The Saba Cloud Winter Release Is Here!

Making talent management more intelligent to help you retain top talent

The Saba Cloud 2015 Winter Release is here, focusing on enabling managers and HR teams to retain their top talent. While this release is packed with new and updated capabilities, here are some of the key updates to help our customers address this critical challenge in the coming year.


Intelligent and proactive compensation recommendations improve retention and reduce costs

Predictive retention analysis through TIM, The Intelligent Mentor proactively identifies at-risk employees and provides the hard data needed to justify individual compensation investments.


New career path capabilities empower employee growth and self-development

All-new career path capabilities empower employees to quickly explore and plan their career trajectories. You can start with an end destination in mind and get Saba Cloud help to chart a path, or target specific individuals to follow in their footsteps. You can also explore "what if" scenarios to determine the optimal path.


Fine-tuned recommendations enable stronger candidate pools and facilitate internal mobility

TIM continues to scan internal employees, alumni and external candidates to identify qualified candidates, and gets smarter by analyzing which candidates recruiters and hiring managers accept or reject. But now, you can “fine-tune” TIM’s recommendation logic by adjusting the signals you find most valuable.


Enhanced goal management facilitates continuous review and discussion, fostering growth

Goal creation, alignment, commenting, and navigation have been simplified, enabling macro-level views across not just your goals, but how your goals align with those of your management and subordinates, fostering transparency and focus on what matters.

Saba Mobile

Intelligent recommendations and broader control across devices

Saba Cloud mobile capabilities now enable intelligent recommendations from TIM on content, connections and training across devices. In addition, managers have broader control to approve job reqs, job offers and compensation plans, and can review the performance of their team — making recruiting, compensation and performance management processes more efficient.