Breaking Human Resource News

Lucas Group Expands its Offices in Tampa, FL

2008-10-02T11:24:00.001-07:00

Lucas Group, an executive search firm, recently announced the expansion of its offices located in Tampa, FL. Shawn McKinstrie, Managing Partner for Lucas Group Accounting & Finance and Kathy Franklin, Managing Partner for Lucas Group Search will continue to oversee both divisions.

"When you have top notch talent you are able to make things happen in less than perfect conditions," stated Art Lucas, President and CEO of Lucas Group. "Because of the hiring/promoting of Shawn and Kathy, we were able to expand our offices during these tough economic times."

Shawn McKinstrie has an eleven year track record in the recruitment industry and has been instrumental in developing new divisions while contributing to sales and management responsibilities. Shawn frequently speaks on trends affecting the accounting and finance field drawing client's interests. His new team in Tampa, FL specializes in all faucets of Accounting & Finance on both the permanent and contract areas.

Kathy Franklin's experience in overseeing the successful placement of senior engineers to executive management positions combined with her team's contributing top sales and overall success with prior employers allows both herself and her team to be results oriented in the success of placing long-term candidates for top-tier companies. Her Search Division places in industries such as Aerospace/Defense, Engineering, Human Resources, Supply Chain, Manufacturing, Medical and Technology.

About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.

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WorldatWork Wins Award from American Psychological Association

2008-10-02T10:21:00.001-07:00

Media contact:

Erin Ryan
WorldatWork
Phone: 480-304-6824
E-mail: e-mail protected from spam bots

WorldatWork Wins Award from American Psychological Association

October 2, 2008 — WorldatWork has won the Arizona Psychologically Healthy Workplace Award from the American Psychological Association (APA). The APA award honors organizations, both public and private, that are leading the way in developing a psychologically healthy workplace, one that integrates employee goals of health and well-being with organizational goals of performance and productivity.

As the sole winner of the state-level award in Arizona, WorldatWork is now eligible for the National Psychologically Healthy Workplace Award, to be awarded in March 2009 in Washington, D.C.

"Poor working conditions are bound to adversely impact your mental state and health," said WorldatWork president Anne C. Ruddy, CCP. "As the global association for human resource practitioners, we hold ourselves to the highest standards of creating a positive work environment where employees can thrive."

"In this time of high job stress and increasing demands on employees, this exemplary workplace has made it a priority to create an environment that is sensitive to the health and well-being of their workers," says Dr. Matilda Canter, president of the Arizona Association. "By rewarding this organization for their efforts, we hope others will take notice and implement similar programs in their workplaces."

The award application process includes several steps. First, organizations complete and submit an initial application. After the application is reviewed by representatives from the psychological association in the state in which the company is located, organizations are selected for a site visit. In addition to touring the facilities, the state psychological association representatives administer an employee survey and talk to individuals at various levels throughout the organization including senior managers, human resources personnel and other employees. Applicants are evaluated on their efforts in the following five areas:
• Employee Involvement
• Work-Life Balance
• Employee Growth and Development
• Health and Safety
• Employee Recognition

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 Scottsdale, Arizona, and Washington, D.C.

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DUE TO INCREASING GROWTH AND DEVELOPMENT, MONAVIE EMPLOYS LEARNING MANAGEMENT SUITE:

2008-10-02T09:32:00.001-07:00

Long Island, NY – October 3, 2008 – CERTPOINT, today announced MonaVie (www.monavie.com), maker of the premier blend of the Brazilian acai berry, will deploy CERTPOINT's Learning Management System, CERTPOINTVLS™, in an effort to provide training material and courses to its growing distributor workforce both stateside and globally.

"Our independent distributor team is expanding rapidly every day," said Barry Phillips, Director, IT Training Solutions, MonaVie. "We needed an all-in-one staging site where our distributors can go to access company documentation and receive product training — without time, language or location constraints. CERTPOINTVLS™ has all of this and much more. Using CERTPOINT's technology, it will allow us to manage all aspects of our internal training needs."

Through self-guided training courses hosted by CERTPOINTVLS™, MonaVie distributors can educate themselves on products, the company, policies and procedures, internal processes/systems and the MonaVie brand. Administrators will have the ability to create custom courses using Content Creator, one of the unique features of CERTPOINTVLS™.

"With the anticipated growth of MonaVie, we are excited to be able to come into their company at a critical point and help assist with their training needs," said Brian D. Baloga, Senior Vice President of Sales, CERTPOINT. "We are pleased to support the growth of their business and work with an innovative company."

About MonaVie
MonaVie LLC (www.monavie.com) is a rapidly growing company that distributes products to markets around the world. Introduced in January 2005, MonaVie develops and markets scientifically formulated, premium quality products, specifically for person-to-person distribution. Developed with a philosophy of Balance-Variety-Moderation, MonaVie brand products deliver phytonutrients and antioxidants to promote and maintain a healthy and active lifestyle.

About CERTPOINT
CERTPOINT provides an all-in-one software suite to manage talent, deliver knowledge and track business results. Global leaders like Toyota 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 1000 businesses in over 35 countries and languages to deliver knowledge beyond the organization deep into sales and service channels. Please visit www.certpointsystems.com.

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HRmarketer Debuts Monthly "News for HR" E-newsletter, Spotlighting the Latest Industry Reports, News and Features.

2008-10-02T06:15:00.001-07:00

CAPITOLA, Calif. / October 4, 2008 – HR executives and professionals can keep up with breaking news, research papers, podcasts and other content from industry thought leaders with News for HR, a newsletter launching this month from HRmarketer.com.

The monthly online newsletter's starting circulation includes over 70,000 opt-in HR decision-makers. Advertising opportunities are available to HR vendors. The newsletter is available at no charge from the popular marketing and PR services firm.

The debut issue, dated for September 2008, leads off with "Ten Steps for Hiring the Best Every Time," an essay from noted recruiting guru Lou Adler. Other articles include "My Contractor Said They Performed A Background Check," by Nick Fishman of employeescreenIQ; "Ten Key Steps to Effective Succession Planning," by William J. Rothwell, Ph.D., of Halogen Software; and "Best Practices in Talent Acquisition and the Applicant Experience," a webcast by Forrester Research senior analyst Zach Thomas and NowHIRE.

Rounding out the featured content is a podcast produced by Juice, Inc. on "The Five Drivers of Engagement" by Michael Ebaugh, corporate director of learning and development at Botsford Hospital in Michigan, plus a roundup of the latest in HR software and services news—including benefits, compensation, talent management, employee training and development and more.

To sign up for the newsletter, visit http://www.hrmarketer.com/users/clients/HTMLEmail/newsforhr.html

For advertising rates, contact Jonathan Goodman at jgoodman(a)hrmarketer.com.

"This is the first newsletter that draws content exclusively from thought leaders in the HR and employee benefits space, as well as software and services providers," explained Mark Willaman, founder and president of HRmarketer.com. "New white papers, podcasts and webcasts are being released every day, and this is a convenient way for HR executives to have these resources at their fingertips."

The newsletter is another product of HRmarketer.com's 2008 redesign, which includes the launch of its Human Resources Community portal. The high-tech center helps HR suppliers showcase their companies and share their expertise with professionals and decision makers. It's also become one of the industry's largest knowledge centers, with a library of over 1,000 items.

About HRmarketer.com
HRmarketer.com is a service of Fisher Vista LLC, a marketing and information services firm focusing on the human capital and health care industries. HRmarketer.com's on-demand software combines a database of marketing and public relations (PR) opportunities with press release distribution, campaign management and content syndication services that help HR suppliers generate publicity, website traffic, sales leads and improved SEO.

