INCENTONE RELEASES EMPLOYEE POWER 2.0 First Incentive Solution to Reduce Healthcare Costs Adds Enhancements

NEW YORK, NY (March 30, 2006) IncentOne, a leading provider of award-winning incentive solutions has released Version 2.0 of EMPLOYEE POWER™ – the first integrated incentive solution designed specifically for corporate wellness and reducing healthcare costs. Using IncentOne’s proven incentive platform, EMPLOYEE POWER 2.0 combines a progressive incentive management system with the most comprehensive reward portfolio available to provide clients with a tool that engages participants, promotes initiatives and drives results.

Version 2.0’s innovative enhancements, in the form of “Toolkits”, manages various functions including payroll contributions and integration, incentive budgeting and the tracking of health activities outside standard data sources. It also provides for enhanced integration with healthcare partners such as health plans, wellness companies, and employer systems. According to Michael Dermer, President and CEO of IncentOne, “In 2005, many employers and health partners were unsure whether incentives were a required part of an effective health promotion program. Today, some argue that incentives are the critical driver for participation, engagement and behavior change. When costs are driven primarily by chronic conditions such as smoking related illnesses, changing daily behavior by using incentives effectively is essential.”

“Employers are realizing that incentives are not a “nice to have” but a “need to have” when developing effective strategies for dealing with the healthcare cost crisis,” according to Chris Hoffman, Senior Principal and Research Director at TripleTree, a leading technology and healthcare focused investment banking firm. EMPLOYEE POWER 2.0 not only enables companies to drive specific behaviors that reduce healthcare costs, it provides the ability to organize, manage and track all program activities. Using EMPLOYEE POWER 2.0, health activities from multiple data sources result in the issuance of incentives to recipients for achieving healthcare objectives. Recipients then redeem those incentives for the rewards of their choice from IncentOne’s reward portfolio including gift cards from hundreds of national retailers, brand-name merchandise and travel packages.

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Since 1997, IncentOne has provided integrated incentive solutions to clients ranging from the FORTUNE® 1000 to small business, including half of the FORTUNE® 50. IncentOne’s solutions combine its proven incentive platform with the industry’s most comprehensive reward portfolio and Best Practices to provide companies with a tool to drive business objectives. IncentOne’s clients include Washington Mutual, WebMD, Blue Cross Blue Shield, Deloitte, MGM, ADP, NBC and the United States Postal Service. For more information, please visit the Web site at www.incentone.com or contact Rick Gordimer, (201) 372-9250 ext. 302 or e-mail protected from spam bots.

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

jobsinthemoney.com and eFinancialCareers.com Announce Compliance with OFCCPs Internet Applicant Ruling

New York, NY (PRWEB) March 28th 2006 – In response to the Office for Federal Contractor Compliance Programs’ (OFCCP) final ruling on Internet Applicants, jobsinthemoney.com and eFinancialCareers.com announced a special product enhancement to enable its clients to comply with this ruling.

Clients who must comply with the OFCCP ruling will have enhanced tracking and data retention features available to them immediately for both job posting and resume search activities. These new features demonstrate jobsinthemoney.com and eFinancialCareers.com’s continued commitment to helping clients find the right talent in the accounting, finance, investment banking, asset management and securities industries.

“We post our positions to several niche job boards as we search for ideal candidates to work at our Financial Services organization,” said Al LoStracco, Human Resource Recruitment Analyst for Advanta Bank Corp. “Jobsinthemoney.com and eFinancialCareers.com is the only niche job board that we subscribe to that offers a solution to the OFCCP requirements we need since such guidelines had been put in place this past February. For organizations that need to comply with the new OFCCP requirements it is with much appreciation that jobsinthemoney.com and eFinancialCareers.com took the lead and are proactive in providing a solution that works very well.”

As members of the niche career site community, both jobsinthemoney.com and eFinancialCareers.com offer further benefits to clients looking to streamline the recruiting process.

“jobsinthemoney.com and eFinancialCareers.com recognize the impact the new OFCCP ruling has on our clients’ hiring practices,” stated Nicki Gilmour, Managing Director, jobsinthemoney.com and eFinancialCareers.com. “We’ve introduced our new OFCCP enhancements to make it as simple as possible to fit compliance into the current Client hiring workflow.”

Visit http://www.jobsinthemoney.com and http://www.eFinancialCareers.com or call 1-800-943-4593 for more information.

About jobsinthemoney.com

jobsinthemoney.com is the leading finance, accounting, retail banking and investment website with a comprehensive online database of jobs, career resources and industry news. Recruiters and employers can post positions with ease and search the targeted resume database for highly qualified and relevant financial professionals. jobsinthemoney.com has a network of partner sites that include Big4.com, AuditNet and ACFE and is a member of Nicheboards.com. Winner of the 2006 Weddle's User Choice Award and Forbes' Best of the Web award in the category of Job Hunting.


About eFinancialCareers.com

eFinancialCareers is the number one website for jobs and career management in investment banking, asset management and securities. Recruiters and employers can post jobs targeting specific sectors within the financial markets, both buy-side and sell-side, and search the resume database for highly qualified and specialized professionals. eFinancialCareers has a network of partner and global sites that increases the reach of job listings. These partners include InstitutionalInvestor.com, Financial News, MARHedge and Wall Street & Technology. eFinancialCareers.com is a winner of 2006 Weddle’s User Choice Award and a member of Nicheboards.com.

Contact Information

Maria Slabaugh
US Marketing Director
eFinancialCareers.com & jobsinthemoney.com
e-mail protected from spam bots
(212) 370-8523




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

4myBenefits Announces Partnership with Innovative Process Administration; Enhancing Enrollment and Benefits Admin functionality

Cincinnati, Ohio (March, 2006)- 4myBenefits, Inc., a leading online employee benefits platform on the web, has entered into a strategic partnership with Cleveland, Ohio based Innovative Process Automation LLC (“IPA”), the leading provider of outsourced automated enrollment and benefit administration services.

Through this alliance, 4myBenefits has combined its benefits portal with Auto-Bene™, IPA’s world-class enrollment and benefits admin platform.

“4mybenefits has set a new standard for functionality and value in the benefit communication and education space and we are very pleased that they have chosen to add our market leading enrollment/benefit administration services to their impressive portfolio of service offerings,” said Jim Fredrickson, Executive Vice President and Chief Operating Officer of IPA.

“The addition of IPA’s online enrollment and benefit administration system to 4myBenefits will give our brokers and their clients many new capabilities,” said Justin Peter, Vice President of Marketing of 4myBenefits. “By partnering with IPA we also have access to an organization with over 10 years of automated enrollment experience to draw upon. Coupled with 4myBenefits our brokers and customers have a best of breed platform with tremendous flexibility and value.”

About 4myBenefits

4myBenefits, headquartered in Cincinnati, Ohio, is a leading vendor of benefits communication services for brokers and their clients. Founded in 1999, 4myBenefits has been the forerunner in developing a service-oriented business model that delivers affordable, high-tech HR communication systems for small and large employers. 4myBenefits is distributed by a national broker network of over 200 agencies, helping them enhance their agency websites and deliver innovative solutions to their clients.

About Innovative Process Administration, LLC

Since 1994, IPA has offered market leading benefit administration solutions via Web and IVR to employers ranging from 90-66,000 employees. IPA’s Auto-Bene™ technology platform is distributed through third party relationships. A client base of hundreds of employer customers with approximately 700,000 employees are handled via insurers, health/wealth brokers, TPA’s, and other benefit consulting firms in the United States.


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

Knowledge Factor and Metrixx Partner to Revolutionize Continuing Medical Education (CME)

March 27, 2006 (Denver, CO) – Over $1 billion is spent annually on Continuing Medical Education (CME) for physicians. Given the critical nature of CME, more and more emphasis is being directed at accountability—what is being delivered and how it is being measured. Are the physicians receiving education that improves performance and results in positive behavior?

