November 10, 2011
Attributes 221% revenue growth to innovation, flexibility, and sound business model
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, announced recently that it ranks number 362 on the Deloitte 2011 Technology Fast 500. The Technology Fast 500 recognizes North America’s fastest growing technology companies in terms of percentage of revenue growth over a five year period.
Between 2006 and 2010, iCIMS’ revenue grew 221%. Ranked on the Fast 500 for three consecutive years, iCIMS is also one of a more limited list of companies whose growth has continued to be exponential. iCIMS also ranked #143 in the software category, which has lead all industry categories for 14 years.
Combining technological innovation, entrepreneurship and rapid growth, Fast 500 companies – large, small, public, and private – span a variety of industry sectors, and are leaders in hardware, software, telecom, semiconductors, life sciences and emerging areas, such as clean technology. These companies are on the cutting edge and are transforming the way business is done today.
Due to its rapid growth, iCIMS has also recently been named to the Inc. 500 l 5000 list of America’s Fastest Growing Companies for the sixth consecutive year. iCIMS was ranked #169 in the competitive software industry, and was the only HR software provider on the list that offers solutions to power all stages of the talent management lifecycle.
iCIMS attributes its ongoing success to its innovation, flexibility, and sound business model. iCIMS has remained committed to single source code software, but has expanded its Talent Platform beyond applicant tracking to include solutions such as onboarding and employee data management. Throughout this expansion, it has stayed focused on easy-to-use functionality, configurable options, scalability, and exceptional customer support.
“iCIMS is honored to be on the Deloitte Technology Fast 500 for the third consecutive year,” said Colin Day, iCIMS CEO. “We are particularly proud to be ranked alongside public companies, as iCIMS has achieved its success entirely through organic growth. As we continue to expand, we will remain committed to truly pure SaaS, which allows us to operate more cost effectively, and deliver the customer better price, value and support.”
For more information on iCIMS, please visit www.icims.com
Matt Lafata, HRchitect
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HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Applicant Tracking, Colin Day, Deloitte, Fast 500, HR Systems, HR Technology, HRchitect, iCIMS, Matt Lafata, Onboarding, Talent Acquisition, Talent Management | 
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Posted by mattlafata
November 9, 2011
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, has been voted ‘most flexible in implementation’ and ‘most cutting edge’ in a live technology shootout at HRO Summit Europe. Lumesse also tied for first place in the ‘most innovative’ category with another vendor. Vendors taking part in the live shootout in front of an audience of HR professionals had just a few minutes to demonstrate the latest capabilities of their products and then faced questions from the audience on the technology showcased.
“This is a great endorsement for our talent management technology by the sort of knowledgeable and professional audience that the HRO Summit attracts,” said Lumesse CEO Matthew Parker. “In a crowded market it can be difficult for customers to cut through the competing claims, but a live shootout like this shows which vendors have the answers to the questions that real users want to ask.”
The technology shootout took place in Barcelona on 3 November 2011 at the HRO Summit Europe, the eighth year this prestigious event has taken place. Over 200 HR professionals attended HRO Summit Europe over 3 days in Barcelona, with almost 30 vendors represented.
“It was very brave of the vendors concerned to go in front of a live audience, especially with real time electronic voting, to present their technology,” said Faye Holland, Managing Director, European & Asia Pacific Operations, SharedXpertise, the event’s organiser. “Lumesse distinguished itself with a great demo of technology relevant to the audience and a good understanding of real user needs in a global context.”
“As a leader in the recruitment outsourcing market we’re not surprised to see Lumesse TalentLink win these nominations from an expert audience – it has great capabilities for RPOs and MSPs like hyphen, especially in terms of helping provide a great candidate experience and a rapid turnaround for customers in finding great staff,” added Rory Jeffcock, Client Services Director at hyphen Recruitment Outsourcing.
For more information, please visit www.lumesse.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Recruiting, Talent Acquisition, Talent Management | Tagged: HR Systems, HR Technology, HRchitect, Lumesse, Matt Lafata, Matthew Parker, Recruiting, RPO, Talent Management | Permalink
Posted by mattlafata
November 9, 2011
Global Provider of Talent Management Solutions Responds to Continuous Market Growth
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. Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 & 2011 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, today announced the broadening of its presence in Germany by expanding its facilities and staff in Taleo’s Frankfurt offices and datacenter. The expansion efforts build on Taleo’s July acquisition of Jobpartners, a move that doubled the company’s European customer base and professional staff.
“As social media and mobile technologies move Talent Management processes from the filing cabinet to the cloud, SaaS-based Talent Management is becoming an integral part of successful business management,” said Michael Gregoire, Chairman and CEO of Taleo. “As today’s announcement shows, Taleo is committed to a sustained, long-term investment strategy to pursue the opportunities we have identified in Germany. In fact, our goal is to generate a significant amount of new bookings from Germany over the next three years.”
