Lore International Institute announces the founding its new European firm Lore International Institute Europe

Durango, CO, November 30, 2005 — Lore International Institute, a privately held executive development firm, announced today the establishment of Lore International Institute (Europe) Ltd. For nearly 20 years, Lore International Institute has been pioneering the development of the finest leadership development teams in the world. Lore’s clients are leaders in their industries including consulting, technology, finance, healthcare, telecommunications, and engineering and construction.

Stephan Oberli, Managing Director, will lead Lore-Europe, which is headquartered in Zurich, and supported by its client solutions teams throughout Europe. Mr. Oberli’s primary initiative is to support Lore’s extensive client base. “It is our goal to make Lore International Institute Europe the premier firm for leadership development services in Europe. We intend to become even more respected for outstanding innovation and quality in providing these services.” Mr. Oberli continues, “We will partner with our distinguished clients in EMEA—for consulting, innovative co-design, and delivery—to enhance their talent and leadership base.” Besides his experience as CEO of Switzerland Insurance Holding (USA) Inc., Mr. Oberli also has an established history in the European business community, which includes acting as senior vice president for the Basel Insurance Company and as the executive vice-president of sales and
production with the CSS Insurance Company, the second largest health insurer in Switzerland.

Lore’s growing demand in Europe has prompted the new firm’s opening. “Historically more than forty percent of our business has been delivered outside of the United States,” said Dr. Terry R. Bacon, President and CEO, “and we continually build resources and infrastructure to support our delivery to international and multinational firms.” This year, Lore has added significant strength to its leadership team, and has enhanced its foundation of core professional development services by adding new coaching offerings, an on-demand talent development system, and one of the best executive team evaluation tools in the world.

About Lore International Institute (Europe) Ltd.
Lore-Europe is a partially owned subsidiary of Lore International Institute located in Zurich, Switzerland. Founded in October 2005, Lore-Europe continues to serve Lore’s multinational client base with a broad range of professional development solutions including organizational consulting, executive coaching, executive education, assessment, and business development services. For additional information about Lore-Europe, contact Stephan Oberli, Managing Director, at +41 44 485 40 80. www.LoreNet.com

About Lore International Institute
Lore International Institute is a privately held, executive development firm, serving the global business community. Since 1989, Lore has been providing clients with a variety of scaleable and progressive solutions, and is able to offer an end-to-end solution that includes assessment, organizational consulting, executive education, and executive coaching. For additional information about Lore, contact Jennifer Kwiatkowski, Marketing Manager, at 800-866-5548. www.LoreNet.com




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Human Capital Luminary Noel Tichy to Present at HCI's National Summit

Washington, D.C. - December 1, 2005 - The Human Capital Institute (HCI), a professional association and educator in talent management strategies, announced today that Noel M. Tichy, Ph.D., Professor of Organizational Behavior and Human Resource Management at the University of Michigan Ross School of Business and renowned leadership expert, will join HCI's inaugural National Human Capital Summit, to be held in Chicago April 6-7.

In the Summit's closing session, Dr. Tichy will present "Judgment - The Essence of Leadership," which will explore a key and often misunderstood leadership trait.

"The common misconception is that judgment is innate, but it is a skill like any other that can be developed and refined," said Allan Schweyer, HCI's Executive Director. "Noel Tichy, a pioneer in the leadership field, understands how individuals, as well as organizations, can cultivate judgment."

Dr. Tichy directs the Global Business Partnership, an international consortium for research and executive development. For over a decade, the Partnership ran the Global Leadership Program, a 36-company consortium of Japanese, European and North American companies that partnered to develop senior executives and conduct action research on globalization in China, India, Russia and Brazil. Tichy now heads up the Global Leadership in Healthcare Program, working with CEOs and their senior teams from major medical centers in the U.S along with teams in Europe and India.

Noel Tichy consults widely in the private and public sectors and is a senior partner in Action Learning Associates. Most recently, he led the launch of the Global Corporate Citizenship initiative in partnership with General Electric and Procter & Gamble, designed to create a national model for partnership between business and society.

In the mid 1980s, Dr. Tichy was head of GE's Leadership Center, the famed Crotonville, where he led the transformation to action learning.

Noel M. Tichy is the author of numerous books, including The Cycle of Leadership: How Great Leaders Teach Their Organizations to Win (co-authored with Nancy Cardwell); The Ethical Challenge: How to Lead with Unyielding Integrity (co-authored with Andrew McGill); and Every Business Is a Growth Business: How Your Company Can Prosper Year After Year (with Ram Charan). He has been rated one of "The Top 10 Management Gurus" by Business Week and Business 2.0.

ABOUT HCI'S HUMAN CAPITAL SUMMIT
HCI's first annual Human Capital Summit Conference and Expo will take place Thursday April 6 through Friday April 7 in Chicago, with pre-conference workshops on Wednesday, April 6. A 2006 must-attend event, the Summit is for human capital professionals, line managers and executives who understand that talent will be the key driver for success in the knowledge economy. For the complete program listing, location and hotel information, registration details and more, please visit: www.humancapitalinstitute.org/hci/conference_national.guid

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, talent managers and executives. For more information, please visit: www.humancapitalinstitute.org


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



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NJBankers Partners with Lubetkin & Co. Communications To Offer Podcast Audio Programs to Association Members

CHERRY HILL, NJ – November 30, 2005 – NJBankers, a trade association representing the New Jersey banking industry, has partnered with Cherry Hill-based Lubetkin & Co. Communications to offer audio broadcasts of selected seminar programs to its members over the Internet, a delivery mechanism known as “podcasting.” This will be NJBankers’ first venture into Internet distribution of its audio programming.

Lubetkin & Co. will produce podcast recordings and deliver the Internet podcast “feeds” to NJBankers so that association members can download the recordings for review on their computers or portable digital audio players.

“Our members are becoming increasingly sophisticated about the use of time-shifting technology like podcasting for their continuing education activities, so we are pleased to be able to offer our members this opportunity to hear our panel programs at a time that’s convenient for them,” said Timothy E. Doherty, NJBankers vice president and director of communications. “Podcasting is a cost-effective and engaging way for our members to participate in these programs, even if they cannot attend in person.”

The first NJBankers podcast program will be “Forecast 2006,” a December 1, 2005 panel discussion on the New Jersey state economy, with participants Thomas A. Bracken, President & CEO, Sun Bancorp, Inc.; Dr. Joseph J. Seneca, a professor at the Edward J. Bloustein School of Planning & Public Policy and Chairman of the New Jersey Council of Economic Advisors; and Janine J. Akey, Chief Examiner, NJ Department of Banking & Insurance.

“NJBankers is taking a dramatic leap ahead of other financial trade associations in New Jersey by embracing podcasting technology to increase the reach of its excellent seminar programs,” said Steven L. Lubetkin, managing partner of Lubetkin & Co. Communications. “Businesses and trade organizations like NJBankers can provide valuable information to an even broader group of stakeholders through Internet-delivered audio broadcasts like this one.”

Lubetkin & Co. launched its Internet broadcasting practice in April 2005, counseling clients about the effective use of podcasts and weblogs, or “blogs,” online journals that facilitate two-way communications with customers, employees, and others.

Lubetkin, a veteran of more than 25 years in corporate communications, is a frequent speaker on technologies like blogging and podcasting. He worked as a broadcast news anchor and hosted more than 1,000 investor relations conference calls during a ten-year stint on Wall Street. Lubetkin & Co. specializes in strategic communications advice for corporate clients, executives, and other organizations. Its website is www.lubetkin.net.

NJBankers is an organization dedicated to serving the banking industry and its affiliates by representing banking-related interests at all levels of government and by providing information and educational training to promote sound banking practices and financial services to the communities and businesses of New Jersey. Its website is www.njbankers.com.



