Taleo Named a Talent Management Market Leader…from Taleo

February 8, 2011

 

IDC MarketScape Recognizes Taleo’s Market Momentum and Suite Offerings

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. Kevin Marasco, VP Brand Marketing with Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 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, talk to HRchitect first. 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 leading provider of on-demand talent management software solutions, today announced that IDC has recognized Taleo as a market leader in Integrated Talent Management  in the 2011 MarketScape report.

Taleo maintained its leadership position in this year’s analysis with noted strengths in many areas including depth in capability of the individual talent functions, a robust partner ecosystem, strong brand recognition, global reach, and a track record of innovative research and development and integration.

The report is IDC’s annual analysis of software vendors that offer integrated solutions to help companies attract, develop and retain their workforces. These solutions include software for recruiting and staffing, learning and development, performance management, compensation management and career and succession planning, all supported by a base of competency management and assessment. Taleo is cited for vision and execution in providing organizations with a superior end-to-end solution capable of meeting the needs of the entire employee lifecycle. According to IDC, Taleo’s strengths also include the Talent Grid, which positions the Taleo talent management suite as the focal point in a talent-partner ecosystem that enables data exchange, seamless reporting, and tighter integration through published APIs, as well as Taleo’s analytics capabilities.

“Taleo is again a market leader in this year’s analysis with strengths in many areas including depth in capability of the individual talent functions, a robust partner ecosystem, and strong brand recognition,” said Lisa Rowan, Program Director for HR and Talent Management Services with IDC. “By adding learning capabilities through its recent acquisition of Learn.com Taleo has completed filling out the five pillars of talent management and continues to expand its range of talent management capabilities.”

“Businesses are turning to Taleo for talent intelligence, the key insights needed to help power their talent management strategies. These companies depend on Taleo’s complete offering of software solutions and access to the largest global community of talent management experts and partners to achieve growth,” said Shail Khiyara, Taleo’s Chief Marketing Officer. “We are pleased to see that our market momentum, suite offerings and proven record of successful acquisitions is reflected in IDC’s analysis.”

For more information on Taleo, please visit www.taleo.com
Matt Lafata, HRchitect

Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: , , , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

HRsmart Releases Version 11.3 of its Unified Enterprise Talent Management Suite…from HRsmart

November 21, 2010

 

Driven by the desire to provide its clients with the best solutions and the latest in HR compliance technology

HRchitect featured HRsmart 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. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. 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!

HRsmart, winner of the HR Technology Conference vendor shootout and the only HR software company with a fully unified Talent Management Suite, announces the release of Talent Management Enterprise Version 11.3.

Our clients keep challenging us to find ways to identify and retain top quality talent. We responded with several enhancements including user-friendly analytics, social networking and employee development tools. We made these new enhancements easy to use by improving the dashboard experience.

Expansion of our social networking tools enables clients to leverage LinkedIn, Twitter, Facebook, and other similar social networking sites as recruiting tools within the solution.

Early client reviews have picked the 9-Box Matrix as the most important and progressive addition. Users can now filter attrition analytics, and avoid the risk of losing additional key personnel, because they are more visible and manageable.

“With over 1300 client implementations in over 30 countries, real-time intelligence gathering and the agility to develop solutions in response to what is learned, is what characterizes thriving organizations”, said Hanny Shehadeh, Chief Product Officer at HRsmart. “With a direct line into product management, our clients continue to consistently drive our product enhancements.”

Below are some of the highlights of the new release.

Highlights of Version 11.3

The newest version enables companies to quickly identify and rank the best fit candidates for a position through dynamic user-defined criteria. Now, reports such as Quality of Applicants and Quality of Hires enable data-driven qualitative and quantitative sourcing decisions. New dashboard widgets enable managers to quickly identify competency gaps and create development plans with minimal effort. System-suggested context-sensitive resources are presented to the manager to pick from. Vice presidents of HR will particularly like the incredible attrition analytics included in the Career Development and Succession planning module. The new analytics tool was designed with a particular focus on the HR generalist and line manager user experience. DBAs will appreciate the built-in flexibility to quickly drill down to data sources, create filters & charts, and retrieve any data element from all modules.

Highlights of the new enhancements to HRsmart’s Unified Architecture (HUA) platform include:

Analytics:
Starting with five new, built-in reports, all standard reports are being converted to a newly designed reporting engine which enables clients to run, filter, edit, copy, share, chart, and export results. All tables, charts, & graphs, are drill-down capable.

Highlights of the new enhancements to HRsmart’s Applicant Tracking Module include:

New Dashboard Widgets:
Introduction of additional real-time dashboard reports to improve recruiting activities: Recent Requisitions, My New Resume Submissions, My Candidates, and a Mini-Calendar.

Monster Resume Search Enhancements:
The search form now includes the ability to enter OFCCP reference details, search by board (Monster.com or Monster & Diversity), and language skills. Results can be sorted by location, date, or keyword. The result screen and mini-view have been enhanced to include highlighting, improved job seeker type identification, and filters. Users can add candidates to requisitions, send printable batches, and route resumes. Search Agents can now include Monster-specific searches.

Social Network Profiles:
Users are now able to search for job seekers on various social networks (Facebook, Twitter, LinkedIn, MySpace, Blogger, and Google) and then save the links in the job seekers’ profiles within the Resume Dashboard.

Global Diversity Reporting:
New reports have been created to enable required diversity data reporting by country.

Highlights of the new enhancements to HRsmart’s Employee Performance Management Module include:

New Dashboard Widget:
A new dashboard widget enables managers to track the progress of their employees’ performance goals. Managers can quickly identify whether an employee’s goals are on target, past due, or have not been set.

