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
Leave a Comment » | 
HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Charles Jones, HCM, HR Technology, HRchitect, Human Capital Management, Isobel Harris, Matt Lafata, peoplefluent, Talent Acquisition, Talent Management | 
Permalink
Posted by mattlafata
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
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: HCM, HR Technology, HRchitect, Human Capital Management, Matt Lafata, Performance Management, Rypple, Salesforce.com, Social, Successforce | Permalink
Posted by mattlafata
November 17, 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!
HRchitect, the leader in HR systems strategic consulting and the premier Human Capital Management (HCM) and Talent Management systems consulting firm, celebrated the opening of their new corporate office location this week with a ribbon cutting and open house.
HRchitect’s steady growth over the past few years dictated the need for expanded office space.
“Our future plans are projecting even greater growth than what we have been experiencing over the last few years,” commented Matt Lafata, president of HRchitect. “Our new offices have provided us with 50% more space to accommodate these plans and also offer a more comfortable, pleasant environment for our employees, clients, prospects and partners to function and be productive in.”
Frisco’s Chamber of Commerce was on-hand to celebrate the new space with a ribbon cutting for the firm. HRchitect has been a member of the Chamber for many years and was the recipient of the Frisco Chamber Medium Business of the Year award in 2009.
“The Frisco Chamber has done an outstanding job creating an effective forum that allows businesses in Frisco to network and exchange ideas, strategies and business opportunities,” stated Rick Fletcher, founder and vice president of HRchitect. “We’ve picked up not only new clients and business partners, but we have also found many of our management team members and employees through the many networking events. Frisco definitely has some of the most talented business professionals available in the country.”
The wealth of talent in the community played a large part in the decision to keep HRchitect’s headquarters in Frisco as all of the firm’s corporate-based employees live in Frisco. HRchitect’s new and previous offices both exist within Frisco Square, a mixed-use development in the heart of the community.
“When searching for new office space it was very important for us to stay in the same area,” continued Lafata. “All of our employees really enjoy working close to home. Frisco Square offers the convenience of location as well as restaurants and shops that are within walking distance of our office.”
Headquartered in Frisco are the firm’s sales, marketing, and administration departments, along with some of its consulting functions. However, as a global organization, the majority of the consulting team is spread across North America, allowing for increased accessibility to HRchitect’s clients.
To learn more about how HRchitect’s HR systems and strategy expertise visit www.HRchitect.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Recruiting, Talent Acquisition, Talent Management | Tagged: Collin County, Frisco, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Matt Lafata, Talent Management | Permalink
Posted by mattlafata
November 10, 2011
New Pagelet Based Views For Managers Provide Insight Into Organizations and Talent in One Configurable Personalized View
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!
News Facts
- To help managers better perform their day-to-day activities, Oracle today announced the availability of PeopleSoft HCM 9.1 Feature Pack 2.
- Designed to change the way managers and employees use self-service HR, the new PeopleSoft HCM 9.1 applications offer a consumer-like self-service user experience that helps transform the way employees and managers perform their day-to-day activities.
- A new search-based, menu-free navigation capability allows users to easily locate and navigate to relevant information quickly and in context from any page. PeopleSoft leverages a powerful global search capability that goes beyond simple transaction based search. Delivered search results have filtering and specific related actions based on defined roles and security of the user. For example, a manager can now simply type in part of an employee’s first or last name and receive meaningful results from documents related to performance, compensation, learning, recruiting, career planning and more. Key HCM data is indexed to speed the search process and improve search relevancy.
- A new design provides greater personalization using pagelets that are designed to make PeopleSoft HCM easier to use, with a more appealing user interface, as well as reduced click counts on key transactions.
- The feature pack includes a new Manager Dashboard, Talent Summary, Matrix Organization, and Pivot Grid functionality, among other new capabilities.
- Oracle’s Feature Packs delivery method underscores its commitment to provide new functionality between major releases. Feature Packs enable a quicker response to PeopleSoft customer requests, while giving customers the ultimate choice of how and when to deploy the new functionality to their users.
PeopleSoft HCM 9.1 Feature Pack 2 Contents and Features
- PeopleSoft Manager Dashboard includes a home page that consolidates key management, staff, and business unit data into a single at-a-glance access point to view and transact in context. Its content is configurable to support key metrics and decisions via individual drag-and-drop pagelets enabled by new PeopleTools technology.
