SuccessFactors Achieves SAP Certified Integration Status…from SuccessFactors

December 23, 2008

 

Partners With Bristlecone Labs to Deliver Free Software Toolkit Enabling Joint Customers to Share Information Between Two Systems

 

HRchitect featured SuccessFactors 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 vendors that businesses should consider.

 

SuccessFactors, the global leader in on-demand performance and talent management solutions, today announced that the SuccessFactors Performance and Talent Management suite passed all tests required to be SAP-Certified for Integration with SAP Applications. The SAP certification status validates successful, repeatable integration. Working with SuccessFactors’ partner, Bristlecone Labs, the companies have developed and delivered the SuccessFactors Connector Toolkit 2.0 for SAP, enabling customers to quickly pull master data from any SAP instance and share it with SuccessFactors. SuccessFactors’ customers can take advantage of this option to facilitate data integration between the two systems, and accelerate deployment and return on investment in their strategic talent management initiatives.

 

SuccessFactors already has a proven track record of integrating with SAP and dozens of traditional Human Resource Information Systems (HRIS) for master data exchange. Customers have faced challenges in extracting common data such as job titles and contact information from large HRIS systems for use in their SuccessFactors’ instances, but in delivering the Connector Toolkit for SAP, SuccessFactors is making data integration faster and easier with an automated, certified approach.

 

The Connector Toolkit for SAP is available to SuccessFactors customers on the SuccessFactors Customer Community for free, and includes instructions for installation and use. Technical support and additional consulting are both available through Bristlecone Labs, a services provider in SAP custom integration and development and a trusted SAP Labs development partner.

 

SuccessFactors is pleased to provide the Connector Toolkit for SAP in order to continue a long-standing tradition of highly successful joint SucessFactors-SAP customers. Existing joint customers including highly recognizable and respected companies such as Kimberly Clark, New York Life Insurance, Baker Hughes, First Energy, and Citrix, will be able to take advantage of the Connector Toolkit for SAP immediately.

 

The SuccessFactors Performance and Talent Management Suite, which includes Performance Management, Goal Management, 360 Degree Reviews, Succession Management, Compensation Management, Learning and Development, Recruiting Management, Employee Profile, and Analytics and Reporting applications, creates a company-wide network of information related to employee performance, including skill-sets, interests, career aspirations, ability to relocate, experience, languages spoken and more. By providing deep, real-time, company-wide visibility into such critical performance data, companies are able to make better, more informed decisions about how to promote, recruit, compensate, reward and manage their entire employee base.

 

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

 
Matt Lafata, HRchitect


Kenexa Acquires Industry-Leading Culture Indicator Solution…from Kenexa

December 19, 2008

 

Assessment Tool Helps Organizations Align and Engage Employees

 

HRchitect featured Kenexa in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and Top Talent Management Systems vendors that businesses should consider.

 

Kenexa, a global provider of talent management and retention solutions, has announced the acquisition of the Cultural Insight survey, an instrument that allows for the assessment of an organization’s culture and the expression of that culture in a way that helps align and engage employees.

 

The Cultural Insight survey is the culmination of 30 years of study by Carol Pearson, Ph.D., Director of the James MacGregor Burns Academy of Leadership and a Professor of Leadership Studies at the University of Maryland. Her work combines and expands the psychology of personal archetypes–which reveal the architecture of meaning within individuals–to organizations.  The survey provides a way to describe the archetypal profile of an organization, thereby decoding the human motivations that can drive its success.  With the Cultural Insight survey, an organization can understand how a candidate will fit its culture, which ensures the recruitment of quality candidates who are potential top performers and increases the likelihood that employees are happy in their jobs, take ownership in the company and have the drive to move the company forward.

 

The Cultural Insight survey will now be used as a part of Kenexa’s employment branding. Kenexa and Dr. Pearson will continue this ongoing partnership to conduct research and develop the instrument to its full potential across many different business applications.

 

The Cultural Insight survey can be used as an off-the-shelf solution or can be customized to meet each organization’s individual needs and values.

