SURVEY REVEALS ATLANTAEXECUTIVE.COMS GROWING POPULARITY AMONG CAREER TRANSITION SITES

ATLANTA, June 30, 2006 -- Three months since its inception, AtlantaExecutive.com, a career management site for Atlanta-based executives, has become a growing presence in the realm of executive professional development and job board sites. Using data compiled from Alexa.com, AtlantaExecutive.com was found to have more page views per visit among all major executive level career sites.

Below is the data that was compiled in mid-June, 2006:

Executive Career Site Page Views per Visitor
AtlantaExecutive.com 9.3
The Ladders 6.4
CareerJournal from the WSJ 2.2
6figurejobs 6.2
Execunet 3.7
RiteSite.com 4.9
Exec Searches 4.9
Netshare 2.8
Executive Agent 1.3
Executives Only 3.3

Executives in the Atlanta area use the site for a variety of reasons: they visit the site to read updated local business news articles, visit the database of Atlanta networking events, and browse through the resources for professional development. However, most visitors obtain the greatest value from the site’s executive-level job board.

In a recent survey of AtlantaExecutive registered members, over 75% of respondents said they visit the site at least once a week, with 15% visiting every day. The reasons for visitor loyalty, evidenced by the volume of return visits to AtlantaExecutive.com, are simple: it is a local site catering to the needs of a local population, and it consistently updates content to ensure that its listings reflect only actively open positions.

When one executive remarked about not being able to find a job post he came across one month ago, he was informed that all old postings are culled out to ensure that only actively open job positions remain on the site. His response was: “I appreciate that, because it saves me a lot of time.”

About AtlantaExecutive.com
Founded by industry veteran Chris Miller, AtlantaExecutive.com is a comprehensive career management resource for executives in the Atlanta Metro area. AtlantaExecutive.com, a free service for professionals in the $100K+ range, focuses on the career management needs of executives with a comprehensive suite of web-based tools. The company aims to help professionals proactively manage their careers in order to remain in the metro area. For more information, please visit www.AtlantaExecutive.com.

Media Contact:
Chris Miller
678-867-0585



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ACI Specialty Benefits Corporation Named Eight Out of Ten by Business Insurance Magazines List of Largest Employee Assistance Program Providers

ACI Specialty Benefits Corporation Named Eight Out of Ten by Business Insurance Magazine’s
List of Largest Employee Assistance Program Providers

San Diego – June 28, 2006 – Dr. Ann Clark’s leadership in Employee Assistance Programs and specialty benefits resulted in the company she founded, ACI, being named one of the nation’s Top Ten http://www.acieap.com {EAPs} by Business Insurance magazine for two years in a row. A psychologist turned entrepreneur, Dr. Clark broadened the business line to include a complete specialty benefits suite selling through broker partners and customer-direct across the nation and around the world.

Established in 1983, ACI grew to national prominence with such household names as Sizzler, Dietrich’s Coffee, Mercy Hospital, Mercury Insurance and San Diego’s own Luce, Forward Hamilton and Scripps as well as Charlotte Russe/Rampage Clothing. ACI was first named to the national Top Ten list in 2002 and again in 2005. This year http://www.acieap.com {ACI} is proud to be listed as eight out of ten largest employee assistance program providers. Dr Clark attributes the firm’s success to hands-on service from a dedicated employee team, an outstanding national practitioner network and cost-favorable structure.

Dr. Clark’s expertise provided additional visibility for the company in the benefits industry, as well as in the media. Quoted in the New York Times and the Wall Street Journal in 2005, she has also authored four books, including “How to Survive Your Boss,” and numerous http://www.producersweb.com/home/index.php?SMC=1&rIDX=301&pageID=contentFocus&adcID=ed1e3ce0895efde692fa28abee593658 {magazine articles}. She has appeared on the national “Donahue” show as well as local television. She was selected as one of San Diego’s, “Outstanding Women Who Mean Business” and received the Bravo award from the National Association of Women Business Owners (NAWBO).

{AppleCore Wellness and Affinity Work/Life} are only two of the new products introduced by ACI over the years to accompany the basic EAP package. Adding SOX and Concierge programs helped define the company as a specialty benefits corporation. “We sell the solution,” says Dr. Clark. “As healthcare premiums have quadrupled and employees are asked to pay more, wellness and prevention of illness are critical components to corporate success. More and more the workplace finds intervention through education can impact that all-important bottom line.”

Please visit www.acieap.com to learn more about ACI‘s workforce programs.

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ValueOptions Links a Healthy Heart to Sound Mental Health

ValueOptions Links a Healthy Heart to Sound Mental Health

A new educational guide helps program administrators and members identify
and make behavioral changes necessary to prevent and manage heart disease.

Norfolk, Virginia—June 29, 2006—ValueOptions announced today the launch of an integrated cardiovascular/behavioral health initiative for its corporate customers. Titled “Heart and Mind Connections,” the new training guide provides information, support and tools for applying a behavioral approach to preventing and managing heart disease, the number one killer of Americans and a leading cause of disability.

Behavioral health issues such as depression, anxiety and chronic stress are often silent contributors to coronary heart disease. Research has shown that people with heart problems are more likely to suffer from depression than otherwise healthy people. Conversely, people with depression are also at greater risk for developing heart disease.

Because the relationship between heart disease and mental health is clear, this intervention program focuses on paying specific attention to the links between emotion, behavior, coping strategies and cardiovascular health. The ValueOptions program not only helps individuals identify the behaviors that need to be changed, but also provides specific tools to help individuals mobilize and make healthy behavioral changes.

“ValueOptions has unparalleled expertise in understanding human behavior and helping individuals modify their behavior,” says Christopher Dennis, MD, MBA, vice president and medical/clinical director of ValueOptions’ New York City service center and member of the initiative’s development team. “Every day, we help individuals improve their emotional and psychological health. By supporting individuals in their efforts to prevent or manage heart disease, we can improve their heart health as well.”

The program provides resources and direction to all ValueOptions’ commercial clients with the objective of developing a strong outreach initiative in any setting, including the workplace, that links the relationship between cardiovascular health and behavioral health.
The good news is that for many people, heart disease is a preventable illness. For those individuals at risk or diagnosed with coronary heart disease, there are many lifestyle changes and medications that can effectively control the progression of this disease.

“Heart and Mind Connections” is available for viewing on ValueOptions’ corporate Web site at www.valueoptions.com.

About ValueOptions
Covering over 24 million lives through a variety of direct contracts with health plans, employers, as well as state and county agencies, ValueOptions is a national managed care company that specializes in disease management for all mental health and chemical dependency diagnoses. ValueOptions supports the unique needs of client organizations with traditional managed care products, integrated behavioral healthcare services, as well as wellness and prevention initiatives and work-life programs. Leveraging a national behavioral health provider network of over 70,000 practitioner locations, ValueOptions puts the clinical well being of our members as our first and foremost priority. Visit www.valueoptions.com for more information.

For more information, please contact:

Tom Warburton
Vice President, Marketing & Communications
ValueOptions
(757) 459-5215



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Censeo Introduces New Pharmaceutical/Biotech District Manager 360-Degree Feedback Tool

Maitland, FL – June 29, 2006 – Censeo Corporation is pleased to announce the company’s latest online assessment, the District Manager 360-degree Feedback Tool. Designed specifically for the needs of field sales managers in the pharmaceutical and biotechnology industries, the tool allows clients to accurately assess leadership competencies both at the individual and organizational level.

Using a multi-rater (i.e., 360-degree) approach, managers are able to gain valuable insight into their personal leadership behaviors from several perspectives: their sales representatives, their peers, their manager, and their own self-assessment. This 360-degree approach is widely accepted as one of the most accurate and impactful assessment processes available.