Investments in Local Team and Facilities
Even before the Jobpartners acquisition, Taleo maintained numerous international customers deployed in Germany. Now, by leveraging the combined presence and expertise of Taleo and Jobpartners, the company can offer its German clients broader product and service capabilities. For example, Taleo will expand its existing datacenter presence in Germany and intends to further grow its Frankfurt-based team. Taleo will expand existing German-speaking technical support, sales, client executive, and implementation consulting resources, and is already hiring new positions for marketing leadership, inside sales and solution consulting in Germany.
Established Provider for Talent Management Solutions
Taleo has a European customer base of more than 250 clients. With more than 5,000 customers worldwide, Taleo supports dozens of large enterprise-class clients in Germany, including Deloitte, Ernst & Young, Mars, Merck, Procter & Gamble, and Roche. Globally, Taleo serves customers in 187 countries and employs more than 1,500 people worldwide.
Taleo’s SaaS-based Talent Management solutions optimize recruiting, performance management, learning and compensation, and arm organizations with Talent Intelligence, which is the insight companies need to grow their business by capitalizing on their most critical asset — their people. By tapping the world’s largest and most scalable Talent Management Cloud, Taleo delivers up-to-date information and increased visibility into candidates and employees so managers can see the talent that is powering their organization and better understand how to recruit, retain, and mobilize that talent. Every day, Taleo customers rely on Talent Intelligence to identify, develop, compensate, and retain the top performers that drive business results.
For more information on Taleo, please visit www.taleo.com
Matt Lafata, HRchitect
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Posted by mattlafata
November 7, 2011
- Record Q3 revenue of $20.0 million, a 63% year-over-year increase
- Record Q3 gross profit of $14.6 million, and gross margins of 73% (500 basis point year-over-year increase)
- Record Q3 Bookings 1 of $24.0 million, a 47% year-over-year increase
- Ended quarter with 710 clients and approximately 7.16 million users
HRchitect featured Cornerstone OnDemand in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Charles Coy participated in the HRchitect WebMingle on January 16, 2009. Cornerstone OnDemand participated in the Talent Management Systems Beauty Pageant in December 2008, where they were crowned the winner.
If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!
Learning and talent management software provider Cornerstone OnDemand (NASDAQ: CSOD) today announced results for its third quarter ended September 30, 2011.
Revenue for the third quarter of 2011 was $20.0 million, representing a 63% year-over-year increase compared to the same period in 2010 and a 15% increase compared to the second quarter of 2011, after excluding the impact of the non-cash charge related to a common stock warrant in the amount of $2.5 million recorded during the second quarter of 2011.
Bookings1, which the company defines as gross revenue plus change in deferred revenue, was $24.0 million for the third quarter, representing a 47% year-over-year increase.
“Despite the current macro-economic uncertainty, our execution in our core markets has never been better, as evidenced by our year-to-date growth in bookings and new clients. We remain focused on the success of our clients, as well as the development of new areas of our business. At the same time, we continue to innovate, working with our clients to refine our organically-developed solution to meet the evolving talent management needs of leading organizations around the world,” said Adam Miller, President and CEO.
Gross profit for the third quarter of 2011 was $14.6 million, representing a 5% year-over-year improvement compared to the same period in 2010. Gross margin for the third quarter of 2011 was 73% compared to 68% in the same period in 2010. The improvement in gross margin was a result of year-over-year revenue growth of 63% compared to a lower increase in cost of revenue of 38%, reflecting the company’s realization of economies of scale in its consulting services and network infrastructure, as it continues to improve its processes for delivering client implementation and support programs.
Cornerstone’s loss from operations for the third quarter of 2011 was $3.0 million compared to a loss from operations of $2.4 million for the same period in 2010, reflecting the company’s continued investments in scaling its operations. Operating expenses as a percentage of revenue were 88%, consistent with the same period in 2010.
During the third quarter of 2011, net cash provided by operations was $0.6 million and the company used approximately $0.3 million in unlevered free cash flow. Cornerstone ended the third quarter with 710 clients and approximately 7.16 million users, representing 72% and 64% year-over-year growth of the company’s client base and users, respectively.
At September 30, 2011, the company’s total cash and cash equivalents and marketable securities were $81.4 million. At September 30, 2011, the company’s total accounts receivable was $23.1 million.
