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Thursday, April 09, 2009

iCIMS Announces Record Breaking 1st Quarter With More Than 50 New Customer Signings

HAZLET, N.J. (April 10, 2009) – iCIMS, the third-largest provider of Software-as-a-Service (SaaS) talent acquisition solutions, announced today record breaking first quarter numbers with more than 50 new customer signings, adding such organizations as H&R Block (NYSE: HRB), QinetiQ North America, Universal Protection Services, Spectrum Healthcare Resources, Feed the Children and NATCO (NYSE:NTG) to the company's rapidly growing client base.

This first quarter of 2009 proved to be a trying time for many talent acquisition solution vendors; however, while competitors remained stagnant and were even forced to layoff, iCIMS rose to the occasion reflecting the viability of both the software offerings and the company. To date, iCIMS has grown at an unprecedented rate and projects record breaking numbers for the remainder of 2009. iCIMS is currently recognized as one of the top three providers of talent acquisition solutions behind Taleo (NASDAQ: TLEO) and Kenexa (NASDAQ: KNXA) and the leading private provider in the industry. Kicking off the fiscal year with this degree of first quarter momentum puts iCIMS on track to rapidly narrow its gap behind industry runner-up Kenexa.

iCIMS' Talent Platform has differentiated itself from competing vendors this past quarter and ascended as an industry leader; this expedited rise to the top largely attributed to the Talent Platform's cost-effectiveness, overall flexibility and award-winning customer support. In today's economic market organizations are seeking to invest in highly configurable software that is powerful enough to meet their talent management needs today, yet flexible enough to expand and meet their evolving organizational needs in the future, and because of this iCIMS' Talent Platform has stood out above the rest. Furthermore, as the highly configurable Talent Platform became Mac and multi-browser compatible in Q1, clients were afforded even great flexibility with iCIMS' software offerings. Additionally, as opposed to other talent management systems requiring costly modules, add-ons,
and data integrations, the iCIMS Talent Platform operates on one single-source solution. This one-stop Talent Management solution eliminates the mounting expenses associated with maintaining and training users on multiple systems, providing a cost-effective option for customers.

The new client additions join more than 700 worldwide organizations who currently power their talent management initiatives using the iCIMS Talent Platform. Thus far, 2009 has shown an increasing number of small and mid-sized organizations turning to iCIMS' Talent Platform as a full Enterprise Resource Planning (ERP) tool to manage their pre- and post-hire Talent Management programs. This one-stop solution allows SMB clients to use iCIMS as their HRIS system of reference while taking advantage of such pre and post-hire tools as onboarding, performance management, employee management, surveys, referral programs and more. Additionally, the company continues to see strength as a replacement Applicant Tracking System at the enterprise level. Many of iCIMS' clients, such as H&R Block, SWS Group (NYSE:SWS), 2Wire and
more, have migrated from starter systems to the Talent Platform. These companies rely on iCIMS' unified platform to streamline their hiring management programs and to provide the collaborative tools necessary to succeed in today's business environment.

"As a company, we take great pride in announcing our numbers for this first fiscal quarter." said Colin Day, President and CEO of iCIMS. "These numbers truly reflect the strength and longevity of iCIMS' Talent Platform. With more than 50 new customers in Q1, and now over 700 clients on the Talent Platform, iCIMS is on track to not only maintain, but surpass, our position as the third largest provider of talent acquisition solutions in the industry."



About iCIMS:
iCIMS, the third-largest provider of Software-as-a-Service (SaaS) talent acquisition solutions behind Taleo (NASDAQ: TLEO) and Kenexa (NASDAQ: KNXA), is an Inc. 500 honoree focused on solving corporate business issues through the implementation of easy-to-use web-based software solutions. iCIMS' Talent Platform, the industry's premier Talent Platform, enables organizations to manage their entire talent lifecycle from applicant tracking through onboarding and beyond through a single web-based application. With more than 700 clients worldwide, iCIMS is one of the largest and fastest-growing talent management system providers in the space. To learn more about how iCIMS can help your organization, visit www.icims.com or view a free online demo of the iCIMS Talent Platform at www.icims.com/demo.


# # #
Trademarks and registered trademarks contained herein remain the property of their respective owners



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.

EVALUATING RPO PROVIDERS: COST COMPARISON DOESNT TELL THE WHOLE STORY -- Newly released whitepaper highlights the Changing Conversation among companies that have undertaken successful Recruitment Process Outsourcing initiatives. --

LOS ANGELES, April 9, 2009 – Futurestep, a Korn/Ferry Company (NYSE: KFY) specializing in strategic talent solutions, today announced the release of a new whitepaper, Changing the Conversation: Rethinking Procurement and Performance for Real RPO Value. Developed by Futurestep Chief Executive Officer Robert McNabb, the whitepaper was created in answer to a growing number of requests from corporate planners for practical input on guiding an RPO vendor selection process.

The publication draws from interviews with talent leaders who have undertaken successful RPO initiatives across a number of key industries, including oil and gas, telecommunications, global export (diary products) and financial services. Notably, the report highlights specific areas of interest beyond traditional cost-related points of comparison. Among the keys to success cited by talent leaders in the report, several areas of interest remained top of mind. These include: strategic capability, seamless relationship between provider and client, and a partnership approach to addressing talent issues.

"Evaluating RPO vendors is much more than a cost comparison effort," notes Robert McNabb. "We constantly hear from clients who must balance procurement-driven cost concerns against the need to understand which choice will deliver the most business impact. They understand that RPO evaluation must begin as a conversation about total business value. This publication reflects that understanding, and is a part of Futurestep's long-standing commitment to thought leadership in all facets of talent acquisition and talent management strategy."

The publication was released today, and is available for download on the Futurestep Web site at www.futurestep.com.

About Futurestep
Futurestep, a Korn/Ferry Company, is the industry leader in strategic talent acquisition, offering fully customized, flexible solutions to help organizations meet specific workforce needs. Our full-spectrum portfolio of services includes: Strategic Recruitment Process Outsourcing (RPO), Project-Based Recruitment, Mid-Level Recruitment, Interim Professionals and Consulting Services. With locations on four continents and a record of success in securing top talent around the world, Futurestep provides the experience and global reach to identify, attract and retain the people who drive business success. To learn more, visit futurestep.com.

About Korn/Ferry International
Korn/Ferry International (NYSE:KFY), with more than 90 offices in 40 countries, is a premier global provider of talent management solutions. Based in Los Angeles, the firm delivers an array of solutions that help clients to identify, deploy, develop, retain and reward their talent. For more information on the Korn/Ferry International family of companies, visit www.kornferry.com



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.

Wednesday, April 08, 2009

Albany Chief Martin Glick Joins Staffing Experts to Discuss Emerging Markets, Labor Law Risks for Global Staffing Firms

MOUNTAIN VIEW, Calif. April 8, 2009 – Global staffing companies are striving to remain competitive amidst a slowed world economy and changing regulations in the U.S. and abroad.

A poor economy is causing the nearly $300 billion global worldwide staffing market to shrink in 2009, following several years of growth. Emerging markets still offer opportunities, yet their varying regulations require focused growth strategies.

Such issues affecting worldwide staffing were discussed at last month's Staffing Industry Analysts' Executive Forum, the most exclusive annual meeting for CEOs, owners, and senior level executives in the staffing industry. The Executive Forum provides access to the top industry thinkers, leaders, and innovators as they focus on the staffing industry's strategic issues, challenges, trends, and future opportunities.

Martin Glick, founder and chief executive of The Albany Group, a global contingent workforce management firm utilized by around 400 staffing and recruitment companies worldwide, joined other experts in the panel discussion, "Around the World in 60 Minutes: A Global Look at Staffing." Albany is the market leader on global contractor and labor law issues, key for succeeding in international markets.

"The temptation within discussions like these is because the U.S. economy is struggling, that staffing companies should be looking for other markets. Yet the reality is all markets are struggling, the whole world is in a downturn," said Glick. "There are no easy fixes – you can't just jump to a country and expect to make some money quickly. So any international foray has to be a long-term strategic move."

Glick added that the so-called "brick" countries that are predicted to dominate the world economies – Brazil, Russia, India and China – are actually the most difficult ones to break into now. China, in particular, has deep regulation and the staffing industry has effectively been controlled by the government. Brazil also is a tough market to enter due to regulation. However, Glick is confident in Albany's expertise in navigating local regulations and with Albany will be leading a trade delegation for UK staffing firms to Brazil this May.

Glick founded London-based Albany Group in 1989, having witnessed the explosive growth in flexible working arrangements in the UK and its subsequent expansion into Europe. He saw the need for a compliance-focused service to help employers and staffing organizations manage contingent workers across the globe.

About Albany
Albany is the market leader for contingent workforce management solutions, with offices on six continents serving clients in more than 70 countries. Its national and international workforce solutions include contractor payroll , Independent Contractor compliance, Managed Service Provider programs, Recruitment Process Management and Consulting, and visa & migration services.
# # #


Jason Posel
Senior Vice President
1-800-664-5508
Jason.Posel(at)thealbanygroup.com
www.thealbanygroup.com/usa



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.

Hogan Announces Solution to Identify High Potential Leaders

Tulsa, OK, April 8, 2009 – Hogan Assessment Systems announces an intuitive, report-based solution for selecting high-potential leaders from an ever-expanding talent pool. Based on research from a global sample of more than a thousand executive MBA program graduates, the High Potential Candidate Assessment Report allows companies to identify top candidates in relation to specific business competencies. This sample group represents one of the highest-level talent pools ever used to create a profile of high-potential leadership.