That is the challenge being addressed with the recent partnership between Knowledge Factor, Inc. and Metrixx, an independent, physician-driven CME learning assessment and outcomes measurement company. Metrixx has joined forces with Knowledge Factor to bring Confidence-Based Learning (CBL) to the CME marketplace. Confidence-Based Learning is a methodology that ensures that learning actually takes place. It does this by measuring precisely what people know and don’t know, without guesswork and doubt contaminating the results, and rapidly remediating learners’ gaps in knowledge and confidence.

CME supporters, mostly large pharmaceutical companies, want to see a return on education for internal business and external regulatory reasons. “Both medical education supporters and providers have long talked about how to measure the impact of CME. With Knowledge Factor, Metrixx brings to the table both a unique learning assessment tool and a proven learning system that engages learners and provides unparalleled value,” said Doug Pousma, MD, MBA and President of Metrixx.

“Knowledge Factor’s Confidence-Based Assessment™ is just what we need in CME—a proven, validated, and unique tool that quantifies what CME professionals learn, what they’re masterful with, and their areas of doubt. It provides individual and customized educational needs analysis,” Pousma continued. “The Confidence-Based Learning methodology provides busy healthcare professionals the opportunity to self-assess, learn, and achieve 100% mastery over educational material. It perfectly links CME learning objectives with educational outcomes and remediation of knowledge and confidence gaps. Now CME educators and sponsors can justify expenditures and document compliance with CME guidelines. It’s just what the doctor ordered!”

CBL is unique in its ability to define what people need to learn by understanding what ignorance, doubt and misinformation exist within learners. The process differentiates between:

* Mastery - correct and confident knowledge

* Doubt – correct knowledge that is believed without full confidence

* Guesswork – lucky guessing that is not accompanied by any competence

* Ignorance – no knowledge.

The CBL System can capture and validate knowledge confidence because of the unique structure of the assessments it uses as the basis for its learning process.

This patented assessment simultaneously measures the relationship between confidence and correctness. Mastery is accurately and consistently identified, knowledge gaps are clearly revealed, and guessing is eliminated because it is not rewarded as it is in conventional assessments and certifications.

“There is no profession where it is more critical to remove the uncertainty of guesswork and doubt and ensure knowledge confidence than the healthcare industry,” said Mark Dreher, CEO of Knowledge Factor. “Joining forces with Dr. Pousma and Metrixx will enable us to spread the word about Confidence-Based Learning and solve a critical need in the Continuing Medical Education field – that of ensuring knowledge confidence.”

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 guesswork from training. The Company's CBL System measures competency, validates learning and provides a rapid and targeted learning solution to organizations and individuals. For more information, go to www.knowledgefactor.com.

Metrixx, LLC
Metrixx, LLC is an independent, physician-founded and operated Learning Assessment and CME Outcomes Company based in Highlands Ranch, CO. The Company offers a valuable toolbox of application in higher learning, professional performance, and quality improvement. Metrixx works with Colorado State University’s Center for Applied Statistical Expertise to design and report. For more information, go to www.metrixx.net.


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

Nuvosofts Rcomp Streamlines Compensation Management for T. Rowe Price. Company Gains Compensation Analytics and Ease of Use

Waltham, MA, March 27, 2006 – Today, Nuvosoft®, Inc. announces that T. Rowe Price has streamlined its compensation planning process with Rcomp®, Nuvosoft’s proven automated compensation management software. Rcomp is a secure, Web-based application providing compensation analysts and managers with real-time access to information. This access to information in real-time allows organizations to use compensation management as a strategic process to drive better decision-making.

T. Rowe Price replaced a complex, manual spreadsheet-driven planning process with Rcomp’s online, Web-based interactive system. T. Rowe Price streamlined their entire program, adding automated checks and balances and eliminating a paper-based system. During this process, they gained access to real-time compensation information.

“We wanted more than automation of our process,” stated Marsha Anderson, HRIS manager at T. Rowe Price. “We were searching for a solution that was easy for our managers to use; flexible, so we could adapt it to our business processes and feature rich, with the analytics that would offer our business a distinct advantage.”

With Rcomp, T. Rowe Price Managers, HR Generalists and Compensation Analysts have real-time access to information that enables the company to use the process strategically. Managers have online access to all the information necessary to make recommendations and also see how individual compensation allocations effect their department’s budget. The HR generalist is able to monitor the process online and offer support to managers when necessary. The Compensation Analyst can monitor the overall process and report to executives how the allocations are proceeding – to plan, or above or below plan.

“We wanted a compensation application that would allow us take advantage of the real-time analytics that an online system should offer,” added James Roe, Sr. compensation analyst at T. Rowe Price. “From the ability to model in the compensation department to a manager being able to see the effect of a merit increase on his/her budget, this was a key reason to moving to an automated system and making us more efficient as a business.”


More About Rcomp

For managers, Rcomp provides access to the information necessary to make the best possible recommendations for salary increases and short-term and long-term incentive awards including support for multiple currencies. With the ability to access this information quickly and easily, companies can involve more managers in compensation management, which, in turn, improves internal customer satisfaction.

Security
Through a password protected, role-based security system, managers can view only the employees that directly or indirectly report to them. This is handled through a progressive lockout function that secures the worksheets as they are submitted to higher levels of management.

While Compensation is able to view all the employee recommendations, Rcomp’s security is designed to provide secured proxy access to HR and Finance executives, HR Managers and other appropriate executives. This proxy-level security ensures an employee’s privacy while providing information to the appropriate executive staff.

Reporting Structure
Before recommendations are entered, Rcomp facilitates a clean reporting structure. Using Rcomp, managers note who is reporting to them and who is not. Human Resources and Compensation are then able to correct the employee lists so that when the recommendation process begins, managers have only their employees to consider. This process takes care of any ‘orphan’ or un-assigned employees. Rcomp also automates the printing of employee rewards.

Complex Incentive Plans
Rcomp offers flexibility in its configuration settings to make it easy for Compensation to plan and control complex incentive plans. For example, each compensation plan within a company has its own set of rules and Rcomp is easily configured to dynamically support these rules whether based on performance ratings, ratings within quartiles, or general ranges across compensation plans. This allows Compensation to customize the planning process to assist managers while maintaining compensation equity.

Executive Reporting Features
An Executive Dashboard presents real-time compensation benchmark information in an intuitive graphical interface. For a President, CEO or VP, this tool provides the ability to quickly view a compensation analysis of recommendations against budget, examine the distributions of performance ratings across the company, division, or business unit, see the status of different managers, or other types of compensation information either alone or by comparison. The Executive
Dashboard, like the entire Rcomp application is dynamic, capable of rolling up totals at any reporting level within the organization in real-time.

Rwiz® Reporting Tool Fully Integrated
Nuvosoft’s powerful reporting tool Rwiz is fully integrated into Rcomp enabling Compensation to create reports that can be published to the Web and run by Managers, HR Managers, and Compensation Analysts. By publishing these reports on the Web, the management team can run, sort, recall results from a previous run and display reports by categories. In viewing reports, users can filter a report, hide a field, or sort on a different column. With the visualization and graphics features of Rwiz, Compensation and HRIS are able to provide customers with a quick understanding of data by delivering reports that are easily manipulated by the end user into their preferred presentation method.

For more information about Rcomp contact Gin O’Leary at Nuvosoft at 877-525-2010 or gin_oleary at nuvosoft.com.

About T. Rowe Price
Founded in 1937, Baltimore-based T. Rowe Price (Nasdaq: TROW) is a global investment management firm with $269.5 billion in assets under management as of December 31, 2005. The firm provides a broad array of mutual funds, sub-advisory services, and separate account management for financial intermediaries, retirement plans, and individual and institutional investors. T. Rowe Price’s disciplined, risk-aware investment approach focuses on diversification, style consistency, and fundamental research.

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 Rcomp®, Rperformance™, Rbenefits®, Rwiz® products and consulting engagements, Nuvosoft customers are empowered to derive the maximum information and benefits from their HR systems.

