Stodgy Boardrooms: A Thing of the Past with First Ever Governance Video Podcast

Westerville, OH January 30, 2006 -- Apple's new video iPods have exploded onto the marketplace with millions of units sold since their launch in October 2005. Up until now, much of the content available for iPods and other handheld devices was music and entertainment based. But the potential for these devices is much greater. In fact it is seen as such a tremendous growth area that Apple recently announced it will be expanding its iTunes program to include high level educational content.

Now bringing iTunes to the Boardroom, The Value Alliance and AthenaOnline have partnered to put relevant governance information into the hands of directors…literally. The world's first ever video podcast on board governance topics covers recent regulatory, accounting and liability matters, issues related to compensation, shareholder relations, and corporate social responsibility and trends to expect in the future.

Imagine directors reviewing governance best practices on their iPods or handheld devices around the boardroom, the office, or even the kitchen table! The Value Alliance governance video podcasts now make that possible.

To view the first ever governance video podcast, go to iTunes or The Value Alliance website at http://www.thevaluealliance.com.

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.

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.

# # #

Contact Information
Jon Peters
AthenaOnline
http://www.athenaonline.com
510-302-0540

Eleanor Bloxham
The Value Alliance and Corporate Governance Alliance
http://www.corporategovernancealliance.com
614-571-7020


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Hogan Assessment Systems Announces Schedule For Its 2006 Hogan Certification Workshops

TULSA, Okla. (Feb. 1, 2006) — Hogan Assessment Systems (HAS), the industry leader in personality-based employee selection and development tools, today announced its 2006 Hogan Certification Workshop schedule. Due to high demand, HAS is tripling the number of two-day workshops and offering them in more cities throughout the continental United States.

The workshops are tailored for executive coaches, HR directors or generalists, organizational development or training professionals, and industrial/organizational psychologists that are looking to become certified in the administration, interpretation, and implementation of HAS assessments.

“The Hogan Certification Workshop allows coaches, HR practitioners, and psychologists to gain a more thorough understanding of all three Hogan assessments,” said Rodney Warrenfeltz, Ph.D., managing partner of Hogan Assessment Systems. “Customers who successfully complete the certification can perform all their employee assessment and development activities in-house. This includes providing feedback to assessed employees, which is typically the most complex portion of the assessment process,” Warrenfeltz said.

The workshops, conducted by Warrenfeltz and Dr. Daniel Paulk, will provide attendees with an in-depth understanding of how to administer, interpret and implement the HAS suite of products — the Hogan Personality Inventory (HPI); the Hogan Development Survey (HDS); and the Motives, Values, Preferences Inventory (MVPI). Between them, Warrenfeltz and Paulk bring 35 years of business/organizational psychology and executive assessment experience to the program, ensuring all participants will receive the highest level of training and learn real-world applications of the assessments.

Day one of the workshop provides attendees with an extensive tutorial on two inventories, HPI and HDS. Day two continues the tutorial on another inventory, MVPI, applies the information used in day one by conducting detailed interpretation and analysis of assessment results in group and individual settings, and wraps up with best practices for providing feedback to assessed individuals, as well as the best methods for implementing programs with HAS assessments. Upon completion of the two-day workshop and successful demonstration of data interpretation and feedback proficiency post-workshop, participants will be certified by HAS in the use of the HPI, HDS, and MVPI for employee selection and development.

Prior to the workshop, HAS provides participants with the opportunity to take three assessments and receive personal feedback on their assessment results from an HAS consultant. After the workshop, each will have ongoing access to the latest publications and research articles written by HAS, electronic copies of all technical manuals, and free setup on HAS’ Web-based assessment management system (WAM) to administer assessments and receive online reports. Additionally, once certified, participants will get ongoing support from HAS consultants for difficult assessment interpretations or implementation questions. Workshop participants can also obtain eight continuing education credits from the American Psychological Association upon successful completion of the workshop.

The 2006 Workshop Schedule:
Feb. 7 – 8, 2006 Los Angles, Calif.
March 7 – 8, 2006 Minneapolis, Minn.
April 6 – 7, 2006 Las Vegas, Nev.
May 2 – 3, 2006 Dallas, Texas; this workshop coincides with the 2006 SIOP conference
June 29 – 30, 2006 Washington, D.C.; this workshop coincides with the 2006 SHRM conference
Aug. 1 – 2, 2006 Boston, Mass.
Sept. 12 – 13, 2006 Chicago, Ill.
Oct. 4 – 5, 2006 Denver, Colo.
Nov. 8 – 9, 2006 Atlanta, Ga.
Dec. 5 – 6, 2006 San Francisco, Calif.

For more information or to register for a Hogan Certification Workshop, visit www.HoganAssessments.com and click on “events,” or call HAS toll-free at (800) 756.0632.

About Hogan Assessment Systems
Hogan Assessment Systems (HAS) is a multidisciplinary consulting firm that specializes in employee selection and development, providing comprehensive assessment solutions for customers around the world. HAS is seen as the leading authority on employee selection and development because of its unique ability to validate, quantify, and customize its assessment systems for a variety of organizations. HAS customers include more than half of the Fortune 100 companies and many other companies inside and outside the United States. Visit www.HoganAssessments.com to learn more.


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HR XCEL President Recognized As 2006 Human Resource Outsourcing Superstar by HRO Today Magazine

CHARLOTTE, N.C. (Tuesday, January 31, 2006) – HR XCEL, LLC, an experienced provider of human resource outsourcing, benefits administration and payroll solutions, announced today that Barbara N. Sheridan, president and co-founder, was recently named a 2006 HRO Superstar in the provider category by HRO Today magazine.

“Each year’s HRO Superstars represent the innovators who contributed the most to the advancement of the science and business of HRO,” said Jay Whitehead, president & publisher, HRO Today. “Barbara Sheridan earned her way into the pantheon of Superstars with remarkable contributions as an HRO provider.”

Ms. Sheridan has more than 20 years of experience in the Human Resource field. She spent 15 years working as an HR professional in various industries across the country, in positions of increasing responsibility. She then created a unique HR outsourcing model to address the needs of mid-to-large size companies. She has the rare insight of an HR professional combined with a business owner’s mindset – skills she’s used to grow her company into a national firm.

“I’m honored to be named among such a prestigious group of individuals,” said Barbara Sheridan. “HR XCEL’s mission is to provide companies with HR expertise from HR professionals. Being selected as an HRO Superstar tells me that we are accomplishing that mission and I look forward to even greater things in 2006!”

The 2006 HRO Superstars were announced in the December issue of HRO Today magazine. A complete listing is accessible online at www.hrotoday.com.

About HR XCEL
HR XCEL provides comprehensive human resource outsourcing, benefits administration and payroll solutions for a wide range of clients. Founded by veteran HR professionals, the company continues to actively recruit other HR professionals with years of corporate experience, in order to offer clients a high-level of service and knowledge. For more information, visit www.hrxcel.com or call 888.477.4310.



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Health Coaching Propels Leade Health to Strong Growth, Lowers Employer Medical Costs

Ann Arbor, Michigan - January 31, 2006 - Leade Health, a disease prevention company, expanded its full-time staff by more than 20 percent in 2005 and anticipates 100 percent employee growth in 2006, officials announced today. The healthcare provider is experiencing unprecedented success due to its “health coaching” services that focus on Tobacco Cessation, Weight Management, Stress Management and Cardiovascular Health.

The strong growth is fueled by Leade Health’s health coaching work that helps organizations lower medical costs in an era of continuous premium increases. Premiums for employer-based health insurance rose by 11.2 percent in 2004, the fourth consecutive year of double-digit increases. All types of health plans - including health maintenance organizations (HMOs), preferred provider organizations (PPOs) and point-of-service plans (POS) demonstrated double-digit increases, according to The Henry J. Kaiser Family Foundation’s Employee Health Benefits 2004 Annual Survey. Leade Health’s signature health coaching model coaches individuals in changing behaviors that compromise their health and productivity.