"The best companies in the world find a way to manage through turbulent economic times and take advantage of the opportunities presented," said Rodney Warrenfeltz, Managing Partner of Hogan. "One of those opportunities is the availability of talent."

Requiring less than an hour for completion, the High Potential Report provides a turnkey solution to leadership candidate selection. The candidate registers online, completes the assessments, and the detailed report is emailed to the hiring manager within seconds of completion.

The High Potential Report summarizes the candidate's assessment results mapped on the Hogan High Potential Competency Profile. The ratings provide a hiring manager with quantified analyses of a candidate's potential to meet requirements of specific business, leadership, interpersonal, and intrapersonal competencies.

Additionally, the report provides hiring process support through a detailed interview guide that provides competency-related questions to assist with hiring top leaders.

"Great leaders are the key to turning business challenges into competitive advantages," said Robert Hogan, President of Hogan Assessment Systems. "In today's economy, the High Potential Report provides a key solution in the pursuit of leadership talent."

About Hogan
Hogan Assessment Systems is a global personality assessment provider that focuses on employee selection, leadership development, and talent management. Hogan specializes in implementing selection systems to identify high potential candidates for targeted positions and leadership development tools to help emerging leaders realize their full potential. Hogan's assessments can be administered in multiple languages and are available a state-of-the-art internet platform, giving customers accurate feedback within seconds of completion. For more information visit www.hoganassessments.com.


This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.

LifeCare® Celebrates 25 Years of Growth, Evolution and Market Leadership

SHELTON, CT, April 9, 2009—LifeCare®, Inc. announced today that April 4 marked the company's 25th anniversary as one of the nation's leading providers of health and productivity solutions for employers, health plans, government agencies and unions. LifeCare's business model has evolved significantly during its 25 years and the company is now recognized as a premier provider of total health and productivity solutions that help organizations reduce costs and lost productivity.

In conjunction with its anniversary, LifeCare will launch a newly redesigned public web site (www.lifecare.com) in mid-April that will deliver powerful new features, improved navigation and more streamlined access to information. The site's enhancements also better reflect the company's evolution as a full-service provider of health and productivity solutions and its ongoing commitment to delivering the best possible user experience to clients, partners, the media and other key audiences.

The enhanced site will provide easier access to the latest LifeCare news, reports and white papers, featured products and services, informative video clips, client success stories and more. In addition, LifeCare members will be able to conveniently access the company's private site from the new home page.

"Obviously, celebrating this landmark anniversary brings all of us at LifeCare a great deal of pride and satisfaction but it does something else that's important," said LifeCare CEO, Peter G. Burki. "Marking 25 years of success also validates the guiding principle that we founded this organization on -- do good for others and we'll do well ourselves. We believe deeply that we're doing good by helping employers and others improve the health and wellbeing of their people and their families. And I firmly believe that our 25th anniversary is a resounding affirmation that we're doing both good and well."

25 Years of Leadership
Launched in 1984 as DCC/The Dependent Care Connection, LifeCare began by helping employers meet their growing child care needs as more women entered the workforce. Over the next several years, DCC became LifeCare and expanded its services to include elder care and the full range of work/life programs. During this time, LifeCare was the first company to develop a proprietary database of national work/life providers (which remains the industry's largest database) and the first to create the single-source case management system.

The company's other milestones include:

- 1989 -- LifeCare introduced the first integrated work/life and EAP program.
- 1997 -- LifeCare launched the industry's first work/life web site, which enabled clients to offer employees a choice of telephone or online assistance and featured a variety of interactive tools for employees and HR professionals alike. It also offered clients the option of integrating their own benefits information to encourage greater utilization of all of their employee benefits.
- 1999 -- LifeCare introduced Mothers at Work®, the first corporate lactation program, providing prenatal education, 24/7 counseling from lactation consultants, and access to high-quality breast pumps.
- 2004 -- LifeCare rolled out a state-of-the-art online health risk assessment tool and a suite of interactive Healthy Living Programs to help clients improve the health of their employees while reducing medical expenses.
- 2005 -- LifeCare's Professional Geriatric Care Management Program was awarded a Caregiver Friendly Award by Today's Caregiver magazine, naming it one of the top services to have been designed in the best interest of caregivers and their loved ones.
- 2006 -- LifeCare's Successful AgingSM Services reached more than a half-million individuals via health plans, governmental agencies, unions and corporate benefits programs.
- 2007 -- LifeCare's Call Center was named a Certified Center of Excellence by the Center for Customer-Driven Quality™ at Purdue University, ranking it in the top 10 percent of the 20,000 call centers studied throughout North America. (LifeCare is the only company in the work/life industry to earn this prestigious certification.)
- 2009 -- LifeCare was chosen as one of the Top 100 Privately-Held Businesses in Connecticut by DiversityBusiness.com.

Looking Ahead: The Next 25 Years
Thinking about the future of his company, Burki says that the key areas of opportunity will be health and wellness and helping employers deal with aging issues.

"There's no doubt that reducing health care costs and coping with the aging of our workforce are going to be a critical issues for America's employers, health care organizations and the government. More than half of the workforce will be 40 years old or older soon, which means they'll be faced with greater caregiving responsibilities, mounting health issues, retirement concerns, financial challenges and a host of other issues. Thanks to the way that our company has evolved and the partnerships we've created with leading health care and aging organizations, LifeCare will be there to help deliver the highest-quality resources and the expert guidance our nation's employers, workers and families need."

About LifeCare®, Inc.
LifeCare offers cost-saving benefits that help clients reduce their most pervasive absenteeism and productivity drains, including child and elder care, caregiving support, health and wellness issues, and more. For more than two decades, LifeCare has led the work/life industry in the creation of high-quality, results-oriented programs designed to improve clients' bottom line. LifeCare serves 1,500 client companies with 4.5 million individuals within corporations, health plans, government agencies and unions. For more information, visit www.lifecare.com.

# # #

Notes to Editors

LifeCare's CEO, Peter G. Burki, is available for interview.
Media contact: Michael Civiello; 203-556-8827


This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.

THE BOOTH COMPANY PARTNERS WITH GEORGE FOX UNIVERSITY FOR 360 DEGREE FEEDBACK

Boulder, CO, April 9, 2009 -- The Booth Company's 360 degree feedback surveys are an integral component of the MBA program at George Fox University. As part of a course on organizations, Jim Steele, Ed.D., invites his students to choose one of several surveys that offers the best fit for their professional needs. Learners are encouraged to select raters from their business contacts, bringing the voices of their working associates into the academic process. By providing learners with a firsthand view of how they are perceived in their work environments, students are confronted with evidence of the impact of their own leadership behaviors.

Students are pleased with the 360 degree survey process. "I chose the survey participants carefully to assure honest, open feedback," said credit union CEO and 2007 George Fox MBA graduate Barbara Mathey. "Although some of the results were difficult to see, it was exactly the feedback I was hoping for. The insight gave me the opportunity to reevaluate and change my approach to more effectively use my leadership skills and to obtain additional skills where I was lacking."

Learners appreciate the flexibility to choose a survey relevant to their specific needs. From a teaching and facilitation perspective, the common design of the surveys makes it possible to provide a single overview to the survey process, Task Cycle, and feedback reports, even though multiple surveys are in use. Individual coaching sessions after the survey results are distributed provide ample opportunity for students to explore the unique elements of the specialized survey results.

The George Fox MBA's Executive Track (mba.georgefox.edu) attracts sophisticated mid-career adults looking for a learning experience that is both academically challenging and relevant to their professional lives. As leaders and executives in a variety of organizations ranging from technology to health care to not-for-profit agencies, their learning needs are often driven by the unique characteristics of the working environment. Often, an executive who experiences one of the Booth 360 degree surveys as a student will seek a follow-up survey to evaluate progress. Consultant and Air National Guard Reservist Joseph Brewer, a 2008 George Fox MBA graduate, observed that "the power of this tool appears to be in the ability to show professional development, and that analysis comes only through the second review. I was able to see those areas that improved and it was an enlightening and rewarding
experience." He concluded that "this tool will remain in my professional inventory as a means to develop strengths."

Jim Steele, Ed.D., GPHR, is Assistant Professor of Management in George Fox University's School of Management. Jim has assisted students and organizations in implementing 360 degree feedback surveys from the Booth Company since the early 1990s. George Fox University, with its main campus in Newberg, Oregon, and centers in Boise and Portland that offer the MBA, is the only Christian university in the Pacific Northwest classified by U.S. News & World Report as a national university. George Fox offers bachelor's degrees in more than 40 majors, and 12 master's and doctoral degrees including the Master in Business Administration and Doctor of Management.

The Booth Company publishes and administers 360 degree feedback surveys based on the Task Cycle®, a validated theory of leadership and management roles. Its comprehensive set of surveys measure the fundamental skills of mission-critical organizational roles, including executives, first-line and middle managers. The survey results are compared to continuously updated industry and country norms. Since 1972 The Booth Company has distributed its surveys and feedback workshops internationally through corporate universities and an exclusive network of certified senior executive coaches.



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.

TRACOM Group Presents Research Findings on Emotional Intelligence

Highlands Ranch, Colo. – April 8, 2009 – Intellect and functional skills are clearly important in the workplace. However, research shows that emotional intelligence (EQ) is an even more important factor in effective leadership and high performance. Colorado State University, in collaboration with the TRACOM Group, recently conducted a research study showing the link between EQ and TRACOM's measure of Versatility. Both EQ and Versatility have been shown to relate to workplace performance. Emotional intelligence is the ability to perceive, control and evaluate emotions to improve your work and personal life.