 

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

 
Matt Lafata, HRchitect


SilkRoad Technology Honored by NCTA…from SilkRoad Technology

December 1, 2008

 

HRchitect featured SilkRoad Technology 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 Talent Acquisition Systems vendors that businesses should consider. SilkRoad Technology also participated in the HRchitect Beauty Pageant on Talent Acquisition Systems on November 14, 2008.

 

SilkRoad technology, a leading provider of talent management solutions, announced recently that it was recognized as the “Top Venture Capital Invested Company of the Year” by the North Carolina Technology Association (NCTA) at its 15th annual NCTA 21 Awards gala, November 13th, which celebrated the patriotic theme “The Election of 2008.”  The awards program annually honors companies and individuals from North Carolina’s technology industry for excellence in leadership and innovation. More than 450 industry executives and thought leaders attended the event. The awards program was presented in conjunction with Grant Thornton LLP, a leading accounting, tax and business advisory organization, which also directed the awards selection process earlier this year in collaboration with past and present NCTA chairpersons.  

 

This year SilkRoad’s growth and widespread recognition as an industry leader spurred investors to contribute $54 million in venture capital for the expansion of worldwide direct sales and marketing efforts, strategic acquisitions and new product development. The $54 million in capital has already allowed SilkRoad to expand their global operations by opening offices to support direct sales and marketing efforts in Singapore and Sydney, Australia, and to acquire VTN technologies and its well-known Olé online learning environment.  

 

NCTA’s 21 Awards program is segmented into five categories: technology industry, stage of development, functional, leadership and excellence.   

 

For more information on SilkRoad Technology, please visit www.silkroad.com

Matt Lafata, HRchitect


HRsmart Partners with Oxus, Launches Talent Management Solutions in China…from HRsmart

November 26, 2008

 

HRsmart, a leading global provider of talent management software solutions, announced today it has selected Oxus to launch its technology in China.

 

HRchitect featured HRsmart 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 vendors that businesses should consider.

 

HRsmart, a leading global provider of talent management software solutions, announced today it has selected Oxus, a recruitment and candidate management company headquartered in Beijing, to launch its technology in China. Oxus will be implementing and supporting HRsmart’s talent management applications in the Chinese market.

 

As part of this partnership, Oxus will be able to provide its clients with the latest advancements in e-recruitment as well as a full suite of talent management solutions that is new to companies in China. These fully hosted online or network-delivered applications include Applicant Tracking, Online Recruitment, Performance Management, Learning Management, Career Development, Succession Planning, Employee Referral and Job Distribution.

 

Oxus helps China-based organizations engage talent through the creation of branded employment offerings and market them through search engines, social media, career portals and other targeted channels. By providing applicant tracking and talent management technologies, assessments, measurement and training services, Oxus provides strategic recruitment consulting, recruitment 2.0 training and technical solutions that help clients manage recruitment campaigns and deal with candidate response. Oxus’ growing list of clients includes McDonald’s, Microsoft, Intel and Caterpillar.

 

For more information on HRsmart, please visit www.hrsmart.com

Matt Lafata, HRchitect


Authoria Appoints New President and CEO…from Authoria

November 26, 2008

 

Proven Software Industry Executive to Drive Business Growth in Rapidly Expanding Talent Management Market

 

HRchitect featured Authoria in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and Talent Management Systems vendors that businesses should consider. HRchitect is also the leading implementation consulting firm for the Authoria Recruiting product.

 

Authoria, Inc., the market leader in comprehensive talent management software solutions, recently announced the appointment of James J. McDevitt as President and Chief Executive Officer. Mr. McDevitt will continue to serve as a member of Authoria’s Board. Mr. McDevitt brings 27 years of management and technology industry experience to the post. He joins Authoria after a proven track record of developing corporate strategies that have significantly enhanced efficiency, profitability and market penetration for several international public software companies. Founder and previous CEO, Tod Loofbourrow, will serve as Chairman for Authoria.