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Editors, Note: Mr. Lubetkin is available to discuss how podcasting technology can help organizations communicate effectively with their audiences. A copy of NJBankers inaugural podcast will be available on request. Please call Steve Lubetkin at (856) 751-5491 or email e-mail protected from spam bots.




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Workplace Options' Mary Ellen Gornick to Co-Chair EAPA's Work/Life Task Force

Workplace Options' Mary Ellen Gornick to Co-Chair EAPA's Work/Life Task Force

Raleigh, NC -- November 30, 2005 -- Workplace Options, the largest provider of work/life employee benefits in America, announced that Mary Ellen Gornick has been appointed to co-chair the Employee Assistance Professionals Association's (EAPA) Work-Life Task Force.

Chartered by EAPA in 2000, the Work-Life Task Force was designed to look at the relationship of work-life with EAP. The task force is made up of consultants, providers of EAP and work-life services, and internal employee assistance professionals with management responsibility for the delivery of their organization's EAP and work-life services.

"Our role as a committee it to keep the EAPA board informed on the status of Work-Life and EAPA integration trends going on in the industry and with the membership," Said Mary Ellen Gornick, senior VP of union services for Workplace Options. "It is a real honor to co-chair the task force with Bruce Davidson of Corporate Counseling Associates who was at the forefront of the EA – Work-life integration movement."

Mary Ellen is a nationally recognized expert in the field of work/life whose experience, dedication and contributions to the field will bring significant contribution to the EAPA Work/Life Task Force.

At Workplace Options (WPO), Mary Ellen is responsible for the delivery of work/life services to labor unions, as well as WPO's work/life consulting practice where Ms. Gornick helps clients determine new directions through organizational assessments, impact studies, strategy development and unique program initiatives. Prior to joining Workplace Options, Ms Gornick founded the CPA Group a nationally recognized work/life consulting and training organization. Ms. Gornick is a founding board member and past President of the Alliance of Work-Life Progress (AWLP). She is also an instructor in the Boston College – AWLP certificate program. Ms. Gornick earned a Master's Degree from the University of Chicago, School of Social Service Administration and is currently associated with the Entrepreneurship Center, housed in the School of Management at Purdue University-Calumet.


About Workplace Options
Founded in 1982 and servicing nearly 14 million employees and their families, Workplace Options (WPO) is America’s largest provider of work/life services. WPO is recognized for its innovative web delivery capabilities, flexibility and affordable pricing models. The company's Partnership Integration Model offers the most complete and thorough process for successfully integrating EAP and work/life employee benefits available in today's market.

About Employee Assistance Professionals Association
Established in 1971, the Employee Assistance Professionals Association (EAPA) is the world's oldest and largest membership organization for employee assistance professionals, with approximately 5,000 members in the United States and more than 30 other countries. EAPA hosts an annual conference, publishes the Journal of Employee Assistance, and offers training and other resources to enhance the skills and success of its members and the stature of the employee assistance professions.

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Partnership Delivers Integrated Self-Service & Process Automation for ADP Enterprise HRMS Clients

Partnership Delivers Integrated Self-Service & Process Automation for ADP Enterprise HRMS Clients

November 29, 2005, Saskatoon, SK – cfactorTM announced today its strategic partnership with CGServices USA ("CGS") to implement enhanced self-service functionality for Automatic Data Processing ("ADP") Enterprise HRMS system clients. The partnership combines CGS' comprehensive technical and implementation services with cfactor workplace automation solutions for plug-in self-service, payroll, benefits and HR functionality.

The partnership was created out of a recognized need to assist enterprises in realizing improved efficiencies through automation of current HR practices. "We’re very pleased to be joining forces with CGS to help meet the demands of companies who want to improve their bottom line by implementing robust self-service and business process automation solutions in conjunction with their enterprise HRMS/payroll systems," says Cary Schuler, CEO of cfactor developer, CTI. "Every organization has unique operational needs. By joining forces, CGS and cfactor can offer a highly configurable, range of self-service/process automation solutions to drive tangible bottom line results."

Les O'Brien, President of CGS says, "The focus of CGS is on providing our clients with solutions that deliver rapid ROI by streamlining processes that improve efficiencies and reduce costs." He adds, "Partnering with CTI reaffirms this focus. cfactor’s ability to provide improved efficiencies through automation is a benchmark that many aspire to, but few succeed in attaining."

About CGServices USA
CGServices USA provides flexible solutions to businesses of all sizes and levels of complexity. Their offerings include custom software, compliance testing and best practices processing, business and technology consulting, functional and technical system integration services, business intelligence and stream-lined reporting, as well as end-user training and documentation. For more information, go to www.cgservices.com.

About cfactor and CTI
cfactor workplace automation software is developed, implemented and supported by CTI ("Cronus Technologies Inc."). cfactor assists enterprises to improve the efficiency and productivity of its workforces. Customers are using cfactor for automating routine human resource and business processes, providing employee and manager self-service, performance management, benefits administration, workforce communications and HR analytics. cfactor technology has been recognized for supporting HR best practices (Canada’s Top 100 Employers 2006), as Best New Product (SABEX 04) and presented with the HR Technology Excellence Award (HR Tech 03). For more information go to www.cfactor.net. To learn more about the cfactor partner program, go to partners on the cfactor website.

ADP is a trade-mark of Automatic Data Processing, Inc. ADP is not associated with CTI.

For more information contact:

Bonnie Clark, Business Development Associate
Cronus Technologies Inc.
Telephone: 306.652.5798
Toll free: 1.877.655.5798
ext. 123
website: www.cfactor.net


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Benefits Brokers Selecting sharedHR to Deliver Innovative, Compliant HR Solutions to Their Clients

“Businesses are pressuring brokers to provide higher levels of service—such as HR support—at no increase in fees,” explains Paul Finkle, President and CEO of sharedHR. “So they’re turning to sharedHR because we’re not only cost-efficient but reliable--and we don’t require a lot of training to deploy. Using our service is also a great way for brokers to stay in touch with customers.”

Brokers agree. “Many online products are databases that just store information. But sharedHR was created by HR professionals to support HR departments in all of the tasks they require,” says Keith McNeil, principle of McNeil Insurance Agency, Inc. in Novato, Calif. “When we demonstrate sharedHR’s many services to HR departments, the responses are very positive. The HR products departments are currently using often don’t meet their needs, but until recently brokers have not been able to offer alternatives.”

Brent Babow, HR Director for MarketLive Inc., a Petaluma, Calif.-based Web design company serving the catalog, direct marketing, and retail industries, took advantage of sharedHR right away when offered by McNeil’s agency. “The service has allowed us to take records scattered about on many different Excel spreadsheets and put them into one database,” says Babow. “We have been able to eliminate significant redundancy in our record-keeping.”

“It’s a good resource for businesses that don’t have their own HR information systems,” adds Babow. He says MarketLive is preparing to launch an online portal for its 170 employees so they can access and process their own documents, such as change of address and tax withholding forms. The portal will help ease the routine paper handling on MarketLive’s HR department.

McNeil says he's been impressed with sharedHR because it offers a library of online forms and documents, checklists, guidelines, and best practices and procedures, all kept up to date and legally compliant. “SharedHR’s online employee handbook, kept legal compliant for multiple states, is an especially valuable feature,” says McNeil.

In fact, SharedHR confers closely with related professionals, including employment law firms, accounting firms, insurance brokers and others to ensure that its clients have access to the most current and tested practices and documents available, says McNeil. Because sharedHR is an application service provider (ASP), all documents and the employee handbook get updated automatically as employment laws and regulations change.

“Knowing that every page in the library is compliant is a great relief, not to mention a great time-saver, for HR professionals,” says McNeil. “It sets sharedHR apart from the competition.”

About sharedHR (www.sharedhr.com)
Based in San Rafael, California, sharedHR is a Web-based Human Resources Management System (HRMS) that lightens the workload for HR professionals. SharedHR supplies a complete library of HR forms, documents and policies—each reviewed and updated as needed to ensure compliance with the latest court decisions and regulatory rulings. SharedHR is the only HRMS solution in the marketplace that helps reduce employment liability risks while manage the intricacies of running today's complex HR function. Visit sharedHR at www.sharedhr.com.



