BERNARD HODES GROUP LAUNCHES SMARTPOST. New Technology Enables HR Professionals To Easily Manage and Measure Their Online Sourcing Campaigns

NEW YORK, NY – March 1, 2006 – Bernard Hodes Group, a leading provider of integrated talent solutions, announced today the release of SmartPost, their award-winning job posting and sourcing intelligence system. SmartPost solves two major problems commonly found today in recruiting: posting to the right job boards for the specific hiring need, and understanding the results of an online sourcing campaign to better recruit in the future. SmartPost addresses both problems head-on in an easy-to-use, time-saving format.

“We understand that our customers want the best in sourcing strategies. SmartPost is a robust turnkey solution for effectively sourcing talent,” said Alan Schwartz, CEO, Bernard Hodes Group. “Combining the latest technology with the expertise of Bernard Hodes Group in online media, and outstanding business analytics, SmartPost puts a powerful tool in the hands of recruiters who post their jobs online.”

SmartPost simplifies online recruiting by making thousands of niche, diversity, local, association, and general job boards online available for one-click job posting. Its embedded media recommendation service picks out job posting strategies based upon real-time performance metrics on the job boards. The result is a significant reduction in time, cost and complexity associated with online sourcing, and a dramatic increase in successful posting. SmartPost also simplifies tedious tasks such as billing and media management.

“The real-time analysis available in SmartPost gives our clients a real competitive advantage. Recruiters are able to assess the performance of every job board they post to – giving them insight into candidate behavior that is very hard to see. Finally, recruiters have real business intelligence available when sourcing for their job openings,” said Dwaine Maltais, Vice President, e-recruiting solutions for Bernard Hodes Group.

Bernard Hodes Group supports its partners and clients throughout the sales, implementation, and management cycles with over 30 offices in North America and a division dedicated to online candidate sourcing strategies. A recognized leader in this space, SmartPost has integrated solutions with many talent management systems, and includes the wrapping of jobs automatically from a client’s web site.

For more recruiter information about SmartPost, or for partner inquiries, please visit www.smartpost.com.



About SmartPost
SmartPost, a product of Bernard Hodes Group, is an innovative new solution for managing online posting strategies. Leveraging the extensive know-how of Bernard Hodes Group, SmartPost not only recommends the most effective job boards, communities, and affinity sites, but it also consolidates billing, and provides industry-leading media measurement to ensure effective return on investment. SmartPost is available from www.smartpost.com or through your current ATS/HRMS system.


About Bernard Hodes Group
As a fully integrated talent solutions provider, Bernard Hodes Group (http://www.hodes.com) offers solutions that often combine multiple service offerings from the Company's core competency areas: Recruitment Marketing; Sourcing/Response Management; Hiring Process Re-engineering; and Staffing Technology. The Company is headquartered in New York, with over 80 offices and affiliates around the globe. Bernard Hodes Group serves thousands of clients in virtually every industry, helping them to attract and retain talented workers in every skills set.

Bernard Hodes Group is a part of Omnicom Group, Inc. (NYSE - OMC) (www.omnicomgroup.com). Omnicom is a leading global advertising, marketing and corporate communications company. Omnicom’s branded networks and numerous specialty firms provide advertising, strategic media planning and buying, direct and promotional marketing, public relations and other specialty communications services to over 5,000 clients in more than 100 countries.

# # #



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

Improved Productivity, Lower Employer Health Costs are Hallmarks of New Health Coaching Phenomenon

Ann Arbor, MI – February 28, 2006 -- There’s the “Fantastic Four” from the movies, and then there’s the “Infamous Four” of healthcare: smoking, weight problems, increased stress levels and cardiovascular health. Together these four epidemics are steadily driving the majority of medical claims, pushing America’s health care costs ever higher. However, Michigan-based Leade Health is tackling them all with a single, unique approach: health coaching, a dedicated one-on-one coaching style that’s achieving some of the industry’s best behavioral change results.

Health coaching’s unique approach lies in its collaborative, empowering approach, unlike traditional disease management efforts and preventive medicine styles which are rooted in a deficit approach. Unlike other coaching models, Leade Health establishes a direct partnership between a dedicated coach and a participant for the entirety of the 12-month program, focusing on one or more positive lifestyle goal(s) identified by the participant. Dedicated coaching is paying off for participants; for example, smoking quit rates are among the highest in the industry with an average of 28 percent remaining tobacco free after the 12-month coaching period.

Leade Health offers three key services that use these methods: iCanChange, for Weight Management; iCanRelax, for Stress Management; and iCanQuit, for Tobacco Cessation. In all three, the coach facilitates a participants’ behavior change by utilizing a variety of strategies, including motivational interviewing and reflective listening, and by discussing stages of change, decisional balance and values.

Leade Health has worked nationwide to overcome health issues such as those above, working in partnership with large health plans and corporations like CIGNA Health Care, Ford Motor Company and others. Leade Health grew by 49 percent in 2005 and anticipates triple digit growth in 2006.

Wellness programs that focus on the consequences of poor lifestyle habits aren’t halting the upward spiral of healthcare costs because their deficit approach brings only short-term results, explains Michael Mulvihill, President and CEO of Leade Health. “It’s not unusual for wellness practitioners to experience frustrating cycles of their clients taking one step forward and two steps back,” he explains. “Traditional wellness programs focus on problems and bad habits, with information and advice giving. But since the approach is built around resolving failures, people feel bad if they don’t succeed and they may begin to avoid the wellness program altogether.”

“We capitalize on our participants’ individual strengths and assets, because those are the building blocks to success,” Mulvihill adds. “We work to elicit best-thinking and decision-making so participants can reach the goals that are most important to them. The end result is changed behaviors and in turn, lower costs for their employers.”

About Leade Health
Founded in 1990, based in Ann Arbor Michigan, Leade Health specializes in Health Coaching in the areas of Weight Management, Stress Management, Tobacco Cessation, and Cardiovascular Health. Leade Health has earned a reputation for partnership integrity, product innovation and program impact. Leade Health‘s success rates from its signature Health Coaching model achieve outcome results that exceed national norms.

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

###



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

Granite Solutions Groupe to Guarantee Retained Searches

San Francisco, CA, February 27, 2006 -- Granite Solutions Groupe, Inc. (Granite), a San Francisco based recruiting firm, announced today a new feature to its retained search service offering for global employers: Guaranteed Retained Search Services (GRSS).

Going forward, Granites clients will pay reduced fees of only 25% of the candidates total first year compensation, no administrative expenses and a graduated payment structure payable in thirds -- upon engagement, initial candidate presentation and candidate offer. Here'’s where Granite’s offering differs from competitors: At each stage of the recruiting process, the hiring manager or committee can decide to end the search with a full refund of the current stage recruiting fees.

Traditional retained search firms charge one third of total first year’s compensation and all fees must be paid up front and are non-refundable. Hiring managers and senior management are looking for more flexibility in their relationships with recruiting firms and human resource departments are looking for ways to control agency costs. GRSS gives employers a well-timed alternative that will be attractive to HR as an alternative to traditional retained search options, when contingency searches aren’t producing the right candidates.

As many of the large, global financial and IT powerhouses begin to see the effects of scarce knowledgeable and experienced resources for their key management positions, progressive companies are looking for alternatives to the old two-party system – Retained or Contingent. By introducing GRSS, Granite stands to turn the industry on its head by giving clients the best of both worlds – exclusive, dedicated focus, while at the same time providing flexibility and reduced recruiting fees.

Granite specializes in the placement of highly skilled senior-level Project Managers, Business Analysts and IT Managers at global firms throughout the financial services and IT Market. It’s reputation for quality, integrity, industry knowledge and global contacts have been sited as the main reasons clients come to them for retained search services. In addition to Granite's ability to attract the best talent in the industry through their extensive network and industry contacts, their business model has allowed them to offer products like GRSS at a lower price-point than the competition without sacrificing quality.