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WorldatWork Survey: Balancing Consistency with Localization Key to Compensating a Globally Dispersed Workforce

2008-10-01T15:03:00.001-07:00

Media contact:
Marcia Rhodes
Media Relations
WorldatWork
Phone: 202-315-5517 or 480-304-6885
E-mail: e-mail protected from spam bots

WorldatWork Survey: Balancing Consistency with Localization Key to
Compensating a Globally Dispersed Workforce

October 1, 2008 — As companies focus more keenly on talent management and workforce issues, employee rewards play an increasingly important role in global, complex organizations. A new WorldatWork survey reports that consistency balanced with localization is key to compensating a globally dispersed workforce.

Results from the 2008 WorldatWork Global Compensation Practices survey reveal some emerging trends and areas of improvement for organizations operating across borders.

Key Findings:
- There is an emerging trend toward greater centralization in compensation systems: the percentage of multinational companies reporting a more centralized approach to compensation increased from 49% in 2004, the first year this survey was conducted, to 53% in 2008.
- Despite the trend toward centralization of compensation systems, just over half (54%) of respondents have HR Information Systems (HRIS) that cover most or all of their operations, making consistency a challenge when operating globally.
- Nearly half (47%) of those with a decentralized global compensation structure give it a mixed review in terms of effectiveness, but 42% say it is either a "mostly" or "very" effective structure.
- Regionally, a comparison of figures from 2004 to 2008 reflects growing integration of European Union member states aligning compensation across borders: 23 percent of respondents reported that Western Europe presents challenges this year, down from 33 percent in 2004 for Western Europe.
- Asia continues to present challenges in developing a global compensation system; 70% of respondents indicated it is a major challenge this year compared to only 55% in 2004.
- Among equity programs, stock options are the equity tool most commonly implemented globally, with 72% overall responding in the affirmative. Other prevalent equity tools are restricted stock units (69%), employee stock purchase plans (48%) and performance share plans (47%).

"When it comes to compensating a globally dispersed workforce, multinational corporations would be wise to balance consistency with localization," said Adam Sorensen, GRP, global total rewards practice leader for WorldatWork. "In addition, communicating the value proposition to employees will be a great competitive advantage given that, according to our survey, a surprisingly low number (13%) of employers issue rewards statements to employees globally."

About the Survey
The 2008 WorldatWork Global Compensation Practice survey was conducted in July 2008 to update a survey first conducted in 2004. A total of 461 responses were received during a two-week period. 69 percent of responding organizations (n = 312) have operations outside the US; a majority (77 percent) have operations in Western Europe. At least 85 percent of survey respondents were mid- to senior-level HR practitioners for large corporations.
Detailed survey results will be presented at the WorldatWork Total Rewards Europe 2008 Conference to be held 28-30 October 2008 at the Sheraton Brussels Hotel, Brussels, Belgium. For more information, visit www.totalrewardseurope.org.

Media interested in attending the conference or seeing a copy of the full survey report may contact e-mail protected from spam bots.

About WorldatWork®
The Total Rewards Association

WorldatWork (www.worldatwork.org) 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 Scottsdale, Arizona, and Washington, D.C.

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Florida Salary and Benefits Survey: Merit Raises and Turnover Lower Than National Average

2008-10-01T14:33:00.001-07:00

CLEARWATER, FL / October 2, 2008—Lower employee turnover and lower merit raises are the findings of an annual statewide salary, wage and benefits survey by Effective Resources, Inc.

The salary survey — held in coordination with the HR Florida State Council, a Society for Human Resource Management affiliated council —covers data from 245 Florida employer participants, representing more than 1.5 million employees.

The regional surveys cover Tampa Bay, South Florida, Gulf Coast, Central Florida, and Northeast Florida, while the overall survey covers the entire state. The wages reported reflect August 2008 rates, and include industry groups such as banking, finance and insurance, government/education, healthcare, hospitality, manufacturing/distribution, not-for-profit, staffing/employer services and retail.

Among the highlights of the survey's findings:

- The average monthly employee turnover for Florida employers is 1.8%—considerably lower than the 2.5% reported last year and much less than the national average of 3.1%.

- A marked decrease in merit increases. The reported 3.6% planned merit increase is lower than the national average of 3.8% and is down from 3.9% as reported in last year's survey.

"To retain your best performers, don't forget about non-cash incentives" suggests Barry Brown, president of Effective Resources Inc., the owners of SalarySurveyOnline.com. "There are other ways to recognize, reward and motivate employees. Rather than increasing base pay, consider using lump-sum merit increases. They do not increase base pay and the associated costs, but still recognizes the employee's performance."

Aggregate wage information is reported for 328 jobs with data break-outs by region/county, industry, company size, and more. The surveys also include an extensively detailed nine-section benefits report with details for medical premium increases, life insurance and disability plans, medical out-of-pocket costs, 401(k) matching, vacation and sick time, and other important issues facing today's employers.

Visit http://www.salarysurveyonline.com to learn more about the surveys and their availability.

Click here to view a complimentary Executive Summary:
http://www.SalarySurveyOnline.com/Default.asp?Location=ES/SSO_FLES_2008.pdf&RefCode=PressRelease2008

About Effective Resources
Effective Resources, Inc. is a leading human resources consulting firm specializing in providing companies assistance with compensation issues, affirmative action plan preparation, salary surveys and employee opinions surveys, as well as other areas of human resources. Effective Resources, Inc. has been in business since 1992. Visit our website at: http://wwwEffectiveResources.com

Contact Information:
Barry Brown, SPHR CCP
Effective Resources, Inc., President
Voice: 800-288-6044
E-Mail: e-mail protected from spam bots

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Try throwing the box out and thinking outside the door

2008-10-01T13:12:00.001-07:00

In today's challenging business climate, an organization's need to develop new and innovative products and services is at an all time high. In fact, according to A.G. Lafley, CEO of Proctor and Gamble, if an organization hopes to have a chance at all, they must focus the entire organization around this key concept.

However the age old question remains - how are we going to be innovative? In far too many cases, leaders of organizations throw out one of the most over used, and under explained terms "we have to think outside the box." While the premise is correct, in most cases, the follow through is less than stellar. Enter a new concept - open door innovation.

You are sitting in the box

When it comes to "out of the box" one of the easiest, cost effective ways to be innovative is to get out of the office - the "box". IDEO founder Dave Kelley once noted that most bosses believe that they can tell who their best employees are by keeping track of how much time they spend at their desk. The reality however is quite the contrary. Employees who get outside of their workspace, and see what other companies, industries, cultures and groups are doing - yes out there in the outside world - will be the most innovative.

Open Door Innovation is based on the premise that re-inventing the wheel takes time. And, your organization doesn't have the time to spare.

Go Walkabout

The great news about adopting an Open Door Innovation approach is that it picks up the energy level, and enthusiasm within your organization. Humans are social creatures, and therefore, by our very nature, our brains are wired to meet people, and learn what they do. As a child one of the best parts of school was having field trips. As an adult you share recipes with others. You try new restaurants. You travel. The result of all of this - learning, fast learning.

Why would that stop in a business context? When it comes to Open Door Innovation, the list of "adopters" to a variety of the techniques is long, P&G, Samsung, Harley-Davidson, McCain Foods, and InBev. Their HR teams, among many others, use one or more of the following tools to bring fast-paced, fresh innovation into their organization:

Open Houses - in Southern Ontario, a number of manufacturing facilities in non-competing industries regularly meet to tour each other's plants, to learn new techniques, layouts, and processes. This Benchmarking Consortium has led to a number of process improvements, and a wide range of new techniques.

Networking - With the rise of social networking, and sites including Facebook and LinkedIn, the ability to spread knowledge has increased dramatically. Organizations including McCain Foods and Harley-Davidson regularly meet with other executives in non-formal networking groups, in addition to formal Associations to further increase the rate of knowledge sharing.