- PeopleSoft Talent Summary provides a unified view of talent management-related data for an individual employee in a talent roster profile format. Administrators can select the content of pagelets that will appear on the Talent Summary based on the organization’s priorities, and managers personalize the page based on their preferences for presentation layout and areas of emphasis.
- Talent Summary also includes graphical representations of PeopleSoft’s Performance & Potential Matrix nine box grid that provides managers a quick assessment of their employee’s performance against their potential and their impact of loss against the risk of them leaving. This matrix is used by managers to help ensure their personnel are appropriately compensated and operating at or near their maximum potential.
- More than 70 manager and employee self-service transactions have been tied into the related action framework.
- In PeopleSoft HCM 9.1 Feature Pack 2, click counts on the self service transactions have been reduced by nearly 50 percent on average, depending on the transaction, as a result of streamlining. In addition, all transactions that use the direct reports interface have reduced click counts by at least two clicks due to an updated design.
- PeopleTools 8.52 introduces the new Pivot Grid feature for operational reporting. The Pivot Grid is a new analytic capability that gives users the ability to quickly and easily pivot and filter data within PeopleSoft applications without having to export data to an external spreadsheet or data warehouse. Data for pivot grids is generated by PS Query and can be rendered in charts or analytical grids. Users can add pivot grids to application pages or pagelets.
- Additional features delivered with the Feature Pack 2 include:
- Matrix or Dotted-Line Relationship Management, which addresses the challenge of tracking and maintaining project-based organizations that cut across the enterprise and geographic regions.
- Interactive Company Directory, which enables users to connect and collaborate directly with other employees and launch employee transactions or changes.
- Total Rewards Statement, which provides employees with a more complete view of their compensation and benefits by pooling rewards data from multiple data sources.
- Talent Management 9.1 to HCM 8.9 Integration for Recruiting Solutions, which provides a complete set of integrations for PeopleSoft HCM 8.9 and 9.0 customers.
Supporting Quotes
“Oracle’s PeopleSoft HCM 9.1 Feature Pack 2 delivers a new navigation paradigm for our HCM community,” said Paco Aubrejuan, group vice president, Oracle’s PeopleSoft. “We listened to our HCM customers and focused on delivering features like Manager Dashboard and Talent Summary to help managers be more productive at managing their resources, better utilize and reward their employees, and gain valuable insight into their organization and talent pool.”
“With the release of Oracle’s PeopleSoft HCM 9.1 Feature Pack 2, Sonoco believes we will see increased use of Manager Self Service with Manager Dashboard, providing managers personalized one-click access to vital employee information and manager tasks from one central location to meet their specific requirements,” said Greg Brigman, manager, Human Resources Information Systems, Sonoco. “The additional matrix relationship will significantly enhance usability of both Core HR and Talent Management by enabling additional reporting from both the direct line manager and a matrix manager without the need to create costly customizations.”
For more information on Oracle, please visit www.oracle.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Talent Acquisition, Talent Management | Tagged: HCM, HR Systems, HRchitect, HRIS, HRMS, Human Capital Management, Matt Lafata, Oracle, payroll, PeopleSoft | 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
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Recruiting, Talent Acquisition, Talent Management | Tagged: HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Matt Lafata, Recruiting, sourcing, Talent Acquisition, Talent Management, Taleo | Permalink
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 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
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: HCM, HR Systems, HRchitect, HRIS, HRMS, Human Capital Management, Matt Lafata, payroll, Talent Management, Ultimate Software | Permalink
Posted by mattlafata
October 26, 2011
Industry Leaders Align to Provide Award-Winning Solutions to Enable a Transformative Workplace
HRchitect featured Saba in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. A.G. Lambert, the VP of Marketing with Saba appeared on the HRchitect WebMingle on August 14, 2009. Matt Lafata with HRchitect attended the 2010 Saba Global Summit and Analyst Day in Boston, MA. Matt Lafata & Tiffany Appleby attended the Saba Global Sales Rally FY12 in June 2011 in Redwood City, CA.
If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!
Saba (NASDAQ:SABA), the premier People Cloud provider, today announced at Workday Rising 2011 that it has established a new partnership with Workday, a leader in SaaS-based enterprise solutions for global human capital, payroll and financial management, to provide enterprise-class learning and human capital management (HCM) solutions to joint customers in the cloud. Saba’s leading learning management solutions, delivered via the Saba People Cloud, will be tightly integrated with Workday HCM.
