Corporate Cultures Consulting Awakens Companies to 'Culture Crisis' with Release of New Assessment and Measurement Tools

Amherst, NY -- November 1, 2005 – Corporate Cultures Consulting, experts in helping organizations identify, measure and change corporate culture, has announced the new Culture Measurement Inventory™ (CMI) assessment -- an individualized process designed to help companies measure their employee culture, and use that knowledge to avoid impending crises that they may be unaware of.

“Most organizations don’t understand the importance of culture, and that’s why corporate change efforts usually fail,” explains Joel Goldberg, Ph.D., founder of Corporate Cultures. “Maintaining the right culture can make or break an organization when it’s faced with major issues such as mergers, introducing new technology, employee resiliency or retention.”

The assessment provides a detailed quantitative and qualitative picture of an organization’s culture through a series of proprietary information-gathering tools. It can be customized to address issues and topics such as commitment, retention, employee resiliency, customer loyalty, corporate ethics, and brand image. The results of each assessment, while never the same for any two organizations, is provided from Corporate Cultures back to the client as reliable, actionable information that can be immediately implemented across the organization.

Corporate Cultures employs change readiness surveys, merger compatibility surveys, communications change audits and even ethical audits to help clients successfully navigate any of the following situations:

• Implementing new processes and technologies
• Completing a merger or acquisition
• Improving employee communications
• Changing the strategy of an organization
• Employee confusion over role in department/corporate goals
• Losing customers due to poor service or quality
• Poor morale

In addition to providing the most advanced culture surveys available, Corporate Cultures offers excellent customer service & responsiveness.

“Our customer support is unique in that it comes directly from consultants who are truly corporate culture assessment specialists,” concluded Goldberg, “so we can react quickly to a situation and customize a CMI assessment for clients that will help them achieve their objectives.”

About Corporate Cultures Consulting

Corporate Cultures Consulting, experts in helping companies identify, measure, assess and change corporate culture, was founded by Joel Goldberg, Ph.D. Dr. Goldberg has been involved with measurement and change of organizational culture since 1985, starting with his studies at Harvard and Cornell and continuing through his experience with Price Waterhouse. He has consulted with organizations such as IBM, M&T Bank, Merck, Sovran Companies, H.J. Heinz, SallieMae, Pfizer and The United States Patent and Trade Office on their change programs. Dr. Goldberg maintains relationships with his academic colleagues to integrate the most advanced theories and techniques into Corporate Cultures products and services for the manufacturing, technology, financial services, government, healthcare, and retail industries.

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CONTACT INFORMATION
Joel Goldberg
716-836-8683


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Capital H Group Expands to Open New York Office

New York, NY – November 1, 2005 – Capital H Group, a rapidly expanding human capital consulting firm headquartered in Chicago, continues to build its national presence by opening a New York office. According to Dan Weinfurter, Chief Executive Officer of Capital H Group, "Expanding into New York is an absolutely critical element of our overall national growth plan, which relies on both organic growth and acquisitions. The New York market offers us great opportunity and we are already generating interest among business leaders who are looking for different perspectives on how to improve returns on their investments in people.”

Since securing a $26 million private equity commitment from PPM Americas in September 2003, Weinfurter and partners Greg Silich, Chief Operating Officer, and Keith Swenson, Managing Partner, have increased the company’s workforce by ten-fold, opened up several new offices and substantially expanded the breadth and depth of consulting services offered by the company.

Capital H Group will build on this approach in New York, where Len Rudolph and Jud DeCew have been named as co-Managing Directors. Formerly partners at Weiser Enterprise Advisors, Rudolph and DeCew have over 25 years of leadership experience in professional services with an emphasis on human resources. They will jointly be responsible for building client relationships and managing and expanding a team of professionals that already includes consultants specializing in:

 Human Resources effectiveness, including strategy development as
well as developing sourcing strategies for vendor selection and management
 Organization effectiveness, including change management, culture change and process
effectiveness
 Executive effectiveness, including leadership development and succession planning
 Sales effectiveness, including sales strategy and design and leadership coaching
 Talent effectiveness, including workforce planning, performance management, and compensation

“The Capital H Group consulting model has been received very positively by companies in other markets,” explains Rudolph, “and I believe that our clients in New York will benefit greatly from our very pragmatic approach and the fresh perspective on people issues that we offer.”

About Capital H Group
Capital H Group (www.capitalhgroup.com) is a rapidly growing human capital consulting group, with headquarters in Chicago and operations in Dallas, Detroit, Houston, Los Angeles, Milwaukee and New York and over 100 professionals recruited from the major firms in the field. Team members average over 15 years of experience, with a combination of consulting and industry backgrounds. Capital H Group's mission is to discover fast, focused smart ways to enhance the value of clients’ human capital.



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Florida Salary and Benefits Survey: Employee Turnover Down, Merit Raises on Slight Rise

Contact Information:
Barry Brown, SPHR CCP
Effective Resources, Inc., President
Voice: 727-944-2507
E-Mail: e-mail protected from spam bots

Florida Salary and Benefits Survey: Employee Turnover Down, Merit Raises on Slight Rise
Effective Resources, Inc. releases study data representing more than 2.1 million employees and 530 Florida employers

HOLIDAY, FL, October 18, 2005 – Effective Resources, Inc., in coordination with the HR Florida State Council, a council of the national Society for Human Resource Management, has conducted their annual statewide salary, wage and benefits survey. The surveys include data reported from over 530 Florida employer participants, representing more than 2.1 million employees.

Aggregate wage information is reported for 331 jobs with data break-outs by region/county, industry, company size, and more. The surveys also include an extensive, 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.

The regional surveys cover Tampa Bay, South Florida, Central Florida, Gulf Coast, Space and Treasure Coast, North Florida and Panhandle, Northeast Florida and the overall survey covers the entire State of Florida. The wages reported are as of August, 2005, and include industry groups such as Banking, Finance and Insurance, Government/Education, Healthcare, Hospitality, Manufacturing and Distribution, Not-for-Profit, Staffing/Employer Services and Retail.

Among the highlights of the survey:
-Employee turnover has decreased over the past year for Florida employers. The average rate in Florida is 2.3% -- down from the 2.9% reported last year, and 2.7% the previous year. Monthly turnover rates since last year vary among industry groups with the highest group being Hospitality at 4.2%, followed by Retail at 3.6% per month. Monthly turnover in the smaller organizations (under 50 employees) dropped from 3.2% in 2003 to 2.7% in 2004 and dramatically lowered to 1.9% in the latest survey.

- Continuing the trend that started in recent years, the planned average merit increase is less than 4.0%, the survey found, but slowly climbing towards the 4 percent level last seen in the 1990s. The reported 3.8% planned merit increase is two-tenths higher than last year and remains conservative, as many employers are still uncertain about the economy, political impact on their business, and the ongoing impact of Florida’s minimum wage bill.

“While almost no business was left unaffected by nature’s onslaught of Florida’s hurricanes in 2004, we have all been able to get on with business for the most part and, some, even thrive,” said Barry Brown, President. “As a result, this year’s survey has the largest participation we have ever had and reports invaluable information for Florida 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/FL2005ES.pdfandRefCode=PressRelease2005

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





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Mortgage Benefits Corp. bundles Cash Rewards on The MortgageChoice Plan Group Benefit Platform

Redwood City, Calif. – Mortgage Benefits Corporation (MBC; www.mortgageplans.com), the leading provider of group mortgage and realty benefit plans, today announced an agreement with Cash Rewards, Inc. (CRI; www.cashrewardsinc.com), a leading provider of rewards programs for merchants, to bundle the Cash Rewards™ program on MBC’s MortgageChoice Plan™ group benefit platform.

The patent pending MortgageChoice Plan is a no cost, voluntary benefit that assists employees who wish to purchase, sell, or finance homes. As the mortgage equivalent to a group medical plan, the Plan utilizes the purchasing power of the group to provide group discounts, Cash Rewards, a choice of providers, and premium services for Plan participants. The Cash Rewards program is a revolutionary promotion using a time-deferred mail in cash reward that allows consumers to receive up to $10,000 once a purchase has been made.