Once the assessment is complete, managers receive a detailed feedback report that helps them understand their personal strengths and areas for improvement, how their own perceptions compare to others within their organization, and how their unique performance “measures up” against other district sales managers in the industry. The report also provides managers with a set of intuitive, practical suggestions for improving their leadership skills over time.

“Our team is truly excited about this developmental tool because it addresses one of the biggest challenges facing the industry: DMs struggling in their leadership role,” said Censeo Vice President/Co-founder Jim Higgins. “We think the market is long overdue in providing an accurate, intuitive and affordable multi-rater assessment – an assessment specifically designed to assess behaviors that are critical to success as a field sales manager in the pharmaceutical and biotechnology industries.”

For a additional information on Censeo’s 360-degree feedback process and technology, please visit www.censeocorp.com.

About Censeo Corporation
Headquartered in Maitland, Florida, Censeo Corporation is a human resource consulting firm specializing in the delivery of Internet-based assessment products. Working primarily within the F-1000 market, Censeo’s assessment technologies are designed to help clients select, develop and retain talent. More information regarding Censeo’s products and services can be found at www.censeocorp.com.



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Workplace Options Moves Into the European Work-Life Arena in Partnership With Employee Advisory Resource (EAR), a Division of Accor Services

29th June 2006

Accor Services and Workplace Options today announced that Employee Advisory Resource (EAR), one of the UK’s leading providers of Employee Assistance Programmes (EAP) and Work-Life services, will join forces with Workplace Options (WPO), the largest provider of Work-Life employee benefits in the United States and a current partner of Accor Services.

This strategic partnership will allow EAR’s growing portfolio of global clients to quickly and effectively extend coverage of their employee benefits outside the UK. It will allow WPO’s EAP clients to expand their work-life services internationally and will provide them with access to an extensive network of behavioral health providers throughout Europe. These combined forces will now be able to share ideas and investments, in order to bring innovative new products to the two most dynamic marketplaces for work-life and employee support services.

The partnership reinforces Accor Services’ global EAP/Work-Life strategy, which seeks to leverage shared quality/service standards and technology platforms with a strong local presence. Accor Services currently has EAP/Work-Life subsidiaries in the UK, the US, Australia and France. In addition, its rapidly expanding international network of affiliate partners enables Accor Services to provide EAP coverage in more than 35 countries and to reaffirm its leadership in the global HR benefit market.

Laurent Delmas, Managing Director of Accor Services UK, said:

“Our portfolio of international Blue Chip clients is increasingly telling us they need innovative products and services of the highest quality which are consistent across the geographies in which they operate. This is exactly what this partnership will deliver to our clients and their employees.”

Workplace Options’ Chief Executive Officer Dean Debnam said:

“This is an exciting development for both existing and prospective clients of Employee Advisory Resource and Workplace Options. Through this innovative partnership, leading global businesses will get the benefits of one contract to cover their employees in more than 35 countries.”

“We are delighted to offer a truly international work-life service to our clients in the U.S.,” said Alan King, president of WPO. “This also allows us to expand our emindhealth network to include mental health professionals in 12 European countries.”


For further information please contact:
Sandy Egan, Director of Service Promotion
(919)834-6506 x2161
Email: e-mail protected from spam bots

About Accor Services
Accor Services designs, develops and manages innovative solutions which combine personal aspirations of employee with employer's productivity objectives. Over 340,000 organizations and 21 million employees in 35 countries use our services. Accor Services belongs to the Accor Group, a public company with more than £5 billion revenues worldwide.
www.accorservices.com

About Employee Advisory Resource
Employee Advisory Resource (EAR) is the pioneer of EAP in Europe, established in 1981. EAR’s integrated approach to EAP includes a wide portfolio of services, including counseling, information services, management consulting, training and coaching. EAR has a track record of service innovation, including ManagerAssist™ and EAPDirect™, the UK’s leading Internet based EAP and Work-Life service. Over 300 organisations across Europe take advantage of EAR’s services.
www.ear.co.uk

About Workplace Options
Workplace Options (WPO) is America’s largest provider of Work-Life services and software that help EAPs and other third parties run their business more profitably and efficiently. Founded in 1982 and servicing nearly 15 million employees and their families, WPO is recognized for its innovative web delivery capabilities, flexibility and affordable pricing models.
www.workplaceoptions.com




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Groundbreaking Research Paper from Deploy Solutions Offers Alternatives to Companies Facing Hourly Hiring Dilemma

NEWTON, MASS. – June 30, 2006 – The best employees ultimately make up the best companies, and yet many companies still need a better system to help find and retain their hourly talent. That’s the bottom line of “Change, Challenge and Opportunities in Hiring the Hourly Workforce,” a new research report from Deploy Solutions, the premier provider of talent management solutions for market-leading corporations, and Mel Kleiman of Humetrics, Inc.

The report has been released to give employers information on how to attract, hire, and retain hourly employees, which make up nearly 70% of today’s 133.9 million workers in America. It can be downloaded from the Deploy Knowledge Center, located at www.deploy.com/kc.

It also explores how the most successful service companies are keenly aware of their job requirements, know precisely the type of employee they are seeking, and invest in the tools to promote better fits between employees and their jobs. Yet many companies still focus their energies on traditional means -- finding individuals who are unemployed and available to work, rather than top performers who are already working but desire a better job. The report also delves into pre-screening and assessments of candidates, accepting applications from multiple channels, timely processing of tax credits, and automating the recruiting and hiring process by through adoption of Hourly Hiring Management Systems.

“This paper covers the most up-to-date practices of hiring hourly employees, hitting on key technologies and management trends,” explained Deirdre Aubuchon, Chief Operating Officer for Deploy. “The methodology behind hourly hiring has shifted, which makes this whitepaper a valuable and timely resource for HR and operations professionals.”

Since 90% of a company’s best hourly employees could leave tomorrow and find a job making more money, decreasing turnover and increasing productivity are obvious cost savings resulting from better quality hires. The Institute for Retail Excellence estimates that turnover averages range from 52% for front line hotel and motel employees to over 200% in fast food chains.

The Institute also estimates costs associated with separation, replacement, training, and lost opportunity can range from $7,606 per employee in restaurants to $9,428 per employee in retail. A 5,000 employee company with 100% turnover and average turnover cost per employee of $8,500 will realize more than $4 million in annual savings with a conservative 10% improvement in retention. Despite such compelling evidence, Kleiman argues that most companies are stuck in a reactive hiring mode, and he lays out steps and ideas for employers to take a proactive approach.

To learn more, the paper can be downloaded from www.deploy.com/kc along with a complimentary automation spec sheet tool.

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: Hess, Sheetz, Flying J, The Pantry, Wakefern (ShopRite Stores), Tire Kingdom, Century Theaters, FedEx, 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, Mel Kleiman, John Sumser, and others.

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BMH Announces Series of Professional Development Webinar Courses To Help Clients Manage HR Responsibilities

[Dallas, TX, June 30, 2006] -- BMH announced today that it will sponsor the first in a series of professional development courses to help clients better manage their human resources responsibilities. The first Internet class will cover the creation or refinement of a company policy manual.

“Many of our clients are smaller organizations, and their HR staff wears a lot of hats,” stated Emile Bonnecaze, a principal at BMH. “Some are the sole person in Human Resources, or have a small team of support people. Others have the even greater challenge of juggling both HR and Payroll duties. Many have complained about being too overwhelmed in basic, mundane chores to focus on any particular area of responsibility.”