In accordance with Generally Accepted Accounting Principles, or on a “GAAP” basis, Cornerstone’s net loss for the third quarter of 2011 was $4.3 million compared to net loss of $22.2 million for the same period in 2010. GAAP net loss for the third quarter of 2011 was impacted by approximately $0.6 million in expenses associated with a proposed secondary offering, which was withdrawn in early August 2011. Non-GAAP net loss for the third quarter of 2011 was $2.7 million, or $(0.06) per share compared to non-GAAP net loss1 of $2.3 million, or $(0.25) per share, for the same period in 2010. Non-GAAP results exclude, if applicable for each given period, common stock warrant charges, expenses related to stock-based compensation and related employer-paid payroll taxes, changes in the fair value of preferred stock warrants, accretion related to preferred stock, amortization of debt discount and issuance costs, fees related to the early retirement of debt, and expenses associated with the company’s withdrawn secondary offering.
For more information on Cornerstone OnDemand, please visit www.cornerstoneondemand.com
Matt Lafata, HRchitect
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Posted by mattlafata
November 7, 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 financial results, company advancements, and customer successes for Fiscal 2011 which closed Sept. 30. Kronos® revenues for the fiscal year increased 8 percent to $800 million. Earnings before interest, tax, and amortization (EBITA) increased 14 percent to $217 million.
“The past two years, we’ve been acting as a catalyst and driver for the next generation of workforce management. We are facilitating a radical transformation in the way organizations manage their workforce. Our strategy of growth through innovation is clearly paying off,” said Aron Ain, Kronos chief executive officer.
“Kronos’ 8-percent growth – double the market’s growth of 4.5 percent – is a testament to how our core solutions, together with our next generation products and cloud services offerings, are delivering exceptional value to customers around the globe. Looking ahead, we’ll continue to aggressively invest in extending our leadership in workforce management.”
Fourth Quarter News Facts
In the last quarter of Fiscal 2011, Kronos signed agreements with organizations around the world such as: American Water, the largest investor-owned U.S. water and wastewater utility company; Baptist Health System, a recognized leader in healthcare in San Antonio with five acute-care hospitals; Barnabus Health, New Jersey’s largest integrated healthcare delivery system; Fresenius Medical Care, a company devoted to patient-oriented renal therapy; GEOAmey, a leading provider of prisoner escort and custody services in the UK; Goodman Fielder Limited, Australia’s leading listed food company and owner of a host of iconic brands that generations of Australians and New Zealanders have grown up with; Ingham Enterprises, a leading Australia provider of quality chicken and turkey products for more than 80 years; Joy Global (Tianjin) Mining Machinery, a global leader in underground and surface mining equipment and after market-related services; Merrill Gardens, a Seattle-based owner and operator of senior housing communities; Mississippi State Department of Health, dedicated to the health of all Mississippians; Palm Beach County Fire Rescue, the largest fire/rescue agency in Palm Beach County, Florida; Pathway Senior Living, one of the nation’s premier providers of independent and assisted living communities; Schwan’s Global Supply Chain, Inc., the manufacturing arm of The Schwan Food Company; Time Warner Cable Inc., together with its subsidiaries, operates as a cable operator in the U.S., offering video, high-speed data, and voice services over its broadband cable systems to residential and commercial customers; The Vitamin Shoppe, a New Jersey-based retailer of nutritional supplements with more than 500 locations in 37 states; WilcoHess, owner and operator of more than 380 convenience stores and travel plazas and 50 quick service restaurants in the southeastern U.S.; and Winthrop-University Hospital Association, 591-bed teaching hospital in Mineola, NY.
Fiscal 2011 News Facts
Growth through product innovation – Kronos is innovating faster than ever before by delivering unprecedented functionality and ease of use.
Today at KronosWorks™, Kronos announced:
- Kronos InTouch™ – A revolutionary new time clock which will reshape the way organizations think about, and employees interact with, their workforce management solutions.
- Workforce Central® 6.3 – The latest version of the industry’s leading solution for helping organizations control labor costs, minimize compliance risk, and improve workforce productivity.
During Fiscal 2011, Kronos delivered:
- Workforce Mobile™ Manager and Workforce Mobile™ Employee – Revolutionary new, award-winningworkforce mobile applications, which make it easier for managers and employees to complete a wide range of workforce-related tasks using a variety of mobile devices.
- Workforce Talent Acquisition™ – Version 8.8 and Version 9 of the selection and hiring solution reflect Kronos’ continued commitment to provide customers with a unified hourly and salaried, role-based solution to meet their recruiting needs.
- TeleStaff™ – Version 2.70 of the scheduling and notification solution for public safety organizations, which includes integration with the Kronos Workforce Central suite. (Kronos acquired Principal Decision Systems International and the TeleStaff product in May 2011.)