TRACOM will present the results of the study during a webinar titled "Emotional Intelligence: What's New, What's True – Improving EQ with Behavioral Style." The webinar will be broadcast live on Wednesday, April 29 at 11:00 a.m. Eastern time.

David Collins, vice president and general manager of TRACOM's training division, and Casey Mulqueen, Ph.D., TRACOM's director of research, will present the hour-long webinar. Collins and Mulqueen will explain why emotional intelligence is important and how it can be applied in the workplace. They will also present evidence for measurable links between emotional intelligence and business results.

Webinar participants will receive a copy of the presentation and a summary of TRACOM's new 2009 research on emotional intelligence in the workplace. Attendees will walk away with an understanding of how emotional intelligence affects leadership, the connection between EQ and business performance and how EQ can be influenced by the application of behavioral style.

To sign up for the complimentary webinar, visit http://www.hr.com/SITEFORUM?&t=/Default/gateway&i=1116423256281&application=story&elementID=1236889061797

About TRACOM Group
For nearly 50 years, The TRACOM Group has helped individuals and organizations improve workplace performance by building interpersonal skills, improving teamwork and developing leaders. TRACOM offers measurement-based learning models, courses, surveys, assessment tools and consulting services. Much of TRACOM's work is based on the Social Style Model(TM), a proven model for effective leadership performance, work and personal relationships. TRACOM is a division of Reed Business Information.

Media Contact:
Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-722-9910
asaldana(at)hrmarketer.com




This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.

College Hiring Jumps in April: CollegeRecruiter.com April 2009 Job Index

FOR IMMEDIATE RELEASE

MINNEAPOLIS, MN, April 8, 2009 - In response to recent reports that job seekers are struggling to find jobs, college job board CollegeRecruiter.com (http://www.CollegeRecruiter.com) compiled lists of the five best and worst states for finding internships and entry level jobs. The data was gathered through a state-by-state search on the site; the lists will be updated every month to help students and entry level job candidates know how many opportunities are available to them and in which states. The results? Very encouraging.

"We were very pleased to see that almost every state, large and small, recorded significant increases in the number of internships and entry-level job openings," said Steven Rothberg, Founder of CollegeRecruiter.com job board. "There has certainly been a lot of doom-and-gloom related to the economy over the past year but an increase in the number of advertised job openings means that more employers are finding it difficult to attract the talent they need to fill the openings they have. Historically, increased entry-level hiring is one of the earliest signs that an economy in recession is recovering."

The states with the largest number of internship listings on CollegeRecruiter.com in April are California, New York, Texas, D.C., and Florida. The states with the largest number of entry-level jobs in April are California, Texas, New York, Florida, and Pennsylvania. Full details can be found at http://www.CollegeRecruiter.com/pages/pressrelease04082009.php .

Sparsely populated states have the smallest number of internship and entry-level job listings on the site. For April, they are Wyoming, Montana, North Dakota, South Dakota, and Alaska. The states with the fewest number of entry-level job lists in April are North Dakota, South Dakota, Wyoming, Vermont, and Montana.

Other states with a lot of internships and entry-level jobs are:

* Illinois - 764 internships (up nine percent from 700 in March) and 3,895 entry level jobs (virtually unchanged from 3,907 in March);

* Massachusetts - 757 internships (up 13 percent from 671 in March) and 3,247 entry level jobs (up seven percent from 3,046 in March);

* Virginia - 714 internships (up 35 percent from 530 in March) and 3,552 entry level jobs (up three percent from 3454 in March); and

* Ohio - 634 internships (up 31 percent from 483 in March) and 4,160 entry level jobs (up 15 percent from 3,602 in March).

The metro area with the largest number of postings again was the Washington, D.C. area, including Maryland and Virginia, with 10,421 combined listings. That's virtually unchanged from the 10,406 combined listings in March.

In addition to job and internship postings, CollegeRecruiter.com (http://www.CollegeRecruiter.com) also has numerous blogs where job seekers and students can find useful hints and tips for how to manage their careers or job searches, how to write winning resumes and cover letters, or how to prepare and pay for college.

Note: These lists will be updated at the beginning of each month, so please keep checking back at our Press Room page at http://www.CollegeRecruiter.com/pages/press-room.php.

About CollegeRecruiter.com

CollegeRecruiter.com is the leading job board for college students hunting for internships and recent graduates looking for entry level jobs and other career opportunities. CollegeRecruiter.com features hundreds of thousands of job openings and tens of thousands of pages of employment-related blogs, articles, podcasts, and videos. For more information, please visit http://www.CollegeRecruiter.com.

Contact Information for CollegeRecruiter.com:

Steven Rothberg
e-mail protected from spam bots
800-835-4989 x704



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.

Managers have difficulty giving feedback, weak on leadership and innovation, says study

TORONTO - (April 9th, 2009) Leadership, innovation and giving ongoing feedback are some of the biggest weaknesses displayed by leaders in North American workplaces, says a study.

The Beacon Group, a leading advising firm in the field of organizational development, asked mid and senior management leaders in the US and Canada to rate their managers, peers and their own performance. Leaders rated their co-workers using 12 basic competencies that included ethics & integrity, customer focus, accountability, teamwork, decision making, communication, leadership, functional excellence, results focus, personal development, innovation and coaching. The study analyzed over 10,000 individual surveys submitted over the past 5 years.

The average performance score across all categories was 63%.

The weakest categories of performance for leaders were leadership (62%), innovation (61%) and ongoing performance feedback (60%).

"Ongoing performance feedback and coaching on the job is something leaders at many companies struggle with," said Michael Sitayeb, Director Product Development & Marketing for The Beacon Group.

"It's easier to provide feedback within a structured performance feedback system with regular reviews. However, employees also expect more frequent coaching in between performance reviews," added Sitayeb. "Leaders struggle with that. They struggle with the sensitivity and frequency of these coaching events".

"Many large corporations provide specific training on giving timely and constructive feedback. It's a serious issue of concern" said Sitayeb.

Innovation and leadership were two other elements that leaders had difficulty with. Troubling signs, given that employees frequently cite these two categories to be more important during difficult economic times.

Leaders frequently overstated their leadership and innovation abilities when conducting self-assessments. Leaders demonstrated the biggest self perception to peer evaluation gap in these categories as well.

Leaders performed best in the categories of ethics & integrity (68%), customer focus (66%) and focus on results (65%) according to the survey.

"There isn't much disparity between perception and reality in the top performance categories for leaders. Leaders generally know where they stand on these issues" said Sitayeb.

"But on the poorest performing categories of innovation and leadership, there is some misalignment. Companies should better define leadership and innovation according to their set of organizational values and core competencies".

The Beacon Group is a leading advising firm in the field of organizational development. Companies across various industries have used The Beacon Group's assessment products and advising services to leverage their investment in Human Capital. The Beacon Group specializes in Employee Surveys, 360 Feedback Assessments, Early Talent Identification (ETI), Management Training, and Performance Management Systems. Clients including Mercedes-Benz, Aeroplan, Xerox, Sony and SAP have used The Beacon Group's services to grow their thriving businesses.

For media inquiries please speak to Michael Sitayeb at 1-866-240-3948 or email at e-mail protected from spam bots.



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.

Tuesday, April 07, 2009

Tips on Managing Compensation in a Downturn

SYCAMORE, Ill., April 8, 2009 – Compensation is a hot topic, especially when economic times are tough. Compensation experts at KnowledgePay, Inc. have created a checklist of tips for decision-makers on managing compensation, available at http://www.knowledgepay.com/10tips1.html.

"In challenging times, corporate managers sometimes have to make tough decisions to improve the bottom line," said Chris Kelley, KnowledgePay's founder and chief executive officer. "But, even now they can make compensation decisions that will help their company prosper when the economy recovers."

An organization's compensation philosophy is integral to its culture. Even when difficult decisions are necessary, remaining consistent with the company's core values, mission and vision will go far to encourage employee loyalty and discretionary effort. Companies that have always linked performance pay, for instance, should not change course and implement pay freezes, reductions or even layoffs based on unrelated factors.

Another tip from KnowledgePay is to manage compensation by facts, rather than fall prey to knee-jerk reactions. Managers with the discipline to rely on solid compensation data, rather than emotion or headlines, have the best chance of achieving positive, long-term business results.

Organizations should also regard the current crisis as an opportunity to review their overall rewards plan, to ensure it encourages behaviors that lead to company success. Management should focus on what is most important for their business to achieve, use their rewards plan to encourage those achievements and try to eliminate unintended consequences.

Corporate compensation practices receive intense scrutiny these days, especially with the amount of pay information available online and increased career mobility among workers. Staying focused on future successes won't make today's difficult decisions any easier, but it can improve those decisions – consistent with company culture, based on facts, and focused on improving business results.

"No one knows how soon the economy will turn around," said Kelley. "In the meantime, HR and compensation professionals will keep trying to turn lemons into lemonade. 'Ten Tips for Tough Times' is designed to help."

This document and other information about strategic compensation management is available free-of-charge at www.knowledgepay.com/10tips1.html.

About KnowledgePay
KnowledgePay, http://www.knowledgepay.com, delivers enterprise HR software with a relentless focus on compensation intelligence. KnowledgePay's innovative on-demand technologies help organizations and their people succeed by maximizing engagement, alignment, passion and productivity. KnowledgePay solutions integrate all sources of compensation and job data with groundbreaking analytic tools to drive HR productivity and business results.

