SAP’s Offer for SuccessFactors, Inc. Shares is Successful…from SuccessFactors

February 16, 2012

 

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 15 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!

 

SAP AG and SuccessFactors, Inc. today announced the successful completion of SAP AG’s cash tender offer, commenced through its indirectly wholly-owned subsidiary Saturn Expansion Corporation, for all issued and outstanding shares of common stock of SuccessFactors, Inc. The tender offer was made pursuant to an Offer to Purchase dated December 16, 2011 and in connection with an Agreement and Plan of Merger dated as of December 3, 2011. SAP and SuccessFactors first announced this transaction on December 3, 2011.

American Stock Transfer & Trust Company, LLC, the depositary for the tender offer, has indicated that, as of 5:00 p.m., New York City time, on February 15, 2012, 81,673,335 shares of common stock of SuccessFactors (approximately 95.5% of the shares of common stock of SuccessFactors issued and outstanding) have been tendered into and not withdrawn from the tender offer (including 5,411,270 shares of common stock of SuccessFactors tendered pursuant to the guaranteed delivery procedures set forth in the Offer to Purchase). Computershare Trust Company, N.A., SuccessFactors’ transfer agent, has indicated that, as of 5:00 p.m., New York City time, on February 15, 2012, 85,541,359 shares of common stock of SuccessFactors were issued and outstanding.

Saturn Expansion Corporation has accepted for payment all shares that were validly tendered and not withdrawn in the Offer. Saturn Expansion Corporation intends to effect a short-form merger under Delaware law as promptly as practicable. As a result of the merger, the remaining SuccessFactors stockholders (other than those who properly exercise appraisal rights under Delaware law) will receive the same $40.00 per share price, without interest and subject to any required withholding of taxes, that was paid in the tender offer. After the merger, SuccessFactors will be a wholly owned subsidiary of SAP America, Inc., and SuccessFactors will seek delisting of its shares from the NYSE, Deutsche Borse, and the Professional Segment of Euronext Paris.

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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Cornerstone OnDemand, Inc. Announces Fourth Quarter and Fiscal Year 2011 Financial Results…from Cornerstone

February 15, 2012

 

  • Record full year gross revenue of $75.5 million, up 62% year-over-year
  • Record annual Bookings of $97.6 million, up 60% year-over-year
  • Record full year gross margin of 71%, up 400 basis points year-over-year
  • Annual dollar retention rate of 95%
  • Ended the year with over 800 clients and approximately 7.5 million users

 

HRchitect featured Cornerstone OnDemand in our first 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 and again on December 8, 2011. HRchitect attended and sponsored Cornerstone’s user 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 15 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) recently announced results for its fourth quarter and fiscal year ended December 31, 2011.

Gross revenue for the fourth quarter of 2011 was $22.4 million, representing a 59% increase compared to the same period in 2010. Gross revenue for the full fiscal year of 2011 was $75.5 million, representing a 62% increase compared to the full fiscal year of 2010.

Bookings, which the company defines as gross revenue plus the change in deferred revenue, were $38.4 million for the fourth quarter of 2011, representing a 58% increase compared to the fourth quarter of 2010, and $97.6 million for the full fiscal year of 2011, a 60% increase compared to the full year 2010.  Deferred revenue at December 31, 2011 was $55.9 million, which was 65% higher than the balance at December 31, 2010.

“We had a strong finish to an outstanding first year as a public company,” said Adam Miller, President and CEO. “It is a testament to our team’s commitment to client success that we were able to sustain our high growth, maintain our exceptional rate of client retention, and continue to improve margins.”

“Now that both of our primary competitors—Taleo and SuccessFactors—are being acquired by ERP vendors,” Miller continued, “Cornerstone is well-positioned with the scale, opportunity and momentum to be the preeminent talent management provider for organizations of all sizes.”

Gross profit for the fourth quarter of 2011 was $16 million, representing a 128% year-over-year improvement compared to the same period in 2010.  Gross margin for the fourth quarter of 2011 was 71% compared to 63% in the same period in 2010. The 2010 period includes a reduction of revenue of $2.9 million associated with the issuance of a common stock warrant issued to ADP.  On a non-GAAP basis, gross margin for the fourth quarter of 2011 was 73% compared to 71% in the same period of 2010.

Gross profit for the full fiscal year of 2011 was $51.7 million, a 76% increase compared to 2010.  Gross margin for the full fiscal year of 2011 was 71% compared to 67% in the same period in 2010. On a non-GAAP basis, gross margin for the full fiscal year of 2011 was 73% compared to 70% in the same period in 2010.

Cornerstone’s loss from operations for the fourth quarter of 2011 was $4.6 million compared to a loss from operations of $6.3 million for the fourth quarter of 2010, reflecting the company’s continued investments in scaling its operations.

During the fourth quarter of 2011, net cash provided by operations was $4.9 million and the company generated approximately $4.2 million in unlevered free cash flow. For the full year, net cash provided by operations was $1.8 million and the company used approximately $1.4 million in unlevered free cash flow.
At December 31, 2011, the company’s total cash and cash equivalents were $85.4 million and accounts receivable were $34.1 million.