Rapid expansion of international operations – Kronos continues to aggressively expand its international operations. Fiscal 2011 developments included establishment of a direct sales channel and reseller agreement with Valueteam in Brazil. In China, Kronos announced the opening of additional Greater China offices in Guangzhou and Hong Kong, and established relationships with Accenture, BeyondSoft, NetAGE, and Satyam to provide more complete distribution and implementation support across Greater China. During the year, Kronos also established reseller agreements in the Middle East, Netherlands, Portugal, Spain, and Turkey. These developments underscore Kronos’ commitment to supporting the global workforce management needs of multinational organizations and locally owned businesses. Kronos continues to hire worldwide staff to support existing customers and new customer deployments.
Steadily increasing demand for cloud services – In a year-over-year comparison, new bookings of Kronos’ cloud services offering grew by 92 percent. Today, Kronos has more than 1.75 million licenses at hundreds of organizations managed via cloud services in more than 20 countries. Kronos continues to see exceptional interest in cloud services from organizations looking to maximize their investment in workforce management technology. By leveraging cloud services from Kronos, organizations are achieving significant cost savings, improving the reliability of their workforce management solutions, and accelerating return on investment.
Hiring of global staff – Kronos hired 567 employees in Fiscal 2011, and currently has more than 200 open positions around the world.
For more information on Kronos, please visit www.kronos.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Aron Ain, HR Systems, HR Technology, HRchitect, Human Capital Management, Kronos, Matt Lafata, Talent Acquisition, Talent Management, Workforce Management | Permalink
Posted by mattlafata
October 31, 2011
Delivers Enhancements for Talent Management, Payroll, Financial Management, Solutions for Higher Education, and Integrations to Popular User Collaboration Tools
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, payroll and financial management, recently introduced Workday 15. This update includes enhancements to Talent Management, Global Payroll Solutions, Financial Management, solutions for Higher Education, and new integrations with Microsoft Outlook® and Salesforce Chatter™.
Workday 15 also unveils Workday’s enhanced technology architecture for optimally handling the complex and intensive in memory transaction processing and reporting for very large enterprises.
What’s New
User Experience
- With this update, Workday continues to bring its human capital management solution (HCM) into the natural environments in which workers work – no longer requiring users to login using a standard browser interface.
- Workday for Outlook, accessible via the Xobni Gadget Store, allows workers to access their Workday inbox, search for colleagues, and view contact information directly in Microsoft Outlook.
- Workday for Chatter enables workers to view their Workday inbox – including notifications, approval requests, and workforce data – directly from their Chatter stream.
Talent Management
- Talent Reviews introduces a new business process and guided experience for workers and their manager to capture career and talent profile information used to inform talent review meetings among business leaders.
- Career Interests provides a new way for employees to express their career goals and aspirations, explore jobs within their company, and compare their qualifications to those identified for a job.
- Workday and Cornerstone OnDemand provide integration between Cornerstone Learning Cloud and Workday Human Capital Management.
Global Payroll Solutions
Financial Management
- Workday 15 extends its capabilities as a comprehensive financial management and accounting solution for global and complex organizations.
- Financial transactions and reporting provides significant additions to the transactions, processes, and reporting capabilities including everything from accounting and assets to projects and expenses.
- Enhanced financial analytics provides new levels of visibility into cash collection cycles and into the total cost of workers and the work they do.
Performance and Scalability
- Workday also unveils its enhanced technology architecture. Workday’s Object Management Server (OMS) has been transformed into a set of distributed application services that deliver:
- Grid processing for CPU-intensive process such as Payroll.
- Elastic computing to execute customer developed integrations on demand.
Solutions for Higher Education
- Workday continues to develop functionality that meets the unique needs of universities and their diverse, global workforces. With Update 15, Higher Education customers will have improved visibility into one of their most important resources – faculty – through new appointment and tenure tracking capabilities.
Comments on the News:
“Workday 15 is the culmination of many strategic initiatives that have been in development this year,” said Stan Swete, Workday chief technology officer. “Unlike with on premise software, the SaaS model uniquely enables customers to immediately benefit from enhanced functionality, performance and scalability without the requirement to invest in expensive servers, software upgrades, and performance benchmarking initiatives.”
All Workday customers will go live on Workday 15 this December.
For more information on Workday, please visit www.workday.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: HR Systems, HRchitect, HRIS, HRMS, Human Capital Management, Matt Lafata, paryoll, Talent Management, Workday | Permalink
Posted by mattlafata
October 31, 2011
Companies Create a Unified Experience for Organizations that Closely Align Learning and Development with Broader Human Capital Management Initiatives in the Cloud
HRchitect featured Cornerstone OnDemand in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Charles Coy participated in the HRchitect WebMingle on January 16, 2009. Cornerstone OnDemand participated in the Talent Management Systems Beauty Pageant in December 2008, where they were crowned the winner.
If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!