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Vanderbilt University Selects Deploy Solutions as Provider of its Talent Management Platform

NEWTON, MASS. / November 29, 2005 - Vanderbilt University in Nashville, Tenn. has selected Deploy Solutions’ Enterprise Talent Suite to provide recruiting, hiring, and retention solutions for its entire university and medical center. Vanderbilt will use Deploy’s salaried and hourly solutions to manage the recruiting process, which averages more than 100,000 applicants and more than 10,000 hires/transfers per year. This agreement comes on the heels of University of Michigan’s selection of Deploy as their talent management solution.

Founded in 1873, Vanderbilt University is a private comprehensive teaching and research university including 10 schools and a full service medical center with more than 2,200 full-time faculty and nearly 20,000 employees in all. Vanderbilt was recently ranked fifth among the “Best Places to Work in Academia” by The Scientist magazine. Deploy's solutions are expected to deliver the university an enhanced candidate experience, increase the number of qualified applicants, reduce time-to-fill positions, and provide immediate access to a pool of candidates for hiring managers using Deploy’s robust search capabilities. Vanderbilt employs a centralized recruiting process and recently completed a major overhaul of their entire HR process.

“We needed a product that was flexible and powerful enough to handle the disparate needs of both our educational institution and our medical center under a single roof, and our due diligence concluded that Deploy was clearly the expert in that domain,” said Kevin A. Myatt, Associate Vice Chancellor / Chief Human Resource Officer at Vanderbilt University. “The Deploy solution is an ideal fit for our university-wide HR process automation initiative.”

“Universities with a comprehensive healthcare delivery system are increasingly realizing the benefits of talent management systems to advance one of their most critical assets – knowledge and talent,” explained Nicole Stata, president and CEO of Deploy Solutions. “Working with Advocate Healthcare, University of Michigan and others, Deploy has developed its expertise in healthcare and higher education. Our expertise will continue to expand with the opportunity to add Vanderbilt to our list of growing clients in these market segments."

About Vanderbilt University
Founded in 1873 by Commodore Cornelius Vanderbilt as an independent, privately supported university, Vanderbilt is the largest private employer in Middle Tennessee and the second largest private employer in the state. Its system includes 10 schools and a full-service medical center, with annual revenue expected to reach 2 billion in 2005. For more information, visit the Vanderbilt University website at www.vanderbilt.edu.

About Deploy Solutions
Deploy Solutions, Inc. (www.deploy.com) provides companies 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 ensures 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 Advocate Healthcare, Prudential, Bristol-Myers Squibb, British Petroleum, Six Flags and FedEx. For more information, call 877-GO-DEPLOY (877-463-3756) or visit www.deploy.com.

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ESRs Online Compliance Service Helps Health Care Entities Comply With New JCAHO Standards

Novato, CA – November 28, 2005 – Employment Screening Resources (ESR), a leading nationwide pre-employment background screening firm, announced today the release of PSVcheck™, a new online service to help hospitals and covered health care entities comply with the imminent national standards effective next year for confirming and tracking the professional licenses of staff members.

Effective January 1, 2006, the Joint Commission on Accreditation of Healthcare Organizations (JCAHO) will require that hospitals and covered health care entities conduct Primary Source Verifications (PSV) on all licensed, registered or certified staff. The rule applies to both full time and contract employees and also applies to the process of tracking license renewals. The new requirements are contained in section HR 1.20 of the JCAHO Human Resources standards.

To help hospitals and covered entities comply, ESR has created an innovative online service for its clients called the ESR PSVcheck™ Database. The software manages and tracks the entire process to keep covered healthcare entities in compliance with the new standards set forth by JCAHO.

“The trend in healthcare is to increase the obligations and responsibilities of hospital and healthcare providers to ensure that anyone who provides care, treatment or services is qualified,” explained ESR president and attorney, Lester S. Rosen. Rosen, who is also the author of the definitive book on pre-employment screening, “The Safe Hiring Manual - The Complete Guide to Keeping Criminals, Terrorists and Imposters Out of Your Workplace," added that, “Health care entities are in need of solutions to not only perform verifications of credentials, but to also continually monitor, manage and update them as well.”

ESR’s PSVcheck™ online service is used in obtaining, tracking, updating and maintaining an audit trail for all employees who are required to be licensed, registered or certified. For example, the software generates automatic reports on all employees and contractors who have licenses that are expiring in a specified period of time. The PSVcheck™ service also provides tools to conduct license verification from the primary source and to track all current and past licensees. Each department of each hospital can determine if it wants to conduct the Primary Source Verification itself, or have ESR perform the verification. During a JCAHO audit, all necessary information demonstrating compliance with the Primary Source Verification rule is instantly available using the PSVcheck™ online service.

About Employment Screening Resources
Employment Screening Resources (ESR) is the firm the wrote the book on pre-employment background screening, “The Safe Hiring Manual-The Complete Guide to Keeping Criminals, Terrorists and Imposters Out of Your Workplace.” ESR was also ranked as the top background screening firm in the United States in the first independent study of the industry. ESR combines human resources, public records and legal expertise in providing employers with fast, accurate and cost-effective employment pre-screening nationwide. ESR’s mission is to bring professional consulting resources to an industry that largely focuses on providing data as a commodity. ESR specializes in criminal records, reference checking, drug testing, international backgrounds and legal compliance. From its national headquarters in Novato, California, ESR serves employers across the United States from start-ups to divisions of Fortune
500 companies through its state of the art ESRnet system. (www.ESRcheck.com)

Contacts:

Jared Callahan Sales & Marketing Director
Employment Screening Resources (ESR)
PH: 415-898-0044, ext. 240
E-mail: e-mail protected from spam bots
web: www.ESRcheck.com




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MHN Launches Workplace Smoking Cessation Program New Program Combines Motivation, Education and Support to Improve Clients Health and Long-Term Sur

The smoking cessation program reviews the steps that smokers can take to become tobacco-free. Participants have the opportunity to discuss the role of smoking in their lives, analyze their smoking patterns and learn about developing new habits to ease the transition to becoming a “quitter.” The program also offers guidelines for developing support systems and tips for avoiding relapse.

Smoking costs the health care industry billions of dollars each year. Cigarette smoking has been identified as the single most preventable cause of morbidity, disease and death in the United States. Further, employers incur indirect costs for employees who smoke, related to increased absenteeism and decreased productivity. According to the American Journal of Public Health and the Journal of Occupational and Environmental Medicine, several studies have indicated that smoking employees have substantially greater absenteeism, injuries, and accidents than do non-smoking employees.

To combat this deadly habit, MHN’s Smoking Program encourages its associates, clients and their members to live healthier lifestyles.

MHN’s Smoking Cessation program provides “a unique combination of motivation, education and support to ‘kick the habit’,” according to Arlene Darick, director of Employee Assistance Program Services at MHN. “Quitting is not an easy undertaking. It requires effort, determination and a commitment. Along with counseling, some key objectives for participants are understanding the addictive nature of smoking, learning how to avoid smoking ’triggers’ and determining behavioral readiness,“ Darick added.

MHN also offers online coaching, support and training through its Employee Assistance Program (EAP). “’Breathe,’ our Web-based program, provides members with a personal plan for decreasing dependency, managing withdrawal and dealing with cravings,“ explained Darick. “Our health care professionals develop a program just for the individual,“ she continued. These wellness coaches are licensed professionals and educated in the behavioral health industry, wellness, nutrition and health education.

In addition, Health Net is committed to helping its members quit smoking by offering “Quitting Matters,” a program that provides online support, self-help information and free telephone support with trained counselors.