Contact:

Gail DeLano
Fisher Vista/HRmarketer
(831) 685-9700
gdelano(at)fishervista.com

Tom Mandel
KnowledgePay
tmandel(at)knowledgepay.com






This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.

Fight Fear and Build Corporate Culture: Decision Toolboxs CEO Identifies Critical Talent Management Strategies at Womens Business Symposium

IRVINE, CA, April 7, 2009: Kim Shepherd, panelist at Comerica Bank's 3rd Annual Women's Business Symposium, spoke to over one hundred professional business women and women business owners on strategies to fight fear, build employee engagement, retain key talent, and enhance corporate culture. Kim advocates bucking the trend identified by the Conference Board's latest CEO Challenge Survey, which identified effective execution of strategy as paramount for CEOs, while talent management was banished to the back burner.

"Right now, the 'Fear Factor' is paralyzing business leaders at a time they need to be most awake," said Kim. "Getting into the bunker to ride out this recession should not mean that you stop communicating with your employees or ignore retention strategies. Now is the time that even simple talent management initiatives will have a huge impact, and leaders should be hyper-focused on their talent, or risk having their corporate glue coming completely unstuck."

Shepherd knows what she is talking about: She and her partner Jay Barnett run Decision Toolbox, a recruiting company that emerged from the last recession as a virtual company. With 50 team members working from home offices, Decision Toolbox employs everything from its sophisticated web-enabled database to the simplicity of Facebook to stay connected.

What resonated most with the audience were Kim's top three high-leverage technologies and their impact on corporate culture:
• Electronic news flashes: using a structured weekly newsletter or the informality of Twitter, leaders can "touch" their teams at least once per week.
• Video interactions: Cisco's Webex keeps remote employees engaged with regular "face" time.
• Email "Atta Boys": creating reasons for the team to celebrate by sharing victories and recognizing achievements with the entire team.

In closing, Kim countered the idea that electronic communication is cold or unfriendly: "Some leaders shy away from email or Twitter as impersonal, but a savvy manager can use the speed and reach of technologies to their advantage. The key is to communicate with humanity, not in corporate-speak."

About the Event
Comerica Bank's Women's Business Symposium series is an annual educational symposium, and this year's theme was "Mastering Your Business Potential". The keynote speaker was Cynthia Harriss, former president of Gap and Disney Resorts, and the emcee was Camille Jayne, president of The JAYNE Group. Melissa Pollard, Comerica Bank SVP and Group Manager of Middle Market Banking, founded the Women's Business Symposium for Comerica Bank. Ticket sales proceeds were donated to Girls Inc. of Orange County (GIOC), a nonprofit organization which offers girls age 4-18 programs to prepare for higher education, improve self-esteem, become active in their communities and grow into independent women.

About Decision Toolbox
Decision Toolbox provides end-to-end recruitment solutions for a 7% cost per hire on average. Armed with the very latest tools and a team of seasoned recruiters, Decision Toolbox is an on-demand recruiting department for one critical search, for large projects, or for a complete RPO. For every project, DT deploys a Six-Sigma inspired process that includes employment branding, aggressive candidate sourcing, comprehensive screening, and the dedicated support of an experienced recruitment professional. The company's hallmark is presenting the candidate who is ultimately hired within 14 days of project launch, demonstrating the speed and quality of the process.

Founded in 1992, Decision Toolbox has recruited for over 12,000 different position titles and types across virtually all industries and specialties. Decision Toolbox has taken a leadership role in almost every aspect of recruitment, from technology and tools to strategies and process, and is recognized as a "Thought Leader" by organizations such as SHRM, PIHRA, and the NHRA. For more information, visit http://www.dtoolbox.com.
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iCIMS Sponsored Webinar to Cover Effective Approaches for Measuring and Justifying Recruiting Capital

HAZLET, N.J. (April 8, 2009) – iCIMS, the third-largest provider of Software-as-a-Service (SaaS) talent acquisition solutions and Recruiting Trends.com, the corporate recruiting community's online resource for new strategies and tactics, will be offering a complimentary webinar on Tuesday, April 14th at 1:00 pm (ET) titled, "Benchmarks, Analytics, and Metrics: Effective Approaches to Measure and Justify Your Recruiting Capital." The one-hour webinar will explore a variety of useful approaches for measuring the effectiveness and results of recruiting programs and will be presented by a group of leading experts from the areas of talent management, human capital research, and benchmarks and metrics.

In today's business environment, demonstrating value and a return on investment (ROI) is becoming more crucial than ever. Without the proper measurement systems in place, recruiters face not just cuts to programs but also lose the competitive advantage that metrics and benchmarks can offer. This webinar will equip listeners with the knowledge and tools to implement metrics that can ultimately help justify recruiting costs, increase program budgets, and help companies stay ahead of the competition. Topics to be covered include: benchmarking tactics to measure and improve performance, the three critical questions that will yield correct metrics, a proven template that shows the positive impact of recruiting efforts to the company's bottom line, and much more.

This webinar is offered free of charge due to sponsorship by iCIMS, a leading provider of web-based talent management solutions. iCIMS provides companies with powerful, yet configurable technology to help support recruiting and human resources needs. Users of the iCIMS Talent Platform can manage a variety of pre-and-post hire needs from within one core application from applicant tracking to onboarding, workforce planning, and more. Additionally, iCIMS' Talent Platform features a comprehensive 3-tier Reporting Center that offers users robust yet flexible reporting capabilities to help generate valuable metrics and reports, quickly and accurately.

With more than 700 clients worldwide, iCIMS offers powerful technology backed by exceptional customer support. iCIMS' Customer Support teams lead the industry, receiving a perfect 4.0 out of 4.0 in a recent independent study, as well as a 9.5 out of 10 on the company's latest customer satisfaction survey. All users of the iCIMS Talent Platform receive complimentary and unlimited access to 24/5 support, training resources, and educational materials, ensuring maximum user adoption for clients and an increased ROI on their technology investment.

"Benchmarks, Analytics, and Metrics: Effective Approaches to Measure and Justify Your Recruiting Capital," will take place on Tuesday, April 14th from 1:00 p.m.-2:00 p.m. (ET). To register for this event, please click here.

About Kennedy Information and RecruitingTrends.com:
Kennedy Information is the leading research firm covering professional business markets, including Corporate Recruiting, Executive Recruiting, Executive Career Management, Consulting, and Investor Relations. Kennedy publishes the recruiting industry's flagship website RecruitingTrends.com, the corporate recruiting community's online resource for new strategies and tactics. Described as "authoritative" by Fortune magazine, and "consulting industry experts" by The Wall Street Journal, Kennedy's editors and analysts frequently provide expert commentary to the world's major media outlets, including The Wall Street Journal, Fortune, Financial Times, The New York Times and CNN.

About iCIMS:
iCIMS, the third-largest provider of Software-as-a-Service (SaaS) talent acquisition solutions behind Taleo (NASDAQ: TLEO) and Kenexa (NASDAQ: KNXA), is an Inc. 500 honoree focused on solving corporate business issues through the implementation of easy-to-use web-based software solutions. The iCIMS Talent Platform is the industry's premier Talent Platform, and enables organizations to manage their entire talent lifecycle from applicant tracking through onboarding and beyond through a single web-based application. With more than 700 clients worldwide, iCIMS is one of the largest and fastest-growing talent management system providers in the space. To learn more about how the iCIMS Talent Platform can help your organization, visit www.icims.com or view a free online demo at www.icims.com/demo.
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WALTON MANAGEMENT SERVICES TO HOST WEBINAR ON ECONOMIC STIMULUS AND BUSINESS TAX CREDITS

Ocean, NJ / April 8, 2009 -- Walton Management Services, Inc. announced today that they will host an Economic Stimulus business tax credit webinar on Tuesday, May 5 at 1:00pm.

Gary Smith, Vice President of Walton Management Services, will provide a legislative update on the expansion of federal and state tax credit categories for businesses as a result of the recent passage of The American Recovery and Reinvestment Act of 2009 (ARRA), signed into law by President Obama.

Additionally, Smith will explore how a company's day to day activity can generate federal and state tax savings in the form of cash or tax credits that improve a company's overall financial performance.

With revenue shortfalls and shrinking budgets, now more than ever companies are looking for additional ways to increase their bottom line. Federal and State tax credit programs do just that. They offer hiring incentives, location-based incentives, training grants, workforce incentives, capital investments and industry-specific incentives; all opportunities to add to a company's bottom line. These programs are expected to grow substantially in 2009 and beyond.

Business owners, financial officers, human resource officers or tax directors can use this webinar to learn how a comprehensive financial incentive review can uncover missed financial incentive opportunities.

Space is limited so individuals should reserve their webinar seats now at: https://www2.gotomeeting.com/register/868223656.

About Walton Management Services, Inc.
Walton Management Services, Inc. (WMS) is a leading national independent tax consulting firm that secures and administers valuable government credits and incentives for clients, thereby improving their financial performance and reducing their effective tax rate. Serving the Fortune 50 to mid-size companies, WMS identifies opportunities including: WOTC and other Hiring Credits, Federal Empowerment Zones, State Enterprise Zones, State Point of Hire Credits, Training Grants, Sales & Use Tax Recoveries, Sellable Tax Credits, Cost Segregation, Location Advisory Services, and I-9 Employment Verifications . To learn more about Walton Management, visit www.waltonmanagement.com/ or call 1-800-221-0832.