The two organizations’ complementary solutions will provide customers a broad portfolio of human capital management and enterprise learning solutions to drive business impact.
In addition, Saba will use Workday Studio, a powerful development tool that builds sophisticated and highly customizable integrations to and from Workday. Using Workday Studio, a component of Workday’s Integration Cloud, joint customers will be able to reduce cost of integration and speed time to deployments.
Supporting Quotes
“Our customers look for strong integration with best-in-class cloud business applications that deliver greater productivity for their people,” said Jeff Carr, president, global field operations. “We’re very excited about this partnership with Workday, as it will allow Saba and Workday to provide significant value to our joint customers around the globe by delivering an integrated and unique customer experience.”
“We are pleased to have Saba join the Workday ecosystem and leverage the Workday Integration Cloud,” said Jeff Pulver, Workday’s vice president, business development. “Many of Workday’s customers are looking for an integrated HCM and learning solution and Saba has a great track record of success.”
For more information on Saba, please visit www.saba.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Talent Management | Tagged: HRchitect, HRIS, HRMS, Human Capital Management, Learning Management, Matt Lafata, payroll, People Management, Saba, Talent Management, Workday | Permalink
Posted by mattlafata
October 12, 2011
With 23+ Million Worldwide Users, Saba Continues to Add Key Enhancements to Its People Cloud Applications to Meet Growing Global Demand
HRchitect featured Saba in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. A.G. Lambert, the VP of Marketing with Saba appeared on the HRchitect WebMingle on August 14, 2009. Matt Lafata with HRchitect attended the 2010 Saba Global Summit and Analyst Day in Boston, MA. Matt Lafata & Tiffany Appleby attended the Saba Global Sales Rally FY12 in June 2011 in Redwood City, CA.
If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!
Saba (NASDAQ:SABA), the premier People Cloud provider, today announced continued momentum in the EMEA region during its first quarter of fiscal year 2012, which ended August 31, 2011. Milestones achieved in the quarter in EMEA included increased adoption of Saba solutions, new alliance partnerships, and the opening of two new offices. Saba also enhanced product capabilities across Saba’s suite of People Cloud applications and increased the number of worldwide users to 23 million, as organizations increasingly turn to Saba to better leverage their most important assets — their people and people networks.
According to PwC’s 14th Annual Global CEO Survey, organizations are increasingly realizing that despite high unemployment in mature markets like the United States and Western Europe, there are still major skills shortages around the world. Simultaneously, in high-growth markets like China, Brazil, and India, there is fierce competition for a limited pool of top talent. This means that organizations cannot rely on recruiting and hiring from the outside and must be much smarter about internal talent reviews, calibration, learning, knowledge sharing, and mobility.
“Retaining and nurturing the best people and focusing on people as the core strategy are critical in today’s competitive market,” said Bobby Yazdani, CEO and founder of Saba. “We are enabling our customers to cultivate a knowledge-sharing and learning culture to address global challenges of hyper-competition, workforce complexity, and shorter product life cycles. Our rapid customer adoption in EMEA is validation that our strategy is working, as we begin to realize our vision for the industry’s first, unified People Cloud offering that enables organizations to become transformative, smarter, and more adaptable to the changing world of work.”
Significant Customer and Partner Growth
Over the past six months Saba has witnessed rapid adoption of its People Cloud applications across EMEA, adding new customers and partners, as well as seeing increased adoption of its broad solution set by existing customers.
- New customers include organizations such as Apollo-Optik (Germany’s leading optician); Axel Springer AG, Lancashire County Council, Landesamt fur Finanzen, Metro Ag, PKO Bank Polski (Poland’s largest bank), and Springer Medicine (the leading CME-Academy provider)
- Saba also announced an important new partnership with British Telecom to provide a fully managed people management solution as part of BT Learning Solutions.
“We chose Saba People Cloud Applications because it is on a unified platform for learning and development, performance appraisal, and talent management. In the future, we will be able to train our workforce more comprehensively and offer them more opportunities for personal development,” said Erich Ehbauer, CIO, Apollo-Optik. “We also wish to continually optimize our customer service, which will give us a strategic edge. Saba People Cloud Applications are highly scalable and internationally available. We can use the applications easily and flexibly in our franchises.”