Learning and talent management software provider Cornerstone OnDemand (NASDAQ: CSOD) announced recently that it has collaborated with Workday Inc., the leader in SaaS-based enterprise solutions for human resources, payroll and financial management, to enable integration between the Cornerstone Learning Cloud and Workday Human Capital Management (HCM).
Customers of Cornerstone OnDemand and Workday will be able to use this cloud-to-cloud integration at no added cost, and without the need for custom development or additional middleware or servers. The jointly designed and developed integration will bring worker, organizational and talent information to and from Workday Human Capital Management and the Cornerstone Learning Cloud. This will enable customers to leverage their investments in each solution and bring together the key information employees, managers and executives need to have in one place.
“The Cornerstone and Workday integration creates a truly unified experience for organizations that want to align learning with their broader human capital and talent management initiatives,” said David Somers, vice president of alliances and strategy for Cornerstone OnDemand. “The close collaboration among our product teams ensures that organizations are now able to seamlessly share relevant data among the systems, such as competencies, and transcripts and certifications, and, in turn, more effectively develop their workforces.”
“Companies want to integrate training and development with their core human capital management system of record without the inconvenience of disjointed systems,” said Leighanne Levensaler, vice president of HCM Strategy at Workday. “With this collaboration, customers that use Workday and Cornerstone can benefit from a seamless integration that unites their core system of record with learning management solutions.”
The Cornerstone Learning Cloud, with features for e-learning, instructor-led training administration, compliance management, enterprise social networking and more, has been recognized as a leading solution by industry analyst firms such as IDC and Forrester Research. Earlier this year, Cornerstone also was positioned by Gartner Inc. in the “Leaders Quadrant” of the 2011 Gartner Magic Quadrant for Corporate Learning Systems report.
For more information about Cornerstone OnDemand, visit www.cornerstoneondemand.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Cornerstone OnDemand, HR Systems, HRchitect, HRIS, HRMS, Learning Management, Matt Lafata, payroll, Talent Management, Workday | Permalink
Posted by mattlafata
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
Leave a Comment » | Uncategorized | Tagged: Dan Finnigan, HCM, hiring, HR Systems, HRchitect, HRIS, HRMS, Human Capital Management, Jeff Pulver, Jobvite, Matt Lafata, payroll, Recruiting, Workday | Permalink
Posted by mattlafata
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
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Posted by mattlafata
October 26, 2011
Authors reveal Breakthrough Research that shows Employees Worldwide have Seven Fundamental Needs and Organizations that Meet these Needs Outperform those that Don’t
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!
Organizations can achieve greater success by meeting the seven fundamental needs of employees, according to a new book by Jack Wiley, Ph.D., and Brenda Kowske, Ph.D, titled “RESPECT: Delivering Results by Giving Employees what They Really Want.”
A world authority on the factors that motivate employees and how they perceive their work, Jack Wiley is executive director of the Kenexa High Performance Institute, a division of Kenexa (NASDAQ: KNXA). Over the past 30 years, he has surveyed over 200,000 employees around the world. His conclusion is that there are seven things that employees really want from their managers and their organizations.
Dr. Wiley has summarized the seven wants of employees in the acronym R.E.S.P.E.C.T., which stands for: Recognition, Exciting work, Security of employment, Pay, Education and career growth, Conditions and Truth.
“These seven fundamental needs are the same across different countries, different industries and different job roles,” said Wiley. “The real story from our research, however, is the impact on engagement, productivity, customer service and the bottom line when organizations meet these needs. Their employee engagement level is 117 percent higher; their operational performance is 64 percent higher; their customer satisfaction level is significantly greater and their ‘return on assets’ is up to ten times higher.”
Featuring real-world examples, the book provides practical actions to help managers, executives and HR practitioners to meet the seven needs. It also provides diagnostics to help assess an organization’s areas of vulnerability.
More information about the book and the authors is available at www.respectthebook.com
For more information on Kenexa, please visit www.kenexa.com
Matt Lafata, HRchitect
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Posted by mattlafata
October 26, 2011
Revenues Rise 13%, 10% Organic; EPS up 9%
Confirms Fiscal 2012 Forecasts for Revenue Growth of 7% to 9% and EPS Growth of 8% to 10%
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!
Automatic Data Processing, Inc. (Nasdaq: ADP) reported revenue growth of 13%, 10% organic, to $2.5 billion for the first fiscal quarter ended September 30, 2011, Gary C. Butler, chief executive officer, announced today. Revenue growth benefited 2 percentage points from favorable foreign exchange rates compared with a year ago. Pretax earnings increased 5% and benefited 1 percentage point from favorable foreign exchange rates. Net earnings increased 9% and benefited from a lower effective tax rate in the quarter compared to a year ago. Diluted earnings per share of $0.61 increased 9% from $0.56 a year ago on fewer shares outstanding. ADP acquired 5.9 million shares of its stock for treasury at a cost of about $280 million fiscal year-to-date. Cash and marketable securities were $1.4 billion at September 30, 2011.
