Taleo Gives Enterprises More Ways to Find and Develop Tomorrow’s Leaders…from Taleo

February 22, 2012

 

Latest Release of Taleo Enterprise Adds a Retooled User Interface That Simplifies and Unifies Access to Talent Intelligence and New Capabilities for Learning

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 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, today unveiled the latest release of Taleo Enterprise, which gives organizations powerful new ways to source top performers and develop them into the next generation of leaders. Taleo also redesigned the user interface of its popular enterprise-class Talent Management suite. The result is a simple, unified environment that makes it easy to access talent intelligence across all Talent Management dimensions, from recruiting and learning to performance management and succession planning.

“This latest release of Taleo Enterprise delivers a new set of tools built into a newly unified user experience. Taleo continues to aggressively enhance its Talent Management platform to help companies attract and engage top talent, build better teams and optimize development strategies,” said Jason Blessing, executive vice president of products at Taleo. “Organizations across the globe continue to realize that talent has become a strategic weapon for corporate success.”

Key highlights of the latest release include enhancements to sourcing, learning and ease of use.

Taleo Recruiting helps keep pipelines filled with qualified candidates
Taleo Recruiting incorporates new features that help organizations proactively build pipelines filled with qualified candidates. With new contact management tools, organizations can reach beyond the existing application pool to source and pre-qualify top prospects before they become active candidates. Enhanced support for talent pipelines enable recruiters to continuously engage qualified talent before hiring needs become critical. Sourcing internal candidates is also easier because Taleo has streamlined access to internal talent pools and manager nominations. And managers can now assign preferred successors to open positions via Taleo’s improved Talent Browser.

“Taleo’s new pipeline management capabilities will enable us to proactively source business-critical candidates and to quickly hire and onboard exceptional talent, increasing business productivity,” said Keith Abernathy, manager of human resources for Moss Adams.

Taleo Learn reveals how development impacts performance
The new release includes improvements to Taleo Learn that address the crucial need for enterprises to find the most effective ways to develop top performers. For instance, Taleo provides faster access to relevant learning content and opportunities by giving employees, managers and HR practitioners the ability to search their organization’s learning catalog (based on the competencies they need to develop) and launch their learning activities directly from their development plans. Offering a vastly more comprehensive learning environment, Taleo links learning activities to specific goals and now includes learning histories in employee profiles. And to help managers better understand how learning impacts performance, Taleo now combines data from Taleo Learn, Taleo Performance and Taleo Recruiting into the world’s largest Talent Management data warehouse. Across the board, managers can rely on Taleo Learn to ensure their employees have the foundational, job-specific skills that lead to results.

Retooled interface unifies and simplifies the Taleo user experience
Anchoring the latest release of Taleo Enterprise is a redesigned user interface that streamlines the Taleo experience across all Talent Management modules, from recruiting to succession. The redesign includes new versions of the Talent Browser and Employee Snapshot, which combine to create a single place for managers and HR professionals to instantly gain a comprehensive view of their organization and their talent, and then take action to ensure they meet their business objectives. The Employee Snapshot is now available across multiple views — including Talent Pools, Succession Planning, and Talent Browser — so managers and HR staff can instantly access an employee’s most vital information without having to navigate to other pages. Throughout the suite, Taleo provides native reporting so users can pull data and generate reports on demand to immediately gather useful insights.

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


Halogen Closes 2011 Fiscal Year with Significant Market Momentum…from Halogen Software

February 18, 2012

 

Growth in annual recurring revenue, international expansion and winning partnerships mark the best fourth quarter on record for talent management leader

HRchitect featured Halogen Software in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Halogen Software, a leading provider of talent management software closed its fourth quarter and 2011 fiscal year with significant market momentum and strong year-over-year growth. Marked by a 37% year over year increase in annual recurring revenue (ARR), including 86% growth in ARR from international deals, and strong customer retention and satisfaction, Q4 of 2011 is the company’s best fourth quarter on record.

Just a few of the new customers that joined Halogen in the fourth quarter include: The Society for Human Resource Management (SHRM), Fisher Communications, The University of Ottawa, RigNet, Genesis Health System, Agriculture Federal Credit Union, Bruker Nano Services Division and Greater Madison Convention and Visitors Bureau, United Coffee, Artificial Solutions Iberia, Interra International, EC English Holdings and Addex Petroleum Services.

David Barbee, Director of HR for RigNet, explains why his company selected the Halogen eAppraisal™ and the Halogen eRecruitment™ modules for his organization’s talent management needs. “I’ve had previous experience using Halogen and brought it to RigNet because the end-user interface is intuitive and the overall functionality is better than any other product I’ve seen on the market,” said Barbee. “We like everything about Halogen – the organized process, the centralized access to employee and candidate data, the reminder system and the ability to easily track and manage appraisals, recruiting activities and more.”

Halogen’s recognition as an industry leader in talent management systems customer satisfaction is also a factor in the talent management leader’s business momentum. Customers see Halogen as a long term partner with both the best solutions and a brilliant customer experience that can help them build a world class workforce.

The human resources leader at Spain’s Artificial Solutions explains why they selected Halogen. “When we started researching a talent management solution, we were looking for a tool that would streamline the process, while being cost effective and simple to use,” said Óliver García Alemán, Head of HR and Organization, Artificial Solutions. “We have a number of offices across Europe, so being able to identify our people’s talents as well as making our appraisal, training and recruiting processes more structured and efficient benefits everyone. With Halogen our talent data is centralized in one system. This makes it easier to ensure consistency and accountability across groups, and to clearly link individual goals to our corporate objectives.”