”We’re very excited about the positive feedback we’ve received from clients about this new offering,” explained John Henning, Granite's San Francisco-based Director of Business Development. “Finding innovative ways to work with clients that produce results while offering flexibility for hiring managers is crucial in a business environment that demands value from its suppliers. Guaranteed Retained Search Services are just a logical extension of the kind of value-based solutions Granite Solutions Groupe has offered its clients for the past decade.”

About Granite Solutions Groupe

Granite Solutions Groupe, Inc. (Granite) is a San Francisco based recruiting firm that specializes in the placement of highly skilled senior-level Project Managers, Business Analysts and IT Managers at global firms throughout the financial services and IT Market. Contact them online at www.granitesolutionsgroupe.com.


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

Pilat Group CEO to Discuss Overcoming the Pain Associated with Organizational Restructuring in Online Seminar

LEBANON, N.J. (February 28, 2006) - -

Who: Pilat HR Solutions, committed to Powering Performance and Potential(sm) through its talent management, performance management, development management, organizational development, reward & compensation, and business & HR metrics software and services.

What: David Sapiro, Group CEO of Pilat Technologies International Ltd., will conduct a webinar titled “Taking the Pain Out of Organizational Restructuring”. This practical and informative online broadcast is designed for the human resource professional who currently or potentially faces challenges in managing their workforce during organizational change (e.g., department reorganization, post merger restructuring, acquisition, downsizing, etc.).

When: Wednesday, March 8, 2006 / 2:00 p.m. to 3 p.m.

Where: Online

To register, or for more information, contact Grace Petchonka of Pilat HR Solutions by phoning 800-338-9701 or via e-mail. There is no fee to register for this webinar.

Details: In this webinar, David Sapiro – seasoned executive and practiced consultant – will explore the fundamental issues faced by Human Resources professionals involved in organizational restructuring projects. These complicated changes often need to be made quickly – yet are often attempted with very little structure or systems help to make sure that the changes are also done right – both from the organization’s and individuals viewpoint. The HR professional will be exposed to the newest advancements made in web technology and cutting edge approaches necessary to succeed in today’s uncertain and continually shifting marketplace. Sapiro states, "Technology is often poorly applied - but with the right blend of HR consulting, organizational psychology expertise, superb IT concepts and a deep understanding of the business drivers in an organization - the results can be quite impressive.”

Pilat HR Solutions is part of the Pilat Technologies International Limited ("the Pilat Group") an HR consulting and software company co-listed on the London AIM and the Tel Aviv Stock Exchanges. Pilat’s HR software and consulting solutions are designed to Power Performance and Potential(sm) through advanced web technology, business process consulting and metrics & data services HR process consultancy and Talent Management, Succession Planning, Performance Management and Multi-rater Feedback software. For more information, please visit www.pilat.com or call (800) 338-9701.

# # #
Media Contacts:

Grace Petchonka
Pilat HR Solutions
(908) 823-9417



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

Expert Panel to Debate the Future of HR Technology at IHRIM 2006 Conference and Exposition in Washington, D.C.

What is the future of HR technology? What strategies will be implemented to recruit and retain top talent in the years ahead? Highlighting their three-day conference and HR technology expo in Washington, D.C., April 9-12, IHRIM will be presenting an internationally-recognized panel of experts to discuss these key business issues.

Accurate Background, Inc. Launches New Brand & Website

Contacts:
Carlyn Greco
(949) 609-2268
e-mail protected from spam bots


Accurate Background, Inc. Launches New Brand & Website


Lake Forest, Calif., February 24, 2006 –Accurate Background, Inc., a leading provider of global employment screening services, announced today the re-branding of the company with a new logo, tagline and website -- www.accuratebackground.com.

The web site, branded with a new logo and tagline “Information you can trust, People you can trust,” highlights the company’s products and services, as well as educational and industry resources.

“With over 60% growth in revenue last year, we felt our company’s image should reflect our ever-changing, growing, technology-driven business model. While 40% of background screening companies project their revenue to increase by more than 25% according to a recent KPMG Corporate Finance LLC report, Accurate Background, Inc. is forecasting an above average increase similar to 2005,” said Dave Dickerson, president and CEO of Accurate Background, Inc.

The updated website provides visitors a tool to review Accurate Background, Inc.’s ample product and service offerings in a more expanded, informative and streamlined environment.

New key features of the redesigned website include:

Lengthened Content: Enhanced pages allow visitors direct access to information necessary to increasing their understanding of the background screening industry, and how it benefits to their business.

Educational Tools: White papers, industry highlights, samples of compliance documentation, and a glossary of industry terms make accuratebackground.com a destination website in the background screening arena.

Career Opportunities: Instant access to the exciting positions available today at Accurate Background, Inc.


About Accurate Background Inc.

Accurate Background Inc., based in Lake Forest, Calif., sets the standard as the background screening industry leader, exceeding clients’ expectations by providing customized solutions for growing U.S. and multi-national organizations. The company offers an array of innovative and cutting-edge background check and security research products to meet the needs of human resource, loss-prevention, and security/legal professionals in employment screening, vendor certification and fraud prevention.

To find out more about Accurate Background and its products, call (800) 784-3911 or visit the
Company’s web site at www.accuratebackground.com.


# # #


Editor’s Note: A pdf of the Accurate Background’s new logo is available by contacting Carlyn Greco at 949-609-2268 or via e-mail at e-mail protected from spam bots.




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

Sendouts Pro receives top marks from customers in ERExchanges independent ATS review 6 years running

In its review, ERE provided key strengths and differentiators for the ATS products examined. Sendouts Pro was noted for its comprehensive workflow management, full integration with Microsoft Outlook and its exceptional customer support and training. Current customer comments back these claims.

“After switching from the previous ATS, our productivity and efficiency have improved exponentially. In addition to a well-designed ATS that meets, and in most cases exceeds, our functionality requirements, the customer service provided by the Sendouts staff is stellar,” says President of an IT consulting firm.

Don Breckenridge, president of Sendouts, is committed to serving his current customer base and says Sendouts prides itself on its responsiveness to client feedback.

“We know that our best customer is our current customer. We focus our attention on providing the highest degree of customer service and flexibility within our offerings,” he says.

“While we’re obviously proud of our ranking, we are committed to continuously improving the features and functionality of Sendouts Pro to ensure high customer satisfaction.”

Sendouts Pro Version 4 is due for release early this summer. The features in this new release are a direct result of suggestions from current clients on the system.

The complete Applicant Tracking Systems: Industry Analysis and Buyer’s Guide is available for purchase through ERE’s web site at http://www.erexchange.com.

About Sendouts
Sendouts is an application service provider (ASP) offering Sendouts Pro, a web-based applicant tracking system that manages the entire talent acquisition process from initial prospective client and opportunity to final placement. Sendouts Pro is easily configurable to your unique workflow process. Clients use Sendouts Pro to automate and speed sales; quickly match qualified candidates to job orders; enable recruiters to work from a centralized database; organize recruiters’ and managers’ schedules; and obtain real-time performance metrics for better management decisions. Key features include: sophisticated power searching, accurate resume parsing, customized workflows, website integration, Microsoft Outlook synchronization, built-in email merge and automated job board posting.

###



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

Restaurants use JobFlash to get new openings under control. Over 400 restaurants have cut hiring costs and turnover using JobFlash.

FREMONT, Calif., February 22, 2006 – JobFlash, the leader in phone-based recruiting solutions, announces a turnkey service for new restaurant openings that cuts cost and time-to-hire and delivers a standardized process to manage new openings.

“High-growth restaurants need a standardized new opening process to quickly and efficiently hire qualified employees,” said Mike Krueger, President and CEO of JobFlash. “JobFlash’s new opening kit takes away the unpredictability, manual tracking, paper applications, chaos and stress of hiring quality employees on time.”

