Planning Tool that can map timelines to prepare employees for critical roles and help to facilitate employee skill development. In particular, for companies that operate across various geographies, CareerPath enables greater visibility into company-wide talent management intelligence, providing decision support for strategic, long-term talent supply planning and employee mobility.

“CareerPath is the latest addition to our full suite, Talent Management solution, helping companies attract the best candidates by demonstrating a commitment to career advancement and future opportunity,” commented Karen Cariss, CEO for PageUp People.  Specifically, Cariss added, “While attracting candidates is critical to a company’s success, retaining high performing employees also is crucial. By focusing on career development for employees, CareerPath gives companies a highly effective retention tool and enables the identification of the roles and individuals critical to a company’s success.”

For more information on PageUp People, please visit www.pageuppeople.com

 

 

Matt Lafata, HRchitect


Saba Announces First Quarter Fiscal Year 2012 Results…from Saba

October 1, 2011

 

  • Total quarterly billings up 18% with cloud billings growing 81% year-over-year
  • Cloud revenue grew 59% year-over-year
  • Subscription revenue up 26% year-over-year; representing 61% of total revenues
  • Subscription revenue gross margin expanded to 77%
  • Total deferred revenue increased 29% year-over-year to $43.9 million

HRchitect featured Saba in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. A.G. Lambert, the VP of Marketing with Saba appeared on the HRchitect WebMingle on August 14, 2009. Matt Lafata with HRchitect attended the 2010 Saba Global Summit and Analyst Day in Boston, MA. Matt Lafata & Tiffany Appleby attended the Saba Global Sales Rally FY12 in June 2011 in Redwood City, CA.

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!

 

Saba (NASDAQ:SABA), the premier People Cloud provider, today reported financial results for its first quarter ended August 31, 2011.

“We started fiscal year 2012 with strong quarterly performance in billings and revenue growth, and gross margin expansion,” said Bobby Yazdani, Founder and CEO, Saba. “Our strength this quarter was broad-based across geographies and market segments — global enterprises, large enterprises, and mid-market enterprises. As we continue to make significant progress on our transition to the cloud, Saba is establishing itself as the vendor of choice and strategic partner to organizations seeking to transform the way their people network — employees, partners, customers, and franchisees — works, collaborates, and learns.”

Results for the First Quarter Fiscal Year 2012

Revenues: Total GAAP revenues were $30.6 million in the first quarter of fiscal year 2012, up 13% from $27.2 million in the same quarter last year. Total non-GAAP revenues in the first quarter of fiscal year 2012 were $30.9 million, up 14%, compared to $27.2 million in the same quarter last year. Non-GAAP revenues reflect the impact to revenue of fair value adjustments to deferred revenue due to acquisitions.

Deferred Revenue: Total deferred revenue was $43.8 million at the end of the first quarter of fiscal year 2012, up 29% year-over-year.

Earnings (Loss) per Share: GAAP loss per share was $0.20 in the first quarter of fiscal year 2012 compared to a loss per share of $0.06 in the same period last year. Non-GAAP loss per share was $0.12 in the first quarter of fiscal year 2012 compared to breakeven in the first quarter last fiscal year. First quarter fiscal year 2012 loss per share reflects increased levels of investment in operations for future growth.

Our non-GAAP results are calculated by adjusting GAAP results for the impact of certain items including (i) non-cash amortization of intangibles, (ii) non-cash share-based compensation expenses, (iii) non-operating reorganization costs, (iv) the impact to revenue of fair value adjustments to deferred revenue due to acquisitions and (v) other acquisition related costs. A reconciliation of GAAP to non-GAAP results is included in the financial statements accompanying this press release.

Cash: Cash flow from operations was a usage of $3.4 million in the first quarter of fiscal year 2012, and cash and cash equivalents at August 31, 2011 were $20.8 million. Saba typically uses cash in the first half of the fiscal year and generates positive cash flow in the second half of the fiscal year due to strong subscription renewals in the third and fourth quarters.