 

As previously announced, Bedford Funding, a $400 million private-equity firm (with an additional $400 million available in co-investment capital) specializing in investments in the software and IT services sector, acquired Authoria in September of 2008 for $63.1 million and committed to making additional investments in working capital to enhance marketing and sales initiatives and to accelerate overall corporate growth of the company.

 

Prior to joining Authoria, Mr. McDevitt was most recently Chief Operating Officer of CDC Software, a $360 million division of CDC Corporation and a global provider of enterprise software solutions and services to medium and large enterprises. During his tenure with CDC, Mr. McDevitt was focused on streamlining the CDC Software business, building accountability throughout the organization, and integrating acquisitions. Within 18 months, the company reported record quarterly revenues for the nine months ending September 30, 2008; generated positive operating cash flows for three consecutive quarters; and improved Adjusted EBITDA for the most recent quarter by 190 percent as compared to the same quarter a year prior.

 

For more information on Authoria, please visit www.authoria.com

Matt Lafata, HRchitect


SuccessFactors Launches Stack Ranker: New Capability for Instantly Stack Ranking Employees…from SuccessFactors

November 18, 2008

 

Enables Management to Swiftly Identify Top Performers and Determine Whom to Let Go

 

HRchitect featured SuccesFactors in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management vendors that businesses should consider.

 

SuccessFactors, Inc. (NASDAQ:SFSF), the global leader in on-demand performance and talent management solutions, today announced SuccessFactors Stack Ranker, a new addition to SuccessFactors’ Performance and Talent Management Suite. Stack Ranker enables managers to quickly and effortlessly rate and assess their talent across company-defined competencies and related criteria, creating a visual and intuitive stack ranking of employees to accelerate a course of action. The new solution was launched today at SuccessConnect Europe, the company’s first European customer conference in Paris.

 

In economic environments both good and bad, company leaders are often forced to quickly assess the state and performance of teams. Stack Ranker is an event-driven tool to help managers answer simple questions like: who is the strongest in a given competency area, who is the top performer overall, and who are low performers. While annual and even quarterly performance reviews capture critical performance information, sometimes managers need to quickly get a pulse on their team and show how team members stack up against each other taking into account the most recent information. Ranking team members allows managers to address, in real-time, changes to their business by providing detailed insight into the strength of a business, division or team’s talent. Stack Ranker enables companies to:

 

– Visually Rank Talent — Instantly identify top-ranked players so that managers can optimize teams by motivating and cultivating their best people. With Stack Ranker, managers can give rewards to top employees that deserve extra recognition, or quickly identify low performers to let go when faced with tough layoff decisions.

– Go Beyond Performance Reviews — Stack Ranker expands the formal review process by capturing new characteristics for a more holistic assessment. Users can incorporate factors like criticality of the role into ranking or other criteria to serve as tie-breakers.

– Assess Everyone at Once — Quickly assess an entire team across critical competencies and criteria in real time — all in one place. Side-by-side rating promotes more accurate relative assessments.

 

The SuccessFactors Performance and Talent Management Suite, which includes Performance Management, Goal Management, 360 Degree Reviews, Succession Management, Compensation Management, Learning and Development, Recruiting Management, Employee Profile, and Analytics and Reporting applications, creates a company-wide network of information related to employee performance, including skill-sets, interests, career aspirations, ability to relocate, experience, languages spoken and more. By providing deep, real-time, company-wide visibility into such critical performance data, companies are able to make better, more informed decisions about how to promote, recruit, compensate, reward and manage their entire employee base.

 

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

Matt Lafata, HRchitect


Halogen Software Achieves 24 Quarters of Year-over-Year Growth…from Halogen Software

November 18, 2008

 

Customer responsiveness, flexibility and industry specific solutions drive record setting 3rd quarter

 

HRchitect featured Halogen Software in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management vendors that businesses should consider. HRchitect was also proud to have Halogen Software as one of its sponsors for The Suite Life webinar series on ITM.