Highlights of the new enhancements to HRsmart’s Career Development & Succession Planning Module include:

Attrition Analytics Displayed on 9-Box Matrix:
The 9-Box Matrix already displays the potential and performance of employees by organizational unit, management hierarchy, location, and job family. A user can now choose to display attrition analytics utilizing the same filters. Whether voluntary or involuntary, this innovation offers unprecedented insight into the caliber of the talent lost through attrition.

Create Development Plans for a Successor or a Pool of Talent:
Succession plan collaborators can now create development plans for one successor and easily copy it to other individuals or an entire Pool. Development Plan owners can track the successors’ progress and completion.

Auto-Suggestion of Development Plan Resources:
Upon choosing a desired competency or skill to focus on, the system automatically suggests context-sensitive courses, library resources, and mentors the manager can select from to complete the development plan.

New Gap Analysis U/I:
The gap analysis U/I is now graphical and tabular. This allows the user to easily and quickly determine where the gaps in competencies and skills are. The graph displays competencies and skills required of the job compared to those attained by the employee. The gap analysis display also reports other skills and competencies the employee has attained even if they are not required by the selected job.

New Domino List U/I:
The new user interface has been enhanced to resemble the structure of an organizational chart allowing users to more easily identify where gaps in succession planning may exist, with the ability to drill-down through the entire list.

For more information about HRsmart and the new release, please visit www.hrsmart.com
Matt Lafata, HRchitect

Leave a Comment » | HCM, HR, HR Technology, Human Capital Management, Recruiting, Talent Acquisition, Talent Management | Tagged: , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

Workday Delivers Talent Management within Unified HR System of Record…from Workday

March 23, 2010

 

Workday 10 Unites Human Capital Management and Talent Management in a Single System

Business Users Gain Access to Rich Analytics with the Ability to Take Immediate Action

If you are looking for a new Talent Acquisition System, Talent Management System, or any HR system, talk to HRchitect first. We have 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 here to help!

Workday now provides global organizations a single system of record for both Talent Management and core Human Capital Management with the delivery of Workday 10, available immediately. More than 130 companies have selected Workday to manage their workforce, with more than 60 percent of customers choosing Workday’s capabilities for managing individual and business performance, often replacing or decommissioning existing Talent Management point solutions.

What’s New
Workday 10 is now generally available for all customers. New Workday Talent Management capabilities are available to current Workday HR customers as part of their core subscription. Workday 10 includes: 

  • Worker and Talent profiles, giving managers a comprehensive view of skills, performance, job history, compensation and other vital components of an individual’s working track record.
  • Goal alignment and linking, enabling top-down and bottom-up connections among organizational, individual and team objectives, as well as visual representation of progress.
  • Succession planning, allowing both managers and HR professionals to easily visualize the depth of organizational talent and the readiness of specific individuals to fill key positions.
  • Multiple jobs tracking, making it easy to accurately manage individuals whose roles cross organizational or operational boundaries. Workday shows depth of detail for each role and represents the individual in all appropriate organizations, while also providing HR professionals with a complete view of the person’s compensation, benefits, performance and other key information.
  • Integration with MrTed, a leading provider of enterprise class, global recruitment management solutions. Workday’s APIs have also been extended to facilitate connections to other recruitment systems.

Workday 10 provides self-service business insight for managers, allowing them to analyze their data from multiple perspectives and to take action based on what they learn. 

  • Custom analytics now allow managers and business analysts to create live, drillable charts and tables of important information for managing their day-to-day business. For example, a manager could track performance reviews in a given region across multiple dimensions, monitoring anything from completion rates to unusual trends in ratings based on jobs, organizations or even management level.
  • Custom charts can then be turned into Worklets – small, configurable windows on the individual’s own Workday page – and shared with other users, while always maintaining role-based data security.
  • Business process analytics enable managers and HR professionals to track the effectiveness of processes automated within Workday, giving them the ability to view key statistics such as time to complete a given process as well as overcome individual or organizational bottlenecks.

In addition, Workday 10 includes hundreds of new capabilities for employees, managers and HR professionals. Examples include: 

  • Retiree access, providing former employees ongoing access to a limited set of benefits and administrative information, as well as the ability to keep their personal data current.
  • Total compensation gives employees a complete view of all forms of compensation such as salary, bonus, one-time payments, equity and benefits.

For more information on Workday, please visit www.workday.com
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , | Permalink
Posted by mattlafata

Salary.com Announces Second Quarter 2010 Financial Results…from Salary.com

November 6, 2009

 

Reports 34th Consecutive Quarter of Revenue Growth; Achieves Positive Operating Cash Flow for Second Quarter in a Row

HRchitect featured Salary.com in our 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top HRIS vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Salary.com, Inc. (NASDAQ: SLRY), a leading provider of on-demand talent management, payroll, and compensation solutions, recently announced financial results for its second quarter of fiscal 2010, which ended September 30, 2009.

Revenue in the second quarter of 2010 was $11.6 million, an increase of 10% over the second quarter of fiscal 2009. Bookings were $12.2 million, an increase of 9% over the second quarter of fiscal 2009. Non-GAAP operating cash flow, which excludes cash payments for severance, was positive with a cash inflow of $0.5 million in the second quarter of 2010. GAAP operating cash flow was an inflow of $0.4 million in the second quarter of 2010.

Kent Plunkett, founder and chief executive officer, stated, “We are pleased to have completed our 34th consecutive quarter of revenue growth and achieved positive operating cash flow from operations for the second quarter in a row. Our broad strategy of offering an array of integrated, best-in-breed human capital management tools and data again contributed to larger overall transaction sizes in the second quarter, with 14 transactions over $100,000 in the quarter and six of those larger than $250,000. We believe Salary.com’s strong execution is reflected in continued bookings and cash flow growth as we continue to gain momentum as a human capital management leader.”

Second Quarter 2010 Financial Summary

–  Second quarter revenue was $11.6 million, an increase of 10% over the second quarter of fiscal 2009.