Cornerstone ended the year with 805 clients and approximately 7.5 million users, representing 67% and 52% year-over-year growth of the company’s client base and users, respectively.

In accordance with Generally Accepted Accounting Principles, or on a “GAAP” basis, Cornerstone’s net loss for the fourth quarter of 2011 was $5.0 million compared to net loss of $16.9 million for the same period in 2010.  Non-GAAP net loss for the fourth quarter of 2011 was $3.0 million, or $(0.06) per share compared to non-GAAP net loss of $3.4 million, or $(0.32) per share, for the same period in 2010.

Net loss for the full fiscal year 2011 was $63.9 million compared to net loss of $48.4 million for 2010.  Non-GAAP net loss for 2011 was $12.8 million, or $(0.32) per share compared to non-GAAP net loss of $10.2 million, or $(1.11) per share for 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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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PeopleAdmin Expansion Leads Company to Move Headquarters…from PeopleAdmin

February 14, 2012

 

PeopleAdmin Relocates to Austin’s Technology Beltway to Prepare for Growth in 2012 

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 15 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!

 

PeopleAdmin, the leading provider of on-demand talent management solutions for higher education and government, recently announced that the company will relocate its headquarters to 805 Las Cimas Parkway Suite 400, Austin, Texas. The new office is located on the popular technology beltway, Capital of Texas Highway (Loop 360), in the Las Cimas Office Complex, just west of their previous downtown location.

“PeopleAdmin has enjoyed significant growth over the past few years and having a larger office in a central location supports the continued growth we anticipate in 2012,” said Susanne Bowen, CEO of PeopleAdmin. “We have been committed to providing talent management software to customers in the higher education and government vertical markets for more than a decade. This market is projected to grow significantly and our new location will be a strategic asset that provides greater flexibility in maintaining our market leadership position.”

The company delivers a talent management suite of solutions precisely tuned to the needs of the higher education and government markets. Delivered through a Software-as-a-Service (Saas) model, PeopleAdmin solutions drive efficiencies across the entire employment lifecycle while enabling more compliant, defensible processes for human resource professionals. PeopleAdmin helps its clients acquire, manage and retain the right talent so their organizations can build a better future.

In 2011, PeopleAdmin touted a 98% customer retention rate and more than 700 clients.  The company begins 2012 with 60% more employees than 2010. The planned growth includes a 30% increase in new customers as well as plans to hire 30-40 new employees over the next three years.

The new facility is approximately 24,000 square feet, which is double the size of their previous office. PeopleAdmin has taken a 5-year lease.

For more information on PeopleAdmin, please visit www.peopleadmin.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Ultimate Software Extends Talent Management with Career Development and Succession Management in UltiPro Fall 2011 Release…from Ultimate Software

January 13, 2012

 

HRchitect includes Ultimate Software in our list of top HRIS vendors that organizations 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 15 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 (HCM) SaaS solutions for global businesses, today announced that all of its SaaS customers are live on UltiPro’s Fall 2011 release, which introduced extended succession management and career development, in addition to enhancements to its HCM foundation and Web Services platform.

The UltiPro Fall 2011 release included:

  • New career development capabilities that empower employees and managers to collaborate on career growth and professional development
  • Succession management tools, including identification of high-performance employees, development planning, end-to-end succession planning, and broader talent pool planning
  • Further extension of UltiPro’s Web Services to enable additional connectivity to the business ecosystem

Career Development

With UltiPro Career Development, organizations can create continuous development and professional growth experiences for each individual by allowing them to foster the skills and competencies they need to move into new work opportunities. With the ability to take greater responsibility and accountability for their career development, employees can document and communicate job mobility preferences, accomplishments, experiences, competencies, development history, languages, and education. Employees and their managers can pinpoint growth opportunities that will add the most value based on individual career aspirations. Because information is presented in the UltiPro system of record, managers have direct access to their employees’ career development data and can more effectively align business requirements with their people’s career goals.

Employees can work with their managers to develop tailored development plans, including personal, team, and professional goals, that encompass continuing education, mentoring, and feedback — all seamlessly tied to UltiPro’s HR and talent management capabilities.

Succession Management

With quick, graphical views into high-potential and high-performing individuals, UltiPro makes succession planning a component of holistic talent management. UltiPro Succession Management:

  • Engages individuals in their own career development
  • Gives companies the flexibility to develop succession plans for positions, pools, or individuals
  • Manages succession as a part of unified talent management — leveraging relevant HR, payroll, salary, competency, and performance data already available in UltiPro — to identify potential candidates and analyze succession factors from multiple dimensions

As opposed to a top-down approach to leadership planning, UltiPro Succession Management involves company leadership, managers, and individuals in an ongoing, collaborative process. Employees can manage their own talent profile — updating factors that influence succession readiness, such as mobility preferences, languages, education, accomplishments, and competencies — to ensure that leadership has a deeper understanding of the talent landscape at their organization. Visible to employees and managers, UltiPro’s employee “talent card” provides a consolidated view of multiple succession-readiness factors, which then can be used in both decision-making and career development processes.