 

Halogen Software Inc., a leading provider of on-line employee performance and talent management software continues to build on strong momentum, with its 24th consecutive quarter of year-over-year growth. Flexible deployment models, superior customer service, and vertical differentiation are driving uptake of Halogen solutions over its competitors. The quarter also featured Halogen’s third annual User Conference, which was attended by a record number of Halogen customers from around the globe.

 

The company’s record third quarter included the addition of new customers such as Alliance Bank, Arrowhead Hospital, Cummins Power South, Hostmark Investors, Kadlec Health System, Northrop Grumman Corporation, PFC Energy, Princess Cruise Lines, Reyes Holdings, Sisters of St. Francis Health Services, Stanley Consultants, Sun-Rype Products and United Way.

 

As in the previous 23 quarters, Halogen achieved consistently healthy growth in the third quarter despite the challenging economic conditions. This continued growth signals the importance organizations of all sizes are placing on effectively managing employee performance – especially during a downturn.

 

The Halogen User Conference, held in September, provided hundreds of Halogen customers with an opportunity to learn how to develop and deliver key HR initiatives by leveraging the features available in Halogen’s integrated Employee Performance and Talent Management Suite. Discussions included best practices for appraisals, goal management, pay-for-performance, succession planning and learning management. Customers were also given an exclusive in-depth preview of Halogen’s eagerly anticipated eLMS(TM) module that will be released later this month.

 

The User Conference is just one of the ways Halogen collaborates with its customers to better understand their needs, and to make it easier for them succeed at talent management.

 

Halogen is one of the few talent management market leaders to provide flexible deployment options for its customers. Offering both Software-as-a-Service (SaaS) and on-premise delivery models has enabled the company’s vast customer base to choose the deployment that best suits their business needs and culture. Halogen is able to address the requirements for hundreds and hundreds of customers each year, that pure-play SaaS vendors could not.

 

For more information on Halogen Software, please visit www.halogensoftware.com

Matt Lafata, HRchitect


SuccessFactors Announces Call for Papers for SuccessConnect 2009 Global Customer Conference…from SuccessFactors

November 12, 2008

 

 

HRchitect featured SuccessFactors in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management vendors that businesses should consider.

 

SuccessFactors, Inc. (NASDAQ:SFSF), the global leader in on-demand performance and talent management solutions, today announced its call for papers for SuccessConnect 2009, SuccessFactors’ annual global customer conference to be held June 8-11, 2009, in San Francisco. SuccessFactors is seeking customers, C-level executives, partners and industry experts to share their success stories, best practices and implementation experiences to provide conference attendees with the tools and knowledge to maximize current and future investments in performance and talent management.

 

Customer-lead presentations will be delivered in the following tracks:

 

– Business Strategies Track — For customers looking to achieve and demonstrate measurable results. Possible proposals could include case studies of bridging strategy and execution gaps, ROI measurement studies, and C-level executives using SuccessFactors to maximize the performance of their business.

– Global Business — Focusing on large-scale, global rollouts and related global issues such as language and localization, and global change management. Also of interest to conference attendees, is cross-cultural implications faced in implementing performance and talent management solutions.

– Introduction to Performance and Talent Management — Designed for customers with less than a two-year deployment of SuccessFactors. Submissions should address best practices and lessons learned for successful implementations, gaining executive buy-in, maximizing user adoption and change management.

– Advanced Performance and Talent Management — Best practices for longer-term customers with interest in taking their SuccessFactors suite to the next level. Presenters will discuss advanced techniques and topics, from competency modeling to succession below the C-level suite.

– Small Business Track — For organizations of 500 employees or less, interested in creating or extending a pay-for-performance culture, or learning best practices to accelerate adoption of SuccessFactors.

 

To submit, please develop a brief 200-word description of the intended presentation and identify the appropriate track, then send an email to successconnect@successfactors.com.  For more information on each of the session tracks, visit: http://www.successfactors.com/successconnect/call-for-papers /. Submissions must be received by January 31, 2009, and speakers will be notified of their acceptance by February 28, 2009. Those chosen to present at SuccessConnect 2009 will receive a complimentary conference pass to the conference.