Leading restaurants around the country recognize the benefits of JobFlash. Applebee’s, Café Ba-Ba-Reeba, Joe’s Seafood, Mimi’s Café, Prime Steak & Stone Crab Las Vegas, and Round Table Pizza use JobFlash to source, screen and hire hourly workers for new openings and ongoing hiring needs. JobFlash gives them a competitive edge with lower labor costs, higher quality hires, and better customer service.

JobFlash continues its success in the restaurant industry with the addition of popular restaurant chain Fatburger. Fatburger selected JobFlash to automate recruiting across twenty-nine locations, including two new restaurant openings.

“Fatburger is a fast-growing chain with 20 to 50 employees per location,” stated Victor Santillan, Fatburger’s Vice President of Human Resources. “We chose JobFlash because its phone-based service allows us to reach a larger and broader base of job candidates than a web-based solution alone. Just as importantly, JobFlash’s tracking capabilities let me know who is applying and who we are hiring to ensure that we meet our diversity objectives.” Please read the complete Fatburger case study by going to https://www.jobflash.com/fatburger1.html.

About JobFlash
Founded in 2002, JobFlash’s recruiting solution automates sourcing, screening and scheduling of applicants, by phone and by web, to deliver the highest quality applicants fast. An HR Executive Magazine Top 10 Products of the Year winner, JobFlash has successfully cut hiring costs, time-to-hire and turnover for its clients. JobFlash is used by leading casinos, restaurants, hotels, retailers, security companies, hospitals and airlines.

Contact Information
Reena Jadhav
Chief Marketing Officer
JobFlash
(650) 346-2500
reena(at)jobflash.com



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

New FastTrack Applicant Tracking System Brings Business Davids Within a Stones Throw of Goliaths

Lima, OH -- February 22, 2006 -- When it comes to hiring management, the Davids of the business world no longer have to look up to the Goliaths of the Fortune 500. Small companies can level the playing field with their corporate counterparts thanks to HR Services’ new FastTrack edition of its myStaffingPro applicant tracking system.

Aimed at small and medium sized businesses with 100 to 2,000 employees, the FastTrack edition provides companies the advantage of receiving applications worldwide via their own website. Applicant system tracking also monitors candidates’ progression through the hiring process. The new edition is built on the same technology platform as the high-performance myStaffingPro Enterprise and Custom Solution editions, providing the same performance, security and capabilities that Fortune 500 companies enjoy.

FastTrack license fees start at only $150 per month, with implementation fees starting as low as $1,000. The technology can be launched and active within a week’s time.

The system pre-screens applicants so business owners, managers and human resource staff only have to deal with qualified applicants -- saving both time and money. Equally important, it eliminates stacks of resumes and applications that can overwhelm managers at fast-growing companies.

“We were growing quickly, and we needed to leave the paper application process behind,” explains Frank Vaughan, Vice President of Human Resources for Turbomeca USA, a Grand Prairie, Texas-based company. The small company of 300 turned to an automated solution when it faced the need to hire 40 new positions. With an average of eight applications per filled position, Turbomeca executives realized they would need to wade through 500 applications -- an overwhelming amount for a paper-based system.

“People were losing applications, and they weren’t being returned. It was taking too much time to track everything,” Vaughan adds. “The Fast Track solution fit our needs without having to buy a large IT product . . . it kept us from spending millions of dollars for implementation. It captures all the information we need to make the right hiring decisions.”

Clients access their FastTrack account using their standard Internet browser and myStaffingPro’s easy-to-use myMenu customizable interface. myMenu keeps priority job openings at users’ fingertips and allows them to customize reports and search options, and save those parameters for future use.

About HR Services
HR Services (http://www.hrservicesinc.com/) creates applicant tracking and management recruiting solutions for companies in all industries, from small businesses to Fortune 100 organizations. These include Internet- and kiosk-based online application solutions, web-based Applicant Tracking Systems and Interactive Voice Response (IVR) Solutions for applicant response management. Flexible systems manage unique processes for professional, hourly and internal employee recruiting within a single solution. For more information, contact Ruth Ann Stover, Director of Sales, at 800-939-2462, x251.

###


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

Employment At Will A Myth In Todays Litigious Workplace?

San Rafael, Calif. — Feb 22, 2006 — Employers have traditionally relied on the “employment at will” doctrine, which allows both employers or employees the right to end the work relationship with or without notice and with or without cause. But the broad protection afforded by the doctrine is coming under legal challenge, reports the latest edition of the sharedHR Bulletin. (www.sharedHR.com/news/). SharedHR is a supplier of Web-based services to HR professionals working in small and medium-sized business, and the monthly Bulletin is published on line as a service to its clients.

“Most employers are extremely frustrated to receive advice from employment attorneys or HR professionals suggesting restraint before exercising their right to terminate at will,” said Paul Finkle, President and CEO of sharedHR, and a contributor to the Bulletin. “But an employer facing employment litigation quickly learns the ‘at will’ doctrine has been significantly eroded in many states.”

He points to a recent case study in which a California employer terminated an hourly employee after just three months on the job. “The employer believed he was within his right to terminate at will,” said Finkle. “However, the employee retained an attorney and threatened to sue. The employer settled when he discovered the lawsuit could cost as much as $20,000 to get to a summary judgment hearing, the first step in the process where the case might be dismissed.”

The Bulletin offers several ways to help avoid expensive lawsuits when exercising the “at will” doctrine.

They include:

· Documenting all actions, and using progressive disciplinary techniques, prior to discharge.

· Establishing dispute resolution procedures at work. Many employees are driven to litigation because they were never given their “day in court.” Set up a policy to give employees an audience with uninvolved managers to review all the facts before taking action.

· Using arbitration agreements as an exclusive means of employment dispute resolution. Arbitration lowers the stakes in most discharge disputes.

For a complete list of protective steps to take, point your browser to sharedHR.com/news.

While the ability to terminate without cause technically remains the law of the land, it is unlawful for any employer to terminate an employee based on factors such as race, color, creed, sexual orientation or violation of public policy, said Finkle.

“Employment litigation is expensive, time consuming, gut-grinding and negative for morale; it benefits no one,” said Finkle. “Except in rare circumstances — employment at will is a myth.”


About sharedHR (www.sharedhr.com)
Based in San Rafael, Calif., 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.


Media Contacts:

David Siskin
SharedHR
800-886-9478

Tom York
Thomas York Public Relations
415-5523-281


####









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

Coaching Is Still More Talk, Not Enough Results Indicates BlessingWhite Study

PRINCETON, N.J.—02/21/06 -- The latest workplace survey by global consulting firm BlessingWhite indicates that although 91% of leaders say they like or even love to coach, the majority of employees say the coaching they receive falls far short of making a significant impact on either their job performance or job satisfaction. In addition, nearly half say they don’t receive as much coaching as they want, while 16% actually get none.
“This is the second year in a row where we have seen this disconnect,” explains Christopher Rice, BlessingWhite’s President and CEO. “Our findings suggest that most well-meaning leaders understand the value of coaching, but they are not coaching as often or effectively enough to drive increased employee engagement or better business results for their organizations.”
The report, called The Coaching Conundrum 2: the heart of coaching, provides insights into the challenges leaders face in coaching team members: “I don’t have all the answers” garnered 34%, followed by “It takes too long” at 26%. The report also identifies flaws in the approaches of organizations trying to establish a coaching culture. “Expectations are definitely increasing,” comments Rice. “Over three-quarters of the leaders said coaching was a priority in their organization. Yet less than two-thirds indicated that their organization backs up those expectations with a compensation or performance management initiative.”
The Coaching Conundrum 2 includes recommendations for business leaders on weaving core coaching beliefs and practices into the fabric of the organization. Rice notes, “Coaching is an important tool for aligning employees with business strategy, boosting performance, developing the leadership pipeline, engaging employees, and reducing turnover. Organizations need a comprehensive strategy to ensure their leaders’ coaching efforts deliver on this potential.”
About BlessingWhite
BlessingWhite is a global consulting firm dedicated to creating sustainable high-performance organizations. Based in Princeton, NJ, with locations in London, Chicago, San Francisco, and Melbourne, the company has worked with almost three million professionals in 1,300 organizations since its founding in 1973. BlessingWhite’s consulting services, tools, and training create high-performance cultures, develop leaders who get results and inspire, equip leaders to coach more strategically and efficiently, and align individual self-interest and talents at all levels of the organization with business-critical business goals.