Additional Enhancements

In its Fall release, Ultimate Software delivered additional Web Services to include W-2 integration with Intuit’s TurboTax, enhanced mobile capabilities, Web Services to enable additional language support, as well as configurable data fields to enable further global operations. Ultimate’s Fall release for UltiPro also includes more than a dozen compliance updates and enhancements to the year-end process. These features make it easier for HR professionals to handle complex year-end processing through a convenient, one-stop “year-end gateway.”

“Employees don’t compartmentalize their career into areas like ‘payroll,’ ‘performance,’ ‘development,’ or ‘succession’ — it’s all part of one integrated work experience,” said Adam Rogers, chief technology officer and senior vice president at Ultimate Software. “The technology revolution in business right now is the merging of separate systems that traditionally served department or functional silos — such as recruitment, payroll, or performance management — into a person-centered solution driven not just by the bottom-line needs of the business, but by the realization that developing a more engaged workforce begins with treating employees as people, helping them get work done every day.”

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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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NuView Systems Inc. names Ken Bero Chief Operating Officer…from NuView Systems

January 11, 2012

 

HRchitect includes NuView in our list of top HRIS vendors that organizations 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 15 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!

 

NuView Systems Inc., a global provider of enterprise-wide Human Capital Management solutions, announced recently that Ken Bero has joined the company as Chief Operating Officer. As COO, he will be responsible for the day to day operations at NuView. His market experience includes driving and managing rapid growth in both the software and computer hardware industries.

“The addition of Ken Bero is a significant move for the NuView team. His hiring is a reflection of the business’ accomplishments over the last two years and an indication of where our business is headed,” said Shafiq Lokhandwala, CEO of NuView Systems, Inc. “We have been expanding our market presence and capabilities, NuView grew over 20% in 2011 and our Human Capital Management solutions have been selected by a number of large global businesses. We expect this trend to continue and accelerate,” added Lokhandwala. “Ken’s experience in managing rapid growth and operating in global markets significantly enhances our management team and our ability to respond to requirements of our global customers.”

Bero brings a broad base of market experience and demonstrable success identifying core business competencies and opportunities, developing effective strategies and tactics, building strong capable teams and implementing business infrastructure, leading to profitable sale growth in both domestic and international markets. “I am very pleased to be joining the NuView management team,” said Bero. “The Human Capital Management market is growing rapidly and I believe that NuView is well positioned to be a significant player. I am excited and looking forward to making a significant contribution to our growth opportunities.”

Prior to NuView, Bero served as President/CEO of Datawatch Corporation, a publicly traded, international software development and services company. Under his leadership, the company was restructured, maintaining profitability and growing cash during the most recent recession. In previous roles as VP North American Channel Sales for SAP/Business Objects, he revitalized a declining channel business, growing sales from $30M to $75M in four years. As COO/Executive VP Sales and Marketing for Navidec, Inc. a NASDAQ listed software development and services company, Ken expanded and scaled operations from its local Denver market to national presence, opening six new offices and growing revenues from $8M to $32M over three years.

For more information on NuView, please visit www.nuviewinc.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Ultimate Software Earns 13th Consecutive Certification from the Prestigious Service Capability & Performance Standards…from Ultimate Software

January 11, 2012

 

HRchitect includes Ultimate Software in our list of top HRIS vendors that organizations 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 15 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 that the company’s customer service team has achieved its 13th consecutive certification from the Service Capability & Performance (SCP) Standards Certification program.

Ultimate Software achieved certification after an extensive audit of its customer service and support center. The SCP Standards quantify the effectiveness of an organization’s customer service and support based upon a stringent set of performance standards.

“We not only have achieved this most recent rigorous certification, but we have done so year after year since 1998 — the first year SCP Standards were introduced,” said Jon Harris, chief services officer for Ultimate Software. “This industry-leading measure for service excellence shows that our people, processes, and technology comply with proven best practices. Ultimate Software has always been committed to driving higher levels of service within the marketplace, and this certification reflects the exceptional quality and consistency of the services we deliver to our thousands of customers.”

The SCP (Support Standard, Field Service Standard, Professional Service Standard) is part of a suite of service capability and performance standards designed to improve the effectiveness of technology service operations. A consortium of leading technology companies and Service Strategies Corporation created the internationally recognized standards, which define best practices for delivering world-class technology service and support, quantify performance levels, and establish a foundation to build on existing quality processes. Certification requires comprehensive audits and annual recertification to confirm that companies continue to meet the requirements of the program.

Ultimate Software joins the ranks of other leading technology companies that have achieved the prestigious SCP Certification, including EMC Corporation, Lockheed Martin Incorporated, GE Healthcare, Rockwell Automation, Nokia, and NetApp. Currently, more than 200 technology support organizations around the world participate in the SCP program.

“The Service Capability & Performance Standards are the global benchmark for service excellence,” said Greg Coleman, vice president of strategic programs for Service Strategies, the organization that manages the SCP Certification program. “By passing the rigorous requirements necessary to achieve SCP Certification, Ultimate Software has made a clear commitment to delivering world-class support and service to its customers.”

