HRchitect’s HRtechnology Vendor News: Kronos Launches The Workforce Institute in China

April 16, 2013

If you are looking for a new Human Capital Management (HCM) System, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 16 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!

At a press conference in Beijing recently, The Workforce Institute™ at Kronos Incorporated announced the launch of The Workforce Institute at Kronos in China, which aims to explore Chinese workforce issues that have an impact on productivity and performance for organizations. Through expertise and intensive research, The Workforce Institute in China will empower organizations with best practice, in-depth knowledge and practical advice for optimizing their workplaces.

News Facts

  • The Workforce Institute in China is a spin-off of the successful Workforce Institute in the U.S., which launched in 2006. The Workforce Institute in the U.S. has an active blog, a diverse body of research, and two published books.
  • Primary research initiatives of The Workforce Institute in China will address workforce management issues impacting the entire workforce, including hourly and salaried employees.
  • An advisory board of local academics, visionaries, and practitioners will spearhead the initiatives of The Workforce Institute in China. The first board meeting held in Beijing discussed the major challenges of Chinese workforce management and set a calendar for research and publications.
  • In addition to research, the board members of The Workforce Institute in China will publish articles and insights at http://china.workforceinstitute.org.

Supporting Quotes

  • Joyce Maroney, managing director, The Workforce Institute at Kronos
    “There is a lot of research about issues that impact the salaried workforce, but significantly less about subjects that impact hourly employees. The Workforce Institute is dedicated to providing innovative and valuable content that elevates organizational perception of the importance of the whole workforce.”
  • Maxwell Miao, general manager, Kronos Greater China
    “Increasing global competition, the evolution and transformation of the Chinese workforce, and the changing dynamics of the China workplace make this broad view imperative and timely. Through intensive research, The Workforce Institute in China is committed to empowering organizations with methodology and information to help them control labor costs and improve competitiveness.”

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To learn more about HRchitect and how we can help your organization, please visit www.HRchitect.com. HRchitect is the leader in HR systems strategic consulting.  As the premier Human Capital Management (HCM) Systems consulting firm, we offer end-to-end HR technology consulting services focused around strategic planning, evaluation/selection, project management and implementation of HR systems, Talent Management Systems, Talent Acquisition Systems, and Workforce Management software. After more than 16 years in business working on over 2000 successful engagements for more than 900 clients across the globe, HRchitect is a name you can trust as your one-stop shop for all your HR technology consulting needs.

Matt Lafata, HRchitect

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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

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Taleo Announces Second Quarter Results…from Taleo

August 9, 2011

 

Billings up 36% Year Over Year; Deferred Subscription and Support Revenue up 45% Year Over Year; Added 275 New Customers; 7 Greater Than $250k in Annual Subscription Value

HRchitect featured Taleo in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. Kevin Marasco, VP Brand Marketing with Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 TaleoWorld conference and HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended Taleo’s annual Sales and Services meeting in 2010 & 2011.

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

Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, last week announced strong results for its second quarter 2011.

“We saw exceptional growth and momentum across key metrics in our second quarter,” said Michael Gregoire, Taleo’s Chairman and CEO. “We are seeing more customers standardizing on Taleo across all areas of talent management and they tell us that the talent intelligence they garner from Taleo is giving them a powerful competitive advantage.”

Taleo delivered the following results for the second quarter 2011: 

Second Quarter Revenue: Subscription revenue for the second quarter was $55.2 million, an increase of 15% on a year-over-year basis. Subscription revenue was reduced by a $6.5 million reserve for the settlement of claims asserted by the United States government. The claims related to a subcontract entered into in 2002 through which services were provided to the Transportation Security Administration (“TSA Settlement”). For further details on the TSA Settlement, please see our report on Form 8-K filed on August 4, 2011. Professional services revenue for the second quarter was $14.5 million, an increase of 74% on a year-over-year basis. Total revenue for the second quarter was $69.7 million, an increase of 24% on a year-over-year basis, which includes the reduction of $6.5 million reserve for the TSA Settlement.

