Saba, a global leader in Learning Management Systems, has successfully moved into Cloud-based talent management. The new Spring 2014 version of Saba Cloud is a great success. The French market should take note, especially as Saba has established a large customer base in France.
Among other things, the Spring 2014 version offers broader "predictive" capabilities. At the heart of its Talent Management strategy Saba Cloud's "machine Learning Technology”. Saba also has two new products that extend this Technology: Recruiting@Work and SmartHire™, which facilitate 360° recruitment using a clever rating system based on scores given by the various parties involved in recruitment. They also provide salary recommendations, as well as suggestions for possible internal candidates based on a review of profile data, skills and competencies. Recruitment is getting easier and easier. A further indication of the importance Saba attaches to predictive functions is that the Technology no longer simply responds to a need; it anticipates future requirements based on scenarios developed by HR.
Another important development is that the user experience is now on a par with competitors. Saba has been aware of this issue for some time, but there is fresh evidence here of the action it is taking. And it was about time, because the Company has come a long way (from a world where the Cloud did not exist, and where software only came in the form of licences). The quality of the user experience is demonstrated by the extension of the drag-and-drop feature to the integration functions, for example. Web 2.0 colours have been added, Mobile interfaces and functions (Mobile Learning and Mobile talent) have been taken into account and P2P (peer-to-peer) conferencing in HD (high definition) is now possible across the Saba suite. This is not just about keeping up with the latest trends: Saba rightly believes that these improvements are an important factor for individual and collective productivity gains. We would also add that the quality of the user experience is an essential prerequisite for employees to engage with their Learning, and even more so for them to accept a Talent Management tool to which they are asked to contribute.
Saba has implemented another strategy related to its desire to serve a wider market: the platform responds well to the needs of very large organisations, but Saba is also targeting medium-sized businesses. Given that talent management no longer appears to be the exclusive domain of SBF 120 companies it does not want to leave the field open for its competitors,. One benefit of this strategy is the update to Saba MarketPlace, which can be used to interface/synchronise Saba Cloud easily with the Company's other HR applications and services. Services like LinkedIn and Monster, for example, along with the Workday (HRIS) and Cisco WebEx (online training — whatever happened to Centra?) platforms and OpenSocial APIs such as Twitter and Facebook, have already been integrated.
These developments, along with support for the xAPI standard (previously Tin Can), touch commands through Mobile applications (iOS and Android) and the use of elements of gamification in the form of personalised badges that are easy to create and distribute, for example, give us the feeling that a major version has just been released.
Watch this space...
Article first published in the e-Learning Letter