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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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MD Physician Services Selects SumTotal to Provide Unparalleled Opportunities to Physicians Network…from SumTotal Systems

January 11, 2012

 

SumTotal Systems to Provide Flexible, Streamlined Solution for Learning and Development in a Complex, Highly-Regulated Field

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. 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 15 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 MD Physician Services has selected SumTotal to help drive company strategy and strengthen its overall ability to serve physicians across Canada. By leveraging SumTotal’s software platform, MD Physician Services now has the ability to streamline processes associated with learning and development (L&D), increase L&D participation and vastly improve the accuracy of metrics and reporting – all which are critical to the success of the organization.

“We selected the SumTotal Systems because they provide the best platform to handle our complex certification and licensing tracking requirements – straight out of the box,” said Daniel Labonte, VP Strategic Initiatives for MD Physician Services. “We were also impressed by the flexibility and usability of the interface.”

MD Physician Services provides a variety of learning opportunities to employees, including courses for certification and licensing, which had previously been managed with varying processes.

According to Kevin Judge, Learning & Development Leader, before they selected SumTotal’s learning management solution, the administration of training differed depending on who was managing each particular training event or program. “Registrations were managed by email and calendar invites,” he said. This method meant that each event yielded an inordinate amount of email traffic and little consistency. “It became an unwieldy and impractical process,” he added.

In addition, attendance and completions – with the exception of regulatory training – were either tracked in spreadsheets or not formally tracked at all. “This made accurate reporting nearly impossible,” Judge said.

With the implementation of SumTotal’s learning solution, MD Physician Services now has the ability to streamline the administration of organizational learning, increase the visibility and availability of learning opportunities, and significantly enhance tracking and reporting. Judge added, “We believe the SumTotal solution will be a real game changer by helping us to better serve our internal customers, and is a real win for us all.”

“Our customers are on the forefront in how they are better managing their business and delivering results with our strategic HCM solutions,” said Nadeem Syed, Chief Operating Officer at SumTotal Systems. “We are committed to our customers and their success, and continue to innovate, not only the latest strategic HCM technologies, but also the service and support methodologies with proven practices that ensure our customers achieve their business objectives and desired business outcomes.”

For more information about SumTotal, visit the company’s website at www.sumtotalsystems.com.

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Lumesse ETWeb V11 Drives Global Adoption of Integrated Talent Management With Powerful New User Experience Focused on Ease-of-Use, Information Access…from Lumesse

January 10, 2012

 

Also Lays Foundation for Important New Talent Acquisition Capabilities, Deep Integration of Learning Management Technology Planned for Product in 2012

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 15 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 that it will drive wider adoption among customer staff through a substantial new version of its Lumesse ETWeb integrated talent management solution, which features major enhancements to user experience, scalability and compatibility.

Lumesse ETWeb Version 11, launched today and available in 30 languages, brings an intuitive new user interface, a powerful new architecture, and wider compatibility with web browsers and Microsoft Office software, among many enhancements designed to increase its adoption among enterprise users worldwide. Lumesse ETWeb V11 also lays the foundations for important extensions to the product planned for 2012, including powerful new talent acquisition (e-recruitment) capabilities and the deep integration of learning management technology acquired with Edvantage Group.

Almost 2,000 companies in over 70 countries, including major brands such as GlaxoSmithKline, Merck, PSA Peugeot Citroen, British Airways and Carlsberg, now use technology from Lumesse, Europe’s largest independent software vendor in the talent management market.

Lumesse ETWeb V11 is available immediately as an upgrade to all new and existing customers, and is fully supported worldwide in over 30 languages by Lumesse.

“Our customers tell us they are focused on driving maximum benefit and data completeness from integrated talent management by increasing user adoption across their global businesses,” said Lumesse CEO Matthew Parker. “We’ve listened and responded with a superb user experience focused on ease-of-use, faster navigation, greater familiarity and wider compatibility with the latest web browsers and applications that people use every day. Lumesse ETWeb now offers the best combination of power, functionality and user experience of any talent management solution available worldwide.”

Adoption is increasingly critical for businesses looking to talent management as a way to drive global improvement in competitive performance. The new user experience in Lumesse ETWeb V11 has been designed to make it easier for both regular and occasional users in any language to gain maximum benefit from the application without lengthy training. Based on a navigation and visual model that will feel familiar and intuitive to users of current web 2.0 and social media applications, Lumesse ETWeb V11 will drive higher adoption among global users with its attractive, multi-lingual interface.

Improved navigation, reporting, searching and responsiveness will all help to drive better data quality, user productivity and satisfaction. In particular a new, configurable, interactive Talent Profile will help staff visualize their own information and objectives, and improve internal networking, while an interactive organization view will help managers be more productive and effective in daily tasks with detailed, configurable information views on areas such as potential, development, retention risk, bench strength, compensation and performance. Lumesse ETWeb V11 has a 100% web-based interface that now supports the latest version of major browsers, including IE9, FireFox and Safari.

Lumesse ETWeb is already in use by some of the world’s largest companies. The increased scalability of Version 11 will make it easier to support tens or hundreds of thousands of connected employees. Organizations will also benefit from lower cost-of-ownership from a reduced infrastructure requirement and greater compatibility. In line with the Lumesse philosophy of offering customers choice, Lumesse ETWeb V11 can be installed on-premises or fully hosted by Lumesse in one of its global data centers. Full support is provided worldwide by Lumesse consultants.