About the Study
An online survey link was emailed in September 2005 to individuals representing a cross-section of job functions, job titles, and industries. All of the 677 respondents completed questions on the impact of coaching on them as employees. More than two-thirds of the group responded to additional questions about their activities as a coach. For a complete electronic copy of BlessingWhite’s 2006 Coaching Conundrum 2: the heart of coaching, contact Deb Ackles at e-mail protected from spam bots or call 908-904-1000 X8171.
###



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

Employment Background Investigations (EBI) Gains Access to the USMA National Retail Theft Database

Owings Mills, MD, February 20, 2006 - For the first time ever, USIS is making its USMA National Retail Theft Database available to retailers nationwide through Employment Background Investigations, Inc., (EBI).

With this agreement, EBI and its clients gain access to USIS’ exclusive and proprietary USMA National Retail Theft Database product. The database, which was previously offered solely by USIS, contains client-contributed incident records of confirmed employee theft and shoplifting. Through direct access to this database, EBI’s clients will benefit from unprecedented access to information key to employee hiring and loss prevention efforts.

The database houses information relating to theft and fraud (including employee theft, shoplifting, refund/credit card fraud and the passing of bad checks). According to the National Retail Security Survey, as much as 86% of retail theft is not criminally prosecuted. Retailers gain great value from the database because they're able to identify many of the individuals across the country who have admitted to stealing, but who may not show up in a typical criminal search, often because their crime was never prosecuted.

“The USMA National Retail Theft Database fits perfectly with our mission to provide comprehensive and innovative screening solutions to assist our clients in making the best possible hiring decisions,” said EBI president Rick Kurland. “EBI is committed to providing our customers with the information they need. By contributing to and accessing the data held in the USMA’s Retail Theft Database, EBI clients will have access to a new layer of screening for even more comprehensive programs.”

The collaboration will also advance the growth of the database through contributions of information by both companies’ vast retail client bases, making the database an even more useful tool than ever to retail employers.

“With EBI’s large retail base and years of screening excellence, we're confident that they'll support the growth of the USMA National Retail Theft Database, as the retail industry expects,” said Tim Dowd, president of USIS Commercial Services. “Both companies understand and have shown tremendous commitment in this industry; we believe that our arrangement will provide tremendous benefit to all retailers who participate and share information through the database.”

About the USMA National Retail Theft Database
Started by retailers who decided to share theft data to prevent the hiring of known thieves, the database has grown exponentially. Today thousands of locations throughout the United States, including one-third of the nation’s largest retailers, contribute and share information through the USMA National Theft Database.


The USMA National Retail Theft Database operates on the following efficient and streamlined system:

Member companies submit theft information, then employers screen applicants against the database; if a search indicates that an applicant has a record of theft from a member company, the case information is re-verified before being disseminated, making it fully compliant with the Fair Credit Reporting Act (FCRA).
Employers then have a legally sound basis on which to make hire/no hire decisions

Over the past few years, screening with the USMA National Retail Theft Database has identified nearly 45,000 applicants with records of theft; it’s reasonable to say that this simple screen has saved retailers many millions of dollars in losses.

About Employment Background Investigations, Inc.
Employment Background Investigations (www.ebiinc.com) is a single-source, premier provider of enterprise background screening services. Nearly 2,000 companies worldwide utilize EBI’s background screening, drug testing and occupational healthcare services every day to make better and safer hiring decisions. Given its state-of-the-art technology platforms, it’s safe to say that no one delivers background screening results faster or with a higher degree of accuracy. Personalized customer care has been the key reason for EBI’s remarkable growth over the last 11 years; this ascent has won them a recent acknowledgement as being one of the best and largest screening companies in the country (HRO Today Magazine).

About USIS
Established in 1996, USIS (www.usis.com) helps businesses, federal agencies and institutions protect critical assets, evaluate information, and identify and mitigate risk. USIS offers a broad range of services including business intelligence and risk management solutions, background investigations and drug screening solutions, security and related professional services (including national security related staffing and training), as well as critical program support for institutions, commercial businesses and federal agencies.

Contacts:
Richard A. Kurland, President
Employment Background Investigations
PO Box 629
Owings Mills, Maryland 21117
(800) 324-7700

Jennifer Daniels, Vice President of Marketing, USIS
4500 S. 129th E. Ave., #200
Tulsa, OK 74134
(888) 338-8762 x2455



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

John Vlastelica Named New Principal at Riviera Advisors

LONG BEACH, CA – February 17, 2006 -- Riviera Advisors (www.RivieraAdvisors.com), an industry leader in internal staffing and recruiting process consulting, announced today that renowned staffing and recruiting expert John Vlastelica has joined the company as Principal.

In his role, Mr. Vlastelica will be responsible for developing and executing corporate client engagements in the areas of strategic talent management, as well as improving and enhancing internal corporate recruiting and staffing processes and systems, including customized training for recruiting teams. He will be based in the Seattle, Washington area.

Mr. Vlastelica joins Riviera Advisors from Recruiting Toolbox, a recruiting process optimization consulting and training firm he founded. Prior to Recruiting Toolbox, he led staffing and recruiting teams at Amazon.com for more than six years, serving in roles ranging from their first Technical Recruiting Manager to the position of Director, Recruiting Programs.

“I am honored to have such an outstanding talent join Riviera Advisors to assist companies in leveraging their internal staffing and recruiting processes and helping them build talent-based organizations,” said Jeremy Eskenazi, Managing Principal of Riviera Advisors. “John’s ability to drive right into tactical, problem-solving solutions to help our client’s internal recruiting and staffing issues is exciting.”

"One of the many benefits of joining with Riviera Advisors is that together we can draw from more than 50 years of combined corporate recruiting leadership experience to help our clients,” explained Mr. Vlastelica. "And our diversity of experience -- from high-tech to hospitality, biotech to banking -- helps us quickly match the right solution to our unique client needs."

Mr. Vlastelica previously served in various recruiting team roles at AT&T Wireless. He is currently the President of the Employment Management Association of Seattle, and serves on the board of the Lake Washington Human Resources Association.

About Riviera Advisors, Inc.
Riviera Advisors Inc., based in Long Beach, California, is a strategic talent management consulting firm focused on improving, enhancing, and optimizing internal corporate and organizational recruiting and staffing functions. For more information please visit: http://www.RivieraAdvisors.com/




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

Fifth Consecutive Year of Over 50 Percent Revenue Growth Shows Leadership and Continued Success for Deploy Solutions

NEWTON, MASS. / February 17, 2006 – Deploy Solutions, the premier provider of enterprise talent management solutions for market-leading organizations, announced today that 2005 marked its fifth consecutive year of more than 50% revenue growth, exceeding 2005 targets. Adding a dozen new enterprise market-leading client companies averaging over 21,000 employees each, driving improved results to enterprise customers, strengthening and adding key strategic partnerships and winning prestigious technology and workplace awards highlighted a very successful 2005 for Deploy.

“I am pleased with the return on our on-going investments to improve and innovate our solutions for our customers,” said Nicole M. Stata, President & CEO of Deploy Solutions. “This year we honed our go-to-market strategy and solutions roadmap and we are executing against a winning formula for our market-leading clients.”