Non-GAAP subscription revenue for the second quarter was $63.6 million, an increase of 32% on a year-over-year basis. Non-GAAP professional services revenues for the second quarter was $15.2 million, an increase of 82% on a year-over-year basis. Non-GAAP subscription revenue for the second quarter has not been reduced for the $6.5 million TSA Settlement. Total second quarter non-GAAP revenue was $78.7 million, an increase of 39% on a year-over-year basis.

Second Quarter Loss per Share: Second quarter net loss per share was $(0.20), compared to a net loss per share of $(0.04) a year ago.

Significant items impacting net loss per share included: 

  • The TSA Settlement, which reduced second quarter revenue by $6.5 million;
  • An agreement reached with Kenexa, disclosed in our filing on Form 8-K on July 5, 2011, under which we agreed, among other things, to dismiss with prejudice all outstanding lawsuits, to cross license certain patents, and to make a one-time cash payment of $3.0 million. The agreement resulted in a $2.4 million charge to general and administrative expenses in the second quarter; and
  • $3.2 million in cumulative refundable tax credits associated with Taleo’s acceptance during the second quarter into a Quebec provincial investment tax credit program for 2009, 2010 and 2011. The credits were reflected as a reduction in cost of revenues and operating expenses in the second quarter.

Non-GAAP net income per fully diluted share was $0.27, compared to non-GAAP net income per fully diluted share of $0.14 a year ago.

An explanation of the non-GAAP measures used in this press release is included in the section below titled “Non-GAAP Financial Measures” and a reconciliation of GAAP to the non-GAAP financial measures has been provided in the tables included as part of this press release.

Cash: Cash generated from operations for the first half of 2011 totaled $19.4 million as compared to $21.3 million in the first half of 2010. Cash flow in 2011 has been impacted by the settlement of the Kenexa lawsuits, acquisition related spending and working capital requirements. Total cash and cash equivalents finished the quarter at $148.4 million, a decrease of $96.5 million from the prior year due primarily to the acquisitions of Learn.com and Cytiva.

Customers: In the second quarter, 275 new customers chose Taleo’s Talent Management solutions for recruiting, performance, learning and/or compensation management, including: Western Union, Bausch & Lomb Incorporated, Devon Energy, Invesco and Volkswagen Group of America. In the second quarter we were awarded 7 new contracts of $250,000 or larger in first year subscription revenue, underscoring the market interest in larger, global deployments and in multiple component suite solutions.

Billings: Billings, defined as the change in short-term deferred subscription revenue plus non-GAAP subscription revenue, was $69.2 million in the second quarter, up 36% year-over-year.

For more information on Taleo, please visit www.taleo.com

 
Matt Lafata, HRchitect

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Taleo Named a Talent Management Market Leader…from Taleo

February 8, 2011

 

IDC MarketScape Recognizes Taleo’s Market Momentum and Suite Offerings

HRchitect featured Taleo in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. Kevin Marasco, VP Brand Marketing with Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 TaleoWorld conference and HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended Taleo’s annual Sales and Services meeting in 2010 & 2011.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Taleo Corporation (NASDAQ: TLEO), the leading provider of on-demand talent management software solutions, today announced that IDC has recognized Taleo as a market leader in Integrated Talent Management  in the 2011 MarketScape report.

Taleo maintained its leadership position in this year’s analysis with noted strengths in many areas including depth in capability of the individual talent functions, a robust partner ecosystem, strong brand recognition, global reach, and a track record of innovative research and development and integration.

The report is IDC’s annual analysis of software vendors that offer integrated solutions to help companies attract, develop and retain their workforces. These solutions include software for recruiting and staffing, learning and development, performance management, compensation management and career and succession planning, all supported by a base of competency management and assessment. Taleo is cited for vision and execution in providing organizations with a superior end-to-end solution capable of meeting the needs of the entire employee lifecycle. According to IDC, Taleo’s strengths also include the Talent Grid, which positions the Taleo talent management suite as the focal point in a talent-partner ecosystem that enables data exchange, seamless reporting, and tighter integration through published APIs, as well as Taleo’s analytics capabilities.

“Taleo is again a market leader in this year’s analysis with strengths in many areas including depth in capability of the individual talent functions, a robust partner ecosystem, and strong brand recognition,” said Lisa Rowan, Program Director for HR and Talent Management Services with IDC. “By adding learning capabilities through its recent acquisition of Learn.com Taleo has completed filling out the five pillars of talent management and continues to expand its range of talent management capabilities.”