“Saba provides us with an enterprise-scale solution based on a holistic vision around people management. They offer a solution that is organically built, providing a truly unified experience across all people processes, infused with collaboration and enterprise social networking capabilities,” said Sundar Balasubramanian, director of BT Learning Solutions. “We have implemented various Learning Management Systems previously and have in-depth knowledge of the various technologies in this space. We were looking for a modular platform that can grow with the needs of our customers without requiring significant investments in integration.”
New Offices
To meet growing demand, Saba has moved to new offices in Paris and Munich.
“As demand for our innovative People Cloud applications continues to increase, we have made significant investments in our sales and services teams to ensure we maximize our market coverage, whilst at the same time continuing to offer the highest levels of customer service,” said Phil Richardson, vice president of EMEA region, Saba.
For more information on Saba, please visit www.saba.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Talent Management | Tagged: Bobby Yazdani, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Learning Management, Matt Lafata, people cloud, Saba, Talent Management | Permalink
Posted by mattlafata
October 10, 2011
If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!
ADP, a leading provider of human resource outsourcing, payroll services, tax and compliance services, benefits administration and integrated computing solutions for vehicle dealers, today announced that it has acquired privately held The RightThing, a leading recruitment process outsourcing (RPO) provider. The RightThing is also the parent company of AIRS, a widely recognized leader in recruitment training and technology. Terms of the agreement were not disclosed.
The RightThing acquisition not only broadens ADP’s market-leading HR Business Process Outsourcing (HR BPO) capabilities, but also complements its existing applicant tracking and talent management solutions, enabling ADP to build an even more robust end-to-end talent acquisition portfolio to help clients establish a highly effective process for managing their workforce.
“With the addition of The RightThing’s industry-leading RPO services, technology and management team, ADP will not only expand into a strategic adjacent market, but will also immediately become a principal player in the RPO industry,” said Regina Lee, President of ADP’s National Account Services, Major Account Services, GlobalView and ADP Canada business units. “Expansion into complementary markets -such as RPO- will be of great benefit to our clients and is a critical element in our plan to grow our business. This acquisition underscores ADP’s commitment to help our clients drive business success by helping them better manage talent, make quality hires and control costs associated with the recruitment process.”
HR organizations are increasingly focused on utilizing cost effective, scalable recruiting models such as those provided by the RPO industry. The RightThing solutions and services are among the most respected in the industry. The RightThing is ranked as a top RPO provider, according to Everest Research, and has been recognized by HRO Today magazine as a leading enterprise RPO provider for the past several years.
“The RightThing, a leader in the RPO market, brings a standardized model that helps buyers realize significant efficiency in their recruitment function. ADP will be able to make great use of this inside its holistic, integrated HR BPO solution,” said Rajesh Ranjan, Research Director at Everest Group, an advisory firm on global services. “It’s a good match of culture, service model and scale.”
“Becoming a part of ADP is a terrific opportunity that enables us to gain access to the vast global resources needed to significantly expand our reach,” said Terry Terhark, Chief Executive Officer of The RightThing. “The combination of ADP and The RightThing will create immediate and strategic benefits for both businesses in the areas of operational delivery, service breadth, and leading-edge solutions. In addition, we expect to deliver a unique value proposition to clients that are looking for proven HR outsourcing solutions.”
For more information on ADP, please visit www.adp.com. For more information on The RightThing, please visit www.therightthing.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: ADP, AIRS, HCM, hiring, HR Systems, HR Technology, HRchitect, Human Capital Management, Matt Lafata, Recruiting, Regina Lee, RPO, The RightThing | Permalink
Posted by mattlafata
October 5, 2011
Employee Career Planning Made Simpler, More Effective with Latest Talent Management Solution
If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!
International Talent Management solutions provider, PageUp People, this week announced the availability of CareerPath, an unprecedented predictive talent modeling application that provides powerful, self-serve career development for employees while providing equal benefit as a talent supply planning and readiness tool for employers. Introduced during the 14th Annual HR Technology® Conference & Exposition, CareerPath, a powerful addition to the PageUp People Development Solution, enhances an employer’s overall development strategy by drawing upon employee and recruiting data to model and plan progression routes, taking into consideration a company’s career mobility, competency requirements, training requisites, certifications and other identified conditions for advancement.