Halogen’s success in the fourth quarter of 2011 capped off a year that featured product leadership and operational excellence:

  • The company released Version 11 of its Talent Management Suite and launched Halogen eRecruitment™, the first applicant tracking system (ATS) to fully integrate the recruiting process with all other talent management programs; making Halogen the first and only talent management vendor to provide a complete end-to-end solution organically built to drive performance.
  • Halogen’s suite allows HR and their organizations to experience talent management from a new perspective that aligns their workforce with their business strategy – something Halogen calls Big Picture Talent Management™. The suite is designed to ensure each talent management touch point – from recruitment to retirement – reinforces the organization’s culture and values and drives top level goals and objectives.
  • In response to the global demand for its talent management solution, the company announced the opening of a UK office that will allow it to more easily market and sell its solutions internationally.
  • The company was positioned by Gartner, Inc. in the leaders quadrant of the “Magic Quadrant for Employee Performance Management Software”, which examined 20 vendors offering employee performance management software and positioned them in quadrants based on their completeness of vision and ability to execute.
  • Former Blackbaud Inc. CFO Timothy V. Williams joined Halogen’s Board of Directors.
  • Halogen announced strategic  partnerships with:  video learning provider ej4 via its seamless integration with Halogen eLearning Manager™; industry-leading sourcing technology vendor SmartPost, via its integration with Halogen eRecruitment; PDS, a leading developer of human resource, benefits, recruiting and payroll systems; and Logica Finland, a recognized leader in delivering Human Capital Services in the Finnish region.
  • Hundreds of Halogen customers from around the world participated in Halogen’s Sixth Annual User Conference in Atlanta, Georgia – the company’s largest user conference to-date.

 

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


Z Energy Selects SilkRoad’s Life Suite for Integrated Approach to Talent Management…from SilkRoad Technology

February 17, 2012

 

New Zealand’s 2011 Energy Company of the Year to Implement SilkRoad’s OpenHire, RedCarpet and WingSpan

HRchitect featured SilkRoad 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. SilkRoad competed in the HRchitect Beauty Pageant on Onboarding Systems in January 2009, and the HRchitect IRONMAN on Mid-Marketing Talent Acquisition Systems on June18, 2010, where they were crowned the winner of each. Brian Platz, EVP and COO of SilkRoad also appeared on the HRchitect WebMingle on March 20, 2009. Finally, HRchitect attended the SilkRoad user conference, SilkRoad Connections, in May 2010 and May 2011.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

SilkRoad technology, inc., a leading provider of social talent management solutions, announced today that New Zealand based Z Energy (previously Shell New Zealand) has selected SilkRoad’s OpenHire for recruiting management and applicant tracking, RedCarpet for onboarding and life events management, and WingSpan forperformance management.

“SilkRoad shares an approach to innovation much like Z Energy.  Their solutions will give us extensive capabilities and allow us to speed up a number of our key people practices,” said Huma Faruqui, General Manager, Capability & Organizational Development. “The rich features come at great value, and the scalability of their products ensures they can accommodate the growth of our company.”

With OpenHire, Z Energy will have processes in place to build a talent pool and make their recruiting efforts as engaging and efficient as possible.  With RedCarpet, they will effectively manage transitions such as onboarding, offboarding, promotions, transfers and leaves of absence.  WingSpan will give Z Energy the ability to increase productivity, performance and revenue, while simplifying and reducing the time and money spent on goal setting and alignment, 360 degree assessments and appraisals.  Together, the solutions will streamline the Company’s administrative HR processes and help develop a high performance workforce by empowering employees with the tools they need to drive their own careers.

“In industries where the war for talent is particularly fierce, HR must place an emphasis on the employee experience, and that employee-centricity is what SilkRoad provides,” said Andrew J. “Flip” Filipowski, chairman and CEO of SilkRoad.  “We’re looking forward to working with Z Energy as they streamline their recruiting, onboarding and performance management, and continue to develop their workforce.”

With the Life Suite, companies can find and attract top talent as quickly and cost-effectively as possible, utilizing social media integration and a streamlined approach to sourcing, screening and resume management.  They can bring that talent aboard with a drastically reduced time burden and cost of paperwork. And, with the automated tools and customizable portal at their fingertips, companies can present useful information to new employees before they start their first day, giving them the ability to hit the ground running.

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


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

February 15, 2012

 

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

 

HRchitect featured Cornerstone OnDemand in our first release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Charles Coy participated in the HRchitect WebMingle on January 16, 2009 and again on December 8, 2011. HRchitect attended and sponsored Cornerstone’s user conference in 2009 and 2010.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Learning and talent management software provider Cornerstone OnDemand (NASDAQ: CSOD) recently announced results for its fourth quarter and fiscal year ended December 31, 2011.

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

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

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

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

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

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

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

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

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

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

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

Non-GAAP results exclude, if applicable for each given period, common stock warrant charges, expenses related to stock-based compensation and related employer-paid payroll taxes, changes in the fair value of preferred stock warrants, accretion related to preferred stock, amortization of debt discount and issuance costs, fees related to the early retirement of debt, and expenses associated with the company’s withdrawn secondary offering.

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

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

 
Matt Lafata, HRchitect


SumTotal Closes Stellar Year with Continued Growth, Profitability, and Software Innovation…from SumTotal Systems

February 11, 2012

 

Market Leader in Strategic Human Capital Management Positioned For Accelerated Growth in 2012 with Global Expansion and New Innovations

HRchitect featured SumTotal Systems in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. SumTotal Systems appeared on the HRchitect WebMingle on May 1, 2009. Dave Watkins, Softscape’s CEO and Co-Founder appeared on the HRchitect WebMingle on June 19, 2009.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

SumTotal® Systems, Inc., the innovator in strategic Human Capital Management (HCM) solutions, today reported exceptional 2011 results with 90 percent overall booking growth and significant customer momentum across its global operations. SumTotal consistently accomplished positive expansion in bookings and new customer acquisition, and attributes this success to solid customer loyalty, operational efficiencies, and continued product advancement.

The company achieved 110 percent booking growth in the second half of 2011, compared to same period the previous year, with 207 percent overall SaaS booking growth for the year as more customers joined SumTotal’s Cloud offering. Recurring revenues were up 103 percent in the second half of 2011, and EBITDA grew 171 percent compared to previous year, representing 21 percent above plan. SumTotal has continued to develop a strong track record of operational excellence that has contributed to the company’s impressive growth and profitability.

Numerous new global customers joined SumTotal’s fast-growing customer base including Gerber Life, Physicians Mutual, Young & Rubicam, Highmark, MD Physician Services, and Konica Minolta Business Technologies. In addition, SumTotal continued to innovate with numerous advancements for its flagship products and launched new capabilities in Mobile, Social Learning, Workforce Analytics, and end-to-end Talent Management.

 

  • Mobile: The fully rich media capable Mobile solution provides downloadable content for untethered support, as well as advanced tracking and reporting, and support for all mainstream devices and operating systems.
  • Social Learning: Improves knowledge retention across workforces by fostering regular informal learning between peers and experts, both within the organization and in its extended enterprise.
  • Workforce Analytics: Provides a single, complete data model spanning talent and learning management data, with hundreds of interlinked business objects and rationalized data and security across all processes for closed loop actionable intelligence.
  • End-to-end Talent Management: With a seamless user experience and integrated workflows across learning and talent functions, as well as single-point administration, organizations can manage more efficient and continuous end-to-end business processes.