Lumesse ETWeb V11 also incorporates numerous other enhancements designed to simplify wider adoption, increase compatibility with new web browsers and standard Microsoft Office applications, improve and simplify the reporting of actionable, detailed HR and employee information, and improve staff and organizational visibility.

Lumesse CEO, Matthew Parker added: “With Lumesse ETWeb V11 we will continue to bring innovations to our talent management customers in 2012, with the addition of powerful new talent acquisition capabilities and the deep integration of learning management technology acquired from Edvantage Group. This will give us an unmatched capability to deliver truly integrated talent management across the entire employment lifecycle, with the capability to address the needs of the largest and most sophisticated businesses worldwide.”

For more information, please visit www.lumesse.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Saba Announces Second Quarter Fiscal Year 2012 Results…from Saba

January 7, 2012

 

  • Cloud billings grew 89% year-over-year
  • Cloud deferred revenue grew 113% year-over-year
  • Cloud revenue grew 64% year-over-year
  • Subscription revenue grew 23% year-over-year; representing 63% of total revenues
  • Subscription gross margin expanded to 77%
  • Total deferred revenue increased 33% year-over-year to $47.3 million

HRchitect featured Saba 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. 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 15 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 second quarter ended November 30, 2011.

“With cloud billings growing over 80% for the second straight quarter, we believe we have emerged as one of the fastest growing public cloud businesses,” said Bobby Yazdani, Founder and CEO, Saba. “We signed twice as many one million dollar deals this quarter as we did last quarter, and in the second quarter alone, we added over one million subscribers to the Saba People Cloud.”

Results for the Second Quarter Fiscal Year 2012

Revenues: Total GAAP revenues were $30.4 million in the second quarter of fiscal year 2012, up 4% from $29.2 million in the same quarter last year. Total non-GAAP revenues in the second quarter of fiscal year 2012 were $30.6 million, up 5%, compared to $29.2 million in the same quarter last year. On a GAAP basis, cloud revenues in the second quarter increased 64% to $9.7 million from $5.9 million in the same quarter of the prior 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 $47.3 million at the end of the second quarter of fiscal year 2012, up 33% year-over-year. Deferred revenue from cloud subscriptions grew 113% year-over-year to $23.8 million at the end of the second quarter.

Earnings (Loss) per Share: GAAP loss per share was $0.16 in the second quarter of fiscal year 2012 compared to a loss per share of $0.03 in the same period last year. Non-GAAP loss per share was $0.10 in the second quarter of fiscal year 2012 compared to earnings per share of $0.02 in the second quarter of the last fiscal year.

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 used in operations was $4.4 million in the second quarter of fiscal year 2012, and cash and cash equivalents at November 30, 2011 were $15.0 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.

Key Business Highlights: Saba added 29 new enterprise customers in the quarter including Vodafone, Royal Dutch Shell, ANZ Bank, Weight Watchers, and National Multiple Sclerosis Society.

During the quarter, Saba established a strategic partnership with Workday where Saba People Cloud solutions will be tightly integrated with Workday HCM. Saba also formed a cross-selling relationship with Kronos. Saba’s industry-leading learning and talent management solutions will be combined with Kronos® recruiting and workforce management suite to offer an end-to-end solution to support the entire hourly employee life cycle.

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.

Since the Company has successfully transformed to a cloud business, Saba is introducing guidance for cloud billings for fiscal year 2012. Management believes this key metric better reflects the core growth of the company. Saba forecasts cloud billings to grow in excess of 60% 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 certain items including 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

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Cornerstone OnDemand Foundation Transforms K-12 Education Organizations with Talent Management Software and Support…from Cornerstone

January 6, 2012

 

The Foundation works with 11 education non-profits, schools and school districts to help improve teacher performance and drive student achievement

HRchitect featured Cornerstone OnDemand in our first 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 and again on December 8, 2011. HRchitect attended and sponsored Cornerstone’s user 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 15 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!

 

The Cornerstone OnDemand Foundation, which helps to provide non-profits with talent management software and services for managing their people and increasing their impact in the communities they serve, today announced it now has 11 education non-profits, schools and school districts participating in its Strategic Partnership Program. Program participants are awarded a two-year contract to receive Cornerstone OnDemand’s (NASDAQ: CSOD) learning and talent management software, as well as consulting services, at no cost.

The Foundation works closely with education organizations to help them improve teacher and administrator performance – and, in turn, help students succeed in the classroom – through the use of learning, performance and talent management tools and best practices. This includes New Leaders, one of the Foundation’s inaugural participants in the program. New Leaders works to ensure high academic achievement for every student by developing transformational school leaders and advancing the policies and practices that allow great leaders to succeed.

“We believe if we can become more effective as an organization, we will be even more successful at developing school leaders who can transform our underperforming schools and raise student achievement,” said Chip Ross, executive director, people development and human resources for New Leaders. “Cornerstone’s software and support have been transformative because they give us the ability to train, develop and manage our employee population in a way that we’ve never had the ability to do before. Through our close collaboration with the Foundation’s team, we were able to really think through our talent strategy in order to be even more effective in delivering on our mission of high academic achievement for all students.”