–  On a GAAP basis, for the second quarter of fiscal 2010, Salary.com reported a net loss of $4.7 million, or ($0.29) per diluted share, compared to a net loss of $6.3 million, or ($0.39) per diluted share, in the second quarter of fiscal 2009.

–  On a non-GAAP basis, excluding stock-based compensation, amortization of intangibles and restructuring expenses, Salary.com reported a net loss of $1.9 million, or ($0.12) per diluted share, for the second quarter of fiscal 2010, compared to a net loss of $3.0 million, or ($0.18) per diluted share, in the second quarter of fiscal 2009.

–  Cash and cash equivalents as of September 30, 2009 were $16.1 million, compared to $17.0 million as of June 30, 2009.

–  Current deferred revenue was $27.3 million as of September 30, 2009, compared to $27.4 million as of June 30, 2009.  Total deferred revenue grew to $29.9 million as of September 30, 2009, from $29.3 million as of June 30, 2009.

–  Excluding non-recurring cash payments for severance, non-GAAP cash flow from operations was a net inflow of $0.5 million in the second quarter of fiscal 2010. Including the non-recurring payments for severance, GAAP cash flow from operations was a net inflow of $0.4 million, a $1.4 million improvement compared to the same period a year ago.

Additional Second Quarter Business Highlights

–  During the second quarter, Salary.com added approximately 100 customers, and ended the quarter with approximately 3,600 enterprise customers.

–  New customer additions in the second quarter of fiscal 2010 included: Boston Medical Center, Caraco Pharmaceutical Laboratories, Ltd., Casio America, Inc., The Cooper Health System, Emergint Technologies Inc., and Washington Mills Management, Inc.

–  During the second quarter, Salary.com held user conferences in Boston, Chicago, New York, San Francisco, and Singapore, with over 500 customers attending.  The user groups offered four separate tracks for different human resources disciplines and featured industry experts from Gartner, IDC, and Bersin & Associates as speakers.

–  At the HR Technology Conference in October, Salary.com won the Talent Management Shootout in a vote by hundreds of human resources professionals.  TalentManager won the contest against three competitors after a demonstration of its easy-to-learn and easy-to-use features and the seamless integration of TalentManager’s data-driven content with Salary.com’s performance, competency, goal management, compensation planning, succession planning, career planning, and employee development software and data solutions. Bersin and Associates published the reasons they believe Salary.com won the Shootout in a blog post.

–  During the second quarter, Salary.com repurchased approximately 179,000 shares at an average purchase price of $3.01 per share.  To date, the Company has repurchased approximately 1.3 million shares at an average price of $2.03 per share.

Bryce Chicoyne, Salary.com’s chief financial officer said, “Our effective execution in the second quarter resulted in an increase in bookings, revenue, and operating cash flow on both a year-over-year and sequential basis, and I am proud of that accomplishment. We remain committed to long-term revenue growth and cash flow generation and are managing the company with that in mind. Larger deal trends and a continued strong customer retention rate are fueling our optimism for long-term growth.”

Business Outlook

For the third quarter of fiscal 2010, Salary.com expects total revenue in the range of $11.4 million to $11.9 million. Non-GAAP net loss is expected to be in the range of $1.7 million to $2.2 million. Non-GAAP net loss excludes non-cash stock-based compensation expenses in the range of $1.7 million to $2.0 million, amortization of intangibles in the range of $1.2 million to $1.3 million, and restructuring charges of approximately $100,000. GAAP net loss for the third quarter of fiscal 2010 is expected to be in the range of $4.7 million to $5.8 million. Weighted average diluted shares for the quarter are estimated to be approximately 16.2 million shares.

For the full year fiscal 2010, we expect revenue to be in the range of $46.5 million to $50.5 million. Non-GAAP net loss is expected to be in the range of $4.8 million to $8.8 million. Non-GAAP net loss excludes non-cash impact of stock-based compensation in the range of $8.0million to $10.0 million, amortization of intangibles in the range of $4.8 million to $5.1 million, and restructuring charges of approximately $200,000. On a GAAP basis, net loss for fiscal 2010 is expected to be in the range of $19.3 million to $23.3 million. Non-GAAP cash flow from operations, which excludes $500,000 in severance, is expected to be in the range of $1.2 million to $2.2 million in fiscal 2010. Weighted average diluted shares for the year are estimated to be approximately 16.3 million shares.

For more information on Salary.com, please visit www.salary.com

 

Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

SuccessFactors Announces Instant, Easy-to-Use Performance Management…from SuccessFactors

July 21, 2009

 

SuccessFactors Announces Instant, Easy-to-Use Performance Management for Small Businesses — SuccessFactors Express Delivers Simple, Turnkey, Web-Based Performance Reviews and Goal Management for Companies with Less Than 50 Employees

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. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

SuccessFactors, Inc. (Nasdaq: SFSF), the global leader in on-demand performance and talent management solutions, today announced the release of SuccessFactors Express, a complete, automated performance management solution for companies with less than 50 employees. This on-demand solution helps emerging, high-growth companies to instantly create a performance review process, as well as track progress against critical company goals to ensure success of their small business.

SuccessFactors Express comes preconfigured to allow customers to immediately start a meaningful evaluation process right out of the box by adding employee information to the system. Built-in best practices tools like SuccessFactors’ Writing Assistant, Coaching Advisor and Legal Scan give users clear, appropriate, professionally written feedback. Express also includes goal planning and tracking to help instill ownership and accountability among employees and guide the company to success. An interactive employee directory, a core part of SuccessFactors Express, helps maintain up to date contact information and aids users to connect with each other simply.

Success Factors Express is a web-based solution delivered through next generation cloud computing technology, which eliminates the need for a customer to require any additional IT or HR expertise or incur any additional costs for hardware and software, upgrades, or maintenance.