The MortgageChoice Plan offers members up to $10,000 in Cash Rewards when they obtain a mortgage through The Mortgage PPO™ network or they can choose to receive up to $1500 in The Home Depot® Gift Card. Members also receive up to $20,000 in Cash Rewards when they purchase and sell and home through The Realty PPO™ network or they can choose to receive up to $10,000 in The Home Depot Gift Cards. Other benefits include a choice of prescreened Loan Agents and Realtors®, a “Search for Homes” database, an online verification process to assist Plan members in receiving their benefits, a Live Agent Referral™ service, pre-negotiated discounts on title insurance, escrow/closing fees, appraisal fees, loan products from over 100 lenders, ¼% rates discounts on Preferred Lender products, a Help Center open daily, the 911 Light® emergency home identification system, and consumer protection with dispute resolution services.

"The bundling of Cash Rewards onto The MortgageChoice Plan platform gives MBC more options in how we can provide benefits to members," said Marsha Tiller, founder and president of MBC. “There are a number of states that prohibit cash rebates or gift card incentives and the Cash Rewards program is an excellent way for us to administer a national incentive program that provides significant benefits and complies with all state laws.”

MBC sponsors and administers the Plan at no cost to qualifying corporations or Plan participants. Increasingly, companies are seeking ways to maximize the value of their employee benefit packages as health care costs soar. Providing additional voluntary benefits, gives employees more options and offsets the cost of the overall benefits package. The Plan is marketed to Fortune 2000 corporations and association members exclusively through benefits brokers and benefit consulting firms.

“The addition of Cash Rewards on The MortgageChoice Plan platform has enabled us to partner with the leading mortgage and realty benefits provider in the United States,” said David Maloy, president of CRI. “This exclusive partnership will further strengthen MBC’s line of benefits and create amazing opportunities for corporations wanting to offer their employees something extra in a time of dwindling benefits.”

About Cash Rewards, Inc.
The national headquarters of Cash Rewards, Inc., (CRI) is located in the vibrant Dallas/Fort Worth business and retail community. Under the direction of President and CEO David Maloy, and Chief Operating Office Jim Atkins, CRI serves an ever growing network of Cash Rewards partners who range from large, public companies to privately-owned firms and sales groups. The Cash Rewards program is currently offered for a large array of retailers and industries, and new applications for this amazingly successful program are being explored every day. For additional information visit www.cashrewardsinc.com

About Mortgage Benefits Corporation
Mortgage Benefits Corporation (MBC) pioneered the concept of Group Mortgage and Realty Benefit Plans with the introduction of the MortgageChoice Plan™, a no-cost voluntary benefit that allows members to purchase, sell and finance homes through an employer group plan that offers a choice of credentialed Loan Agents and Realtors®, loan products from more than 100 lenders, Cash Rewards™ on transactions, group discounted pricing, consumer protection, and one-stop shopping convenience. Plan Members have one click access to The Mortgage PPO™ and The Realty PPO™, the first “members only” discounted brokerage platform of its kind. Founded in 2003, MBC is a privately held corporation headquartered in Redwood City, CA. For additional information visit www.mortgageplans.com or call 650-632-4692.

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Contact:

Mark Marinovich
MBC Public Relations
(650) 632-4692



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WLB Launches Work/Life Program For Labor Unions

Raleigh, NC -- October 26, 2005 -- Work-Life Benefits (WLB), a leading provider of work/life employee benefits, has launched UnionSelect, the first-ever work and family information and referral service specifically designed for labor unions.

The Association for Work Life Progress (AWLP) estimate close to seventy-percent of employers offer work/life employee benefits to employees. However, most work/life programs were developed for non-union workers and do not meet some of the key needs of organized labor including.

- Limited or No Access to Internet or Phone: Most work/life referral services can only be accessed via phone or computer making them inaccessible to many union members, especially in the telecommunications and manufacturing sectors. UnionSelect staffs on-site consultants to help employees with no access to phone or internet during the work day.

- Non-Traditional Working Schedules: UnionSelect work/life consultants have developed expertise in finding care for hourly workers and/or families who work two different shifts and need overlap coverage. UnionSelect representatives also are trained in addressing employee needs during unplanned shutdowns or sudden shift work schedules.

- Affordability of Child and Elder Care: Experts at helping employees in all salary ranges anticipate needs and fi nd appropriate resources for the family. Affordable care options—consultants assist low wage earners to take advantage of the various programs that can make quality child care more affordable.

"Every aspect of UnionSelect is delivered by union represented employees who understand and are sensitive to the needs of labor," says Mary Ellen Gornick, senior vice president for union services. "UnionSelect goes well beyond traditional telephonic work/life models to include on-site care consultants who visit plant locations to assist members during their shift, resulting in higher utilization and more personalized contact."

UnionSelect is delivered through WLB's Auburn Hills, Michigan service center, a unionized call center delivering services to union members for over 20 years. In fact, UnionSelect is also the only work/life employee benefit delivered by union represented employees for union represented employees.

About Work-Life Benefits
Founded in 1985, Work-Life Benefits (WLB) is a leader in providing tools and solutions to help organizations increase employee efficiency, productivity, retention and recruitment. In May of 2005, WLB entered into a successful partnership with Workplace Options (WPO) who provides work-life services exclusively to Employee Assistance Programs and other third-party organizations. Together, WLB and WPO are able to provide direct business-to-business solutions or a fully integrated product with our EAP partners.

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New White Paper Cites Immense Size of HR Marketplace

Capitola, CA – October 25, 2005 – The sheer enormity of the human capital marketplace places its value at more than a trillion dollars, according to a new white paper called “Marketing and Selling in the Human Resource Marketplace: Winning Strategies and Tactics.” The free white paper is the first of its kind to focus exclusively on human capital marketing strategies, and is produced by HRmarketer.com, the no. 1 marketing and media visibility service in the human capital industry. It can be downloaded by visiting http://www.hrmarketer.com/home/whitepaper_main.htm.

The research paper notes that the HR industry contains literally hundreds of thousands of potential buyers, from large companies searching for better results in streamlining their internal HR services to smaller companies building out the basic human resource capabilities in-house or through outsourced providers.

“According to recent census data, there were over 1.2 million dollar private-sector firms in the USA employing at least 10 employees,” explains the research paper. “These firms employed a combined 102 million workers. Considering that most firms with 10 or more employees purchase at least one HR product or service, opportunities exist for a wide variety of suppliers."

A popular section of the white paper is the HR Pillars appendix, where HRmarketer lists the various types of products and services, from job boards to compliance resources, being sold to the human resource department.

“We define the HR marketplace as the sum of the markets served by HR software and service providers as well as by employee benefit providers,” explains Mark Willaman, president and founder of HRmarketer. “Our research shows there are over 50,000 vendors courting the HR dollar. The enormity of the space can be appreciated by the fact that you can work in one pillar your entire career -- recruitment and staffing, for instance -- and never hear of or know the major HR service providers in another pillar.”

“And those numbers don't even account for the largest employer – the public sector,” he adds. “So don't feel bad when that HR person doesn't return your call.”

The white paper is drawn from HRmarketer’s years of experience working with more than 300 human resource suppliers. It explores the challenges and opportunities of the human capital marketplace, and the critical need to understand its key players: the HR buyers, suppliers and content communities. The paper also promotes a best-practices discussion on ways to effectively generate sales leads through coordinated marketing and public relations campaigns.

Highlights include:

- A full understanding of the HR Marketplace – its buyers, opportunities, trends and how to capitalize on them.
- How to measure a potential HR buyer’s size and scope, and locate the actual decision-makers within any organization.
- Best practices for implementing marketing strategies and tactics to rise above the information “noise” of the competition.
- Methods to develop a “sphere of influence” and target the varied “influencers” among the HR marketplace.
- How to maximize media visibility through a blend of traditional media relations (press releases, media pitches and repetition), and new marketing technology such as search engine optimization (SEO), blogs, webinars and more.
- Ways to integrate an approach to marketing and public relations aimed directly at generating more leads and sales.

“For more than four years we’ve observed the characteristics of HR vendors who consistently execute winning marketing campaigns,” notes Willaman. “This white paper is the culmination of this experience and will help HR suppliers develop best-practice marketing and media visibility campaigns that effectively reach the increasingly coveted, and influential HR buyers.”

Located at www.HRmarketer.com, the marketing and media visibility service recently reported record sales growth and renewal rates this year, and has experienced 38 consecutive months of sales growth as of September 2005.