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

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Press Contact: Pat Arcand, Arcand & Madison, Ph: 617-576-7777, email: patarcand at comcast.net





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

Cook Ross, Inc. Announces Web Seminars on Cultural Competency and Healthcare

SILVER SPRING, MD (March 24, 2006) - Cook Ross, one of the country's leading
http:\\www.cookross.com [diversity training and consulting] companies, is
offering monthly web seminars on cultural competency in healthcare. A free
seminar, "Making the Case for Cultural Competency," is held the first
Wednesday of each month, with the next event April 5. A paid seminar, "The
Clinical Case for Cultural Competency," with 0.1 CEUs, certified by the
International Accreditation for Continuing Education Training, will be
offered the fourth Wednesday of each month, beginning March 29. The seminars
will be held from 2 p.m.-3 p.m.

Culturally appropriate health services are essential ingredients in
overcoming http:\\www.cookross.com [health disparities] due to cultural,
racial or ethnic differences. The seminars provide a framework to help
healthcare practitioners deliver culturally sensitive care to patients of
different cultures. Topics include the introduction to cultural, historical,
and demographic factors that impact health status and response to illness
and treatment.

The audience is intended for healthcare professionals, including physicians,
advanced practice nurses, nurses, administrators and staff who provide care
to culturally diverse patients.

Faculty members include Howard Ross, President, and Tara Nelson, RN,
Vice-President, Research & Development, both of Cook Ross, Inc.

The cost of the paid seminar is $35. For more information or to register,
please visit http://www.cookross.com/events.asp.



About Cook Ross

Cook Ross is one of the country's leading organizational change and
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 has developed The Diversity ToolKit
(http://www.thediversitytoolkit.com) for diversity and cultural competency
training
in all business settings. It also has created an on-line cultural competency
tool for healthcare, CultureVision(www.crculturevision.com). In helping
organizations develop cultural competence, the company empowers employees
with a set of new skills, enabling them to more effectively relate to
customers and each other.



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

Knowledge Factor And Metrixx Partner To Revolutionize Continuing Medical Education (CME)

March 27, 2006 (Denver, CO) – Over $1 billion is spent annually on Continuing Medical Education (CME) for physicians. Given the critical nature of CME, more and more emphasis is being directed at accountability—what is being delivered and how it is being measured. Are the physicians receiving education that improves performance and results in positive behavior?

That is the challenge being addressed with the recent partnership between Knowledge Factor, Inc. and Metrixx, an independent, physician-driven CME learning assessment and outcomes measurement company. Metrixx has joined forces with Knowledge Factor to bring Confidence-Based Learning (CBL) to the CME marketplace. Confidence-Based Learning is a methodology that ensures that learning actually takes place. It does this by measuring precisely what people know and don’t know, without guesswork and doubt contaminating the results, and rapidly remediating learners’ gaps in knowledge and confidence.

CME supporters, mostly large pharmaceutical companies, want to see a return on education for internal business and external regulatory reasons. “Both medical education supporters and providers have long talked about how to measure the impact of CME. What Metrixx brings to the table is both a unique learning assessment tool and a proven learning system that engages learners and provides unparalleled value,” said Doug Pousma, MD, MBA and President of Metrixx.

“Knowledge Factor’s Confidence-Based Assessment™ is just what we need in CME—a proven, validated, and unique tool that quantifies what CME professionals learn, what they’re masterful with, and their areas of doubt. It provides individual and customized educational needs analysis,” Pousma continued. “The Confidence-Based Learning methodology provides busy healthcare professionals the opportunity to self-assess, learn, and achieve 100% mastery over educational material. It perfectly links CME learning objectives with educational outcomes and remediation of knowledge and confidence gaps. Now CME educators and sponsors can justify expenditures and document compliance with CME guidelines. It’s just what the doctor ordered!”

The CBL System is unique in its ability to define what people need to learn by measuring the ignorance, doubt and misinformation that exists within learners. Traditional assessments measure only how many answers someone answers correctly, making it impossible to distinguish between a person guessing correctly and one who answers correctly with confidence. CBA differentiates between:

* 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.

The CBL System can capture and validate knowledge confidence because of the unique structure of the assessments it uses as the basis for its learning process.

This patented assessment simultaneously measures the relationship between confidence and correctness. Mastery is accurately and consistently identified, knowledge gaps are clearly revealed, and guessing is eliminated because it is not rewarded as it is in conventional assessments and certifications.

“There is no profession where it is more critical to remove the uncertainty of guesswork and doubt and ensure knowledge confidence than the healthcare industry,” said Mark Dreher, CEO of Knowledge Factor. “Joining forces with Dr. Pousma and Metrixx will enable us to spread the word about Confidence-Based Learning and solve a critical need in the Continuing Medical Education field – that of ensuring knowledge confidence.”

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 guesswork from training. The Company's CBL System measures competency, validates learning and provides a rapid and targeted learning solution to organizations and individuals. For more information, go to www.knowledgefactor.com.

Metrixx, LLC
Metrixx, LLC is an independent, physician-founded and operated Learning Assessment and CME Outcomes Company based in Highlands Ranch, CO. The Company offers a valuable toolbox of application in higher learning, professional performance, and quality improvement. Metrixx works with Colorado State University’s Center for Applied Statistical Expertise to design and report. For more information, go to www.metrixx.net.


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

iEmployee's HRIS Solution to automate Ownit Mortgage Solutions HR, Benefits, & Time Off requirements

Seekonk, MA March, 2006
iEmployee announced today that Ownit Mortgage Solutions, one of the fastest-growing nationwide lenders, chose iEmployee to automate their HR, Benefits and Time Off requirements. As a top provider of HRIS Solutions, iEmployee worked closely with Ownit Mortgage Solutions on specific HRIS initiatives to support the company’s rapid growth. Ownit selected iEmployee’s Online Workforce Management Solution to assist them in strengthening and managing their diverse national workforce. With its single database solution, iEmployee has an integral role in the evolution of Ownit’s HR Department, “People Solutions,” and its capability to support their growing organization.
The iEmployee solution allowed Ownit Mortgage Solutions to cut costs and increase employee satisfaction. Alex Rado, Director, People Solutions explains, “The iEmployee solution saves us time by reducing the number of calls to the department. We no longer need to focus resources on handling Benefit and Enrollment questions or Time off requests. Employees are pleased to be able to see their information online at any time. Overall, implementing this solution helps to automate our processes and reduce paperwork.”
Leveraging iEmployee’s technology allows leaders in management and the People Solutions Department at Ownit to focus on strategic projects and decisions instead of getting buried in the day-to-day operations and paperwork of HR related transactions. Web-based access saves time and money by reducing administrative workload and paperwork for front line staff, management, and executives. Employees appreciate the convenience of ready access to their information as well. Jennifer Armstrong, a People Solutions Generalist at Ownit, has this to say, “iEmployee is extremely user friendly. The system is quite intuitive, and we are continually impressed by its features and usability.” The next phase of their implementation will include introducing iEmployee Online Timesheets and Online Paystubs, rounding out the Workforce Management
Solution.
iEmployee offers a complete suite of secure Web-based applications designed to automate business operations, including HR, Benefits, Time & Attendance, Expenses, Time off, Online Pay Stubs and W2 Forms and Employee/Manager Self Service.

About Ownit Mortgage Solutions:
Ownit Mortgage Solutions is one of America’s fastest growing wholesale mortgage lenders, with 2005 loan volume surpassing $8 Billion. Ownit is dedicated to providing cutting edge products that expand homeownership opportunities and help brokers earn lifelong customers. The innovative RightLoanTM Product Suite offers flexible solutions tailored to borrower needs – like the 45-year RightLoanTM and FamilyScoreTM. Own the American DreamTM with Ownit.