First Quarter Discussion
Commenting on the results, Mr. Butler said, “I am pleased with ADP’s results for the first quarter of fiscal 2012. The increase in new business sales during fiscal 2011 and the acquisitions closed last fiscal year contributed to the strong revenue growth in the quarter. As anticipated, the year-over-year pretax margin comparison was negatively impacted by the decline in high-margin client interest revenues resulting from lower interest rates and the impact of last year’s acquisitions.
ADP’s key business metrics continued to trend positively, led by growth in new business sales for Employer Services and PEO Services. These new, incremental recurring revenues are the key to driving future revenue growth. Employer Services’ client revenue retention also improved for the quarter from a year ago. The automotive marketplace is stable and Dealer Services posted strong new business sales.
Employer Services
“Employer Services’ revenues grew 9% for the first quarter, 7% organically. The number of employees on our clients’ payrolls in the United States increased 2.7% for the quarter as measured on a same-store-sales basis for our clients on our AutoPay platform. Worldwide client retention improved 0.2 percentage points for the quarter compared with a year ago. As anticipated, Employer Services’ pretax margin declined 50 basis points for the quarter, but improved 20 basis points excluding a drag of about 70 basis points from last year’s acquisitions.
“Combined Employer Services and PEO Services worldwide new business sales increased 8% for the quarter. New business sales represent annualized recurring revenues anticipated from new orders.
PEO Services
“PEO Services’ revenues increased 17% for the first quarter, all organic. PEO Services’ pretax margin improved 90 basis points for the quarter. Average worksite employees paid by PEO Services increased 13% for the quarter to approximately 242,000.
Dealer Services
“Dealer Services’ revenues grew 18% for the first quarter, 6% organically. Total revenues benefited from acquisitions closed during the first quarter of fiscal 2011. Dealer Services’ pretax margin improved 115 basis points for the quarter. Excluding a drag from last year’s acquisitions of 70 basis points and the positive year-over-year impact of 130 basis points from acquisition-related costs in last year’s first quarter, Dealer Services’ pretax margin improved 55 basis points.
Interest on Funds Held for Clients
“The safety, liquidity, and diversification of our clients’ funds are the foremost objectives of our investment strategy. Client funds are invested in accordance with ADP’s prudent and conservative investment guidelines and the credit quality of the investment portfolio is predominantly AAA/AA.
“For the first quarter, interest on funds held for clients declined $4.9 million, or 3.9%, from $126.8 million to $121.9 million, due to a decline of 50 basis points in the average interest yield to 3.2%, partially offset by an increase of 10% in average client funds balances from $13.8 billion to $15.2 billion.
Fiscal 2012 Forecast
“Since we provided our initial fiscal 2012 forecast, interest rates have declined and the economic environment has become more uncertain. However, we are confirming our total ADP fiscal 2012 forecasts with updates as noted below:
- Total revenues – increase 7% to 9%
- We anticipate that the first quarter’s positive impact from favorable foreign exchange rates will not continue and will be about neutral for the full year
- Diluted earnings per share – increase 8% to 10%, compared with $2.52 earnings per share in fiscal 2011
- Employer Services – revenue growth of about 7% compared with our prior forecast for 6% to 7% growth; pretax margin expansion of about 50 basis points compared with our prior forecast of at least 50 basis points due to the impact of current year acquisitions
- Pays per control – up about 2% for the year compared with our prior estimate of up 1% to 2%
- PEO Services – revenue growth of about 17% compared with our prior forecast for 15% to 17% growth; pretax margin about flat
- Employer Services and PEO Services new business sales – 8% to 10% growth compared to $1.1 billion sold in fiscal 2011
- Dealer Services – revenue growth of 8% to 9%; pretax margin expansion of about 50 basis points. About 2 percentage points of revenue growth is anticipated to result from the full-year effect of the Cobalt acquisition, which was completed during the first quarter of fiscal 2011.
“Interest on funds held for clients is expected to decline $40 to $50 million, or 7% to 9%, from $540.1 million in fiscal 2011. This is based on a decline of 40 to 50 basis points in the expected average interest yield to 2.7% to 2.8%. We continue to anticipate 7% to 8% growth in average client funds balances. This is updated from our previous forecasted decline of $25 to $35 million, or 5% to 6%, based on a decline of 30 to 40 basis points in the expected average interest yield to 2.8% to 2.9%. The interest assumptions in our forecasts are based on Fed Funds futures contracts and forward yield curves as of October 24, 2011. The Fed Funds futures contracts do not anticipate any changes during the fiscal year in the Fed Funds target rate. The three-and-a-half and five-year U.S. government agency rates based on the forward yield curves as of October 24, 2011 were used to forecast new purchase rates for the client extended and client long portfolios, respectively.