About HRmarketer.com
HRmarketer is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. HRmarketer combines a database of marketing and public relations information with press release distribution, campaign management, business intelligence and advisory services. The company services hundreds of human resource suppliers helping them increase their visibility and generate sales leads.

Media contact:
Elrond Lawrence
Director, Media Relations
831.757.9100




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MEDIA ALERT: DOUBLESTAR EXECUTIVES SHOWCASE THOUGHT LEADERSHIP AT PERFORMANCE MANAGEMENT EVENTS

West Chester, PA – October 25, 2005 – DoubleStar, Inc., a leading provider of http://www.doublestarinc.com[workforce analytic solutions], today announced that company executives will be presenting at the American Strategic Management Institute (ASMI) Performance Management Summit & Expo and Hyperion’s Business Performance Management Showcase taking place this week. DoubleStar’s Brian Kelly, Managing Director of Workforce Solutions, and Joanne Bintliff –Ritchie, Chief Strategist, will showcase their thought leadership at the ASMI and Hyperion events, delivering sessions on topics focused on driving workforce performance and measuring human capital, respectively.

WHAT: Hyperion’s Business Performance Management Showcase -- Brian Kelly, Managing Director of DoubleStar’s Workforce Solutions group will deliver a session in the event’s Business Intelligence Platform track on “HR Dashboards - Driving Workforce Performance” in conjunction with Andy Suh, Director of Workforce Analysis at CapitalOne (NYSE: COF). Kelly and Suh’s presentation will highlight how the leading financial services organization addressed and overcame many hurdles to create a world-class workforce analytics program. This session will also emphasis the development and deployment of CapitalOne’s HR Dashboards.

Hyperion’s Business Performance Management Showcase is a series of one-day, multi-track conferences that focus on helping organizations achieve breakthrough business performance through improving financial reporting and forecasting, increased employee productivity, and better access to the relevant data needed for informed decision making. Each city on the conference tour features a variety of customer success stories, Hyperion product experts, and guest speakers sharing their ideas and successes around business performance management.

ASMI’s Performance Management Summit & Expo -- Joanne Bintliff –Ritchie, DoubleStar’s Chief Strategist, will present, “Get Ready to Measure Your Human Capital,” as part of ASMI’s day-three conference Business Performance Management workshops. Bintliff –Ritchie’s workshop will provide attendees with an outline of current concepts and tools in human capital measurement, including approaches and experiences of early adopters.

ASMI is the nation’s leading authority on measurement and management methodologies for improving individual and organizational performance. ASMI’s national conferences provide forums for networking and information exchange among experts in their fields. The ASMI Summit & Expo in Phoenix will provide attendees with innovative sessions and hands-on workshops that cover a variety of Performance Management topics.

WHO: Brian Kelly has more than 10 years of experience in human capital related projects and business development. As Managing Director, Kelly leads sales, client service, strategic partnerships and product initiatives as well as overall sales, marketing, product strategy and client service models for DoubleStar’s Workforce Solutions group, which includes the newly launched Workforce Insight™ suite. Prior to this position, Kelly was director of Business Development with responsibility for new business and market development around DoubleStar’s former Workforce Information Factory™ product, now known as http://insight.doublestarinc.com [Workforce Insight].

Joanne Bintliff-Ritchie, Chief Strategist for DoubleStar, has a strong background as an HR executive as well as extensive experience in HR management, organizational effectiveness, mergers/acquisitions/divestitures/joint ventures, change management, team dynamics, staffing, employee relations, and employee development. In her current role as Chief Strategist, Bintliff-Ritchie is responsible for directing product strategy related to DoubleStar’s Workforce Solutions practice including the Workforce Insight suite – DoubleStar’s leading workforce analytics solution.

WHY: “HR Dashboards - Driving Workforce Performance” – There are many challenges that America’s leading companies face when embarking on developing an advanced workforce analytics program for their organization. This session will highlight these particular business, technical, and cultural challenges and provide attendees with real world examples around best practices in driving workforce performance through utilization of workforce analytic solutions.

“Get Ready to Measure Your Human Capital” -- Experts agree that companies that are able to better manage their human capital have greater long-term business success and that measuring human capital is a key component to successfully managing human capital. Bintliff –Ritchie’s workshop will help organizations answer the question, “How do you know if you are ready to implement human capital measurement in your organization?” The presentation will provide a set of specific guidelines that attendees can use to assess the readiness of their own organization. Upon completion of this session, attendees will be able to assess and ready their organization to measure and optimize their human capital.

WHEN:
ASMI Performance Management Summit & Expo is taking place from October 24-26th; the “Get Ready to Measure Your Human Capital” workshop is on Wednesday, October 26th at 10:30 a.m. MST.

Hyperion’s Business Performance Management Showcase is taking place on October 26th; the “HR Dashboards - Driving Workforce Performance” session is at 1:30 p.m. EST.

WHERE:
ASMI Performance Management Summit & Expo will be held at the Arizona Biltmore Resort & Spa in Phoenix.

Hyperion’s Business Performance Management Showcase will be held at the Grand Hyatt New York.

CONTACT:
Megan Gates
Knowledge Infusion, Strategic Vendor Services
925.577.8685
e-mail protected from spam bots

About DoubleStar, Inc.
Based in West Chester, Pennsylvania, DoubleStar, Inc. is a leading provider of workforce analytics solutions. A two-time Inc. 500 consulting services firm, DoubleStar specializes in delivering solutions that synthesize information from disparate enterprise information repositories to provide organizations with analytical insight into their company’s business performance. Building on more than a decade of data warehousing and business intelligence consulting success, DoubleStar offers a full range of strategic, implementation, and support services to clients in a variety of industries. The company’s commitment to client satisfaction has been demonstrated in more than 500 consulting engagements resulting in a 94 percent repeat business rate.

For more information visit http://insight.doublestarinc.com

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DoubleStar, Inc. and Workforce Insight are registered trademarks of DoubleStar. All other company and product names may be trademarks of their respective owners.


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CRI BOLSTERS ADVISORY BOARD WITH APPOINTMENT OF TWO LUMINARIES

Torrance, Calif. (October 25, 2005) – CRI (www.crihire.com), a premier, nationwide, Recruitment Process Outsourcing (RPO) service provider has named Human Capital Institute Chairman Michael Foster and GlobalCare CEO Ed Solomon to its advisory board. The announcement was made today by CRI CEO Ladd Richland.

Foster and Solomon join five existing board members who comprise the impressive CRI board. Foster and Solomon will serve with Karen Beaman, Workday; Larry Bienati, Consultants to Management; Jac Fitz-enz, Workforce Intelligence Institute; Row Henson, Oracle; and Mike Mitchell, Greenlight Management.

“I welcome Michael and Ed to the CRI board, and am honored that executives with their experience and insight joined our established board. I look forward to tapping their expertise as CRI continues to expand our vision and deliver premium RPO services to our clients.”

Michael Foster founded the Human Capital Institute and currently serves as chairman of the executive board. He is also founder and former CEO of AIRS, the global leader in recruitment training and a leading provider of recruitment software tools and media services. Since 1998, AIRS has trained over 40,000 recruitment firms and global employers, including a majority of Fortune 1000 companies. In the process, AIRS terminologies, including FlipSearch, PeerSearch, X-ray and others, have entered the common recruiting vernacular. AIRS Certified Internet Recruiter (CIR) and Certified Diversity Recruiter (CDR) designations are recognized worldwide, and have become a hiring prerequisite for recruiters in many organizations. He also authored Amazon business bestseller “Recruiting on the Web.”

Solomon co-founded GlobalCare Inc., a company that specializes in international nurse recruitment. He has 23 years of experience in professional staffing and consulting and has overseen building and managing rapid-growth businesses. Solomon’s accomplishments extend to the international arena where successfully recruited hundreds of foreign nationals from several countries including the Philippines and England. He also held a variety of senior management positions with Spherion Corp. (formerly Interim Services) where he managed the strategic account relationships for several Fortune 100 clients.