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Monday, April 06, 2009

Texas Company Using Online Talent Management to Weather Downturn

OTTAWA – April 7, 2009 – An upcoming webcast from Halogen Software will highlight the firsthand experience of Texas-based Convenience Foods Systems in using an online talent management system to weather the downturn. Communicating about performance has never been more critical than in the current economy. For Scott Mottern, regional manager of HR at CFS, using an online talent management system to align individual and corporate goals and focus on ongoing performance feedback is vital and allows everyone in the organization to have a clear line-of-sight into how their efforts and accomplishments help their organization reach its goals.

Date: April 16, 2009
Time: 2:00 PM - 3:00 PM ET
Presenter: Scott Mottern, Regional HR Manager at Convenience Foods Systems (CFS)
To register for the webinar visit: http://www.halogensoftware.com/news-events/webinars/wp_webinar.php?type=webinar&p=1021

Join this complimentary webinar where Scott Mottern, Regional HR Manager at CFS will share:
• Lessons learned in implementing an automated talent management system at two organizations to mend a broken process and reduce HR headaches,
• How he has used performance management data as the basis for other talent management practices such as succession and pay for performance initiatives,
• The crucial role this has played in aligning goals, improving employee engagement, unifying a fragmented corporate culture with a renewed focus on performance, and
• More recently, bringing a sense of security to employees via ongoing feedback in challenging economic times.

"CFS faces the same business challenges as many organizations, here in Dallas and around the world. Being able to strategically align the goals of employees with those of the organization, and provide ongoing feedback is more important now than ever. It ensures our organization has everyone pulling in the same direction," says Scott Mottern, regional HR manager at CFS. "We're excited to share our experience in using our online talent management system to help create a unified, corporate culture focused on performance – even in a down cycle."

Systems that can positively affect corporate performance are a coveted advantage in a downturn – a claim backed by recent industry research. A 2008 study by CedarCrestone, The Value of HR Technologies: Metrics and Stories, showed that companies who use strategic HR software have stronger operating income growth than those without. IBM's 2008 study Integrated Talent Management, found that "both smaller and larger companies who invest in talent management practices are more likely to outperform their industry peers."

About Halogen Software
Halogen Software is recognized as a market leader by industry analysts and strongly endorsed by the thousands of HR professionals who use their Talent Management solutions. The company offers a complete suite of web-based products that automate, simplify and integrate performance appraisals, 360 degree feedback, compensation management, succession planning and learning management. Halogen's offering makes HR best-practices accessible to companies of all sizes and its healthcare, financial services and professional services specific suites meet the unique needs of these industries. Halogen is consistently recognized by the i! ndustry and its customers for its exceptional
implementation and support services, and has won multiple awards for its corporate leadership and product innovation, including HR Technology Product of the Year. For more information, visit www.halogensoftware.com.

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Media contact:
Maggie Patterson
PR Consultant, Halogen Software
T: 613-989-1866
E: e-mail protected from spam bots



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Employees overrate their abilities, says study

TORONTO - (April 7th, 2009) Over the past 5 years employees in North America have consistently overrated their abilities, indicates a study conducted by The Beacon Group.

The Beacon Group, a leading advising firm in the field of organizational development, asked managers in the US and Canada to rate their employees after they had completed a self-assessment of their abilities. Employees were evaluated on traits such as ethics & integrity, customer focus, accountability, teamwork, decision making, communication and many others. The study analyzed over 10,000 individual surveys submitted over the past 5 years.

In 50% of the evaluations across all categories, managers ranked their employee's performance lower than the employee's self assessment.

Only 33% of manager evaluations were higher than the employee's self assessment.

"It's common for employees to overrate their abilities and this becomes a more pronounced trend during recessions when individuals attempt to promote their value to the organization", said Michael Sitayeb, Director Product Development & Marketing for The Beacon Group.

The average difference between a manager's evaluation and the self-assessment of an employee is only about 4 percentage points.

"Most employees try to be fair and reflective during self-evaluations" added Sitayeb.

Direct reports to the employee (if the employee had any subordinates) rated their managers in the best light. 67% of these evaluations were higher than the manager's self assessment. Meanwhile less than 8% of direct reports were harsher than the manager's self assessment.

"Even though these surveys are completely confidential, direct reports are sometimes fearful of their managers and inflate their evaluations," said Sitayeb.

An employee's peers may be the hardest crowd to please.

Peers rarely rated better than their co-worker's self-assessments, yet 42% of peer assessments indicated significantly poorer performance than what their peers thought they were displaying in the workplace.

Managers, Peers and Direct Reports uniformly believed that ethics & integrity, customer focus and delivering results were the strongest qualities displayed by each other in their workplace. Leadership & motivation, innovation and ongoing performance feedback in the workplace were the areas where the most improvement was required according to the survey.

The Beacon Group is a leading advising firm in the field of organizational development. Companies across various industries have used The Beacon Group's assessment products and advising services to leverage their investment in Human Capital. The Beacon Group specializes in Employee Surveys, 360 Feedback Assessments, Early Talent Identification (ETI), Management Training, and Performance Management Systems. Clients including Mercedes-Benz, Aeroplan, Xerox, Sony and SAP have used The Beacon Group's services to grow their thriving businesses.

For media inquiries please speak to Michael Sitayeb at 1-866-240-3948 or email at e-mail protected from spam bots.



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The Capstan Group rebrands it scheduling unit as COLEMAN CONSULTING.

SAN RAFAEL, CA. – April 6, 2009 – The Capstan Group, a leading boutique consulting firm, today announced the rebranding of its scheduling unit as Coleman Consulting; A Capstan Group Company.
Since its founding in 1984 by Stanford researcher Dr. Richard Coleman the company has saved hundreds of companies millions of dollars through its pioneering work in the deployment of capital and labor. Over the years, there have been many changes in the brand, including a period as the strategic consulting unit for a Silicon Valley software company. But through it all, the hands-on, implementation oriented methodology that made the company successful continues to drive real change and real savings into many organizations.
"We took the opportunity of the 25th anniversary to focus the scheduling business under a familiar brand," says Managing Partner Frank Pereira. "The Coleman Consulting name has been synonymous with results as proven by client testimonials and, more importantly, repeat business. We decided to bring that name to the forefront again. The consulting team remains the same as do our products and services."
About Coleman Consulting
Coleman Consulting is a strong team of proven leaders from industry and academia with backgrounds in operations research, consulting and management of 24-hour operations. Teams are based in San Francisco and Dallas/Fort Worth. Our teams focus on implementing new methods for deploying capital and personnel that achieve significant cost savings and increased profits for our clients. The company's extensive experience comes from over 600 clients worldwide and a quarter of a million people surveyed. Typical engagements are completed in 12-16 weeks. In a single facility, a new schedule can save $2-5 million a year. Larger facilities may find $10 million in annual savings. On large-scale projects achieving consolidation optimization, savings can be closer to $50 million. Unlike adding employees or equipment or increasing sales, changing schedules
improves margins with little extra investment. If you do it right, it is likely your employees will actually like their new schedules better – a win-win situation.



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Survey Finds Employer-Supplied Mobile Devices Could Be Sending the Wrong Message

April 7, 2009 – Washington – Do employees view employer-supplied mobile devices as a reward or an obligation? This was the research question at the heart of "Implications of Employer-Supplied Connectivity Devices," a new survey report by WorldatWork, a global human resources association focused on strategies for compensating and rewarding a talented workforce. Gayle Porter, Ph.D., a management professor at Rutgers University, was the principal investigator.

The survey found that management may unwittingly be fueling resentment by providing connectivity devices without clarifying expectations and boundaries of use. In the best conditions, issuing connectivity devices can facilitate work efficiency and improve work-life effectiveness. In other situations, the practice may communicate to employees that they are expected to never disconnect from work, which can lead to resentment or unhealthy work behaviors. Based on a survey of 627 employees across multiple organizations and industries, this research explored the prevalence of employer-supplied connectivity devices, along with users' work habits, impact on job performance and employees' perception of the intended message.

Key Findings
-Of the respondents who said they currently use a hand-held connectivity device, 55 percent said the company supplied their device.
-Three out of four users never turn off their devices.
-The majority reported that using their device enhanced (either greatly or moderately) their job performance. They most often attributed that to having remote access to tools for doing the job, such as maintaining contact with office colleagues or clients, or shortening response time.
-A very high percentage of respondents preferred work segmentation (clear boundaries between work and nonwork) rather than integration (permeable boundaries so that work and nonwork commingle).
-Only one-third of the total sample thought an employer-supplied device is part of a total rewards system, while nearly half believed an employer-supplied device signifies status or importance in the organization.

Many employees — 42 percent in this sample — believe being given an electronic device means they need to always be available. In companies that support work-life effectiveness, it is even more important that a clear message is given on how (and how much) technology is to be used in what traditionally is considered personal time.

"In the absence of policy guidelines, supported by appropriate communications about leadership's intentions, the prevailing cultural norms will be left to shape employees' beliefs as to how technology is to be incorporated into work patterns," said Kathie Lingle, WLCP, executive director of Alliance for Work-Life Progress at WorldatWork. "Since the "ideal worker" norm predominates in both national and organizational culture, supplying devices with no mention of boundaries (how much is enough and who decides?) is likely to send a message to employees that their work time is expected to spill over into evenings, weekends and vacations."