“Businesses are turning to Taleo for talent intelligence, the key insights needed to help power their talent management strategies. These companies depend on Taleo’s complete offering of software solutions and access to the largest global community of talent management experts and partners to achieve growth,” said Shail Khiyara, Taleo’s Chief Marketing Officer. “We are pleased to see that our market momentum, suite offerings and proven record of successful acquisitions is reflected in IDC’s analysis.”

For more information on Taleo, please visit www.taleo.com
Matt Lafata, HRchitect

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City of St. Paul Signs Multi-Suite ERP Software Contract with Lawson Software

August 7, 2009

 

HRchitect includes Lawson 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, 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.

The city of St. Paul, Minnesota, has signed a multi-suite contract with Lawson Software (Nasdaq: LWSN) that includes the Lawson Enterprise Financial Management, Supply Chain Management, Business Intelligence and Enterprise Asset Management suites. It also includes Lawson Human Resource Management and Workforce Management suites along with Lawson Smart Office. These applications will help the city improve service levels and reduce costs by helping to simplify and automate many business processes and giving employees greater flexibility with self-service options for many typical HR functions. The contract was signed during Lawson’s first quarter of fiscal 2010, which ends Aug. 31, 2009.

St. Paul is the capital of Minnesota and the state’s second-largest city with more than 270,000 residents, 2,700 employees and a $500 million annual budget. St. Paul and neighboring Minneapolis make up the Twin Cities, the 16th-largest metropolitan area in the U.S. St. Paul is also the county seat of Ramsey County. The Lawson applications will replace the city’s decades-old accounting, budgeting, payroll, procurement and human resources systems.

The Lawson solution is a key component of St. Paul’s major new initiative — dubbed COMET (City Operations Modernization and Enterprise Transformation Program) — to modernize its technology infrastructure and thereby improve its business operations and constituent services. Currently, the city uses 35 different computing programs on a 1985 platform.

In his 2009 budget address, St. Paul Mayor Chris Coleman explained the need for COMET, citing several examples of administrative inefficiencies, including:

The city processes more than 100,000 invoices each year. In one department, invoices are handled by seven to 10 different people before they get paid. The new Lawson Procurement application will help streamline that process, eliminating redundancies and paper waste along the way.

Currently, 95 percent of city employees still turn in a paper payroll form that needs to be data-entered by payroll clerks. This results in at least 100 phone calls weekly to clarify time sheets in the police department alone. The Lawson Payroll application will help automate formerly manual processes, which can ultimately help eliminate inaccuracies and save staff hours.

“We need a consolidated system with one database shared across all city departments. It will help save staff time, provide the information necessary for effective management, and help improve the quality of service to St. Paul residents,” said Andrea Casselton, CIO for the city of St. Paul. “The Lawson solution will help facilitate our commitment to financial accountability. It will also help reduce the amount of paper we use, which will support the city’s efforts towards sustainability.”

Specifically, the Lawson applications will implement standard core processes and one integrated database shared across city departments wherever feasible and allowable under law to eliminate redundant data handling and increase the accuracy of information. The solution will replace multiple existing systems and offline, department-specific processes with an integrated, modular system. The solution will give a cohesive view of the city and all of its parts as opposed to small silos of activity across the areas of budgeting, finance, grant management, asset management, procurement, treasury, HR and payroll.

The Lawson solution will also foster self-service. It will provide city departments, employees, vendors and other stakeholders with convenient options to access the system and pertinent data 24/7 through user-friendly self-service interfaces that do not require administrative intervention.

“Tight budgets and constituent demands for greater accountability pose significant challenges for local governments,” said Brian Murphy, general manager, Public Sector for Lawson. “Lawson helps government organizations simplify administration, mitigate risk and meet their imperatives for greater efficiency and accountability.”

“We chose Lawson over other vendors because they not only have a proven government-specific functionality, but they worked with us throughout the process and listened to our core needs,” said Paul Strong, COMET project director for the city of St. Paul. “The fact that Lawson is our hometown company means we’ll be able to work with people right down the block from us throughout the implementation.”

For more information on Lawson, please visit www.lawson.com

 
Matt Lafata, HRchitect

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