For the employee, CareerPath provides easy, at-a-glance insight into potential career paths within a company and the anticipated time commitment required to move up. CareerPath facilitates meaningful conversations between a Manager and employee, producing individualized development plans based on the employee’s specific career aspirations and company opportunities. The solution also provides employees with mentoring connections to others that have followed a similar track, keeping employees engaged while demonstrating a company’s commitment to internal growth.
For the employer, CareerPath is a powerful Career Planning Tool that can map timelines to prepare employees for critical roles and help to facilitate employee skill development. In particular, for companies that operate across various geographies, CareerPath enables greater visibility into company-wide talent management intelligence, providing decision support for strategic, long-term talent supply planning and employee mobility.
“CareerPath is the latest addition to our full suite, Talent Management solution, helping companies attract the best candidates by demonstrating a commitment to career advancement and future opportunity,” commented Karen Cariss, CEO for PageUp People. Specifically, Cariss added, “While attracting candidates is critical to a company’s success, retaining high performing employees also is crucial. By focusing on career development for employees, CareerPath gives companies a highly effective retention tool and enables the identification of the roles and individuals critical to a company’s success.”
For more information on PageUp People, please visit www.pageuppeople.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: career planning, CareerPath, HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, Karen Cariss, Matt Lafata, PageUp People, Talent Management | Permalink
Posted by mattlafata
October 1, 2011
- Total quarterly billings up 18% with cloud billings growing 81% year-over-year
- Cloud revenue grew 59% year-over-year
- Subscription revenue up 26% year-over-year; representing 61% of total revenues
- Subscription revenue gross margin expanded to 77%
- Total deferred revenue increased 29% year-over-year to $43.9 million
HRchitect featured Saba in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. A.G. Lambert, the VP of Marketing with Saba appeared on the HRchitect WebMingle on August 14, 2009. Matt Lafata with HRchitect attended the 2010 Saba Global Summit and Analyst Day in Boston, MA. Matt Lafata & Tiffany Appleby attended the Saba Global Sales Rally FY12 in June 2011 in Redwood City, CA.
If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!
Saba (NASDAQ:SABA), the premier People Cloud provider, today reported financial results for its first quarter ended August 31, 2011.
“We started fiscal year 2012 with strong quarterly performance in billings and revenue growth, and gross margin expansion,” said Bobby Yazdani, Founder and CEO, Saba. “Our strength this quarter was broad-based across geographies and market segments — global enterprises, large enterprises, and mid-market enterprises. As we continue to make significant progress on our transition to the cloud, Saba is establishing itself as the vendor of choice and strategic partner to organizations seeking to transform the way their people network — employees, partners, customers, and franchisees — works, collaborates, and learns.”
Results for the First Quarter Fiscal Year 2012
Revenues: Total GAAP revenues were $30.6 million in the first quarter of fiscal year 2012, up 13% from $27.2 million in the same quarter last year. Total non-GAAP revenues in the first quarter of fiscal year 2012 were $30.9 million, up 14%, compared to $27.2 million in the same quarter last year. Non-GAAP revenues reflect the impact to revenue of fair value adjustments to deferred revenue due to acquisitions.
Deferred Revenue: Total deferred revenue was $43.8 million at the end of the first quarter of fiscal year 2012, up 29% year-over-year.
Earnings (Loss) per Share: GAAP loss per share was $0.20 in the first quarter of fiscal year 2012 compared to a loss per share of $0.06 in the same period last year. Non-GAAP loss per share was $0.12 in the first quarter of fiscal year 2012 compared to breakeven in the first quarter last fiscal year. First quarter fiscal year 2012 loss per share reflects increased levels of investment in operations for future growth.
Our non-GAAP results are calculated by adjusting GAAP results for the impact of certain items including (i) non-cash amortization of intangibles, (ii) non-cash share-based compensation expenses, (iii) non-operating reorganization costs, (iv) the impact to revenue of fair value adjustments to deferred revenue due to acquisitions and (v) other acquisition related costs. A reconciliation of GAAP to non-GAAP results is included in the financial statements accompanying this press release.