 

In 2011, SumTotal also successfully acquired three companies to integrate and bring to market its Strategic Human Capital Management solution, representing the most complete best-in-class offering available. Acquired companies included: GeoLearning, a leader in cloud learning management software for small and medium businesses, government, and extended enterprise market segments, CyberShift, a leader in strategic workforce management and expense management software, and Accero, experts in payroll and benefits software.

Highly focused on customer care and new methodologies for driving customer achievement, the company also hired, trained and deployed an additional 275 new employees across its global operations in the Americas, Europe, and Asia Pacific, 70 percent of which are exclusively customer facing positions.
Additional achievements in 2011 included:

 

  • SumTotal customers Cabela’s, Orbitz Worldwide, Springs Window Fashions, and the State of Florida, were recognized as “Performance and Learning Leaders” in the Learning! 100
  • SumTotal was rated “Hot Vendor” for Total Compensation Management according To Ventana Research
  • SumTotal was named on KMWorld’s 2011 “100 Companies That Matter in Knowledge Management”
  • SumTotal expanded regional presence with leadership assignments in Europe, Middle East, and Africa
  • SumTotal was recognized as a “Leader” in Talent Management by independent research firm
  • SumTotal was recognized as a 2011 “Top Learning Portal Company” by Training Industry Magazine
  • Customers voted SumTotal “Best in Talent Management” in Elearning! 2011 Awards
  • SumTotal was honored with “Business of the Year Award” in Gainesville Florida

 

“We are extremely proud and pleased with our exceptional year of growth and customer achievement,” said SumTotal’s CEO John Borgerding. “Our customer focus is directly represented in our high renewal rate and unwavering customer loyalty. We remain committed to our customer’s achievement and will continue to innovate in the marketplace and provide the industry’s most complete and flexible HCM solutions.”

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

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

 
Matt Lafata, HRchitect


Taleo Reports Fourth Quarter and Fiscal 2011 Financial Results…from Taleo

February 10, 2012

 

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 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, today announced results for its fourth quarter and fiscal year 2011.

Taleo delivered the following results for the fourth quarter and fiscal 2011:

Fourth Quarter Revenue: Subscription revenue for the fourth quarter was $70 million, an increase of 26% on a year-over-year basis. Professional services revenue for the fourth quarter was $15 million, an increase of 27% on a year-over-year basis. Total revenue for the fourth quarter was $85 million, an increase of 26% on a year-over-year basis.

Non-GAAP subscription revenue for the fourth quarter was $70.6 million, an increase of 22% on a year-over-year basis. Non-GAAP professional services revenues for the fourth quarter was $15.8 million, an increase of 18% on a year-over-year basis. Total fourth quarter non-GAAP revenue was $86.3 million, an increase of 21% on a year-over-year basis.

2011 Revenue: Total revenue for the full year 2011 was $309 million, an increase of 30% on a year-over-year basis. Subscription revenue for the full year 2011 was $257 million, an increase of 29% on a year-over-year basis. Professional services revenue for the full year 2011 was $59 million, an increase of 55% on a year-over-year basis. Total revenue for 2011 reflects a revenue reduction of $6.5 million recorded in the second quarter of 2011 related to the TSA settlement.

For the full year 2011, the company reported Non-GAAP revenue of $324 million, an increase of 34% from the prior year. Non-GAAP subscription revenue for the full year 2011 was $263 million, an increase of 30% on a year-over-year basis. Non-GAAP professional services revenue for the full year 2011 was $62 million, an increase of 57% on a year-over-year basis.

Fourth Quarter Loss per Share: Fourth quarter net loss per share was $(0.02), compared to a net loss per share of $(0.02) a year ago.

Non-GAAP net income per fully diluted share was $0.26, compared to non-GAAP net income per fully diluted share of $0.23 a year ago.

2011 Earnings per Share: For the full year 2011, net loss per share declined to $(0.35) from net income per fully diluted share of $0.01 a year ago. Non-GAAP net income per fully diluted share for the full year 2011 rose to $1.06 compared to $0.78 a year ago.

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


Cornerstone OnDemand Promotes Three Executives…from Cornerstone

February 9, 2012

HRchitect featured Cornerstone OnDemand in our first release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Charles Coy participated in the HRchitect WebMingle on January 16, 2009 and again on December 8, 2011. HRchitect attended and sponsored Cornerstone’s user conference in 2009 and 2010.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Cornerstone OnDemand, a leading provider of integrated learning and talent management software and services, announced today the promotion of three key executives.

Vincent Belliveau, who served as Cornerstone’s general manager of Europe, Middle East and Africa (EMEA), has been named senior vice president and general manager of EMEA. Kirsten Maas Helvey, formerly vice president of consulting services, was named to the post of senior vice president of consulting services. And Dave Carter, who previously held the role of vice president of sales, was appointed senior vice president of sales.

Each role is a newly created position within Cornerstone, based on the company’s recent growth and expansion internationally and throughout the U.S.

“Based on Cornerstone OnDemand’s rapid growth over the past several years, these executive advancements were essential to ensuring that our continued focus remains on client relationships and success,” said Adam Miller, president and CEO of Cornerstone OnDemand. “These three executives have proven themselves relentless in helping Cornerstone remain at the forefront of the talent management sector. We want to thank Vincent, Kirsten and Dave for their support and hard work to date, and we look forward to the contributions each will make in their new positions as we continue to further strengthen our offering and maintain our leadership position in the provision of innovative talent management solutions.”

In his new role, Belliveau, who has been employed with Cornerstone for the past four years, will continue to be responsible for overseeing all of Cornerstone’s European operations, including sales and marketing, implementation, services, and support. In addition to ensuring continued growth in Cornerstone’s core European markets, Belliveau is responsible for accelerating the company’s presence in new markets such as the Benelux, Scandinavia and Southern Europe. Prior to joining Cornerstone, Belliveau was North East Europe director of IBM’s Master Data Management (MDM) and Information Integration Solutions. In that position, he was responsible for successfully integrating and growing several key acquisitions in IBM’s portfolio.