Other education organizations participating in the Cornerstone OnDemand Foundation’s Strategic Partnership Program include Big Brothers Big Sisters Lone Star; Boys & Girls Club of America; Building Educated Leaders for Life (BELL); California Community Foundation; Citizens Schools; Friendship Public Charter School; Jumpstart; KIPP; The New Teacher Project; San Francisco Unified School District; and Teach for America.

“The growth of metrics-driven charter schools, combined with the Obama Administration’s focus on accountability, are causing more K-12 educators to seek out better ways for improving and demonstrating teacher effectiveness,” said Julie Brandt, executive director of the Cornerstone OnDemand Foundation. “Talent management is a relatively new conversation in the education sector, given that schools have not traditionally had the resources to invest in or apply these types of technologies and strategies. But when used properly, they can help empower teachers and administrators to be excellent at what they do.”

Since launching in 2009, the Foundation has welcomed a total of 26 non-profits to the Strategic Partnership Program. This includes U.S. and international organizations with an emphasis on education, workforce development and disaster relief, which are the three focus areas of the Foundation. In addition to the Strategic Partnership Program, Cornerstone’s software and services are available to all non-profits at significant discounts.

For more information on Cornerstone OnDemand, please visit www.cornerstoneondemand.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Peoplefluent Promotes Isobel Harris to Chief Customer Officer…from Peoplefluent

January 6, 2012

 

New Role Created to Unify Product and Service Organizations into One Continuous Improvement Customer Relationship Strategy

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!

 

In a strategic effort designed to drive continuous improvement across all customer relationships, Peoplefluent™, one of the industry’s leading Talent Management solutions providers, today announced the promotion of Isobel Harris to Chief Customer Officer (CCO) for Talent Management and Talent Acquisition reporting to the CEO. Harris is currently Senior Vice President of Professional Services, Support and Account Management.  Chris Caldon, Senior Vice President of Talent Management Sales, Larry Kurzner, Vice President of Business Development, and Didier Guzman, who today has also been promoted to VP of Professional Services and Support, will all report directly to Ms. Harris.

“While every one of our product and organizational decisions is driven by customer impact and benefit, today’s news extends that mission by actually defining organizational goals and the aligning departmental structure in terms of continuous improvement for customer success,” said Charles S. Jones, Chairman and CEO of Peoplefluent. “By merging all customer-facing roles, from pre to post sales, into a singular accountable organization, we align the business to deliver a single, complete customer solution.  In so doing, we are driving all business and product decisions around best customer outcomes, enhancing long-term customer relationship management and, importantly, delivering a more consistent customer experience.   We are pleased to be affirming our strong commitment to customer accountability, satisfaction and productivity with this change within our own business.”

Isobel Harris joined Peoplefluent in 2011 with more than 25 years of strong, effective leadership and a wealth of experience in the software industry. Prior to joining Peoplefluent, Ms. Harris held the position of Vice President and General Manager at Geac, where she had global responsibility for the growth and day-to-day leadership of three of the $450 million global enterprise software company’s largest business units.  With a proven track record, Ms. Harris has created results-oriented software organizations supporting multiple products and technologies in more than 50 countries.

Mr. Guzman was one of the early team members at Peoplefluent. During his 14-year tenure in the business, his depth of product understanding and his customer knowledge have made him an invaluable resource. Mr. Guzman was promoted to his new role as VP of Professional Services and Support from his position as Senior Director of Professional Services for North America. With a strong background in technology, he was also Director of Technical Services and Support.  In his early days with the Company, as Managing Architect, Mr. Guzman was a lead developer for some of the Company’s cornerstone products.

Under Ms. Harris’ direction, Mr. Caldon will oversee all direct sales activity with new and existing customers, Mr. Kurzner will focus on delivering Peoplefluent’s award-winning Talent Management product innovations through new strategic channel relationships, and Mr. Guzman will now oversee the Service and Support functions. This important integrated group will work together to focus on the long-term cultivation, continuous improvement and optimization of solutions and services across Peoplefluent’s entire customer base.

To learn more about Peoplefluent, please visit www.peoplefluent.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Salesforce.com Signs Definitive Agreement to Acquire Rypple – First Step Toward Human Capital Management for the Social Enterprise…from Salesforce.com

December 15, 2011

 

Acquisition marks salesforce.com’s first step into Human Capital Management

Rypple’s next generation social performance management app to be re-launched as “Successforce”

New HCM business unit to be run by John Wookey

Rypple to extend value of existing salesforce.com products

Hundreds of companies like Facebook, Gilt Groupe, and Spotify embrace Rypple’s new social model to empower teams to share goals, recognize great work, and improve performance

 

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!

