Jobster and PayScale Seal Partnership

SEATTLE — August 31, 2006 — Seattle-based firms, Jobster and PayScale, announced today their partnership agreement and technology integration. Jobster, an online recruiting service that simplifies the difficult process of making successful career matches for both jobseekers and employers, and PayScale, a market leader in online compensation and benefits information and host to the largest ongoing salary survey in the world, will provide jobseekers and employers with the freshest online job postings combined with valuable compensation intelligence.

Jobster will integrate a “Research salary on PayScale” link into every job listing giving Jobster users direct access to the most up to date salary information for each job listing search. In addition, PayScale will promote targeted Jobster job listings within My PayScale giving PayScale users access to highly relevant job opportunities while researching salary information.

“Jobster believes that access to user generated content from employees is essential to making great career decisions. For this reason, we are excited to partner with PayScale to provide Jobster.com users with insightful and relevant salary ranges they can expect in their future employment opportunities,” said Jobster CEO Jason Goldberg. “The detailed salary information provided by PayScale will give jobseekers a more complete picture of the jobs they are most interested in.”

The Jobster.com and PayScale partnership will strategically marry career and salary searches. For example, a person living in Boston, but seeking a career opportunity in San Francisco would use the Jobster.com search engine to find relevant job opportunities in the Bay Area indexed from a number of job boards and employer sites from all across the web. Once the jobseeker identifies the job that best matches their interests, they can quickly click on a PayScale link to bring up a salary range for that particular job listing.

"PayScale's focus is making real-time and accurate salary intelligence easily available to employees and job-seekers. Our new relationship with Jobster is a perfect fit because it brings together job postings and the specific position's compensation," said Mike Metzger, President and CEO for PayScale. "With this joint solution, individuals can quickly and efficiently receive active and real job opportunities from Jobster as well as credible and current salary information from PayScale for the specific jobs being searched."

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. 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


About Jobster

Founded in 2004, Jobster’s mission is to help people meet their potential by providing innovative online services that enable meaningful career matches. Every day employers and jobseekers around the world rely on Jobster to connect with each other. Starbucks, Expedia.com, Boeing, Premera Blue Cross, Microsoft, Google, Philips, Samsung, Boston Scientific and 15 percent of Fortune 100 employers use Jobster to find the great people they cannot find elsewhere. Jobster has offices throughout North America and the U.K. and is backed by industry-leading investors Ignition Partners, Trinity Ventures, Mayfield Fund and Reed Elsevier Ventures. For more information, visit http://www.jobster.com.

For more information please contact:

Steven Gottlieb (for PayScale)

Zeno Group

(206) 404-7101

e-mail protected from spam bots



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

Time and Attendance SWAP

AUSTIN, Texas – August 30, 2006 Legiant, a leading provider of automated time and attendance systems, announced plans to extend their popular Superior Workforce Automation Program (SWAP) for another year.

SWAP was designed to liberate businesses from workforce management solutions that no longer fit their needs. This program allows organizations to trade-in and trade-up their existing systems and receive up to the current value on a new Legiant Timecard solution.

Legiant's marketing manager, Kate Morris, said that "SWAP continues to be a success because there are many companies that are serious about taking time and attendance to the next level, and this program removes all the barriers from getting there."

The offer has also been effective because it isn’t just for companies that want to trade in their legacy software and hardware; it's for companies that want to trade in the headaches and hassles that accompany manual processes. Legiant's workforce solutions consistently reduce labor costs by up to 5%, reduce payroll preparation time by up to 80%, and achieve accurate and consistent application of all pay rules.

What do these companies get in return for their obsolete time accounting system? Legiant Timecard V10; a real-time, zero footprint application that delivers powerful employee self-service, attendance tracking, enhanced scheduling, hours and attendance, paperless leave requests and intuitive ad-hoc reporting.

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.



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

Dedicated Participant Relationships, Flexibility are Keys to Successful Results, says Leade Health Coach

Ann Arbor, MI – August 30, 2006 – “I know that what I do every day makes a difference, and I’m not sure I felt that way in other traditional healthcare settings,” says Suzanne Falaschetti, a health coach for Leade Health.

A pioneer in the field of health coaching, Leade Health maintains a unique business model where coaches and participants work together for 12 months in a dedicated partnership. Coaches also enjoy a work-from-home architecture, as opposed to being in a traditional call center. Falaschetti credits the combination of flexibility and dedicated relationships as the cornerstone of Leade Health’s successful approach to behavioral change.

“Most of our coaches would not be interested in working in a call center where we might be asked to pick up a randomly dialed call,” notes Falaschetti, who has worked with Leade Health since 2001. “With Leade Health, I have the opportunity to develop a personal working relationship with the plan participant by offering my undivided attention on the phone, without having to sit in a call center where I might hear other people talking.”

Falaschetti balances a caseload of approximately 750 members, and her specialty is tobacco cessation. Leade Health coaching programs include iCanQuit™ Tobacco Cessation, iCanChange™ Weight Management and iCanRelax™ Stress Management. Participants get to know their health coach from the very first “triage call,” where the coach collects important health history information and develops a health plan based on the participant’s goals. Typically, calls occur most frequently over the first weeks and months as the participant begins to implement behavior changes, and coach and participant build trust and rapport with each other. The frequency tapers down as participants reach milestones, but typically pick back up if a participant gives into old habits.

“We know there are times when they fall back into bad habits, and that’s normal. It can be beneficial to the coaching relationship for them to admit that, and for us as coaches to react in a positive way -- rather than scolding them for falling off the wagon,” admits Falaschetti, whose current caseload is comprised of health plan participants. She continued, “It comes down to helping participants take control and responsibility -- helping them to understand and practice their own problem-solving skills in a supportive and safe environment.”

Falaschetti contributes successful health coaching to three key elements: remaining empathetic toward the participant, perpetuating trust, and leaving control in the participant’s court. She and other Leade Health coaches empower the participant to “drive the bus,” giving them a real sense of accomplishment and self-awareness during the program. With 27% of all tobacco enrollees remaining abstinent after 12 month, the highest quit rates in the industry, the Leade Health coaching philosophy seems to be working well.

