News on VURV | Articles for Vurv Talent Management, Recruitment, Performance Management, Compensation Management Software

Thursday, November 20 2008

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News - Last 25 Articles

• HireRight, Inc. Reports Second Quarter 2008 Financial Results - Business Wire (press release)

• Thumbs down for HR jargon - Management-Issues

• HireRight and Monster Sign Alliance Agreement - Business Wire (press release)

• WorkforceBR.com: Observations

• Blog Roll: Taleo Acquisition of Vurv Update

• Taleo and Vurv. Some Thoughts As More Information Becomes Available

• Taleo Completes Acquisition of Vurv 8:3

• Vurv Acquisition by Taleo Puts Lots of Talent Up For Grabs!

• TALEO CORPORATION Taleo sees cutting 160 jobs at Vurv, sees ...

• Vurv Technology to lay off 79 workers in July

• HR a talent let down - paying attention to the elephant under the table

• HR seen as a necessary evil - Management-Issues

• Pay for Performance: From Hype to Reality - HR Magazine

• Recent Management Changes Among the HCM Vendors

• ADP Acquires Virtual Edge Talent Acquisition

• Kronos Finally Buys Unicru - How Will This Affect the Talent Management Market?

Kronos Finally Buys Unicru - How Will This Affect the Talent Management Market?

Source: HR/HCM Radar

Posted on Jul 13, 2006 (861 days ago)

As been speculated for some time now (even by myself here just two months ago), Kronos has announced this morning the acquisition of Unicru for $150 million in cash. Unicru has been an interesting company to watch. They have developed some strong vertical talent management capabilities specifically for hourly employees in retail, grocery and hospitality industries. Unicru have also been widely-speculated for some time now as the princess looking for that prince to escort her to the ball (they have been in and out of due diligence with a handful of public and private companies over the past few years). At the same time, it has also been widely-speculated that Kronos has been on the hunt for talent management capabilities including recent acquisition offers for broader talent management vendors that were ultimately turned away. Why does this acquisition make sense for Kronos... Gets them into the higher-growth talent management market Gets them on-demand (SaaS) service delivery capabilities they have been craving for some time Gets them to their target of becoming the first true $1B human capital management vendor Both have been successful in retail which should produce some immediate synergies It is a profitable and an accretive acquisition for the company Although this acquisition makes sense for both companies, there still remains challenges including product and business model integration. Unicru's growth is also around 20%, lower than the industry growth rates and behind many of their competitors. Additionally, this acquisition only gets them a fraction of the desired capabilities for talent management. Kronos is still without salaried hiring & recruitment, performance and compensation -- capabilities Kronos has also publicly announced the intent to acquire (I would have though Authoria or Vurv would have been more attractive albeit more expensive acquisition candidates now). How this impacts the market? I don't think this will have a dramatic impact on the near-term competitive ...

• Growing Talent as if Your Business Depended on It

Growing Talent as if Your Business Depended on It

Source: HR/HCM Radar

Posted on Jul 5, 2006 (869 days ago)

Talent management is clearly one of the morst popular strategies in HR today. Getting the most attention are components of talent management that can be systematized through software vendors like Taleo, SuccessFactors, Vurv, Authria and many others . Talent Acquisition, performance management, learning maangement and compensation management are quicker hits because implementation of process and success metrics are more easily definable. The murkier waters of leadership development and succession planning don’t always fall neatly into the above talent components (although there is always some overlap). Originally published in Harvard Business Review, Growing Talent as if Your Business Depended on It This article describes the necessary components of a successful leadership development program with examples from Tyson, Starbucks and Mellon. We have found that the best of their programs all share some common attributes. They are not stand-alone, ad hoc activities coordinated by the human resources department; their development initiatives are embedded in the very fabric of the business. From the board of directors on down, senior executives are deeply involved I, and line managers are evaluated and promoted expressly for their contributions to the organization wide effort. By engaging managers and the board in this way, a company can align its leadership development process with its strategic priorities. The company can also build a clear and attractive identity; its employees perceive that leadership development processes are what they are declared to be. Such coherence, identity, and authenticity, in turn, make it easier for the company to attract the future leaders it needs. So we all know I like "tooting" my own horn, but basically here’s what they are saying (all thisgs I’ve been repeatings like a mantra for the last year): Leadership development strtegies must be coordinated with the business to be successful. I’ll take this a step further and say that all HR strategies must be coordinated with the ...

Tags: hr strategy,workforce planning,talent mgmt,engagement

• Vurv Brings Integrated Search Capabilities to Talent Management ... - Yahoo! News (press release)

• The Vendor Pitch

• HRO IT Platforms

HRO IT Platforms

Source: HR/HCM Radar

Posted on Jun 16, 2006 (888 days ago)

HRO Today has an article out there descrbing their take on the technology platform evolution within the HRO space. They pay particular interest to Oracle and SAP which is quite predictable. While not mentioning that SAP is the clear leader in HRO HRMS at the moment, they do seem to think that Oracle Fusion will be a major player in a couple of years. I’m not particularly in agreement with this as I believe the HRO vendors will have solidified process and technology by 2008 leaving Oracle Fusion out of the picture. I also think that HRO Today makes too much of SOA architecture. HR technology offerings play a major role in the decision-making process. According to Fersht, the ability to combine multiple, best-of-breed applications that can be automated and integrated under the common umbrella standard of web services is very tempting… Fersht explained, "The old model was where you would use an end-to-end ERP , and you’d be pretty much locked into using applications that were compatible with the ERP . Now it’s much more open so you can use your SAP or Oracle underpinning application infrastructure and deploy a whole bunch of other applications over the top. This helps you manage your workforce data and analytics better using the best applications available in today’s market." While all of the above is true, it isn’t necessarily reality. Rather than SOA HRO vendors are counting on a web services infrastructure to deploy best of breed applications - an area they further omit. True, the article notes some vendors like Vurv and Kronos, but the real revelation is that there aren’t any HRO vendors (that I know of) using SAP or Oracle/PeopleSoft for talent acquisition, talent management, and learning. The current gap is too wide for HRO vendors to deploy to clients paying $100 M’s (plural) and while SAP is winning the "core HRMS " battle, the point solutions are winning everything else. Also interesting to note is how much text HRO today spends on mid-market. This is a market that I’ve argued ADP ...

Tags: vendors,hr technology,hrms,hro

• Vurv adds 11 clients in first quarter - Jacksonville Business Journal

• ARINSO Selects Vurv to Provide e-recruitment Solutions - Yahoo! News (press release)