About iEmployee:

iEmployee is a leading provider of on-demand workforce management solutions, enabling companies to eliminate paperwork and dramatically reduce employee administration time. iEmployee’s suite of web-hosted Time & Attendance, HR Software with Benefit Solution, Pay Stubs/W2 and Employee and Manager Self Service applications offer cost-effective solutions, requiring no IT investment or overhead. Endorsed by leading payroll providers, iEmployee is the solution of choice for over 1600 companies.
For more information contact:
Darryl Cunningham, VP Marketing
iEmployee
Ph: 508-336-3332
Fax: 508-336-5894
Email: e-mail protected from spam bots
www.iemployee.com



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

Nuvosofts Rcomp Streamlines Compensation Management for T. Rowe Price. Company Gains Compensation Analytics and Ease of Use

Waltham, MA, March 27, 2006 – Today, Nuvosoft (R) announced that T. Rowe Price replaced a complex, manual spreadsheet-driven planning process with Rcomp’s online, Web-based interactive system. T. Rowe Price streamlined their entire program, adding automated checks and balances and eliminating a paper-based system. During this process, they gained access to real-time compensation information.

“We wanted more than automation of our process,” stated Marsha Anderson, HRIS manager at T. Rowe Price. “We were searching for a solution that was easy for our managers to use; flexible, so we could adapt it to our business processes and feature rich, with the analytics that would offer our business a distinct advantage.”

With Rcomp, T. Rowe Price Managers, HR Generalists and Compensation Analysts have real-time access to information that enables the company to use the process strategically. Managers have online access to all the information necessary to make recommendations and also see how individual compensation allocations effect their department’s budget. The HR generalist is able to monitor the process online and offer support to managers when necessary. The Compensation Analyst can monitor the overall process and report to executives how the allocations are proceeding – to plan, or above or below plan.

“We wanted a compensation application that would allow us take advantage of the real-time analytics that an online system should offer,” added James Roe, Sr. compensation analyst at T. Rowe Price. “From the ability to model in the compensation department to a manager being able to see the effect of a merit increase on his/her budget, this was a key reason to moving to an automated system and making us more efficient as a business.”


More About Rcomp

For managers, Rcomp provides access to the information necessary to make the best possible recommendations for salary increases and short-term and long-term incentive awards including support for multiple currencies. With the ability to access this information quickly and easily, companies can involve more managers in compensation management, which, in turn, improves internal customer satisfaction.

Security
Through a password protected, role-based security system, managers can view only the employees that directly or indirectly report to them. This is handled through a progressive lockout function that secures the worksheets as they are submitted to higher levels of management.

While Compensation is able to view all the employee recommendations, Rcomp’s security is designed to provide secured proxy access to HR and Finance executives, HR Managers and other appropriate executives. This proxy-level security ensures an employee’s privacy while providing information to the appropriate executive staff.

Reporting Structure
Before recommendations are entered, Rcomp facilitates a clean reporting structure. Using Rcomp, managers note who is reporting to them and who is not. Human Resources and Compensation are then able to correct the employee lists so that when the recommendation process begins, managers have only their employees to consider. This process takes care of any ‘orphan’ or un-assigned employees. Rcomp also automates the printing of employee rewards.

Complex Incentive Plans
Rcomp offers flexibility in its configuration settings to make it easy for Compensation to plan and control complex incentive plans. For example, each compensation plan within a company has its own set of rules and Rcomp is easily configured to dynamically support these rules whether based on performance ratings, ratings within quartiles, or general ranges across compensation plans. This allows Compensation to customize the planning process to assist managers while maintaining compensation equity.

Executive Reporting Features
An Executive Dashboard presents real-time compensation benchmark information in an intuitive graphical interface. For a President, CEO or VP, this tool provides the ability to quickly view a compensation analysis of recommendations against budget, examine the distributions of performance ratings across the company, division, or business unit, see the status of different managers, or other types of compensation information either alone or by comparison. The Executive
Dashboard, like the entire Rcomp application is dynamic, capable of rolling up totals at any reporting level within the organization in real-time.

Rwiz® Reporting Tool Fully Integrated
Nuvosoft’s powerful reporting tool Rwiz is fully integrated into Rcomp enabling Compensation to create reports that can be published to the Web and run by Managers, HR Managers, and Compensation Analysts. By publishing these reports on the Web, the management team can run, sort, recall results from a previous run and display reports by categories. In viewing reports, users can filter a report, hide a field, or sort on a different column. With the visualization and graphics features of Rwiz, Compensation and HRIS are able to provide customers with a quick understanding of data by delivering reports that are easily manipulated by the end user into their preferred presentation method.

For more information about Rcomp contact Gin O’Leary at Nuvosoft at 877-525-2010 or gin_oleary at nuvosoft.com.

About T. Rowe Price
Founded in 1937, Baltimore-based T. Rowe Price (Nasdaq: TROW) is a global investment management firm with $269.5 billion in assets under management as of December 31, 2005. The firm provides a broad array of mutual funds, sub-advisory services, and separate account management for financial intermediaries, retirement plans, and individual and institutional investors. T. Rowe Price’s disciplined, risk-aware investment approach focuses on diversification, style consistency, and fundamental research.

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 Rcomp®, Rperformance™, Rbenefits®, Rwiz® products and consulting engagements, Nuvosoft customers are empowered to derive the maximum information and benefits from their HR systems.

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

###

Press Contact: Pat Arcand, Arcand & Madison, Ph: 617-576-7777, email: patarcand at comcast.net





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

PayScale Signs On HR and Technology Industry Veteran

SEATTLE, March 23, 2006 – PayScale, a market leader in online salary, compensation and benefits information, today announced the addition of Michael Hayes, Vice President, Business Solutions. Also joining the company is technology and new media veteran Jeff Fessler, as Director of Business Development.

Hayes will lead and oversee all aspects of PayScale’s business to business product line, PayScale Professional. PayScale Professional captures personal profiles of millions of employees each year and offers a unique search platform to enable salary comparisons with actual profile matches based on skills, length of service and more. Because Payscale collects user generated data, subsequent profile matches allow HR managers to work with colleagues and prospects to highlight peer group compensation, provide defensible benchmarks, and allow for fair negotiations between employer and employee. The product serves to more strategically support an organization’s salary structure, hiring plans, and business forecasting.

Hayes comes to PayScale from Ascentis where he was responsible for all aspects of the company’s sales and marketing strategy and execution. While at Ascentis, he established HROffice as the de facto standard for independent payroll Service bureaus. Prior to Ascentis, Mr. Hayes was the CEO of uRreal. He also served as VP of Marketing at Sequel Technology where he helped lead the company to a leadership position in the emerging space of Business Oriented Network Management products.

“PayScale is on the front edge of redefining how HR professionals can more strategically utilize accurate and real-time compensation intelligence,” said Hayes. “The company’s innovative use of technology, tightly defined data collection methodology, and informed view about the HR industry has put the company in solid position to become the go-to salary and compensation source.”

“Michael Hayes brings to PayScale an unparalleled understanding about the intersection of technology and HR,” said Michael Metzger, CEO of PayScale. “As we aggressively move towards the business to business market, Michael will spearhead PayScale’s efforts to become the de facto salary and compensation outlet for HR professionals and employers.”

As the Director of Business Development, Fessler will play a central role in PayScale’s effort to create business relationships with leading online workforce, job and labor companies as well as help build strategic technology relationships.

Previously, Mr. Fessler led the business development efforts for Video Professor, focusing on partnerships with leading internet companies such as AOL, EarthLink and Amazon.com. Prior to Video Professor, he was Vice President of Business Development for Singingfish which was acquired by Thomson Multimedia. He was responsible for worldwide sales and business development efforts, successfully closing agreements with RealNetworks, Toshiba and InfoSpace among others.

PayScale hosts the largest ongoing compensation survey in the world. In exchange for a report detailing how his/her compensation compares to others in the market, individuals submit detailed, anonymous information about their jobs and workplaces. PayScale’s methodology is based on best practice standards set by the industry. The algorithm used to analyze the data is unique to PayScale. Once submitted to PayScale, every profile undergoes up to 20 tests to check for validity.