Friendly Consulting - Constructive feedback tends to resonate when it comes from a friend. Organizations on the cutting edge including The Globe and Mail, VIA Rail, and others have partnered through McGill University to rigorously analyze each other and provide honest, candid feedback at the fraction of the cost of a formal consultant.

Job Shifting - Whether it is the movement of top executives to the front line within their organization to learn (and remember) how their company actually touches their customer - think Southwest Airlines or a number of Major US Banks, or to take this concept further, Samsung regularly sends its top designers and engineers from Korea to Italy, or the US to work in completely different industries including working with artists, and galleries in order to broaden their scope and approach to their respective roles.

Field Trips - One of the easiest ways to start practicing Open Door Innovation is to take groups of employees on field trips. In many cases, simply picking up the phone and contacting another company of interest and asking if you can set up a time to visit their offices or plant is all it takes. This is precisely what Mercedes-Benz USA does within its management training curriculum. If calling on another organization is too daunting a task, websites such as PlantTourUSA.com list every available business related tour across the United States, broken down by State.

In most cases each of these tools is relatively low cost, and simple for and HR team to implement across the organization, and gives employees first hand exposure to new "things". Given the rate of change today, what company can afford not to practice Open Door Innovation?

Show Your Employees to the Door

As a leader, your job in more ways than one is to be the Chief Door Opener. By encouraging your employees (and yourself as well) to get out of the office, you can help motivate, recognize and reward, and ultimately retain them. In addition, by putting your own social network, or access to other organizations, to work, your goal should be to set up as many visits to your own facility as possible.

In any event, the key to Open Door Innovation is to develop fast learning in order to ensure the long-term success of your organization. By practicing any, or all, of the tools of Open Door Innovation, your organization can learn a wide variety of tips, techniques, processes, and approaches on how to improve its operations and R&D. However, there are a number of other secondary benefits as well. Not only can you learn new elements to further your business, you also develop a number of friendships, alliances, and potential synergies along the way. So, it's time to roll out the welcome mat, and open your organization up to Open Door Innovation.

Open-door-innovation is a concept developed by innovation guru Kyle Couch who is Vice-President of Client Learning Experience at The Beacon Group in Toronto.

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, McDonald's, Xerox, Sony and SAP have used The Beacon Group's services to grow their thriving businesses. For more information please visit www.thebeacongroup.ca

For more information or media inquiries about open-door innovation, contact Michael Sitayeb at 1-866-240-3948 or e-mail protected from spam bots

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ACI Specialty Benefits Reports Sharp Rise in Financial Consulting Among Workforce Clients

2008-10-01T10:08:00.001-07:00

SAN DIEGO / October 2, 2008—In the wake of the current economic crisis, ACI Specialty Benefits is reporting a major spike in financial consultation use among its workforce clients. The top 10 employee assistance provider has experienced a 45% increase since January 2008, and an astounding 85% increase since September 2007.

Americans are experiencing overwhelming emotions of fear, anxiety, and uncertainty surrounding both national and personal finances, according to experts at ACI, a global provider of EAP, wellness, and work/life services.

"The reality is people are swimming in debt, struggling to pay the mortgage, uncertain about their future, and turning to their EAP because it's free, confidential, and personalized help," says Dr. Ann D. Clark, CEO and Founder of ACI. The EAP provides legal and financial consultation services with licensed attorneys, CPAs and experienced financial professionals, plus counseling services for those experiencing stress, depression, relationship problems and other emotional concerns. "While we may not be able to pay off their debt, we can certainly help manage their stress," adds Dr. Clark.

ACI Specialty Benefits is also working closely with employers concerned about the health and well-being of their workforce during these challenging times. "HR Directors and Managers are asking us for trainings, webinars, newsletters and other materials to help their employees better manage financial stress, and stay focused at work," says Tori Barr, ACI's Chief Corporate Relations Officer.

"We have created a brand new series of materials titled, 'Coping During Difficult Financial Times' and our clinical staff is working hard to help individuals maintain perspective, focusing on what they can control, and avoiding unhealthy coping behaviors such as denial, or excessive alcohol or drug use, among other things," adds Barr.

ACI's wellness and work/life departments are also responding to the increased need for financially relevant materials and information. "In trainings, webinars and newsletters, our wellness team is addressing things like the importance of sleep during stressful times, eating healthy on a budget, and exercising at home, while our work/life department is fielding an enormous amount of requests for affordable childcare, eldercare, housing and education options," says Dr. Clark.

NOTE TO EDITORS: ACI Specialty Benefits CEO, Dr. Ann D. Clark is available for interviews.

About ACI Specialty Benefits
ACI Specialty Benefits is a top ten provider of employee assistance programs, wellness, work/life, crisis support and management consulting services to corporations worldwide. ACI Specialty Benefits continually ranks in the nation's top ten EAPs by Business Insurance and was recently named a 2008 Benefits Superstar by Benefits Compensation Solutions Magazine. Founded in 1983, ACI has grown to international prominence, servicing nearly five million people worldwide with a network of over 40,000 providers. ACI remains a privately-owned specialty benefits corporation, headquartered in San Diego. For more information, visit www.acispecialtybenefits.com.

Media Contact: Laura McDermott
Phone: (800) 932-0034 x 207
Email: lmcdermott(a)acieap.com

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Rideau Named #1 in HR Industrys Leading Ranking of Recognition Providers

2008-10-01T09:59:00.001-07:00

Montreal and New York City, October 1st, 2008 - Rideau Recognition Solutions, the web based employee performance enhancement experts, is ranked as HRO Today's top employee recognition provider as listed on their 2008 Baker's Dozen list in the September 2008 Issue of HRO Today Magazine.

For the fifth year in a row, Rideau has been featured among HRO Today's top recognition heavy weights.

The list was devised by contacting the clients of 13 of the largest employee recognition providers and requesting information about their deal size, breadth of service, as well as their customer service. According to Elliot Clark, CEO of HRO Today, "This year's survey clearly demonstrated that biggest is not always best. Rideau's emphasis on customer service propelled them to the top of our list with scores considerably better than their competitors. Rideau has demonstrated the ability to have large, complex customer engagements while maintaining an exemplary and personal service approach that is winning their company "recognition" as the best in the Recognition outsourcing industry.

Peter Hart, Rideau CEO, said of the Baker's Dozen list, "We've always worked very hard to provide first class service and to create world class programs for all our clients. It's a thrill to be recognized as the number one provider by HRO Today. This ranking reflects the passion and commitment to excellence of my 230 colleagues!"

Employee rewards and recognition programs have the potential to truly increase employee productivity as well as accomplish any number of corporate goals. However, a recognition program must be correctly executed for it to have the desired effect. This is where Rideau excels.

Rideau's business advantage has always been its ability to offer end to end recognition solutions from program strategy and design, to implementation and measurement. Offering this customizable end to end performance management tool has ensured companies have all the necessary instruments to make their program a success. These tools include veteran recognition consultants, real recognition training, a small army of experienced merchandisers, as well as practical recognition facilitating software, to name a few.

Rideau's rapid growth is a testament to its success: over only 5 years, the company has grown 301%. In addition to being ranked #1 in the Bakers Dozen, Rideau was featured in a cover story with their long time partner Ceridian, the same issue of HRO Today.

About Rideau
Rideau's Technology Enabled Services enhances all of the relationships that impact business performance through a comprehensive suite of rewards and recognition products. Rideau's Human Capital Management (HCM) offerings include performance awards that reinforce excellent work habits and celebrate achievement and service awards that commemorate loyalty. It's a unique, bundled approach that has caught on among many of the Fortune 500 and leading HRO providers. From RBC to Boeing and from H&R Block to Bell Canada, global businesses of all sizes use Rideau's rewards and recognition solutions to reduce turnover and engender loyalty. For more information, please go to http://www.Rideau.com or call 1.877.789.0449, extension 242.