“Our 2009 research shows that performance management is one of the most critical components of talent management and has clear financial impact for companies of all sizes. Interestingly, performance management in small companies is sometimes more complex because employees typically wear many hats,” said Leighanne Levensaler, Director of Talent Management Research, Bersin & Associates. “SuccessFactors Express is targeted to this large, fast-growing, and underserved market segment.”

“With SuccessFactors Express, SuccessFactors reaches small businesses in a whole new way,” said Shelly Davenport, General Manager of Small Business for SuccessFactors. “Having a complete and meaningful review process is as essential to small businesses as it is to huge corporations because each employee must do more with less. Employees need to know exactly what managers need them to do, and it’s essential that managers know if an employee is falling off track so they can immediately take steps to help them out before it affects the business. Express gives small business owners an ‘out-of-the-box’ solution to do just that.”

Additionally, SuccessFactors has partnered with global business services provider Ceridian to include SuccessFactors Express into its current best-of-breed product portfolio for customers.

SuccessFactors Express is a part of SuccessFactors’ suite of performance and talent management software which includes Performance Management, Goal Management, Succession Planning, Recruiting Management, 360-degree review, Compensation Management, Career Development Planning, Variable Pay and analytics and reporting applications.

SuccessFactors’ solutions create 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 Express please visit: http://www.successfactors.com/express.

 
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

Plateau Systems Unveils Latest Version of Industry Leading Talent Management Suite…from Plateau Systems

June 16, 2009

 

Plateau Talent Management Suite Version 6.1 Highlights Include New Organizational Dashboards, Enhanced Performance Review Capabilities and a Streamlined User Interface

HRchitect featured Plateau 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 Learning Management Systems vendors that businesses should consider. Plateau participated in the Learning Management Systems panel on June 10, 2009 as part of theHRshow2009 event. Jeff Kristick, Sr. VP Marketing of Plateau Systems appeared on the HRchitect WebMingle on April 3, 2009.  If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Plateau Systems, a leading provider of talent management software, services and solutions, today announced the latest release of the company’s industry leading talent management suite. Featuring new, powerful and flexible talent planning capabilities, Plateau Talent Management Suite version 6.1 takes talent management to the next level by enabling organizations to implement an effective talent management strategy that will engage, develop and retain high performing workforces and create operational efficiencies that help organizations maximize their investment in talent management initiatives.

Plateau Talent Management Suite version 6.1 is an enterprise class on-demand application that consists of Plateau Learning, Plateau Performance, Plateau Compensation and Plateau Career and Succession Planning. Plateau OnDemand is in use by over 2.5 million users worldwide with some of the largest software-as-a-service deployments in the talent management space including six production customers with over 100,000 users each. This release introduces significant usability advancements and offers innovative tools for end users, managers, and organizational owners to better align individual development and performance with the achievement of corporate business goals. Specific product highlights include: 

  • Organizational Dashboards introduce key functionality that allows managers to have a finger on the pulse of the organization, enabling them to be proactive in providing the direction and actions required to meet company initiatives, maintain compliance, and meet goals and deadlines.
  • Enhanced Performance Review Capabilities that streamline processes and provide more efficient and effective navigation, simplifying the performance review process for both users and supervisors.
  • Streamlined User Interface provides a reorganized interface integrating the entire talent management application, effectively breaking down the barriers that exist between different areas of the application. The home page provides a launching pad for talent management processes, and includes new features that allow for easier access to common tasks, your to do list, and key performance indicators for important talent management processes.

“The talent management challenges facing today’s organizations are complex and rapidly changing,” said Paul Sparta, Chairman and CEO, Plateau Systems. “The complexities of today’s economic environment necessitate organizations to better align the goals and development of individuals with the overall strategy and goals of the company. This alignment will maximize productivity gains while increasing operational efficiencies across the organization. Our latest release arms users with the information and enhancements they need to quickly address these challenges.”

According to recent research from Gartner , “Talent Management application investment can help, in the short term, to improve employee productivity and lower costs while reducing risks in critical roles. …Short-term investments in talent management applications build the foundation for longer-term benefits by enabling organizations to understand how talent-related investments drive specific business outcomes….Enterprises face significant talent challenges, yet HR organizations have difficulty building a strong business case for talent management application investments. The current economic challenges make it more important for HR organizations to focus more on short-term productivity improvement and cost and risk reduction, in addition to the longer-term strategic value.”

Availability
Plateau Talent Management Suite 6.1 will be generally available next month, and will be available on-demand or on-premise. Additional information on the features available in Plateau Talent Management Suite 6.1 is available online at http://www.plateau.com/6.1. For more information on Plateau, visit www.plateau.com.

 
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

SuccessFactors Wins Deployment at Siemens AG With 420,000 Users…from SuccessFactors

June 8, 2009

 

SuccessFactors Will Enable 420,000 Siemens Users across 80 Countries in 20 Languages to be Unified and Linked in One System to Executive Strategy, Driving the Next Paradigm of Superior Business Execution

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. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

SuccessFactors, Inc. (Nasdaq: SFSF), the global leader in on-demand performance and talent management solutions, today announced the signature of a new “Software as a Service” contract with Siemens AG. The electronics and electrical engineering giant, has purchased a global enterprise subscription of virtually all of SuccessFactors modules to link strategy to executed business results with its worldwide corporate talent management vision, for 420,000 users across 80 countries in 20 different languages.

The project is a strategic board level initiative for Siemens to develop and leverage the strengths of its employees, and foster excellent leadership as part of its FIT4 2010 strategic program.

Linking executive strategy and the vision of developing proven talent to execute breakthrough innovations that give Siemens customers a unique competitive edge, enable society to master their most vital challenges, and create sustainable value through responsibility, excellence and innovation.