 

Intended for organizations committed to optimizing their workforces, SuccessConnect 2009 will combine spectacular keynotes, high-impact performance and talent management tracks and best practices sessions. The conference will once again include the pre-conference advanced admin boot camps on June 8, 2009, which sold out last year. The admin boot camps feature experts who will deliver best practices on how to effectively manage SuccessFactors solutions. The event also includes announcing the winners of SuccessAwards — a program designed to recognize the best of the best in reaping demonstrated value from SuccessFactors implementations.

 

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

 

Matt Lafata, HRchitect


SuccessFactors Offers Free Trial of Professional Edition for Small Organizations…from SuccessFactors

October 24, 2008

Enables Companies of Up to 500 Employees to ‘Kick the Tires’ on the Best Performance Management Solution

 

HRchitect featured SuccessFactors in our May 2008 release of The Suite Life of Integrated Talent Management.

 

SuccessFactors, Inc. (NASDAQ:SFSF), the global leader in on-demand performance and talent management solutions, this week announced the availability of a new Free Trial Program to allow small companies to test-drive SuccessFactors Professional Edition ULTRA. Designed for organizations of up to 500 employees, Professional Edition leverages Web 2.0 technologies to deliver optimized employee performance to organizations in every industry.

 

This Free Trial Program comes stocked with built-in product assistance, a three-minute video and guided tutorials, and core features such as a goal wizards, writing and coaching assistants, interactive organizational charts and employee profile. This enables companies to instantly have a direct, hands-on experience in trying out the product for their environment, on their own time.

 

SuccessFactors Professional Edition ULTRA with Self-Service Administration makes it easier than ever for small and mid-sized businesses to get up and running with an intuitive, easy-to-use suite of applications for managing goals, performance reviews, 360 degree reviews, and compensation management. Professional Edition gives SMBs powerful on-demand solutions presented in a non-intimidating format that is as approachable as an everyday online consumer site, integrating Web 2.0 technology from some of today’s popular and viral consumer-facing applications to enable employees to interact with each other similar to social media and networking-type communities.

 

SuccessFactors’ SMB offerings bring enterprise-class best practices to small and mid-sized businesses. The Web-based, Software-as-a-Service technology model enables SMBs in all industries to cost-effectively implement the technology without the need for extensive IT support. By providing real-time, company-wide visibility into such critical performance data, companies are able to make better, more informed decisions about how to promote, recruit, compensate, reward and manage their employee base.

 

For more information, visit: http://www.successfactors.com.

 

Matt Lafata, HRchitect


StepStone Publishes Q3 / 2008 Results…from StepStone

October 24, 2008

Demand for Talent Management drives 25% revenue growth during third quarter

 

HRchitect featured StepStone in our May 2008 release of The Suite Life of Integrated Talent Management.

 

StepStone, a leading global provider of total talent solutions, reported a 25% increase in third quarter revenues to €31.8m, from €25.4m in Q3 2007. Underlying organic revenue growth excluding recent acquisitions was a healthy 21%.

 

StepStone operates a unique business model. The “Software as a Service” products generate predictable revenues and cash flows whilst the online products continue to benefit from the ongoing structural shift away from traditional media to online search and matching.

 

The company strategy is to have a portfolio of products delivered to a wide geographic base of customers. The volume based online products enhance the company’s ability to take advantage of favorable economic conditions, whilst the software as a service based talent management products soften the impact of potential adverse economic conditions due to the inherent predictability of the monthly revenue streams from an increasing international customer base.

 

Demand for the company’s online products increased in September after the traditionally slower summer months of July and August.  Total invoiced sales of online products in the third quarter of 2008 were up 24% versus the same period last year.  The current quarter sales will impact future quarter revenues due to the deferred revenue recognition model which the company uses.

 

Online demand in European markets is however developing at markedly different rates. StepStone’s online sales in Germany continued to grow at a rate consistent with that of the last few quarters, whilst there is a clear deceleration of growth rate in most other markets.

 

Demand for the company’s talent management products remained robust during the quarter, attracting 95 new talent management customers and the company continued to complete an increasing number of cross sale and up sale transactions amongst its extensive customer base.