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U.S. House of Representatives Passes Resolution Declaring October as National Work and Family Month

2008-09-29T14:12:00.001-07:00

Media contacts:
Carrie Clark or Marcia Rhodes
WorldatWork
Phone: 202-315-5517 or 480-304-6885
E-mail: e-mail protected from spam bots

U.S. House of Representatives Passes Resolution
Declaring October as National Work and Family Month

September 30, 2008 – Washington, D.C. – On September 27, the U.S. House of Representatives passed House Resolution 1440 declaring October as "National Work and Family Month." Rep. Carolyn McCarthy (D-NY) and Rep. Todd Platts (R-PA) co-sponsored the resolution, along with 20 other members of the House.

"On behalf of working families all across America, we are thrilled that the bill was passed by the House of Representatives," said Cara Welch, public policy director for WorldatWork. "This shows that our legislators recognize the importance of this issue for all Americans, especially in this stressful economic climate."

The new endorsement by Congress coincides with the fifth anniversary of this national initiative. "Over the past five years, work-life has demonstrated its value as a key business strategy. We encourage everyone who works – employers and employees – to use this annual opportunity to take stock of where they are on their journey toward work-life effectiveness," said Kathie Lingle, executive director of Alliance for Work-Life Progress at WorldatWork. "As a first step, I encourage organizations to take the "Work-Life Effectiveness Self-Audit," a simple assessment tool to help focus an organization's work-life programs to support employee productivity and engagement." A copy of the Work-Life Effectiveness Self-Audit is available to the public by visiting http://www.awlp.org/awlp/library/html/selfaudit.jsp

For ideas on how to celebrate National Work & Family Month, visit http://www.awlp.org/awlp/nwfm/nwfm-stories.jsp

About Alliance for Work-Life Progress®
Alliance for Work-Life Progress (www.awlp.org) is dedicated to advancing work-life as a business strategy integrating work, family and community. An entity of WorldatWork, AWLP defines and recognizes innovation and best practices, facilitates dialogue among various sectors and promotes work-life thought leadership.

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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Jeffrey Tanenbaum of Nixon Peabody LLP Joins the Secure Talent Executive Advisory Board

2008-09-28T17:25:00.001-07:00

SAN FRANCISCO, (Sept. 29, 2008)—Jeffrey Tanenbaum, chair of the labor and employment practice at Nixon Peabody LLP, joins the Secure Talent Executive Advisory Board as its labor and employment law expert. Founded by 1099 compliance and payrolling firm, Secure Talent, the advisory board serves as an overall market indicator of emerging trends, risks and opportunities, as well as a resource for local business communities through leadership outreach.

"I'm delighted to join this impressive advisory board and look forward to assisting the board in its very important work with local businesses," says Tanenbaum.

As a seasoned employment law litigator and counselor, "Tanenbaum is a crucial component to the advisory board," says Jeff Phelps, president and founder of Secure Talent.

"Jeff Tanenbaum is unmatched in his field and is well-known and highly regarded for his expertise and accomplishments," says Phelps. "We continue to have the pleasure of adding the 'best in class' to the Secure Talent Executive Advisory Board, and with Jeff as our newest member, we've fully demonstrated that."

The board continues its search for senior-level business leaders to fill remaining positions in technology, staffing and auditing. For more details about becoming a board member or seeking services from the Secure Talent Executive Advisory Board, please contact Secure Talent at (800) 778 – 0197.

About Secure Talent

Headquartered in San Francisco, Calif., Secure Talent, Inc. offers nationwide 1099 compliance and complete payrolling services. Its parent company, Eplica, Inc., is a provider of "back office" services for staffing companies across the United States. For more information about Secure Talent, please visit www.securetalent.com. For more information about Eplica, please visit www.eplicaservices.com.

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Medicare Beneficiaries Face Loss of Low Income Subsidy; BenefitsCheckUp® Helps Determine Eligibility for Benefit

2008-09-26T15:09:00.001-07:00

Washington, DC – Medicare beneficiaries who receive the Part D Extra Help/Low Income Subsidy (LIS), which helps low income people pay for prescription drugs, could benefit from BenefitsCheckUp® if they lose their "deemed" or automatic eligibility, for 2009.

Beginning in September, hundreds of thousands LIS beneficiaries began receiving notices from the Centers for Medicare and Medicaid Services (CMS) notifying them they no longer qualified for deemed status. They are among the nearly eight million Medicare recipients with limited income and resources who were deemed automatically eligible in 2008 because they received Medicaid, SSI and/or one of the Medicare Savings Programs (MSPs).

The loss in status is initiated when a state or the Social Security Administration (SSA) has notified CMS that an individual no longer qualifies for Medicaid, SSI or a MSP. However, based on income and assets, a person with Medicare who loses their deemed status may still be eligible for LIS, which can be easily determined by going to www.benefitscheckup.org, where one can also apply for the benefit. A free, Web-based service developed and maintained by the National Council on Aging (NCOA), BenefitsCheckUp helps older Americans find and enroll in benefits programs that help with vital needs.

"We want all eligible seniors to be able to get help paying for their prescription drugs, a need growing more critical in these anxious economic times," said Stuart Spector, NCOA senior vice president. "Through BenefitsCheckUp, older people with limited income and resources can find out if they are eligible to continue receiving LIS for 2009 – as well as apply for the first time."

The notifications sent by CMS about losing deemed status include an application for Part D Extra Help/LIS, which has to be filled out and mailed to the SSA. That same application can be accessed and sent electronically via http://www.benefitscheckup.org/extrahelp.cfm, which can mean a faster turn-around time than using a paper application and can be used by anyone with Medicare and a limited income who wants to apply for the program.

After filling out the Extra Help/LIS application on www.benefitscheckup.org, individuals can view other programs for which they may be eligible, including help with medical care, food, heating bills, housing and tax relief.

Since its launch in 2001, BenefitsCheckUp has helped more than two million older people, find more than $6.6 billion in annual benefits. The free online service has more than 1550 public and private benefits programs from all 50 states and the District of Columbia.

FOR IMMEDIATE RELEASE
Contact: Georgiana Bloom
202.609.6935
e-mail protected from spam bots

About NCOA
Founded in 1950, the National Council on Aging (NCOA) is a non-profit organization with 3,700 members, and a national network of some 14,000 organizations and leaders. Our programs help older people stay healthy and independent, find jobs, access benefits programs, and discover meaningful ways to continue contributing to society.

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More Mid-Market Companies Choosing iCIMS as Talent Management Software Provider

2008-09-26T14:15:00.001-07:00

HAZLET, N.J. (September 29, 2008) - iCIMS, a leading Software-as-a-Service (SaaS) provider, today announced the company's growing success among mid-sized businesses adopting its talent platform to support their recruitment and talent management needs. Decision makers note the comprehensive and scalable attributes of the iCIMS Talent Platform, as well as the flexibility and cost-effectiveness offered by iCIMS' SaaS delivery model, as deciding factors for their organizations. Mid-sized companies such as Sony BMG, Crescent Electric, Southern Regional Health, and TIBCO join over 600 worldwide companies who currently partner with iCIMS to help support their pre- and post-hire needs.

These clients and others leverage iCIMS' technology to power recruitment and applicant tracking initiatives, on-boarding, performance management, employee surveys and more. iCIMS' scalable Talent Platform has gained industry recognition as a strong technology solution to power these initiatives; particularly for mid-market companies who foresee growth and expansion in their futures. Because the single-source Talent Platform is configurable according to changing business needs, growing organizations are able to scale the platform without incurring customization or data storage fees. Additionally, iCIMS can support geographical growth across numerous worldwide locations. With the Talent Platform, clients can effectively streamline both pre- and post-hire initiatives across widespread global locations and business units while still maintaining data within
one core platform. These comprehensive yet flexible offerings, coupled with superior customer service, have secured iCIMS as a top talent management solution choice for today's growing mid-sized organizations.