Coaches are trained in certain accounts ranging from large health plans to independent employers, and to states with smoking quit lines. Health Coaches are conveniently located in all time zones and regions of the country, giving more flexibility to participants. Over 75% of Leade Health coaches have a Master’s Degree or higher, and coaches average 10 years experience of clinical or coaching experience.

“If I’m doing my job well,” Falaschetti adds, “then participants will look forward to my calls.”

For additional information on Leade Health, visit www.leadehealth.com.

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

###



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

Mini Courses Announced for Online Safe Hiring and Pre-Employment Screening Training

Novato, CA -- August 29, 2006 -- Employment Screening Resources (ESR), a leading nationwide pre-employment background screening firm, announced today it has released a new series of mini-courses for the ESR Safe Hiring Certification Training -- the first and only online educational and professional development courses in safe hiring and employment screening.

The four new modules enable users to take and complete installments of the ESR 30-hour intensive course. As an approved provider of human resources programs by the Human Resources Certification Institute (HRCI), HR professionals can also take the programs to receive recertification credits.

The online course is the first in-depth training and education opportunity aimed at employers, human resource and security professionals, background screeners and anyone responsible for risk management and due diligence in hiring. The 30-hour course contains 21 self-paced lessons, including a 190-page workbook and study guide and over 300 quiz questions. Each mini-course also includes a workbook and quiz questions. Successful completion of a course leads to a Certificate of Completion, marking a significant professional accomplishment.

The textbook for the course is the “Safe Hiring Manual-The Complete Guide to Keeping Criminals, Terrorists and Imposters Out of Your Workplace," the definitive book on safe hiring and pre-employment screening background checks by ESR President and attorney Lester S. Rosen. (Facts on Demand Press/512 pages).

“Given that the cost of employees is typically the largest single item in any firm’s budget, and employee problems and turnover represent a significant area of exposure to any firm, a professional development and educational course on how to minimize that risk is long overdue,” explained attorney Lester S. Rosen, author of the course and president of ESR. “These mini courses are aimed at helping employers and hiring professionals exercise due diligence in hiring,” he added, “and to learn techniques to legally and effectively avoid the legal and financial nightmare associated with a bad hire.”

The modules focus on the following topics:
· Safe Hiring-The Legal Landscape, including negligent hiring and the Fair Credit Reporting Act (FCRA);
· The Effective use of the Application, Interview and Reference Checking Processes and other pre- and post-hire tools;
· Pre-employment Screening and Criminal Records,
· The Mechanics of Safe Hiring and Background Checks for Employers.

The courses can be utilized as part of a training program for Human Resources, Security, background screening firms or anyone else with hiring responsibilities. They can also serve as part of an on-the-job training requirement. Completing the courses will help employers demonstrate due diligence, minimize risks related to hiring and reduce costs associated with poor hiring. The courses also provide tools and forms necessary to implement a program for cost-effective screening that also helps provide legal protection. The course also offers a self-audit that measures the effectiveness of the current hiring procedures.

Additional topics include selecting and working with screening firms, international background checks, drug testing, preventing workplace violence, terrorist searches, the pros and cons of databases, preventing theft and embezzlement and Sarbanes-Oxley compliance.

More information about the course is available at: http://www.esrcheck.com/ESRonlineSafeHiringCourse.php.

The courses are also offered through BRB Publications, the nation’s premier publisher of sourcebooks used for locating public records.


About Employment Screening Resources
Employment Screening Resources (ESR) is the firm that wrote the book on pre-employment background screening checks, “The Safe Hiring Manual-The Complete Guide to Keeping Criminals, Terrorists and Imposters Out of Your Workplace.” ESR was also ranked as the top background-screening firm in the United States in the first independent study of the industry. ESR’s mission is to bring professional consulting resources to an industry that largely focuses on providing data as a commodity. ESR combines human resources, public records and legal expertise in providing employers with fast, accurate and cost-effective employment pre-screening nationwide. ESR specializes in legal compliance, criminal records, reference checking, drug testing and international background screenings. From its national headquarters in Novato, California, ESR serves employers across the United States from start-ups to
divisions of Fortune 500 companies through its 24/7 online state of the art ESRnet system.

Contact:

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




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

Active Workforce is the Answer for Restaurant Industrys Hot Job Growth, Say Experts

NEWTON, MASS. / August 30, 2006 – While the restaurant industry has escaped the wave of American jobs moving overseas, a maturing worker population combined with demographic changes and blistering growth have set the stage for a dramatic shortage of employees. The answer? America’s Baby Boomer population, which is eschewing traditional retirement to stay engaged in the working world.

Like their counterparts in the “Y Generation,” the Baby Boomers are making their own rules, and employers need to change their traditional thinking in order to reap the rewards of a golden age hiring opportunity. That’s the bottom line from Mel Kleiman, President of Humetrics, Inc., a research division of Deploy Solutions, a leading workforce management solutions provider.

“With people living longer, the Baby Boomer population is redefining age 65,” Kleiman explains. “It’s now considered older middle age . . . people are more fit today, and they’re refusing to slow down. Boomers want to stay more active and engaged.”

That motivation will likely be fed by the thriving restaurant industry. Employment growth in both the full-service and limited service restaurant sectors have caused them to become two of the top 10 largest growing industries in the country, according to projections by the Bureau of Labor Statistics (BLS). The BLS figures were recently cited in a “Workforce 2006” brief from People Report™, a provider of HR metrics, benchmarks, and trends for the food service industry. Nearly 1.3 million jobs are expected to be created by the year 2014, the BLS projections say; accounting for persons who will permanently leave food service work during that time, about 6 million workers will be needed.