BMH’s goal in offering this series of courses is to help clients concentrate on and master a specific job function. Upon completion of the first course, a user should be able to build or refine a policy manual – an absolute necessity when dealing with their company’s position on the employment relationship. As we all know, poorly-written or non-existent policies can wreck havoc and possibly put the company in a legal liability situation, and as the HR “guardian,” no one wants to put themselves in that position.

Topics to be covered include employment policies (former employees, nepotism, EEO and sexual harassment, etc.); compensation (overtime rules, bonuses, garnishments, loans, etc.); time off (PTO, holidays, weather emergencies, etc.); employee relations (performance reviews, conflict of interest, voice mail, internet access, etc.); separation (voluntary/involuntary, reduction in force, etc.); and general policies such as acceptance of gifts, use of company credit cards and more.

Register now to participate in this valuable course. Cost is $150 per webinar connection. Two offerings will be provided:

Wednesday, July 19, 2 p.m.
Thursday, July 20, 2 p.m.
Internet Registration: Enroll Here
For more information, please contact Susan Williams at BMH
Phone 972-702-0892

This first course will be presented by Kathy Meyer of CDG & Associates.

About CDG & Associates

CDG & Associates is a national consulting firm specializing in the selection, implementation, and maintenance of Human Resources Information Systems and general human resources consulting. CDG and Cynthia Driskill, CEO, have received many awards, including the Ernst & Young Southwest Entrepreneur of the Year, Working Woman magazine’s National General Excellence Award, and The Greater Dallas Business Ethics Award. For more information, please contact Deborah Driskill at 972-250-4104.

Katherine Meyer specializes in providing comprehensive, turnkey human resources expertise to small and mid-size companies with limited Human Resources staff or even no internal human resources function. She is able to create efficient, innovative processes that become vital to organizational effectiveness. Kathy spent 32 years in the financial services industry, 24 years dedicated to the human resources function, both domestically and internationally.

About BMH, Inc.

Based in Addison , Texas , BMH, Inc. is a leading supplier of quality HR and Payroll software. Since 1980, BMH has been selling and supporting its software applications and their flagship product, the Open4® HRIS/Payroll Suite across the USA, Canada, and Puerto Rico.

Information presented in this course is not intended to provide legal or human resources compliance advice and should be used for general information only.

BMH is providing this professional development course as a service to our clients and prospects and is not responsible for information or services provided by third parties.



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TalentHook Features New Update Allowing Users to Search & Retrieve Resumes On Local Hard Drive.

Las Vegas, NV June 28, 2006 – TalentHook, serving recruiters and resume sourcers for over 7 years with cutting-edge spidering technology and industry-leading support and service, has announced an update to their product which allows users to search and retrieve resume files stored on their local hard drive.

Now integrated with the most popular desktop search applications, this new feature adds the ability to search local and network drives for resumes in all of the commonly used file formats including: Plain Text (txt), Rich Text Format (rtf), Microsoft Word (doc), Adobe Acrobat (pdf) and Web Page (htm, html).

“This update brings to users an additional layer of searching capability to their daily efforts by allowing the search and retrieval of resumes across the web as well as through their own hard drive,” said Phil Gonzalez, CEO of Resource Edge. “We remain committed to finding ways to make sourcing automation a faster, stronger reality for recruiting.”

TalentHook is licensed on a subscription basis because it is continually updated to preserve searching effectiveness and compatibility. That subscription affords users with free training, technical support, product enhancements and software updates. For more information on how to acquire TalentHook for your recruiting organization, visit TalentHook, or call: 800-979-HOOK.

About TalentHook
Founded by professional recruiters in 1999, TalentHook has been serving recruiters and resume sourcers for over 5 years with cutting-edge technology and industry-leading support and service. Combining state-of-the-art spidering technology and “in the trenches” understanding of the needs and wants of recruiters and sourcers, TalentHook is one of the premiere software packages in the market.



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PayScale Launches Application to Provide Real-Time Salary Market Metrics

SEATTLE, WA – June 27, 2006 – PayScale, a market leader in online compensation and benefits information and host to the largest ongoing real-time compensation database in the world, today announced the availability of PayScale Analytics. This web-based offering enables service providers industry-wide to instantly incorporate the most recent market-based salary information when processing loan applications, conducting performance reviews and benchmarking their compensation levels.

Possible applications for PayScale Analytics are broad and range from the lending industry to HR solutions. For example, PayScale Analytics addresses the problem of income overstatement within the residential mortgage market by providing a real-time salary validation for any mortgage application. The lender receives immediate feedback if a borrower's self-reported income falls outside the normal range for his/her job position, location, type of company, experience level and education. PayScale Analytics is also appropriate for a variety of popular HR technologies, including compensation, payroll, performance review and recruiting applications.

“What makes PayScale Analytics unique is that it is designed to be integrated directly with existing third-party technologies, providing the end user with seamless access to real-time market-based salary data within current processes,” said Mike Metzger, President and CEO of PayScale. “By providing more accurate information in an automated fashion, PayScale Analytics will help organizations improve their decision-making process.”

PayScale’s ability to present highly-targeted salary and compensation information stems from its unique data collection methodology. Every day many thousands of employees submit detailed job profiles, compensation, and workplace information to PayScale, to compare their pay with their peers and obtain market rates for their job, skills, type of company, location and more. This unprecedented depth of information allows PayScale to create reports that are specific and accurate. Once submitted to PayScale, every profile undergoes a series of tests designed to ensure data quality, and outliers are removed from reports. When a request is made for data, advanced patent-pending search algorithms are used to analyze every variable and determine the best match. Calculations are then performed on matching profiles to determine average salaries, bonuses, and other statistical information about the sample. Every report is
unique, and generated in real-time.

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 unique ability to match numerous 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.



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New Research: Employee Job Satisfaction Related to Individual Energy Management

June 26, 2006—Orlando, FL: Attention employers: want to increase employee job satisfaction? Free cafeteria food and flex time aren’t enough. An employee’s job satisfaction may depend as much on the positive mental, spiritual, physical, and emotional resources the employee brings to the workplace, according to data gathered from 75,000 working adults on a three-year study of personal energy management and work-life balance.

“The people who score in the top 10 percent of job satisfaction report they are also taking care of themselves in the mental, emotional, spiritual and physical realms,” says Dr. Jim Loehr, CEO of the Human Performance Institute in Orlando, FL. The source of Dr. Loehr’s data, the Full Engagement Profile, is based on the book titled The Power of Full Engagement.

“Furthermore, people who report the highest job satisfaction are highly self-confident individuals,” adds Loehr, who notes an 85% correlation between high job satisfaction and self-confidence. “They are not only satisfied with their jobs, they also feel competent in work and life. These two are mutually reinforcing.”

The top 10 percent of people said they “agree” or “strongly agree” with the statement, “I am happy and satisfied in my job.” They also exhibit positive energy management habits to a far greater degree than people in the bottom 10 percent of job satisfaction.

For instance, their average exercise and fitness score is 170 percent of those in the bottom 10 percent of job satisfaction. Their nighttime sleep score is 154 percent of those in the bottom 10 percent. Their overall rest and recovery, which includes daytime rest breaks and constructive diversions from work, is 149% of those with the lowest job satisfaction. Their nutrition is 126% of those in the lowest group. “These are individuals who have somehow found a way to harness their own sources of physical energy and motivation, in spite of the distracting environment in which most of us live today,” Loehr says.

Even more dramatic are the differences in the two groups’ management of “spiritual” energy—practices related to beliefs about the meaning of life. Those with the highest job satisfaction score about 250 percent higher on commitment, passion, self-confidence, vision, and purpose than those in the lowest 10 percent of job satisfaction.