“Leade increased its full-time employment by over 20 percent in 2005 and is expected to increase the number of employees 100 percent by the end of 2006,” explained President and CEO Michael Mulvihill. “In the last three months, Leade Health has brought on a General Manager, a Quality Manager, and an Administrative Manager and has just filled an IT Manager position. This is a very exciting time in our history, and we are taking a very proactive approach to our expansion.”

About Leade Health
Founded by Michael Mulvihill in 1990, Leade Health has earned a reputation of excellence, innovation and integrity. Leade Health’s program outcomes have received recognition by the United Nations Business Council, the American Association of Health Plans, and were awarded the Gold Pinnacle Award for Best Practices by the Michigan Association of Health Plans.

For more information on Leade Health visit their website www.leadehealth.com.




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Stephen Anderson to Discuss AB 1825 Regulations at Fair Employment Housing Commission Hearings.

Centennial, CO -- January 30, 2006 -- California employers will get their first opportunity to give feedback on the regulations around AB 1825 at two public hearings presented by the Fair Employment Housing Commission. Stephen Anderson, president of Anderson-davis, Inc., and former Assembly Member and bill author Sarah Reyes will each present on the topic. Mr. Anderson will discuss how employers unintentionally set up their supervisors for failure when assigning them with the task of creating and maintaining a harassment-free and respectful workplace


The Commission will hold two public hearings about these regulations, and subject matter experts will be on hand to speak:

February 1, 2006, 1 p.m. at the Hiram Johnson State Office Building, 455 Golden Gate Avenue, San Francisco, in the basement auditorium.

February 10, 2006, 10 a.m. at the Ronald Reagan State Office Building, 300 South Spring Street, Los Angeles, in the ground floor auditorium.

The bill, which took effect in January 2005, requires employers of 50 or more to provide at least two hours of classroom or other training to supervisory employees on the prevention of sexual harassment, discrimination or retaliation.

This will be the first opportunity for California employers to give their feedback on the regulations around AB 1825. Mr. Anderson will speak about the mistakes that are commonly made by organization when supervisors are not properly trained on how to handle behaviors that violate an organization's harassment policy.

Knowing how to handle situations that most frequently occur in the workplace is essential in maintaining a harassment-free work environment. Employer's sexual/non-harassment policies make supervisors responsible for monitoring their workplace and responding appropriately if they receive a complaint. The supervisors must know how to effectively prevent/stop harassment in their workplace. Nevertheless, many employers do not provide their supervisors with the information and training they need to identify prohibited behavior, especially if a complaint has not been received. In addition, supervisors are not trained on how to respond appropriately if a complainant says, "do nothing."

About Anderson-davis, Inc.

ADI was established in February 1980, and has maintained an excellent reputation for over 25 years for designing and delivering effective and interactive compliance training. Anderson-davis, Inc. has released two highly interactive eLearning programs. The instructional design uses a scenario and questions to quickly engage the learner at the beginning of each course. Each lesson includes a test. In addition, questions are posed to the learner throughout the course to assess the learner’s understanding of their employer’s sexual/non harassment policy and complaint process. For additional information, visit our website for free online demo at www.andersondavis.com

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InfoLink Screening Services Releases Full 2005 Report of Employee Background Screening Results by Industry

Chatsworth, CA - January 30, 2006 -- InfoLink Screening Services Releases Full 2005 Report of Employee Background Screening Results by Industry

Report reveals surprising facts about derogatory information uncovered during screening processes for various industries -- from criminal records to false credentials
What kind of industries encounter the most applicants with criminal records?
Which applicants are most apt to lie about their educational?
What kinds of business have the most applicants who test positive for illegal drugs?
Which job seekers have the most credit issues?

The Infolink Screening Services 2005 Report Hit ratio Analysis offers intriguing answers to these questions, and much more. The report is based on hundreds of thousands of background checks the company conducted during 2005. Infolink Screening is one of the nation’s leading providers of employment background checks, drug testing, physical exams and Form I-9 eSolutions.

Some facts from the report, by industry:

Automotive - High Criminal Record Check, DMV Information, Drug Testing and Credit History hit ratios
Business Services - Highest Worker's Comp History hit ratio and high Drug Testing hit ratio
Construction - Highest Criminal Record Check and DMV Information hit ratios
Education - Highest Drug Testing hit ratio
Food Services - High Criminal Record Check and Drug Testing hit ratios
Healthcare - High Credit History hit ratio
Hospitality - High Drug Testing and Credit History hit ratios
Legal Services - High SSN Trace/Verification and Past Employment Verification hit ratios
Manufacturing - High Criminal Record Check and Education Verification hit ratios
Non-Profit - Highest Past Employment Verification and Education Verification hit ratios
Real Estate - Highest SSN Trace/Verification hit ratio
Retail - High Criminal Record Check, DMV Information and Education Verification hit ratios
Staffing - High Credit History hit ratio
Transportation - Highest Credit History hit ratio and high Criminal Record Check, SSN Trace/Verification, Drug Testing and Education Verification
The complete statistical report is available at http://www.infolinkscreening.com/InfoLink/Resources/Articles/applicant_hit_ratio_2005.aspx

Note: "Hits" can include criminal record search convictions, motor vehicle violations, discrepancies in past employment and education verifications, positive drug test results, derogatory credit information, potentially fraudulent information associated with Social Security Numbers, and prior workers' compensation claims.

About InfoLink Screening Services
InfoLink Screening Services is a leading provider of employment background checks, drug testing services, physical exams and Form I-9 eSolutions. InfoLink’s easy-to-use, web-based service enables human resource professionals to conveniently request background screening services, track work in progress, and securely retrieve and archive reports. Thousands of companies nationwide rely on InfoLink Screening Services before they finalize their hiring decisions. InfoLink’s exceptional service, fast turnaround time, accuracy and legal compliance expertise enable companies to Hire with Confidence®. For more in! formation, call 800-990-HIRE (4473) or visit
http://www.infolinkscreening.com.



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OnBoarding Services are the Newest Addition to RealLife HR: RealLife Welcome� speeds new hire integration while minimizing paperwork

The new Web-based onboarding service is designed to automate many of the time-consuming tasks associated with hiring new employees. The system has the ability to track the completion of new hire activities and forms, present new hire communication and orientation activities online and streamline the new hire data flow. To help process new employees faster, RealLife Welcome uses a centralized database to populate and manage forms as well as simplify the process of integrating the data into HR systems.

“Since 1996, RealLife HR has excelled at managing employee data and communications,” notes Sam Mayfield, senior vice president for the RealLife Services product line. “As a result, we’ve had several requests from existing clients to expand our range of services to include new hire onboarding.”

The easily customizable onboarding application communicates vital information to employees via a Web-based employee portal. Employers may include their company logo, welcome message, orientation and training videos and a host of other company-specific information on the site. A wizard-driven interface guides employees through the new hire process as it collects vital information and tracks employee success in completing required tasks.

Data collected may include W-4, I-9 and other state and federal tax forms, direct deposit applications, employee handbook review, computer, phone and email set-up and more. Much of the information obtained through the site can be seamlessly integrated into HRIS systems or other applications which help save time and reduce costly data entry errors.

“We’ve maintained multiple long-term customer relationships not only because we are experts at managing employee data but also because we deliver exceptional service to our clients,” notes Mayfield who adds that the onboarding service may be easily integrated with other RealLife HR’s offerings including employee benefit communication and self-service enrollment services using the RealLife Benefits platform. “Our goal for RealLife Welcome is to identify ways employers can simplify their new hire processes and ultimately save time and money.”

For more information about RealLife HR’s RealLife Welcome, visit http://www.reallifehr.com/services_boarding.html.





About RealLife HR
A leader in benefits management automation and outsourcing services, RealLife HR simplifies and automates benefits communications, enrollment and administration in addition to offering call center services and a dedicated support team.