About CRI
Founded in 1997, CRI is a best practice recruitment solutions outsourcing firm with corporate headquarters in Torrance, California. The company has satellite offices nationwide with an expanding international presence. CRI provides Fortune 1000 and emerging companies worldwide competitive advantage and powerful ROI through state-of-the art recruiting, staffing, and on-boarding excellence. Co-founder and CEO, Ladd Richland began CRI by developing an outsource recruiting function capable of supporting all corporate recruiting needs. Today CRI represents such companies as KB Homes, Deloitte, H.J. Heinz and Genworth Financial. For additional information about CRI, please visit www.crihire.com.
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Workplace Options Announces Acquisition of emindhealth, Inc.

Raleigh, NC — October 24, 2005 — Workplace Options, a leader in the field of work/life programs, announced that they have completed the acquisition of emindhealth, Inc. the nation’s first and most comprehensive provider of managed network services.

“WPO has a strong reputation for delivering high-quality high-value work-life services to our more than 100 EAP partners,” said Dean Debnam, CEO of Workplace Options. “Integrating the provider network and management services provided by emindhealth, Inc. into our product portfolio is a natural fit.”

Headquartered in San Francisco, emindhealth’s provider network and online management tools are used by more than 25 EAP’s and Managed Behavioral Healthcare Organizations throughout the United States. Services include hosted provider referral directories, provider recruitment and credentialing, reimbursement processing and complete managed network solutions.

“WPO understands the EAP market better than any other work-life company in the US,” said Jim Lightsey, emindhealth’s President. “Coming together will allow us to rapidly expand our provider network and take full advantage of WPO’s sizeable technology infrastructure and expertise.”

WPO clients will have immediate access to a fully-credentialed network of mental health providers, as well as comprehensive online tools for managing all aspects of the provider relationship.

WPO will maintain emindhealth as a separate business division and Mr. Lightsey will remain as its President. In addition, he will serve as a member of the WPO Executive Committee.

About Workplace Options
Serving over 13,500,000 employees and their families, Workplace Options is the largest provider of work/life programs to corporate America, through partnerships with employee assistance (EAP) companies. The company delivers a customized work/life product to EAPs who in turn offer employers an integrated work/life EAP employee benefit. Founded more than 20 years ago, Workplace Options delivers its services exclusively through EAPs and other third-party organizations. The company is recognized for its innovative web delivery capabilities, flexibility and affordable pricing models.

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Winning Keynotes, Record Attendance and Customer Collaboration Highlight Deploy Solutions Annual User Conference

NEWTON, MASS. – Oct. 20, 2005 – Seminars, expert panels, product updates and several keynotes headlined Deploy Solutions’ 2005 User Conference, which gathered an attendance that doubled the previous year.

“The user conference was exactly what I would expect from Deploy – informative, helpful and extremely customer-driven,” said Fred Cornman, Division Human Resource Manager for Tire Kingdom.

Featuring a theme of “Selecting a Winning Crew,” the conference was held October 5-7 in Newport, Rhode Island, to convey the latest in product information and industry trends to representatives from Deploy's growing client list. The conference had an excellent turnout, growing by almost 100 percent from last year’s conference.

To provide a refreshing and innovative view on human resources, the keynote address, “Selecting a Winning Crew,” was presented by Betsy Allison, a five-time winner of the prestigious Rolex Yachtswoman of the Year award and one of the world’s top female sailors. Deploy President and CEO Nicole Stata presented a keynote speech highlighting major market trends and outlining Deploy’s approach for helping its customers address their talent needs in these changing markets. In addition, Mel Kleiman, a renowned thought leader in recruiting, selecting, hiring and retaining hourly employees, provided an insightful presentation on what to look for in selecting and hiring the best candidates.

Deploy customers were inspired by the opportunity to share best practices with each other, and excited to learn about the innovative features that Deploy is planning to release in its 2006 product roadmap. “The conference was very informative, providing thought-leading ideas across multiple sessions,” noted Valerie Johnson, Director of Recruitment Systems for Advocate Health Care. “Of course, we found the opportunity to collaborate and share best practices with other customers to be extremely valuable as well. One of the things I found most exciting was the new ideas Deploy is developing for the Career Website – we can't wait to implement that.”

“My goal for the conference was to continue the critical dialog and conversation with our customers and users," said Nicole Stata. "The collaboration with our customers was a tremendous success and will help Deploy continue to innovate and improve our talent suite for our expanding group of world-class customers and partners.”

About Deploy Solutions

Deploy Solutions, Inc. provides companies with a competitive advantage in the marketplace by optimizing performance in recruiting, hiring, and retaining top employees. The Deploy Enterprise Talent Suite™ is a proven solution that improves the quality and performance of the workforce, reduces the cost of talent acquisition, and supports regulatory compliance. The company draws upon flexible technology, deep domain experience, and a comprehensive approach to HR metrics and analytics to drive measurable results for customers that include Sheetz, Six Flags, Wakefern (ShopRite Stores), Century Theaters, Hess, Tire Kingdom, Advocate Healthcare, Prudential, Bristol-Myers Squibb and many more. For additional information, call 877-GO-DEPLOY (877-463-3756) or visit www.deploy.com.



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RelyData Provides Identity Theft Restoration for Employee Assistance Plan Members of Chestnut Global Partners

MEDIA RELEASE:
CONTACT:
Garnet Steen, (312) 661-0096
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RelyData Provides Identity Theft Restoration for Employee Assistance Plan Members of Chestnut Global Partners

CHICAGO, OCTOBER 20, 2005 – RelyData, LLC, the leader in identity theft solutions, has entered into a partnership with Chestnut Global Partners, to provide identity Theft Restoration services to employees covered by the Chestnut employee assistance program (EAP). As the only restoration provider endorsed by the credit reporting industry, RelyData takes action on behalf of identity theft victims, clearing fraud from their credit records and undoing the damage caused by the unlawful use of their identities. Relydata provides these services to employers, EAP, other group buyers as well as directly to individuals.

Nearly ten million people become victims of identity theft each year and for five straight years, identity theft has been the number one consumer complaint to the Federal Trade Commission. Increasing numbers of employers are seeking support for employees victimized by identity theft because of work time lost when employees spend the estimated 60 to 175 hours required to resolve the problem on their own.

However, virtually all identity theft help services, including those offered by credit card issuers, insurance companies and other employee benefit programs, simply give victims advice and “to-do” lists, but ultimately leave victims to do the work on their own, something Garnet Steen, President of RelyData likens to do-it-yourself dentistry.

“Employees who are victims of identity theft do not know what to do and do not have access to the underlying data systems required to identify and remove fraud in credit files or manage disputes. Considering the expense and the anguish involved, both they and their employers deserve something better than a tip sheet,” said Mr. Steen.

Over ninety-percent of large employers offer their employees an EAP and nearly sixty-percent offer work life programs which assist in the identification and restoration of a broad range of personal and work-related problems that may affect job performance. “As an employee assistance provider, Chestnut Global Partners is committed to helping employees remain productive in the workplace. Employees who are victims of identity theft will spend countless hours at work trying to restore their credit rating and their personal records. Because the restoration services provided by RelyData relieve the employee of this work, we believe that our customers will find this to be a welcome addition to our existing suite of services.” says Todd Donalson, Workplace Services Manager of Chestnut Global Partners.

About RelyData:
RelyData is the leading provider of identity theft restoration services to individuals, employers, financial institutions and other organizations. Through a proprietary process that involves unique partnerships with the credit reporting industry and other data providers, RelyData offers the most efficient and comprehensive true identity restoration service that removes fraudulent information from personal identity records. To learn more, call (312) 661-0096, or visit www.relydata.com.

About Chestnut Global Partners:
Chestnut Global Partners LLC is wholly owned by Chestnut Health Systems, a not-for-profit organization offering a full range of mental health and chemical dependency services along with crisis intervention and stabilization; critical incident debriefing services; credit counseling; publications and training component called the Lighthouse Institute. Chestnut has been accredited by the Joint Commission on Accreditation of Healthcare Organizations continuously since 1975. For more information, call (309) 827-6026, or visit www.chestnut.org.

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Employers Risk Increase of Liability While Complying With New California Sexual Harassment Training Law

Jericho, NY - October 20, 2005 – "There is a lot of bad sexual harassment training out there, and it poses a serious threat to unsuspecting employers," said Robert D. Lipman, Esq., employment law litigator and President of Interactive Employment Training, Inc.

"Many online courses focus on complex legal principles that are misunderstood and/or outdated," Lipman adds. "Others leave electronic trails of wrong answers to course questions or encourage supervisors to independently investigate sexual harassment claims." These features can come back to haunt employers in litigation, he explains. For example, if a supervisor incorrectly investigates a claims of sexual harassment, he can create employer liability.