Most modules in the SuccessFactors’ Cloud platform, some of which include Goal Management, Performance Management, Career Development Planning, Compensation Management, Variable Pay, Succession Planning and Recruiting Management, will replace Siemens’ existing multiple talent systems globally, and become the corporate standard strategic talent management platform of choice for all Siemens businesses worldwide to link executive strategy to executed business results.

“Our board has a global vision which is a worldwide strategic focus for us today,” said Mrs. Horstmann, Head of Corporate Human Resources, Strategy and Leadership Development of Siemens AG. “SuccessFactors will be instrumental in helping us achieve these core objectives by closing the gap between strategy and execution. It will also enable us to globalize onto a single platform, clearly separate strategic execution and management from transactional HR. We conducted an in-depth market evaluation of 30 leading vendors and seven system providers Siemens already had over five months, with our end-users stress testing the software quality, global scalability, and innovation potential. SuccessFactors was the clear winner by a significant margin based on its usability, ease of integration and rich functionality.” Mr. Kleinjohann, head of CIT, “The Enterprise Cloud Computing business model is a strategic direction for us. It not only lowers IT costs, and creates faster end to end processes, but can also grow with our requirements both globally and locally.”

Lars Dalgaard, CEO of SuccessFactors added, “We are honored and delighted to be selected as the only provider who could assist Siemens, Europe’s largest engineering conglomerate with over $110 billion in revenue, in their global strategic aim for closing the gap between strategy and execution, and on an unprecedented scale for more than 400,000 employees. SuccessFactors aims to leverage the systems and knowledge that have helped almost 5 million users and 2,700 companies across the globe. As the world’s largest known Enterprise Cloud Computing deployment, Siemens is leading the way in its vision for talent management and the implementation of its global values. The size, scope, scalability and multi-lingual nature of this deployment also underpins why SuccessFactors is now the global market leader in Enterprise Cloud Computing and for such an amazing company as Siemens to decide to eliminate so many systems and standardize on SuccessFactors in the Cloud is obviously a testimony to SuccessFactors delivering more large business clients over the web than anyone else.”

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

 
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

iCIMS Expands International Operations with Opening of London Office…from iCIMS

May 14, 2009

 

Software-as-a-Service Provider to Bring Best Mid-Market Option to the UK

HRchitect featured iCIMS 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 vendors that businesses should consider. iCIMS competed in the HRchitect Beauty Pageant on Talent Acquisition Systems in November 2008, and mid-market Talent Acquisition Systems in January 2009, where they were crowned the winner of each. Adam Feigenbaum and Susan Vitale from iCIMS also participated in the HRchitect WebMingle in December 2008.

iCIMS, the third largest provider of Software-as-a-Service (SaaS) talent acquisition solutions, announced today the company has enhanced its international presence with the opening of a new office in London, UK. The opening of the new European office broadens iCIMS’ global sales levels as well as brings to the UK the best talent management solution for the mid-market.

The opening of the new UK office expands iCIMS’ position as a dominant global provider; now with offices throughout North-America, Asia-Pacific and Europe. The new office, staffed with local sales executives, marks the beginning of an aggressive global sales push as well as the development of international channel and reseller partnerships. Additionally, the UK office will provide iCIMS with enhanced international resources and partnerships to more effectively support the needs of clients already taking advantage of the European market, as well as those clients looking to expand their international borders.

Over the last four years, iCIMS has emerged as a dominant global player, supporting over 700 clients worldwide on the iCIMS Talent Platform. Customers leverage iCIMS for all aspects of the workforce lifecycle, including applicant tracking, on-boarding , performance management, succession planning, surveys, and more. iCIMS’ scalable Talent Platform has gained industry recognition as a strong technology solution to power these initiatives; particularly for mid-market companies who foresee growth and expansion in their future. Because the single-source Talent Platform is configurable according to changing business needs, growing organizations are able to scale the platform without incurring customization or data storage fees. From a global standpoint, the iCIMS Talent Platform gives mid-market organizations the ability to establish and promote global recruitment campaigns with multi-lingual Career Centers for candidates, and a fully searchable and reportable back-end database for end-users. This allows iCIMS to deliver multiple workflows in different languages within the one core platform while enabling clients to have a localized focus on their talent initiatives.

“iCIMS has been the number one mid-market provider in the United States and now we have the opportunity to bring that expertise to the UK,” said iCIMS’ CEO and President Colin Day. “Because of our flexible technology and superior, around-the-clock Customer Support , coupled with the Talent Platform’s ability to manage different languages, workflows and talent initiatives through one easy-to-use system, iCIMS is able to deliver significant benefits to growing multi-national companies.”

iCIMS maintains strategic alliances with firms like Juniper Networks and Akamai, enabling users across the globe to access their data instantly over a network of 20,000 cache servers and facilitating the Talent Platform’s ability to run up to four times faster than competing web-based solutions. These alliances, along with iCIMS’ single-source delivery philosophy, help create the fastest and most reliable platform. In addition, iCIMS has been named the two-time winner of the HRchitect “Beauty Contest” for Talent Acquisition Solutions and Mid Market Applicant Tracking Solutions as well as was named the Customer Service Department of the year. With Customer Support available 24-hours a day, five days a week, and a 97 percent customer satisfaction rating, iCIMS provides international best practices and ongoing support to global companies like no other organization can.

For more information on iCIMS, please visit www.icims.com

 
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , | Permalink
Posted by mattlafata

ADP Teams With Cornerstone OnDemand to Optimize Employer Talent Management Solutions Worldwide…from ADP

May 11, 2009

 

Offerings Enable Employers to Most Effectively Manage and Develop Their Workforce

HRchitect featured Cornerstone OnDemand in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Cornerstone OnDemand competed in the HRchitect Beauty Pageant on Talent Management Systems in November 2008, where they were crowned the winner. Charles Coy from Cornerstone OnDemand also participated in the HRchitect WebMingle in January 2009.