RealLife HR clients include a wide array of brokers and consultants as well as nationally recognized entities including Magellan Health Systems, Bombardier, Unilever, AT&T, Comcast and the North Carolina Office of State Personnel. For more information, visit www.reallifehr.com.




Contacts:

Kim Bachmann, RealLife HR
410.403.5522
e-mail protected from spam bots

or

Susan Anthony, Sawmill Marketing Public Relations
410.592.3003
e-mail protected from spam bots


RealLife HR and the RealLife HR logo are service marks of RewardsPlus of America Corporation.
RealLife Benefits is registered in the U.S. Patent and Trademark Office as a service mark of RewardsPlus of America Corporation.



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Nuvosofts Rperformance is an Easily Integrated Technology That Streamlines Performance Management and Delivers Actionable Business Intelligence

Waltham, MA, January 31, 2006– Nuvosoft®, Inc. today announces the availability of Rperformance™ a Web-based, secure, automated performance management tool that transforms the employee performance process into a key driver of business success. With Rperformance, organizations can align each employee’s objectives, competencies and development activities with the company’s strategic business goals. Rperformance continuously tracks employee performance ratings providing managers and employees with real-time access to information to improve performance through coaching, training and personal initiative. Rperformance is fully integrated with Nuvosoft’s Rcomp, providing an integrated compensation management and employee performance system that is flexible and is easily bolted on to any major HRMS system.

Rperformance provides a flexible framework for planning an employee’s goals and measures, job duties and responsibilities, competencies, and professional development activities. The content of performance forms can be easily configured to reflect a company’s internal performance management process and priorities. Rperformance can also support multiple forms to meet the performance criteria of different employee groups.

The application encourages the sharing of regular feedback and the coaching of employees and provides an easy method for recording performance progress. Performance evaluation ratings are calculated for each performance category and then automatically rolled up to display an employee’s overall performance score. Top performers and employees requiring developmental or performance intervention can be quickly identified.

“Rperformance dramatically increases HR’s ability to affect business success through performance management,” said France Lampron, president of Nuvosoft, Inc. “From setting employee goals that align with business unit and company goals, to reports that deliver actionable intelligence, the application is an invaluable tool for improving a company’s bottom line, and retaining and rewarding top performers.”

For employees, Rperformance enables collaborative goal setting and provides line-of-sight information to the employee’s business unit and company-wide goals. Rperformance enables measurable, quantifiable goal setting that allows a manager and/or supervisor to provide regular progress feedback to the employee throughout the year.

For the manager, Rperformance reduces the administrative burdens of preparing paper-based performance reviews by providing online forms that make it easy to assign goals, track progress, record results and enter ratings. Rperformance also provides online help and email reminders to managers on each step in the performance management cycle. This enables a company’s internal HR system administrator to take an active role in assuring the performance management process is conducted in a timely manner.

Actionable Business Intelligence
With Rperformance HR professionals and line managers have the vital information necessary to manage, facilitate and use the performance management process strategically for an organization’s success.

HR can access a wide range of “real time” reports on performance related issues – beginning with simply checking the completion status of each manager’s forms, through determining whether employees possess the required levels of competencies needed to perform their jobs. Other reports allow HR to rank employees from high to low for one or more selected performance ratings, such as job responsibilities, work goals, or a selected competency. HR can also compare the ratings of managers or business units to each other to identify rating patterns that are outside the norm.

Rperformance enables HR to access instant reports on employee goals performance based on pre-defined, customized categories that are internally set by the company. For example, reports could be displayed on employee performance for Revenue Generation, Customer Service, or Quality. With data available on demand, managers can more effectively meet and exceed their business unit targets. A manager can know in advance that employees’ aggregate goals are set too low to achieve the business unit’s targeted plan. This enables goals to be adjusted early in the performance period while there is still time to have an impact on achieving the work unit’s targets.

Retain Top Performers
Rperformance’s unique “Pay Equity Assessment” feature identifies top performing employees whose salaries are low in salary range and, therefore, may be at risk for voluntary termination. This pay/performance analysis allows an organization to proactively allocate its merit budget resources to retain top performers.

Competencies Management
Rperformance also enables organization-wide and function-specific competencies to be included on an employee’s performance form. A target level of proficiency is assigned for each competency based on the employee’s job requirements. The tool identifies gaps between targeted competency levels and the employee’s actual competency levels, based on the employee’s supervisor’s assessment. Gaps between actual and targeted competency levels are used to coach employees and to develop individual action plans. Overall competency assessment data can be used to analyze the competency strengths and weaknesses of the entire workforce, and to identify employees who are ready for promotion or succession.

HR Customer Survey
Rperformance has a built-in HR customer survey for easy on-line completion by supervisors and managers. The survey helps to track the performance of the HR function in meeting the needs of its internal customers and can be activated by the company’s internal HR system administrator at any time. Service satisfaction and importance ratings are collected for each HR service. There are over 85 pre-written service statements included. Survey responses are instantly complied and can be reported for an individual business unit or organization-wide. Survey data provides quantifiable customer perspectives on HR services and enriches HR’s annual strategic planning process.

Integration with Rcomp
Rperformance is fully integrated with Rcomp, Nuvosoft’s automated compensation planning software. Employee performance ratings can be directly fed into Rcomp to support the annual merit review (Focal Point process) and/or to calculate annual bonus and incentive awards.

Rperformance is available today and may be purchased as an internally deployed application or an ASP hosted solution. Pricing for an internally deployed solution starts at $85,000. For an Rcomp/Rperformance package price contact Nuvosoft. Rperformance works with leading HRMS systems. For more information, a demo or a price quote, contact Gin O’Leary at e-mail protected from spam bots (781-788-0190) www.nuvosoft.com.

About Nuvosoft
Nuvosoft’s HR functional experts and software architects implement technology that streamlines business processes to improve a company’s operations and positively impact its bottom line. Through its Rwiz®, Rbenefits®, Rcomp® and Rperformance™ products and consulting engagements, Nuvosoft customers are empowered to derive the maximum information and benefits from their HR systems.

Press Contact: Pat Arcand, Arcand & Madison, Ph: 617-576-7777, email: e-mail protected from spam bots

Copyright 2006 Nuvosoft, Inc. All rights reserved. Rcomp, Rwiz, Rbenefits, Rperformance and Nuvosoft are trademarks or registered trademarks of Nuvosoft, Inc.



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Certification Program Trains Human Resource Professionals to Use Hogan Personality Inventory for Hiring, Coaching

Old Saybrook, CT, January 27, 2006 - Personality assessment is rapidly becoming a “best practice” for companies interested in selecting and developing high-caliber employees. Given the expense of hiring and training people, companies seek to predict which job candidates will strive for success, work well with others, build good customer relationships, follow through on assignments, offer innovative ideas, and are motivated to learn. In response, Performance Programs Inc. will offer three professional certification seminars on the leading personality instruments for the workplace, the Hogan Personality Inventory (HPI) and two related assessments. Seminars are scheduled on March 30, July 6, and September 8, 2006, in Old Saybrook, CT.

The Hogan Personality Inventory offers a business-based assessment of personality, unlike most personality tests, and is designed specifically to predict occupational success. The certification seminar is geared to help Human Resource practitioners and consultants administer, interpret and provide coaching to individuals based on HPI results. They will also learn how to use two other validated personality instruments by Hogan Assessment Systems, the Hogan Development Survey, and the Motivation, Values, and Preferences Inventory.

Participants will learn about the optimal uses of all three validated instruments, their history and development, and the specialized reports for job candidate selection and executive coaching that are available. Each participant receives hands-on experience interpreting his or her own report. Industrial/organizational psychologist Dr. Paul M. Connolly will present the material. Connolly is president of Performance Programs and has worked in the field of workplace assessment for more than twenty years. Cost for the one-day seminar is $995, and includes testing for the participant, technical manual, a seminar manual, samples, a CD with all materials, and follow-up coaching by telephone.

For further information, or to register, call Sonya Hamilton at 1-800-565-4223 or visit the Web site: www.performanceprograms.com. Hogan Personality Inventory is published by Hogan Assessment Systems of Tulsa, OK. Performance Programs is an authorized distributor and certification training provider for Hogan Assessments.