The potential impact of this problem cannot be ignored. The scope of AB 1825 is enormous since it purports to require training for supervisors outside of California who direct employees in California.

Employers can avoid this trap by carefully choosing their training program. Lipman explains, "To avoid these pitfalls, we have created courses that explore practical responses to real life issues. HRTrain.com's training encourages supervisors to identify potential problems and communicate with human resources or upper management. Our courses also encourage trainees to explore different responses to questions instead of tracking right and wrong answers."

"A good sexual harassment training program should also include a zero tolerance message from a member of upper management and the employer's own discriminatory harassment prevention policy," said Lipman.

Interactive Employment Training, Inc.(IET), www.hrtrain.com, founded in 1995, provides online sexual harassment training solutions that are based on common sense and sound instructional design.

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HRmarketer.com Helps Human Resource Suppliers Target Food Services Industry

Capitola, CA – October 20, 2005 - HRmarketer.com, the no. 1 on demand marketing and media visibility service in the human capital and benefits marketplace, has expanded its information databases to include comprehensive coverage of marketing and media resources in the food services industry.

As global demand for human resources products and services increases, niche industries like food services are paying more attention to human resource and workforce management issues such as recruiting and retention. The result is more marketing and PR opportunities for companies who sell products and services to the human resource department. This includes media placements in food services trade magazines, that until recently may not have dedicated any editorial space to HR or workforce topics. Other marketing and PR opportunities include speaking and exhibiting opportunities, award competitions, buyer guide listings, direct marketing lists and more.

“The human resources department continues to grow in importance as employers recognize the strategic and competitive importance of recruiting, retaining and developing employees,” says Kevin Grossman, EVP of HRmarketer.com. “This is creating an abundance of lead-generating and growth opportunities for suppliers of HR products and services. However, most suppliers lack the time or internal expertise to identify and track these opportunities across multiple industries. HRmarketer does this for them, leveraging our extensive expertise in this space.”

With HRmarketer’s expanded information databases, members can seamlessly create and execute media visibility campaigns in niche market segments where HR products and services are bought – including alternate distribution channels.

For example, if HR suppliers wanted to initiate a marketing campaign that targeted employee benefit brokers or HR decision-makers in the food services industry, they could search HRmarketer’s information databases to access an updated media list that covers the respective market segment or sales channel -- plus bylined article and speaking opportunities, award competitions, trade shows and events, analysts, online buyer guides and more. HR suppliers can also use HRmarketer’s campaign management and business intelligence tools to execute and manage their activities.

About HRmarketer.com
HRmarketer is the no. 1 on-demand marketing and media visibility service for companies selling to human resource departments and/or employee benefit brokers. HRmarketer combines a database of marketing and public relations information with press release distribution, campaign management, business intelligence and advisory services. Launched in 2002, it is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. The company services hundreds of human resource suppliers, helping them increase their visibility and generate sales leads.



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DoubleStar Unveils Workforce Insight Suite

CHICAGO – Oct. 19, 2005 – Today at the 8th annual HR Technology Conference & Expo, DoubleStar, Inc., a leading provider of workforce analytics, unveiled its next generation product suite – Workforce Insight™. Comprised of five analytic modules, Workforce Insight is the industry’s first complete business intelligence solution developed specifically for HR that provides the flexibility to address diverse industry and technology needs while giving organizations the most relevant information to tie human capital to business results and demonstrate a true impact on the enterprise. Built on DoubleStar’s market-leading technology platform, the new suite delivers logically organized metrics and analytics for Workforce, Staffing, Compensation, Talent and Development, and Enterprise Performance.

Leveraging more than three years of proven experience in the HR business intelligence space, DoubleStar designed its new Workforce Insight suite using a “three-tier workforce intelligence” model. The only vendor in the industry to adopt this unique model, it delivers the three key components of workforce intelligence – operational reporting, HR metrics, and valuable business insight – enabling organizations to produce accurate operational reporting about their workforce, utilize metrics based on best practices to measure and monitor HR performance, and align human capital objectives with overall company goals for increased business performance.

"The majority of organizations today do not have the correct metrics, measurements and tools in place to successfully measure or manage their workforce, let alone the information needed to map their HR organization's HCM goals to the overall corporate goals," said Debbie McGrath, President of HR.com, the largest research and Web destination for HR Executives. "Organizations that are placing workforce analytics on their "must have" list of future technology strategies will undoubtedly gain an advantage over their competitors as they move forward with the transformation to obtain
true workforce intelligence. DoubleStar's Workforce Insight suite will offer these organizations the tools needed to have critical insight into their workforce -- from running a simple headcount report to much more strategic initiatives such as driving organizational performance."

The DoubleStar Workforce Insight modules enable organizations to consolidate, organize and deliver information about key areas of HR. The five modules focus on the following processes:

Workforce – Provides HR practitioners with the ability to report on any captured workforce information in a timely and efficient manner. As the single “gold standard” source of workforce data, the module increases the credibility and integrity of the information provided by HR to the enterprise.

Staffing – Provides organizations with information related to their recruiting and hiring processes, employee retention and turnover, contingent workforce, quality of hire, impact of a hire on the sales organization, and costs associated with the loss of employee.

Compensation – Offers insight into total pay per organization, benefits and recent changes in benefits, and the impact of compensation on workforce behavior.

Talent & Development – Provides HR with information around competency development, succession planning, learning management, leadership, the impact of training on business results and workforce performance tied to business performance.

Enterprise Performance – Correlates critical information about revenue, profit, and productivity by workforce, human capital investment by workforce, and human capital ROI. The solution also enables organizations to take action based on information, resulting in an impact on business performance.

“As customers and market needs have become increasingly more sophisticated, it was critical for us to advance our solution and completely address the measurement challenges HR faces today. The Workforce Insight suite is a natural evolution for us because it leverages our proven experience and the best practices we have gained in working with large enterprises to design and deploy workforce intelligence solutions.” said Brian Kelly, Managing Director at DoubleStar, Inc. “We are excited to be the first to market with a complete and highly adaptable solution that can support an organization’s complex HR environment landscape and provide individuals – from the CEO down to the line manager – with direct access to the most relevant information they need to manage and monitor workforce performance and drive human capital management objectives.”

DoubleStar is one of 180 companies exhibiting at the HR Technology Conference & Expo, the world’s leading business conference on technology for HR executives. Visit DoubleStar at booth # 326.

About HR Technology
Sponsored by Human Resource Executive, HR Technology Conference & Expo features more than 40 sessions in program tracks ranging from Recruiting and Performance Management, to HR Outsourcing. The event is the world’s largest conference and exposition devoted to the use of all aspects of technology in human resources. This year, 50 of the 58 presenters are VP level or higher, including 23 CEOs, from world leading companies and will speak on the topics organizations need to know about, with their focus firmly on how to gain business benefits from technology.

For more information visit www.HRTechnologyConference.com

About DoubleStar, Inc.
Based in West Chester, Pennsylvania, DoubleStar, Inc. is a leading provider of workforce analytics solutions. A two-time Inc. 500 consulting services firm, DoubleStar specializes in delivering solutions that synthesize information from disparate enterprise information repositories to provide organizations with analytical insight into their company’s business performance. Building on more than a decade of data warehousing and business intelligence consulting success, DoubleStar offers a full range of strategic, implementation, and support services to clients in a variety of industries. The company’s commitment to client satisfaction has been demonstrated in more than 500 consulting engagements resulting in a 94 percent repeat business rate.

For more information visit http://insight.doublestarinc.com

# # #

DoubleStar, Inc. and Workforce Insight are registered trademarks of DoubleStar. All other company and product names may be trademarks of their respective owners.

Media Contacts:
Megan Gates
Knowledge Infusion, Strategic Vendor Services
(925) 577-8685

Frances Moscoe
DoubleStar, Inc.
(484) 356-2478


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Securitas leverages JobFlash to expand force by 50% Within Six Months

FREMONT, Calif. -- October 19, 2005 – Early in 2005, as he laid out his annual plan of attack for the explosive Las Vegas market, Securitas Security Services area vice president Jerald “CJ” Fox set an unlikely goal: to dramatically increase the size of his security force without adding a single employee to his HR Department.