“It is tempting, based on these numbers, to think that job satisfaction can be addressed through good candidate selection,” Loehr adds. “And to some extent, it can. But employers get only one chance at good selection with each opening they fill, while they have a daily opportunity to encourage people towards practices that renew physical energy, and as well as the opportunity to encourage employees’ self-confidence through training and recognition. If the tensions of the job take away energy, enthusiasm and time for self-renewal, the individual with high job satisfaction is at risk for becoming less engaged.”


TIP SHEET

FIVE WAYS EMPLOYERS CAN CREATE A SATISFYING WORK ENVIRONMENT

Dr. Loehr offers the following tips for encouraging job satisfaction, based on findings from Full Engagement Profile data:

1. Build employees’ competence and self-confidence through training, feedback and recognition. “There is a very close relationship between high job satisfaction and feelings of effectiveness on the job,” says Dr. Loehr. “Encouragement of genuine self-confidence is probably the number one way to achieve higher job satisfaction.”

2. Communicate the value of the organization’s products and services, and the role the organization plays in the marketplaces where it operates. “People with high job satisfaction also report an extraordinarily high sense of mission, vision and passion for their work,” says Loehr. “They feel their work is consistent with their values. They couldn’t achieve that feeling if their employers didn’t enable them to get meaningful insight about the value they provide to customers,” says Loehr.

3. Encourage and reward thoughtful risk-taking. “People with high job satisfaction also score high on the desire to try novel approaches, face challenges and perform problem-solving both individually and in groups,” says Loehr. “They appear to have an appetite for mission-driven change. They also rate themselves very high on perseverance.”

4. Encourage positive workplace relations. “People who are highly satisfied in their jobs report good feelings about their bosses, peers and coworkers,” says Loehr. “Their feelings of opportunity are elevated, and they perceive a low hassle-factor.”

5. Encourage meaningful rest breaks and light diversion. “High job satisfaction correlates strongly with the feeling of having fun at work,” says Dr. Loehr. “Highly satisfied individuals also report that they find it easy to wake in the morning, and that their sleep is deep and restful.” He adds, “This is consistent with our thirty years of research on world-class athletes. Top performers in every field know how to enhance performance through rest and recovery.”

Learn more about the work of the Human Performance Institute and Dr. Jim Loehr.

BACKGROUND ON THE HUMAN PERFORMANCE INSTITUTE AND DR. JIM LOEHR:

The performance experts at the Human Performance Institute, formerly known as LGE Performance Systems, have a proven track record for improving the productivity of elite performers. Headquartered in Orlando, Florida. the company was co-founded by performance psychologist Dr. Jim Loehr, Ed.D., author or co-author of 13 books including the national bestseller, “The Power of Full Engagement.” Loehr is a world-renowned performance psychologist whose work has been chronicled in leading national publications including the Harvard Business Review, Fortune, Newsweek, Time, US News and World Report, Success, Fast Company, and Omni. He has worked with hundreds of world-class performers from the arenas of business, sports, medicine, and law enforcement, including Fortune 100 executives, FBI Hostage Rescue Teams, and Army Special Forces.

For additional information, please contact Caroline Rivera at 407-438-9911.

The Full Engagement Profile is operated on behalf of the Human Performance Institute by http://www.performanceprograms.com?source=pressrel626 [Performance Programs, Inc., specialists in employee surveys, personality tests, and other workplace assessments]. Readers can take a free trial of the Full Engagement Profile.




END



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PayScale Announces Real-Time Compensation Data Solution for HR Professionals, Hiring Managers and HR Consultants

SEATTLE, WA – June 26, 2006 – PayScale, a market leader in online compensation and benefit information, today announced the availability of PayScale Professional. PayScale hosts the largest ongoing real-time compensation survey in the world. PayScale Professional offers a unique search platform to enable salary comparisons with actual profile matches based on factors such as, education, workplace skills, and length of service.

The product serves to more accurately support an organization’s salary structure, hiring plans, and business forecasting. HR managers, armed with real-time, specific and local, compensation data will now be able to better work with colleagues and prospects to highlight peer group compensation, provide defensible benchmarks, and allow for fair negotiations between employer and employee.

“PayScale has gained a reputation as a company that understands both the power of search technology and that accurate and reliable compensation data can be a strategic competitive advantage,” Marc Rodriguez said of Irvine Technology Corporation. “PayScale Professional has helped our firm make informed hiring decisions while gaining real-time local knowledge, in all the metropolitan areas we support, that previously did not exist.”

“Today’s employer pay challenges are far different than in the past. Workforce mobility, specialization and pervasive salary information require HR professionals to take a complete and comprehensive view to the setting of pay,” said Mike Metzger, President and CEO of PayScale. “Jobs are now about the position and the person. We recognize this reality and provide the tools to help organizations see the unique skills and attributes of the person behind the job title.”

“The continued adoption of technology and web-based services for HR professionals will only advance the strategic role that human resources plays within an organization. PayScale Professional is the kind of trustworthy and innovative product that can help firms make fact-based decisions,” said Debbie McGrath, President and CEO of HR.com.

Every day individuals submit detailed job profiles, compensation, and workplace information to PayScale, to compare their pay with their peers and obtain market rates for their job, skills, and location. PayScale’s ability to present highly targeted compensation stems from its unique data collection methodology. This methodology then helps create reports that are specific and accurate. Once submitted to PayScale, every profile undergoes rigorous tests to check for validity, and outliers are eliminated from the database. An advanced patent-pending search algorithm is used to analyze data on every variable and determine the best match. Calculations are then performed on matching profiles to determine average salaries, bonuses, and other statistical information about the sample. Every report is unique, and generated in real-time.

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.



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Take the Challenge: ISP Provides Employment Screening Benchmark Audit

Take the Challenge: ISP Provides Employment Screening Benchmark Audit

AUSTIN, Texas—June 23, 2006— Integrated Screening Partners (ISP) has launched a free employment screening benchmark audit for companies to evaluate their current employment screening provider to ascertain whether they are receiving the appropriate level of service.

Results reveal that most HR professionals are not aware of the tremendous variability of employment screening providers and the benefits that a relationship with a true HR partner can provide. Interested companies can submit their requests to take the ISP Employment Screening Benchmark Challenge at http://www.integratedscreening.com/isp_signup.asp?refer=mpr_isp_challenge through 2006.

"Today, the majority of firms use some type of screening services, but the difference between a baseline screening provider and a true recruiting partner is analogous to a telegraph and a Blackberry," said Jeff Collins, CEO of Integrated Screening Partners. "Based on our research of over 5,000 employers, 90 percent are missing out on critical services such as regular screening process updates, legal compliance practices and accuracy reporting."

Based on 2006 research, ISP reveals the Top Five (5) Employment Screening Myths:

1. All screens are the same

Every screen should be customized for what is needed – no more and no less. At first glance, many screens seem reliable, but upon further inspection are inaccurate. For example, county level research is the most common search used, but it is based upon an employee’s living history (counties where an individual has lived or worked). If crimes or charges occurred outside the living history the results will not be accurately displayed by most screening providers. Additionally, any crimes committed at the federal level are not captured by state and/or county searches.

2. Accuracy does not vary widely across screening providers

ISP research reveals two common mistakes: 1. Database searches, which many large screening companies employ because they are inexpensive, capture only 50 percent of the needed data because different states have different requirements. Each state has different requirements on what county level information must be rolled up to the state level; i.e. whether to require misdemeanor information. Other states have nine to eighteen month time lapse on reporting. 2. Using wholesale information bought and sold between database and screening providers. There is no adequate quality control methodology when using data from disparate sources.