“Although the dangers of cigarette smoking are well known, one in four Americans still light up and job performance usually becomes a casualty,” explained Deirdre Hiatt, Ph.D., vice president of Quality Management at MHN. ”We will study the relationship between smoking and other health conditions as well as the relative impact of smoking and health conditions on job performance. By understanding both the physical addiction and the psychological dependence of nicotine, we can develop tools and techniques to help smokers quit for life,” she added.

About MHN
MHN is one of the largest and oldest providers of managed behavioral health care and Employee Assistance Programs in the United States, serving more than 10 million members. Based in Point Richmond, Calif., MHN provides workplace solutions ranging from EAP and behavioral health to integrated disease management and psychiatric return to work programs. MHN's provider network includes 45,000 practitioners and 1,400 hospitals and facilities throughout the United States.

MHN strives to improve employers and employees’ health by providing innovative, clinically-based solutions that drive behavior change.

MHN is a subsidiary of Health Net, Inc. (NYSE:HNT). Health Net, Inc. is among the nation's largest publicly traded managed health care companies. Its mission is to help people be healthy, secure and comfortable. The company's HMO, POS, insured PPO and government contracts subsidiaries provide health benefits to approximately 6.4 million individuals in 27 states and the District of Columbia through group, individual, Medicare, Medicaid and TRICARE programs. Health Net's behavioral health subsidiary, MHN, provides mental health benefits to approximately 7.3 million individuals in all 50 states. The company's subsidiaries also offer managed health care products related to prescription drugs, and offer managed health care product coordination for multi-region employers and administrative services for medical groups and self-funded benefits programs.
For more information on MHN, please visit the company’s Web site at www.mhn.com.


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Seat at the Table for HR Transforms Execs into Powerful Buyers, Says HRmarketer White Paper That Examines Market Trends

Capitola, CA – November 29, 2005 – The emergence of HR as a measurable force on the bottom line has led to a similar emergence of HR executives as powerful buyers, according to a new white paper from HRmarketer, the no. 1 marketing and media visibility service in the human capital industry.

The free paper, called “Marketing and Selling in the Human Resource Marketplace: Winning Strategies and Tactics” is the first of its kind to focus exclusively on human capital marketing strategies. It can be downloaded by visiting http://www.hrmarketer.com/home/whitepaper_main.htm.

The notion that human capital has a direct and measurable impact on corporate performance has only recently entered the mainstream corporate consciousness, the paper notes. As a result, HR professionals are rapidly increasing their status within the modern corporation, earning a new seat at the executive table.

“HR professionals have moved from the social committee to the revenue committee and are spawning diverse specializations, a sign of increasing significance and investment,” explains Mark Willaman, president and founder of HRmarketer. “Growth, acquisitions, employee relations and workforce turnover are a few of the topics that keep those in HR busy day to day. While responding to these ongoing forces, these executives walk a delicate path to initiate and drive strategic change within the organization -- representing both opportunities and challenges to the HR vendor.”

The research paper explores the world of HR buyers, suppliers and content communities that inhabit the marketplace. Drawn from HRmarketer’s years of experience working with more than 300 human resource suppliers, it also promotes a best-practices discussion on ways to effectively generate sales leads through coordinated marketing and public relations campaigns.

Highlights include:

- 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.

Located at www.HRmarketer.com, the marketing and media visibility service recently reported record sales growth and renewal rates this year, and has experienced 40 consecutive months of sales growth as of Fall 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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Reservists Returning from Iraq are Re-Entering the Business World with a New Perspective on Leadership

November 30, 2005 - Atlanta, GA -- Reservists represent more than 50 percent of the US Military personnel in Iraq and are now re-entering the workforce in record numbers. This unprecedented call up of reservists, has produced a new breed of veteran, one with prior business experience that has seen the U.S. military at work with a new perspective. Upon their return home, military leadership philosophies are beginning to permeate all levels of the business world, according to Chris Miller, Managing Partner of LeadCorps Performance Management, a Leadership Training Company based out of Atlanta, GA.

Modern day military leadership is based on a philosophy called “Command Leadership.” Command Leadership is a decentralized leadership and command philosophy that emerged in modern times within the Prussian and Germany Army in the 19th and 20th centuries. Command Leadership was adapted by the US military and NATO forces in the 1980s, and demands decisions and action at the lowest level of command where there is higher knowledge of the constantly changing situation.

Gary Lee, (age 37) a Vice President with Air Design Systems, a 135 person HVAC company in Pensacola , FL and also a Major in the U. S. Marine Corps Reserves, is bringing a new breadth of leadership to the nearly 40 year old company he is returning home to. Major Lee was called to active military service in January 2005 and recently returned home from a combat tour in Iraq, where he served as an F/A-18 Pilot and Operations Officer for Marine Fighter Attack Squadron 142.

“Having served on active duty for 12 years, then four years in the business world, I have a newfound respect for the way the Military is able to effectively operate in such a dynamic and challenging environment such as Iraq," Lee explains. “While on active duty I served in campaigns in Bosnia and Hungry while operating in the Command Leadership system without giving much thought to how it worked. Having run a division for Air Design Systems for the last few years, I have a greater appreciation for how difficult it is to get everyone in even a small company aligned and working to the same overall objective. The operation in Iraq is quite amazing when you think of all the moving parts and uncertainties that exist."

"In such a dynamic and dangerous environment, it is essential that every unit have absolute clarity with regard to the specific mission they are responsible for. In Iraq we were essentially told what our mission was and more importantly why we were doing it. We were never told how to accomplish our specific mission. We of course were given rules and guidelines which we had to operate under, but within these guidelines we were given the flexibility to decide how we were going to accomplish our mission. It was not until we were nearing the end of our deployment that I noticed how, over the course of months, we had changed how we were operating as a unit. Having the ability to change how we did business based on the enemy situation allowed us the stay one step ahead of their tactics."

“We were very effective as a unit in Iraq,” says LtCol Jeff Baumert, Major Lee’s boss and Commanding Officer. "Even though the average age of our pilots was over 40 (compared to 27 for a active duty Marine Squadron), us old dogs were able to learn some new tricks and adapt in order to stay a few step ahead of the bad guys and accomplish our mission."

American business is entering an interesting time in history to have so many service men and women temporarily depart the business world for a tour of combat, then returning to business. Many serving in leadership billets, such as Major Lee and LtCol Baumert, will be bringing back a new perspective on the type of Leadership Philosophy required for organizations to operate in challenging and dynamic environments.

“Command Leadership Philosophies are needed for any large organization to operate effectively in today’s dynamic global economy,” says LtCol Sharp, a founding partner of LeadCorps Performance Management who served with Lee and Baurmet in Iraq. He goes on to say “any organization that takes the time out to go through our Mission Analysis program will understand the power of being in command and out of control.” Command Leadership is based on mutual trust among the organizations members and setting clear objectives and pushing decision-making ability to the people in the field where the knowledge of what is happening is highest.

About LeadCorps
LeadCorps Performance Management (http://www.leadcorps.com/) is a Leadership Training Company that draws on a core set of proven programs and approaches, which are based on the global experiences of the most widely recognized high performing teams and organizations in the world. All LeadCorps facilitators are business leaders with leadership experience in demanding and fast-paced elite military units. They have translated Command Leadership philosophies into high- performance business results and have the ability to train business managers in these skills.
For more information contact: Chris Miller, phone: 678-867-0586 e-mail protected from spam bots www.LeadCorps.com



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Small Businesses with PEOs Cafeteria Plans Give Employees Incentive to Seek Healthcare When Needed

Small Businesses with PEOs’ ‘Cafeteria Plans’ Give Employees Incentive to Seek Healthcare When Needed

Alexandria, Va. (November 22, 2005) — Small businesses can give their employees an incentive to seek medical care and purchase prescription drugs and over-the-counter (OTC) remedies, even with the trend toward higher deductibles, according to experts at the National Association of Professional Employer Organizations (NAPEO). Those businesses that work with professional employer organizations (PEOs) can use “125 cafeteria plans,” which provide a tax advantage for employees who meet their healthcare costs with pre-tax dollars.