“ADP entered fiscal 2012 with positive momentum. While the economic recovery has been weaker in recent months than anticipated at the beginning of the fiscal year, I am nonetheless pleased with our execution as evidenced by ADP’s first quarter results. We continued to invest in our distribution and service capabilities, and in product innovation. As a result, ADP continued to win in the marketplace and I remain optimistic about ADP’s growth opportunities,” Mr. Butler concluded.
For more information on ADP, please visit www.adp.com
Matt Lafata, HRchitect
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Posted by mattlafata
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
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Posted by mattlafata
October 20, 2011
HRchitect featured SuccessFactors in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. Matt Lafata and Tiffany Appleby from HRchitect attended and sponsored the SuccessConnect event in San Francisco in May 2011 and the Insights event in San Diego in Oct 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!
Recently, SuccessFactors, Inc. (NYSE: SFSF), the global leader in business execution software, announced an agreement with VMware to empower its customers and partners to extend SuccessFactors applications using the VMware Cloud Foundry(TM) Platform as a Service (PaaS) beta.
“We’re thrilled to launch our Cloud Foundry(TM) project with SuccessFactors. Cloud Foundry continues to gain traction as the PaaS of choice for modern and open cloud application development,” said Paul Maritz, CEO of VMware. “This new project takes the Cloud Foundry vision one step further, enabling customers to extend and build custom applications around SuccessFactors to address specific business and vertical use cases, without restricting the choice of development frameworks, data or application services. Cloud Foundry helps ensure customers can build applications using open and industry-standard development technologies while preserving the flexibility to deploy across both public and private clouds. SuccessFactors and VMware are both committed to enabling custom development and integration across a broad ecosystem of SaaS providers.”
“This agreement is the revolution the cloud industry needs. Our announcement with VMware represents a paradigm shift in the way companies will consume cloud services. We believe SuccessFactors has the world’s largest cloud deployments, and we plan to empower our 3,500+ customers with 15 million subscription seats and our partners to rapidly develop custom extensions and integrations of our solutions on Cloud Foundry(TM) in an open and non-proprietary manner. This open approach will allow CIOs to leverage the skills they already have on their team, and further unlock the value from their investment with SuccessFactors,” said Lars Dalgaard, founder and CEO, SuccessFactors. “This is a strategic move for our customers because as their use of our various applications is increasing, in many cases customers are using 5-10 SuccessFactors applications, the ability to interface and extend into other business areas is irresistible for them. Where we don’t want to build them ourselves, through Cloud Foundry we can extend business data from our apps into company specific apps and extensions connecting us deeper into our customers’ business, at a low cost to them and without cost to us. The cloud belongs to all of us and this agreement presents CIOs and business leaders with immense flexibility to extract much more value from their public and private clouds, and we believe, create unseen cross functional business value and multi-directional business execution data in and out of SuccessFactors’ BizX Suite. This significantly increases its value for existing customers and makes it much more attractive and lower risk to new customers.”
SuccessFactors was able to build its first application on CloudFoundry.com within hours that integrated Google Maps data with SuccessFactors’ employee location data from its next generation Core HR Information System platform, Employee Central. Today, SuccessFactors’ customers and partners have the same ability to easily build, test and run their applications on CloudFoundry.com. In the near term, the new SuccessFactors integration with Cloud Foundry will enable customers and partners to combine its capabilities with other web applications.
“The unique competitive advantage of this platform is that it is open and enables development on standard development languages such as web service APIs, Java, PHP, Ruby-on-Rails, HTML, Ajax, Javascript and the Spring Framework (Java),” said Aaron Au, co-founder and chief technology officer, SuccessFactors. “Our customers can create a Cloud Foundry account, integrate with SuccessFactors data via our APIs and create, deploy and scale their own applications within hours. We believe this is the future of enterprise cloud computing.”
For more information on SuccessFactors, please visit www.successfactors.com
Matt Lafata, HRchitect
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Posted by mattlafata
October 19, 2011
ELEMENT K COMPLEMENTS SKILLSOFT’S CAPABILITIES FOR SERVING THE GLOBAL CORPORATE TRAINING MARKET
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!