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit information, providing access to accurate compensation data for both employees and employers. With the ability never before available for uniquely matching job and company specific attributes, PayScale allows users to obtain an unparalleled level of compensation information, providing a precise snapshot of current market pay. The Company provides real-time pay information for employees and businesses across the globe. Launched in 2002 and headquartered in Seattle, Washington, PayScale owns the largest online database of employee salary information in the world and has a patent pending methodology for compiling and aggregating compensation data.


Contact:
Steven Gottlieb
Zeno Group (for PayScale)
206-404-7101
e-mail protected from spam bots




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Hundreds of Employee Survey Questionnaire Items in New Guidebook from Performance Programs

OLD SAYBROOK, CT, MARCH 24, 2006 -- The second editions of
the “Employee Survey Question Guidebook” and its companion
volume, “Employee Surveys: Practical and Proven Methods,
Samples, Examples” have been published by Performance
Programs, Inc. Used together, these books provide
everything an organization needs to create, administer, and
interpret an employee survey. For the first time, both
volumes are available as e-books as well as hardcopy book
format.

“These books are a unique resource in the human resources
field, as far as we know,” says author Paul M. Connolly,
Ph.D., president of Performance Programs, Inc. “We know of
no other resource where employers can obtain such a robust
set of field-tested questionnaire items, along with
complete instructions for their selection and use.”

The Guidebook is based on Connolly’s 20-plus years of
experience in organizational assessment. “All of the
questionnaire items have been field-tested in real
organizations,” he says. “Typically, organizations use
employee surveys to determine employee job satisfaction,
engagement, commitment, morale, and motivation. The
Guidebook supports all of those goals.” He adds that norms
are available for 85 items, including industry norms for employee surveys
in 11 industries.

The “Employee Survey Question Guidebook” is organized into
18 dimensions that reflect key aspects of organizational
effectiveness, such as organization culture and climate,
organization structure, co-workers and teams, commitment,
performance management, and more. The eighteen dimensions
have 82 themes. For instance, themes such as ethical
conduct, workplace diversity, fairness, innovation and
creativity, and many more, are located within organization
culture and climate. The Guidebook also features an
easy-to-use index to symptoms of organizational dysfunction
and references appropriate diagnostic questions.

“Employee Surveys: Practical and Proven Methods, Samples,
Examples” is a how-to resource that aims to increase the
survey project manager’s effectiveness and sense of
confidence. From initial concept to final reports, the book
includes myriad real-world situations that employers may
not expect or know how to handle. Topics include planning,
forming a survey project team, identifying respondents,
designing reports, use of norms, questionnaire creation,
data gathering and processing, awareness campaigns,
administration, feedback, and action plans. At each step,
the human side of survey work is addressed.

Connolly wrote the first editions together with co-author
Kathleen Groll Connolly, in 2003. “The success of the first
edition was very encouraging. The second edition adds even
more real-world experience and 35 new questionnaire items,”
says Kathy Connolly. “We hope this is an invaluable
resource that will help organizations make the most of
their survey efforts.”

Read Reviews of the First Editions

Prices and availability: Employee Surveys: Practical and Proven Methods, Samples,
Examples

Prices and availability: Employee Survey Question Guidebook


About the Authors:
Paul M. Connolly, Ph.D., has provided organizational
measurement services since 1981, including employee
surveys, 360 feedback, personality assessment, expatriate
assessment, customer surveys, and work-life balance
assessments. Connolly is the founder of Performance
Programs, an organizational measurement firm in Old
Saybrook, CT. He has worked with organizations of all
types, sizes, and locations, using multiple survey delivery
and reporting methods. He has a B.A. from the College of
the Holy Cross and an M.A. and Ph.D. from Fordham
University. This is his seventh book in the human resources
field.

Kathleen Groll Connolly has authored many articles for
print and the Web, and has co-authored four books on human
resources topics. She has held various marketing,
management and research positions in both small and large
businesses. She has a B.A. in writing from Pennsylvania
State University and an MBA from New York University.
About Performance Programs, Inc.

Performance Programs, Inc.
(http://www.performanceprograms.com) is an organizational
assessment firm in Old Saybrook, CT. The firm specializes
in employee surveys for morale, satisfaction, engagement,
and commitment, 360 feedback surveys, job personality
testing, expatriate assessment, and work-life balance
evaluations. Founded in 1986, Performance Programs has
served thousands of organizations of all types, sizes, and
locations worldwide. They can be reached at 1-800-565-4223.

Also available from the authors: “Employee Opinion Questionnaires: 20 Ready-to-Use Surveys
that Work”:

###


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Beeliner Surveys Offers Live Online Workshop Series: The Soup to Nuts Surveying Series

March 20, 2006—Cambridge, MA—Beeliner Surveys/Spinfish today announced a new series of live online workshops titled “The Soups to Nuts Surveying Series” featuring Beeliner CEO Amanda Trombley and survey expert David Cirillo, Ph.D. of Cirillo Consulting. At the end of the series, workshop participants will understand how to conduct a successful survey campaign, avoid typical blunders that can threaten the integrity and quality of their survey data and successfully implement change based upon their survey results.

The first workshop, “Your Survey: Stellar Performer or Shredder Material?” will run on April 18th @ 4 p.m. EDT and repeat again on April 19th @ 10 a.m. EDT.

In this hands-on, interactive workshop, participants will:

Learn about best practices for designing, analyzing, and implementing improvements in your organization based on your survey results.
Learn practical tips on a variety of survey topics – all of which will help you gain a better understanding of how to create and use surveys in your job and your organization.
Hear typical survey blooper and blunders and how to avoid them

A portion of the seminar will devoted to Q&A.

To register for this complimentary workshop, please visit http://www.beelinersurveys.com/events.html

The “Soup to Nuts Surveying Series” will continue with two additional workshops titled:

The Art and Science of Conducting Your Survey: Asking the right questions is an art and asking them the right way follows proven behavioral science. Learn how to avoid common survey design blunders and bloopers and to follow best practices.

Who, What, When, Where, Why and How: The importance of knowing your targeted audience and customizing your surveys appropriately.

The schedule for these workshops will be announced at a later date.

About Spinfish/ROG, Inc.
Beeliner Surveys and Feedback is a leading feedback software tool that helps people and businesses around the globe collect feedback through email and web surveys and translate it into business intelligence. Large and small businesses, universities, non-profits, and governmental agencies use Beeliner to gather feedback for a variety of purposes, including market research, human resources, customer satisfaction and retainment, and more. Beeliner is developed by Spinfish/ROG Inc., a privately-owned software development company in Cambridge, MA in the USA. Spinfish was founded in 1997. http://www.beelinersurveys.com/

About David Cirillo Ph.D.
David Cirillo, Ph.D. is President of Cirillo Consulting, and is a Beeliner Surveys strategic partner. A former visiting professor at Harvard University and project management trainer for The Boston Consortium, Yale University, Staples and other clients, Dave has over twenty years of experience in providing organizational effectiveness surveys, alignment, customer satisfaction measurement surveys, and executive and management education for small and large business clients, not-for-profit organizations and institutions of higher learning.



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Mypayrollquote.com joins forces with PayrollFinders, to assist Independent Payroll Providers with customer acquisition.

Minnetonka,Mn. March 17, 2006-- Mypayrollquote.com announced today that it has partnered with PayrollFinders to assist Payroll Providers with lead generation, and customer acquisition.

"By combining forces, our two companies can deliver leads in real time to Payroll Service Bureaus, and reduce their cost of client acquisition." explains Dave Dashow of mypayrollquote.com.

This new alliance demonstrates the committment of both companies to foster the growth of the Independent Payroll Services marketplace.


About mypayrollquote.com
mypayrollquote.com services include custom appointment setting and providing leads in real time, to Independent Payroll Providers throughout the United States.


About Payrollfinders.com
Payrollfinders website helps promote the "Independent Payroll Provider" through education and customer acquisition.