While cafeteria plans will not stem the cost of healthcare and insurance, they will help employees offset these costs by lowering their taxable income each year and enabling them to be reimbursed with pre-tax dollars for eligible out-of-pocket medical expenses. That could make it easier for employees to seek the care they need, rather than defer it as 40 percent say they are doing now.*

Under the IRS Code Section 125 that defines cafeteria plans, employees can elect to regularly deduct nontaxable health benefit costs they’ve agreed to cover, thus reducing their taxable income. Most PEOs have established a cafeteria plan for the workers at their small-business worksites. It is only through a PEO that most workers at small businesses have access to quality benefit plans such as 125 cafeteria plans. Without the PEO, most small businesses lack the expertise to establish and administer such a program.

“This is a tremendous service to small-business owners and a major benefit to workers,” said Milan P. Yager, executive vice president of NAPEO. “The PEO’s cafeteria plan gives small businesses and their employees a big-business benefit and may encourage employees to seek the care they need, when they need it.”

Employers also can establish a “flexible spending account” (FSA). An FSA allows employees to set aside money from their pay before taxes are withheld, thereby reducing federal income and social security taxes. The healthcare account reimburses the employee for healthcare expenses not covered or only partly covered by medical and dental plans. The employee submits a reimbursement form and receipt for an eligible expense after paying for it.

Administration of a cafeteria plan could boggle the mind of the small-business owner. The PEO can provide the expertise and systems to make this plan a reality for the nearly 23 million small businesses in America today – good news for their workers beset with rising medical costs. “Most Americans like working on Main Street,” Yager commented, “but desire the benefits offered on Wall Street.”

###

* Principal Financial Group’s Well-Being Index(SM). www.principal.com

NAPEO, the National Association of Professional Employer Organizations, is the recognized “Voice of the PEO Industry.®” NAPEO has 345 PEO members found in all 50 states, representing more than 70 percent of the industry's revenues. Professional employer organizations enable clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers’ compensation. PEO clients focus on their core competencies to maintain and grow their bottom line. To learn more about the PEO industry and how PEOs contribute to small businesses’ success, visit the NAPEO Web site: www.napeo.org

NAPEO
901 N. Pitt Street, Ste. 150
Alexandria, VA 22314
Phone: (703) 836-0466
Web Site: www.napeo.org

Alexandria, VA 22314
Phone: (703) 836-0466
Web Site: www.napeo.org



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Give Zanks at Thanksgiving by Recognizing Someone Special with Thanks Sent from Zlimit.com

DAYTON, OH – November 18, 2005 – Zlimit.com, an online provider of gifts, rewards and incentives, announces its “Give Zanks at Thanksgiving” program to encourage everyone to recognize someone special during this holiday season by sending a free, personalized thank you message in a certificate created at www.Zlimit.com.

“Thanksgiving is a great time to reflect on those who have made a difference in our lives, and to thank them for what they have done on our behalf,” said Aaron Delidow, General Manager, Zlimit.com. “Unfortunately we often don’t take the time to let them know how much they mean to us. Since we’re in the business of making sure people are recognized, we decided to help others “Give Zanks.” It’s as easy as A-B-Z, 1-2-3!”

To “Give Zanks” to someone special, simply go to www.Zlimit.com, click the “Log in” link at the top of the page to create a free account with Zlimit.com, and follow these steps to send a Zlimit certificate with a personalized message.

1) At the bottom of the “Log in” page, press the “Click here” link to proceed to the Create Account page. Once the information is entered, click “Submit” and then “Confirm” on the next page. Zlimit’s customer service will then send a link to confirm your email address. Upon receipt, click the link in the email to activate your account. This step is required for security purposes.

2) Once your account is activated, return to the log in screen and enter your Zlimit user id and password. Click “Personalize,” select a theme, add an optional photo or image if desired, and type a personal greeting and message. When done, hit “Save” and “Continue to Next Page.”

3) Add the email(s) for the recipient(s), select the Zmessage and the amount for each recipient or “cert only” to “Give Zanks,” and then click “Save” and “Continue to Next Step.” At the Checkout screen, verify the information and click on “Process Order.” Select “Email Certificates” to schedule when your personalized message will be sent. Then sit back and relax knowing that you let this person know how much you appreciate them.

“I can’t see many of my friends and family at Thanksgiving, but I can ‘Z’ them,” said Delidow, a resident of Dayton, Ohio who can’t return to his home town for the Thanksgiving holiday. “It’s the thought that counts. And Zlimit.com has made it easy to send an online note of thanks so I can show them the appreciation they deserve.”

Zlimit.com enables gift givers to provide personalized recognition, select a gift price tier catalog based on their budget, and then allow the recipient to choose from a wide variety of name brand merchandise within that catalog level. Items are then shipped directly to the recipients’ home. Gifts can be sent to one person – or to hundreds. With recognition and an experience that endures, Z’ing someone is better than gift cards or cash since the personalized message and merchandise selected are directly associated with the giver of the recognition.

Zlimit.com, A-to-Z for rewards, gifts and incentives, is an easy, convenient and cost-effective online gift, reward and incentive store designed to provide individuals and employees with awards and recognition for outstanding service, safety or wellness, or just to say thanks. The Dayton, Ohio-based company serves individuals as well as small and
medium-sized business owners, managers, department directors, human resources professionals and administrative assistants who generally handle all employee holiday, recognition and award gift buying for companies in industries such as insurance, real estate, finance, accounting, law, education, health care, retail, automotive, restaurants and hotels.

Contacts:
Aaron Delidow, Zlimit.com
937-312-3187
John Vonder Haar, BGHemagine.com
Office: 937-222-8706 Mobile: 513-225-4785

# # #




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GO Jobs is among the first companies to post jobs to new Google Base

November 18, 2005 – Orange, CA -- GO Jobs, Inc., (www.gojobs.com), an industry-leading job distribution company, announced today it is one of the first to post jobs on Google’s new free classified service, Google Base (http://base.google.com).

By partnering with Google, GO Jobs has created the ability for employers to quickly and easily advertise their job openings to one of the largest passive job seeker audiences on the Internet. Google is the fourth most-visited property on the Internet, reaching over 80 million Americans.

With a single click, GO Jobs clients can now, quickly and easily, post jobs on Google Base. The new Google Base classifieds will be a new untapped recruiting source for marketing to hard-to-find candidates. GO Jobs also provides a leading job board, at www.gojobs.com. All job postings listed on GO Jobs will automatically be forwarded to Google, to increase the client’s exposure to over 80 million potential job seekers.

Google recently announced the new free classifieds service, which will provide free classified listings, including employment and job listings.

“This is a dream come true for many employers, who want to direct candidates to visit their corporate website to apply for open positions,” states GO Jobs CEO Jonathan Duarte. “Google has the ability to reach one of the largest pools of both active and passive job seekers. Additionally, Google will redirect all job seekers to apply on the employers’ website, if requested by the employer.”

About GO Jobs

GO Jobs, www.gojobs.com, provides automated and outsourced job postings services to small and mid-market firms, Fortune 500 employers, and staffing firms. Through a single point of entry, and a consolidated job posting management system, clients post job postings to virtually any job board on the Internet; including over 100 premium websites, and over 5,000 niche and association websites.


For more information, please contact,
Jonathan Duarte
GO Jobs, Inc.
e-mail protected from spam bots
714-771-1714 x111

***



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Mangrove Provides Sneak Peek of Version 5 Software to Clients at Annual User Conference

Tampa, FL --November 17, 2005 – Mangrove Software clients came together for Mangrove’s Annual User Conference in late October, for comprehensive software training classes, best practice seminars, and to preview the much-anticipated Version 5 release of its payroll and employee management software.