Background Information About Hogan Assessment Systems’ Personality Tests

The Hogan Personality Inventory has a successful 25-year track record in predicting employee performance and helping companies improve bottom-line business results such as reducing turnover, absenteeism, shrinkage, and poor customer service. The HPI was the first Five-Factor personality inventory developed specifically for the business community and, through an ongoing program of research and development, the HPI continues to maintain its industry-leading position. The inventory offers a variety of unique features:

* Provides a comprehensive, business-based assessment of personality
* Designed specifically to predict occupational success
* Can be used for selection or development
* Results are available in a variety of selection and development report formats
* Based on the widely accepted Five-Factor Model of personality
* Developed exclusively with and for working adults
* Normed on more than 500,000 working adults worldwide
* Validated on more than 200 occupations covering all major industries
* No invasive or intrusive items
* No adverse impact
* Fully Internet-enabled
* Available in multiple languages



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Certification Program Trains HR Professionals to Increase Leadership Competency in Their Organizations Using Validated 360 Feedback

Old Saybrook, CT, January 27, 2006 – Employers continue to seek competent, effective leaders as change accelerates in workplaces worldwide. The task of leadership in a fast-moving, technologically sophisticated, global economy has perhaps never been more complex. In response to this critical need, Performance Programs Inc. will offer three professional certification seminars on the validated, role-specific 360 feedback instruments provided by the Clark Wilson Group. The Clark Wilson Group broke new ground 30 years ago when it introduced the Survey of Management Practices. Today, the Task Cycle 360 Feedback Series is the oldest and best researched 360 feedback collection available. The seminars are scheduled on Thursday, March 9, May 11, and September 7 in Old Saybrook, CT.

The certification seminar is geared to help Human Resource practitioners and consultants administer, interpret and provide coaching to individuals based on results from the 13 titles in the series. Special emphasis is placed on the Survey of Leadership Practices and the Survey of Management Practices.

Participants will learn about the optimal uses of the instruments in leadership training and development. Each participant receives hands-on experience interpreting his or her own report, a seminar manual, samples, and a CD with all materials. Investment in the one-day seminar is $800, and includes testing for the participant.

Industrial/organizational psychologist Dr. Paul M. Connolly will present the material. Connolly is a coauthor of several Task Cycle Surveys and has used these surveys with hundreds of organizations. He is president of Performance Programs and has worked in the field of workplace assessment for more than twenty years.

For further information, or to register, call Sonya Hamilton at 1-800-565-4223 or visit the Web site: www.performanceprograms.com. Performance Programs is an expert in 360 feedback, employee surveys, workplace personality testing, and other human resource measurements. The company is an authorized distributor and certification training provider for Clark Wilson Group.


Background:

Task Cycle® Theory forms the foundation for all Clark Wilson Group assessments. The Task Cycle is a logical sequence of steps essential to directing the performance of tasks. It is a scientifically validated model of successful management and leadership practices, with well-researched mathematical foundations. Developed by Dr. Clark L. Wilson, widely regarded as the father of scientific multi-rater assessment for the workplace, it is firmly based on established theories of learning, cognition, and motivation. Because the model validates what is most important in organizational roles, participants can prioritize their development plans with confidence.

The seminar agenda includes the following:

* Key requirements and best practices in 360 feedback
* The Task Cycle Model, including overview of psychometric background.
* Survey of Leadership Practices™ -- in-depth discussion, using sample report on "Dave Director."
* Survey of Management Practices™ -- Content overview, sample profiles and interpretation.
* Survey of Peer Relations™ -- Content overview, sample profiles and interpretation.
* Administrative procedures, such as project setup, administration and the benefits of web and paper-based surveys.




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BOSSES NOT ON THE SAME PAGE AS EMPLOYEES REGARDING RECOGNITION

ST. LOUIS (January 23, 2006)- A recent national Maritz® Poll of 1,002 full-time employees compared companies’ reward practices to employee preferences and found that managers have a lot to learn about employee recognition. The results show there is a significant gap between how employees are currently recognized in the workplace and how they actually want to be recognized:

• Only 27 percent who want to be recognized by non-monetary employee incentives, such as award merchandise, gift card or trips, are recognized that way.
• Only 27 percent who want to be recognized by a symbolic award (trophy/plaque) are recognized that way.
• Only 29 percent who want to be recognized by a cash bonus are recognized that way.
• Only 30 percent who want to be recognized by a recognition event are recognized that way.
• Only 40 percent who want to be recognized by written praise are recognized that way.
In addition, even though 70 percent of employees receive verbal praise – the most prevalent form of employee recognition – only 49 percent of them want it; and 21percent of those who actually want verbal praise still aren’t getting it from their companies.
“Managers know the power of positive reinforcement for a job well done, but this study shows employees are motivated in vastly different ways and companies still have a long way to go to ensure their employees feel valued,” said Mark Peterman, vice president, client solutions at Maritz Incentives. “For example, consider public recognition. For some, being honored in front of one’s peers is a great award. For others, the thought of being put on display in front of their peers embarrasses them. It depends on the culture and preferences of your particular employee-base.”

What’s the Impact on Businesses?

“Two of the most pressing concerns for companies today are reducing employee turnover and becoming an ‘employer of choice’ because they both impact the bottom line,” said Peterman. “The cost of turnover may be as much as one and a half times an employee’s first year salary. In addition, by becoming an employer of choice, a company attracts a more talented, productive pool of workers. This Maritz Poll reveals that employee recognition efforts greatly affect these issues.”
The Maritz Poll, conducted by Maritz Research, asked employees, who were completely satisfied with their company’s employee recognition programs, how they felt about other aspects of their jobs. The study found that these employees are significantly more satisfied with their jobs, more likely to remain with the company, and more likely to recommend their workplace to others than employees who aren’t happy with their recognition programs. Also those satisfied with their employee recognition programs are more likely to invest in their company and feel more valued as an employee. The study shows that these employees are:

• Eleven times more likely to be completely satisfied with their jobs than those who are not completely satisfied with their employee recognition programs. (76 percent versus 7 percent)
• Seven times more likely to spend the rest of their careers with their present company than those who are not completely satisfied with their employee recognition programs. (63 percent vs. 9 percent)
• Seven times more likely to strongly endorse their company as a great place to work than those who are not completely satisfied with their employee recognition programs. (80 percent vs. 12 percent)
• Six times more likely to invest money in their company if they could than those who are not completely satisfied with their employee recognition programs. (75 percent vs. 12 percent)
• Five times more likely to feel highly valued at their job than those who are not completely satisfied with their employee recognition programs. (73 percent vs. 16 percent)
The research reveals that 55 percent of employees agree or strongly agree that the quality of their company’s recognition efforts impacts their job performance. At the same time, only 10 percent of employees strongly agree that they are completely satisfied with their company’s employee recognition efforts.

What Can Bosses Do?

Following are some tips managers can use to ensure their employees feel valued, which can ultimately increase a company’s success and impact the bottom line:
• Offer Employee Reward Options
The Maritz Poll found that 64 percent of employees think their company needs to offer a greater choice of rewards in the workplace with employee recognition efforts.

• Train Managers on Employee Recognition Best Practices
One of the main responsibilities of managers is motivating employees to higher levels of performance. Yet, many have not received any kind of training on how to make the most of their employee recognition programs.

• Identify What’s Meaningful To Your Employees
Managers should spend time with each employee to determine how they are best motivated. Do they like to be publicly or privately praised? From whom do they like to receive recognition? What type of employee reward system best motivates them? Then check in periodically to make sure employee recognition efforts are hitting the mark. Companies can also conduct employee surveys to obtain the same type of information to determine what types of recognition will have the most impact on their overall workforce but this doesn’t replace the personal touch of having one’s manager understand what drives each person.