As decision makers become more strategic and savvy in their technology investments, more companies are embracing integrated platforms that can support an array of talent management needs without relying on multiple purchases, implementations, or source codes. The reduced costs and increased efficiencies offered with a full talent platform have become increasingly appealing to mid-market buyers pressured to display the ROI of their technology investments. iCIMS' SaaS delivery and service model ensures clients don't have to invest tens of thousands of dollars to create or support an HRIT infrastructure, nor do they run into cost creep for maintenance, upgrades, or service fees. With the help of iCIMS, organizations see a lower total-cost-of-ownership and, in turn, have access to more capital to fund business growth.

"Our growth within the mid-market is a direct result of organizations recognizing the long-term value the Talent Platform offers," said iCIMS' Director of Sales, Adam Feigenbaum. "iCIMS' technology is a smart investment for mid-sized organizations looking to become more strategic in their technology investments. Because the platform can scale to address the entire talent lifecycle, clients don't need to supplement their talent platform with add-on components. This makes the platform a cost-effective yet comprehensive solution for growing corporations."

Colin Day, iCIMS' president and CEO, said, "It has been wonderful to see iCIMS' continued dominance in the mid-market. The platform's scalability, iCIMS' 97 percent customer retention rate, and the SaaS delivery model make partnering with iCIMS a sound investment for growing organizations around the world and we look forward to continued growth in this market."

About iCIMS:
iCIMS, a leading Software-as-a-Service (SaaS) provider, 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 enables organizations to manage their entire talent lifecycle from applicant tracking through onboarding and beyond through a single web-based application. With more than 600 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 at www.icims.com/demo.

# # #

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

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PEOPLESCOUT RANKS AS #1 RPO FIRM WORLDWIDE BY THE BLACK BOOK OF OUTSOURCING

2008-09-26T08:30:00.001-07:00

PEOPLESCOUT RANKS AS #1 RPO FIRM WORLDWIDE BY THE BLACK BOOK OF OUTSOURCING

CHICAGO, September 26, 2008 – PeopleScout, a leading provider of end-to-end recruitment process outsourcing (RPO) and employee retention solutions, today was named the #1 RPO Provider in the world by The Black Book of Outsourcing's "2008 Top Ten HRO: Recruitment Process Outsourcing" list.

The Black Book of Outsourcing surveys RPO users and C-level executives to gain perspectives from buy-side decision-makers. After a stringent external auditing process, the responses of nearly 24,000 buyer executives determined The Black Book of Outsourcing rankings, with PeopleScout topping the 2008 list for RPO.

"PeopleScout is extremely honored to receive this notable recognition as it reflects our ongoing dedication to being a leader within the RPO industry," said Karen Browne, President of PeopleScout. "We are particularly proud of the #1 ranking as determined by the perspectives that count most, the clients of RPO providers."

About PeopleScout
PeopleScout is a division of SeatonCorp, a best-in-class staffing and recruiting company recently named by Crain's Chicago Business as one of Chicago's largest privately held companies. PeopleScout is a leading provider of recruitment process outsourcing (RPO) services aimed at helping companies with their exempt and non-exempt hiring needs. The firm's suite of services includes RPO, employment branding, on-boarding, and employee retention. Annually, PeopleScout facilitates over 175,000 hires via partial-cycle RPO engagements and end-to-end RPO engagements, and recently placed its 1 millionth full-time hire since inception. Industries served include airline, financial services, telecommunications, retail, utilities, hospitality, and transportation. PeopleScout's clients include some of the more recognizable names in the Fortune 500 list of companies. PeopleScout was recently ranked as a Top 3 RPO Provider in HRO
Today Magazine's 2008 Baker's Dozen – its third consecutive appearance on the closely watched list of industry-leading RPO providers – as well as being named #1 in deal size. The firm also has been recognized as the #1 RPO Provider by The Black Book of Outsourcing on their "2008 Top Ten HRO: Recruitment Process Outsourcing/RPO" list. For more information, please visit us at www.peoplescout.com or call 800-966-4803.

###

For More Information:
Rich Cilia
Marketing Director
312-397-3459
e-mail protected from spam bots

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McCain Tops Obama in Poll of HR Executives

2008-09-26T07:31:00.001-07:00

McCain Tops Obama in Poll of Human Resources Executives

Las Vegas -- September 26, 2008 9:05 am CDT
In a poll conducted this morning at the Advanced Employment Issues Symposium, John McCain topped Barack Obama when attendees were asked who they would prefer to win the White House, voting 54.4% to 45.6% for the Arizona senator. More than 350 Human Resources professionals are attending this 13th annual event.

"I'll be interested to see if those numbers hold when we present this event again in Nashville on October 16," said attorney and program moderator John Phillips. "We should have a clearer picture on the economy by then and a better idea of the impact each candidate would have on employment law."

Phillips is a Member of the law firm of Miller & Martin and has more than 30 years of experience representing employers in a variety of legal issues. He has served as Assistant General Counsel for Coca-Cola Enterprises and is host of the award-winning Danger Zones for Supervisors DVD-based training system.

Each year, the Advanced Employment Issues Symposium brings together HR executives and management, employment law attorneys, and in-house counsel for 2 days of discussion of employment law and regulatory compliance. The event addresses employer policy questions and human capital management best practices.

"The hot topics this year are knowing when and how to say no to a Family and Medical Leave Act leave request and how to avoid wage and hour disasters," Phillips said. "Obama plans to expand FMLA to both cover more employers and to allow more employee activities to be protected by it, like elder care and participating in their children's activities at school."

Wage and hour law, the umbrella term for laws and regulations covering overtime and payroll, is the source for more litigation than any other area of the employer-employee relationship, topping even discrimination and harassment claims. "With class-action wage and hour claims, things can get very expensive very quickly for employers," he said.

The Advanced Employment Issues Symposium is sponsored by M. Lee Smith Publishers LLC, since 1975 a leading source of state and federal employment law compliance information. The Nashville-based company produces newsletters, guidebooks and manuals, Internet databases, DVDs, audio conferences and live seminars. Customers, representing employers ranging from FORTUNE 100 corporations to small businesses, use these tools to avoid policies and situations that spark claims of discrimination, harassment, payroll misclassification and worse.

On the web: http://www.hrhero.com/aeis/
Contact:
Pete McPherson
mailto:e-mail protected from spam bots
800-274-6774

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Vandover Consultant to Present at ICDC in November Jim Wojtak to lead session entitled Flying Solo: Career Development for the Entrepreneur

2008-09-25T13:20:00.000-07:00

September 26, 2008: SAINT LOUIS, MO – Each year, more than 600,000 new businesses are started in the US, according to the SBA. Many of these businesses are the result of a transition in the career of the entrepreneur, whether that is a spouse's relocation, a downsizing, or an innate desire to change paths. Vandover, a leading provider of career management and relocation assistance, coaches entrepreneur, and recently announced that senior consultant Jim Wojtak will present on this issue at the 2008 International Career Development Conference in Los Angeles in November.

Wojtak's presentation, "Flying Solo: Career Development for the Entrepreneur," provides the keys to coaching and supporting entrepreneurs as they establish and grow their businesses and personal careers. The presentation will take place on Friday, November 7th, and will including coaching tips and real-world case studies from across the country.

"Small businesses, especially at the start-up stage, need coaching and support on a variety of topics," said Wojtak. "Vandover is seeing an increased number of participants who are considering starting a small business. I will share the tools and mentoring Vandover provides our participants with ICDC conference attendees."