Mangrove’s Version 5, which is scheduled for release in June of 2006, has undergone the largest development effort since the initial product launch in 1998 of Mangrove HR2O™, the company’s flagship product. New features, enhancements and benefits to Mangrove users will include the following:

Complete migration of data to native .NET and Microsoft® Server 2003™ technology

Several hundred product enhancements including an enriched training administration module, improved workflows routing capabilities, enhanced historical record tracking, and superior reporting capabilities through a consolidated, easier-to-use report library

Convergence of Mangrove Software client server and web versions

Substantial focus on usability, simplification, speed, and reliability

This year’s user conference in Orlando, Florida, was driven by user feedback from the past year. Mangrove users participated in product education classes, in-depth industry discussions and networking events. Some of the topics addressed during the conference included online benefit enrollment, advanced setup capabilities, reporting workshops, and product enhancements.

Mangrove users also enjoyed presentations from top-notch industry experts. Arnold Ramirez of Xccelerating Revenues presented specific techniques to effectively increase marketing channels and improve sales revenues, for Mangrove’s service bureau clients and reseller partners. David Neikrug of Capital H Group presented an overview of trends and compliance in the Human Resources industry, which included the benefits of online benefit enrollment from the employer’s perspective.

“Our clients are our most valuable resource when developing or enhancing features within our products,” said Richard Cangemi, president of Mangrove Software. “Customer feedback plays a crucial role in the enhancement of our software. That said, we are very excited to launch Version 5. The sole focus of our development efforts has been directed towards areas that will add the most value for the end user.”

About Mangrove Software

Founded in 1994, Mangrove Software is a leader in delivering web-based Human Resource, Payroll and Employee Self Service solutions. Headquartered in Tampa, Florida, Mangrove Software hosts more than 4,000 Human Resource and Payroll customers. Mangrove's customers include numerous Payroll Service Bureaus, Administrator Service Organizations (ASOs), Hotels, Manufacturers, Health Care Organizations and Retailers.




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SELECTECH® COMPETENCY-BASED INTERVIEWER TRAINING RECEIVING CRITICAL ACCLAIM FROM HR PROFESSIONALS

Norwalk, CT – November 17, 2005 -- ERC Dataplus, Inc., a leading Human Resource technology company, introduced Selectech® Interviewer Training last month at the HR Technology Show in Chicago. The product has been widely acclaimed by HR professionals tasked with recruiting, interviewing and hiring because its content is relevant, well-delivered, and “student” participation and quiz scores are tracked. Many commented that Selectech Interviewer Training provides guidance in an area that has a significant impact on hiring the best employees and has been basically ignored until now.

Selectech Interviewer Training is an online, interactive learning program that provides interviewers with the skills necessary to get the most out of applicant interviewing, while also teaching them the basic legal requirements associated with employee selection. Learning is modular, with real-time scoring of quizzes at the end of each learning module. The topics covered include –

- competency-based interviewing techniques
- how to develop behavioral-based questions and their value in the interview process
- how to use the information provided by a validated assessment effectively
- the areas and questions to avoid, which was edited by Jackson, Lewis, the leading workplace law firm

Each module is supported by appropriate graphics and audio to make them very easy to understand and to navigate. Each interactive module is followed by a content quiz, scored in “real-time”, which allows for immediate feedback of the student’s comprehension. Students can review completed modules and retake quizzes, if necessary or desired. A student’s current learning status and test scores are stored and accessible to designated company training/HR personnel.

“Selectech Interviewer Training is another industry first for ERC Dataplus,” said ERC Dataplus CEO Paul Rathblott. “Although our pre-qualification and assessment process identifies the best of the candidate pool, in the end, it is the well-planned and designed personal interview that contributes the most to better selection, employee performance and retention. Selectech Interviewer Training helps companies cost effectively train the entire management team in the ‘art and science’ of effective interviewing.”

Reports are an integral part of Selectech Interviewer Training. Standard reports include Student Status (completion level); Student Scores (last completed test); Date of Module Completions; Company, Region, District rollup reports.

“As an HR Technology provider for the past eleven plus years, we have seen many examples where companies have employed the use of technology to improve the cost and efficiency of their recruiting and selection process,” said Paul Rathblott, CEO of ERC. ”However, one area that has been neglected is preparing interviewers to conduct better interviews,” he added. “We are delighted to announce Selectech Interviewer Training to address that specific requirement and help companies use applicant information and assessment reports to make better hires. We believe we are making a significant contribution with this new program.”

To arrange a no-obligation review of Selectech Interviewer Training, please call 1-888-ERC-CORP (372-2677) or click here.

About ERC Dataplus

ERC delivers client-centric, state-of-the-art Internet and Interactive Voice (IVR) solutions for recruiting and employee surveys, and through ARGOS Assessment Company, multirater assessments. Its applications are modular in design to allow companies to select what they need; when they need it.

Clients benefit from dedicated and experienced project and account management teams to help clients translate their expectations into realities, and have a more efficient and effective process.

Leading financial service companies, call centers, retail, hospitality companies, and Fortune 1000 companies look to ERC for quality, innovation, service, and high Return on Investment.

Additional information about ERC is available at www.ercdataplus.com or call 1-888-ERC-CORP (372-2677).


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IMPACT Group named Among Top 500 Women-Owned Business in U.S. and Top 25 Women-Owned Business in Missouri according to DiversityBusiness.com

SAINT LOUIS – November 16, 2005 – IMPACT Group, a WBE-global career management firm today announced that they were recently named among the top 500 diversity-owned businesses by DiversityBusiness.com, the nations’ leading multicultural B2B online portal. This is the 6th annual listing of the Div500 award which represents the top 500 diversity-owned (women, African-American, Hispanics, Asians, Native American and other minority groups) businesses in the U.S., in sectors such as technology, manufacturing, food service and professional services.

IMPACT Group ranked 496 out of 500 companies in the U.S. and ranked 14 out of St. Louis’ leading top 25 companies.

“As a woman-owned company, I am very proud that we are among the elite list of diverse companies in Missouri and the United States,” said Laura Herring, president and CEO of IMPACT Group. “I am thankful for DiversityBusiness.com who recognizes leaders and businesspersons from all genders, cultures and backgrounds. It is an honor to be listed with other excellent companies where we are rewarded for the differences that make us all unique.”

“We are pleased to be awarded this distinction,” Said Linda Costello, Executive Coordinator of Marketing and Procurement for IMPACT Group. “Today, being a women-owned company provides us with fantastic networking and channel partnership opportunities with some of the countries leading business organizations. Because of our WBE-certified status, we are able to fulfill our Fortune 500 clients’ supplier diversity needs.”

About DiversityBusiness.com
Launched in 1999, DiversityBusiness.com with over 30,000 members is the largest organization of diversity-owned businesses throughout the United States that provide goods and services to Fortune 1000 companies, government agencies and colleges and universities. DiversityBusiness.com performs research on diversity businesses for such leading publications as Forbes, Fortune magazine and numerous other media outlets. The site has gained national recognition and has won numerous awards for its content and design. DiversityBusiness.com facilitates contacts and communication, streamlines business processes and provides vital business news and information.

About IMPACT Group
IMPACT Group, a WBE certified company, is a recognized leader in career transition services specializing in Spouse Employment and Family Relocation Transition Support and Virtual Outplacement Services. Headquartered in St. Louis, Missouri with support operations in Asia, Europe and United Kingdom, IMPACT Group has serviced mid-size to Fortune 500 companies with relocation transition services for almost two decades. IMPACT Group provides support to individuals and families in transition by developing customized programs to help them cope with the complexities of relocating globally. Our services are an integral part of more than 200 global companies’ relocation policies that have assisted more than 100,000 individuals in over 4,500 locations worldwide. IMPACT Group provides cost-effective HR solutions without compromising quality by focusing on the unique characteristics and strengths of every individual we
touch. All programs use our innovative, high-touch/high-tech delivery model. Masters level, certified Career Consultants, customized research, access to proprietary resources and interactive web tools are just a few of our offerings that contribute to ensuring a successful relocation. For more information regarding IMPACT Group, please visit: www.impactgroupHR.com.