"Talent managers would be wise to assess in advance whether workers would view a supplied device as a perk or a tether," Dr. Porter said. "If the practice of supplying devices is adopted for performance enhancement or work flexibility, the only way to ensure that employees grasp the true intent is to communicate those objectives clearly. Otherwise, the practice might be misconstrued."

Survey methodology
Commissioned by WorldatWork, the U.S. survey of 627 employees in various functional positions was conducted by Gayle Porter, Ph.D., of Rutgers University. Respondents ranged in age from 20 to 73, with an average age of 38. To see the full report or to learn more about WorldatWork research grants, visit www.worldatwork.org.

About WorldatWork®
The Total Rewards Association

WorldatWork is a global human resources association focused on compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork provides a network of more than 30,000 members and professionals in 75 countries with training, certification, research, conferences and community. It has offices in Washington, D.C. and Scottsdale, Arizona.

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Infohrm Announces New Workshop on Human Capital Metrics Benchmarking

Washington, DC – April 7, 2009 – Infohrm, the global leader in workforce planning, reporting and analytics solutions, today announced a new workshop aimed at teaching HR professionals how benchmark data can be used more effectively for human capital decision-making.

The 3-hour session, titled "Benchmarking Fundamentals: Utilizing Comparative Data to Drive Decisions" will be offered as a complimentary pre-Summit workshop on Sunday, May 17, 2009, ahead of the full Workforce Planning Summit (May 18 and 19, in San Francisco, CA) .

Featuring a mix of lecture, case examples, group discussions, and peer networking, the workshop will challenge many common assumptions about the practice of human capital benchmarking, including:

• The relative value of industry benchmarks compared to location and job family metrics
• How benchmarks should be applied to strategic planning and budgeting processes
• The limits of external benchmarking in providing opportunities for process improvement

The workshop is open to any individual attending the Workforce Planning Summit; however, seating is limited. To register, go to the Summit homepage or contact Erin Denlea at 202-589-2668.

In addition to the pre-Summit benchmarking workshop, the Workforce Planning Summit offers practitioners the most comprehensive agenda of workforce planning and analytics training and networking available. Special events include:

Industry Consortia Networking Sessions

Launched in 2008, Infohrm's highly successful industry consortia offer HR practitioners unrivalled access to peer networking, best practices, benchmarking data, and industry analytics. Facilitated by Infohrm's measurement experts, the consortia address human capital measurement topics ranging from quantifying the impact of workforce planning to improving the execution of current planning processes.

The current consortia (Retail, Healthcare, Energy & Utilities, and Financial Services) will be joined by a new High-Tech consortium, tailored to professionals in the Computer Hardware & Software, IT Services, and Telecommunications sectors. Consortium members will have the opportunity to attend industry-focused sessions on both days of the Workforce Planning Summit.

Click here to learn more about joining an Infohrm Industry Consortium.

Executive Networking with Dr. John Boudreau

On Tuesday, May 19, Infohrm will host an invitation-only senior executive breakfast meeting with renowned HR measurement expert, Dr. John Boudreau, Professor and Research Director at the University of Southern California. The facilitated discussion will explore critical thinking on the role of human capital measurement in today's complex business environment.

Workforce Planning Maturity-Focused Breakout Sessions

To encourage the sharing of ideas among practitioners in similar stages of implementing workforce planning initiatives, special breakout sessions will be held on Monday, May 18. Each breakout will focus on a specific workforce planning maturity level (novice, intermediate, or advanced) and focus on sharing tactical tools and techniques for jump-starting a planning initiative or improving current processes.

Post-Summit Infohrm Academy Workshops

Established in 1982, the Infohrm Academy gives human capital practitioners the expertise and techniques to analyze business data, create workforce plans, and improve the quality of human capital decision-making. Infohrm will offer three post-Summit workshops:

Measuring the ROI of Human Capital (1-Day)
Workforce Planning (2-Days)
Advanced Workforce Planning (2-Days)

Each workshop is designed to guide participants through each step of the particular process of terrain, combining instruction on methodologies, frameworks, and applications, case studies, and interactive networking. Click here to learn more or register for a workshop.


"Workforce planning is a critical capability for business leaders attempting to manage their workforce through these challenging times," says Jeff Higgins, Executive Vice President of Client Services for Infohrm North America. "By combining keynote presentations with role-specific breakouts, consortia, and workshops, the 2009 Workforce Planning Summit offers tremendous value to participants from organizations of all sizes and industries."

The Workforce Planning Summit will be held on May 18-19 at the Fairmont San Francisco Hotel. Click here for more information or to register for the 2009 Workforce Planning Summit.

About Infohrm

Infohrm is the global leader in on-demand workforce planning, reporting, and human capital analytics solutions. With over 25 years of experience, and a strong customer base consisting of Fortune 1000, non-profit, and government clients, Infohrm has paved the way for organizations to measure the impact of human capital initiatives and drive business results. The Infohrm solutions couple leading edge software with strategic consulting and HR professional development services that focus on the analysis of data to help organizations make informed decisions around human capital practices.

Learn more at www.infohrm.com

Contact Information:

Mick Collins
Vice President, Marketing
202-589-2660



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CentraState Healthcare Recognized for Talent Management Practices in New Study

OTTAWA, ON – April 6, 2009 – A new research study from IDC recently recognized CentraState Healthcare System for its talent management best practices. The New Jersey-based healthcare system has realized a number of significant benefits which they have linked to their implementation of Halogen Software's healthcare specific talent management solution . The reported benefits of using this web based system include major cost savings, employer of choice status and compliance with industry standards such as those set out by the Joint Commission.

The IDC report notes that since rolling out the system in 2005, CentraState has been able to ensure all of their 2500 employees receive a regular performance appraisal while creating an estimated cost savings of over $35,000 per year. This is based on hundreds of hours saved by the hospital's direct managers each year.

They have also been recognized as an employer of choice. In September 2008, CentraState was recognized as one of the 100 Best Places to Work by Modern Healthcare. Participating healthcare organizations were ranked on eight core areas and CentraState was ranked in the top 20. The IDC study outlines how the organization's talent management strategy, which focuses on clear and consistent employee communication played an instrumental role in positioning CentraState as an employer of choice.

"In 2004, we felt we were the best place to work. It is solutions like Halogen eAppraisal that have now helped us become widely recognized as one of the best places to work in healthcare," explained Fran Keane, Vice President of Human Resources, CentraState Healthcare System.

With Halogen eAppraisal Healthcare CentraState has been able to create a talent management process that not only follows best practices but is also highly transparent and accessible. The IDC study examines this important benefit, citing that managers now have detailed employee information available on-demand that they can easily access at any time. Both employees and managers can easily reference goals set at the beginning of the year and track progress and adjust expectations as needed. Another important benefit of their online system is that CentraState is able to quickly and easily demonstrate compliance with Joint Commission accreditation requirements. Using the solution's unique real-time reporting the hospital can monitor and document on-time completion statistics for performance appraisals, view
individual and group ratings on competencies, compare performance scores to targets as and identify training needs across the organization, which are key areas assessed by the Joint Commission.

More than 500 healthcare providers across North America, including community and larger hospitals, multi-center health networks, long-term care facilities and medical groups rely on Halogen's healthcare solution to help them attain best practices in talent management. Built to drive industry best practices, Halogen eAppraisal Healthcare is the only solution available that addresses the unique needs of the healthcare industry, including key areas such as regulatory compliance and managing clinical competencies. After a careful selection process, The American Hospital Association (AHA) also exclusively endorsed Halogen eAppraisal Healthcare as its employee performance management solution of choice.

To read the full IDC study, please visit: http://www.halogensoftware.com/files/PDF/case_studies/IDC_Case_Study_CentraState.pdf

About CentraState Healthcare System
CentraState Healthcare System is a private, not-for-profit health care organization that is dedicated to excellence, with a focus on a full circle of health and wellness for its community. Based in Freehold, New Jersey, the organization consists of CentraState Medical Center, three senior living communities, a family medicine centre, CentraState Healthcare Foundation, and an outpatient centre that opened in late 2007.

About Halogen Software
Halogen Software is recognized as a market leader by industry analysts and is strongly endorsed by the thousands of HR professionals who use their Talent Management solutions. The company offers a complete suite of web-based products that automate, simplify and integrate performance appraisals, 360 degree feedback, compensation management, succession planning and learning management . Halogen's offering makes HR best-practices accessible to companies of all sizes and its healthcare, financial services and professional services specific suites meet the unique needs of these industries. Halogen is consistently recognized by the industry and its customers for its exceptional implementation and support
services, and has won multiple awards for its corporate leadership and product innovation, including HR Technology Product of the Year. For more information, visit www.halogensoftware.com.

Media contact:
Maggie Patterson
PR Consultant, Halogen Software
T: 613-989-1866
E: e-mail protected from spam bots



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CERTPOINT SYSTEMS PARTNERS WITH MEDCOM TRAINEX, INC. TO OFFER EXTENSIVE LIBRARY OF HEALTHCARE COURSES. Professionals in Healthcare sector to benefit from online educational courses

CERTPOINT Systems™, a leading global provider of corporate training software and solutions, today announced they have partnered with Medcom Trainex, Inc. to distribute their extensive library of healthcare training courses to CERTPOINTVLS™ users. A full list of the courses offered through Medcom Trainex will be available for download at www.certpointsystems.com beginning on April 15, 2009.

Medcom Trainex is known as the healthcare industry's top producer and supplier of multi-media healthcare educational products. Their course catalog features over 1,000 of the most up-to-date training courses for healthcare employees and professionals including a multitude of mandated educational programs from JCAHO, OSHA and HIPPA.