Business Outlook

The following statements are based on current expectations as of the date of this release. These statements are forward-looking, and actual results may differ materially. Saba does not undertake any obligations to update these forward-looking statements.

For fiscal year 2012, ending May 31, 2012, Saba reiterates its forecast of total GAAP revenues to be in the range of $130 million to $133 million and total billings to grow in the range of 16% to 18% in fiscal year 2012 over fiscal year 2011.

The Company also reiterates its forecast for GAAP net loss to range from $0.39 to $0.45 per share and non-GAAP net loss to range from $0.17 to $0.23 per share. Saba also confirms that it expects to return to non-GAAP profitability in the second half of fiscal year 2012.

Fiscal year 2012 non-GAAP outlook excludes non-cash amortization of intangibles, non-cash stock-based compensation expenses, the impact to revenue of fair value adjustments to deferred revenue due to acquisitions, other acquisition-related costs and non-operating reorganization costs.

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

 
Matt Lafata, HRchitect


SumTotal Recognized as a 2011 Top Learning Portal Company by Leading Learning Industry Resource…from SumTotal Systems

September 27, 2011

 

Training Industry Inc. Names SumTotal a Top Learning Portal Company for “Leading the Charge” in Innovation

HRchitect featured SumTotal Systems in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. SumTotal Systems appeared on the HRchitect WebMingle on May 1, 2009. SumTotal Systems also competed in the HRchitect Beauty Pageant on Employee Performance Management Systems in February 2009, where they were crowned the winner. Dave Watkins, Softscape’s CEO and Co-Founder appeared on the HRchitect WebMingle on June 19, 2009.

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

SumTotal® Systems, Inc., the innovator in strategic Human Capital Management (HCM) solutions, today announced that it has been recognized as a 2011 Top Learning Portal Company by Training Industry Inc., a leading resource on organizational learning.

According to a recent release from Training Industry, SumTotal received this recognition for demonstrating excellence as a solution provider, specifically in areas including:

  • Breadth of functionality and capabilities
  • Geographic reach
  • Company size and growth potential
  • Number and strength of clients
  • Industry visibility, innovation and impact
  • Commitment to the corporate training industry

“We continue to be impressed by the rate of innovation in the learning technologies marketplace,” said Ken Taylor, Chief Operating Officer at Training Industry, Inc., in a recent press release. “Our Top 20 Learning Portal Companies are leading the charge on innovation by providing learning leaders with exciting new tools to drive organizational effectiveness.”

SumTotal, the only Top 20 company to deliver a truly mobile learning application for devices such as Blackberries, iPhones and iPads, has long been recognized as a top provider of learning management solutions.

One example of impact is a leading, global pharmaceuticals and healthcare customer who leveraged SumTotal’s learning solutions to achieve three corporate objectives: reduce the cost of new hire training, standardize learning on a single platform and increase market share and savings.

With the implementation of the SumTotal LMS, this customer achieved these goals, saving $1.6 million in the first year of implementation (with a projected savings of $4.7 million over three years), and dramatically reducing time to proficiency for new hires.

As an innovator in the strategic HCM market, SumTotal has led the pack in exponentially magnifying the power of organizational learning by providing solutions that integrate learning with other core HCM functions, including performance, compensation, HR and goal management, and succession planning.

“Bringing together the spectrum of strategic HCM tools into a single, integrated platform provides organizations with a powerful solution,” said Hardeep Gulati, Executive Vice President of Products at SumTotal. “With this integration, we give our customers the information they need to make smarter business decisions and drive performance. Our dedication to continuous innovation in this sphere not only ensures our success, but also ensures our customers will have the tools they need to be highly competitive.”

For more information on SumTotal Systems, please visit  www.sumtotalsystems.com.