 

The final quarter of the year is traditionally the company’s strongest, and we see little reason at present to indicate any change to this fourth quarter trend.

However, after the unprecedented economic turmoil of the last three months, economic conditions are tightening across Europe which is in turn impacting customer confidence.

 

HRchitect’s expectation is that overall growth will continue to soften into 2009. In anticipation, the company will continue to closely manage its cost base and cash generation.

 

For more information on StepStone, visit www.stepstone.com

 

Matt Lafata, HRchitect


SumTotal Systems Names Hewlett-Packard Veteran Arun Chandra as Chief Executive Officer…from SumTotal

October 24, 2008

HRchitect featured SumTotal in our May 2008 release of The Suite Life of Integrated Talent Management.

 

SumTotal Systems (Nasdaq: SUMT), the market leader and a global provider of talent development solutions, this week announced that its board of directors has named Arun Chandra, 47, as the company’s chief executive officer effective November 1, 2008. In this role, he will be responsible for the company’s operational activities and it is also intended that he will join the board of directors. Chandra brings 23 years of technology leadership experience to this position.

Chandra is a veteran of Hewlett-Packard where he began his career as a software engineer. During his 20-year tenure at HP, Chandra held many leadership positions, his final as vice president worldwide marketing, strategy & alliances for the Technology Solution Group, a $30 billion enterprise business. Earlier in his career with HP, he served as general manager of several growing businesses including the PC Direct business. He left HP in 2005 to serve as the president and chief executive officer of iPolicy Networks, a network security company.

Most recently, Chandra served as vice president of corporate operations at Unisys where he led the company’s change management efforts. He also managed a broad range of corporate functions including the office of the CTO, corporate strategy & development, worldwide marketing and global alliances, among others.

Don Fowler, who currently serves as SumTotal’s chief executive officer, will retire on November 1, 2008. Fowler will continue to serve in a part time advisory capacity until December 31, 2008, and will remain on the board of directors thereafter.

 

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

 

Matt Lafata, HRchitect


Lawson Partners With Talent Technology to Help Simplify Recruiting Process for Strategic Human Capital Management Customers…from Talent Technology

October 22, 2008

Industry-leading functionality helps improve recruiter productivity and enhances candidate application experience

 

HRchitect discusses Lawson in our May 2008 release of The Suite Life of Integrated Talent Management. We talked about them as an ERP vendor who has substantially increased their overall HCM development efforts over the past two years, including significant improvements in recruiting, performance management, and compensation capabilities.

 

Talent Technology Corporation recently announced it has partnered with Lawson Software to help simplify the recruitment process for human resource professionals and job candidates. Talent Technology is a provider of recruiting software and related technology. In addition to the recent partnership with Lawson, Talent Technology has already partnered with other leading ERP vendors such as Oracle and SAP. Under this partnership, Lawson will incorporate Talent Technology’s Resume Mirror Extraction Enterprise (RMX Enterprise) solution into Lawson Talent Management, which is part of the Lawson Strategic Human Capital Management System.

 

RMX Enterprise automatically captures and extracts candidate resume information from any document format or origin – whether the resume comes through a job board, company website or email – and converts it into structured, usable data that is sent to the centralized Lawson Talent Management system. This helps recruiters save time, increase productivity, improve information accuracy, and more strategically manage talent across the organization through a one-time capture of candidate information.

 

The RMX Enterprise solution also provides a potential platform for recruiters to simply funnel resumes to Lawson Talent Management in the space they prefer to work. For example, with a single click, resume information viewed in Microsoft Office applications such as Outlook, Word or Internet Explorer can be processed by RMX Enterprise and sent to Lawson Talent Management. This helps eliminate manual data entry of candidate information and enables recruiters to focus on more strategic tasks and to efficiently manage workflow and take action, no matter what application they may be using to view a candidate’s resume.

 

Learn more about Talent Technology at www.talenttech.com and learn more about Lawson software at www.lawson.com

 


Matt Lafata, HRchitect

 

 

 


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