ADP Employer Services, a leading provider of HR, payroll and benefits administration services, today announced the launch of a comprehensive suite of talent management solutions to the marketplace through its relationship with leading talent management software provider Cornerstone OnDemand. This marks the expansion of ADP’s global talent management solutions by offering best-in-class performance, succession management, learning, compensation and enterprise social networking, along with powerful reporting and analytics.

“The market is demanding a robust, global talent management solution set that complements and enhances employers’ current HR and payroll solutions,” said Regina Lee, President, ADP National Account Services and Employer Services International. “Our clients’ most valuable asset is their human capital. This relationship with Cornerstone OnDemand helps us significantly improve the HR experience and workforce programs for our clients and their employees.”

Cornerstone OnDemand’s Software-as-a-Service (SaaS)-based platform offers a scalable, cost-effective and easy-to-use talent management solution for enabling high-impact success around employee collaboration, development and performance. Employers operating around the world can take advantage of this comprehensive talent management solution immediately.

“We are elated to partner with ADP to expand the global delivery of our talent management software suite,” said Adam Miller, President and CEO, Cornerstone OnDemand. “Coupling the industry’s best talent management solutions with the industry leader in the space is a game-changer for the marketplace. Cornerstone’s unique approach, which integrates learning, performance and social networking solutions, will help ADP’s clients maximize business impact by providing those organizations with the tools they need to empower their people and foster a high-performing, engaged and productive workforce.”

Benefits of the new talent management solution include:

 

  • Performance management: enables employers to align individual goals with departmental objectives and organizational strategy to ensure that workforce activity is translated into positive business results.
  • Succession planning: handles workforce and employee succession management through automated career profiling, team building, internal recruiting and comprehensive succession planning capabilities, as well as identifying promising talent and critical roles within organizations to ensure that the right people are promoted to the right positions.
  • Learning management: allows businesses to strategically and cost-effectively create, manage, and deliver personalized training that brings together targeted, fully blended learning programs for all members of the organization.
  • Compensation management: provides the tools to allow organizations to reward the behaviors and outcomes they desire most.
  • Social networking: enables more effective on-boarding, workplace collaboration, improves employee performance, and drives innovation from customer and partner communities by fostering social (informal) learning, organizational memory, professional networking, and better communication across the organization’s employee base and the extended enterprise.

For more information, please contact ADP at 1-800-CALLADP.

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

 
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

iCIMS Announces Launch of the Talent Platform v. 9.1…from iCIMS

May 9, 2009

 

Software-as-a-Service Provider Offers Cross-Browser and Mac Compatibility in New Product Release

HRchitect featured iCIMS 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 vendors that businesses should consider. iCIMS participated in the HRchitect Beauty Pageant on Talent Acquisition Systems in November 2008 and mid-market Talent Acquisition Systems in January 2009, where they were crowned the winner of each. Adam Feigenbaum and Susan Vitale from iCIMS participated in the HRchitect WebMingle in December 2008.

iCIMS, the third-largest provider of Software-as-a-Service (SaaS) talent acquisition solutions, announced today the release of the iCIMS Talent Platform 9.1, the industry’s first end-to-end, organically-built Talent Platform. The latest version of iCIMS’ flexible talent management solution offers users cross-browser and Mac compatibility as well as increased platform security.

iCIMS’ Talent Platform, a prime solution for mid-market companies, supports more than 700 corporations worldwide and is among the most configurable and flexible talent management solutions available today. iCIMS delivers everything from fundamental applicant tracking capabilities to onboarding and off-boarding, performance management, succession planning, workforce planning and more, all developed and delivered via single source code. The inherent flexibility, coupled with 9.1′s new client-driven enhancements, enable iCIMS to provide technology that is fundamentally easier for users to employ and adopt as the backbone of their talent management initiatives.

The 9.1 version of the Talent Platform offers increased flexibility to its users, providing them with the ability to access the system without worries of compatibility with different web browsers or operating systems. PC users are joined by users of Mac, Linux, Solaris and more in having the freedom of using Internet Explorer as well as Mozilla Firefox to access the iCIMS system. Furthermore, applicants accessing career portals and employees utilizing employee portals have the ability to use Safari, Opera, Google Chrome and more. Users of version 9.1 will also recognize advancements in security measures. In addition to the increased security and performance offered via the Firefox browser, the platform’s enhanced password security allows for even more protection from un-authorized users.

“iCIMS’ focus has always been on developing and delivering technology platforms that are flexible, secure and easy-to-use and which will allow mid-market organizations to capitalize on their talent pool, giving them the foundation they need to scale for future growth,” said Colin Day, President and CEO of iCIMS. “As these organizations look for best-in-breed solution providers that understand their unique needs, iCIMS continues to stand out as the ideal technology partner that is able to take them to the next level in talent management.”

In addition to the comprehensive functionality and flexibility offered within the platform, iCIMS also offers unlimited Customer Support to each and every iCIMS user and has maintained a near-perfect customer retention rate since 2003. Industry-recognized by analysts, consultants and others as a prime solution for mid-market organizations because of the system’s cost-effective configurations vs. customizations and unlimited training and support services, iCIMS’ platform is used by more than 700 organizations, including Crunch Fitness, SharpShooter Imaging, Sony Music Entertainment and Rutgers University Foundation.

For more information on iCIMS, please visit www.icims.com

 
Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

Salary.com Makes Deloitte’s Technology Fast 500 List…from Salary.com

April 11, 2009

 

Salary.com Makes Deloitte’s Technology Fast 500 List for Fourth Year in a Row as a Fastest Growing Company — Attributes Continued Revenue Growth to Scope of Best-in-Breed Solutions That Streamline and Empower HR to Attract, Reward, & Retain Talent

 

HRchitect featured Salary.com 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. Salary.com HRMS & Payroll is also included in our list of top HRIS vendors that businesses should consider.