 
Matt Lafata, HRchitect


Lumesse Mobile Now Available in Apple, Android and Blackberry App Stores…from Lumesse

September 27, 2011

 

Brings Mobility, Instant Access to Key Information About Candidates, Jobs, Interviews, Colleagues and Hiring Processes

HRchitect includes Lumesse 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, 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!

Lumesse, a global leader in integrated talent management solutions, today announced the availability in the most popular app stores of its mobile interface for Lumesse TalentLink.

Lumesse Mobile is now available for customer smartphones or tablets in the Android, Apple iOS and BlackBerry app stores.

Lumesse Mobile is a device-independent mobile application that supports an engaging way of working and collaborating, bringing mobility and instant access to key information about candidates, jobs, interviews, colleagues and hiring processes.

“Our customers told us they needed a way for their hiring and HR managers to access key information and decision making capabilities in Lumesse TalentLink while away from their desktops,” said Lumesse CEO, Matthew Parker. “We’ve responded by making Lumesse Mobile a core capability within Lumesse TalentLink and made it available for free download from the major app stores. It’s another example of our ‘Apps for Everything’ philosophy, which is setting the pace in the global talent management market.”

Lumesse Mobile brings a personalized recruitment experience to all types of users with a focus on engagement, efficiency and go-anywhere collaboration. Lumesse Mobile supports faster decision making, reduces process bottlenecks, provides instant insight to information regardless of time and location, and encourages greater collaboration among colleagues.

With Lumesse Mobile, users can:

  • Have secure and easy access to relevant data – seamlessly connected with Lumesse TalentLink.
  • Be relevant – create a personalized view of their most relevant information.
  • Work independently, but stay connected – get insights on new joiners in their organizations.
  • Collaborate for success – connect with colleagues on the move.
  • Reduce bottlenecks — manage, evaluate, review and approve on the go.
  • Connect with the world – post new jobs to social networks.
  • Engage with colleagues — maintain and share personal profiles with colleagues.

Lumesse Mobile is now available for all customers on Android, Apple iOS and BlackBerry devices. The application is optimized for efficient use of mobile data, connecting securely to the SaaS-based Lumesse TalentLink platform through any mobile data connection. Lumesse has committed to releasing regular updates of Lumesse Mobile to increase its capability to reflect the growing power of smart phones and tablets among its customer base, and the increasing use of such devices as primary enterprise information tools.

Using Lumesse Mobile starts with a simple app store download, then logging in with company credentials to provide a secure, user-personalized and user-relevant environment seamlessly connected to Lumesse TalentLink’s robust SaaS platform. Unlike mobile browser based apps, the application is optimized for both slow and fast mobile connections and designed to deliver an individual, highly-personalized, enjoyable user experience with data and functionality specific to the role of the user. Lumesse Mobile brings the power of an enterprise talent acquisition platform to a wide range of user roles, including HR managers, hiring managers and corporate executives, offering a next-generation, app-based interface that delivers only relevant information and capabilities at any time and in any global location.

For more information on Lumesse, please visit www.lumesse.com
Matt Lafata, HRchitect


iCIMS Welcomes Erinn Tarpey as Director of Marketing…from iCIMS

September 23, 2011

 

HRchitect featured iCIMS in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. iCIMS competed in the HRchitect Beauty Pageant on Talent Acquisition Systems in 2008 and mid-market Talent Acquisition Systems in 2009, where they were crowned the winner of each. Adam Feigenbaum and Susan Vitale from iCIMS previously appeared on the HRchitect WebMingle.

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

 

iCIMS, a leading provider of Software-as-a-Service talent management solutions, today announced the appointment of Erinn Tarpey as Director of Marketing. In her role, Tarpey will oversee iCIMS’ operational marketing activities and is responsible for extending global brand awareness of the company’s solutions and services.

Prior to joining iCIMS, Tarpey led the marketing efforts for two SaaS Procure-to-Pay solution providers serving Fortune 1000 organizations: Vinimaya, Inc. and PurchasingNet, Inc. While at PurchasingNet, Tarpey’s online marketing strategy, incorporating a redesigned, SEO-compliant website and integrated e-marketing campaigns, helped to increase lead generation by 25% and almost double company sales in just two years.