Helvey, who is based out of the company’s Santa Monica headquarters, will continue to be responsible for overseeing all aspects of Cornerstone’s global consulting services, including the expansion of value-added services such as business consulting. She has garnered expertise in process management and headed the implementation and integration of Cornerstone’s talent management suite, using best-of-breed methodology developed from client best practices. Prior to joining the company in 2003, Helvey served as a supply chain operations strategy consultant at PricewaterhouseCoopers and as a consultant with IBM Business Consulting Services.

For the past three years, Carter, based in San Diego, has led all sales activities for Cornerstone, making certain that the company’s solutions and its client objectives are aligned. In this new capacity, he will continue to manage the expansion and growth of the Cornerstone direct sales force. Prior to his role with the company, Carter led high-performance sales teams for human resources services and software companies including Accenture and Ceridian.

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

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


Kenexa Announces Financial Results for Fourth Quarter and Full Year 2011…from Kenexa

February 8, 2012

 

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in 2010 & 2011 and the Kenexa World Conference from 2009-2011.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Kenexa (NYSE: KNXA), a global provider of business solutions for human resources, this week announced operating results for the fourth quarter and for the year, ended December 31, 2011.

For the fourth quarter of 2011, Kenexa reported total GAAP revenue of $78.2 million. Non-GAAP revenue, which eliminates the GAAP adjustment to deferred revenue resulting from the October 2010 acquisition of Salary.com, Inc., was $79.6 million for the fourth quarter of 2011, an increase of 24% compared to $64.1 million for the fourth quarter of 2010. Within total non-GAAP revenue, subscription revenue was $56.0 million for the fourth quarter of 2011, an increase of 15% compared with $48.6 million in the fourth quarter of 2010. Professional services and other revenue was $23.5 million for the fourth quarter of 2011, an increase of 52% compared to $15.5 million for the fourth quarter of 2010.

“Our fourth quarter results were above our expectations and represented a strong finish to a record year for Kenexa. The company’s market share gains are being driven by our end-to-end business model, which enables HR organizations to serve as a strategic function that drives business value,” said Rudy Karsan, Chief Executive Officer of Kenexa. “Uncertainty regarding the global economy remains at a very high level, however, we have continued to experience solid global demand for our solutions. As we look ahead, we are cautiously optimistic regarding Kenexa’s outlook for 2012. We expect our differentiated offering to drive continued market share gains, and we are targeting modest non-GAAP operating margin expansion as we continue to invest in proven growth strategies.”

Karsan added, “Our acquisition of OutStart, announced separately today, provides Kenexa with a next generation e-learning solution. We believe that Kenexa is the only vendor capable of meeting growing demand for an end-to-end, integrated talent management solution that includes e-learning along with recruiting, performance management, compensation management, proprietary content and services expertise to help implement best practices.”

Non-GAAP income from operations, which excludes share-based compensation expense, amortization of acquired intangibles, the purchase accounting impact to Salary.com’s deferred revenue, acquisition related fees, and a gain related to an asset sale, was $9.9 million for the three months ended December 31, 2011. This represented a 12.4% non-GAAP operating margin and an increase of 35% compared to non-GAAP income from operations of $7.4 million for the three months ended December 31, 2010.

Non-GAAP net income available to common shareholders, which excludes the items listed above and accretion associated with a variable interest entity and a non-GAAP tax adjustment was $7.5 million for the three months ended December 31, 2011, compared to $5.4 million for the three months ended December 30, 2010. Non-GAAP net income available to common shareholders was $0.27 per diluted share for the fourth quarter of 2011, above the Company’s guidance of $0.25 to $0.26 and based on 27.9 million weighted average shares outstanding. Non-GAAP net income available to common shareholders was $0.23 per diluted share for the fourth quarter of 2010, based on 23.7 million weighted average shares outstanding.

Kenexa’s income from operations for the three months ended December 31, 2011, determined in accordance with GAAP, was $2.9 million, compared to a loss from operations of $3.6 million for the same period of 2010. GAAP net income available to common shareholders was approximately $0.6 million, or $0.02 per diluted shares for the three months ended December 31, 2011, compared to net loss of $6.9 million, or ($0.30) per basic and diluted share, in the same period of 2010.

A reconciliation of GAAP to non-GAAP results has been provided in the financial statement tables included at the end of this press release. An explanation of these measures is also included below under the heading “Non-GAAP Financial Measures.”

Kenexa had cash, cash equivalents and investments of $129.0 million at December 31, 2011, an increase from $124.9 million at the end of the prior quarter. The Company generated $23.9 million in cash from operations for the fourth quarter, which was partially offset primarily by $11.0 million used for acquisitions and $5.5 million associated with capital expenditures and capitalized investments.

Deferred revenue was $88.8 million at December 31, 2011, an increase of 17% from December 31, 2010.

Other Fourth Quarter and Recent Highlights

  • This week announced and closed the acquisition OutStart, a leading innovator in the learning management industry. The company delivers a portfolio of inter-related mobile, social and learning knowledge solutions and has been recognized as a visionary in Gartner’s Magic Quadrant for the last 7 years, in addition to winning a wide range of awards for having the top learning portal in the industry. Using cash on hand, Kenexa paid $38.9 million, subject to working capital and other adjustments described in the Merger Agreement.
  • More than 70 “preferred partner” customers were added during the fourth quarter (defined as customers that spend more than $50,000 annually), an increase from the over 50 preferred partner customer additions in the year ago period.
  • The average annualized revenue from the company’s top 80 customers, or P-cubed metric, was greater than $1.6 million in the fourth quarter of 2011, an increase from the over $1.2 million level in the fourth quarter of 2010.
  • During the fourth quarter, announced the acquisition of Batrus Hollweg (BHI). BHI’s wealth of research and content regarding talent best practice, as well as their assessment solutions, are recognized as some of the top notch content and solutions in our industry today. The combination of Kenexa and BHI provides the most researched and proven talent solutions content, particularly in the hospitality industry.
  • Announced details of its alliance with LinkedIn, including integrations with LinkedIn to support candidates throughout the job application process and enable recruiters to work faster, smarter and more effectively in managing these candidates. Kenexa is committed to accelerating the benefits of social recruiting for our global clients, and the new tools for LinkedIn are being incorporated into future product releases from Kenexa.
  • Transferred the listing of its common stock to the New York Stock Exchange (“NYSE”) effective November 9, 2011. Kenexa continues to trade under the “KNXA” ticker symbol.