Contact Information
Dave Dashow
mypayrollquote.com
# 1-800-449-2468


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Mypayrollquote.com partners with The Payroll Group, to further promote the Independent Payroll Services industry.

Minnetonka, Mn. March 17, 2006-- Mypayrollquote.com announced today it has partnered with, and become a member of The Payroll Group.(TPG)

"We are excited to partner with The Payroll Group and further enhance and promote Independent Payroll Providers throughout the country," explains David Dashow, founder of mypayrollquote.com.

This new partnership will further enhance the rapid growth and awareness that Independent Payroll Providers play in the marketplace.



About mypayrollquote.com
mypayrollquote.com is a leading internet technology company whos mission is to "facilitate opportunities for the Independent Payroll Provider."

About The Payroll Group (TPG)
The payroll group is an association comprised of Independent Payroll Providers, throughout the United States

Contact Information
Dave Dashow
mypayrollquote.com
#1-800-449-2468


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APXAlarm Selects Sapien's HRMS and Talent Management Suite

Company will Deploy Sapien’s HRMS & HCM Platform to Improve Overall Management of their Workforce

Morristown NJ - February 28, 2006 – Sapien LLC, a provider of HRMS and Human Capital Management (HCM) software, today announced that APXAlarm, one of the Nation’s leading Home Security system providers, has selected Sapien’s HRMS and HCM solutions to be immediately deployed.

"We wanted a user-friendly, flexible, and integrated solution to manage our new Career Ascent Program. Over the years, we’ve listened to our management, corporate partners, and internal staff inquiries to provide enhanced training, skill development, and internal systems and processes to further extend our internal talent programs. “APX already provides an incredible work experience. With the addition of the Career Ascent Program we feel that this is a quantum step towards more fully developing our employee talents. We’ve selected Sapien’s HRMS and integrated HCM platform to track core employee & position information, development activities, provide APX management “line of sight” to employee goals and objectives and leverage a robust reporting suite," said Alex Dunn, VP of Operations at APX Alarm. "Sapien’s HCM solutions gave us the flexibility to adapt the software to meet our program and organizational needs for
our 2,500 corporate and seasonal employees."

“We’ve been deeply impressed with the consultative and collaborative approach Sapien takes when engaging an opportunity. We were challenged with a short timeline and leveraged Sapien’s deep industry and solution management approach. They spent the requisite time to understand our business needs and tailored a solution that is not just a short-term solution but also one that adds long-term value,” said Mr. Dunn.

Sapien’s HCM Platform provides APX management the ability to identify top performers early, measure progress against goals and objectives while providing systematic alerts and notifications to oversight and mentoring personnel to monitor and promote those key organizational metrics.

“Sapien is pleased to help organizations like APXAlarm improve their overall talent development and performance management processes," said Ryan Tweedie, Managing Partner of Sapien. "Our on-demand software model allows our products to be tailored and rapidly deployed to meet the needs of APX and other complex organizations."

About Sapien
Sapien is a market leader in on-demand Human Resource Management Systems (HRMS) and Human Capital Management (HCM). Through its human resources targeted family of products the company provides a comprehensive suite of HR applications to help enterprises of all sizes meet the complex challenge of managing and sharing information to the appropriate parties quickly and efficiently anywhere, any time, completely ASP via a simple web browser for on-demand Software-as-a-Service (SaaS). Over 100 customers serviced. Sapien is headquartered in Morristown, NJ. For more information please visit http://www.sapiensoftware.com, or call 1-866-E-SAPIEN.

About ApxAlarm
ApxAlarm has provided thousands of households with greater peace of mind since 1999. Since its inception in 1999, ApxAlarm has succeeded in fulfilling its aspiration to provide security and peace of mind to approximately 80,000 households throughout the United States. ApxAlarm has increased its product line to offer a comprehensive selection of products to meet the needs of its extensive customer base.


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NuView Systems Placed in Visionaries Quadrant in Magic Quadrant Midmarket HRMS

According to the Gartner study, visionaries are defined as vendors that have a strong vision for delivering an HRMS solution. They are distinguished by the openness and flexibility of their application architectures. A visionary vendor may have demonstrated some outstanding technology vision, go-to-market strategy, or differentiating functionality/service.

NuView Systems’ CEO, Shafiq Lokhandwala, says “NuViewTools allows clients to modify any aspect of our HRMS, without hard coding, and without incurring additional costs in future upgrades, through its innovative design. Key changes that can be made with these tools include new and modified forms, additional fields and tables, menu and tab changes, user-defined help text and error messages, new workflows, customized self-service portals and other changes.”

Adds Lokhandwala, “although NuView is a small company, we have over 200 clients. Our value proposition is a comprehensive product suite, high degree of flexibility, unrivaled customizability and a low total cost of ownership.”

NuView invites forward thinking companies to take a closer look to see why NuViewHR® provides a better solution than any other HRMS available to the Midmarket.

Footnote 1:
Gartner, Inc. Magic Quadrant for U.S. Midmarket Human Resource Management Systems, 2006, James Holincheck and Kirsten L. Recknagel (25 January 2006).


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Deploy Version 7 is First to Bring Integrated Talent Management Capabilities to Hourly Workforce

NEWTON, MASS. / March 16, 2006 – Deploy Solutions, the premier provider of enterprise talent management solutions for market-leading organizations, announced today the release of Deploy Version 7, the market’s most comprehensive offering that integrates recruiting and hiring with both performance review and termination process automation for the hourly workforce. By automating the complete hourly talent management process in a fully integrated solution and linking performance and employee separation feedback to their hiring practices, organizations can better align their workforce with specific business goals.

For the first time, companies will benefit from a single solution that automates the broadest spectrum of their paper-intensive, hiring- and employee-related processes. Large enterprises can now centralize their management and visibility into hiring, performance and termination practices while ensuring that field personnel and hiring managers spend less time in the back office and more time with their customers and employees.

“With Deploy Version 7, our customers will be able to generate an immediate, hard dollar return on their investment, with the breadth of processes that Deploy automates,” said Deirdre Aubuchon, CFO of Deploy Solutions. “Even more critical will be their ability to improve business results by hiring more managers and employees that perform at higher standards.”

According to Paul Hamerman, vice president in Forrester's Enterprise Applications research group, “Business growth is increasingly services-driven and HCM (Human Capital Management) applications are a mission-critical need for service-oriented businesses to attract, manage, and retain talent.

“Demographic studies indicate that the loss of increasing numbers of knowledgeable, experienced workers is encouraging businesses to adopt proactive HCM practices, supported by the appropriate technology. HCM refers to strategic processes consisting of a cycle of activities including: acquisition, performance and talent management, and retention,” said Hamerman.

Key benefits of Deploy Version 7 include:

· Performance review automation – integrated performance management process automation for improved retention of top performers and quicker impact on future hiring decisions.
· Termination process automation – features tenure and termination code analysis, in addition to automating much of the paper- and compliance- intensive employee separation process.
· Correlation analysis – improved ability to recruit and hire top talent by understanding how company, job, and employee-specific factors impact performance, retention, and tenure.
· Mass action/event management – critical functionality that supports rapidly expanding businesses and organizations that rely heavily on event-driven recruiting, such as industry job fairs.
· Superior applicant experience – the ability to apply for multiple positions in a single, online session without having to repeatedly provide the same background information.
· Increased flexibility for hiring managers – a manager can easily identify and follow-up with an applicant who might be better suited for positions other than the specific job for which they applied.
· Employment history verification and gap analysis – the ability to gather and organize an applicant’s complete work history by start and end dates, including the ability to identify significant gaps in employment.
· Enhanced administrative and security features – a highly configurable and user-friendly Hiring Management Console can deliver reports tailored to meet each specific user’s requirements.

“Our customers are mostly concerned about how to improve customer satisfaction and how to drive revenue growth by finding and keeping great employees. Best practices and selection science are an important starting point to finding good people, but they are not enough to gain competitive advantage in most markets,” said Nicole M. Stata, president and CEO of Deploy Solutions. “By integrating broader automation and more specific performance, tenure, and termination-related feedback, our customers can actually adapt their hiring and recruiting processes to achieve their unique, strategic objectives on an ongoing basis.”