With more than 16 years of B2B and B2C marketing experience gained on both the agency and client sides, Tarpey will play a key role in managing iCIMS’ marketing strategy, prospect demand generation efforts, customer cross-sell and up-sell strategy, staff development, events, internal communications, and analyst and press relations. “Erinn brings a broad range of experience from other industry-leading SaaS solution providers and B2B advertising agencies; her involvement is sure to help us further position iCIMS as the premier provider of a flexible, easy-to-use Talent Platform that can serve a wide span of organizations,” said Susan Vitale, Chief Strategic Officer, iCIMS.

“I’m very pleased to join the iCIMS family at this exciting time in the company’s development,” stated Tarpey. “In addition to the strong executive leadership at the organization, I was compelled by iCIMS’ focus on continuous innovation and delivering a customer experience that is second to none in the industry,” Tarpey continued. “My goal is to share the iCIMS story with a larger audience of businesses and ensure that our existing customers continue to get value from iCIMS by expanding their use of the Talent Platform into other areas such as recruitment marketing, on-boarding and employee data management,” Tarpey concluded.

iCIMS’ product, the Talent Platform, enlists multiple comprehensive product and customer service offerings, simplifying HR tasks for human resources personnel, globally. The platform supports candidate and employee management programs from applicant tracking to onboarding, performance management, employee data management, and more. Named the mid-market leader for business platform solutions, iCIMS supports the talent management needs of HR professionals worldwide.

For more information on iCIMS, please visit www.icims.com

 
Matt Lafata, HRchitect


Healthcare Industry Turns to Talent Management Software to Meet Compliance Requirements, Improve Patient Care…from Cornerstone OnDemand

September 22, 2011

 

New Cornerstone OnDemand white paper shares best practices for helping healthcare HR leaders evolve their people management and development strategies

HRchitect featured Cornerstone OnDemand in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Charles Coy participated in the HRchitect WebMingle on January 16, 2009. Cornerstone OnDemand participated in the Talent Management Systems Beauty Pageant in December 2008, where they were crowned the winner.

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

 

Changes in the healthcare industry, such as consolidations, nursing and IT staff shortages, and increasingly detailed regulatory compliance needs, are requiring healthcare HR leaders to evolve their employee development and management strategies. A new white paper from Cornerstone OnDemand (NASDAQ: CSOD), “Talent Management for Healthcare: Facilitating Organizational Excellence and Outstanding Patient Care,” shares how leveraging talent management software, combined with the right strategies, can help healthcare providers better meet compliance requirements, address skill gaps, streamline processes and improve the quality of patient care.

Compared to other industries, Bersin & Associates research shows that healthcare has traditionally been slow to adopt and implement talent management automation and processes. This includes processes for training and development, performance management, onboarding and succession management.

“Today’s comprehensive HR software solutions make it much easier to establish common processes and track and report on employee information across even the largest, most dispersed health systems,” said Julie Norquist Roy, VP of marketing for Cornerstone OnDemand. “From blended learning and real-time performance observation to compliance assessments, organizations now have the ability to automate and integrate processes that tend to be paper-based or conducted in silos. And by empowering employees with appropriate training and development support, we’ve seen our clients improve working environments and boost staff retention.”

One organization that is successfully managing the compliance needs of its medical community is the St. Louis-based BJC HealthCare. BJC uses Cornerstone’s learning and development platform, as well as Cornerstone’s performance observation checklist functionality, to standardize clinical competencies across its hospital system and observe and measure competencies and performance in the field in real-time. This helps to ensure superior patient care and safety, as well as compliance with accreditation standards and requirements imposed by Joint Commission, the Centers for Medicare and Medicaid Services (CMS) and state agencies.