• Keep Employee Recognition Programs Fresh
The Maritz Poll found that 60 percent of employees agree or strongly agree that their company needs to refresh its employee recognition efforts by offering new and different awards. Involving people from different levels and different parts of the company on an advisory council is one way to bring new ideas and enthusiasm. It’s also crucial to keep communications fresh, especially on long-running programs. Often, managers and employees only receive details on a recognition program when it is launched. Companies should provide reminders throughout the life of the program to keep awareness and enthusiasm for recognition high. For example, you could send out fun flash e-mails to managers with quiz questions about what recognition is and how to do it well.

• Recognize All Levels of Employees
Make sure that everyone has a chance to receive meaningful recognition. Sometimes, certain positions are recognized, while others are ignored. Make sure that management recognizes the importance of everyone’s contributions.

• Make Sure Recognition is Given Consistently
Employees become cynical with each ‘program of the month’ that comes and goes. Consider one or two core programs that deliver consistency but rotate different short term programs and events that reinforce the core programs to address current business needs and trends.

This online Maritz Poll survey – conducted in October 2005 – featured responses from 1,002 randomly selected, full-time, employed adults (502 male, 500 female) ages 18 – 65+ from throughout the United States.

About Maritz Incentives
Maritz Incentives is a leading provider of employee reward and recognition programs. A unit of Maritz Inc., Maritz Incentives works to raise companies’ expectations for what employee incentive and recognition programs can do by delivering effective solutions from start to finish including analysis, program design, measurement, communications and motivating awards. Each year, the company manages more than 500 employee incentive programs worldwide. Based in St. Louis, Maritz Inc. provides market and customer research, communications, learning solutions, incentive initiatives, meetings and event management, rewards and recognition, travel management services, and customer loyalty programs. Maritz has key offices in the United States, Canada, the United Kingdom, France, Germany, and Spain. For more
information, visit www.maritz.com.

About Maritz® Poll
Maritz® Poll is a copyrighted poll conducted since 1988 by Maritz Research Inc. Maritz Poll comprises regular surveys on topics related to the automotive, financial services, hospitality, retail, technology, and telecommunications sectors as well as workplace issues. Respondents for this poll were split evenly between males and females and were randomly drawn from a national e-mail panel. Sampling error for the overall poll is +/-3 percent. Results of the poll may be used in print or broadcast media, provided credit is given to the Maritz Poll and/or Maritz Research.

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Leadership Summit: Cultural Competency Training Good Medicine for Health Care. Cook Ross Consultants Illustrate Benefits of CultureVision Online Tool.

WASHINGTON, DC (Jan. 26, 2005) - Healthcare practitioners need training in http:\\www.cookross.com [cultural competency] to better meet the needs of today's diverse patient population, according to Howard Ross, president of Cook Ross, Inc., one of the country's leading http:\\www.cookross.com [diversity training] and consulting companies. Cook Ross diversity consultants spoke and exhibited at the National Leadership Summit on Eliminating Racial and Ethnic Disparities in Health, sponsored by the U.S. Department of Health and Human Services' Office of Minority Health, Jan. 9-11 in Washington, DC.

Amri Johnson, Cook Ross executive vice president, and Tara Nelson, vice president of Research and Development, presented on "Cultural Competency: A Comprehensive Approach," as part of a workshop on video and Web-based trainings for culturally competent care. They also presented on "Cultural Competency: From Concept to Action: A Practical Approach to Healthcare Organizations."

"Cultural competency has become a critical focus in healthcare," Ross said. "The changing demographics in our society have created increasing challenges in understanding how culture, race, religion and ethnicity impact patient care and treatment protocols. Cook Ross's CultureVision brings cultural competency right to the healthcare provider."

Using Internet-based technology, http:\\www.crculturevision.com [CultureVision] (www.crculturevision.com) provides on-the spot access for doctors, nurses and other practitioners to obtain the information they need to ask the right questions, treat patients in a culturally appropriate manner, and look for culturally specific diagnostic support for cultural groups. Within five minutes and with a few mouse clicks, providers can get the information they need to improve their ability to care for patients.

"CultureVision takes volumes of research and information and puts it at the fingertips of the people who need it the most and can do the most good with it," Ross said.

Some 25 hospitals around the country have already signed up to use the system, which, depending on the size of the facility, can cost a minimum of $12 per practitioner. Among the hospitals using the system successfully is Bon Secours Health System, a Catholic healthcare ministry that helps to operate dozens of facilities in the Washington, DC region.

"We're in an environment that is clearly http:\\crculturevision.com [multicultural] and our patients come from a variety of different backgrounds," said Everard Rutledge, Ph.D., vice president of Community Health for Bon Secours Health System. "We needed a tool that would enhance communication in the care setting, whether it be a hospital or long-term care facility."

Dr. Rutledge said CultureVision has helped Bon Secours caregivers become more culturally sensitive to the healthcare needs of different populations. It has helped them with issues ranging from diet to death and dying.

CultureVision is receiving widespread attention in the media, including articles in the Washington Post, Human Resource Executive, HealthLeaders and DiversityInc.

About Cook Ross
Cook Ross is one of the country's leading organizational change and http:\\thediversitytoolkit.com [diversity] consultancies, based in Silver Spring, Md. For nearly 20 years, the company has provided cultural competency solutions through its training, consulting products and services. Cook Ross believes that cultural competency can be learned and developed and can lead to unprecedented growth and vastly improved productivity, morale, internal communication, leadership, and customer satisfaction. Cook Ross has developed The Diversity ToolKit (www.thediversitytoolkit.com) as another educational medium for learning diversity and cultural competency in all settings. In helping organizations develop cultural competence, the company empowers employees with a set of new skills, enabling them to relate more positively to customers and each other.

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ICON Laboratories Adopts viaPeoples Performance Management Software

Princeton, NJ – January 25, 2006 - viaPeople, Inc., a leading human asset management software and consulting services company, announced today the successful implementation of its performance management software solution at ICON Laboratories, Inc., the premier provider of central laboratory and clinical trial services for clients in the pharmaceutical and biotechnology industries.

"viaPeople's innovative software solution allowed us to automate our performance evaluation and goal management processes,” says Bill Liggan, Director of Human Resources at ICON. “We chose viaPeople, because of their product's flexibility, as well as the ability of their consulting team of I/O psychologists to leverage their knowledge of best practice performance management implementations.”

With headquarters in New York and additional operations in New Jersey and Dublin, Ireland, ICON is utilizing viaPeople, Inc.’s software as a global solution that consolidates performance information onto one platform. “Monitoring employee performance in real-time, across the entire organization has provided us with substantial insight into the training and development needs of our employees,” says Kim Herrera, Manager of Training and Development at ICON.

viaPeople's performance management software provided a baseline measurement of employee competencies, and established a clear link between development and performance for employees. “ICON has provided employees and managers with the tools necessary for continuous performance improvement through collaborative goal setting and development," says Amanda Seidler, Consultant at viaPeople, Inc.

About viaPeople, Inc.:
viaPeople, is a human asset management software and consulting services company. They enable companies to identify their top performing employees, profile the behaviors that make these people successful and then reshape their existing workforce to significantly improve overall performance. viaPeople, offers the time savings and cost efficiency of hosted solutions, the flexibility to customize to a client’s specific needs, and the domain knowledge to help clients measure and improve the return on investment in human capital. viaPeople's proprietary software is a fully integrated suite of software products that are; scalable, flexible and secure. Visit viaPeople at: http://www.viapeople.com.

About ICON Laboratories:
ICON Laboratories provides customized central laboratory service solutions for pharmaceutical and biotechnology companies and investigator sites. Their dedicated product teams provide clinical trials almost exclusively on-site. Clients can monitor test results at anytime using their secure web-based resource center. ICON delivers accurate and timely results in multiple formats to best facilitate regulatory submission.