Enter the “active workforce,” a term coined by Kleiman. The BLS projects that workers age 16 to 24 will decrease slightly over the next decade, as many of these younger workers are delaying the time when they enter the workforce. However, workers age 65 and older are projected to increase by nearly 75 percent. The active workforce can offer traits like stability and maturity, Kleiman notes, aspects that are sure to benefit the restaurant world, and other industries.

Yet, the active workforce will also likely have a different set of priorities and work routines, he cautions. Employers not only have to change their hiring approach to appeal to this large demographic, but also need to adopt new approaches to recruiting and interviewing, and offer flexible schedules. “Equally important,” adds Kleiman, “is that employers re-train a range of staff to avoid common pitfalls caused by a lack in diversity.”

“The chief problem can be that of intimidation,” he explains. “A younger manager can easily become intimidated by a more experienced employee . . . he or she may either believe the one extreme, that the person is too old and can’t do the job, or may be intimidated by the person’s age and expertise, and can’t relate.”

Deploy Solutions recommends the following tips for hiring and managing the active workforce, along with a few areas to avoid:

- Build a recruiting message that will attract and appeal to the Baby Boomers.
- Create an interviewing process geared to someone with a great deal of work experience.
- Flexible work schedules are paramount. Baby Boomers may not seek full retirement, but their priorities now revolve around their personal lives -- their families, in many cases, and schedules need to fit those lifestyles.
- Consider job-sharing as a means for enabling flexible work schedules.
- Include age diversity in your corporate diversity strategy – now.
- Don’t give in to age-driven stereotypes. Continue to train managers and employees to ensure they don’t discriminate and specifically make managers aware of how to treat someone who’s older.
- Understand their physical needs. Be aware of limitations when making work assignments.
- Encourage managers to solicit active workforce employee’s ideas, and utilize their decades of work experience.

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: Securitas, 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.

About Humetrics
For over 25 years, Humetrics has been working with companies to improve their hourly employee recruitment and selection practices. Led by Founder Mel Kleiman, Humetrics provides best-practice research, tools and resources to companies looking to optimize their recruiting and hiring practices. Humetrics has published several widely-read books including Hire Tough, Manage Easy; 267 Hire Tough Interview Questions; 180 Ways to Build a Magnetic Culture; and Recruit Smarter, Not Harder. To learn more, visit Humetrics online at www.humetrics.com or call 877-463-3756.

# # #



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

MARITZ LAUNCHES GLOBAL REWARDS CATALOG

ST. LOUIS (August 28, 2006) – Maritz Incentives, which designs and manages employee incentive and recognition programs in more than 80 countries, announces the launch of the exclusively yours® global rewards catalog. In August, Maritz Incentives rolled out the global rewards catalog program for its first client, an industry-leading high tech company.

This new online tool helps multinational companies boost employee and sales force performance worldwide by tailoring employee reward selection by region and country, taking into account the native language and culture.
“The number of our multinational clients who request truly global incentive programs has been on the rise for the last several years, but we’ve seen those requests more than double in just the last year,” said Kurt Hosna, international product manager for Maritz Incentives. “We’re excited to offer a new tool − the first of its kind to offer more than just gift certificate options for global incentive and recognition programs, as well as many other features – such as being available in 14 different languages.”

The catalog offers a wide variety of merchandise rewards that have “trophy value,” in categories such as electronics, house wares and personal items, which makes it even easier for companies to offer the right employee incentive gifts that have highest motivational impact on their diverse workforce.

HOW DOES IT WORK?

Maritz has partnered with a network of rewards solution associates throughout the world that provide the on-the-ground expertise necessary to identify the right rewards and tailor programs for different cultures. Each employee incentive or recognition program participant is given a personalized password. When they log-in, the catalog automatically tailors the following features for them based on where they are located:

• Culturally Appropriate Rewards – The catalog automatically displays employee reward offerings based on the local customs, styles and trends of the participant. For instance, in India, mopeds are featured and in Hong Kong, dried mushrooms are included in the rewards collection.

• Language – Initially, the catalog will launch with 14 languages with the ability to add additional languages. Language will be displayed based on the location of each participant.

• Delivery Logistics – With associates positioned around the world, the catalog’s merchandise is shipped by in-country or regional facilities. This means rewards shipments don’t have to go through lengthy customs processes, and money is saved by avoiding customs and duty fees in most cases.

• In-region Operational Support – Coordination across time zones and language barriers can be difficult. To solve this, Maritz offers knowledgeable representatives throughout the world to assist program participants in their native language with reward redemption questions. Customer service is provided in-country or in-region by Maritz solution associates.

In addition to these features, the program offers ways to tailor the exclusively yours® global rewards catalog for regional/cultural differences through program design:

• Cost of Living – Through their incentive or recognition program, employees earn points that they apply toward winning rewards. The program provides a holistic solution that allows adjustments of participant payouts based on cost-of-living differences in order to offer equitable incentive rewards to all employees. For example, an expensive watch in emerging countries may be equivalent to six months’ salary. For other countries, it could be less than a month’s salary.

• Relevant Rules Structure – Programs can be tailored to have different rules, structure and performance goals for each region. This enables companies to adjust for local culture and market conditions, while still ensuring regional performance goals feed into the company’s overall global objectives. For example, if the global goal is to boost top-line sales growth, the program can include regional targets and objectives to achieve the appropriate regional increases. You would have a completely different growth expectation and program structure in an emerging market versus a mature market.

• Program Communications – Materials and information on incentive and recognition programs that are distributed to employees can also be communicated “in-culture,” by utilizing local communication styles and colloquialisms. For example, U.S. sports metaphors, such as “hit a home run,” are often used in employee incentive programs. However, that phrase doesn’t translate well in other cultures where baseball is uncommon.

EDITOR’S NOTE: To obtain images of the catalog in .jpg format, please contact Jadea Abolahrari at 314-469-3500. More information on Maritz’ international capabilities are available at http://www.maritzincentives.com/incentives-international.html.