To jump-start learning and talent initiatives in a healthcare organization, Cornerstone’s white paper recommends these five steps:

 

  • Build with an eye toward integration. A strong learning management system will benefit from onboarding, performance and succession initiatives. To maximize the value of your investment, consider targeted, formal development programs for employee supervisors.
  • Automate job descriptions with a foundation of competencies. Standardize job descriptions and competencies to create a common culture in large healthcare systems and build job profiles that will guide career development, training and performance improvement across your organization.
  • Build internal talent pools. Grow your own talent by implementing appropriate talent management and learning tools. This makes identifying high-potential employees and developing critical skills easier to accomplish.
  • Collaborate to build a comprehensive succession strategy. HR can and must play a crucial role in facilitating the next generation of leadership. Technology can identify the gaps and assign development plans for designated successors.
  • Leverage the power of software-as-a-service (SaaS). Healthcare employers can now rapidly implement talent solutions at a far lower cost and with greater operational efficiency. Other advantages include less time to ROI.

 

Healthcare organizations such as Mount Sinai Medical Center, New York-Presbyterian Hospital, Sanford Health and WellSpan Health use Cornerstone’s comprehensive SaaS solution to streamline their people management processes. To learn more about talent management best practices for healthcare or read more about BJC HealthCare’s initiatives, download the white paper at http://www.cornerstoneondemand.com/talent-management-healthcare-facilitating-organizational-excellence-and-outstanding-patient-care.

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

 
Matt Lafata, HRchitect


Kronos Announces Latest Version of TeleStaff Public Safety Scheduling Solution…from Kronos

September 20, 2011

 

HRchitect includes Kronos in our list of Talent Acquisition Systems 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!

 

Kronos Incorporated today announced availability of the latest version of TeleStaff™, the leading scheduling and notification solution for public safety organizations.  The latest version features integration with the Kronos® Workforce Central® suite.

News Facts

TeleStaff 2.70 reflects Kronos’ continued drive to prove that workforce management doesn’t have to be so hard, with particular investment in strategic areas such as:

  • Integration.  Integration between TeleStaff and Workforce Central means municipal departments across entire cities and counties can benefit from a single, comprehensive workforce management solution from Kronos. This rich combination will better equip local governments to reduce labor costs, minimize compliance risk, and improve workforce productivity.
  • Performance.  A host of new performance and scalability features significantly enhance the user experience. Improved caching enables TeleStaff to take advantage of both memory and file caching, resulting in faster access to information.
  • Scheduling and Notification. Additional enhancements are now available for added flexibility to create more expansive rosters and employee assignments. In addition, new views enable customers to more efficiently organize and access critical and non-critical setup items.

Supporting Quotes

Greg Ekstrom, vice president and general manager, TeleStaff Solutions Group, Kronos
“Centered on significant enhancements in performance and seamless integration to the Kronos Workforce Central suite, TeleStaff 2.70 reflects the most powerful release in TeleStaff’s history, providing customers with the most effective scheduling solution serving the public safety industry. Upgrading to the latest version of TeleStaff will provide customers new capabilities for improving ease-of-use and simplifying scheduling in operations so resources can focus on their mission- critical work.”

For more information on Kronos, please visit www.kronos.com

 
Matt Lafata, HRchitect


Kenexa Unveils Next Generation Performance Management Suite Built on 2x Integrated Talent Management Platform…from Kenexa

September 20, 2011

 

New Solution Gives Companies Tools to Drive Sustainable High Performance, Positively Impact Business Outcomes

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!

 

Kenexa (NASDAQ:KNXA), a global provider of business solutions for human resources, today announced the launch of Kenexa 2x PerformTM, which offers integrated, enterprise-class performance management, succession and compensation planning tools to drive organizational alignment and ensure top performers are retained and engaged.