 

Salesforce.com [NYSE: CRM], the enterprise cloud computing company, today announced it has entered into a definitive agreement to acquire Rypple, a cloud-based social performance management company. The acquisition signifies salesforce.com’s entry into the human capital management (HCM) market for the social enterprise. Salesforce.com plans to re-launch Rypple as “Successforce” and create a new HCM business unit, which will be run by John Wookey. Rypple’s unique social technologies will also extend the value of salesforce.com’s existing core products. The transaction is expected to close in salesforce.com’s fiscal first quarter ending April 30, 2012, subject to customary closing conditions.

Comments on the News
• “Salesforce.com and Rypple share a vision for extending the social enterprise to transform the way we work,” said Marc Benioff, chairman and CEO, salesforce.com. “The next generation of HCM is not just about a cloud delivery model, it’s about a fundamentally better way to recruit, manage and empower employees in a social world.”
• “Our social enterprise strategy continues to accelerate, and is at the root of the broad-based transformation and innovation we are seeing from customers today,” said John Wookey, executive vice president, advanced applications, salesforce.com. “With the launch of Successforce, salesforce.com plans to revolutionize HCM starting with an exciting social performance management app that will delight millions of employees around the world.”
• “We chose Rypple to be the core of Facebook’s employee performance management platform because it’s designed from the ground up to be social,” said Tim Campos, CIO, Facebook. “We are delighted to see it become part of salesforce.com’s social enterprise strategy.”
• “Rypple was designed from the start to be fun, social, and mobile–an app that can delight managers and employees in entirely new ways,” said Daniel Debow, co-CEO and co-founder, Rypple. “As the leading social enterprise company with more than 100,000 customers worldwide, salesforce.com will allow us to not only strengthen our offering for the hundreds of high-performing organizations that use Rypple today, but also scale it to reach many more.”
• “We took the science of team performance and applied the collaborative, transparent, and real-time power of social networks to create a completely new model for managing people and the work they deliver,” said David Stein, co-CEO and co-founder, Rypple. “Salesforce.com gives us the opportunity to apply our expertise and extend our vision for Rypple with Successforce.”

Salesforce.com Redefines HCM for the Social Enterprise
Traditional HCM software that many businesses use today was designed 30 years ago for personnel departments whose goal was to minimize the cost and risk of employing people. While HCM software hasn’t changed in decades, the way people work has radically changed.

Today’s workforce demands new performance and leadership tools that are completely transparent and allow employees to be connected to their company’s mission and each other. Social enterprises and progressive HR leaders are embracing apps like Rypple, which focus on the inherent social nature of performance management—goal setting, feedback, recognition and continuous dialogue—to help employees align more effectively around the company mission.

The acquisition of Rypple and its planned re-launch as Successforce signify salesforce.com’s entry into the HCM market. The company plans to expand into other areas with a new social model that will revolutionize the way companies recruit talent, build teams, empower employees and achieve results.

The new HCM business unit, including Successforce, will be led by John Wookey, salesforce.com’s executive vice president of advanced applications. Wookey comes to salesforce.com with more than 20 years of experience in enterprise software, including senior leadership positions at Oracle and SAP.

Extending the Value of Salesforce.com’s Existing Products
A social revolution is taking place today. The number of social networking users has surpassed e-mail users. Nearly a quarter of all time spent online is spent on social networks like Facebook. People access the Internet more from mobile devices than from desktops. Today, companies must change the way they collaborate, communicate and share information with customers and employees to stay competitive. Salesforce.com is helping companies meet the challenge of this social revolution with its social enterprise strategy.

With this acquisition, salesforce.com will embed some of Rypple’s next-generation features into its existing products. For example, people will be able to thank colleagues, win badges and provide recognition – all from within Salesforce Chatter. And customers of core Salesforce products – the Sales Cloud, Service Cloud, and Force.com platform – will be able to connect with new employee feedback tools to help drive business goals and power the future of their employee social networks.

For more information, please visit www.salesforce.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Lumesse Announces New Version of SaaS-based E-learning Authoring Platform: CourseBuilder V6.1…from Lumesse

December 14, 2011

 

Offers Customers Greater Speed, Availability and Enhanced User Experience Through Cloud-based Technology

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 latest version of its SaaS (Software-as-a-Service) e-learning authoring platform, CourseBuilder 6.1.

This version features a new software architecture that brings customers greater speed, availability and an enhanced user experience through CourseBuilder’s cloud-based technology.  This is the first product release of the award-winning CourseBuilder authoring platform following the acquisition of Edvantage Group by Lumesse.  The new version is available immediately to all customers.

CourseBuilder Version 6.1 includes major enhancements to the application architecture and database handling capabilities. Testing has shown that people using certain key functions can expect substantially faster response times, making it easier and faster to find, create, share and update e-learning content including tests, assessments, simulations and courses.

According to Lumesse CEO Matthew Parker, “We are delighted to deliver such a strong update as the first new release from our Learning division under Lumesse ownership. CourseBuilder is unique in combining a rich and powerful content creation platform with the benefits of a SaaS delivery model, making it fast and simple for customers to begin creating and delivering high-quality content from a secure, 100% Web-based system.”

To better serve more than 1,100 active users creating over 700 new courses/modules and adding more than 14,000 pages and 40,000+ media elements per month, CourseBuilder V6.1 is now provided as a multi-server, load-balanced solution with enhanced automatic failover capabilities. This minimizes any downtime during server upgrades, optimizes resource allocation and increases performance, scalability and reliability.