About Maritz Incentives
Maritz Incentives is a leading provider of reward and recognition programs. A unit of Maritz Inc., Maritz Incentives works to raise companies’ expectations for what incentive and recognition programs can do by delivering effective solutions from start to finish including analysis, program design, measurement, communications and motivating awards. Based in St. Louis, Maritz Inc. provides market and customer research, communications, learning solutions, incentive initiatives, meetings and event management, rewards and recognition, travel management services, and customer loyalty programs. For more information, visit http://www.maritz.com or contact us at
1-877-4MARITZ.



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

Workplace Options Provides Popular Work-Life Webinars in MP3 Format

Raleigh, NC -- August 28, 2006 -- Workplace Options announced today that it's popular work-life webinar series can now be downloaded from WPO's customer Internet site onto a laptop or portable listening device in a MP3 format. This convenience will allow users to listen to the information they need anywhere at anytime, adding flexibility to their schedules.

The successful WPO webinar series was originally developed to help human resource (HR) departments with employee training and development of work-life benefits. They are presented live by work-life experts, and their topics tie into a monthly theme on the WPO website. Topics focus on work-life issues, family matters and personal development. A few examples of webinar titles include "Life Skills for Teens," "Who Cares for the Caregiver?," "Advocating For Your Special Needs Child" and "Living Single in a Couples World" - just to name a few.

WPO clients can access the live webinars, which are offered monthly, via WPO's comprehensive user web site. For users who can't make the live webinars, they can access archives of all the webinars and download the recorded webcast.

"With the popularity of portable listening devices growing, we thought this was an idea whose time had come," said Alan King, president of Workplace Options. "WPO strives to build and grow strong customer relationships, and the addition of our new webcast feature maintains our commitment to excellence."

About Workplace Options
Workplace Options (WPO) is America's largest provider of work-life services. WPO's market leading products are recognized for their innovative web delivery, flexibility and affordable pricing. Through its emindhealth division, WPO offers network management solutions that help EAP's run their businesses more profitably and efficiently. WPO's United Kingdom division, Employee Advisory Resource (EAR), is a premier provider of work-life services in Europe and offers EAP clients access to an expansive network of behavioral health providers throughout Europe and the World.

Learn more at www.workplaceoptions.com.

###



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

TEDS� Releases Talent and Performance Management White Paper

Atkins, VA – August 28, 2006 – TEDS®, Inc., originator of the only fully integrated Workforce Effectiveness suite addressing enterprise-wide talent management, today announced the release of their white paper addressing enterprise-wide talent management. The white paper entitled TEDS Talent Management: A Comprehensive System Built on Proven Technology, takes a holistic approach to talent and performance management, and provides a timeline of TEDS’ sixteen years of experience.

The key concepts from the white paper were discussed at the TEDS Talent Management Summit earlier this month. Key leaders in the talent management industry convened on Wednesday, August 8 at the summit sponsored by TEDS, Inc. and hosted by Steelcase University in Grand Rapids, Michigan. The purpose of the summit was to outline strategic initiatives aimed at improving enterprise-wide workforce effectiveness, and it was the first summit of its kind.

“TEDS is delighted to provide this summit for select colleagues interested in sharpening their organizations’ competitive edge,” said Joseph F. Ellis, Jr., President and CEO of TEDS, Inc. “Comprehensive talent management represents an ambitious approach to human capital. It aligns business objectives with all aspects of the talent lifecycle, which is a philosophy TEDS has been offering to corporations longer than any anyone else in the industry.”

The summit provided the framework for an integrated application of valuable industry practices including management of learning, performance, compliance, competencies, recruiting and succession. “When these fundamental techniques align with corporate strategic initiatives, the results drive notable business success”, added Ellis. “The prevalent motivator with many senior executives is the money saved and revenue generated by having this type of initiative in place.”

Presentations were made by Bob Danna, VP of Strategic Services, Bersin & Associates, George Wolfe, VP of Global Learning & Development, Steelcase University; Leila (Betsy) Myers, Senior Consultant, Leadership Development, Steelcase, Inc., and Fred Harburg, Managing Partner, ThirdRiver Partners.

To read more about TEDS holistic approach to talent and performance management, visit http://www.teds.com/customers/whitepapers.htm

About Steelcase, Inc.
Steelcase, the global leader in the office furniture industry, helps corporations build a better work environment and work experience by providing products, services and insights into the ways people work. The company designs and manufactures architecture, furniture and technology products. Founded in 1912 and headquartered in Grand Rapids, Michigan, Steelcase (NYSE:SCS) serves customers through a network of more than 800 independent dealers and approximately 14,000 employees worldwide. Fiscal 2006 revenue was $2.9 billion.

About TEDS
TEDS®, Inc. offers the only comprehensive, fully integrated Workforce Effectiveness suite addressing enterprise-wide talent management. Employing a single platform, TEDS strategically aligns business objectives with all facets of the talent lifecycle including management of learning, performance, compliance, competencies, recruiting, and succession. TEDS’ products and services are deployed at some of the world’s largest organizations and are available individually, in any combination, or as a comprehensive solution. For more information, visit www.teds.com or call TEDS Sales at 276.782.7206.

#####

Contact information:
Nicole R. Franks
Director of Marketing
276.783.6991



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

NEW SURVEY UNDERSCORES CRISIS IN SHORTAGE OF HEALTH CARE PROFESSIONALS

New York, NY, August 25, 2006 — Shortages of health care professionals continue to challenge health care organizations throughout the country and a new survey reveals that the increased demand is outpacing the growth in supply of new health care professionals. This problem is intensifying as a result of graying Baby Boomers growing use of health care resources across the country, according to Shyrl Johnston, Senior Partner, JWT Employment Communications, citing the findings of the “Metrics Online™ 2005 Year-End Report.”

“The nursing shortage has received much attention for some time. However, the shortage extends beyond nurses into other categories of health care professionals,” said Ms. Johnston.