Major multi-year contracts and strategic partnerships with industry-leading companies such as Swift Transportation, American Electric Power, Wakefern Food Corporation (ShopRite stores), Amerada Hess Corporation, Six Flags Theme Parks, and TBC Corporation (Tire Kingdom, National Tire & Battery, Merchant’s Tire & Auto Centers) drove the company’s growth. In addition, Deploy added the University of Michigan and Vanderbilt University to its growing list of customers in healthcare and higher education. Deploy also helped to support the outstanding growth of its market-leading HRO partner, Hewitt, and developed an alliance with Aon.

Launching the Deploy 6 Enterprise Talent Suite™ in 2005 provided greater competitive advantage to Deploy’s customers by adding capabilities like advanced job board posting, improved user experience, greater process compliance, and enhanced security. Deploy also introduced Deploy OnBoarding™, a module within the Enterprise Talent Suite, that automates some of the most time-consuming tasks associated with new hire processing.

Deploy continued to solidify its market strength by creating tailored industry solutions, including:
• Deploy Transportation Advantage™ - A recruiting and enterprise talent management solution specifically geared to meet the unique hiring challenges of the transportation industry.
• Deploy Restaurant Advantage™ - A recruiting and enterprise talent management system made to order for restaurant and food service industries.
• Deploy C-Store Advantage™ - A recruiting and enterprise talent management solution customized for the convenience store industry.
• Deploy Grocery Store Advantage™ - A recruiting and enterprise talent management solution configured for the grocery store industry.

Deploy received broad industry and customer recognition for its 2005 product enhancements, strategic partnerships, new technology offerings, and ongoing commitment to workplace excellence. Highlights include:
• Voted Human Resource Executive magazine’s Top HR Product of 2005 for Deploy OnBoarding.
• Elected one of the Best Places to Work in Massachusetts for the third consecutive year by the Boston Business Journal.
• Nominated one of the “25 Best Small Companies to Work for in America” by the Society for Human Resources Management (SHRM) and the Great Place to Work Institute (GPTWI).
• Formed a strategic alliance with Aon Human Resources Outsourcing, a division of Aon Consulting, to use Deploy’s leading recruiting and hiring solutions in Aon’s suite of integrated outsourcing services.
• Broadened the scope of relationships with several assessment partners.

About Deploy Solutions
Deploy Solutions, Inc. provides companies with a competitive advantage in the marketplace by optimizing performance in recruiting, hiring, and retaining top employees. The Deploy Enterprise Talent Suite™ is a proven solution that improves the quality and performance of the workforce, reduces the cost of talent acquisition, and supports regulatory compliance. The company draws upon flexible technology, deep domain experience, and a comprehensive approach to HR metrics and analytics to drive measurable results for its customers. Deploy provides talent management solutions to a diverse and prestigious list of customers, including: 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.

# # #



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

Powerful new Halogen Employee Performance Management Suite 7.0 now shipping

OTTAWA, February 15, 2006 – Halogen Software Inc. has launched Halogen EPM Suite Version 7.0, the latest version of its award-winning employee performance management (EPM) software, which addresses much broader EPM process requirements and greatly enhances line manager experience. Halogen EPM Suite Version 7.0 includes powerful new editions of the company’s flagship Halogen eAppraisal™ and Halogen eAppraisal™ Healthcare web-based EPM products.

More than 30 new features and enhancements simplify process steps and give managers more control to customize appraisals and meet the needs of their individual employees. HR administrators can easily configure the system to allow managers to make adjustments to appraisal processes, skip steps in the process if they want, or adjust scoring and weighting totals. Employee comments and electronic sign-off steps have also been simplified, and printing options expanded for greater efficiency.

“Version 7.0 was created by listening closely to customer requests—and then designing well beyond those requirements. We’re constantly working to exceed the expectations of our diverse market of more than 400 customers,” said Paul Loucks, President of Halogen Software. “We’ve enhanced usability without adding unnecessary complexity. And we’ve given customers the flexibility to configure and use Halogen eAppraisal and eAppraisal Healthcare exactly the way that suits them best.”

Version 7.0’s enhanced language support makes it ideal for multilingual workplaces. Employee appraisal forms and user interfaces can be prepared in as many languages as required and employees and managers can choose their preferred language. "As a national company doing business in both official languages, it's essential that we are able to move seamlessly between French and English in our appraisal process," adds Donna McNicol, SVP HR Communications Group Rogers Communications Inc.

Several new features have been added to enhance the multi-rater assessment module of eAppraisal and eAppraisal Healthcare. Managers now have more flexibility in creating and conducting employee assessments, as well as controlling access to reports.

Other new features make it profoundly simple for new customers to migrate from homegrown and competitive solutions to Halogen EPM Suite. Import features link employees’ past appraisals from external legacy systems with their new profiles in Version 7.0. "Our goal was to make the assessment process 'simpler and more relevant' for our employees. One of the features that we valued and eagerly beta-tested, now featured in Version 7.0, was the ability to transition employee data from past processes into our newer assessment forms. We were pleased with the smooth transition of the data and the support Halogen provided during this transition,” said Zamiul Haque, Senior, Talent Programs Specialist at Magellan Health Services.

Halogen has also added further performance enhancements to its hosting capabilities. Halogen’s hosting environment and code base has recently been evaluated and validated by some of the technology industry’s best—Sun Microsystems and Compuware. “Our customer satisfaction surveys have always shown very high reviews of our hosting environment. Now, we’ve received third-party validation and improved our framework even further to ensure ongoing success,” Mr. Loucks said.

"We're quite excited about Version 7.0. The new features will make it even easier to improve and transform our EPM process as our organization continues to grow. Halogen has made a solid product even better," said Dave Potts, Director Organizational Performance, SAVVIS Inc.


About Halogen Software
With more than 400 customers, Halogen Software Inc. has established itself as the leading provider of employee performance management (EPM) solutions. Founded in 2001 as a subsidiary of a successful consulting company, Halogen offers powerful, easy-to-use, and affordable Web-based software that dramatically improves HR and line-manager productivity and helps organizations align employee goals to drive bottom line success. The company's flagship product, Halogen eAppraisal™, automates and simplifies time-consuming employee appraisals. Halogen eAppraisal™ Healthcare, created specifically for the healthcare industry, helps to simplify the tasks of performing appraisals and meeting accreditation criteria. Halogen e360™ automates formal 360-degree feedback procedures and offers sophisticated performance reporting. Halogen eCompensation™ automates the entire compensation adjustment process, including budget distribution
and approval.

Media contact:
Donna Ronayne
VP, Marketing & Business Development
T: 613-270-1011 x 320
E: e-mail protected from spam bots




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

Unitime Systems Expands Its Business Partner Program. Seeks independent businesses to sell its time-and-attendance software.

BOULDER CO, February 15, 2006: Unitime Systems is seeking additional business partners to sell its UNITIME Automated Timekeeping System time-and-attendance software to businesses and other organizations throughout North America. The company is expanding the successful Business Partner program that it instituted shortly after Unitime’s founding in 1993.

Unitime’s business partners are independent businesses that sell UNITIME along with payroll, human resources, accounting, manufacturing, identification and other software. Unitime trains its business partners to sell its products directly to customer prospects. They receive sales support and leads from Unitime and receive commissions based on leads that they convert to sales.

“We’ve renewed our commitment to our Business Partner channel as an important vehicle to sustain our company’s growth,” said Jesse Gunder, Unitime’s channel sales manager. “We’re offering an excellent opportunity for independent businesses to grow with our other successful business partners, some of whom have been with us for more than a decade. We realize that, as our business partners succeed, so will Unitime.”

Unitime business partners can choose to have implementations performed by a Unitime implementation specialist or complete a certification course to perform implementations without assistance from the company.