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Recently Joined Leaders, Qwiz and ePredix, Retain Mike Fetzer, as Vice President of Product Strategy & Development

[Atlanta, GA – November 15, 2005] Qwiz and ePredix, two recently joined leaders in organizational performance solutions, today announced that Mike Fetzer, Ph.D. has joined the company as the Vice President of Product Strategy & Development. In this role, Fetzer will lead strategic product planning, design and vision.

Fetzer joins Qwiz/ePredix from Development Dimensions International (DDI), where he served as a Senior Consultant in the Selection Solutions Group, supporting the development of DDI’s testing and interviewing systems. Before joining DDI, he was a Senior Consultant with ePredix, where he specialized in the development and implementation of pre-employment assessment products. Fetzer has helped to design personnel selection systems for large- to medium-sized businesses, as well as local, state and federal agencies. He holds a Doctoral degree in Industrial and Organizational Psychology from the University of Southern Mississippi (USM).

"Mike shares our vision of delivering meaningful and measurable business outcomes for our customers through quality job- and industry-specific assessment tools," says Shawn Lyndon, executive vice president of Product Strategy & Alliances for Qwiz/ePredix. “Mike is well positioned with his unique combination of business and scientific experience to make employee assessment more accessible and easier to use — opening opportunity for companies of all sizes to take advantage of the performance benefits already experienced by nearly half of the Fortune 500.”

About Qwiz/ePredix/PDRI
Recently joined, Qwiz Inc, ePredix and PDRI provide employers with solutions to increase organizational performance. From initial employee selection, to employee advancement, development, promotion and succession planning, Qwiz/ePredix/PDRI selection solutions maximize efficiency and accelerate performance. Qwiz/ePredix/PDRI has over 50 years of expertise predicting employee performance for more than 40 million job applicants worldwide.


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3Q05: Solid Growth in Net Sales & Profitability

Atlanta, Georgia November 2005
ARINSO International (Euronext Brussels: ARIN), a global HR Services partner offering innovative HR business solutions, announced 3Q05 net sales of €44.3 million, an increase of 18% compared to the same quarter last year. Current profit over the quarter grew 30%, resulting in diluted current net profit per share of €0.20 per share, up 33% compared to 3Q04.

The net sales increase is realized entirely through organic growth. 3Q05 is the 9th consecutive double digit growth quarter in Net Sales for ARINSO. All three business lines show important increases in net sales: HR Strategy, HR Integration and HR Outsourcing, accounting for respectively 5%, 63% and 32% of group sales. Quarter on quarter, ARINSO is moving closer to its strategic objective, which is to balance long-term recurring services with consultancy revenues.

ARINSO reports quarterly earnings before amortization, interest & taxes (EBITA) of €3.5 million (up 18%) and resulting in a margin of 8.0% on net sales. This margin is in line with ARINSO’s guidance for 2005.

Net profit for the period (€3.0 million) equals current net profit as ARINSO, in accordance with IFRS, no longer depreciates the positive consolidation differences as from January 2005. In line with IAS 36, a yearly impairment test will be performed on the consolidation goodwill. The net book value of the remaining goodwill is €3.0 million.

Year-to-date results demonstrate strong growth in all reporting lines: solid net sales growth of 16% compared to 9M04, increase in EBITA of 17% and current profit growth of 26%. Net sales over the first 9 months of 2005 amounted to €129.1 million, EBITA €10.4 million (8.1% margin) with current net profit of €8.7 million.

In all regions, ARINSO witnesses strong demand both in HR Integration and HR outsourcing activities. ARINSO offshore activities in Asia Pacific confirmed in 3Q05 solid growth and sustainable margins and ARINSO’s off-shore offering becomes a key commercial differentiator as many clients seek to lower cost of HR services, using a seamless blended model between local and off-shore service provision.

ARINSO recently announced that it has completed its SAS 70 Type II audit for the HR outsourcing and payroll services under the responsibility of its Belgian Service Center. Developed by the American Institute of Certified Public Accountants (AICPA), SAS 70 is the standard for design and operating effectiveness of a service organization’s internal controls. This internal certification will help clients to save time and money on audits; the SAS 70 audit process helped ARINSO rendering high quality services more efficiently to its clients. By the end of 2006, ARINSO expects to achieve a worldwide SAS 70 certification for all Service Centers.

OUTLOOK for 2005:
ARINSO reiterates its double digit sales growth target for the coming quarters. In the short term, the company expects a sustained EBITA margin of at least 8%, reflecting ongoing significant business development investments and start-up costs related to new outsourcing contracts. In the mid term, ARINSO is confident that a 10% EBITA margin is achievable. The outlook for the 4th quarter is in line with expectations.

Click on the following to see detailed financial results for ARINSO 3Q05.

3Q05: Solid growth in net sales & profitability
Net sales: € 44.3 million (+ 18%)
EBITA: € 3.5 million (+ 18%)
Current profit: € 3.0 million (+ 30%)
Net profit: € 3.0 million

ARINSO’s consolidated balance sheet per 30 September 2005 remains extremely solid, with a solvency ratio (equity vs. total assets) of 67% and a cash position exceeding €61 million, allowing the group to independently invest in its strategic HRO ambitions.

Since the start of the year, ARINSO has generated €8.8 million cash flow from operating activities. After the net cash flow of €2.6 million from investing & financing activities, ARINSO generates sufficient cash to realize its business plan ambitions for the foreseeable future. In view of the long-term outsourcing contracts, ARINSO continues to invest considerably in capital expenditure and pre-financing leveraging. The balance sheet at 30 September 2005 contains long and short-term receivables related to pre-financed contracts amounting to almost €6 million.

STAFFING
Per 30 September 2005, ARINSO International employed 1,981 staff in 23 countries. Compared to 2004, this is an increase of 18% in headcount.

RELATED PARTY TRANSACTIONS
Related party transactions over the reporting period consisted of the directors’ and the worldwide executive management’s remuneration of €1.9 million.

Update on the ARINSO share buy-back program:
Per 30 September 2005 ARINSO owned 35,145 treasury shares. ARINSO aims to continue the execution of its share buy back program in the months to come.

ARINSO International (Euronext Brussels: ARIN) is a global HR Services partner offering innovative HR business solutions to the world’s largest employers. ARINSO is dedicated to HR Excellence through Strategic Consultancy, Outsourcing Services and Technology Integration Services. ARINSO was founded in 1994 and currently employs close to 2,000 staff in 23 countries: Belgium, Luxembourg, the Netherlands, France, Spain, Portugal, Italy, United Kingdom, Germany, Austria, Sweden, Switzerland, Finland, Poland, US, Canada, Argentina, Brazil, Mexico, Singapore, Malaysia, Thailand & Morocco.
www.arinso.com

Information for Shareholders:
15 Nov 2005 Q3 2005 Results 07h00 CET
27 Feb 2006 Full 2005 Results 07h00 CET

The 2004 Annual Report can be downloaded from www.arinso.com. Should you wish to be on our distribution list for press releases, please inform e-mail protected from spam bots

For more information please contact:
Marleen Vercammen
Chief Financial Officer
Tel. +32 2 558 06 70
Fax +32 2 558 06 80
e-mail protected from spam bots

US Contact:
Kasey Crete
VP, Market Strategy & Business Development
(678)259-0492 - Office
(678)362-3038 - Cell
e-mail protected from spam bots

Safe Harbor
This report contains statements which address key issues as ARINSO’s growth strategy, future financial results, market positions, pipeline, and solutions development. Such statements, including but not limited to the "Outlook", should be carefully considered, and it should be understood that many factors could cause forecasted and actual results to differ from these statements. These factors include, but are not limited to price fluctuations, currency fluctuations, developments in personnel costs, legal issues, and legislative, fiscal, and other regulatory measures. Stated competitive positions are based on management estimates supported by information provided by specialized external agencies.