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, American Electric Power, and many more. For additional information, call 877-GO-DEPLOY (877-463-3756) or visit www.deploy.com.

Visit our Knowledge Center to download white papers and other research on Talent Management and Talent Optimization from leading authors such as Dr. John Sullivan, Nick Burkholder, John Sumser, and others.

# # #


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American Community Receives Ohio Chamber of Commerce Endorsement

The Chamber has also endorsed OSMA Insurance Agency of Hilliard, OH as the exclusive distributor of this program.
“We are very pleased to have been selected by the Ohio Chamber to provide their members with this important benefit program,” said Richard Katz, Vice President, Strategic Alliances for American Community. “We look forward to working with the Chamber and the OSMA Insurance Agency to offer the Chamber’s members an innovative suite of health insurance products that feature a unique set of benefits for both employers and employees. These benefits will help all involved become more enlightened and more actively engaged healthcare consumers.” The program will be available to all Chamber members with at least two employees.
“One of the biggest concerns our members have is the ability to offer their employees affordable health care coverage,” said Andrew E. Doehrel, President and CEO of the Ohio Chamber of Commerce. “The products that American Community can offer our members add very viable options for this problem.”
“We too are very pleased to represent both the Ohio Chamber of Commerce and American Community, said John Mayer, General Agent of the OSMA Insurance Agency. “We look forward to meeting with OCC members to discuss their situations and look for ways to lower their employee benefit costs.”
Employers interested in obtaining more information on the program can call OSMA at 800-860-6525.

ABOUT AMERICAN COMMUNITY
Founded in 1938, American Community Mutual Insurance Company was the first health insurance company in Michigan, and is one of the oldest in the nation. Based in Livonia, Michigan, American Community markets individual and group health insurance products in eight states through an agency force of over 6,000. The company provides high quality, affordable coverage to approximately 200,000 people. For more information, visit www.american-community.com



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IHRIM announces Jim Spoor as recipient of the 2006 Summit Award

IHRIM announces Jim Spoor as recipient of the 2006 Summit Award

Denver, Colorado – March 14, 2006 — The International Association for Human Resource Information Management (IHRIM) has announced James E. Spoor, President and Founder of SPECTRUM Human Resource Systems Corporation, as a recipient of the IHRIM 2006 Summit Award. Spoor will receive the award during the opening session at IHRIM’s 26th Annual Conference in Washington D.C., April 10, 2006.

The Summit Award recognizes IHRIM members who have made significant, long-term contributions to the advancement of the association’s mission and goals and have facilitated the exchange of ideas, solutions and knowledge sharing related to the effective use of technology in the human resource function, according to IHRIM.

Upon being informed of the award, Spoor said, “I am flattered, honored, and humbled to be selected for this award. It is a privilege and honor to be included with the elite and select group of industry pioneers, trailblazers, and thought leaders who have advanced the state of the art within the HR systems industry and who have contributed in meaningful ways to the growth of IHRIM as the leading educational and knowledge sharing resource for the industry.”

-30-

About James E. Spoor
Jim Spoor is Founder and President of SPECTRUM Human Resource Systems Corporation. Prior to forming SPECTRUM in 1984, Jim had a very successful career that covered more than 25 years in line management and global HR operations with respected Fortune 500 corporations in the energy, high tech, and food processing industries. During his career, Jim has earned a reputation as a respected visionary, pioneer, and innovator who focuses on exploiting technology to address strategic business issues. Jim has authored many articles, been a contributing author to several professional handbooks and textbooks, and has been a frequent speaker and panelist on diverse topics including HR, HR systems, entrepreneurism, and emerging trends in technology. He is a frequent speaker and panelist at HR related conferences.

Spoor has also served on a number of philanthropic, commercial and association boards of directors including the IHRIM Board of Directors and IHRIM’s Steering Committee for the Global Special Interest Group.

About SPECTRUM Human Resource Systems Corp.
SPECTRUM, founded in 1984, is a leading provider of high functionality web and desktop-based HR and workforce management software. In addition to its respected software systems that address the needs of high expectation employers, SPECTRUM also provides its clients with the full range of product related services including system planning, implementation, training, system customization, data conversion and system consulting services. Headquartered in Denver, Colorado, SPECTRUM can be reached at 800-334-5660 or at www.spectrumhr.com.

About IHRIM
For 25 years, IHRIM, the International Association for Human Resource Information Management, has been the leading resource that HR technology professionals turn to for industry news, knowledge and networking. Formed from informal gatherings when HR and IT professionals found themselves needing assistance, IHRIM has become the world’s leading clearinghouse for the HRMS industry. Today, IHRIM is a community of experts – a dynamic group of practitioners, vendors, consultants, students and faculty that continues to grow, not just in numbers, but in its scope of knowledge and information. www.IHRIM.org.


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Lou Adler Partners with ZoomInfo to Promote Best Practice Sourcing Techniques

March 15, 2006 Irvine, CA –The Adler Group is teaming up with ZoomInfo, a leader in passive candidate information search tools, to co-promote services to Fortune 500 clients and a national audience of corporate recruiters, announced President Lou Adler.

ZoomInfo is sponsoring The Adler Group, a leading training and consulting firm that helps Fortune 500 companies worldwide make hiring top talent a systematic business process. Under the sponsorship agreement, The Adler Group will produce an exclusive “Recruiter’s eHandbook” for ZoomInfo, and a series of informational training conference calls and Webinars, including training during Lou Adler’s “Recruiter Boot Camp” workshops.

The Adler Group and ZoomInfo will also execute cross-promotional activities, including joint publishing of content on websites, newsletters, live presentations, events and email campaigns targeted to a broad recruiting audience.

Lou Adler says, “We are big believers in the ZoomInfo service,” explains Adler. “Our Performance-based Hiringsm philosophy builds on sourcing the best candidates, and utilizing the most effective sourcing tools like the unique product ZoomInfo offers. It’s a win-win opportunity to align our great training with a great recruiting tool that is emerging as an industry standard with corporate recruiters nationwide.”

“We are thrilled to be branding ZoomInfo along side the professional experience and capabilities of author and trainer Lou Adler in 2006,” says Russ Glass, vice president of products and marketing at ZoomInfo. “Lou is a legend in the corporate recruiting world for good reason – he’s been successfully recruiting for and consulting the Fortune 500 on how to recruit talent for years. Combine his knowledge delivered via Webinars, joint marketing efforts for both live and online workshops along with the Recruiter eHandbook he created on how to identify, contact and call passive candidates, and we have a deep array of invaluable promotions to demonstrate the unique value of ZoomInfo to corporate recruiters.”


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 Zoom Information Inc.

Zoom Information Inc.'s core search product, ZoomInfo, is a summarization search engine that creates individual summaries of people including work history, education, current position and other business affiliations. It features summaries of more than 29 million people and two million companies. ZoomInfo finds, understands, extracts and saves actionable information about people on the Web. The patented search technology continually scans millions of Web sites, press releases, electronic news services, SEC filings and other online sources. Then, it intelligently compiles concise summaries about individuals and companies.

Zoom Information is privately held and based in Waltham, Massachusetts. For more information, visit http://about.zoominfo.com or call toll-free: 1-866-904-ZOOM (9666)

MEDIA CONTACTS:

Lou Adler
President, The Adler Group
Voice: (888) 878-1388 x115
Email: e-mail protected from spam bots

Christina Ajam
Director of Marketing, The Adler Group
Voice: (408) 978-2899
Email: e-mail protected from spam bots

Brian Payea
Director of Corporate Communications
Zoom Information Inc.
Phone: (781) 693-7537
Email: e-mail protected from spam bots

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TALENThire.com, an Atlanta-based recruiting technology firm, announced today the opening of a West Coast office.

TALENThire.com, an Atlanta-based recruiting technology firm, announced today the opening of a West Coast office.