Unitime has grown from 500 customers in 1996 to 1,500 in 2003 and more than 2,000 today throughout North America. Unitime customers are organizations of all sizes in nearly every industry in more than 7,500 locations. They range from retirement-home operator American Retirement Corporation and wood-products distributor Universal Forest Products to the Seattle Mariners and Orlando Magic professional baseball and basketball teams.

FOR INFORMATION
For information about Unitime Systems’ Business Partner program, contact Jesse Gunder, Channel Sales Manager, Unitime Systems, 4900 Pearl East Circle, Suite 110, Boulder, CO 80301; e-mail protected from spam bots; 720-241-5486, fax: 720-889-3886. Or visit the Business Partner section of the Unitime web site, http://www.unitime.com/PartnerPrograms.html.

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.

# # #



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

Censeo Receives 2006 AAA Pacesetter of the Year Award

HEATHROW, FL – February 9, 2006 – Censeo Corporation, a human resource consulting firm specializing in the delivery of Internet-based assessment products, has been named a 2006 Pacesetter of the Year by AAA’s National Office. The award was presented to Michael Zia Mian and Marty Windsor of Censeo by Marshall L. Doney, Vice President, AAA Automotive, at the annual automotive preferred supplier meeting at AAA’s National Office in Heathrow this week. Mr. Doney cited Censeo’s flexibility, outstanding customer service, and AAA’s overall satisfaction with Censeo in a preferred supplier role during the award presentation.

“We are proud to recognize Censeo for their outstanding efforts exhibited in 2005,” Doney said. “They displayed flexibility and innovation while working within AAA’s diverse club environments. In addition, Censeo received many compliments regarding their impressive customer service.”

“We are absolutely ecstatic and humbled to have been selected as one of this year's Pacesetter of the Year Award recipients,” said Greg Leonard, Senior Director of Sales for Censeo. “We are looking forward to many years of continued collaboration and partnership with AAA.”

About AAA
As North America’s largest motoring and leisure travel organization, AAA provides its 49 million members with travel, insurance, financial and automotive-related services. Since its founding in 1902, the not-for-profit, fully-tax-paying AAA has been a leader and advocate for the safety and security of all travelers. AAA clubs can be visited on the Internet at www.aaa.com.

About Censeo Corporation
Headquartered in Maitland, Florida, Censeo Corporation helps clients select, develop and retain talent through the design and delivery of Internet-based assessment solutions. More information regarding Censeo’s products and services can be found at www.censeocorp.com.



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

MEDIA ALERT: DOUBLESTAR TO PARTICIPATE IN THOUGHT LEADER PANEL AT CONFERENCE BOARDS HUMAN CAPITAL METRICS EVENT

West Chester, PA – Feb. 09, 2006 – DoubleStar, Inc., a leading provider of workforce analytic solutions, today announces its participation in The Conference Board’s 2006 Human Capital Metrics: Beyond Benchmarking; How to Create Shareholder Value Through Human Capital Investment event from February 14-15 in New York. DoubleStar’s Brian Kelly, Managing Director of Workforce Solutions, will be one of three panelists specializing in advanced applications of decision science and workforce analytic tools discussing the pros and cons, applications, pitfalls and commitment requirements for applying science and technology solutions.

“DoubleStar is a key participant in this event – conference attendees will benefit from their knowledge and experience in working with world class organizations to develop leading workforce analytics solutions and technologies for measuring human capital metrics,” said Jac Fitz-enz, Ph.D Conference Program Director, The Conference Board and Founder & CEO, Human Capital Source. “I am pleased to have a vendor of DoubleStar’s caliber contributing to making this event a success -- further validating how technology can impact shareholder value through human capital investment.”

WHAT: The Conference Board 2006 Human Capital Metrics: Beyond Benchmarking – Demonstrating his deep expertise and thought leadership in the workforce analytics domain, DoubleStar’s Brian Kelly will be participating on the Applications of Decision Science and Technology panel, moderated by Row Henson, Oracle HCM Fellow. Kelly will be joined by other industry thought leader panelists Yves Lermusiaux, President of Taleo Research and David Scarborough, Chief Scientist at Unicru. Panelists will engage attendees with a Question and Answer session to encourage the sharing of thoughts and ideas on the topic of decision science and workforce analytics.

The Conference Board is the world’s leading business membership organization, with a global network of nearly 2000 enterprises in 61 countries. The Conference Board creates and disseminates knowledge about management and the marketplace to help businesses strengthen their performance and better serve society. Working as a global, independent membership organization in the public interest, we conduct research, convene conferences, make forecasts, assess trends, publish information and analysis, and bring executives together to learn from one another. The Conference Board is a not-for-profit organization and holds 501(c)(3) tax-exempt status in the United States.

For more information, please visit Conference Board Events.

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

WHY: Conference attendees will have the opportunity to experience two days of sessions involving industry experts discussing the future of human capital measurement and management. Leading vendors will highlight future trends and solutions available to the market today and executives from large organizations will demonstrate best practices in measuring the value of their human capital investments.

WHEN: The Conference Board 2006 Human Capital Metrics: Beyond Benchmarking event will take place from February 14 - 15, 2006. Additionally, there will be a Pre-Conference Workshop on February 13th from 1:00 – 5:00 pm EST.

WHERE: The conference will be held at the Marriott East Side in New York, NY.

CONTACT:
Megan Gates
Knowledge Infusion, Strategic Vendor Services
925.577.8685

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

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

# # #

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


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

Morris Massey takes on culture wars, age, generational differences, and diversity issues in a new video release

Cambridge, MA, February 7, 2006 - Enterprise Media announced today the release of a new program from best selling speaker and training authority Morris Massey, Ph.D.

In discussing why he was updating his 1976 classic program, Morris Massey said, "Can a 30 year old program still have "legs" to make a difference? I decided ‘Yes’ when I heard some executives who viewed the original in 1976 were still quoting me! So an update to tackle today's turbulent workplace seemed logical...fun...and relevant."

“We were able to convince Morris Massey to come out of retirement to update his classic presentation because we thought his message was particularly relevant in today’s polarized environment,” said Executive Producer, Stewart Clifford. "We face an incredibly diverse range of values in our daily lives, so it seems particularly useful to maintain some sense of sanity by developing an understanding of ourselves and others--and why we're "different" but really all relatively "normal". Life works a heck of a lot better if we can lower our "fear/anger/frustration factor" towards others,” said Morris Massey.

This new program takes a careful look at Generations X, Y, and Z. Morris Massey said that, "We're all trapped in a values ‘age cage,’ but a better way to deal with our frustrations is only 60 minutes away! Just watch "What You Are Is Where You Were When...AGAIN!" and life will work better."

"Morris thought that it was particularly important to address the new generational and value-driven issues that are occurring in today's workplace,” said Producer, Dini Coffin. "We're plagued by an epidemic of "hardening of the categories"...adamant closed-minded positionality is poisoning our relationships at home, work, internationally...everywhere! But there're "tried and true" techniques that can lessen organizational divisions, cultural wars, generational conflicts and all the jockeying about being "right." This new program is targeted to rattle mental cages and expand consciousness about oneself and others." It's a wakeup call for dealing with reality!" said Dr. Massey.

Since the early 1970's, Morris Massey has been working with and delivering programs about human behavior, with a particular focus on values and generational differences. He is known for his dynamic and energetic “tell-it-like-it-is” presentation style. His undergraduate and M.B.A. degrees are from the University of Texas--Austin, and his Ph.D. in business is from Louisiana State University. During the late 1960's through the 1970's, as an Associate Dean and Professor of Marketing, at the University of Colorado--Boulder, he received four awards for teaching excellence.