3. Employment screening does not have a major impact on operating expenses or revenue generation

Baseline screens focus on weeding out criminals, but wider screens, such as employment and education verifications, improve human capital performance because the best indicator of future success is past performance. A true HR partner digs into an organization to identify the best reference points and also checks the verity of the people completing the references.

4. Customer service does not impact quality-of-hire or time-to-fill

The service behind the screen matters. ISP’s philosophy, regardless of its status as an industry leader with 1.7 average turnaround time, is that customer service, dedicated to accurate screens and legal compliance, improves human capital performance. One ISP client found that positioning their drug screens ($20 per screen) in front of the employment screen ($70) for one department led to a cost savings in hiring costs and ensured that hiring manager spent their time on qualified candidates.

5. All providers are data secure and legal compliant

“It would be a wonderful world if security was a non issue,” said Joel Pearson, ISP representative “Many firms in our industry have had security breaches recently. If you are not receiving regular security updates from your provider how do you know they are staying on the cutting edge?”


ISP’s research divulges that HR professionals are paying too much for pre-packaged screening that consists of a database search and an incomplete http://www.integratedscreening.com/isp_signup.asp?refer=mpr_isp_challenge [criminal background check]. Further complications result because of a slow turnaround time on education and/or employment verifications. Take the ISP Employment Screening Benchmark Challenge at http://www.integratedscreening.com/isp_signup.asp?refer=mpr_isp_challenge.

“A true HR partner can make the difference between screening applicants to keep criminals out versus screening applicants so that hiring managers can select their first choice for the position,” said Jeff Collins, CEO of ISP.

Professionals interested in receiving the most from every background screen and from their screening provider should take the ISP Employment Screening Benchmark Challenge at http://www.integratedscreening.com/isp_signup.asp?refer=mpr_isp_challenge.

About Integrated Screening Partners
Integrated Screening Partners (ISP) understands the importance of investing in human capital, and our goal is to provide the essential information required to make the right hiring decisions in the shortest amount of time possible. Our global client list includes Fortune 100, small and midsize companies as well as education institutions and trade associations.

ISP provides a service level that clients were not aware that they were missing. To learn more, contact us for your customized report to help you recruit, hire and retain quality employees.

Media contact
Charles Bedard
Director
817-204-0389
Take the ISP Employment Screening Benchmark Challenge at http://www.integratedscreening.com/isp_signup.asp?refer=mpr_isp_challenge.

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Employee Engagement Is Still a Goal Not Reality Warns BlessingWhite Study

PRINCETON, N.J.—06/22/06 -- The latest Employee Engagement Report by global consulting firm BlessingWhite indicates that even though the majority of employees express positive feelings about their work, their employers, and even their managers, less than one-fifth are fully engaged in their work. “Engaged employees are not just happy or proud. They are what we call ‘enthused and in gear,’ focusing their talents to make a difference in their employer’s success,” explains Christopher Rice, BlessingWhite’s President and CEO. “We found that only 18% of our survey respondents had all the pieces of this engagement puzzle in place.”

According to the report, lack of alignment is a primary reason for so few employees being fully engaged. Rice observes, “For the third year in a row, our survey results indicate that strategy isn’t getting very far out of the boardroom. Although more respondents this year indicated that their organization’s strategy is well communicated (41% vs. 33% in 2005), only 19% indicated that they believe daily work priorities are linked to a clearly communicated strategy. Our findings suggest that a lot of well-meaning, hard-working employees are spinning their wheels on work that may not matter much to their employers. Sooner or later, their attitude will take a nose-dive or they’ll burn out.” Another key finding: Strong manager-employee partnerships lead to more engaged employees.

This year’s report also found that more than two-thirds of employees do not see visible actions by their employers to increase employee engagement. According to Rice, “We’re not suggesting that organizations implement workforce initiatives emblazoned with ‘engagement’ in neon letters. There is evidence, however, that if leaders begin talking about engagement or conduct employee engagement surveys, they need to be vigilant in helping their workforce understand what’s happening as follow-up.”

BlessingWhite’s 2006 Employee Engagement Report includes recommendations for driving organizational clarity, tapping into the self-interests and motivation of individual employees, and helping managers link business imperatives with employee needs.

About the Study
An online survey link was emailed in April 2006 to individuals representing a cross-section of job functions, job titles, and industries. 73% of the 714 respondents reside in North America, 15% in Europe, and 11% in Asia-Pacific. Nearly two-thirds hold management or supervisory titles. For an executive summary or the full 2006 Employee Engagement Report, contact Deb Ackles at Dackles at Bwinc.com or call 908-904-1000 X8171.

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 thousands of 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.

Media Contact: Deb Ackles at Dackles at Bwinc.com or call 908-904-1000 X8171.
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MIDRANGE SOFTWARE, INC. ESTABLISHES OEM AGREEMENT WITH NETEDGE DEVICES LLC Leading HR solution provider incorporates TA7000 Data Collection Device

Scottsdale, Ariz., June, 22, 2006 – Midrange Software, Inc. along with its affiliated company, Innovative Personnel Solutions, LLC (IPS), a leading developer and service provider of sophisticated Human Resource and Payroll applications, has entered into an OEM relationship with NetEdge Devices, LLC to integrate its applications into the TA7000 data collection terminal series.

Under the terms of the agreement, Midrange/IPS will sell under private-label, NetEdge’s TA7000 data collection terminals as part of its automated workforce management suite. The TA7000 terminal, which provides advanced data tracking technology, is integrated directly into Midrange’s human resource suite, enabling automated capture of critical workforce information. Through this integration, Midrange is able to deliver robust workforce automation functionality, including time and attendance tracking, employee self service, and access control.

“Working with NetEdge has given us the opportunity to provide a turnkey workforce management solution to our customers,” said Jacques J. Ohana, President of Midrange Software, Inc. “With features such as Power over Ethernet, wireless capability, expanded memory, color touch-screen, and biometrics -- we can deliver a more sophisticated solution to customers who require a higher level of security and the ability to track detailed workforce information,” continued Ohana.

Built on a Linux platform and programmed using industry standard C# language, the NetEdge data collection terminals improve application development time by giving OEM partners flexible programming capabilities. NetEdge’s OEM program also enables application developers and integrators to deploy highly customized applications that serve a variety of needs in industries such as HR, labor management and manufacturing/distribution.

Commenting on the partnership, Jon Weiss, Vice President of Business Development for NetEdge Devices said, “NetEdge is pleased to announce the OEM partnership with Midrange. The combination of Midrange’s software and NetEdge’s device technology delivers an advanced solution that enables customers to effectively track and manage critical Human Resource data.”

About NetEdge Devices, LLC
NetEdge Devices, LLC, manufactures a series of technologically advanced data collection devices that increase operational efficiency and decrease costs in labor management practices. Sold through OEM channels, the TA7000 data collection series provides advanced data tracking for multiple applications across a variety of industries including HR/payroll, manufacturing/distribution ERP, and access control. For more information on NetEdge Devices or the TA7000 terminal series, please email e-mail protected from spam bots or visit the Company’s website at www.netedgedevices.com.

About Midrange Software, Inc. and Innovative Personnel Solutions, LLC
Since 1987, Midrange Software has been providing its clients with innovative software and world-class customer service. Midrange Software is a leading developer of sophisticated solutions that protect, manage and analyze companies and their employees. The solutions assist companies across a broad range of sizes and industries. By working individually with customers, Midrange Software’s leadership has helped organizations streamline their human resources and payroll departments. Now, with the addition of Innovative Personnel Solutions, LLC as the Human Resource and Payroll services provider, through Web hosting, Midrange’s solutions are now available to benefit businesses of any size in any industry. For more information on Midrange Software or IPS please visit them at: www.midrangesoftware.com and www.ipspays.com.