“The shortage of health care professionals is strongly reflected by the number of days it takes to fill open positions. There are simply not enough candidates in the current market place to fill the open positions in many hospitals and health care facilities across the country.” said Cathy Allman, National Association for Health Care Recruiters Executive Director

JWT Employment Communications, one of the world’s leading recruitment marketing and internal communications agencies, partnered with the National Association for Health Care Recruiters (NAHCR) to develop the Metrics Online™ Program.

Metrics Online™, is a national database, developed by JWT Employment Communications, that aggregates the data submitted by human resources professionals to provide national benchmarks for vacancy, turnover, cost per hire, days to fill and days to start. These benchmarks show national trends for the health care workforce and are used as guidelines to determine staffing, budgetary, and workforce retention plans at health care facilities.

Key findings of the NAHCR/JWT Employment Communications Metrics Online Report include:

•Based on full time equivalent positions (FTE) the overall vacancy rate for nurses is 10.1% and 20.8% for occupational therapists and 10.3% for speech therapists.

•The vacancy rate for rehabilitation professionals is high: 20.8% for occupational therapists and 10.3% for speech therapists on an FTE basis.

•The turnover rate among nurses is high at 11.3%and even higher among critical care nurses.

•The turnover rate for occupational therapists is 21.8%.

•Nearly 55% of all open rehabilitation positions took 60 to 90-plus days to fill, including 75% of physical therapist positions, 71% of respiratory professional and almost 68% of occupational therapists.

•More than 30% of open nursing positions required 60 to 90-plus days to fill.

“The continued nursing shortage results from tougher educational standards and the failure of the educational system to expand its capacity to train nurses. Last year 30,000 qualified candidates were turned away by four-year colleges because of a shortage of seats. Even larger numbers of qualified candidates were turned away by two-year nursing academic programs because of a shortage of instructors,” said Ms. Johnston of JWT Employment Communications, who directed the Metrics Online™ research. “Health care providers must continue to aggressively address the challenges presented by the shortages of all health care professionals.”

“Employers who will be most successful are those who have innovative recruitment and retention programs and remain focused on developing a retention culture,” added Ms. Johnston.

She warned that “the demographic phenomenon of aging Baby Boomers has begun placing unprecedented demands on the U.S. health care system, encompassing acute, chronic and rehabilitative resources.”

Cathy Allman added, “In order to meet the country’s health care needs we must continue to engage young students’ interest in a career in health care and provide an educational track for them to enter college programs and pursue health care careers. Educational systems, government and private sector must also provide scholarship opportunities for health care educators, and funding for faculty and labs for health care students. And health care organizations must be diligent to make sure they are serving the needs of their employees with competitive compensation and benefits. Employers need to create and maintain positive work environments that allow employees to feel valuable and have input in their practice on clinical, professional and other issues.”

For more information on the Metrics Online 2005 Year-End Report, contact Cathy Allman at (407) 481-2893.

JWT Employment Communications helps employers attract, recruit and retain staff through comprehensive advertising, marketing and recruitment communications services, measurement tools, consulting resources and strategic approaches to talent acquisition and management. The agency has 32 offices across North America and internationally. It is a subsidiary of JWT, an agency of WPP (NASDAQ: WPPGY) that ranks among the oldest and largest full-service global advertising agencies.

The National Association for Health Care Recruitment provides leadership and support to the health care recruiting profession through advocacy, education and professional development. NAHCR has more than 1,000 members nationwide, serving nurse, allied health, physician recruiters and human resources professionals; working in hospitals, home care, long term care, rehabilitation facilities, HMOs, schools of nursing and the military.

###







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

Harris, Rothenberg International, LLC, Offers Free Preparedness Kit to Prepare Employers for a Flu Emergency

New York, NY, August 23, 2006 -- In response to the ever-present, yet unpredictable, threat of an influenza pandemic and its potentially devastating impact on businesses, Harris, Rothenberg International (HRI), LLC, has created a kit to help employers develop a response strategy based on their existing resources, such as the HR Department and Employee Assistance Program. The kit is available free of charge at HRI's web site, www.harrisrothenberg.com.

This easy-to-use kit includes tip sheets, checklists, and resources with useful information for preparing for a flu emergency. It also brings the core issues into focus and helps managers and employees think ahead about steps they will need to take, both mentally and practically, should a flu emergency occur. In addition, the kit provides resources for planning for the well-being of employees and their families.

"Many organizations feel that there isn't much they can do to prepare for a pandemic outbreak," said Marian Manuel, Director of Business Development at HRI. "However," she continued, "our new kit will get organizations started in planning both to protect their employees’ health and to do business during a flu emergency."

About Harris, Rothenberg International, LLC
Harris, Rothenberg International (www.harrisrothenberg.com) is a performance management firm. HRI helps employers solve their most challenging and complex people issues by removing the barriers that prevent organizations and employees from achieving their best. HRI accomplishes this by delivering executive services, employee and employer assistance programs, work/life services, behavioral risk management, training, and other programs. Founded in 1982 and headquartered in New York City, HRI is one of the oldest and most well-respected firms of its kind.

###


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

On Demand Technologies implements eContinuums Overture Solution to hire expanding sales force.

MINNEAPOLIS, MN – August 21, 2006 – eContinuum (www.employeecontinuum.com) a leading provider of HR Technology solutions for attracting and hiring salespeople, announced today that On Demand Technologies (ODT), a leading provider of digital printing solutions, has gone live with eContinuum’s Overture application for the evaluation and selection of its growing sales force.

In keeping up with yearly double-digit growth since its inception, ODT is expanding the company's national sales team to meet the demand of its growing customer base. A key strategy for sales force expansion is implementing a tool and process that will allow ODT to easily evaluate and measure sales candidates against the company's criteria for success.