Dr. Massey was honored with the W.M. McFeely Award presented by the International Management Council for "significant contribution to the field of management and human relations." During the 1980s and 90s he was the #1 ranked resource for Young President’s Organization International. In “What Works At Work” (Lakewood Publications, 1988) he was cited as one of the 27 most influential workplace experts of the time. His dynamic presentation style has impacted thousands of audiences around the globe and across the board from business, health care, government, education and community groups. His videotape series are acclaimed as classics and have become benchmarks of excellence for the entire industry. With 4 million-plus frequent flyer miles accumulated by 1995, he retired from the consulting/speaking circuit and now lives with his wife in Sedona, Arizona.

“What You Are Is Where You Were When… Again!” is available from Enterprise Media on VHS and DVD for $895. This training program includes an extensive print leader’s guide, and a CD-ROM with a PowerPoint presentation, and student handouts.

Enterprise Media is a Cambridge-based producer and distributor of entertaining and informative documentaries, training programs and Public TV programming to the global broadcast, corporate, and educational markets.



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

Valtera Names HR Litigation Support Expert to Growing Team of Consultants

Rolling Meadows, IL – Feb 7, 2006 – Valtera, the leading provider of science-based human capital solutions, is pleased to announce the addition of Jone Papinchock, Ph.D. as Managing Consultant for the Selection and Assessment practice.

Dr. Papinchock brings more than 19 years of organizational assessment experience to Valtera’s consulting team. Early in her career, she focused on a broad area of selection program and test development. Over the past decade Dr. Papinchock developed special expertise in HR Litigation Support Services, including expert consulting and testimony. She has provided expert witness services in employment discrimination and human factors litigation and arbitrations. Dr. Papinchock has also conducted many HR audits and has prepared strategic responses to internal employment discrimination allegations and EEOC and OFCCP investigations.

Before joining Valtera, Dr. Papinchock was Managing Director of Litigation Support with SHL (formerly SHL Landy Jacobs) in Boulder, Colorado for eight years. Prior to this, Dr. Papinchock worked for the State of Alabama and for U.S. West (now Qwest Communications). Throughout her career, Dr. Papinchock built successful relationships with large clients in the automotive industry, financial services, energy and retail industries, as well as government agencies.

“We are thrilled to welcome Dr. Papinchock as part of our growing consulting team,” said Nancy Tippins, Managing Principal at Valtera. “Her addition will greatly enhance Valtera’s current litigation support services, as well as our entire selection team.”

Dr. Papinchock holds a Ph.D. in Industrial and Organizational Psychology from the University of South Florida. She is a member of the American Psychological Association and the Society for Industrial and Organizational Psychology. Dr. Papinchock will reside in South Carolina and work out of Valtera’s Greenville office.

Her contact information is:
Jone Papinchock, Managing Consultant
301 N. Main Street, Suite 1103
Greenville, South Carolina 29601
Ph: 864-527-5956
Fx: 864-240-8434
Em: e-mail protected from spam bots

About Valtera
Valtera, a professional services firm, provides science-based solutions that align people with strategy. Valtera solution areas include assessment for selection, placement, and succession planning; organizational research including culture and climate surveys; employee engagement surveys; and 360 degree feedback surveys.

Valtera combines state-of-the-art technology with innovative consulting to build solutions focused on achieving competitive advantage for global organizations in the private sector and to drive mission-critical initiatives in state and Federal governmental organizations. For more information, please visit: www.valtera.com. The company was founded in 1977.

Contact: Michael Butler, 847-640-8820, 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.

Lou Adler Steps Out with HireAbility at Extreme Recruiting Live! Event in March

February 7, 2006 Irvine, CA –The Adler Group (www.adlerconcepts.com) is teaming with recruitment services provider HireAbility® to promote its upcoming live training event, “Lou Adler’s “Extreme Recruiting” LIVE!” being held March 17, 2006 at the Sheraton San Diego Hotel & Marina in San Diego, CA, announced President Lou Adler.

HireAbility, a leader in online recruitment tools and services innovation will take the title role in sponsoring the rare live event produced by The Adler Group, a leading training and consulting firm that helps Fortune 500 companies around the world make hiring top talent a systematic business process. Under the sponsorship agreement, The Adler Group and HireAbility will execute cross-promotional activities and joint publishing content on their websites, newsletters, and email campaigns targeted to a broad recruiting audience. The Adler Group will also produce a series of informational training Webinars including special event promotions offered to HireAbility’s members and newsletter subscribers.

“Our concept is to provide an intense day of extremely effective recruiting techniques and tools like the ones provided by our key sponsor HireAbility to a captured audience of national recruiting professionals” says Adler. “It’s a unique opportunity to get some of today’s thought leaders, recruiting professionals and innovators all under one roof.”

Interactive sessions and workshops will be led by a top list of HR experts, including: Lou Adler, Bryan Johanson, and Jasen Weseman, all of The Adler Group; Shally Steckerl, Research Manager, Microsoft; Robert Bekken, Esquire, Partner, Law Firm of Musick, Peeler & Garrett; and Craig Silverman, Executive Vice President of HireAbility. Topics include:

• Internet Datamining
• Diversity Recruiting
• OFCCP
• Recruiting and Networking with Passive Candidates
• Recruiting Exchange and Technology

For more details and registration go to http://www.adlerconcepts.com/workshops/extremerecruiting_main.php.


About The Adler Group
The Adler Group, located in Irvine, CA, is a leading training and consulting firm that helps Fortune 500 companies around the world make hiring top talent a systematic business process. Led by Lou Adler, president and best-selling author of Hire With Your Head (John Wiley & Sons, 1997, 2002). The Adler Group is the originator of the Performance-based Hiringsm and selection movement. For more information, visit www.adlerconcepts.com.

About HireAbility
HireAbility.com, LLC is a privately held recruiting services and software company based in Salem, NH and San Mateo, CA. Since 1999, HireAbility's virtual recruiting services have raised the bar by offering convenient access to comprehensive resources for recruiters, clients, and professionals seeking the ideal career match. HireAbility's Independent Agent programs offer unprecedented tools, services, and support to independent recruiters, helping them grow their businesses. The Recruiting Exchange gives HireAbility's members additional opportunities to market their jobs and to make split placements with other members. HireAbility's ALEX Resume Processing software technologies power solutions from leading providers of Applicant Tracking Systems, job boards, HR Information Systems and services to the human capital industry. For more information, visit www.hireability.com.

MEDIA CONTACTS:

Lou Adler
President, The Adler Group
Voice: (888) 878-1388 x115
Email: lou (at) adlerconcepts.com

Christina Ajam
Director of Marketing, The Adler Group
Voice: (408) 978-2899
Email: christina (at) adlerconcepts.com

Craig Silverman
Executive VP Sales and Marketing, HireAbility.com
Voice: 650-378-8592
Email: csilverman (at) hireability.com

- END



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

Cutting-Edge PEOs Help Workers Obtain Health Savings Accounts

Alexandria, Va. (February 4, 2006) — Professional employer organizations (PEOs) have already answered President Bush’s call this week to expand the availability of health savings accounts (HSAs) to Americans. Cutting-edge PEOs have enabled hundreds of small businesses to offer their employees the consumer-driven health care plan that businesses are expected to rapidly embrace 2006.

In many cases, the benefit plans PEOs provide workers at America’s smaller businesses are their only access to health benefits.

HSAs allow Americans to save tax-free dollars in accounts to pay for their health care expenses. These accounts are paired with higher-deductible comprehensive insurance policies that cover preventive care and larger medical bills. More than 3 million Americans have enrolled in these accounts since 2004, and recent research suggests that may escalate to more than 15 million by 2010.1

The PEO serves as the HSA facilitator and educator, working with the insurance carrier and
the financial institution offering HSAs. The PEO puts the HSA into place on behalf of workers at its client locations, which are generally small businesses, and educates the business owner and workers about their options for coverage of health-care costs. HSAs may be one of several coverage options that a PEO offers. To add an incentive for participation, the PEO client may contribute to each employee’s HSA. Employees own the accounts, which are portable if they move to a new employer.