NetEdge Devices, LLC is a wholly owned subsidiary of Time America, Inc. (TMAM.OB)



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NCOA Praises House Action on Older Americans Act and Its Emphasis on Benefits Outreach

WASHINGTON, D.C. -- The National Council on Aging (NCOA) commends the House of Representatives for passing the Senior Independence Act (H.R. 5293) without dissent. The legislation would reauthorize and strengthen services offered under the Older Americans Act, the chief federal law governing the organization and delivery of a number of social services for older Americans.

Passage of the bill represents important progress toward achieving the number one priority of the once-per-decade White House Conference on Aging - reauthorization of the Older Americans Act. The final report from the conference is expected in July.

"The House bill contains many of the recommendations advocated by NCOA," said Howard Bedlin, vice president of Public Policy and Advocacy. "We are particularly pleased that it contains a provision that will support further efforts to reach out to and enroll seniors with limited income and resources in benefits they are eligible for. The provision has the potential to boost efforts significantly to find and enroll additional low-income seniors in the extra help provided under the Medicare Prescription Drug coverage. These beneficiaries now comprise fully 75% of those still without drug coverage."

"Means-tested benefits programs historically have been under-utilized either because seniors or their families don't know about them or find it too difficult to apply and enroll. If enacted, this bill begins to provide a framework for hope for millions of vulnerable seniors," Bedlin added.

NCOA is a leader in helping seniors and those who help them access benefits programs, pioneering the Web-based BenefitsCheckUp service (www.BenefitsCheckUp.org) that has provided help in finding benefits for more than 1.5 million people since 2001. NCOA also chairs the 104-member Access to Benefits Coalition that provided support for localized outreach and enrollment help during the recent Medicare Part D educational campaign. It also led the My Medicare Matters campaign that personally assisted 200,000 people with Part D education leading up to the May 15th Part D deadline.

The bill also includes many of NCOA's recommendations on increasing civic engagement of seniors as well as support for evidence-based health promotion and disease prevention initiatives, and for NCOA's Family Friends program.

A committee vote in the Senate on Older Americans Act reauthorization legislation has been tentatively scheduled for June 28th.

Founded in 1950, the National Council on Aging is a charitable organization dedicated to improving the health and independence of older person and to increasing their continuing contributions to communities, society, and future generations. For more information on NCOA, visit www.ncoa.org.

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Lore Continues to Expand Its Associate Network through a Robust Certification Process

Durango, CO, June 21, 2006 – http://www.lorenet.com/Home.asp {Lore International Institute} announces its 14 newly certified coaches and faculty members. Lore instructors have coached more than 15,000 executives in the past 15 years. Its success in finding and maintaining successful coaching clients is due, in part, to its rigorous recruiting, certifying, and supporting procedures for its executive coaches and faculty.

“Excellent executive coaching begins with finding exceptional people to serve as coaches,” said http://www.lorenet.com/assets/Bios/terry%20bacon%20lore%20n%2002.14.05.pdf?s=Terry {Dr. Terry Bacon}, Lore president and CEO. “Lore employs corporate-level coaches who have undergone some of the toughest certification standards in the industry.” In fact, of the more than 200 coaches worldwide, more than 40 percent have Ph.D.s in psychology or a related field, 98 percent have a master’s degree, more than 50 percent have coached C-level executives, and nearly 40 percent have held C-level positions.

After coaches have been carefully selected, they complete a meticulous certification process that includes completing one of Lore’s 360-degree assessments and giving feedback on how they like to be coached. Lore coaches are then taught to master Lore’s Adaptive Coaching Model using the nuances of nondirective coaching and the skill of challenging executives productively by providing concrete, tangible, and specific behavioral feedback.

This Adaptive Coaching Model, developed by Bacon, allows the coach to tailor an approach to meet the needs of the coachee. Through is three dimensions of locus (directive versus nondirective), scope (programmatic versus circumstantial),and focus (specific versus holistic), Adaptive Coaching establishes the importance of adapting to clients’ coaching preferences and shows coaches how to understand what it means to work within the client’s context and to be more effective at helping clients change and develop.

“Lore offers many distinctives of our coaching services including the fact that we incorporate accountability within our coaching process. We also are extremely results focused, and have comprehensive and disciplined processes and reporting procedures. Examine our results--we incorporate breadth and depth of resources, exceptional coaches, and flexibility in working with our clients,” said Bacon.

Lore’s most recent certified coaches and faculty members are well-equipped to guide successful leaders and lead organizations through times of dynamic, often radical, change and growth. This elite group represents former Fortune 50 executives, authors, a publisher, clinicians and well-established management consultants who have experience in nearly every business field--from aerospace technology to health care, manufacturing, and pharmaceutical to IT and visual arts.

About Lore International Institute
Lore International Institute is a privately held, global executive development firm, serving the global business community. Since 1989 Lore has been providing clients with a range of professional development solutions including organizational consulting, executive coaching, executive education, and business development services. For additional information about Lore, contact Jennifer Kwiatkowski, communications manager, at 800-866-5548.

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Accolo acquires Teten Executive Recruiting; combined firm is innovator in using social software and online networks for recruiting

Press Release
For Immediate Release
June 22, 2006

Accolo acquires Teten Executive Recruiting; combined firm is innovator in using social software and online networks for recruiting

Larkspur, CA – June 22, 2006 – Accolo, Inc. today announced the acquisition of Teten Executive Recruiting, a retained executive search firm that specializes in using social software to reach and recruit the most qualified candidates. The firm focuses on the hedge fund, private equity, and strategy consulting industries. Founder and author David Teten joins Accolo’s Advisory Board.

David Teten said, "I first came across Accolo ( www.Accolo.com) in my research for my book about online networks, became a client, and then created a partnership with them. When I learned how they had re-engineered the recruiting process to incorporate the power of online networks, I thought: this is the way recruiting should be. I think that the traditional recruiting model is broken and painfully inefficient, and I am excited to have the privilege of working with a team that understands the logical way that companies should manage the process of finding great people."

In this cash and stock deal, Accolo gains access to Teten Executive Recruiting ( www.TetenCo.com) clients such as American Real Estate Partners, Net2Phone, OfficeTiger, Trium Group, Zacks Investment Research, and IDT Entertainment. All existing and new Teten Executive Recruiting clients have been moved to the Accolo platform. Teten Executive Recruiting is known as a thought leader in using blogs, listservs, online communities, social network software, relationship capital management software, and biography analysis software for recruiting.

John Younger, CEO of Accolo, commented, "We were excited about Teten Executive Recruiting's list of lighthouse clients and its deep expertise in online networks. This acquisition is the logical culmination of a mutually beneficial relationship. The company is providing us with new strategies to continue raising the bar, and new clients to take advantage of our growing senior executive search capabilities. Just in the past year, we have recruited CIOs, CEOs, CFOs, and Vice Presidents for companies with revenues of $5 million to $1.5 billion."

Jon Weber, President of American Real Estate Partners (NYSE: ACP), commented, "Finding top talent quickly and efficiently is a high priority for us. We’ve been pleased with the way Teten Executive Recruiting and Accolo combine their talents to save us time and money to hire the best people. Their solution has worked well for several of our companies”

Martin Babinec, CEO of TriNet (www.TriNet.com ), emphasized, “TriNet’s long association with Accolo has been borne out of a deep faith and confidence in the company’s innovative approach to sourcing and recruiting. The fact that Accolo’s team continues to seek out partners that will expand and deepen its already impressive service delivery is proof that the company won’t rest on its laurels. TriNet is enthusiastic about Accolo’s latest milestone and looks forward to its future successes.”