Recognized as an industry leader in its ability to leverage the advantages of digital printing, ODT is complementing that expertise with its sales team. “We have demonstrated our technical and digital printing excellence in the market, now we can complement our organization with an effective sales team that can easily communicate and demonstrate our value to meet the marketing and sales needs of our customers,” says Wynne Jennings, CEO and co-founder of ODT. “Implementing Overture will allow us to find the right type of sales professionals to achieve the revenue growth numbers we expect over the next five years.”

eContinuum’s Overture application provides clients innovative ways to measure and evaluate sales candidates including the use of job simulation technology that puts sales people into actual sales situations – the most accurate way to predict job performance according to industry experts. “We are pleased to provide ODT a hiring solution that will deliver strategic results to their top and bottom-line,” says Gordon Wright, Senior Vice President of Business Development for eContinuum. “ODT is positioned to hire the right salespeople to meet the challenge of growing a successful sales force.”


About eContinuum

A pioneer in helping companies attract and select top sales performers, eContinuum provides competency-based solutions that enable companies to assess and predict job performance of sales applicants. The company’s signature product, Overture™, is the first tool to integrate expert systems technology, job simulations, and a company’s intrinsic sales knowledge into the screening process - removing the subjectivity in candidate selection and increasing accuracy in predicting job performance. By translating complex selection criteria into relevant and actionable information, eContinuum goes beyond traditional selection tools and methods and is ideal for sales and other revenue-critical positions.

About On Demand Technologies

On Demand Technologies is a nationally recognized print provider specializing in technology-driven communication products and processes. Founded in 1995, ODT has grown to become one of the largest customized publishers of sales and marketing materials for Fortune 500 companies. Headquartered in Overland Park, Kansas, a suburb of Kansas City, ODT is geographically central to all points in North America for timely distribution of digital print materials to its customers. The company's leading product, PRAXIS, is a web-based custom publishing tool that empowers clients to convert existing sales and marketing materials into personalized, customized, event-driven communications.



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

WINNING RETENTION AND ENGAGEMENT INITIATIVES TO BE FEATURED AT CAREER SYSTEMS INTERNATIONAL CONFERENCE

“ENGAGING HEARTS AND MINDS,” a conference featuring outstanding results and best practices in employee retention and engagement from leading organizations, will be held in Las Vegas, NV October 24th through 27th by Career Systems International.

The conference is being held in partnership with HR.com and will run concurrently with their fifth annual “Employers of Excellence” conference. Attendees at the Career Systems International conference will also be able to attend all workshops and keynote speeches at the HR.com conference, including presentations by Lance Secretan, Margaret Wheatley, Patrick Lencioni, Tony Schwartz, Steven Levitt, and seven other well-known presenters. These joint events will be held at Las Vegas’ brand new Red Rock Casino and Spa.

Successful retention and engagement case studies, and their bottom-line results, will be presented by executives from Archer Daniels Midland, USBank, Zurich Insurance North America, Banana Republic, Countrywide Financial, and Marriott International. Dr. Beverly Kaye, Founder and CEO of Career Systems International, will deliver a keynote speech at the HR.Com conference on the topic “Love’Em or Lose’Em: Engaging, Developing and Retaining Talent.” She also will lead two workshops at the Engaging Hearts and Minds event on “Building and Sustaining an Engagement Culture: 5 Critical Steps” and “From Knowing to Doing: Tying it All Together.”

Career Systems International is the nation’s leading provider of talent management solutions. In addition to her award-winning work in designing, developing and delivering programs, workshops, and consulting solutions, Dr. Kaye also is a well-known author. She is co-author of the bestseller on employee retention and engagement, LOVE ’EM OR LOSE ’EM: GETTING GOOD PEOPLE TO STAY as well as LOVE IT, DON’T LEAVE IT: 26 WAYS TO GET WHAT YOU WANT AT WORK, the best seller on employee satisfaction, both published by Berrett-Koehler. She also authored the classic career development book, UP IS NOT THE ONLY WAY (Davies Black). Dr. Kaye was recently honored as a workplace “Legend” by the American Society for Training and Development.

HR.com is a global organization that helps organizations build effective people management resources through HR best practices. Career Systems International was invited to participate in this year’s conference to address the critical topic of talent – engaging, developing and retaining today’s human capital.

Visit www.KeepEm.com for more event information or contact Ann Jordan at 805-527-7345, e-mail protected from spam bots.



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

Brandon Regional Health Authority Chooses QHR Software

BRANDON REGIONAL HEALTH AUTHORITY CHOOSES QHR SOFTWARE

Quadrant HR software will streamline health care provider’s HR, payroll and scheduling systems


Kelowna, BC - August 21, 2006 - QHR Software Inc. is pleased to announce its newest customer, Brandon Regional Health Authority (Brandon RHA). Brandon RHA has selected QHR's software product, Quadrant HR, to streamline human resources, staff scheduling and payroll and better manage the growing complexity of its workforce.

Brandon Regional Health Authority is located in Brandon, Manitoba and employs over 2,300 people at various locations, including one acute care hospital, three long-term care sites, a child and adolescent treatment centre, home care services, mental health services, and public community access. The company will implement all Quadrant HR modules including: Human Resources, Staff Scheduling, Payroll, Web Applicant Tracking, and self-service web tools with QHRnet. Implementation is expected to begin in Q3 2006 with 'go-live' sometime in Q2 or Q3 of 2007.

Quadrant HR will replace Brandon's existing payroll and staff scheduling systems as well as several stand-alone legacy systems and paper-based human resources processes. The new, integrated HRMS will save Brandon a significant amount of operational expenses annually, while improving workflow speed and reducing paper costs. Quadrant HR™ is also expected to decrease payroll and staff scheduling errors while providing the capability to better manage absenteeism.




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 Announces Brand New Site with Many Improved Features

New York, NY (PRWEB) August 21st 2006 – jobsinthemoney.com, the leading career website for finance, accounting, and banking professionals, announced it has re-launched its main website with many new features and an entirely new interface.

The new jobsinthemoney.com site will provide human resource managers and recruiters with a vastly improved workflow, enhanced candidate filtering and ranking and increased ability to track and manage communication with applicants.