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Tax Filing Service Adds to Robust Work-Life Offerings From Workplace Options

News Release

Convenient Tax Filing Service Adds to Robust Work-Life Offerings From Workplace Options

Free On-line Tax Filing Expands Level of Support for WPO’s Clients and Employees

Raleigh, NC – January 25, 2006 - Workplace Options, the largest provider of work-life employee benefits in America, has announced the availability of free online tax preparation and e-filing for its clients and employees using TaxACT, the value-leader in tax preparation software and services.

According to the IRS, of the 66 million e-file returns done in 2005, 16.7 million taxpayers filed from a home computer — up 17 percent from 2004. With an expected increase again in 2006, WPO has chosen to partner with TaxACT, providing it’s clients a free filing service as part of their work-life offerings.

“Adding Tax ACT to the Advantage website is just one more way that WPO is bringing real life to work-life,” said Alan King, WPO’s COO. “Our customers come to our site to find solutions to life's everyday challenges. Providing an easy way to do one of the year's most dreaded challenges, taxes, is one more way WPO continues to expand the level of support we offer our customers.”

WPO's Advantage Web site will include the following TaxAct services:

• Simple interview “question and answer” format
• Print or e-file the IRS-approved return
• 100% accuracy guarantee
• All commonly used forms, schedules, & worksheets and reflects all the new tax laws
• Handy 'Tax Refund' or 'Amount Owed' display shown at all times
• Printable tax summary
• Asset depreciation forms

The tax software is available through an online interface or may be downloaded directly to the users’ personal computer. Bundled state tax preparation software is available for individual purchase .

TaxACT compliments the other services offered on WPO's Advantage Web site. Considered by many EAP’s to be the gold standard for online EAP and Work life services, the Workplace Options web site contains peer-reviewed, best-in-class articles, sound files, resources, training programs, assessments, planners and resource links for employers and their employees.

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 TaxACT
Approaching its eighth tax season, TaxACT is America's No. 1 value-leader in tax-preparation software and consumer services. TaxACT is the nation's pioneer and most trusted leader of free tax-preparation software and online services, TaxACT is the only product to offer free e-filing services directly to consumers and to provide more free forms, worksheets, and schedules than any other tax product.

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Contact Information

Sandy Egan
Workplace Options
(800) 699-8011 x2161
e-mail protected from spam bots





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Deploy Solutions Launches Grocery Store Advantage

NEWTON, MASS. / January 24, 2005 – Responding to the unique hiring challenges faced by grocery stores, Deploy Solutions, the premier provider of talent management solutions for market-leading corporations, announced today the launch of Grocery Store Advantage™ -- a recruiting and talent management solution configured specifically for the grocery store industry.

The new solution addresses an inherent challenge faced by grocery managers – the impact of customer service on store revenue – as well as a lack of complete automated solutions for the industry. Deploy’s Grocery Store Advantage is helping employers improve the quality of their workforces by hiring applicants who rate highly on assessment traits such as dependability, job performance, safety, and security.

The Deploy Grocery Store Advantage eliminates the need for store managers to process paper-based applications by guiding all job applicants to use a kiosk and/or Web solution when applying for a position. Independent research shows that nearly 95% of applicants come into a store to get an application form, but 80% of these applications are never returned. By placing a kiosk in the store, employers make it easier for applicants to submit application information before they leave. Improving this process has delivered as much as a 70% increase in applicant flow for some of Deploy’s customers.

Once an application is submitted, the solution leads an applicant through a series of initial screening questions. Next, prospective employees who meet the job screening requirements are assessed for traits such as dependability and service focus – statistically proven predictors of individuals that will most likely perform at high levels of customer satisfaction. The system then automatically provides store managers with a prioritized list of candidates, ranked by a combination of the assessment results as well as those factors of high importance to that specific location (for example, availability, desire to work part-time or full-time, etc.).

“The Deploy system allows us to streamline our recruiting and application procedures through our company website, as well as through wireless Internet kiosks located inside the stores,” said Ernie Bell, Vice President of Human Resources for Wakefern Food Corporation, the marketing and distribution arm for ShopRite supermarkets. “The assessment tools in the software are among the most sophisticated we found in our analysis.”

Other Deploy customers have improved employee retention by 30%, reduced the number of 30-day quits by 19%, and saved managers’ time by pre-screening applicants -- allowing them to focus on employee retention, customer service and other critical store operation issues.

“Deploy’s Grocery Store Advantage provides a consistent, accelerated hiring process for store managers, enabling them to get better results from their hiring while saving time in the recruiting and hiring process,” notes Sham Sao, Global VP of Marketing & Business Development for Deploy. “It saves them significant time in recruiting and hiring so they can spend more time concentrating on the customer experience and on store operations.”

For more information on Deploy Grocery Store Advantage, visit www.deploy.com.

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, FedEx, 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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Confidence-Based Learning Identified as Hot Topic in 2006: Knowledge Factor to Address Knowledge Confidence in Training at Sharing@LearnShare in Las V

January 23, 2006 (Denver, CO) – What started in the mid-1970’s as a breakthrough approach to measuring knowledge and confidence is now moving front-and-center onto corporate agendas in the form of a revolutionary learning methodology called Confidence-Based Learning. Confidence-Based Learning is on the rise among training organizations that are transitioning their companies from training organizations to learning organizations. This will be one of the topics addressed on March 1-2 when senior corporate training professionals from a wide swath of industries will be gathering in Las Vegas for the Sharing@LearnShare conference. Visit the conference site.

Confidence-Based Learning (CBL) is designed to ensure that learning actually takes place and mastery is achieved. It is much more than simply delivering content to employees. CBL ensures learning by ascertaining precisely what people know and what they don’t know without guesswork and doubt skewing the results. Then, the CBL System rapidly remediates learners’ gaps in knowledge and confidence.

Determining what people need to learn starts by understanding what ignorance, doubts and misinformation exist within learners. Unlike traditional learning methodologies that measure only how many questions someone answers correctly, CBL’s assessment methodology differentiates

* Correct answers that are answered with confidence, indicating competency;

* Correct answers that are answered with doubt;

* Correct answers that are total guesses, equivalent to no knowledge;

* Incorrect answers that are answered with confidence, indicating misinformation.

Distinguishing between a person guessing correctly and one who answers correctly with confidence can have a direct impact on the bottom line. The Confidence-Based Assessment™ can capture and validate knowledge confidence because of the unique structure of its multiple-choice questions and detailed analysis.

Upon completion of an assessment, CBL closes knowledge gaps at the moment users are most inclined to learn – just after being evaluated and shown their personal levels of misinformation and doubt.

Knowledge Factor, the leader in Confidence-Based Learning, will be featured at the upcoming Sharing@LearnShare conference addressing the best practice applications of CBL. This issue is one of the many critical training issues to be addressed at the Sharing@LearnShare conference in Las Vegas on March 1-2. To learn more and register, Visit LearnShare's website here.

Knowledge Factor, Inc.
Founded in 2000, Denver-based Knowledge Factor is the leader in Confidence-Based Learning. The Company is the owner of a patented and effective methodology it calls Confidence-Based Assessment™, or CBA™, which for the first time measures both knowledge and confidence and removes the guesswork from training. The Company's CBL System measures competency, certifies learning and provides a rapid and targeted learning solution to organizations and individuals. For more information, go to www.knowledgefactor.com.



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Research Reports Track Best Practices in Marketing and Selling to Human Resource Decision Makers

HRmarketer.com to Release "Trends in HR Marketing" Report Series

Groundbreaking Research Reports Will Track Best Practices in Marketing and Selling to Human Resource Decision Makers and Employee Benefit Brokers

Capitola, CA - January 24, 2006 - HRmarketer.com, the no. 1 marketing and media visibility service for companies selling to human resource decision makers and employee benefit brokers, has announced plans to release a series of research reports in 2006 entitled "Trends in HR Marketing."

Where do HR suppliers spend their marketing and PR dollars? Which marketing activities have the greatest impact in generating leads? What percent of revenue do most HR vendors spend on marketing and public relations? How many trade shows does the average HR supplier attend and exhibit at? To what extent will HR suppliers invest in or increase the amount they spend on Pay-Per-Click advertising and SEO in 2006? Will expenditures on online marketing activities take money away from more traditional marketing and PR activities like print advertising and exhibiting at trade shows?