David Teten, CEO of Teten Executive Recruiting, is coauthor of the first business book on these strategies and technologies, The Virtual Handshake: Opening Doors and Closing Deals Online. He runs a business resource guide and blog about online networks at www.TheVirtualHandshake.com . David also co-writes a monthly column about online networks for www.FastCompany.com, and was recently honored as a "Future HR Leader" by Human Capital magazine for his innovative use of social software. David is a member of the Advisory Board of the Word of Mouth Marketing Association (www.Womma.org), which is also an Accolo client.

David Teten will continue in his current role as CEO of Nitron Advisors, LLC (www.NitronAdvisors.com ). Nitron Advisors provides hedge funds, venture capitalists, other institutional investors, and law firms with direct insight from a broad network of senior industry experts, located at www.CircleofExperts.com.

About Accolo

Accolo has built proprietary, patented software and processes that automate roughly 80% of the recruiting process. Accolo leverages this toolkit to provide Recruitment Process Outsourcing services, becoming part of a company's internal recruitment function. Accolo's unique application of the “art” of recruiting within a highly automated framework, along with a network of over 300,000 past and present candidates, delivers quantifiable improvements in recruiting quality, efficiency and cost. Our clients meet the top performer they will hire in an average of 13 days. The average company spends 15.9% of an employee's salary on recruiting; Accolo clients spend less than 9%.

The company is the HRO World 2005 Recruitment Process Outsourcer of the Year and a founding member of the Recruitment Process Outsourcing Association(www.RPOAssociation.org). The Company was founded in 2000 and its investors include Vedior (Amsterdam: VDR, www.Vedior.com ) and TriNet ( www.TriNet.com ). Accolo works with such leading customers as JDS Uniphase, Blue Shield of California, Starmine, CMP United Business Media, ValueClick, Verity, and PRNewsWire. For more information, visit www.Accolo.com.

Contact
Diane Hassett
e-mail protected from spam bots
415-785-7833 x220

David Teten
e-mail protected from spam bots
1-212-682-5875


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Combining HR and Supply Chain: Top Five Ways to Drive Bottom-Line Contributions

SAN FRANCISCO, CA, June 22, 2006 – Combining services supply chain tactics and human capital management strategies enables corporations to leverage the global talent boom and realize bottom-line cost savings on employee acquisition and spending, improve critical talent metrics like quality-of-hire and time-to-fill as well as ensure compliance and risk management all of which are difficult with traditional HR practices. These methods are detailed in Axiome Sourcing's white paper “Combining HR and Supply Chain: Top Five Ways to Drive Bottom-Line Contributions.”

The white paper discusses trends in labor and five essential (and executable) steps for maximizing the value of HR business processes and the resulting cost savings. You can obtain this whitepaper by registering for the July 11th web seminar, entitled “Combining HR and Supply Chain to Create Tangible Results” at http://www.axiomesourcing.com. Axiome Sourcing details how to combine both contingent labor HR and supply chain practices to achieve reduced costs and compliance.

The white paper and webinar provide tangible methods for improving competitive positioning in a flat marketplace. Topics covered include:
 How to implement and manage your global sourcing strategy;
 Tactics for reducing time-to-fill and labor costs;
 Improving labor utilization and vendor relationships; and
 Managing contingent labor compliance and governance from procurement to invoice payment.

Register for Axiome’s upcoming webinar and receive “Combining HR and Supply Chain: Top Five Ways to Drive Bottom-Line Contributions” at http://www.axiomesourcing.com


About Axiome Sourcing
Founded in 2004, Axiome Sourcing assists companies in reducing costs, enforcing policies and minimizing risks associated with sourcing and managing global contingent labor and third-party services. Axiome’s Resource Management System -- A R M S(sm) -- a best-in-class Business Process Management (BPM) Suite, enables governance through technology to improve business agility and operational performance. For more information on Axiome Sourcing visit www.axiomesourcing.com


Contact Information
Nancy Morales
Axiome Sourcing
http://www.axiomesourcing.com
408-365-8800

Register for Axiome’s upcoming webinar and receive “Combining HR and Supply Chain: Top Five Ways to Drive Bottom-Line Contributions” at http://www.axiomesourcing.com




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BlessingWhite Announces New Leadership in its Western Region

Princeton, N.J.--06/21/06 -- Mira Ringler and Molly Rosen have been selected to lead BlessingWhite's Western Region Operations. Ringler will lead operations in Southern California and Asia-Pacific, and Rosen will oversee the Pacific-Northwest operation. Both Ringler and Rosen will be based in BlessingWhite's San Francisco office. President and CEO, Christopher Rice, announced the appointment by stating, "we are lucky to have the combined expertise and experience that Mira and Molly bring after years of success in the HR Consulting industry."

Ringler joined BlessingWhite in 1998 and specializes in solutions that affect employee engagement & retention, leadership development, career development and executive coaching for companies such as Charles Schwab, Hewlett -Packard and Yahoo!. Prior to joining BlessingWhite, Mira worked at The Advisory Board, a Washington D.C. based research think tank. She received her BA from the University of Michigan in Ann Arbor.

Rosen returns to BlessingWhite after her previous 8 year tenure with the company. She has significant experience consulting leading retail, high tech and healthcare companies in the areas of leadership communication, blended learning approaches and coaching. Rosen has presented at the Elliott Masie’s Learning2005, the annual SHRM Conference, and at the Executive Roundtable at Santa Clara University. Rosen earned her MBA at the Anderson School at UCLA and her BA from UC Berkeley.

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 thousands of 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.

Contact: Deb Ackles at Dackles at bwinc.com or call 908-904-1000 X8171.
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Paradigm Learning Speeds to Market with FastMaps. Accelerated High-Impact Communication for Fortune 1000 Companies.

TAMPA, Fla, June 20, 2006 - Speed and clarity are two essential ingredients when competing in today’s high-performance business environment. Paradigm Learning, the leader in Discovery Maps, business games and simulations, has developed FastMaps™, fully customized, fast-paced employee communication programs developed for organizations with a ready-to-launch message.

Using Paradigm Learning’s rapid-development process, teams of instructional designers, consultants and artists work with companies to create the organization’s own communication program within just six weeks.

Organizations use FastMaps™ when key business issues have already been well developed and documented and senior management needs information delivered quickly.

“With FastMaps, a faster design process means faster deployment and faster return on our clients’ training investment,” says Raymond D. Green, CEO and co-founder of Paradigm Learning.

“FastMaps are an offshoot of Paradigm Learning’s original Discovery Maps®, used by clients when they need help clarifying strategic messages and rolling them out to employees. “The FastMaps development process gets existing messages out even more rapidly, transferring knowledge to the learner with extreme precision,” adds Green.

FastMaps are fully customized educational sessions designed around a colorful, dynamic, table-sized “map” that creates the visual foundation for a 60 -minute learning experience.
In a classroom setting, teams of learners work together to explore the map’s content, discuss issues and develop insights.

FastMaps, dynamic and interactive, are enhanced with game elements, discussion question cards, simulations and other discovery learning techniques to plunge participants immediately into the exploration of information. They become actively engaged in a high-impact learning experience that ensures higher retention and greater commitment.

ABOUT PARADIGM LEARNING

Paradigm Learning is a privately held company based in Tampa, FL. Since 1994, it has worked with more than half of the companies on the Fortune 500 list, creating award-winning business games, simulations and communications tools to address specific business needs. Its flagship program, Zodiak®: The Game of Business Finance and Strategy, has been played by more than one million people worldwide. Other products address such issues as leadership, teamwork, project management and organizational change.