Fox did his research, then tapped JobFlash to automate his application, screening and scheduling processes in March. Within six months, Securitas has:

• Added 500 security officers to what was a force of 1,000 in Las Vegas
• Added 41 clients
• Increased its bottom line by 18% (projected 36% over a full year)

… all without expanding its five-person HR Department.

JobFlash had quickly identified the first order of business for Securitas: improve the quality of applicants that were walking through the door.

“Our failure rate was huge,” said Fox, referring to an 83-question test that Securitas employs to gauge core competencies and disposition in its officers. “Ten would come through the door and we’d hire three. Since JobFlash began screening our applicants, we’re hiring six out of 10.”

Intent on positioning Securitas as the market expert on security at high-end gated communities, Fox was the driving force behind an innovative policy of accountability. He instituted a program whereby a branch manager – not merely a supervisor – would be on duty 24 hours a day at Securitas.

Choosing JobFlash to automate recruiting and boost the quality of applicants cycling through Las Vegas, Fox noted, was the logical next step in Securitas’ campaign to boost accountability and slice retention in an industry plagued by turnover.

“With JobFlash, I can hire 30 people a week, take all the paperwork out of my hands and still be confident that the quality of applicants is higher than other companies,” Fox added. “We’re still in the ‘constantly hiring’ mode in this market, but quite frankly, we’d be a lot further behind without JobFlash.”

“Securitas is the kind of company for which JobFlash was built,” said JobFlash CEO Mike Krueger. “They’re experiencing exponential growth, they’re committed to holding down HR costs and they’re accountable on a number of levels for the quality of applicant they’re hiring. It’s been an exciting partnership.”


About JobFlash:

Founded in 2002, JobFlash’s recruiting service automates sourcing, screening and scheduling of hourly employees – by phone or online – to deliver the highest quality applicants fast. An HR Executive Magazine Top 10 Products of the Year winner, JobFlash’s powerful JobMail™ Box empowers phone applicants to listen to openings, apply for jobs, check their hiring status, update their information and schedule appointments for interviews. JobFlash clients include leading casinos, restaurants, hotels, retailers, security companies, hospitals and airlines.


Contact Information:

Brian Higgins
Media Manager
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40983 Encyclopedia Circle
Fremont, CA 94538
(510) 580-5234
www.jobflash.com



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Harvest� Automated Job Posting Technology Wins Top HR Product of the Year Honors at HR Tech 2005

Indianapolis, IN (October 19th, 2005) – Harvest from TruStar Solutions was chosen as one of HR Executive Magazine’s Top HR Products of 2005 today. The official announcement was made during the annual HR Tech Show at McCormick Place in Chicago. With this award, TruStar Solutions’ wildly successful automated job posting technology joins an elite group of powerful HR technologies.

“To be selected by such an esteemed publication as one of the top HR products of the year is a great accomplishment,” said LeRoy Robbins, CEO of TruStar Solutions. “This award is a testament to TruStar Solutions’ ability to develop innovative recruiting efficiency technologies that have a real impact on our clients’ recruiting success.”

Harvest is an automated technology designed to help companies with federal contractor status satisfy OFCCP job posting regulations. Harvest automatically imports open positions from a corporate career site, job board, or any website, and posts them to America’s Job Bank (AJB) each day. The program runs automatically, requires no interaction from the client, and is extremely cost-effective.

Harvest was chosen because it represents both forward-thinking design and a unique method for solving a common problem. Harvest replaces the inefficient process of manually posting open positions to AJB, and allows companies to prove OFCCP job posting compliance much more effectively.

“This automated product allows human resource professionals to all but ignore the time-consuming task of manually posting all open jobs as required for all government contractors,” said David Shadovitz, Editor-in-Chief of Human Resources Executive Magazine. “Its 'no touch' approach fulfills a need that has been largely ignored by the solution provider community.”

In addition to assisting many of the top companies in the world with their federal job posting compliance, Harvest is also available for reseller partnerships. Established job boards can add value to their services by offering Harvest as a simple, automated data extraction engine.

About TruStar Solutions
TruStar Solutions (www.trustarsolutions.com) is the leader in “Creating Exceptional Hiring Strategies”. TruStar Solutions partners with organizations to provide unbiased, customized human capital solutions which help clients realize their vision of a proactive, high-impact recruiting process. Many of the top companies in the world consider TruStar Solutions both an information partner and a solutions provider. Clients include: GlaxoSmithKline, Cardinal Health, Philip Morris, ChevronTexaco, Bayer Pharmaceuticals, Target, AIG Valic, Progressive, Federated Department Stores, Hallmark Cards, Kraft Foods, Cigna, Unisys, Eli Lilly and many more.

Media Contact
Chris Cella, Marketing Manager
TruStar Solutions
888-547-4472 x346
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Human Capital Institute and Exxceed Announce Agreement to Energize Organizations

Washington D.C. and Chicago, IL -- October 17, 2005 - The Human Capital Institute (HCI), a think tank, professional association and educator in talent management strategies, and Exxceed Inc., a leading provider of human capital management solutions, announced today that Exxceed will underwrite HCI's “Competencies and Human Capital Content for Top Talent” learning and research track.

"This is terrific news for HCI," said Allan Schweyer, HCI's Executive Director. “Exxceed is a leader in integrating competency content, software, and services to deliver sustainable performance across the entire spectrum of human capital processes. This alliance will bring together a strong Thought Leadership Panel and provide the foundation for building HCI’s Competencies and Human Capital Content for Top Talent track.”

As a result of the alliance, Exxceed, Inc. will be recognized for its expertise, financial support and advisory role in the development of research, white papers and education to promote the further use of defined competencies and human capital content in talent management programs. Key employees, clients and partners of Exxceed will become professional members of the Human Capital Institute with membership benefits including access to HCI's research library, local networking events, E-seminars, Talent Blogosphere, talent di! rectories, and steep discounts on HCI’s game-changing education including 20
new, in-depth certificate classes.

"With the global shift to knowledge-based economies, HCI is a truly unique association, in its ability to help organizations at the human capital and talent management strategy levels as well as providing them with the insight, knowledge, tools and real-world examples for creating their own successes," said Dean H. Dussias, Exxceed's CEO. "At Exxceed we also focus on both the strategic and tactical levels, helping our clients work through their Vision, Program Design, Solution Build and Implementation phases, drawing on our extensive Human Capital Content, integrated Software suite, and Services expertise. We find leading organizations hungry for knowledge, best ‘next’ practices, process improvement and design support which HCI and Exxceed bring to this exciting project.”

ABOUT EXXCEED:
Headquartered in Chicago, IL, Exxceed Inc. is a leading provider of human capital management solutions that combine competency content, software as a service, and strategic consulting, implementation and competency model building services to help clients deliver sustainable performance and achieve organizational and individual excellence. Exxceed has clie nts in all parts of the globe, in industries ranging from global financial services, health care, energy, government and nonprofit, to manufacturing, technology, and information and professional services. For more information, please visit: www.exxceed.com

ABOUT THE HUMAN CAPITAL INSTITUTE:
The Human Capital Institute is a think tank, educator, and professional association dedicated to the advancement of talent management practices with individuals and organizations. HCI serves as a catalyst for innovative thinking in integrated talent strategy, acquisition, development, engagement, management, and measurement. Through research and collaboration, HCI programs collect original, creative ideas from a field of the brightest thought leaders in talent management. Those ideas are then transformed into measurable, real-world strategies that help its members attract and retain high-performing people, build a diverse, inclusive workplace, and leverage individual and team performance throughout the enterprise. HCI members represent a broad coalition of educators, consultants, human resources, strategic search, organizational development professionals, talent managers and executives. For more information, please
visit www.humancapitalinstitute.org

PRESS CONTACTS
Exxceed, Inc.
Dean H. Dussias
312-795-9494 x134
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Human Capital Institute
Andrea Miller
866-538-1909
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IncentOne Named As Top Provider For Recognition Programs. HRO Today Magazine Announces the "Lucky 13"

Carlstadt, NJ (October 18, 2005) – IncentOne, the leading provider of integrated incentive solutions, has been highlighted in HRO Today Magazine’s Incentive Resource Guide as one of the top 13 Recognition Program providers servicing Corporate America.