Built on the Kenexa 2x platform, the new solution complements Kenexa’s other integrated talent management solutions (i.e. Recruiting and Onboarding) by automating and integrating goals, appraisals, compensation, competencies, development, career path and succession planning. The web-based Kenexa 2x Perform ensures that companies have all valuable talent information in one place to enable quick informed decisions that positively impact business outcomes. In addition, with targeted development plans and career paths that are aligned with both individual and organizational goals, Kenexa 2x Perform identifies high potentials and top performers early, ensuring sustainable high engagement and performance across an organization.

“Providing a solution that integrates functions and data that traditionally have been siloed, means businesses can achieve greater efficiency, enabling maximized performance and results. What’s more, the solution leverages talent data and tools to help companies achieve greater flexibility and better plan for future growth,” Kenexa’s Eric Lochner, President, Global Talent Management commented.

With a strategic reward system in place, including pay for performance, Kenexa 2x Perform ensures that individuals are recognized and compensated appropriately, which promotes higher levels of engagement and retention while adhering to budget restrictions. The solution also increases manager effectiveness by arming managers with the tools and skills needed to inspire, motivate and manage performance. The Unified Talent Record enables data sharing across the organization and across applications, allowing for the organization-wide analysis of talent inventory and current and future competency gaps.

“Effectively integrating performance management with succession management and compensation management can deliver up to 100% better business results,” said Stacia Sherman Garr, senior analyst, Bersin & Associates. “Kenexa’s 2x Perform is designed to help organizations more efficiently integrate these talent processes – all in an environment that supports mobile and social technologies.”

“We selected Kenexa’s 2x Perform as our enterprise performance management solution because we wanted an integrated talent management solution that could parallel and enhance our current practices in Performance Management, Recruiting and Onboarding. As an Early Adopter, we are excited to be working with Kenexa and are hopeful that Kenexa’s 2x Perform will meet our talent management needs today and going forward,” said Brigid Pelino, senior vice president, Human Resources, Tim Hortons Inc.
The Kenexa 2x platform was designed to integrate all talent management functions and data, including a unified talent record, mobile tools and robust analytics, into one single system that provides a consistent user interface, security features and reporting engine while allowing for a customer’s future global expansion. The powerful performance management software gives companies the information they need to make strategic decisions based on a holistic view of their workforce. Kenexa’s Software-as-a-Service (SaaS) model is complemented by its drive to deliver extreme service with a commitment to accuracy, timeliness, responsiveness, proactivity and mutual learning.

For more information on Kenexa, please visit www.kenexa.com

 
Matt Lafata, HRchitect


Indeed.com Opens Millions of Resumes to Search by Employers…from Indeed.com

September 18, 2011

 

Top job search site launches free resume search

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!

 

Indeed.com today announced the launch of Indeed Resume, an open search engine for resumes. Indeed Resume provides employers and recruiters instant access to millions of qualified candidates on the #1 job site. Indeed Resume is free during beta and available at http://www.indeed.com/resume.

“Resume search on Indeed is as fast and simple for employers as our job search is for job seekers,” said Chris Hyams, Indeed’s VP of Product.

Unlike the subscription-only resume databases of job boards, Indeed Resume is an open search engine. Searching for resumes is free and unrestricted and does not require an account. Employers can contact job seekers for free during the beta period.

“With no up-front costs or per-seat licenses, Indeed Resume is for everyone from the small business owner looking to make one hire to the Fortune 500 company filling thousands of openings,” said Hyams.

Indeed Resume enables 1-click apply to select jobs on Indeed.com, and offers job seekers privacy protection that traditional resume databases lack. Initial contact is brokered by Indeed and personal contact information (phone number, email, and address) remains private until the job seeker chooses to share it.

Searching for candidates is made possible using familiar “what” and “where” search boxes. Instant Search suggests common search terms and automatically displays results as you type. Resumes may be previewed without ever leaving the search results page, allowing employers to quickly view the details of candidates. Employers can set up unlimited saved searches and receive daily emails with new and updated resumes matching their search criteria.