Full Year 2011 Financial Results

For the full year 2011, Kenexa reported total GAAP revenue of $282.9 million, with non-GAAP revenue of $291.1 million, an increase of 46% compared to non-GAAP revenue of $199.4 million for the full year 2010. Non-GAAP subscription revenue was $212.4 million and professional services revenue was $78.7 million for the full year 2011, compared to $157.8 million and $41.7 million, respectively, in the year ago period.

Non-GAAP income from operations, which excludes share-based compensation expense, amortization of acquired intangibles, expenses related to our acquisitions, a benefit related to a legal settlement, the deferred revenue write-down related to the Salary.com acquisition, a gain related to an asset sale and non-recurring litigation charges was $29.6 million for the year ended December 31, 2011, representing a 10.2% non-GAAP operating margin and an increase of 68% compared to $17.6 million in the year ended December 31, 2010. Non-GAAP net income available to common shareholders, which excludes the items listed above and accretion associated with a variable interest entity and a non-GAAP tax adjustment, was $22.2 million, or $0.84 per diluted share, for the year ended December 31, 2011, an increase of 35% compared to $0.62 in the year ago period.

Kenexa’s income from operations for the full year 2011, determined in accordance with GAAP, was $1.9 million, compared with a loss from operations of $0.3 million for 2010. GAAP net loss allocable to common shareholders’ was $7.3 million or loss of ($0.28) per diluted and basic share for the full year 2011, compared to a net loss allocable to common shareholders’ of $5.8 million or a loss of ($0.25) per diluted and basic share for the full year 2010.

A reconciliation of GAAP to non-GAAP results has been provided in the financial statement tables included at the end of this press release. An explanation of these measures is also included below under the heading “Non-GAAP Financial Measures.”

Business Outlook

Based on information as of today, February 6, 2012, the Company is issuing financial guidance as follows:

First Quarter 2012*: The Company expects GAAP revenue to be $75.8 million to $76.8 million. Excluding the GAAP adjustment to deferred revenue, resulting from the Salary.com and OutStart acquisitions, the Company expects non-GAAP revenue to be $78 million to $79 million, and non-GAAP operating income to be $6.1 million to $6.5 million. Assuming an effective tax rate for reporting purposes of approximately 20% and approximately 28 million shares outstanding, Kenexa expects its non-GAAP net income per diluted share to be $0.15 to $0.17.

First quarter guidance assumes that the OutStart acquisition contributes approximately $1 million to GAAP revenue, $2 million to non-GAAP revenue and has no material impact on non-GAAP operating income.

Full Year 2012*: The Company expects GAAP revenue to be $344 million to $354 million. Excluding the GAAP adjustment to deferred revenue, the Company expects non-GAAP revenue to be $352 million to $362 million, and non-GAAP operating income to be $36 million to $40 million. Assuming an effective tax rate for reporting purposes of approximately 20% and approximately 28.6 million shares outstanding, Kenexa expects its non-GAAP net income per diluted share to be $0.95 to $1.07.

Full year 2012 guidance assumes that the OutStart acquisition contributes approximately $13.5 million to GAAP revenue, $17 million to non-GAAP revenue and $1.5 million to $2.0 million to non-GAAP operating income.

* Kenexa’s non-GAAP guidance excludes stock-based compensation expense, amortization of acquired intangibles, acquisition-related fees, the purchase accounting reduction for Salary.com’s and OutStart’s revenue, and accretion associated with a variable interest entity.

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


Intercontinental Hotels Group Mobilizes Internal Talent With Taleo in Biggest Ever Recruitment Drive…from Taleo

February 7, 2012

 

Taleo Calls on Businesses to ‘Look Within’ to Find the Right People to Drive Growth in Difficult Times

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 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Taleo Corporation (NASDAQ: TLEO) the global leader of SaaS-based Talent Management solutions, is heralding the InterContinental Hotels Group (IHG) as the front runner in global talent mobility, as the leading global hotel company looks to recruit 400,000 people over the next four years.

Promoting IHG as an example of best practice, Taleo is calling for employers to ensure that they have the ‘talent intelligence’ to mobilize and deploy their existing staff, rather than relying wholly on external recruitment drives. As the economic crisis continues to put financial pressure on companies of all sizes, an in-depth understanding of the skills and career aspirations of existing staff allows businesses to minimize recruiting and onboarding costs, while still filling the roles needed to support their objectives.

Already responsible for 4,500 hotels and 666,000 hotel rooms around the world, IHG is opening new locations at an average of one a day around the world. IHG boasts the industry’s largest hotel development pipeline, currently progressing 1,100 hotels (more than 180,000 rooms). This rapid expansion has created the positive challenge of ensuring that IHG has the right people in place to manage the growth, and over the next four years, the Group plans to hire around 400,000 people. By implementing Taleo Recruiting, IHG has the talent intelligence able to source, assess, hire and onboard the best talent.

“We need people who are brand aware — what we call ‘brand-hearted’ — who can deliver our vision to our customers and our team so that our hotels are successful,” says Claire Guberg, IHG’s Global Talent Systems Manager. “We believe that the best way of getting that level of awareness is to look internally for the key positions that we need around the globe. Taleo’s software allows us to create a pool of people that we can search to find out where in the world they would like to work, and within which functions, helping us to quickly check we’re approaching the right people when it comes to new opportunities.”

One of the primary ways that IHG helps drive internal mobility is with its biannual Careers Week. This event encourages existing IHG personnel — no matter their level or job function — to go into the Taleo system and create a profile. IHG’s Career Week makes a significant impact in collating the information they need to successfully manage their internal talent. The most recent event, held in September, saw 5,000 people across 89 countries create a profile — the highest number yet. IHG also found that increasing numbers of their staff would be comfortable applying for an internal opportunity and know how to do this.

In real terms, this is delivering a significant impact on the success of IHG’s internal mobility program. Internal hires of general manager vacancies have increased to 84 percent from 61 percent in 2010, supported by an increase from 10 percent to 26 percent for corporate roles and 7 percent to 8 percent for hotel vacancies.

Jason Blessing, Executive Vice President at Taleo, says, “IHG is one of the best examples of an organization using talent intelligence to drive talent mobility. They have put in place the processes and technology to ensure that managers are truly able to recruit from a global internal talent pool. The returns that the company has enjoyed as a result, in terms of reduced recruitment costs, better brand awareness and loyalty among employees and overall increases in productivity and profitability, are absolutely remarkable.”