CourseBuilder V6.1 also adds new ‘archive’ functionality that will enable users to create a full backup version of courses that includes not only the content, but also the complete development record of the course including all media elements, comments, tasks and revisions. Archives may be stored either on the server or locally. This ability to create and store complete archived versions provides valuable back-up of project states and greater security for valuable content.

Sven Ove Sjølyst, VP for CourseBuilder at Lumesse, added, “The underlying architecture and the performance and scalability it delivers are important factors that organizations should evaluate when purchasing software systems – both are strong points of CourseBuilder. Our Software Oriented Architecture approach is the foundation that delivers high levels of security, scalability and usability. This new release delivers unparalleled performance and will enable us to quickly add advanced functionality and new features that will keep CourseBuilder leading in the market for authoring tool technology.”

The new release is available immediately to all customers. Existing users receive the upgrade automatically as part of CourseBuilder’s Software-as-a-Service regular release schedule. All features are included: no add-ons, additional software or installation are required.

For more information, please visit www.lumesse.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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Highmark Inc. Selects SumTotal to Strengthen Organizational Development and Retain Top Talent…from SumTotal Systems

December 14, 2011

 

SumTotal Systems to Deliver Integrated Talent Management and Learning Platform to Help Highmark Transform Performance Culture

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 Highmark Inc., an independent licensee of the Blue Cross and Blue Shield Association, has selected SumTotal to help it achieve an enterprise strategic priority to strengthen the organization. With the implementation of SumTotal’s integrated talent management and learning solution, Highmark will be more effective in managing the performance, development and retention of talent in order to sustain exceptional performance within the company.

Highmark provides health care benefits serving 4.8 million members, and is one of the largest Blue Cross Blue Shield plans in the nation. For more than 70 years, and now 19,500 employees, Highmark’s commitment to the community has consistently been among the company’s highest priorities as it strives to positively impact the communities where they do business.

“We are in the middle of a journey to transform our performance culture, and the ability to monitor and measure the entirety of our pay-for-performance process in one platform is critical,” said John Brothers, Director of Talent Management at Highmark.  “We need the ability to automate and standardize performance management, and ensure our total rewards and compensation decisions are tied to performance.  As well, the integration between performance, succession and learning will allow us to more purposefully manage our talent through the changes our company and industry are experiencing.”

As more and more organizations, across all industries, search for a competitive edge in an increasingly competitive marketplace and tight economy, strategic human capital management is making its place in the arsenal of tools employed by forward-thinking organizations that are planning not only for today’s success, but for continued growth and advancement down the road.

“SumTotal provides organizations like Highmark with an unparalleled solution for streamlining and integrating the functions and processes of strategic human capital management,” said Nadeem Sayed, Chief Operating Officer at SumTotal Systems. “When organizations choose our strategic HCM solution, they gain a visibility over their organization that allows them to make smarter business decision and excel in the marketplace.”

For more information about SumTotal, visit the company’s website at www.sumtotalsystems.com.

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

 

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Technomedia-Hodes iQ Appoints Savio Pacifico as Director of Finance…from Technomedia-Hodes iQ

December 13, 2011

 

Seasoned Executive with Multi-National Experience  Assumes Key Role on Leadership Team

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!

 

Technomedia-Hodes iQ, a leading provider of Talent Management Solutions, today announced that Savio Pacifico has joined the company as its Director of Finance. In this capacity, he is responsible for the company’s financial reporting requirements along with overseeing its financial growth plans as it continues to expand internationally.

Most recently, Pacifico was controller at the investment firm, Barrontech Investments, a private company holding investments in various sectors such as high technology and real estate. Before that, he held responsibility for the finance function at Pivotal Payments Corporation, a debit and credit card processing services company; product compliance solutions provider Atrion International; manufacturer Biovet; and information services firm Datachest.com. Pacifico started his career in auditing and accounting at Deloitte and Touche. A certified public accountant, he studied at Concordia University, McGill University and University of Illinois. Pacifico is fluent in English, French and Italian.

Alain Latry, President and CEO of Technomedia said, “Savio’s experience in financial reporting across U.S. and Canadian companies is of particular relevance to our organization. His track record of driving operational efficiencies, strategic planning and forecasting will be invaluable as we continue our expansion in the U.S., Canada and European markets.”

In September 2011, Technomedia acquired the Hodes iQ talent acquisition solutions operating unit from Bernard Hodes Group, which is part of Omnicom Group Inc. As a result, Technomedia has intensified its U.S. market expansion, while earning industry recognition as a leading provider of Talent Management Solutions.

Pacifico commented, “This is an exciting time for Technomedia. I’m looking forward to playing an integral part of our organization’s continued success as we bring our solutions to new customers in new markets.”

For more information on Technomedia-Hodes iQ, please visit www.technomedia-hodesiq.com

To learn more about HRchitect’s expertise in HR technology strategy, selection and implementation services, and how HRchitect can help your organization, please visit www.HRchitect.com

 
Matt Lafata, HRchitect

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