“The Lucky 13” list features full service employee recognition and workplace performance providers who offer a variety of services, which range from the traditional HR employee driven service awards to activity specific programs- such as health and wellness incentives.

Although, this list focuses on solution providers servicing corporate HR, IncentOne also offers a vast array of reward and recognition solutions specifically designed to support the myriad of business objectives facing companies today. Whether an organization seeks to optimize sales performance or revenue goals, acquire new customers, strengthen existing customer relationships or to reduce healthcare costs by promoting wellness program participation, IncentOne has developed thousands of comprehensive incentive solutions for Fortune 500, mid size and small businesses alike.

“We’re pleased to be part of this elite group of service providers,” said Michael Simon, Executive Vice President of IncentOne. “Because this recognition is based on client recommendations and industry endorsement; this award confirms our belief that our combination of products and solutions consistently exceeds our customer’s expectations.”

HRO Today Magazine selected the Lucky 13 from a wide rage of full-service recognition providers based on key industry metrics including feedback from HR executives who have positive results from program outsourcing, performance case studies and ROI analysis. As stated by HRO Today….“We have listed the 13 best outsourcing providers in this field who offer the entire package…End-to-end providers work with HR clients in identifying objectives, pinpointing employees who deserve recognition, creating budgets, developing programs, coordinating communications, selecting and delivering incentive packages, promoting programs, tracking employees, distributing awards, and completing project evaluations.”

About IncentOne
Since 1997, IncentOne has provided integrated reward, recognition and incentive solutions to domestic and international clients ranging from small businesses to large multi-nationals, including half of the FORTUNE® 50. IncentOne’s solutions combine its proven, technologically advanced incentive platform with the industry’s most comprehensive reward portfolio to provide companies with strategic tools to drive business objectives. Directly and through its network of partners, IncentOne’s products and solution has helped hundreds of clients including GE, Deloitte, ADP, and the United States Postal Service to promote wellness, improve performance, retain customers, and create safer workplaces. For more information, please visit the Web site at www.incentone.com or contact K.Bennett-Johnson , (201) 372-9250 ext. 353 or e-mail protected from spam bots







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The Human Capital Institute Announces Executive Session at UC Berkeley's Haas School of Business

Washington D.C. and San Francisco, CA �October 14, 2005 - The http://www.humancapitalinstitute.org/hci/hci.home [Human Capital Institute (HCI)], a think tank and association focused on http://www.humancapitalinstitute.org/hci/track_communities.guid [talent management strategies], and http://execdev.haas.berkeley.edu [The Berkeley Center for Executive Development (CED) at the Haas School of Business, University of California, Berkeley], will jointly host a human capital education and networking event for the San Francisco area business community on November 1, 2005.

"We're excited about partnering with http://execdev.haas.berkeley.edu [CED] to present our http://www.humancapitalinstitute.org/hci/events_networks.guid [Human Capital Leadership Series,]" said Allan Schweyer, HCI's Executive Director. "The Center for Executive Development is a great fit for HCI; both organizations are dedicated to providing forward-thinking education, research and experience to help individuals and businesses be successful in today's knowledge economy."

The http://www.humancapitalinstitute.org/hci/events_network.guid?_trainingID=281 [complimentary event] on November 1 will begin with a networking session and continental breakfast, followed by a presentation by http://www.humancapitalinstitute.org/hci/events_network.guid?_trainingID=281#bio [Dr. Philippe Baumard], a visiting professor at the Haas School of Business,on http://www.humancapitalinstitute.org/hci/events_network.guid?_trainingID=281 ["Leveraging Human Talents in the Demand Innovation Process]." This is an important topic for any company facing slower growth. Revitalizing product growth through demand innovation requires a specific talent program that focuses on creativity, peripheral thinking, "thinking outside of the box," and other skills Dr. Baumard will relate.

The http://execdev.haas.berkeley.edu [Center for Executive Development] is constantly looking for innovative and unique ways to offer rich education and programs to top-level executives and companies. Working with http://www.humancapitalinstitute.org/hci/hci.home [HCI] to present the Human Capital Leadership session is an example of http://execdev.haas.berkeley.edu [CED's] commitment to bringing the latest research, strategies and tools to leaders across business, academia, government and consulting.

This complimentary event is open to the public, however seating is limited. Interested parties may http://www.humancapitalinstitute.org/hci/events_network.guid?_trainingID=281 [register] in advance by calling toll free, 866-538-1909 or online at www.humancapitalinstitute.org.

To find out if the http://www.humancapitalinstitute.org/hci/events_networks.guid [Human Capital Leadership series] is coming to a university in a city near you, please visit: www.humancapitalinstitute.org.

For upcoming programs by the Berkeley Center for Executive Development, please go to http://execdev.haas.berkeley.edu.

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ABOUT THE BERKELEY CENTER FOR EXECUTIVE DEVELOPMENT AT THE HAAS SCHOOL
The http://execdev.haas.berkeley.edu [Berkeley Center for Executive Development] draws on the rich resources, talent and perspectives of top-level business educators and researchers from http://www.haas.berkeley.edu/ [UC Berkeley's Haas School of Business] and elsewhere to provide top-level executive education courses and custom programs to executives and companies around the world. The Berkeley ExecDev team is committed to the continual development and delivery of content that is current, innovative, and responds to the needs of executives. We consult with executives, companies and business educators to develop courses that are on point and provide usable value. Our team is focused on helping executives achieve strategic business objectives and build organizational strengths. To learn more please visit: execdev.haas.berkeley.edu

ABOUT THE HUMAN CAPITAL INSTITUTE
The http://www.humancapitalinstitute.org/hci/hci.home [Human Capital Institute] is a think tank, educator, and professional association dedicated to the advancement of http://www.humancapitalinstitute.org/hci/track_communities.guid [talent management practices] with individuals and organizations. http://www.humancapitalinstitute.org/hci/hci.home [HCI] serves as a catalyst for innovative thinking in integrated talent strategy, acquisition, development, engagement, management, and measurement. Through research and collaboration, http://www.humancapitalinstitute.org/hci/hci.home [HCI] programs collect original, creative ideas from a field of the brightest thought leaders in talent management. Those ideas are then transformed into measurable, real-world strategies that help its members attract and retain high-performing people, build a diverse, inclusive workplace, and leverage individual and team performance throughout
the enterprise. http://www.humancapitalinstitute.org/hci/hci.home [HCI] members represent a broad coalition of educators, consultants, human resources, strategic search, organizational development professionals, talent managers and executives.

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PRESS CONTACTS
Human Capital Institute
Andrea Miller
866-538-1909

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New Harris Rothenberg Work/Life Portal Showcases Innovative Content Integration and Branding Customization Features

New York, NY, October 13, 2005 -- Harris, Rothenberg International (HRI), LLC, a global http://www.harrisrothenberg.com [performance management] company, today announced the launch of their improved private web portal for company's who contract with HRI�s programs. The updated web site, branded http://www.harrisrothenberg.com [What's On Your Mind?], allows employers to access a educational resources and provider databases for a variety of life needs including child care, parenting, caring aging loved ones and health and wellness. The new site also includes multiple interactive training resources for managers and employees.

"In addition to being one of the only providers in the http://www.harrisrothenberg.com/eap.php [EAP] and http://www.harrisrothenberg.com/worklife.php [work/life] industry allowing clients to private label their work/life and EAP portal," said Dr. Edward Trieber, Managing Director of HRI, "our innovative technology seamlessly integrates our client's own website content with the HRI site."

HRI, one of the fastest growing providers of work/life and employee assistance program (EAP) benefits in the USA, offers its work/life services as a stand-alone program or in conjunction with an EAP. HRI's work/life services help companies increase employee engagement as well as recruit and retain the best employees.

Some new features to the HRI employer web site include:

- User Profiling: Related content, such as custom training or group-specific information, can be served to specific segments within an employer's group as they log into the HRI portal.

- Brand Customization: The HRI employer portal can be branded to match the employer�s company website with an identical look and feel.

- Document Integration: Ability to integrate employer-specific content including policies, procedures, forms, and benefits information within the HRI employer portal.

- Expanded Content and Training Resources: Thousands of new content pieces including employee education modules, a manager training series, and a new health and wellness section that covers over 50 self-assessments on health and wellness; emotional and mental health; addiction; and domestic violence.