Claire Guberg concludes, “In order to achieve business growth on the kind of scale that we’re looking at, you can’t handle the recruitment process manually — it would jeopardize the quality of the process and the candidate experience. Taleo Recruiting allows us to spend less time on managing the processes and more time being dynamic and proactive in how we recruit.”

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


Kenexa Agrees To Acquire OutStart, a Leading Provider of Next Generation e-Learning Solutions…from Kenexa

February 6, 2012

 

Acquisition Will Address Growing Market Demand for Social Learning, Mobile Learning, Learning Content Management, and the integration of Learning Management and Talent Management

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in 2010 & 2011 and the Kenexa World Conference from 2009-2011.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Kenexa (NYSE:KNXA), a global provider of business solutions for human resources, today announced that it has entered into a definitive merger agreement with privately-held OutStart, a leading provider of Software as a Service (SaaS) e-learning solutions and services. The closing of the transaction is subject to customary conditions, including the receipt of stockholder consent. Kenexa expects to close the transaction shortly. This acquisition, when consummated, will expand Kenexa’s reach into the e-learning market and enable Kenexa to provide a broader and deeper suite of talent management solutions. Kenexa will integrate OutStart’s Learning Management Suite, which includes award-winning social and mobile learning solutions, with Kenexa’s Global Talent Management solutions including its Performance Management suite.

“Kenexa has been working aggressively toward the delivery of a complete, integrated suite of SaaS-based talent management solutions,” said Rudy Karsan, chairman and chief executive officer at Kenexa. “We have the leading talent acquisition solution for large organizations, and we launched our performance management suite last year as well. With the addition of OutStart’s capabilities, Kenexa will be able to offer customers an award-winning suite of SaaS learning solutions plus learning expertise and a great team with more than a decade of experience in learning management.”

“Kenexa made a great decision acquiring OutStart, a full suite, global, SaaS Learning Management Solution provider which has been a market leader in the social and mobile learning space, and one of the pioneers in the LCMS market” said Stacey Harris, vice president of research with Brandon Hall. “This acquisition will give Kenexa both expertise and depth in learning management solutions. With Kenexa’s ability to leverage its award-winning global solutions with a full suite of ITM offerings, the company will be able to provide customers with a unique package of content, services and technology.”

OutStart, which is based in Boston and has offices throughout North America, Europe and Asia, has more than 300 customers ranging from large global organizations to mid-size companies and government entities. The company delivers a portfolio of inter-related mobile, social and learning knowledge solutions, which enables organizations to derive more value from their people assets and more effectively collaborate, converse and learn while increasing their social and knowledge capital.

“Kenexa is a global leader in talent management and we expect to be able to join forces to complete their suite of Integrated Talent Management offerings,” said Massood Zarrabian, CEO of OutStart. “We can bring significant value to Kenexa and its customers by adding our social, mobile, learning management and learning content management capabilities to the Kenexa 2x Integrated Talent Management platform. Our customers will benefit from the depth and breadth of Kenexa’s talent management offering and global support capabilities that will now be available to them.”

The Kenexa 2x platform was designed to integrate all talent management functions and data, including a unified talent record, mobile tools and robust analytics into one single system that provides a consistent user interface, security features and reporting engine while allowing for a customer’s future global expansion. Kenexa’s Recruiting, Onboarding, Performance Management and competency libraries are used to identify employees and candidates’ skill sets as well as their development needs, which can then be met and managed with the learning platform that OutStart brings to Kenexa.

Kenexa expects to fund the acquisition with its existing cash balance, and it expects the transaction to be at least neutral to non-GAAP net income available to common shareholders on a per share basis for 2012. Kenexa will provide additional details regarding OutStart’s expected contribution to its first quarter and full year 2012 financial performance when the company announces its fourth quarter and full year 2011 financial results after the market close on February 6, 2012.

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


Peoplefluent Increases New Bookings By 30 Percent in 2011…from Peoplefluent

February 2, 2012

 

Company Achieves Record Q4 Fueled by Visionary iPad and Gamification 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 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Peoplefluent™, offering a unique combination of best-of-breed mobile and SaaS suite solutions for Total Talent Management, today reported a 30 percent increase in net new annual recurring revenue (ARR) bookings across the full Talent Management suite. In addition, the company indicated that it had achieved a record-breaking fourth quarter in new bookings, fueled in part by customer interest in the Company’s visionary iPad and gamification products and strategy, launched in the fall of 2011.

“We are proud of our accelerating organic growth and especially encouraged by the customer endorsement of our strategy that underlies this performance. Peoplefluent has been focused on building and delivering innovative solutions that will unite people and Talent Management processes in exciting ways:  by enabling and encouraging learning, collaboration, analytics and best decision making practices for the enterprise. The execution of this strategy began last year with our collaborative mobile and gaming launches and continued earlier this week with our Learning Solutions acquisition,” said Charles S. Jones, Chairman and CEO of Peoplefluent. “We are focused not simply on HR processes – such as performance evaluation – but more importantly, on enterprise-wide performance improvement and the adoption of new skills and outcomes through an engaging experience with mobile and gaming technologies. With these initiatives, and additional developments near on our horizon, we intend to transform the ways in which businesses use traditional Talent Management applications to build productive, united and engaged professional communities.”

Today’s news follows the announcement earlier this week of Peoplefluent’s acquisition of Strategia, a Canadian-based Learning Management solutions company with award-winning technology and functionality, a modern SaaS platform, a highly recognized customer base and exceptional customer satisfaction. With this acquisition, Peoplefluent added a key Learning component to its Talent Management portfolio. The Company now delivers the broadest Talent Management experience and capability, and offers the deepest integrated functionality and reporting available in a single unified and integrated offering.

Mr. Jones concluded, “Peoplefluent’s dedication to innovation will not cease. We are endlessly committed to delivering compelling business solutions to our customers, to help them increase the productivity and engagement of their workforces while extending the life and value of their existing systems.”