CERTPOINTVLS users will have the ability to combine a number of Medcom Trainex's off-the-shelf content such as, Specialty Cross-Training in Cardiac Monitoring, Emergency Room and Oncology, Nursing Continuing Education and Billing and Coding with custom courses created using CERTPOINT's Authoring Tool, Content Creator.

The partnership between CERTPOINT Systems and Medcom Trainex will streamline the process of finding and delivering the necessary educational training programs for healthcare providers.

"We are thrilled to enter into a new partnership with CERTPOINT Systems. They have an excellent, robust Learning Management Platform that is already being used by several healthcare entities. Our courses, designed specifically for healthcare employees, will enable CERTPOINT Systems to provide a full solution to their clients, and at the same time enable Medcom to have a greater reach in the healthcare field. The partnership is a great match for both companies," said Robert A. Santanello, National Accounts Director of the Distance Learning Department for Medcom Trainex, Inc.

Since the new administration in Washington, D.C. took effect earlier this year, a great deal of pressure has been placed on the healthcare industry to meet various policies and training requirements. With the increase of regulations and a decrease in personnel and budgets, the healthcare industry is researching and implementing new ways to deliver these stringent requirements in a fast and highly effective manner. Through the use of CERTPOINT's all-in-one enterprise learning platform, CERTPOINTVLS, in conjunction with Medcom Trainex's extensive course catalog, hospitals and healthcare providers are armed with the tools and procedures necessary to conform to such demands in a cost effective manner.

"Certainly, solutions that offer healthcare organizations a cost-efficient approach to training will be welcome by the industry," said Josh Bersin, president of Bersin & Associates, a research and advisory firm focused on enterprise learning and talent management. "Our just-published research on healthcare learning shows that healthcare lags significantly behind most other industry sectors in several major metrics. This trend is in direct juxtaposition with the increased pressures for compliance training and demand for healthcare services."

About CERTPOINT Systems Inc.

CERTPOINT Systems provides an all-in-one software suite to manage talent, deliver knowledge, and track business results. Global leaders like Toyota, Honda, and Black & Decker use CERTPOINT's technology to arm their
employees and partners with the knowledge they need to win and retain customers. CERTPOINT helps more people in more places easily gain knowledge faster with measurable business results. Founded in 1996, CERTPOINT is used by more than 1,000 businesses in over 35 countries and languages to deliver knowledge beyond the organization deep into sales and service channels. Please visit www.certpointsystems.com.

CERTPOINTVLS TM is a global learning technology solution that puts talent and knowledge to work throughout the organization and extended enterprise to increase and measure performance on the job for stronger business results. The suite integrates Learning Management (LMS), Content Management, Competency Management and Collaboration into a seamless learning system for creating, managing, delivering and tracking all online learning activities.

CERTPOINT Systems, the CERTPOINT logo and CERTPOINTVLS are trademarks or registered trademarks of CERTPOINT Systems Inc. and/or its affiliates in the United States and/or other countries. Other names may be trademarks of their respective owners.


About Medcom Trainex, Inc.

Medcom Trainex is a 35 year old, fully accredited CE/CME Provider. We are accredited to issue CME/CE for Physicians, Nurses, Pharmacists, Nurse Practitioners, Physician Assistants, etc. Medcom Trainex is an American Nurses Credentialing Center (ANCC) Authorized Provider of Continuing Education and an Accreditation Council for Continuing Medical Education (ACCME) Authorized Provider of Continuing Education for Physicians.

We have worked together with associations such as the American Lung Association, the Alzheimer's Association and American Cancer Society; teaching hospitals such as Stanford University, Mayo Clinic, Baylor University, John Hopkins, Mass General, Brigham and Women's, Children's Hospital of Philadelphia, Parkland Memorial Hospital and New England Baptist Hospital; and leading companies such as Pfizer, Schering, Eli Lilly, several divisions of J & J, Zoll, Spacelabs, BSN and Davol.

When producing a new program, we seek out the top names in that specific field, both individuals and institutions. Those experts and groups will create the content and we produce the multimedia based upon their content. The advantage to the learner would be that the programs would have immediate credibility and name recognition, affording a wider audience to the facility using the courses.




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listed above.

Sunday, April 05, 2009

HRmarketer.com Unveils New SEO Center for Human Resource Suppliers

CAPITOLA, Calif. / April 6, 2009 – As more and more human capital decision-makers turn to the Internet to locate technology and services, HRmarketer.com has launched a new "SEO Center" that will help clients improve their SEO and track their keyword rankings on Google, Yahoo, and MSN—plus monitor the impact of web site content changes on their search engine rankings.

Search engine optimization (SEO) technology is increasingly critical for vendors trying to reach HR professionals, according to a recent survey by HRmarketer.com, the industry's top marketing firm. The company has partnered with ZoomRank, a web-based service that monitors search engine rankings, to deliver the powerful new SEO analytical measure. All active HRmarketer.com members will gain access at no additional charge to the enterprise version of ZoomRank's keyword ranking technology tool.

The technology allows HR vendors to:

- Track their keyword rankings on Google, Yahoo, and MSN with automatic average daily rankings displayed on their HRmarketer.com "dashboard" and via email reports.
- Monitor the impact of content changes on their web site and inbound links on search engine rankings.
- Optimize organic SEO campaigns and improve their rankings over time.

The center will also offer "SEO One on One" – free 30-minute appointments for HRmarketer.com members to speak with an SEO expert who can assist them with keyword research, META tags, web site design, inbound links and more. Members can schedule as many free sessions as they choose. HRmarketer.com has also assembled a library of articles and tools to help HR vendors with keyword selection – the most important aspect of SEO – and search engine optimization.

"Our customers understand that that when used properly, HRmarketer.com's tools and resources will increase a company's [web site visibility] and search engine rankings," said Kevin Grossman, president of HRmarketer.com. "Our new SEO Center gives them the opportunity to accurately measure their success, in addition to providing personalized SEO consulting and education."

"The partnership between HRmarketer.com and ZoomRank provides the foundation for the human capital industry to quickly move to the front of the line in SEO and online marketing," said Scott Johnson, president of ZoomRank. "I became an early user of HRmarketer.com in 2001 – they helped my company build a first-rate marketing program. When I began working with ZoomRank, it was only natural that I would partner with HRmarketer.com to deliver our service to the HR industry. Their commitment to providing high-ROI marketing tools and services to HR vendors is perfectly consistent with ZoomRank's mission."

About HRmarketer.com
HRmarketer.com is a division of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. Through its marketing and public relations services, the company has serviced nearly 500 human resource and employee benefit service providers, helping them generate publicity, website traffic, sales leads and improved SEO.

About ZoomRank
ZoomRank (www.zoomrank.com) is a web-based service that automatically tracks search engine rankings for critical keywords. Search Engine Optimization (SEO) is an important part of any effective marketing strategy today. ZoomRank affordably automates SEO monitoring for corporations, small and medium businesses, and SEO agencies.

Media Contact
Elrond Lawrence, Fisher Vista, LLC
831.757.9100
elawrence(a)fishervista.com



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listed above.

Recruiting Pods: Customized Podcasts For Recruitment Agencies

Recruiting Pods is a new service from Chris Russell and Peter Clayton, two veteran podcasters. The duo will produce & host customized podcasts for employment agencies, recruiters, and executive search firms that allow them to take part in new media marketing. These on demand radio shows will appear on recruitingpods.com, iTunes, and other podcast aggregation sites. Each firm promoted through Recruiting Pods will get a customized plugin to play their shows on their own web sites.

Employment agencies, third-party recruiters and executive search firms can now easily and inexpensively take advantage of the growth in the Web 2.0 world of online marketing. "Podcasts have a threefold ad effectiveness increase over traditional online video and a sevenfold effectiveness increase over television, according to a survey conducted by Podtrac in 2008," Clayton said. "When I started podcasting in 2005, nobody knew what a podcast was." He continued, "This year, eMarketer estimates there are 22 million internet users who download at least one podcast per month. Podcasting is radio TiVo: The tremendous success of the iPhone and other smart phones is fueling the growth, interest, and popularity of podcasts."

Russell projects recruiters will use the service for more than just promoting current positions they're trying to fill. "This is a great medium for recruiters to share their expertise, qualifications, specialties -- their unique value proposition." A number of the Recruiting Pods programs will be cross promoted on career advice internet radio station JobRadio.fm, according to Russell.

Recruiting Pods podcasts will be produced and managed by Peter Clayton. Peter is well known in the recruiting industry for his Total Picture Radio podcast which frequents the topics of employment trends, recruiting, career management, and leadership development. His Connecticut based studio "connects to the world by telephone, making the recording process simple and immediate."

Recruiting Pods can be reached on the Web at http://recruitingpods.com/ by phone at 203-454-5733 or by emailing e-mail protected from spam bots.



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Thursday, April 02, 2009

Recruiting Makeover Contest Launches at TAPC Conference

ST. LOUIS, April 2, 2009 – The "Recruiting Makeover" contest is launching at the 2009 TAPC Conference on April 2nd. Industry leading products, services and personalities are coming together to offer one lucky staffing or recruiting firm the chance to win a complete business renovation worth $50,000.

The winner will receive technology solutions, services and expert advice from the recruiting industry's "best of breed" companies which includes Broadlook, Buzz Recruiter, Careerbuilder.com, Good as Gold Training, Sendouts, SGA Executive Tracker and TFI Resources.