- Improved search: New search features to help users quickly find the information they need within their portal.

"We are excited about the new features being introduced, because they will enable employers to better serve the needs of their employees," concluded Trieber.

About Harris, Rothenberg International, LLC
Harris, Rothenberg International is a performance management firm. The company helps employers solve their most challenging and complex people issues by removing the barriers that prevent organizations and employees from achieving their best. HRI achieves this by delivering executive services, employee and employer assistance programs, work/life services, behavioral risk management and training. Founded in 1982 and headquartered in New York City, HRI is one of the oldest and most well respected firms of its kind.

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FORMER CIGNA HEALTHCARE EXECUTIVE JOINS CONNECTYOURCARE AS REGIONAL VICE PRESIDENT

(Baltimore) October 13, 2005 -- ConnectYourCare, a http://www.connectyourcare.com [consumer-directed healthcare] platform (CDH) that provides state-of-the-art consumer-based administration and tools to employers, health insurance companies, third-party administrators, and banks, has named Daniel K. O'Connell as Regional Vice President, Midwest Region. He will be responsible for sales and business development opportunities in one of most active regions with respect to consumer-driven healthcare initiatives. O'Connell will be based in Chicago.

Prior to joining ConnectYourCare, O'Connell was president of Insight Consulting, a sales training, leadership and productivity improvement firm. From 1981-2002, O'Connell had a distinguished career with CIGNA Healthcare. He advanced through the company and in 1998 became Regional Vice President where he had responsibility for 13 offices in 11 states and $4.75 billion in revenue and $980 million in new sales.

"Dan brings 25 years of healthcare sales and business development expertise to ConnectYourCare," said Terry Hunter, CEO and Chairman of ConnectYourCare. "His broad-based experience and acumen will guide our company's growth in the consumer directed healthcare business and enable us to expand our growing base of customers nationally."

About ConnectYourCare

ConnectYourCare (http://www.connectyourcare.com), a Revolution Health Group company, provides a pathway for employers to migrate to Consumer-Directed Healthcare by supplying tools for employees to better manage their healthcare choices and a vehicle for employers to realize healthcare cost containment. ConnectYourCare works in conjunction with an employer's consultant/broker in mid- to large-market organizations to administer CDH solutions. ConnectYourCare is not an insurance company and does not market insurance products. Its services platform is carrier neutral, so when an employer changes carriers or wants to use multi-carrier health plans, its HSA, HRA and FSA administration and wellness tools stay consistent across their organization. For more information, please email info@connectyourcare.com or call 1-877-495-3341.

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

The Human Capital Institute and Santa Clara University Announce Agreement to Offer the Latest Human Capital Education to the Local Business Community

Washington D.C. and Santa Clara, CA - October 11, 2005 - The Human Capital Institute (HCI), a think tank and association focused on talent management strategies, and the Executive Development Center, a division of the Business School at Santa Clara University (SCU), announced today a partnership to develop a series of Human Capital Leadership programs for Silicon Valley's business community. SCU is a comprehensive Jesuit, Catholic university located in California's Silicon Valley.

"HCI and SCU's Executive Development Center share a common, urgent goal to provide human capital training to executives and strategic HR professionals," said Allan Schweyer, HCI's Executive Director. "A survey by SCU's own Leavey School of Business showed the impact of a global, knowledge economy as half of Silicon Valley's outsourced jobs are lost to India, China and other parts of Asia. Organizations everywhere need education to effectively plan for, attract, engage, develop and lead the very best talent. This is the only way to remain competitive in the knowledge economy."

The first event in the series will be held on December 1, from 8:00 - 11:15 am at Santa Clara University (California Mission Room - Benson Memorial Center). The event begins with a networking session and continental breakfast, followed by a program led by the "father" of human capital metrics: author, founder and CEO of Human Capital Source and Workforce Intelligence Institute and Bay area resident, Dr. Jac Fitz-enz.

"Santa Clara University recognizes the pressing need for human capital education for executives across all sectors of the economy," said Barry Posner, Dean, SCU's Leavey School of Business. "By partnering with HCI to present the Human Capital Leadership series, we can provide a highly accessible forum to present the most forward-thinking human capital authorities today."

Interested parties may register for Dr. Fitz-enz' presentation by calling toll free, 866-538-1909 or online at: www.humancapitalinstitute.org.

To find out if the Human Capital Leadership series is coming to a university in a city near you, please visit: www.humancapitalinstitute.org.

ABOUT THE LEAVEY SCHOOL OF BUSINESS
The Leavey School of Business at Santa Clara University began in 1926, and was one of the first business schools in the country to receive national accreditation. Its undergraduate business program has been recognized as one of the best in California, and its MBA program is ranked 10th in the nation among part-time graduate programs. More than 80 percent of its 1,100 MBA students are working professionals in Silicon Valley.

ABOUT SANTA CLARA UNIVERSITY
Santa Clara University, a comprehensive Jesuit, Catholic university located in California' s Silicon Valley, offers its 8,213 students rigorous undergraduate curricula in arts and sciences, business, and engineering, plus master's and law degrees. Distinguished nationally by the third-highest graduation rate among all U.S. masters' universities, California's oldest higher-education institution demonstrates faith-inspired values of ethics and social justice. More information is online at www.scu.edu.

ABOUT THE HUMAN CAPITAL INSTITUTE
The Human Capital Institute is a think tank, educator, and professional association dedicated to the advancement of talent management practices with individuals and organizations. HCI serves as a catalyst for innovative thinking in integrated talent strategy, acquisition, development, engagement, management, and measurement. Through research and collaboration, HCI programs collect original, creative ideas from a field of the brightest thought leaders in talent management. Those ideas are then transformed into measurable, real-world strategies that help its members attract and retain high-performing people, build a diverse, inclusive workplace, and leverage individual and team performance throughout the enterprise. HCI members represent a broad coalition of educators, consultants, human resources, strategic search, organizational development professionals, talent managers and executives.

PRESS CONTACTS
Santa Clara University
Executive Development Center - Leavey School of Business
Janet Sola
408-554-2344

Human Capital Institute
Andrea Miller
866-538-1909

AIRS Announces 12 NEW Recruitment Workshops

Wilder, VT - AIRS announces the addition of 12 NEW recruitment workshops to its award-winning catalog of more than 20 talent acquisition seminars. These new workshops span the lifecycle of recruitment and include cutting-edge courseware focused on strategic recruitment design, diversity talent acquisition, workforce planning, metrics, employment branding, and employee referral programs. Initially these new courses will be exclusively offered as part of Academy - AIRS all-inclusive training package that provides recruiters and hr professionals with unlimited access to AIRS entire suite of learning and certification programs for one low price. Starting in Q1 2006, these courses will be available for individual purchase.

"These 12 new courses are a big step forward for AIRS," said Chris Forman, AIRS CEO. "AIRS has always been recognized for its break-away skills training programs. These new courses really delve in the strategic issues of talent acquisition and make our course offerings increasingly more valuable to senior level recruiters and human capital executives."

The 12 new courses include:

�The Business Case for Diversity Recruitment
�How To Hire Great Recruiters
�Supercharging Your Employee Referral Program
�Workforce Planning and the Talent Supply Chain
�Building an Employment Brand That Attracts Top Talent
�Global Talent Strategies for the 21st Century
�Leveraging Talent Management Technologies
�Talent Metrics That Matter
�The Key Competencies of Top-Performing Recruiters
�Best and Next-Practices in Assessment and Selection
�Effective Coaching for Maximum Performance
�Comprehensive and Effective On-Boarding

"These new courses, and all of the resources available within AIRS Academy�, are applicable for both corporate and third-party recruiting professionals, front-line recruiting managers, and senior human capital executives interested in grounded practitioner training," said Forman.

Call 800-466-4010 or visit http://www.airsdirectory.com/training/specials/academy/ to learn more.

About AIRS
AIRS is a diversified Human Capital Solutions company providing top-notch training, executive education and sophisticated Web tools for Talent Acquisition, Performance Development and Career Transition to more than 70 percent of the Fortune 500 as well as market-leading companies in virtually every industry. Founded in 1997, AIRS is headquartered in Wilder, VT.

PRESS CONTACT
Alexis Benson
Sr. Marketing Communications Manager
58 Fogg Farm Road
White River Junction, VT 05001
800-466-4010 x1306
abenson@air