These questions and more will be addressed in Trends in HR Marketing, a series of reports which debuts in February. Each installment will include valuable results from surveys sent to over 5,000 HR suppliers, as well as analysis from HRmarketer.com’s leading experts on marketing and media visibility.

"Nobody has greater access or insight into the marketing and PR practices of human resource suppliers than HRmarketer.com," said Mark Willaman, president of Fisher Vista, LLC, creators of the HRmarketer.com service. "The Trends in HR Marketing reports will help the HR marketplace get a better understanding of best-practice marketing and PR techniques that will help HR suppliers better prepare and execute cost-effective campaigns."

The Trends in HR Marketing series will be released quarterly in 2006 and include such topics as:

- Q1: Trends in HR Marketing: Annual Findings
- Q2: Trends in HR Marketing: Marketing and PR Activities
- Q3: Trends in HR Marketing: Online Advertising
- Q4: Trends in HR Marketing: Budgeting

Pre-register to receive the first free Trends in HR Marketing report in February by visiting HRmarketer.com

About HRmarketer.com
HRmarketer is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. Founded in 2001, HRmarketer.com is the no. 1 online marketing and PR service specifically tailored for companies that target decision makers and other purchasing influencers for human resource products and services and employee benefit brokers. HRmarketer combines a database of marketing and public relations information with press release distribution, campaign management, business intelligence and advisory services. The company services over 300 human resource suppliers and insurance carriers, helping them increase their visibility and generate sales leads.


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Advanced Personnel Systems Announces the Release of SmartSearch Online Version 10

Oceanside, CA, January XX, 2006 – Advanced Personnel Systems, Inc. (APS), the leader in talent management solutions, announced today the release of SmartSearch Online, Version 10. Rated the #1 Enterprise Level Applicant Tracking System (ATS) by Electronic Recruiting Exchange in its 2005 ATS Buyer’s Guide, SmartSearch Online’s latest version offers many upgrades for 2006. With a new, streamlined interface and enhanced feature set, SmartSearch Online continues to set the standard for recruiting software.

New and enhanced functions in SmartSearch Online v10 include:

Streamlined User Interface – Elegant, redesigned icons and convenient submenus make screens easier to read, and users can navigate faster with fewer mouse clicks and less scrolling. Hovering “snapshot” icons throughout the program display help, detailed instructions or general information at a glance. Text links are highlighted with a “soft button” look, and Save and Cancel buttons are more globally accessible.

Integrated Email – SmartSearch Online v10 adds significant enhancements to our email management tools. Our new “one-click inbox” feature enables users to add email messages as notes to existing records, or create new candidate records from emailed resumes. The system supports virtually any POP3 email server like Exchange, AOL, Cox Cable and many more. Email is also more secure because, unlike competing products, SmartSearch Online does not store user passwords on the system.

Redesigned Work in Progress – The enhanced “Work In Progress” (WIP) menu enables users to manage daily activities with relevant real-time data at their fingertips. WIP is displayed in its own frame, and accessible from most anywhere in the program. Plus, WIP features a “show/hide” function that lets users choose whether to display inactive items.

Enhanced Configurability – Customers can define dropdown lists, choose which data elements are viewable on primary records, indicate which fields are required to save records, and even custom-design their own “Defined” screen for any record. Users can select a program color scheme and choose their own SmartSearch Online “home page”. The popular self-configurable workflow management toolsets have been made more powerful and easier to use.

“We are very excited about v10”, says Doug Coull, CEO of APS. “Our users help drive our development, and this is the best system we’ve produced in our twenty years in business. We feel it is a testament to our commitment to provide advanced solutions that drive business results for our customers.”

All the functionality and value that have made SmartSearch Online the #1 ATS year after year are still an integral part of the Version 10 upgrade:

• Comprehensive applicant sourcing, searching, tracking and management tools
• Fully-integrated “career center” pages for the customer’s website with optional RSS feeds directly to candidate desktops
• Portals for hiring managers and contingent labor suppliers
• Extensive partnerships and collaborations with leading vendors such as Monster, CareerBuilder, Talx HireXpress, TalentHook, Arrin Systems and others
• Customizable “on-boarding” component
• Expansive reporting capabilities including performance measurement, metrics and EEOC compliance.

Advanced Personnel Systems, Inc. (APS) has been developing and implementing recruitment management software since 1985 and has successfully provided systems to thousands of users. Having pioneered the field of resume-scanning-based recruiting solutions, APS remains the leader in developing innovative approaches to recruitment data management. An example of this leadership is SmartSearch Online - the top-rated ATS in the Electronic Recruiting Exchange 2005 ATS Buyers Guide Enterprise Edition - now in its tenth release with more than 200 customers worldwide. Learn more by visiting www.smartsearchonline.com.

For more information contact Paul Smith at (760) 941-2800


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SharedHR Bulletin warns employers to weigh advantages, risks of introducing new hire background tests

Before launching a test program, employers must develop defensive standards for evaluation of results and a process for dealing with these results, the Bulletin advises. Employers should ask the following questions before proceeding with pre-employment testing:

· What types of tests should be used and for which positions?
· How will the business maintain consistency regarding a testing policy?
· How will testing results be used in management decisions on hiring, promotions, etc.?

Before introducing testing determine the purpose of testing and weigh the risks and value of pre-start tests, said Paul Finkle, president and CEO at sharedHR, and one of the co-authors of the monthly Bulletin.

SharedHR advises clients to avoid the use of personality testing for hiring or promotion decisions, since they are often challenged in court, said Finkle. In June 2005, the Seventh Circuit Court of Appeals ruled that one employer who used psychological tests that were actually “medical tests” was in violation of the American with Disabilities Act (ADA).

“Many tests have been found to be discriminatory against employees, such as those with disabilities,” explained Finkle. “Title I of the Americans with Disabilities Act (ADA) was drafted to eliminate employment discrimination based on actual or perceived disabilities through the use of ‘medical examinations and inquiries’ as a condition of employment.”

Nevertheless, Finkle says despite the legal minefields involved in possibly misusing pre-start tests, testing is a good idea.

“Every organization should consider background checks and pre-start date screening to support hiring and develop talent,” says Finkle. Unplanned turnover and poor performance can be two of the most expensive costs in a business, and can be reduced with pre-start testing, he added. “For many companies such procedures as pre-start testing make absolute sense.”

“At a minimum, all employers should conduct background checks to avoid unpleasant surprises in the hiring process,” he added.

About sharedHR
SharedHR is a web-based Human Resources Management System (HRMS) that lightens the workload for human resource professionals. The San Rafael, Calif.-based company offers the only HRMS solution that can help reduce both employment liability risks and manage the intricacies of running today’s complex HR function. SharedHR provides a robust employee data tracking and reporting system. In addition, sharedHR provides an employee communications portal and a complete library of legally-compliant HR forms, documents and policies, all supported by a secure Internet-based technology. For more information, go to www.sharedHR.com.

Media Contacts:

David Siskin
SharedHR
800-886-9478

Tom York
Thomas York Public Relations
415-552-3281




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Unitime Systems Announces its First Annual Unitime Summit User Conference

BOULDER CO, January 13, 2006: Unitime Systems has announced its first annual Unitime Summit User Conference, scheduled for March 7-10, 2006 at the Omni Interlocken Resort in Broomfield CO. Unitime Systems’ customers and business partners will attend the conference, and select vendors will participate as exhibitors.

“The Unitime Summit is a direct result of our ongoing commitment to customer satisfaction,” said Doug Peterman, Unitime Systems co-founder and president. “This event is an opportunity for customers to learn about new products and features, help set directions for future product developments, meet Unitime Systems employees, and network with other Unitime users.”

Registration for the Unitime Summit is open through February 22, and the discount deadline is February 15. Attendees can learn more about the event and submit registrations at www.unitime.com/summit2006.html.