Indeed Resume represents a significant expansion of the company’s services to employers and recruiters, building on its leadership as the #1 pay for performance recruitment advertising network.

For more information about Indeed.com, please visit www.indeed.com

 

 

 

Matt Lafata, HRchitect


Saba Announces Content Connect Program…from Saba

September 16, 2011

 

Interactive Program Supports a Vibrant Ecosystem for Saba Content Partners and Customers

HRchitect featured Saba in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. A.G. Lambert, the VP of Marketing with Saba appeared on the HRchitect WebMingle on August 14, 2009. Matt Lafata with HRchitect attended the 2010 Saba Global Summit and Analyst Day in Boston, MA. Matt Lafata & Tiffany Appleby attended the Saba Global Sales Rally FY12 in June 2011 in Redwood City, CA.

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!

 

Saba (NASDAQ:SABA), the premier People Cloud provider, today announced the Saba Content Connect Program, an innovative program that brings Saba partners and customers together in an interactive online community.  Hosted within the Saba Online Community, the program facilitates customers’ discovery and connections with content partners in a social and real-time collaborative environment.

“Organizations around the globe are using the Saba People Cloud to build a transformative workplace that accelerates innovation and learning by tapping into social capabilities to engage and connect people and ideas,” said Jess Tan, VP of the Global Learning Ecosystem, Saba. “With this program, enabled on the Saba People Cloud, customers can leverage our strong content partner network to gain insight into new learning content, share best practices and participate in lively discussions, all of which helps our customers drive their organizational effectiveness.”

Using Saba People Cloud Applications, including enterprise social networking and real-time collaboration, customers can freely discover, view and directly engage with content partners best suited to meet their business needs. Customers can learn details about each content partner’s value proposition, unique content offerings and catalog of available courses. In addition, customers can collaborate with their peers and Saba’s subject matter experts, attend webinars on content-related topics, and participate in discussion threads, all within a safe and secure online environment.

Simultaneously, partners gain exposure to Saba’s global customer base through the interactive Saba Online Community to foster new relationships and promote content offerings, including custom and packaged content, training services and industry expertise.  Additionally, the program highlights partners that have tested the interoperability of their solutions with the Saba People Cloud and verified compliance with industry standards.

The growing Content Connect community of partners includes:

 

  • Accenture
  • Allen Interactions
  • Artifact Software
  • Barnett International
  • Brainshark
  • Brookwood
  • ClearPoint
  • EBSCO Publishing
  • Fabri Consulting
  • GetAbstract
  • General Physics (GP)
  • IC Axon
  • Intuition
  • IHRDC
  • Impact Solutions
  • KESDEE
  • Mahindra Satyam
  • MindLeaders
  • Neurika
  • Outtakes Limited
  • Rapid Learning Development
  • Sistemas CBT
  • SkillSoft
  • Solunea
  • ToolingU.com
  • Tricore Interactive
  • Turning Technologies
  • Virtual Link Solutions

Supporting Quotes

“Great content is essential for any learning strategy to be successful,” said Mark Smith, CEO and Chief Research Officer, Ventana Research. “With a program like the Content Connect, organizations can truly find the best fit for their needs and use it to create a strong content development strategy and training programs.”

“In joining the Content Connect Program and teaming with Saba, a long-standing leader in the learning management market, our organization is able to offer our unique competency-based learning content to Saba’s global customer base and gain a broader reach to our target audience,” said Stratton Lloyd, SVP of Market Development and Customer Satisfaction, EBSCO Publishing.

“As a partner in the Content Connect Program, we aim to further leverage our 12-year relationship with Saba. The Content Connect Program provides an additional avenue for us to extend conversations with existing and new customers” said Paul Pearce, Director of Alliances, GP Worldwide.  “Our organization provides custom and packaged content solutions that drive performance-based results for Saba’s customers.  Together, we can deliver end-to-end talent and learning solutions that uniquely solve real-world business challenges for customers.”

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

 
Matt Lafata, HRchitect


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