"Sendouts has been fortunate to have dynamic growth and one of our main goals is to give back to the recruiting industry. We want to create the opportunity of a lifetime for one very special recruiting or staffing firm and make a lasting impact," said Jonathan Herrick, Sendouts VP of Sales. "Never before has a contest been offered that will change a business so dramatically. Top players in the industry have pulled together to offer this extraordinary $50,000 makeover."

To enter the contest, visit the Sendouts booth (#33) at the 2009 TAPC Conference in Houston, TX or visit www.recruitingmakeover.com. The contest runs from April 2nd, 2009 to June 12th, 2009 with the winner being announced via webinar on June 15th, 2009.

About Broadlook
Broadlook Technologies is the leader in the development of innovative software and services that empower HR Professionals to leverage the Internet for the identification and acquisition of passive candidate and competitive intelligence necessary to grow revenues and improve productivity. For more about Broadlook, visit their website at www.broadlook.com.

About BuzzRecruiter
There are plenty of web design agencies out there! Some are even good. But where can recruiters find a design agency that both understands recruiting as well as professional web design, and has the one-on-one recruiter care promise to bring it all together? Visit BuzzRecruiter.com.

About CareerBuilder.com
CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com, is the largest in the U.S. with more than 23 million unique visitors, 1 million jobs and 31 million resumes. CareerBuilder works with the world's top employers, providing resources for everything from employment branding and data analysis to talent acquisition. More than 9,000 Web sites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder's proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company, The McClatchy Company (NYSE:MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the U.S., Europe, Canada and Asia. For more information, visit www.careerbuilder.com

Good as Gold Training
Good as Gold Training was established in 1993 and provides comprehensive, cutting-edge training solutions that you can count on to catapult you forward, showing you exactly how to achieve and maintain the higher levels of professional success and financial freedom that you've always wanted, and that you undoubtedly deserve. Leading this highly professional team is Barbara Bruno, CPC, CTS, the CEO of Good as Gold Training, who has devoted her life to increasing the sales, profits and incomes of the individuals she trains. For more information, please visit www.goodasgoldtraining.com.

TFI Resources
TFI Resources is a multi-state payroll service providing a full range of services to recruiters in the temporary, contract and permanent placement industry by providing employer of record service, payroll funding and payroll processing. Many independent recruiters utilize TFI to expand their business to include temporary and contract placements while mid-size and large staffing firms use TFI to serve as employer of record for temporary and contract placements in states where they are not registered or licensed to do business. For more information, visit www.tfiresources.com.

About Sheila Greco Associates, LLC
SGA's primary mission is to dramatically shorten the amount of time it takes clients to find the RIGHT executives. Since 1989, SGA has been a True Recruiting Solutions Company, specializing as a single source provider of online data, Custom Research, Recruiting Support, and candidate name generation to executive search and HR professionals. To learn more about SGA visit http://www.sheilagreco.com/.

About Sendouts, LLC
Sendouts is the leading, single source provider of recruiting software for third party staffing and recruiting firms. Sendouts web-based recruiting software enables recruiting firms to streamline their recruiting process, increase productivity, and make more placements. Additionally Sendouts provides unparalleled training and support and is backed by an industry leading 98% customer satisfaction rate. Sendouts clients on average achieve an internal growth rate of 48% and increase job order fill rates by over 20%. Sendouts helps more than 1000 firms automate and manage the entire recruiting process, from sales to final placement, For more information, visit www.sendouts.com or call 877-309-5222.




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listed above.

ERC DATAPLUS PROMOTES TWO CURRENT SENIOR EXECUTIVES TO NEW POSITIONS

Norwalk, CT. --- (April 2, 2009) -- ERC Dataplus, a leading human resource technology company, today announced that Peter Clarke has been appointed President and COO and Carla Knoll was made Executive Vice President, Channel Management.

Peter Clarke, one of the founders of ERC, joined ERC in 1994 as Chief Technology Officer (a responsibility he will retain) and was the principal architect of ERC's first application, an IVR-based employment prescreening application. By today's standards, Selectech 1.0 was simple, but at the time it was revolutionary. It is believed that this IVR application was the first of its kind and that the online administration developed to support it was one of the first uses of the Internet to deliver applications in an Software as a Service (SaaS) environment. Under Peter's leadership the Selectech application has been designed and implemented with a modular design and industry-leading WizardDrive(SM) technology allowing clients to only use those pieces that meet their specific needs. Beginning in 2006, Peter began assuming more operational responsibilities and this promotion recognizes his leadership role and
contribution to ERC's growth and development over the past 15 years.

Carla Knoll initially joined ERC in 1999, and took a leave in 2005, to concentrate on family. She rejoined ERC as its Vice President, Business Development in February 2008 and was heavily involved in the development of the industry's leading ATS reseller program. In addition to her contribution to the development of the SelectechPowered(SM) Reseller Program, Carla has actively engaged with program partners in developing strategic business plans to add new revenues to their organizations.

"I am delighted to be able to recognize these two key executives with promotions for their numerous contributions to ERC. Peter has been with us, essentially, from the start and has been able to take my vision and develop tangible, industry-leading products that deliver great value and ROI to our clients. Under Peter's leadership, I expect that to continue into the foreseeable future. Since returning to ERC, Carla has been instrumental in the launch and ongoing development of our Channel Partner Program.. She has lead the sales force in signing up the reseller partners, building relationships with them, getting them trained and ensuring that they are given the support they need to be successful. In recognition of her knowledge and expertise, Carla has been asked to become a contributing advisor to a key industry organization, National Association of Background Screeners (NAPBS). I am extremely proud of Carla
and the entire ERC team," said Paul Rathblott, ERC Dataplus CEO.

About ERC Dataplus

ERC Dataplus delivers Web-based HR management solutions that help organizations optimize their workforces by implementing technology to drive efficiency. Since 1993, ERC has enabled leading financial service firms, call centers, retailers, hospitality organizations and Fortune 2000 companies to automate and enhance their employee recruitment, selection, development and retention.

ERC's comprehensive recruiting solutions help manage the entire hiring process from applicant attraction, pre-qualification, assessment and interview coordination through on-boarding. In addition to saving time and reducing administrative burdens associated with both non-exempt and exempt employee recruiting, ERC solutions improve the quality and quantity of qualified candidates, reduce turnover, fill openings more quickly and provide analytics that allow organizations to better manage and measure all hiring-related activities.

ERC also offers post-hire HR technology through its performance management and multirater assessment applications, talent inventory management, and employee surveys (new hire, exit and climate surveys).

ERC's applications are modular in design and easy to use allowing clients to select what they need, when they need it. To learn more about ERC and its portfolio of cost effective staffing solutions, visit www.ercdataplus.com or call 1-888-ERC-CORP (372-2677).

ERC also offers the industry's most comprehensive ATS White-Label Reseller program. It includes a complete applicant tracking system pre-integrated with background screening, and ERC Assessments, and I-9 Management. Account ownership remains with the reseller, and sales, training and deal support are provided. To learn more about ERC's reseller opportunities, visit www.SelectechPowered.com, send an e-mail to info(at)SelectechPowered.com or call 1-800-700-2562.



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listed above.

Hogan Assessment Systems Launches New Brand

Tulsa, OK, April 2, 2009 -- Hogan Assessment Systems today unveiled a sweeping transformation of its corporate identity and product line up. Hogan's new charismatic brand is a representation of the company's innovative ideas and masterfully-designed products and services.

"Our brand is a trusted symbol that stands for quality and innovation in personality assessments," added Robert Hogan, President of Hogan. "Today, we're giving our brand a charismatic look that reflects who we are and differentiates us in the highly saturated market of personality assessments."
The most significant change of the new Hogan logo is that it now reflects a shortened company name from the former "Hogan Assessment Systems" to "Hogan". The logo and new, sleek design application is now featured on the company's website and product lineup.

"In recent years, we have experienced substantial international and domestic growth by creating ground-breaking assessments, expanding our report offerings, and advancing our technology platform." said Natalie Tracy, Director of Marketing and PR. "We are excited to introduce a brand identity that not only reflects these milestones, but also identifies with the charisma and personality of the Hogan name."

Over Hogan's rich 30 years history, the company has made significant advances in the world of personality assessment:
• In 1980, Dr. Robert Hogan introduced the Hogan Personality Inventory as the first measure of normal personality designed specifically for business applications.
• Hogan provides assessments around the globe in over 30 languages.
• Over half of the Fortune 500 companies have used the Hogan assessments.
• Performance data are available for more than 400 jobs from entry-level to executive leadership.
• In 2007, Hogan released the Hogan Business Reasoning Inventory as the first cognitive assessment measure that identifies decision-making style in a business environment and predicts occupational success.
• The comprehensive suite of assessments now includes the Hogan Personality Inventory (normal personality), the Hogan Development Survey (derailing tendencies), the Motives, Values, Preferences Inventory (values inventory), and the Hogan Business Reasoning Inventory (cognitive ability).

With a fortified market position and expanding global distribution, the new brand makes a bold statement about Hogan's strength as the standard for research-based personality assessment.

About Hogan
Hogan Assessment Systems is a global personality assessment provider that focuses on employee selection, employee development, and talent management. Hogan specializes in implementing selection systems to identify high potential candidates for targeted positions and leadership development tools to help emerging leaders realize their full potential. Hogan's assessments can be administered in multiple languages and are available a state-of-the-art internet platform, giving customers accurate feedback within seconds of completion. For more information visit www.hoganassessments.com.



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
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