147 Saba Testimonials

"I was impressed one night when I was asked a question and had to explain my answer. a student of ‘You got what as an answer Try looking at it this way. I couldn’t believe that someone halfway across the country just taught me the chain rule in calculus."

"Halogen helps us design and roll out a much simpler process. The new system is extremely user friendly and encourages employees to become invested in their performance. Halogen Performance is a powerful tool that makes everything around performance management simple but effective."

"Our staff now understands how what they do contributes to the organization's success, whether their goal is to earn a specific certification or do process improvements. We no longer hear: I don't know why I'm doing this. Now they say: I'm doing this because it makes a difference in areas like patient outcomes, improved service delivery and money saved."

"Saba Cloud has really been a flexible tool to use. It does provide us with a multitude of opportunities for various content types."

"Now everyone is getting their merit increases and bonuses on time. Next, we plan to use the system to help us better manage our compensation budgets. As opposed to the old paper-based process, we will be able to run reports to track how managers are spending against their compensation budgets."

"Saba’s Planning@Work gives us the functionality that we need. We now have the data and we know that it is current. It used to take us months to calculate the headcount through compilation of multiple spreadsheets – Saba’s Planning@Work saves us so much time."

"We wanted to create an environment for our staff to perform and learn at the same time. Saba allows us to do that providing a huge amount of business intelligence, whilst helping us to identify trends and top talent. It’s truly a powerful performance management tool."

"One of the things I'm very excited about is to use performance appraisal outputs and bring these finding into talent management and succession planning meetings.These outputs will guide calibration conversations that we'll be having when talking about performance and potential. We'll have a common set of criteria and a common language. This creates a strategic opportunity to work with our executive team and more locally with managers, to help them understand what we mean when we talk about potential."

“As a government contractor, we are held to a high standard of compliance,” says Beth Hoban, Senior Manager of Talent Development at Vencore. “The year prior to using SABA, our completion rate for employees to meet the training requirements was 92%.”

“It’s a shift for employees in government. We told them, ‘Set down your VPN token, don’t worry about powering up your Vencore laptop. If you can get to Google, you can get to Saba.’ Their minds were blown!”

"Our past system was paper-based and was relatively primitive.The appraisals were very lengthy and rather difficult to manage. On top of that, we have employees that have been with us for more than 30 years, so we had some archiving and storage issues."

"With more than 2000 employees and a universal appraisal date, the logistics of managing that was very labor intensive, and with a limited HR workforce it was becoming increasingly difficult to do meaningful HR work. We were interested in getting away from the tasks of performance appraisals and into the business of performance management. We looked for technology to help us do this."

"During peak hours, we can have 10,000 concurrent users online, accumulating the equivalent of 100,000 classroom hours within just two days. The distribution of knowledge and training has noticeably increased, as has the rate at which we collect data."

"The goal going into this process was to address our Magnet requirements, which we definitely have accomplished. Not only do we have confidence in our accreditation documentation, but we have also gained additional value from the peer review process in the form of employee coaching and development, in our employees' personal investment in career growth, and in shared governance with a critical group of employees. The end result is that we are able to assure compliance with the ANA Code of Ethics for Nurses, give and receive developmental feedback peer to peer, deliver on our core values and deliver top notch care to our patients."

"In collaboration with our nursing shared governance councils we supported peer review for our nurses as a priority. The nursing peer review process is built around the ANA Code of Ethics and the hospital's six core values. Introducing peer reviews into the overall talent management process for our nurses ensures we're able to meet Magnet requirements while making participation as seamless as possible. And as a result of automating this process, nursing management has confidence in their accreditation documentation."