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White Paper Reveals Changing Demographic of Human Resource Gatekeepers

Capitola, CA – November 15, 2005 – As human resources (HR) achieves a higher level of recognition by corporate America, a new breed of practitioners is emerging armed with business degrees and focused on the bottom line. The challenge for marketing professionals lies in pinpointing solid prospects and reaching the actual decision-makers, says 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 explores the world of HR buyers, suppliers and content communities that inhabit the marketplace. It also summarizes and explains the various pillars that make up the community, as well as a host of specialties. Lastly, the white paper provides useful tips on selling to human resources.

Today, the paper notes, marketers face a changing demographic of HR buyers – including high-level executives, managers and staffers -- spanning a dozen specialties. There are 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 outsourcing. The key to marketing success is reaching the correct gatekeeper, or influencer, within each organization.

“Before HR buyers can be targeted effectively, it must be understood how the function is organized in targeted organizations,” explains Mark Willaman, president and founder of HRmarketer. “Depending on a company’s size and scope, the target may be the business owner who handles HR functions on their own, an independent employee benefits broker who represents the small business owner, or one of a dozen HR specialists in a large HR hierarchy.”

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.

“According to recent census data, there were over 1.2 million dollar private-sector firms in the USA employing at least 10 employees,” cites 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."

“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 Willaman. “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.”

The white paper is drawn from HRmarketer’s years of experience working with more than 300 human resource suppliers. 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 – buyers, opportunities, trends and how to capitalize on them.
- How to locate the actual decision-makers within any organization.
- Best practices for implementing marketing strategies and tactics to rise above the information “noise” of competitors.
- 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.

“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




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

HR Industry Veterans Join Capital H Group Advisory Board

Chicago, Illinois – November 15, 2005 – Capital H Group, a rapidly expanding human capital consulting firm, welcomes Terry Faulk and Diane Gallo to its advisory board of directors.

Terry Faulk is Executive Vice President of Global Human Resources for Kraft Foods Inc., a global leader in branded foods and beverages with 2004 net revenues of more than $32 billion. Faulk, who joined Kraft in 1967, is responsible for the company’s Human Resources function worldwide. He has worked in many of Kraft’s business units both in the U.S. and abroad and is a long-time member of Kraft's Management Committee.

Diane Gallo started her career running the Human Resources function for several retail and healthcare organizations before moving into the technology sector. In 2001, she joined Overland Storage, a $250 million, NASDAQ traded-firm that provides data storage solutions for small to mid-sized businesses. She is an executive officer at Overland with responsibility for Human Resources.

“Both Terry and Diane share a very business-focused approach to human resources and are key strategic players at their respective employers”, said Dan Weinfurter, CEO of Capital H Group. “We're very pleased to have them onboard as we continue to grow our capabilities and business as a consulting firm that helps companies create value -- through people -- for better business results.”

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.



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

Preview of First Ever On-Demand Governance Video Series Given to Directors at NASDAQ MarketSite

Oakland, Calif. – November 14, 2005 – At the November 11, 2005 Colloquium for Women Directors, organized by Corporate Women Directors International, directors had the opportunity to preview the first ever on-demand governance and value video series. The soon to be released series of briefings entitled "Corporate Governance and Value: Building a Bridge of Trust™" was demonstrated at the NASDAQ MarketSite to the audience of directors in attendance.

With topics ranging from board functions to value and governance, "Corporate Governance and Value: Building a Bridge of Trust™" includes nationally known business and thought leaders, corporate board members, institutional investors, government officials, senior auditing professionals and executives. The video series is a joint effort of The Value Alliance and Corporate Governance Alliance and AthenaOnline.com and will allow users to find and access critical knowledge on these issues from their desktop computer.

John M. Nash, Founder and President Emeritus of the National Association of Corporate Directors and Principal in the Corporate Governance Alliance, provides his expertise on the series. "I am pleased to share my knowledge and perspectives on this series designed to build a bridge of trust between management and board, shareholders and stakeholders," he states. "The information and perspectives, accessible digitally in this series, are important to the future of director education and building that bridge of trust," he notes.

"There is a tremendous need for people, especially at the senior levels, to get a better understanding of the issues surrounding governance and compliance," says Jon Peters, CEO of AthenaOnline. "This series will go even further to help address that need with information that is not just useful but essential."

"I was pleased to have been invited to present this preview to directors of major corporations at the NASDAQ MarketSite, particularly since the exchange rules that were adopted post Sarbanes-Oxley at NASDAQ and the NYSE have been important steps forward in governance reform," explains Eleanor Bloxham, CEO of The Value Alliance and Corporate Governance Alliance. "At the Colloquium, directors commented on the importance and challenges of continual learning. This series will provide a needed resource for those who wish to continually enhance their understandings, implement the best practices, and build a bridge of trust."

Contact Information
For more information on this release contact Jon Peters of AthenaOnline at 510-302-0538 or Eleanor Bloxham of The Value Alliance at 614-571-7020.

About AthenaOnline.com
AthenaOnline.com (www.athenaonline.com) is a premier publisher of multimedia training, education and career development products. Athena was founded as a sister company to the Institute for Management Studies (IMS), with a mission to leverage technology to deliver business E-Knowledge when and where individuals need it. Athena has consistently delivered award-winning programs over the Internet, internal networks and on CD-Rom. Athena is headquartered in Reno, NV. For more information call Jon Peters at 800-500-4294.

About The Value Alliance and Corporate Governance Alliance
The Value Alliance and Corporate Governance Alliance (www.thevaluealliance.com and www.corporategovernancealliance.com) provide education, advisory services and resources to boards and companies. Its principals are leading authorities in corporate governance and value and they have worked with hundreds of companies to promote their mission to build a bridge of trust between management, board, shareholders and stakeholders. They are authors and keynote speakers and their work and expertise is frequently cited in the international and national press. For more information call Eleanor Bloxham at 614-571-7020.

# # #

SmartByte is a registered trademark of AthenaOnline.com. Building a Bridge of Trust TM is a trademark of The Value Alliance Company.

"Safe Harbor" Statement Under the Private Securities Litigation Reform Act. The statements in this press release that relate to future plans, events or performance are forward-looking statements that involve risks and uncertainties, including risks associated with uncertainties related to contract cancellations, competitive factors, uncertainties pertaining to customer orders, demand for products and services, development of markets for the Company's products and services and other risks identified in the Company's filings. Actual results, events and performance may differ materially. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of the date hereof. The Company undertakes no obligation to release publicly the result of any revisions to these forward-looking statements that may be made to reflect events or circumstances after the date hereof or to reflect
the occurrence of unanticipated events. Readers are encouraged to refer to the risk disclosures described in the Company's reports on Form 10-K, 10-Q and 8-K, as applicable.



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

CONNECTYOURCARE HIRES SOUTHEAST SALES EXECUTIVE AS REGIONAL VICE PRESIDENT

(Baltimore) November 10, 2005 – ConnectYourCare, a leading consumer-directed healthcare (CDH) administrative platform, continues to build out its sales force with seasoned healthcare veteran, Rick Austin, named as Regional Vice President, Southeast Region. He will be responsible for sales and business development opportunities and will be based in Fort Lauderdale, Florida.

Prior to joining ConnectYourCare, Austin was President of Worldwide Markets for Vista America; Senior Vice President of Sales and Development for Coordinated Care Solutions, Inc.; and was President of Worldwide Markets for USA Group International. He has also held various senior level sales positions at Humana Health Care Plans in South Florida and Kentucky.

"In building our sales presence, we see the southeast as a burgeoning geography for CDH. Rick’s background complements ConnectYourCare’s strategy and will be a major driver for success in that reg