“jobsinthemoney.com has undergone a complete transformation,” said Nicki Gilmour, managing director of jobsinthemoney.com. “Now recruiters and hiring managers can take full advantage of all the new features to make the recruiting process for top finance professionals more seamless and effective.”

Highlights of the new features include: Customized filtering questions to sort and rank applicants, automated communications, that are customized and stored, resume alerts to receive automatic notification of new resumes that matches criteria, and many more features to enhance the effectiveness of the site.

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

About jobsinthemoney.com

jobsinthemoney.com is the leading finance, accounting, retail banking and wealth management 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 ACAMS 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.


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.

Proactive screening necessary in light of security concerns

Proactive screening necessary in light of security concerns
ISP continually updates service to meet customer needs

AUSTIN, Texas—August 18, 2006— People are increasingly dependent upon the accuracy and precision of background screens in this time of heightened security. Screening providers such as Integrated Screening Partners (ISP) must provide proactive service and anticipate the needs of their customers to remain a relevant business partner. In the article “Evaluating Your Screener,” ISP offers three key areas of differentiation between a proactive and a reactive background screening partner.

When evaluating a background screening provider, professionals should examine three key areas:
• legal compliance
• accuracy assurance
• cost projections
Those background screening companies truly interested in a business partnership will have proactive service that protects their customers and uses their capital effectively rather than a reactive policy that changes service only after it is required by law or requested by the customer. Unfortunately, many who outsource background screening often do not know what to ask for.

In the article “Evaluating Your Screening Partner,” ISP also describes the difference between the service provided by a reactive and proactive screener in each of these areas to help professionals accurately assess where their service provider falls. ISP CEO and Founder Jeff Collins argues that many screening companies are not willing to offer customers the information they need to accurately evaluate their service and request improvements that would impact their business.

“Providers are not properly educating their clients on everything that’s available to them, and they’re inflexible about which services they offer,” Collins said. “This causes several problems for the client that he or she may not even be aware of.”

For practical evaluation tips and a description of truly proactive background screening that saves businesses time and money, read “Evaluating Your Screener” from ISP. It is available for download at http://www.integratedscreening.com%5Cisp_signup.asp%3Frefer=ISP_MPR_Proactive.


About Integrated Screening Partners
Integrated Screening Partners (ISP) understands the importance of investing in human capital, with a goal 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.



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

SHL Joins Onrec Expert Panel at 2006 Expo. SHL and fellow industry leaders discuss the growth and trends of online recruitment.

The Onrec Expo, in its first year in the US, runs from September 12-13 at the Donald E. Stephens Convention Center, and is designed to explore issues, developments and opportunities in the growing international online recruitment market.

As well as contributing to a discussion panel on the added value available to recruiters in the online recruitment process, SHL will also be featuring its latest offering for recruiters, the SHL Verify™ Range of Ability Tests, at booth 316.

SHL Verify will deliver a new approach to online testing and be available to the US and Canadian markets in September. Created with input from SHL’s global customers, Verify is designed to give HR directors confidence in online testing without having to face significant increases in time or costs. With SHL Verify, recruiters can authenticate the candidate’s ability through a scientifically-based short re-test thereby removing the time and expense of a full length re-test. The solution is also underpinned by regular security audits which include web patrols to detect any sharing or downloading of SHL tests and data forensics to monitor test response data to detect cheating or test fraud. In trials SHL Verify identified 95% of cheats.

“This is a great opportunity to get in front of recruiters to demonstrate how SHL Verify can overcome their concerns about cheating in an online environment and offer practical guidance on how to implement, manage and measure the return on their online assessment solution.” said Fearis.

She added: “SHL’s ability to integrate these tools with technology partners in the online recruitment space means that companies can get even more value from their existing workflow solution. So, whether a company is currently using online testing for recruitment or about to start, Verify is easily added to your process to help identify unsuitable candidates early on in the recruitment process ensuring only those likely to succeed would make it through to the later, more expensive stages of the recruitment process.”

-ends-


About SHL Group PLC

SHL is the world-leading provider of psychometric assessment and development solutions. The company supports organizations in the selection, recruitment, promotion, succession planning and development of talented people at all levels and across all sectors. Operating in 40 countries and more than 30 languages, the SHL Group devises innovative approaches to help organizations increase productivity and gain competitive advantage through the more effective use of their human capital. SHL has over 5,500 organizations as clients, including many of the Global and Times Top 1000, and is recognized as the foremost provider of objective assessment products in the world. For more information please visit www.shl.com.


For more information, contact:

Tiffany Stronsky, Senior Marketing Manager
312.496.8078, e-mail protected from spam bots

Kevin Baughen, Marketing Director
011.44.208.335.8062, e-mail protected from spam bots



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

HRmarketer Offers Observance & Holiday Listings to Help Increase Visibility

Capitola, CA – August 17, 2006 – A tie-in to a special day or event can add a news peg and increase visibility for a company’s press release. HRmarketer.com, the premier marketing and media visibility service for the human resource industry, today unveiled its Observances & Holidays resource, in honor of No. 2 Pencil Day.

This new addition to HRmarketer’s extensive suite of databases and tools is located in the comprehensive “Marketing & PR Tips,” only available to HRmarketer members. Each month is separated into the following categories: Holidays, Daily Observances, Monthly Observances and Weekly Observances. The resource comes with its own “Tip” on using these dates to a company’s best advantage.

While only the most adventurous souls would dare leveraging “Dance Like a Cuckoo Day” or “Talk Like a Pirate Day,” many observances are a natural fit for the human resource industry. For instance, January is Human Resources Month. May 17 is National Employee Health & Fitness Day, and August 1 is Respect for Parents Day. These dates can be used as opportunities to highlight HR issues such as employee wellness and eldercare.

“In such a competitive marketplace, relating your press release to a current event such as a holiday or observance can make the release more attractive to the media,” says Kevin Grossman, Chief Operating Officer of HRmarketer.com. “And sending the release through HRmarketer’s Direct2Net wire service, suppliers can reach buyers directly who may be searching the Internet for timely product and service information.”