Cash: Cash flow from operations was a usage of $3.4 million in the first quarter of fiscal year 2012, and cash and cash equivalents at August 31, 2011 were $20.8 million. Saba typically uses cash in the first half of the fiscal year and generates positive cash flow in the second half of the fiscal year due to strong subscription renewals in the third and fourth quarters.
Business Outlook
The following statements are based on current expectations as of the date of this release. These statements are forward-looking, and actual results may differ materially. Saba does not undertake any obligations to update these forward-looking statements.
For fiscal year 2012, ending May 31, 2012, Saba reiterates its forecast of total GAAP revenues to be in the range of $130 million to $133 million and total billings to grow in the range of 16% to 18% in fiscal year 2012 over fiscal year 2011.
The Company also reiterates its forecast for GAAP net loss to range from $0.39 to $0.45 per share and non-GAAP net loss to range from $0.17 to $0.23 per share. Saba also confirms that it expects to return to non-GAAP profitability in the second half of fiscal year 2012.
Fiscal year 2012 non-GAAP outlook excludes non-cash amortization of intangibles, non-cash stock-based compensation expenses, the impact to revenue of fair value adjustments to deferred revenue due to acquisitions, other acquisition-related costs and non-operating reorganization costs.
For more information on Saba, please visit www.saba.com
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Talent Management | Tagged: Bobby Yazdani, HCM, HR Systems. HR Technology, HRchitect, Human Capital Management, Learning Management, Matt Lafata, Saba, Talent Management | Permalink
Posted by mattlafata
September 27, 2011
Training Industry Inc. Names SumTotal a Top Learning Portal Company for “Leading the Charge” in Innovation
HRchitect featured SumTotal Systems in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. SumTotal Systems appeared on the HRchitect WebMingle on May 1, 2009. SumTotal Systems also competed in the HRchitect Beauty Pageant on Employee Performance Management Systems in February 2009, where they were crowned the winner. Dave Watkins, Softscape’s CEO and Co-Founder appeared on the HRchitect WebMingle on June 19, 2009.
If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!
SumTotal® Systems, Inc., the innovator in strategic Human Capital Management (HCM) solutions, today announced that it has been recognized as a 2011 Top Learning Portal Company by Training Industry Inc., a leading resource on organizational learning.
According to a recent release from Training Industry, SumTotal received this recognition for demonstrating excellence as a solution provider, specifically in areas including:
- Breadth of functionality and capabilities
- Geographic reach
- Company size and growth potential
- Number and strength of clients
- Industry visibility, innovation and impact
- Commitment to the corporate training industry
“We continue to be impressed by the rate of innovation in the learning technologies marketplace,” said Ken Taylor, Chief Operating Officer at Training Industry, Inc., in a recent press release. “Our Top 20 Learning Portal Companies are leading the charge on innovation by providing learning leaders with exciting new tools to drive organizational effectiveness.”
SumTotal, the only Top 20 company to deliver a truly mobile learning application for devices such as Blackberries, iPhones and iPads, has long been recognized as a top provider of learning management solutions.
One example of impact is a leading, global pharmaceuticals and healthcare customer who leveraged SumTotal’s learning solutions to achieve three corporate objectives: reduce the cost of new hire training, standardize learning on a single platform and increase market share and savings.
With the implementation of the SumTotal LMS, this customer achieved these goals, saving $1.6 million in the first year of implementation (with a projected savings of $4.7 million over three years), and dramatically reducing time to proficiency for new hires.
As an innovator in the strategic HCM market, SumTotal has led the pack in exponentially magnifying the power of organizational learning by providing solutions that integrate learning with other core HCM functions, including performance, compensation, HR and goal management, and succession planning.
“Bringing together the spectrum of strategic HCM tools into a single, integrated platform provides organizations with a powerful solution,” said Hardeep Gulati, Executive Vice President of Products at SumTotal. “With this integration, we give our customers the information they need to make smarter business decisions and drive performance. Our dedication to continuous innovation in this sphere not only ensures our success, but also ensures our customers will have the tools they need to be highly competitive.”
For more information on SumTotal Systems, please visit www.sumtotalsystems.com.
Matt Lafata, HRchitect
Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Learning Management, Recruiting, Talent Acquisition, Talent Management | Tagged: HCM, HR Systems, HR Technology, HRchitect, Human Capital Management, learning, LMS, Matt Lafata, SumTotal, Talent Management | Permalink
Posted by mattlafata