 

Salary.com, Inc. (NASDAQ: SLRY), a leading provider of on-demand compensation, talent management and payroll solutions, today announced that it ranked as number 293 on Deloitte’s 2008 Technology Fast 500, a ranking of the 500 fastest growing technology, media, telecommunications and life sciences companies in North America.

 

“Our fourth year on the Technology Fast 500 underscores Salary.com’s strength in identifying and exceeding customer needs for critical software that ensures HR professionals are attracting, developing, and retaining their talent to the best possible advantage,” commented Salary.com’s CEO Kent Plunkett. Plunkett credits Salary.com’s consistent performance and revenue growth to the company’s commitment to providing customers with a span of on-demand solutions that are best-in-breed — from compensation benchmarking and pay analytics tools, to software that eases the management of employee performance review processes and succession planning, streamlines compensation planning, and strategically links employee pay to performance, most notably with the newest offering of HRMS & Payroll.

 

“Deloitte’s Technology Fast 500 recognizes companies who have achieved extraordinary growth in North America’s most innovative and competitive market sectors,” said Phil Asmundson, Deloitte LLP vice chairman and national managing partner for Technology, Media and Telecommunications. “We congratulate Salary.com on this significant accomplishment.”

 

For more information on Salary.com, please visit www.salary.com

 

Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , | Permalink
Posted by mattlafata

Performance-Based Learning on the Rise as New HR Best Practice…from Halogen Software

March 21, 2009

 

Over 100 organizations have selected Halogen’s new learning management system

 

HRchitect includes Halogen Software in our list of top Talent Management Systems vendors that businesses should consider. Halogen Software also participated in the HRchitect Beauty Pageant on Talent Management Systems in November 2008.

 

Halogen Software has seen strong uptake of its newest talent management solution, eLearning Manager. Over 100 organizations have selected Halogen eLearning Manager since the solution’s launch in November 2008. This adoption marks a growing market trend towards performance-based learning programs. Halogen eLearning Manager, the industry’s first performance-based learning management system, tightly integrates organizational learning activities with employee performance management, goal alignment, succession planning and other key talent management functions.

 

HR analyst firm Bersin & Associates points out that three of the top 22 talent management processes that drive the highest business impact are related to the integration of training and performance management practices. Halogen eLearning Manager delivers on this integration and breaks down the silos between performance management and learning to drive corporate performance and demonstrate a return on training investments.

 

“As a financial services institution, we are driven by compliance so a learning management system is a must for ensuring our training requirements are met,” explained Wanda Ladd, Director of Human Resources, PHR, Bank of Oak Ridge. “We were already using Halogen eAppraisal for performance management, and after reviewing other vendors when looking for an LMS there was nothing comparable. What sets Halogen apart is that tight link between performance and learning which gives us the ability to measure the impact training initiatives are having on performance.”

 

With Halogen’s new full featured LMS, HR, training professionals, managers and employees can easily access performance and development information in a single user interface. The system’s tight integration with other Talent Management Modules ensures:

 

  • Individual and group training programs are aligned with development plans, performance gaps, succession needs and, most importantly, corporate goals.
  • Training departments can easily measure the effectiveness of learning and skills development programs by tracking employee performance improvements over time via built-in Training Effectiveness Reports.
  • While managers are doing performance reviews they can instantly pinpoint and assign development activities related to the competency or area needing attention.
  • Employees are provided a single set of tools to better track and complete assigned goals and performance and development plans,
  • Employees and managers also have access to the full training catalog when and where they need it.

 

”Halogen eLearning Manager will provide us with actionable intelligence that we just didn’t have before,” said David Hofstetter, Manager, Learning and Development, New England Organ Bank. “We’ll have greater insight into skills gaps and a stronger understanding of where training programs are required, which helps us to focus our resources and measure performance results from them in the long run – this is invaluable.”

 

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

Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , | Permalink
Posted by mattlafata

Vorex is Extending its HRMS Product Line…from Vorex

March 12, 2009

 

Vorex announces the next version of their Human Resources application, HR Terra, a complete suite of fully integrated Human Resource Management (HRMS), Human Capital Management (HCM), Time Management (TMS), and Training Management systems. This will be delivered via an on-demand model as well as a standard license model.

 

Vorex, Inc, a Dallas based company, announces that it is extending its product line in the web-based, Software-as-a-Service (SaaS) market place.

 

The company today announced the next version of HR Terra, a complete suite of fully integrated Human Resource Management (HRMS), Human Capital Management (HCM), Time Management (TMS), and Training Management systems, delivered via an on-demand model.

 

HR TERRA streamlines the Human Resource processes and eliminates time-consuming administrative tasks with an automated suite of intelligent products.

 

Ideal for businesses of any size, the HRMS module centralizes the entire workforce and HR functions, including benefits administration, into a single database to ensure data availability and consistency. The employee profile contains personal and contact information, photo, tax and immigration data, job and salary grade, skills, classes, education, and much more. Additional components include Employee Self Service (ESS), Managers Self Service (MSS), Request Portal, Messaging, Approval Routing, Notification, and Expense Management.

 

The HCM modules provide the tools necessary to develop the workforce through the automation of Job Board Tracking, On-Boarding, Talent and Skills Management, Performance and Reviews, and Succession Planning. Vorex’s streamlined modules expedite many processes and provide a consistent solution to people development across the entire organization.

 

The HCM solution will also help streamline the education and training department through the Training Management module, where companies can define classes and allow online enrollment.