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, and how HRchitect can help your organization, please visit www.HRchitect.com

 

 
Matt Lafata, HRchitect


Peoplefluent Expands Talent Management Suite With Industry-Leading Learning Management Solution…from Peoplefluent

January 31, 2012

 

Acquires Strategia to Deliver Single Integrated Source for Industry’s Broadest Suite of Best-of-Breed Talent Applications

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 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Peoplefluent™, one of the industry’s leading Talent Management solutions providers, today announced the acquisition of its Learning partner, Strategia Communications.  A Canadian-based Learning Management Solutions company, Strategia has award-winning technology and functionality, a modern SaaS platform, a highly recognized customer base and exceptional customer satisfaction.  With this acquisition, Peoplefluent delivers the broadest and deepest Talent Management experience and capability with the deepest integrated functionality and reporting available in a single unified and integrated offering.

“Today’s important acquisition of Strategia is a notable step in a continuing series of Peoplefluent’s important Learning and Social initiatives, designed to dramatically propel the Company’s talent suite from performance assessment to performance improvement through Learning.  These initiatives commenced with our internally developed and industry-recognized iPad and gaming products, launched last fall at the HR Technology® Conference and Expo, and will continue through the first half of 2012 with additional expansion across the Peoplefluent solutions suite,” said Charles S. Jones, Chairman and CEO of Peoplefluent.  “We have long known that improving the role and outcome of Learning in the Talent Management process was an important strategic requirement for our customers, and we are enthusiastic about the combined strength of our offerings.”

“Peoplefluent’s acquisition of Strategia is an excellent move.  Organizations are looking for an integrated talent platform that can manage recruiting, performance management, compensation, and learning,” said Josh Bersin, President and Founder of Bersin & Associates, the leading Talent Management Research and consulting firm.  “The combination of Strategia’s scalable learning management system with Peoplefluent’s integrated talent management platform gives customers a ‘one-stop-shopping’ solution for end-to-end talent management.”

The tight talent market, coupled with an increased focus on the integration between Learning and Performance strategies, has been a driving factor in the recent market consolidation between Learning Management Solutions and Talent Management providers.  This acquisition, however, extends beyond the integration of traditional Learning applications into the traditionally defined Talent Management focal areas of compensation, performance and succession planning.  The combination of these two partners not only brings key integration across traditional Talent Management functions, but, with specific technology features and a shared market focus, it also delivers new synergies across the uniquely differentiating components of the Peoplefluent suite, which include significantly advanced Workforce Analytics, Workforce Compliance and Diversity and Vendor Management System solutions.

“For over 10 years, we’ve focused on providing the best learning technology and services to support the increasingly complex learning needs of organizations and to make a significant difference in the ways their people learn, work and perform,” said Romain Gagnon, co-founder of Strategia.  “Integrating our learning tools with Peoplefluent’s broad Talent Management suite dramatically increases the impact and reach of all of our applications as we truly transition Learning products into development, engagement and performance solutions.  We are very pleased with the expansion of our partnership with Peoplefluent and with the additional results and success we can deliver to our customers.”

Both Peoplefluent and Strategia share a similar enterprise customer base, highly compatible feature sets, more than a decade of leadership and success in each of their respective markets and a deep commitment to customer satisfaction.  With closely aligned architecture and SaaS-centric delivery models, customers are strongly benefited by anticipated ease-of-integration across the technologies and ease-of-implementation, delivery and use.  The market expansion of both Strategia and Peoplefluent is also expected to enhance the service and support of customers in critical markets.

As members of the Peoplefluent team, Romain Gagnon and Line Savard, co-founders, will remain in their leadership capacities and will continue to manage the day-to-day operations of the Learning Solutions business from its headquarters in Montreal.  They will report into Doug Ring, Chief Technology Officer of Peoplefluent.  Immediate plans to integrate the highly compatible technologies are currently underway, and both companies plan to bring new solutions to their respective markets and customer bases within the first half of 2012.  The specific terms of the deal were not disclosed.

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, and how HRchitect can help your organization, please visit www.HRchitect.com

 

 
Matt Lafata, HRchitect


Lumesse wins silver award in the 2011 Brandon Hall Excellence in Technology awards for Lumesse CourseBuilder…from Lumesse

January 30, 2012

 

HRchitect includes Lumesse in our list of top Talent Acquisition Systems and Top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Lumesse, Europe’s largest independent talent management software vendor, has won a coveted Brandon Hall silver award for excellence in the Best Advance in Content Authoring and/or Content Management Technology category for Lumesse CourseBuilder. The award for Lumesse, which unveiled Lumesse Learning, a portfolio of SaaS (Software-as-a-Service)-based learning technologies, high-impact content and professional services at the Learning Technologies exhibition held in London in January 2012, follows the October 2011 acquisition of SaaS based e-learning experts Edvantage Group. Lumesse CourseBuilder is a multi award-winning, collaborative authoring platform which was also recently ranked amongst the ’2012 Top Authoring Tools’ by a leading training portal.

“At Lumesse we love to learn, and we love to win awards for our technology,” said Lumesse CEO Matthew Parker. “This is the second major award for our learning technology this month, the second consecutive time we have won a Brandon Hall award, and a great testament to the power and ease of use of Lumesse CourseBuilder. Our global customers are experiencing how collaborative, cloud-based technology that allows teams to create, share and re-use great content worldwide is helping them be more productive and driving greater employee and customer engagement, adoption and satisfaction.”

The Lumesse Learning SaaS (Software-as-a-Service) portfolio includes Lumesse CourseBuilder and Lumesse Learning Gateway, a fully configurable Learning Management System that was demonstrated at Learning Technologies 2012 with a new, fully-configurable user interface that can be self-configured by clients, and easily updated without vendor support, by dragging and dropping applications. Lumesse Learning also includes Lumesse Custom Content, Lumesse On-demand Content, and tight integration with Lumesse Talent Management.

Said Mike Cooke, CEO of Brandon Hall Group, “2011 provided us with a unique viewpoint of how organizations are driving business results and performance improvement through technology. This was the year in which technology providers and their clients have been able to transform the power of mobile, social, talent, learning, sales and marketing technologies, with proven, validated results. Most impressive to our judges was an underlying theme around collaborative relationships, a deep understanding of client needs and how technology can be leveraged to create opportunities and operating efficiencies for organizations of all sizes. I am proud to announce these first-rate solution providers as award winners in the most competitive year yet.”

A panel of veteran, independent senior judges evaluated the entries along with Brandon Hall Group’s industry expert analysts and leadership. The winners are listed at www.brandon-hall.com.