SSI Investments II Limited (the “Company”), a parent company of SkillSoft Limited (formerly SkillSoft PLC) (“SkillSoft”), a leading SaaS provider of on-demand e-learning and performance support solutions for global enterprises, government, education and small- to medium-sized businesses, today announced that its indirect subsidiaries, SkillSoft Corporation and SkillSoft Ireland Limited (the “Buyers”) have acquired the Element K business from NIIT Ventures, Inc., a subsidiary of NIIT Limited. Under the terms of the agreement, pursuant to which the transactions contemplated by the agreement closed effective today, the Element K business was acquired for $110 million in cash, subject to adjustments.
The acquisition adds to SkillSoft’s existing offerings in learning content and learning platform technology through the addition of Element K’s complementary offerings in e-learning content, virtual labs, ILT print materials and custom development services. Also, the addition of Element K employees in sales, customer support and product development strengthens SkillSoft’s long-term ability to compete for a greater share of the $48 billion global corporate training market that includes many larger players with more comprehensive product offerings.
“As our enterprise customer organizations are increasingly connecting their learning strategies to their overall business objectives, we find those organizations looking for a greater range of products and services. Our enterprise customers have many choices of suppliers to meet their ever-expanding needs, and we continuously look for ways to expand our capabilities to sustain and increase our competitiveness,” said Chuck Moran, CEO of SkillSoft. “The acquisition will immediately bring a wider range of solutions to the customers of both SkillSoft and Element K. In addition, by combining the two organizations we will be able to expand our investments in the technology, service and content solutions delivered to customers. This is key to increasing our ability to compete with the many larger players in the global corporate training market.”
Element K offers many of the same financial and operating characteristics as SkillSoft’s business model, including an annual recurring subscription-based licensing model for access to its learning resources library, a direct sales force distribution system complemented by resellers and telesales support, and a Global 2000 client base offering visibility through multi-year contracts. As a result, over time the acquisition is expected to support both SkillSoft’s revenue predictability and growth.
Morgan Stanley and Barclays Capital acted as financial advisors to SkillSoft on the transaction. Ropes & Gray and WilmerHale provided legal counsel to SkillSoft on the transaction.
Matt Lafata, HRchitect
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Posted by mattlafata
October 18, 2011
Company Drives Momentum in Third Quarter with 194% Growth in EMEA
HRchitect includes Peoplefluent in our list of top Talent Acquisition Systems vendors and top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!
Peoplefluent™, offering a unique combination of best-of-breed mobile and SaaS suite solutions for Talent Management, Vendor Management and Workforce Compliance and Diversity, today announced strong year-over-year sales growth with a 49% increase in bookings in its core product lines. The Company also announced significant momentum in EMEA with 194% revenue growth in the region in the third quarter alone.
“Through industry differentiated workforce analytics, mobile technologies and game mechanics, we are uniting people and Talent Management processes in new and exciting ways by enabling and encouraging learning, collaboration, best practices and better outcomes for individuals and the businesses in which they work,” said Charles S. Jones, Chairman and CEO of Peoplefluent. “Today, we need to help our customers deploy the right resources in the right ways, at the right time with flexibility, mobility and ease while extending the life of their existing systems and avoiding the disruption and costs associated with replacement. 2011 is a pivotal year for Peoplefluent’s clients, and we’re focusing our development agenda on the changing needs of our customers in the years ahead.”
Fueling its corporate growth, in the first three quarters of 2011, Peoplefluent:
· launched its Fluency on the Move mobile product line, which was selected among sixty competitors as one of six “Awesome New Technologies for HR” at the HR Technology® Conference and Expo 2011 earlier this month;
· designed and developed two HR games available for download on iTunes this month and introduced two new games into the full Peoplefluent product suite;
· became a global leader in workforce planning and analytics solutions through the acquisition of Aquire Solutions, Inc. in early April;
· completed three Mercer partnership deals with large multinational enterprises;
· released 11 major new products, with enhanced functionality across its entire end-to-end product suite;
· and sold and delivered 390 products to new and existing customers across 24 industries from nine different countries.
“A lot can happen in a year. I recently spent time with my client Peoplefluent’s expanded management team to review the progress they’ve made with their plans and products since my last in-depth review at the same time last year. I am very impressed with the key leaders they’ve assembled during 2011 to direct the company’s product and technology initiatives, with the way those leaders have come together as a cohesive leadership team, and with the product/technology plans and roadmaps they’ve made for the year ahead and which have been the basis for this year’s strong delivery. This is a very capable team with a clear vision and with the resources, including the financial resources, to execute against their vision to continue bringing innovative solutions into the market,” concluded Naomi Bloom, Managing Partner at Bloom and Wallace and independent HR analyst and strategy consultant in HR technology.
For more information, please visit www.peoplefluent.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: diversity, HR Systems, HR Technology, HRchitect, Matt Lafata, peoplefluent, Talent Management, vendor management, workforce compliance | Permalink
Posted by mattlafata