 

The Time Management System (TMS) module enables organizations to eliminate time-consuming administrative work by utilizing a single time entry portal for all salaried or hourly employees. This allows improved project accuracy and transparency of employees’ efforts. This process can reveal potential budget variances and will eliminate timesheet errors due to erroneous data entry.

 

HR Terra’s real-time, extensive reporting system equips managers with the ultimate tool to better understand their operations, identify gaps and challenges, and discover ways to increase efficiency and productivity.

 

“We are excited about the robust functionality that Vorex is able to deliver to our clients. Vorex is uniquely positioned to offer our customers a comprehensive HR solution while driving down their total cost of ownership, in most cases, by over 50% per employee,” said Michael Salem, CEO of Vorex, Inc.. “Companies today are now able to purchase a single Human Resource system from one vendor, eliminating the need to integrate and support costly and disparate systems”

 

For more information about Vorex, Inc., visit: www.Vorex.com.

Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , | Permalink
Posted by mattlafata

Destination Hotels & Resorts Launches Comprehensive Strategy with SuccessFactors Focused on Cultivating Top Talent…from SuccessFactors

March 6, 2009

 

SuccessFactors’ Customer to Present Best Practices at the HR in Hospitality Conference on March 17

 

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, Inc. (NASDAQ:SFSF), the global leader in on-demand performance and talent management solutions, announced today that Destination Hotels & Resorts, the fifth largest independent management company in the United States, has begun an aggressive strategy to drive workforce productivity, initially implementing SuccessFactors’ succession management and goal management solutions.

 

A wholly owned subsidiary of Lowe Enterprises, a privately-held, national real estate organization active in commercial and hospitality property investment, management, and development, Destination Hotels & Resorts began in 1972 and has grown to become the country’s fifth largest independent management company with more than 6,500 employees and more than $1.7 billion in assets under management.

 

Before selecting SuccessFactors, Destination Hotels had disparate systems for managing its people, and the lack of integration was a pain. The company’s leadership sought a single solution, and after an exhaustive search, chose SuccessFactors for its ease of use and true integration delivered from a single code base. The company also believed the Web 2.0-functionality in the SuccessFactors suite would help ensure high user adoption, and management saw it as the best solution to strategically look at talent planning for optimal decision making.

 

“A thorough search lead us to SuccessFactors, and we’re pleased with our decision,” said Robert Mellwig, senior vice president of human resources for Destination Hotels & Resorts. “The pricing, delivery model, ease of use and relationship we’ve developed with the company have all been great. During the selection process, our conversations with existing SuccessFactors customers were even more impressive – all indicated that they’d make the same decision to go with SuccessFactors again – and the company’s customer-first mentality continues to impress us.”

 

Destination Hotels first deployed succession management because they already had an existing process, and believed it was the fastest way to realize a return on the investment. Soon after, the company implemented solutions for managing employee goals and performance, and is currently evaluating SuccessFactors Stack Ranker, which enables managers to effortlessly rate and assess their talent across defined competencies for a visual and intuitive stack ranking of employees to accelerate a course of action.

 

Robert Mellwig will offer a two-part presentation on his vision and actions in executing an integrated talent management strategy at the HR in Hospitality Conference, to be held in Orlando, Florida from March 17 – 19, 2009. From recruitment and on-boarding through performance management and succession planning, Robert will discuss how to integrate these critical HR activities into a comprehensive strategy that produces results greater than the sum of its parts.

 

“SuccessFactors is thrilled to work with Destination Hotels on its aggressive talent management strategy, as now more than ever, organizations need to focus on their people to drive even higher business results,” said Lars Dalgaard, founder and president of SuccessFactors.

 

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


Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , | Permalink
Posted by mattlafata

Softscape Positioned in Visionaries Quadrant of Leading Industry Analyst Report…from Softscape

February 13, 2009

 

Softscape’s Single, Most Complete People Management Platform Solves Business Issues for Cost Containment, Restructuring, Mergers, and Compliance

 

HRchitect featured Softscape 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.

 

Softscape, the global leader in complete people management software, today announced it has been positioned by Gartner, Inc. in the Visionaries quadrant of the ‘Magic Quadrant for Employee Performance Management Software’ report. Gartner’s comprehensive report evaluates employee performance management software vendors, assessing the vendor’s ability to execute and the completeness of their vision.

 

According to the Gartner report, “Visionaries have been advanced in promoting the latest trends (for example, user experience) driving EPM solutions.” Softscape believes that its positioning in the visionaries quadrant further validates the company’s strong history as an innovative leader in the human capital management (HCM) market.

 

Having pioneered talent management over a decade ago, Softscape has consistently introduced forward thinking technology to offer customers the most complete people management solution in a single platform. Softscape provides the HR foundation which includes a core talent-based employee system of record, as well as the key capabilities to manage performance, development, compensation, succession planning, learning, 360 feedback, incentive compensation, hiring and recruiting, survey management, social networking, and workforce analytics. As a leader in the industry, Softscape offers superior customer care and support, and maintains the industry’s highest customer satisfaction and retention rate of ninety eight percent (98% ).

 

“In our opinion, being in the visionaries quadrant is more than just providing advanced and superior products to customers. It is fundamentally about providing customers with demonstrable, bottom-line results,” said Dave Watkins, CEO and co-founder of Softscape. “With our fourteen-year proven history and deep understanding of customer needs, Softscape has helped some of the most successful global organizations solve real business issues to drive performance, productivity, and workforce efficiencies. Consistently recognized as a leader by industry luminaries, analysts, and our customers, we continue to forge new innovations in our products, as well as in how we care for our customers.”

 

For more information about Softscape’s solutions, please visit http://www.softscape.com.

Matt Lafata, HRchitect

Leave a Comment » | Uncategorized | Tagged: , , , , , , , , , , , , , , | Permalink
Posted by mattlafata

« Previous Entries
Follow

Get every new post delivered to your Inbox.