FOR INFORMATION
For information about the Unitime Summit, contact Unitime Systems at 800-611-4762 or e-mail protected from spam bots; www.unitime.com

ABOUT UNITIME SYSTEMS
Unitime Systems, based in Boulder CO, provides time and labor management software for small to enterprise organizations in nearly every industry. Founded in 1993, Unitime Systems has helped more than 2,000 businesses in more than 7,500 locations throughout North America enhance the performance of employees, managers and overall operations. Unitime Systems’ products integrate seamlessly with payroll, human resources, ERP and other critical back-office systems. Options include SQL and Web platforms, biometric time clocks, benefit accruals and attendance point tracking, all backed by Unitime Systems’ unparalleled support and professional services. Unitime Systems’ headquarters is at 4900 Pearl East Circle, Suite 110, Boulder, CO 80301; www.unitime.com; e-mail protected from spam bots; 800-611-4762, fax: 303-444-7387.



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Talentologys Corporate Parent ProFind Inc. Closes $4.5 Million Venture Capital Funding

Rolling Meadows, IL – (January 12, 2006) Talentology’s corporate parent ProFind Inc. announced today that it had closed on a $4.5 million Series A round of funding. River Cities Capital Funds of Cincinnati led the round and was joined by Velocity Equity Partners of Boston. Existing founding investors also participated.

“We are extremely pleased and enthusiastic to have River Cities and Velocity as our new partners” said Frank Pirri, President and CEO. “This investment will enable us to aggressively expand our business through greater marketing and sales presence, as well as continue to invest in our technology platform.”

Talentology’s web-hosted service, PeopleFilter® offers employers a better way to source, evaluate and manage talent while dramatically reducing talent acquisition costs. The foundation of the PeopleFilter® suite of products is a proprietary matching and ranking technology that uses a skills-based approach to solving the issue of resume overload while eliminating the risk of overlooking qualified applicants. PeopleFilter® delivers the right candidate for the right job at the right price in a more predictable way. The service is highly configurable such that customers can use one or all modules and integrate with existing HR technology products already in place.

“PeopleFilter® was built by recruiters for recruiters, and represents the next generation of analytics-based recruiting technology that cuts through resume spam in an intelligent way to find the best hires faster” said Kevin Harrison, COO. “First generation products that use simple resume parsing and key word searching are no longer good enough.”

The company’s ability to meet the needs of the diverse HR community with highly scalable and flexible solutions is demonstrated by it customer success. Since launching the PeopleFilter® service, Talentology® has acquired over two dozen customers ranging from small private companies to Fortune 500 companies like US Cellular. In addition, the company has forged partnerships with several leading recruitment advertising firms.

Murray Wilson, a partner at River Cities Capital Funds who joined the Board of Directors said, “We like to back management teams with a clear record of success and domain expertise – the senior executives at Talentology® know how to provide software-as-a-service solutions and they know recruiting.”

“We invest in companies which provide solutions that meet a demonstrated market need and have a track record of executing successfully on their vision,” said David Vogel, a partner with Velocity Equity Partners who has also joined the board. The Talentology® leadership team has shown it can deliver an innovative product offering that addresses a real pain point for the companies recruit through electronic media.

Innovation Advisors, a boutique investment banking firm, represented ProFind Inc., Corporate parent of Talentology® in this capital raising.


About Talentology
Founded in 2000, Talentology® is a wholly-owned subsidiary of ProFind, Inc. Talentology’s web-hosted service, PeopleFilter® provides a suite of highly configurable modules that work together or on a stand-alone basis for every step in the recruitment process, including application pipelining, opportunity profiling, applicant scoring, process management, campaign management and sourcing analytics. More information can be found at www.peoplefilter.com .

About River Cities Capital Funds
Based in Cincinnati, River Cities Capital Funds has raised nearly $300 million since 1994 to make growth equity venture investments in leading companies primarily in the Midwest and Southeast. River Cities concentrates on technology-enabled business services and healthcare services/technology. For more information visit the Funds' web site at www.rccf.com.

About Velocity Equity Partners
Based in Boston, Velocity Equity Partners is a private venture capital firm investing in early stage growth companies primarily in the Northeast. Velocity’s mission is to create value by identifying and supporting outstanding entrepreneurs with unique innovations and a powerful drive to build market-leading companies. Velocity’s partners work with management teams to create premier companies in their field with the help of capital, expertise in building companies, and access to key networks. For more information visit the Funds' web site at www.velocityep.com.

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Media Contact:
Kevin Harrison, COO
Talentology, Inc.
(847) 253-9300


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

Pharmaopportunities Launches Recruiting Portal for Life Science and Healthcare Industries

New York, N.Y. [January 11, 2005] – Pharmaopportunities announced today the launch of an Internet recruitment portal for the life science and healthcare industries, offering targeted http://www.pharmaopportunities.com (Pharmaceutical Jobs, networking and training resources for the competitive Pharmaceutical, Biotech, Medical Device and Pharmacy markets.

Located at www.pharmaopportunities.com, the site offers advanced features such as resume distribution services, a vendor directory and a “job alert” system that notifies job seekers by e-mail of opportunities that match their search criteria. Candidates can also search by industry and specialty, rather than limited keyword searches used at competing sites.

A partnership with Mediwire, a syndicated online resource for healthcare professionals, enables the portal to offer resource information from award-winning journals like Medical Economics, Drug Topics, Managed Healthcare Executive and other titles and allows employers to reach thousands of life science and healthcare professionals looking for http://www.pharmaopportunities.com (Pharmacy Jobs)

In addition to offering a free site to post resumes, the site provides targeted networking tools for life sciences professionals, equipping them to advance their career and build communication pipelines. Employers also benefit from real-time metrics to display how many applications have been submitted and how many times a position has been searched and viewed. Free repostings are also offered to employers.

An anonymous resume feature enables individuals to list their experience and qualifications in a protected environment -- enabling both active and passive job seekers to stay connected to the employment market, while maintaining full control of their confidential information when they are searching for http://www.pharmaopportunities.com (Biotech Jobs)

The community approach encourages job seekers to stay current with industry trends, salary information and more, says {Michele Gordon, Director of Sales& Marketing ] -- while locating new job opportunities, networking with other professionals and locating training courses in life sciences and health care.

“We believe in quality, not quantity,” said [Winston Burton, President & CEO]. “Pharmaopportunities’ goal is to reduce the total cost per hire and cycle times for life science and healthcare companies by providing them with the tools and resources they need to find qualified professionals. With these time-consuming steps eliminated from the process, companies can increase their ability to stay on the cutting edge with the latest technology that drives scientific advances.”

About Pharmaopportunities

Pharmaopportunities is a privately-held corporation started by Life Science and Healthcare professionals, Computer Programmers and Human Resource professionals who have all worked in various life science and healthcare companies in the United States. Each member of the company is passionately committed to fulfilling the hiring needs of life science and healthcare companies and supporting active jobseekers in furthering their careers and finding (http://www.pharmaopportunities.com) (science jobs)

To learn more about Pharmaopportunities, please visit http://www.pharmaopportunities.com


For further information, please contact:
Michele Gordon
Director of Sales and Marketing
Pharmaopportunities Inc
(718) 514-6143 Ext 10
e-mail protected from spam bots



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

RealLife HR Launches RealLife Services: New services helps HR do more with less

Hunt Valley, MD (January 10, 2006) – RealLife HR, a leading outsourced benefits management solution, today introduced RealLife Services - a new suite of services designed to help HR simplify benefit processes, reduce administrative workloads and improve service to employees. Services in the suite include outsourced benefits management, enrollment and fulfillment services, FSA and COBRA/HIPAA administration, onboarding services, and manager self service.

“As health care costs continue to rise, HR is faced with increasing responsibilities and fewer resources,” notes Gary Broache, president of RealLife HR. “With RealLife Services, our goal is to help employers save time on tedious benefits administration tasks and demonstrate bottom li