Atlanta, GA -- March 13, 2006 -- TALENThire.com, an Atlanta-based recruiting technology firm, announced today the opening of a West Coast office in Southern California.

“The opening of the office is a direct result of our rapid growth—since we’ve brought on our 500th member, our client’s needs have required us to expand” said Rick Stockfield, partner with TALENThire.com. “By opening the West Coast office, we are better poised to directly serve our client’s needs.” The company’s recruiting tool streamlines recruiter vendor management while offering cost saving initiatives through a “name your price” fee model on companies’ fee-approved positions.

“Our ability to be in front of our clients and establish best practices is paramount in their success. By directly managing the relationship between hiring companies and recruiting companies, our clients enjoy rapid responses with larger and more qualified candidate pools” explained Mike Veronesi, co-founder. With clients such as Motorola, American Express Incentive Services, AOL, Kohls, and Publix, TALENThire.com provides a streamlined process and increased talent through a single point of billing with their recruiting vendors.

Launched in November 2004, TALENThire.com is a patent pending B2B recruiting tool that allows companies to lower their recruiting costs, manage their vendors, and generate revenue—including HR. With clients ranging from corporate HR/Recruiting, contingency search firms, and contract recruiters, TALENThire.com provides immediate cost savings through “name your fee” pricing for fee approved positions, vendor management solutions, reduced outplacement/downsizing costs, and revenue—not only cost savings, but true profit potential.

For more information, including investor relations, please visit the company’s web site at www.talenthire.com or 866-561-HIRE (4473).

###

Media Contact:

Dave Krier
866-561-4473
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New WetFeet Recruiting Study Reveals Best-in-Class Internship Programs Convert Twice as Many Interns to Full-Time Employees

San Francisco, CA, March 13, 2006 - WetFeet’s Internship Programs Report 2006 reveals a broad gap in hiring yields among employers that rely on their internship programs for road-tested, full-time talent. The WetFeet study demonstrates that employers with best-in-class programs are able to convert more than twice as many of their interns to full-time hires than are other companies.

To assess the state of internship recruitment today and define guidelines for employers seeking to improve the hiring yields from their programs, WetFeet surveyed over 2,100 students who completed internships in 2005, including a subset from seven highly-regarded internship employers (Banc of America Securities, Deutsche Bank, Hewlett-Packard, Kimberly-Clark, Philip Morris USA, Procter & Gamble and UBS).

UNREALIZED OPPORTUNITY IN INTERNSHIP PROGRAMS
Although employers are increasing the number of offers they extend to interns, most companies have yet to increase their hiring yields. As of November 2005, 59% of undergrad and 71% of MBA interns reported that they had already or expected to receive a full-time offer from their internship employer (up from 43% and 63% respectively in 2003).

In contrast, students who interned at the seven programs we studied in depth received and accepted full-time offers at an extraordinarily higher rate. As of November 2005, 63% of undergrad interns and 80% of MBAs had received or expected to receive a full-time offer. Of that group, 59% of undergrad and 57% of MBA interns who had received or expected to receive full-time offers from the seven participating companies planned to accept them. In sharp contrast, only 27% and 29% of undergrads and MBAs who had received or expected full-time offers from other employers planned to accept them.

“Most employers view conversion of interns to full-time hires as the number one objective of their program,” said Steve Pollock, president of WetFeet and author of the report. “When one group can double the conversion rate of other employers, they clearly have a competitive edge in the war for talent.”

Just in time for the arrival of summer interns, the WetFeet report reveals which components of the internship program have the greatest influence on an intern’s decision to accept an offer.

HOW INTERNSHIP PROGRAMS STAND OUT
While interns appear to be very satisfied with their internship experience (83% of undergraduates and 79% of MBAs overall gave their internship an overall rating of 4 or 5 on a 5-point scale), interns at standout programs cited very specific reasons why their internship was particularly influential in their decision to accept a full-time offer:

- Interns’ work assignments were challenging and mission-critical
- Interns received plenty of exposure to full-time work responsibilities
- Interns had exceptional managers overseeing their program
- Interns started their programs with greater interest in working for the company full-time
- Interns received significant exposure to upper management
- Interns were mentored throughout their internship and received formal feedback on their performance
- Interns received better compensation packages
- Interns received full-time offers soon after completion of the internship

WHAT INTERNS WANT
Best practice employers understand what makes for a great internship experience in the eyes of candidates, and they fine-tune their recruiting and internship experience to make it a win-win for employers and candidates.

This can be a delicate balancing act, since employers and candidates have different perspectives on the internship experience. While interns clearly understand that employers are eager to use their internship programs as a means of finding full-time candidates, students see securing a full-time offer from the intern employer as a secondary objective. Instead, both undergrads and MBAs see the internship as a means to secure training and experience, with one important difference; most undergrads (70%) seek to get additional training in their field of study, while 80% of MBAs see the internship as a means of transitioning to a new field of work.

“There’s a real gap between what employers want and what interns are seeking,” said Pollock. “Employers see their internship program as extended tryouts for a full-time job, yet the interns are much more interested in getting great experience and building their resume. The best internship employers do a great job of delivering an exceptional experience, while structuring the program and conversion process in a way to maximize their full-time hires.”

The WetFeet Internship Programs Report 2006 is available now and can be purchased online at www.wetfeetresearch.com. A free report overview and table of contents is also available for download.

ABOUT THE AUTHOR
Study author Steve Pollock leads all of WetFeet’s recruitment consulting and research initiatives. Each research effort is timed to inform the current recruiting cycle and includes actionable recommendations for employers to apply to their recruiting efforts. Steve is an expert on the world of recruitment and talent management, having led the industry’s recruitment research since 1994. Steve received his MBA from the Stanford Graduate School of Business where he graduated with distinction as an Arjay Miller Scholar. He holds a BA from Harvard College, where he graduated summa cum laude.

ABOUT WETFEET
WetFeet Research & Consulting is the authoritative resource for factual data, emerging trends and informed strategy on effective talent recruiting including sourcing, screening, evaluation, campus recruiting, online recruiting, diversity and retention. WetFeet also provides recruiting software and recruitment marketing services to top employers, and career and company-specific research to job seekers.




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

New Blog by RealLife HR to Address Issues and Trends in HR and Benefits

HUNT VALLEY, Md. (March 13, 2006) – A new blog focusing on issues facing the human resources industry will provide expert commentary, analysis and news updates from RealLife HR, a leader in benefits management and outsourcing solutions for companies nationwide.

Launched today, the blog is targeted to HR professionals, including benefits administrators, vice presidents, CFOs and other corporate executives seeking ways to streamline the HR process and stay abreast of trends and current issues. The RealLife HR blog can be accessed directly at www.reallifehr.com/blog, or through a link on the company’s Web site, www.reallifehr.com.

“Today, HR professionals need to go beyond traditional tasks like benefits selection, employee communication, open enrollment and carrier data exchange,” said Gary Broache, president of the Hunt Valley, Md.-based RealLife HR. “Now, more than ever, management is dependent on HR to find ways to do more with less – stop the leakage of healthcare funds and promote a healthier lifestyle though disease management and other health-related programs.” RealLife HR’s blog will provide HR professionals with a source for solutions to make their jobs easier as they learn how Web-based automation solutions combined with RealLife Services – onboarding, dependent and carrier audits, etc. – will simplify and automate their HR and benefit processes.

The blog will present a mix of news and product updates from RealLife HR, along with commentary on industry trends and issues. In addition to Broache, contributors to the blog will include the following RealLife HR executives:

• Samuel Mayfield, III – An expert in packaging and customizing solutions that solve HR business challenges, including benefits management outsourcing and new hire onboarding issues.
• Kim Bachmann – A sales and marketing executive, she has extensive experience working with HR professionals at RealLife HR client companies and understands first-hand the strategic issues they face on a day-to-day basis.
• Brian Walker – With a background of more than 17 years in the development of new business, marketing strategies a