Wojtak holds over 20 years experience in business training, including customer service, project management, and coaching. As a Senior Consultant with Vandover, he specializes in one-on-one coaching with transitioning participants on issues related to job search training, pursuing a new career, and establishing a new business. Wojtak attended Illinois State University, where he graduated Cum Laude with a degree in Marketing and a minor in Speech Communications.

Vandover is a St. Louis-based career management and relocation transition firm that provides global relocating spouse career assistance, relocating employees and family lifestyle assistance, and outplacement services for corporations, organizations, and government entities. For more information, please visit www.vandover.com.

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Infohrm to Serve as Subject-Matter Expert (SME) in an APQC Global Workforce Planning Study

2008-09-25T13:13:00.001-07:00

Washington, DC – September 26, 2008 - Infohrm, the global leader in workforce planning, reporting and analytics solutions, today announced that the firm will partner with the American Productivity and Quality Center (APQC), a provider of benchmarking and knowledge management, in a global study of workforce planning best practices.

Paige Menge, Infohrm North America's Manager of Consulting Services and Anastasia Ellerby, Managing Director of Infohrm Asia-Pacific, will shape the research process, identify and interview best practice organizations, and collaborate on the final deliverables.

The study will seek to answer many of today's most pressing workforce planning questions, including:

1. How can organizations successfully and strategically anticipate and fill critical talent gaps?
2. How do organizations forecast their staffing needs given growth targets and the impending retirement of baby boomers?
3. How do organizations identify critical roles, ensure a pipeline of talent that will be available to fill those roles, and evaluate their success?

The final deliverable will focus on how companies conduct effective workforce planning to determine the types of skills they will need and how/where to obtain this talent.

"Given the ongoing 'war for talent' and anticipated baby boomer retirements, workforce planning must be a central component of any organization's senior executive agenda," said Brian Kelly, President of Infohrm North America. "Our thought leadership collaboration with APQC will illustrate how progressive companies are addressing gaps in strategic talent through workforce planning."

Important dates for the study include:

• Kick-Off Call: October 14, 2008
• Best Practice Company Site Visits: November 2008 – February 2009
• Knowledge Transfer Session: March 25-26, 2009

Current study sponsors include American Electric Power, ConocoPhillips, Department of National Defence Canada, El Paso Corporation, IBM, Marathon, Northrop Grumman, Panama Canal, and U.S. Army ARDEC. To learn more about becoming a sponsor, visit the APQC's Strategic Workforce Planning study homepage.

Individuals seeking new ideas and case examples in workforce planning should also consider attending Infohrm's Workforce Analytics & Planning Conference, to be held in Washington, DC on October 6-7. The event combines leading edge keynote speakers, including the University of Southern California's Dr. John Boudreau, and the University of Pennsylvania's Dr. Peter Cappelli, with more than fifteen case studies, several pre- and post-conference workshops, and the Infohrm Industry Consortiums. To register, go to the Infohrm Workforce Analytics & Planning Conference homepage.

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 a leading edge on-demand technology platform 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.

In April 2008, Gartner named Infohrm to its "Cool Vendors for Human Capital Management Software" report.

Learn more at www.infohrm.com

About APQC:

An internationally recognized resource for process and performance improvement, nonprofit APQC helps organizations adapt to rapidly changing environments, build new and better ways to work, and succeed in a competitive marketplace. APQC focuses on benchmarking and metrics, best practices, knowledge management, performance improvement and professional development. Founded in 1977, APQC is a member-based nonprofit serving approximately 500 organizations worldwide in all industries.

Learn more at www.apqc.org

Contact Information:

Mick Collins
Director of Marketing
202-589-2660

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TRACOM Group Introduces Employee Engagement Surveys

2008-09-23T16:10:00.001-07:00

Highlands Ranch, Colo. – Sept. 24, 2008 – The TRACOM Group announced the launch of its new Employee Engagement Survey. The offering allows companies to quickly measure employee attitudes and actions that directly contribute to their success.

Employee engagement has emerged as a powerful business advantage, one that is difficult for competitors to quickly replicate. Beyond simple job satisfaction, engaged employees see their futures closely connected to an organization's mission and goals. Such enthusiasm and improved engagement not only leads to actions that help a company succeed, but also frequently results in high retention. The TRACOM Engagement Survey reveals meaningful data about an organization's employee base and identifies specific opportunities to improve engagement. The offerings were developed by TRACOM's Performance Consulting Division in conjunction with Valtera, a recognized leader in employee surveys and analytics. Surveys can be quickly
deployed using a standard question set or highly tailored to an organization's specific issues. TRACOM's Engagement Survey offering is unique because it:

• Allows the results to be compared against Fortune Magazine's "Most Admired Companies" and "Best Companies to Work For;"
• Uses a proven process to implement a program in weeks;
• Provides a good value using a proven survey methodology;
• Can be customized to measure specific issues of concern to a company, including innovation, teamwork, ethics and customer service;
• Provides actionable, easy-to-understand reports and recommendations.

"Companies increasingly understand that their employees are their most important asset and are looking for ways to maximize employee contributions," said Bob Schwieterman, vice president and general manager of TRACOM's Performance Consulting Division. "Our survey capability is a valuable tool in measuring employee engagement and identifying ways to help them achieve their desire to make a difference."

An engagement survey typically includes 60 core questions, plus an option to include additional questions or topics of interest specific to the organization. Surveys are completed online or by paper questionnaire. Using comparison data and state-of-the-art technology, TRACOM is able to collect and analyze data in weeks rather than months. Companies then receive a detailed analysis and actionable recommendations from TRACOM's engagement experts.

"By fully understanding what motivates and energizes employees, companies can quickly identify the most appropriate ways to move forward and realize the promise of engagement," said Schwieterman. "Engagement programs are able to reduce employee turnover, increase productivity and improve organizational performance compared to competitors."

Additional information about TRACOM's Employee Engagement Surveys and Performance Consulting Division are available at www.TRACOMCORP.com

About the 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

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Most Employee Rewards Programs Designed With No Regard to Generational Differences

2008-09-23T14:55:00.001-07:00

Media contact:
Marcia Rhodes
WorldatWork
Phone: 202-315-5517 or 480-304-6885
E-mail: e-mail protected from spam bots

Most Employee Rewards Programs Designed With No Regard to Generational Differences
"One Size Fits All" Approach Could Hinder Efforts to Attract and Retain Talent

September 24, 2008 – Washington, D.C. – A new WorldatWork survey finds that – when it comes to designing and implementing total rewards programs – generational differences in the workforce are not currently top of mind for compensation and benefits practitioners. Only 12 percent of respondents say this is a significant issue right now, though a majority believe it will warrant more attention over the next five years.

The WorldatWork survey, "Rewarding a Multigenerational Workforce," suggests that there is, at best, an awareness of differing generational needs by total rewards professionals. There does not appear, however, to be a concerted effort to proactively go beyond this recognition. The survey reveals that 56 percent of organizations do not consider generational differences when designing total rewards programs, implying that they may not feel a pressing need to address each generation uniquely or perhaps don't have the tools to automate and manage the process. The survey also finds that 80 percent do not have an organizationwide strategy that calls for consideration of a multigenerational workforce when designing, administering or communicating total rewards programs.

"The lack of attention to generational differences could thwart efforts to attract, motivate and retain top talent," said Lenny Sanicola, benefits practice leader for WorldatWork. "Companies will soon have to confront the need for a rewards strategy to meet the diverse needs of a multigenerational workforce."