NOTES TO REPORTERS AND EDITORS

In addition to the above topics, Paradigm Learning President Catherine J. Rezak and CEO Raymond D. Green are available to discuss the role of employee education within the modern workplace. To arrange an interview with Paradigm Learning executives and experts, or for more information about the company and its programs, please call Diana Blackburn at 813-287-9330 or email at e-mail protected from spam bots




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Legiant Expresses a New Time and Attendance Breakthrough

AUSTIN, Texas – June 21, 2006 – Legiant, a leading provider of workforce management software, announced the release of their first rapid deployment Time and Attendance system: Legiant Express.

Gina Ross, Legiant's President, described their vision, "When we started engineering Legiant Express, our goal was to provide the key benefits our flagship system, Legiant Timecard, with easy adoption by the customer. Legiant Express retains the same robust zero footprint architecture of Legiant Timecard, and achieves rapid deployment by leveraging our core time and attendance functionality into preconfigured templates." Those templates cover the common configuration choices in a standard system, but reduce the effort and time required to deploy that system. The entire implementation process can be measured in minutes rather than weeks.

Legiant Express equips companies with the tools to establish a more productive workforce and a more accurate payroll. Supervisors and employees are empowered with the ability to view and generate workforce management information in real-time.
When Legiant says they automate the "core capabilities," they mean all the core capabilities. The Legiant Express system is unique in providing salary and hourly employees' features such as employee self-service, leave requests, reporting, messaging and even time and project recording. Express also supports a host of data capture options including PC, Badge and Biometric Readers.

Automated time and attendance systems have proven themselves capable of saving companies up to 7% of their gross annual payroll and cutting payroll processing time by 80%. Legiant Express was designed for companies that want to start achieving these results immediately. Visit http://www.legiant.com/express for more information on Legiant Express.

About Legiant
Legiant is a privately held company based in Austin, Texas that provides innovative time and attendance solutions. Their solution manages hourly, salaried, and exempt time employees. Legiant workforce management software is your answer to complete, easy labor management and employee self-service. Legiant can be found online at http://www.legiant.com.


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DDC Group Concludes Global Summit; Releases News Bulletin #8

FOR IMMEDIATE RELEASE

(New York, NY; & London) June 21, 2006 - DDC Group (www.theddcgroup.com ) reports a successful conclusion of the 2006 DDC Group Global Summit, hosted in Edinburgh Scotland and releases News Bulletin #8 - June 2006.

Highlights of News Bulletin #8 include:

- The successful introduction of DDC OS (www.ddcos.com ) into the DDC Group & expansion of DDC outsourcing services in the UK market

- Sector commentary by DDC HRO (www.ddchro.com) on the growth trajectory in "human capital BPO" and "knowledge work" outsourcing

- An update on DDC support provided for Philippine disaster relief efforts

- DDC's equity investment in OS2i for offshore recruitment process outsourcing services

New products and services also featured include: DDC Host™ for capture, management and client utilization of Accounts Payable, Finance and Human Resources-related information.

A copy of Newsletter #8 may be viewed at the following location: http://www.datacapture.com/ddcgroup/resources/newsletters/DDCNewsletter8.pdf and prior issues may be located at: www.ddchro.com and www.theddcgroup.com


About DDC HRO and the DDC Group of Companies

DDC HRO is a member of the DDC Group of Companies. The DDC Group ("DDC") is a privately held portfolio of companies, providing human capital BPO solutions and global data processing solutions for forward-thinking companies and organizations worldwide. For further information, please visit: www.ddchro.com and/or www.theddcgroup.com -- or contact:

Ann Forde-Johnston, Head of DDC Group Marketing: (+44) 1704-551134


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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.

NEWS RELEASE Supportive Solutions, Inc. Expands Operations to Meet the Needs of a Rapid Growth

Pittsburgh, PA – June 20 2006 - Supportive Solutions, Inc. (SSI) expanded its operations into a new facility at 3145 Carson Ave, Suite 2, Murrysville, PA 15668 on June 1st, 2006. SSI’s 24/7 crisis-line remains the same (1.800.982.8522), as does its main business-line (1.724.325.3367). SSI is a nationwide woman-owned business that specializes in 24/7 telephone and on-site crisis response services for both the corporate and EAP industries.

Opening the doors for business in February of 2005, Supportive Solutions’ rapid expansion is attributed to the emphasis on teamwork and customized services offered to their clients. Relationship building and communication are the foundation for a seamless crisis response and SSI has been committed to these goals since its inception. Unfettered by previous crisis response models that have limited the options available for those impacted by a crisis event, Supportive Solutions focuses on providing a flexible, evidence-informed response service that can be readily adapted to most workplace environments.

“Our steady growth pattern is exciting. This is a testament to the quality of services that we provide as well our ability to be competitive in the business arena. Our decision in the beginning to focus on quality rather than size has been a wise one. We would rather say “no” than provide a substandard service or one which is not reflective of our standards of practice. We knew this position would be a risk, but it has paid off”, explains Tonya Slawinski, President of SSI.

Vice President Mary Cardin says “we are excited about this move for many reasons, but the main one being it affords us ample space to expand our operations and employee base as the demand for our crisis response services grows. Quality of our services and consultants has always been our focus and goal and we are very pleased that the corporate world is recognizing and demanding the need for our approach and for our quality-driven crisis support services. As evidenced by our growth, clients like being remembered and given individualized attention when they call with a crisis need.”



You can visit the SSI website at: www.supportive-solutions.com, click on “serving the business community”


Questions? Contact the following individuals for more information about Supportive Solutions, Inc. and/or about this expansion:


Tonya Slawinski or Mary Cardin
Supportive Solutions, Inc.
Murrysville, PA
1.724.325.3367
1.800.982.8522




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

Employers: Are Your Employee Gifts Ending up on EBay?

DAYTON, OH -- June 20, 2006 – Zlimit.com, an online incentive and reward company, recently performed a search on the popular auction site eBay® and found dozens of items where the seller indicated the gift was from his or her company. While this may not be surprising to some people, the variety of items listed illustrates how traditional corporate gifts no longer hold the value they once did.

“Employers purchase gifts for their employees for a variety of reasons: to boost morale, to encourage results or to reward certain behaviors. The last thing you want to have happen as an employer is for the gift to be resold,” explains Jeff Hock, eMarketing Manager for Zlimit.

Some of the items found up for auction were typical corporate gifts: company watches, high-end pens and jackets. Others were more surprising. “We found several iPods,” says Hock. “This came as a surprise since the iPod has been high on people’s wish lists for the past few holiday seasons. Other surprising items included a Hermes® leather men’s wallet and Adobe® Photoshop® software.”

How can an employer ensure its gifts to associates won’t be similarly discarded? “There are several approaches an employer can take,” Hock explains. “One way would be to learn each employee’s likes and dislikes, then buy each individual a unique gift. This of course is terribly time consuming and difficult. Another approach would be to purchase gift certificates. Unfortunately, these have downsides too -- they feel too much like cash and not like an actual reward. The best option is to let the employee choose their own gift within a given budget.”

Zlimit.com is an online incentive and reward company, with a simple concept: employers set a budget for each employee and pre-purchase gifts at award levels varying from $50 to $1,000. The employees then log on to the site and choose their specific gift from a list of items at that award level. Shipping is included so the employee never has to put in their own money, unlike gift certificates. “Fortune 500 companies have been using similar merchandise-based incentive programs for years,” says Hock. “What Zlimit has done is made it affordable for small and medium sized businesses. With Zlimit, there are no setup costs or minimum budgets.”

About Zlimit:
Zlimit is an online employee reward and incentive provider based out of Dayton, Ohio. For more information visit http://www.zlimit.com

Media contact:

Jeff Hock, eMarketing Manager
Zlimit.com
(937) 824-8246

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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.