PEOs are one of the most powerful business process outsourcing (BPO) developments in human resources. They are delivering a one-stop source of HR services for their clients. Recent research predicts that HR BPO will grow by 21 percent annually.

“PEOs lead other industries in delivering the best of HR management and benefits to small businesses in America. The HSA option is a terrific example of this leadership,” said Milan P. Yager, executive vice president of the National Association of Professional Employer Organizations (NAPEO).

A variety of cutting-edge PEOs are facilitating HSAs for clients and employees in multiple states. Several were early adopters of offering HSAs as an option for their clients and their employees. They include:

ADP Total Source
Employco, Inc.
Employer Solutions Group
Employment Traditions, Inc.
Merit Resources
MidwestHR, LLC
Odyssey One Source, Inc.
OEM America
QTI Human Resources, Inc.
The Castleton Group
LBMC Employment Partners, LLC

Offering an HSA option is just one part of a PEO’s comprehensive package of services and benefits for clients. The package includes management of human resources, employee benefits, payroll and workers’ compensation. PEOs relieve the small-business owner/operator of the burden of employment administration and also provide access to a comprehensive employee benefits package, including “cafeteria plans.” These services allow clients to be competitive in the marketplace.

For more information, visit NAPEO, especially the PEO Industry Information section.

###
Footnote:
Footnote:
1 “Seizing the HSA Opportunity: Developing a Winning Strategy to Grow Profits & Market Share in a Time of Transition,” DiamondCluster International.

NAPEO, the National Association of Professional Employer Organizations, is the recognized “Voice of the PEO Industry.®” NAPEO has nearly 350 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.

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




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

INCENTONE ANNOUNCES ADDITION OF MGM-GRAND AS EXCLUSIVE NEW CLIENT

LAS VEGAS, NV (February 3, 2006) – IncentOne, the leading provider of integrated incentive solutions, announced today the addition of MGM-GRAND Hotel and Resort Casino to its extensive list of clients. The Las Vegas based MGM-GRAND, which operates of one of the world’s largest casino resorts has designated IncentOne’s EMPLOYEE POWER wellness solution to drive its “Healthy Living” employee wellness awareness program.

Powered by IncentOne’s proven incentive management system and industry leading reward portfolio, MGM has the ability to utilize its own branded version of the EMPLOYEE POWER platform to administer and present customized rewards to more than 25,000 of its employees who actively participate in the “Healthy Living” program. Via the Gift Certificate Award™, EMPLOYEE POWER enables MGM managers with the ability to deliver a personalized award to participating employees for completing pre-determined wellness related activities and objectives. Award recipients redeem their awards for the reward of their choice, from IncentOne’s reward portfolio of gift certificates and gift cards to hundreds of national retailers. Targeting the whole of MGM’s employee population, the “Healthy Living” wellness awareness program will leverage EMPLOYEE POWER to aggressively focus on:

•- Reducing healthcare cost expenditures
- •Promoting awareness of MGM’s numerous wellness and healthcare initiatives
- •Utilizing incentives to drive program enrollment and participation
- •Demonstrating program return on investment

According to Michael Simon, Executive VP of Sales and Marketing at IncentOne, “MGM’s decision to utilize our EMPLOYEE POWER platform to drive the Healthy Living awareness program further substantiates Corporate America’s concern with reducing and effectively managing healthcare costs. For many organizations, large and small, this issue has definitely migrated to the forefront as a critical business objective.” Simon further states, “As the first incentive solution designed specifically to support these initiatives, EMPLOYEE POWER combines intrinsic rewards (healthy lifestyle and culture)with extrinsic awards to provide our clients and health industry partners - which include brokers, wellness organizations, benefit providers and administrators, with a powerful tool for promoting positive behavior change. It is this type of change that can result in improved health, morale, productivity and ultimately significant
savings in health related costs.”
#

Since 1997, IncentOne, has specialized in the development and execution of integrated reward, recognition and incentive programs. Through experience with its FORTUNE® 500 client base, the company has been instrumental in creating the Best Practices utilized in helping strategic partners and clients achieve superior results in wellness and healthcare cost management, performance improvement, employee recruiting and retention, and customer acquisition and satisfaction. The company offers a broad based portfolio of incentives (gift certificates, travel and merchandise) predicated on the belief that the individual’s own choice provides the
best possible reward. IncentOne currently works with hundreds of clients including GE, Deloitte, ADP, the US Postal Service and more than half of the FORTUNE® 50. For more information, please contact KB Johnson, (201) 372-9250 or 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.

TalentHook Helps Employers Comply with New Internet Applicant Regulation.

[February 2nd, 2006 - LAS VEGAS] On October 7th, 2005, the Office of Federal Contract Compliance Programs (OFCCP) issued its final rule regarding the definition of an “Internet Applicant.” The OFCCP is providing a relatively short 120 days for employers to implement systems that will comply with the final ruling, which becomes effective February 6, 2006.

TalentHook, the industry-leading Internet recruiting tool, has responded by announcing today the development of a new reporting system to aid employers in achieving compliance with these new regulations. This reporting system will allow TalentHook’s clients to maintain a detailed usage history that can be saved to their internal network and will contain data pertinent to OFCCP recordkeeping requirements. The new feature will generate a report containing the date each search was made, the search keywords and criteria that were used to find the resumes, a copy of all resumes which were retrieved and reviewed for each job, a list of candidates that were sent an email in regards to each job, tracking notes on which candidates were or were not a good fit for each job, and a list of all candidates that have opted out for each job based on the tracking information entered.

“TalentHook will be providing our clients this new reporting system free of charge”, adds Phil Gonzalez CEO of TalentHook. "This is just another way for us to say thank you for using TalentHook.”

Please contact TalentHook for a sample report and storage requirements.

To view the final rule in its entirety, visit the U.S. Department of Labor website - http://www.dol.gov/esa/regs/fedreg/final/2005020176.htm



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

iEmployee and Relyco Declare Referral Relationship with all the elements of a classic Valentine's day romance story

Just in time for Valentine’s Day, this story has all the elements of a classic romance.

Doug McGregor at Relyco, the Dover, New Hampshire-based global check printing and secure documents company, was just looking for time and attendance solution. He spotted iEmployee’s provocative ad in PAYTECH Magazine. Massachusetts-based iEmployee, he noted, prided themselves on eliminating unnecessary paper with Web-based HR applications, while Relyco makes necessary paper-based processes more efficient for their 7,000 customers.

He contacted Mike Runshe at iEmployee. When the two met face to face, they discovered that solving Relyco’s time and attendance desires was just the beginning.

“iEmployee understood our business,” says McGregor. “As a Web-based employee services firm, they are intimately involved in secure transactions just like we are.” Plus, the two firms discovered that their customer bases were also similar—organizations that value affordable, flexible, scalable, customized solutions combined with personalized service. “We’ve had other partners, but none offered the experience or understanding that iEmployee does,” McGregor says.

“iEmployee and Relyco are committed to the same business philosophy—we put the customer first,” says Runshe of iEmployee. “Relyco is the back office end—providing all the printing and distribution options a business could wish for. iEmployee is the front end—a full suite of Web-based employer solutions ready to work seamlessly with any payroll interface. Both of our offerings are efficient business tools that any company can implement in just days and see a real return on investment.”

Recognizing a relationship was in order, the two companies inked an exclusive referral relationship just in time for Valentine’s Day. “The referrals have already started coming in,” says Runshe. iEmployee will also provide check printing and secure document referrals to Relyco.

iEmployee and Relyco are looking forward to sending notices of the new relationship to their combined customer base, which totals over 9,000 firms.

About iEmployee
iEmployee (www.iemployee.com) is a leading provider of on-demand workforce management solutions, enabling companies to eliminate paperwork and dramatically reduce employee