Other key findings:
- While a majority (64 percent) of companies have four generations (Silent, Boomers, Gen X and Gen Y) working side by side, only three percent are actively planning and executing employee rewards strategies for multiple generations.
- Of the programs included in the survey, organizations report that recognition programs (85 percent), paid time off (80 percent), and wellness initiatives (79 percent) are the most prevalent, likely because they are programs that meet cross-generational needs.
- When asked which generation they currently spend the most effort and resources to attract and recruit, over half (52 percent) stated they attract and recruit equally across all generations, 24 percent said they focus mainly on Gen Y and 20 percent on Gen X.

About the Survey
WorldatWork conducted this survey to gather information about how employers are approaching the challenge of rewarding a multigenerational workforce. The goal was to increase understanding about the relationship between reward practices and generational issues, as well as identify best practices for rewarding multigenerational workforces.

A total of 372 members participated in this survey conducted between May and June 2008. The demographic profile of survey participants was similar to that of the overall WorldatWork membership. A typical WorldatWork member has at least five years of experience in human resources or compensation and is employed at the manager/assistant director level and above in the headquarters of a large company in North America.

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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FlexMetrix Enables Companies to Track Use, Effectiveness and ROI of Flexible Work and Management Practices

2008-09-23T13:22:00.001-07:00

Boston, MA (September 24, 2008) – WFD Consulting and ClearPicture Corporation announce the release of FlexMetrix™, a program developed to help organizations better track the use and effectiveness of flexible work practices.

FlexMetrix, a scientifically developed program based on empirical research, is designed to capture critical feedback from employees regarding the usage and value of work flexibility. It is specifically designed to assist organizations in implementing and managing work-life programs for their employee base at the work group, business and corporate levels.

FlexMetrix also features an ROI calculator to quantify the value of the company's investment in flexibility, as well as determine logical next steps for the organization based on the results. Whether organizations are just beginning to implement flexible work programs or are well into their implementation, FlexMetrix provides key data necessary for making strategic business decisions that impact the recruitment, retention, engagement and productivity of critical talent throughout the career life course.

Debbie Phillips, Vice President of WFD Consulting, says, "A new generation of workers is demanding flexible ways of working as well as greater career flexibility. For organizations to attract and engage the best talent, companies need to embed flexibility into the culture of the organization and use it as a strategic business tool to drive business and personal success."

As companies and government agencies attempt to curb costs for themselves and their employees by offering flexible work arrangements such as telework, four-day compressed work weeks, flextime and part-time work schedules, a comprehensive and cost-effective program measurement tool like FlexMetrix helps them understand the impact of flexibility on the business.

Ron Stewart, CEO of ClearPicture, says the FlexMetrix program "is a perfect example of two boutique, specialized firms recognizing the value in combining their respective expertise to deliver a solution to the market that is unique in both its positioning and its overall strength."

FlexMetrix uses WFD's content and measurement expertise, using validated questions from WFD's global database to build the FlexMetrix tool. Results are analyzed instantly and supported by WFD Consulting's knowledge of workplace effectiveness and flexibility.

WFD Consulting, based in Boston, is a work-life and talent management consulting firm with over 25 years of experience solving the challenges of attracting, retaining, and motivating the 21st century workforce. WFD has worked with Fortune 500 companies for over 20 years to implement successful flexible work policies and strategies, many of which have been recognized as Working Mother's 100 Best Companies. WFD also provided the research for the "Business Impacts of Flexibility" report commissioned by Corporate Voices for Working Families and sponsored by the Alfred P. Sloan Foundation.

ClearPicture Corporation is a Halifax-based survey solutions firm with a 13-year history of specializing in solutions designed to meet the needs of Fortune 1000 firms in the field of employee perception research. ClearPicture specializes in solutions to seamlessly integrate the entire employee survey process from instrument design through to secure data collection and robust reporting and data analytics.

Media Contact:
Debbie Phillips
e-mail protected from spam bots
617-219-8721

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Workers Cite Preferences for Reducing Commuting Costs

2008-09-23T12:26:00.001-07:00

SHELTON, CT, September 24, 2008—Employers searching for ways to help workers offset the rising costs of commuting should consider the results of a new poll by longtime work/life leader LifeCare®, Inc. Workers themselves offer their top preferences, which include a 4-day work week and greater telecommuting opportunities -- the two most popular responses to the online poll, which asked:

Other than subsidizing the cost of gas, what is the number one way you'd like your employer to help you cope with the rising cost of your commute to work?

- Offer a 4-day work week – 45%
- More telecommuting opportunities – 34%
- Subsidize public transportation – 7%
- Organize car pools – 5%
- Offer rewards for bicycling, walking or carpooling to work – 4%
- Offer shuttle services from train stations, bus stops, etc. – 4%
- Other – 1%

The poll was conducted throughout the month of August on LifeCare's private web site, where employees of LifeCare's 1,500 client organizations were invited to respond.

Each month, LifeCare posts a poll on its private web site, asking individuals to share their thoughts and opinions on the latest issues and work/life trends. Past polls have addressed topics such as work/life balance, health and wellness, aging, flexible work arrangements, and child and elder care needs.

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; 203-291-4170

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Halogen Customers Honored at Annual User Conference

2008-09-23T05:08:00.001-07:00

OTTAWA, ON – September 23, 2008 – Halogen Software's third annual user conference, held earlier this week, was a brilliant success with hundreds of customers in attendance from around the globe, and special recognition going to customers at the User Conference Gala. Keynote speakers at the conference included Michael Kerr, award-winning international speaker and founder of the Humor at Work Institute and Ian Cullwick, National Human Capital Practice Leader with Deloitte who discussed critical workforce trends and their impact on talent management.

The conference Bright Light awards, recognized customers for their success in strategic talent management programs. This year's awards were presented to CentraState Health System, L-3 Communications Interstate Electronics Corporation and the San Diego Zoo.

The San Diego Zoo received the Brilliant Corporate Culture award for driving cultural change and development within its organization. The San Diego Zoo used Halogen eAppraisal to help introduce goals and competencies into an organization that had not previously defined them, to instill employee accountability, improve employee motivation and morale, and ultimately transform the organization to one with a culture focused on high-performance.

"I am thrilled to accept the Brilliant Corporate Culture award on behalf of the San Diego Zoo," said Tim Mulligan, Director, Human Resources, San Diego Zoo. "This award reinforces the power that moving to an online appraisal process and instilling a focus on talent management has had on our organization. In just three years, we've become a pay-for-performance organization where individual goals are clearly defined and tie to our overall business and conservation objectives."

CentraState Health System received the Bright Bottom Line Award for its quantitative assessment of results with employee performance and talent management. The New Jersey-based healthcare organization generated a time savings of 575 hours per year for managers alone and considerable time savings for HR with its implementation of Halogen eAppraisal Healthcare. Ultimately this enables CentraState's managers to focus on coaching employees and delivering outstanding patient care.

L-3 Communications Interstate Electronics Corporation was awarded the Dazzling Implementation Award for its outstanding implementation leveraging Halogen's flexible deployment models. While going through the implementation process, the company had to switch their technical back-end from the Halogen hosted/ on-demand model and bring the Halogen system in-house onto their premises. While their IT team was initially concerned about the amount of work it might cause for them, the flexibility of the
Halogen offering made it easy to quickly change deployment models in such a short timeframe and implement the project on time.

The Halogen User Conference, held September 15-16, provided attendees with an opportunity to learn how to develop and deliver key HR initiatives by leveraging the features available in Halogen's integrated employee performance and talent management suite. Discussions included best practices for appraisals, goal management, pay-for-performance, succession planning and learning management. A diverse range of Halogen customers presented, including Carnegie Mellon University, MSNBC, Sanford Health and The San Diego Zoo.

About Halogen Software
A recognized industry leader with over 1000 customers worldwide, Halogen Software makes powerful, simple-to-use and affordable employee performance and talent management applications. 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 service! s, 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.