For more information, please visit www.lumesse.com

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

 
Matt Lafata, HRchitect


Global Hotel Leader Selects Taleo Suite to Power Global Recruitment…from Taleo

January 26, 2012

 

Taleo Provides Holistic Talent Management; Includes Performance Management, Learning and Recruiting

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 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Taleo Corporation (NASDAQ: TLEO), the global leader of SaaS-based Talent Management solutions, recently announced that Fairmont Raffles Hotels International (FRHI), the parent company of the Fairmont, Raffles and Swissôtel brands, has selected Taleo to support the organization’s global recruitment strategy.

Operating more than 100 hotels worldwide, FRHI is a leading hospitality company with plans to increase its global workforce in the coming years to support its growth and development strategy. As a result, FRHI teamed with Taleo to more effectively manage and support its current and future recruitment needs, while also ensuring key fundamentals such as consistency, brand standards, and cost were realized.

Using Taleo to Discover the Right Talent

For FRHI’s Senior Vice President of Technology, Vineet Gupta, Taleo will be an essential technology-based HR tool for the company as it expands internationally. “We’re investing in this solution to maximize our global recruiting tactics and performance management goals,” stated Gupta. “By choosing Taleo, we expect to enhance and grow our most valuable asset — our colleague base — and look forward to bringing our distinctive culture and personalized approach to service new markets around the world.”

Gupta’s organization, along with the respective hotel brands, has started to employ the cloud-based Taleo Talent Management suite, including Taleo’s talent acquisition, performance management and learning software. Now the company is better equipped to more effectively engage international candidates and can also broaden its scope to connect with potential colleagues who may have previously flown under the organization’s radar.

A Positive Experience with Taleo

FRHI chose Taleo because of its positive experience during the sales process, particularly with its senior leadership, and because of their proven track record in the hospitality sector. Other selection factors included:

  • Access to Taleo’s Knowledge Exchange, which features talent management best practices, metrics, methodologies, and domain expertise from other practitioners and experts.
  • Taleo’s SaaS platform, which is easy to implement, update and maintain around the globe, and which will save FRHI the cost of adding to its own IT infrastructure.
  • Taleo’s social recruiting capabilities will help meet future growth needs by sourcing the next generation of employees via Facebook, Twitter, LinkedIn and other popular social networks.

By using Taleo’s talent acquisition software, FRHI can engage more employees in the right markets and with the right skill sets, talents and experience. With Taleo’s performance management solution, the company can also drive better results and retain top employees — a vital advantage in markets where frequent career movement is common.

Taleo’s Talent Management suite brings a range of additional benefits including:

  • A larger pool of candidates and the ability to globally track applicants and candidates in one system.
  • Career and succession planning to develop the next generation of leaders from external and internal candidates.
  • Proactive strategies for workforce planning and recruitment.
  • Increased efficiencies from eliminating many manual recruitment tasks.
  • Enhancements to employment brand equity by enabling recruiters to more effectively follow up and communicate with applicants throughout the selection process.

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


Nemours Leverages Saba People Cloud Applications for Enterprise-Wide Electronic Health Records Training and Compliance…from Saba

January 13, 2012

 

The Saba People Cloud Assists Visionary Healthcare Provider in Delivering Award-Winning Service

HRchitect featured Saba in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. A.G. Lambert, the VP of Marketing with Saba appeared on the HRchitect WebMingle on August 14, 2009. Matt Lafata with HRchitect attended the 2010 Saba Global Summit and Analyst Day in Boston, MA. Matt Lafata & Tiffany Appleby attended the Saba Global Sales Rally FY12 in June 2011 in Redwood City, CA.

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 15 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

Saba (NASDAQ:SABA), the premier People Cloud provider, today announced that leading pediatric healthcare system Nemours, is using Saba People Cloud Applications  to accelerate enterprise-wide learning and compliance with its Electronic Medical Record (EMR) system. Using Saba’s Learning Management System (LMS), delivered through the Saba People Cloud, Nemours is providing access to the critical training necessary to maintain high employee performance and safety.

Nemours’ robust EMR system, Epic, is used by more than 3,600 employees on a daily basis; compliance requires that each employee also complete training annually. Using the Saba People Cloud’s scalable and interactive Web-based training, Nemours is able to meet rising demand by its 4,800 employees for more flexible training. Standardized governance and ongoing course development has also accelerated the adoption of EMR technologies and as a result has improved clinical use of the EMR and enabled Nemours to be more agile and responsive to market demands.

Key Business Benefits and Accolades

  • Faster on-boarding with online skill-based training
  • Enhanced patient care and improved staff efficiency
  • Highest-level of compliance set forth by The Joint Commission and OSHA
  • Improved tracking of course completions  and signoffs
  • Enabled support for SCORM-based, off-the-shelf, and customized courses

Industry recognition, including:

  • The 2010 Healthcare Information and Management Systems Society (HIMSS) Davies Award, which recognizes outstanding achievement in the implementation and value from health information technology, specifically EMRs.
  • The HIMSS Analytics Stage 7 Award, which  honors hospitals that operate in a paperless environment and represent best practices in implementation of the EMR
  • Named “Most Wired Hospital for 2011″
  • Nine “Best Awards” for medical specialty care in the 2011-2012U.S. News & World Report edition of “Best Children’s Hospitals.”

Additionally, Saba Learning Management supports the Sharable Content Object Reference Model (SCORM) content standard allowing Nemours access to off-the-shelf content as well as internally developed training.  As a result, Nemours has been able to build a library of more than 1,500 courses to create knowledge-sharing among the entire enterprise value chain, including the organization’s 4,800 associates, plus over 1,000 residents, students and community physicians.

Supporting Quotes

“The Epic EMR solution is at the heart of everything we do here, and no one receives access without proper training,” said Heather Kelley, supervisor, instructional designers, Nemours.  ”Saba’s People Cloud Applications have helped us accelerate the adoption of EMR by providing role-based training to learners, and achieve the highest level of healthcare compliance, which is critical to success in our industry.”

“People are an organization’s most valuable asset. Providing both formal and informal learning that is scalable and interactive is critical, especially when rolling out an enterprise-wide technology initiative that impacts the lives of hundreds and thousands of patients on a daily basis,” said Karen Steele, senior vice president, corporate marketing, Saba. “Saba provides Nemours with the ability to customize training for doctors, nurses, residents and other staffers, which, in turn, positively affects patient experience. We look forward to continuing to work with Nemours to both raise the bar in patient care and enable successful development of their people.”

For more information on Saba, please visit www.saba.com

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

 
Matt Lafata, HRchitect


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