About the San Diego Zoo
The 100-acre San Diego Zoo is dedicated to the conservation of endangered species and their habitats. The organization focuses on conservation and research work around the globe, educates millions of individuals a year about wildlife and maintains accredited horticultural, animal, library and photo collections. The Zoo also manages the 1,800-acre San Diego Zoo's Wild Animal Park, which includes a 900-acre native species reserve, and the San Diego Zoo's Beckman Center for Conservation Research. The important conservation and science work of these entities is supported in part by The Foundation of the Zoological Society of San Diego.

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Media contact:
Maggie Patterson
PR Consultant, Halogen Software
T: 613-989-1866
E: 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.

A.J. OConnor Shares Expertise in Outplacement Services

2008-09-22T14:19:00.001-07:00

Parsippany, NJ – Sept. 23, 2008 – In tough economic times, many companies find it hard to view outplacement services as a necessary expense. However, outplacement, if executed correctly, can be a strategic business initiative for companies to gain a competitive advantage during difficult times.

The magnitude of layoffs today – at times in the thousands – makes it difficult for organizations to view outplacement as a viable expense. However, companies who provide outplacement services in tough economic times are more likely to maintain or increase productivity, and more likely to increase profitability.

Additionally, the services help companies avoid potential litigation problems, reduce costs, maintain relationships between the employee and company, reduce stress on the terminating manager, and create a positive impression on remaining employees.

In a 2006 study by Reed Consulting, 78 percent of employers felt that providing outplacement could improve the organization's reputation. Employees who remain at the company view a company more positively during a difficult time if the company conducts its downsizing in a compassionate way. This also helps maintain a positive corporate image with customers, clients, affiliates and the community.

"Transitioning employees can be a difficult and uncomfortable situation for everyone," said Andrew J. O'Connor III, president of A.J. O'Connor. "With our 25 years of career transition services, we understand that by helping companies execute this correctly, it can minimize the level of discomfort for both the displaced employee and the company."

The central mission of outplacement is to help workers in transition. Ultimately, outplacement is not just about job search or the right career move, but providing employees with an opportunity to revitalize their career. Research has revealed that individuals who are provided with outplacement services find employment quicker and, in many instances, at a higher salary. This is because most individuals need to acquire better skills to conduct a job search appropriately. As a benefit to the employer, outplacement assistance can reduce costs due to a reduced length of time an individual receives unemployment benefits.

Outplacement programs should include one-on-one consulting and personalized support for career planning and assessment, developing effective marketing tools, fine-tuning interview skills and negotiating strategies. The level of service necessary will depend on the job category of the displaced employee.

"We understand that it's key, and we recommend for HR professionals to select the services tailored to a company's individual needs," said O'Connor.

About A.J. O'Connor Associates
Founded in 1983, A.J. O'Connor Associates is a recognized leader in providing human capital solutions. Specifically, the company offers executive assessment and coaching, leadership and organizational development and career transition services to Fortune 500 and mid-sized companies. A.J. O'Connor is headquartered in the New York metropolitan area and has a worldwide presence. For more information, visit http://www.ajoconnor.com/.

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

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Management Mentors Launches Podcast Series on Corporate & Employee Mentoring

2008-09-22T12:57:00.001-07:00

Chestnut Hill, MA -- September 23, 2008 -- Management Mentors announces its podcast series "Mentoring Matters: Mentoring in Today's Business World."

The eleven one-hour shows have been divided into downloadable segments that are approximately 12 minutes long. There are 44 segments in all, and they are free to download. Listen to Management Mentors' president Rene Petrin discuss a wide variety of topics related to employee mentoring programs and training, including diversity in the workplace, how HR departments can retain and develop new hires, and workforce development.

The first set of podcasts is on mentoring vs. coaching. Understanding the difference between mentoring and coaching is essential. What is coaching? What is mentoring? Why is mentoring so important to businesses? These podcasts promise to test assumptions on mentoring and offer insight on how a solid mentoring program can build morale, help retain and attract employees, and improve overall business.

Upcoming topics include the following: best practices in mentoring, diversity, recruitment and mentoring, how to start a mentoring program, how to manage a mentoring program, success stories, communication strategies, plus much, much more.

People can listen directly from their PCs in the comfort of their homes or offices. To access the podcasts, visit Management Mentors' website.

Management Mentors, a full-service mentoring training, consulting, and support organization founded in 1989, helps companies attract and retain high potential employees. Management Mentors' programs develop future leaders and create a more diverse workforce by removing the barriers to equal opportunity. It works closely with HR departments to design and implement corporate mentoring programs that help attract and retain new talent. Based in Massachusetts, Management Mentors' current and past clients include Quaker Oats, Schering Plough, TJX Corporation, TIAA-CREFF, City of London Police, Royal Bank of Scotland, and Sony Music Corporation.

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Menttium Announces Four Menttium 100 Scholarship Winners for 2008

2008-09-22T12:39:00.001-07:00

Menttium Announces its Menttium 100 Scholarship Winners for 2008

September 22, 2008, Minneapolis, MN –Menttium announces four scholarship winners for this year's Menttium 100 Program. Each scholarship winner will be matched with a mentor from another organization for a year-long formal mentoring relationship. In addition to mentoring, each mentee will receive access to ten business education sessions and the opportunity to connect with the hundreds of other Menttium 100 mentees.

Kristin Kaszeta is the Director Communications & Special Projects for Think Detroit PAL in Detroit, Michigan. In partnership with the Detroit Police Department and community volunteers, Think Detroit PAL builds character in young people through athletic, academic, and leadership development programs. Ms. Kaszeta will be recognized at the Menttium 100 Program Launch on December 9, 2008.

Kris Ziegler is the Development Officer for the Opportunity Neighborhood Development Corporation (ONDC) located in New Brighton, Minnesota. ONDC uses a service -enriched model to promote permanent housing for low-income families by incorporating a social service system within the operation of the housing complex. Ms. Ziegler will be recognized at the Menttium 100 Program launch in Minneapolis on October 10, 2008.

Courtney Reid is the Senior Director of Programs for the Center of Halsted in Chicago, Illinois. Center on Halsted has served Chicago's lesbian, gay, bisexual, and transgender (LGBT) community since 1973. The Center recently opened a new community center and offers program for youth, seniors, adults, families, persons with HIV, and survivors of violence. Ms. Reid will be recognized at the Menttium 100 Program launch in Chicago on December 3, 2008.

Liz Hinchman is Special Events Manager for Junior Achievement of Chicago. Junior Achievement of Chicago is a non-profit organization providing hands-on educational experience about the free enterprise system with particular emphasis directed towards youth living in the inner cities. JA Chicago pairs volunteers from the Chicagoland business community with classrooms spanning kindergarten through high school. Ms. Hinchman will be recognized at the Menttium 100 Program launch in Chicago on December 3, 2008.

Menttium is thrilled to welcome these talented women into the Menttium 100 Program.

About Menttium 100
Launched in 1991, the Menttium 100 Program offers the benefits of cross-company mentoring to high-performing female talent. This ground-breaking program combines formal one-to-one mentoring, business education and peer networking to create a powerful year-long learning experience. The Menttium 100 Program gives organizations a compelling and cost-effective way to recognize and invest in their emerging talent and to diversify the senior ranks amongst Fortune-ranked companies.

About Menttium
The global leader in today's corporate mentoring models, Menttium Corporation offers comprehensive internal, virtual and cross-company mentoring solutions that support the development and advancement of key talent in the workplace. Since 1991, over 50,000 people have participated in Menttium's mentoring programs. Our strategic approach delivers powerful mentoring experiences that are linked to business objectives to positively impact the performance of individuals and the long-term viability of the organization.

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