Relating your HR products and services to No. 2 Pencil Day may be a stretch, but as mentioned there are many more holidays to choose from in this list of daily, weekly and monthly holidays and observances. For information about all the benefits of membership, visit www.HRmarketer.com.

About HRmarketer.com

HRmarketer is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. The company services over 300 HR service providers, employee benefit brokers and consultants, helping them generate publicity, website traffic and sales leads.



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

Employee Self-Service facilitates HR strategic role

CHARLOTTE, N.C. - August 15, 2006 - In a recent industry survey, HR professionals revealed their continued interest in improving the quality of HR; more than 70 percent said this was their primary business objective. One of the keys to accomplishing this objective is automating transactional processes, such as Employee Self-Service (ESS).

HRAmerica, powered by UltiPro, recently released Top HR Trends in 2006. This report included trend-based analysis and recommendations based on industry leader performance and practices. One of these recommendations included upgrading service to include ESS.

An automated and cost-effective software solution for implementing and maintaining ESS, such as UltiPro, allows HR professionals to reduce their administrative burden. It also helps them operate more effectively, chosen as a primary goal by nearly 60 percent of respondents in the Top HR Trends in 2006 report. A secure ESS system allows employees to:

• View paycheck details, benefits summaries, frequently used forms and company information
• Update personal information
• Change their direct deposit accounts
• Update dependents and beneficiaries
• Request vacation or paid time off
• Make benefits elections
• Enroll in training

For more information about 2006 business objectives of HR professionals and recommendations to help them accomplish those objectives, download HR Trends in 2006. For more information about HRAmerica, UltiPro and Employee Self-Service, please visit www.HRAmerica.com.

Media Contact
Brad Nugent, HRAmerica
(404) 259-0565

About HRAmerica
HRAmerica, powered by UltiPro, is an HR services firm offering comprehensive employee administration solutions such as payroll and benefits administration, employee benefit plans, training and recruiting. The company utilizes the Internet to deliver top tier management and reporting capabilities as well as Employee Self-Service functionality.



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

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

OLD SAYBROOK, CT, August 15, 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 from his firm 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 a survey,
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.

Read Reviews of the First Editions

Prices and availability: Employee Survey Question Guidebook

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

Also available from the author:
“Employee Opinion Questionnaires: 20 Ready-to-Use Surveys
that Work”. Book and CD combination contains 20 ready-to-use
sample employee questionnaires on focused topics such as
communications, management, diversity, co-workers,
morale, and much more. Material on CD is ready for
word processing.

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. Founded in 1987, Performance Programs
has served thousands of organizations of all types,
sizes, and locations worldwide.

Performance Programs can be reached at 1-800-565-4223.


###


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 Ranked #1 and #2 Niche Finance Websites

New York, NY (PRWEB) August 14th 2006 – TopJobSites.com, a key tool for HR managers and recruiters to gauge the popularity of online recruiting websites, recently ranked jobsinthemoney.com and eFinancialCareers.com at the #1 and #2 spots for niche finance recruiting.

jobsinthemoney.com and eFinancialCareers.com also rank #2 and #3 overall among all niche career sites in popularity and traffic, sitting behind only Dice.com.

“We’ve always known that jobsinthemoney.com and eFinancialCareers serve an audience who values what we offer,” said Nicki Gilmour, managing director of jobsinthemoney.com and eFinancialCareers.com. “Now we have further confirmation that both websites truly deliver the kind of traffic our employers and recruiters need to source qualified candidates across all areas of finance, accounting and banking, both retail and institutional.”
jobsinthemoney.com focuses on finance, accounting, retail banking and wealth management recruiting, while eFinancialCareers is the leading asset management, investment banking and securities career site. Both websites are members of Nicheboards.com and the International Association of Employment Web Sites.
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 wealth management 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 ACAMS 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.

Knowledge Factor to Address the Critical Importance of Mastery at Sharing@LearnShare Atlanta

If your employees don’t have mastery of your compliance rules, your company is at risk. If your employees don’t have mastery of your production processes, you have waste. If your salespeople don’t have mastery of product information, you are losing revenue.

On September 14-15, Knowledge Factor will join corporate training executives at the Atlanta Sharing@LearnShare conference (www.sharing2006.com) to discuss the consequences of confidently-held misinformation across all industries and how Confidence-Based Learning can take organizations to mastery.

“Mastery is the next frontier in business process re-engineering that targets a company’s most important asset – its people,” said Mark Dreher, Chief Executive Officer of Knowledge Factor. “Despite spending billions on training initiatives, US companies still only achieve a 55% level of competence among employees. Knowledge Factor increases this to 95% through a patented process that increases the confidence with which knowledge is held – the state of mastery.”

Learning leaders from a variety of industries will be lining up to discover what it takes to create mastery within their workforces. Many of these companies have employed various strategies to improve the effectiveness of their business processes. These include Six Sigma, Lean Manufacturing, Total Quality Management and others. The next wave of performance improvement, according to Knowledge Factor, is going to come from improving the performance of these companies’ biggest asset – their employees – who are the keepers of their intellectual capital. Knowledge Factor’s Confidence-Based Learning (CBL) is designed to ensure that this intellectual capital is captured and distributed, and that it is internalized confidently by employees.

“Mastery among employees is just as essential to top-performing organizations as Six Sigma is to well-performing business processes,” Dreher continued. “Training has taken U.S. business to where it is today. Mastery will take it to whole new levels where mistakes are minimized and bottom lines grow.”

In Atlanta, Knowledge Factor will address how CBL finds and remediates doubt and confidently-held misinformation among employees that results in mistakes, paralysis and inaction on the job, and how quickly and effectively it can bring employees to mastery.

Knowledge Factor, the leader in Confidence-Based Learning, will be featured at the upcoming Sharing@LearnShare conference addressing the path to mastery and other critical learning topics. This issue is one of the many training and development issues to be addressed at the Sharing@LearnShare conference in Atlanta on September 14-15. To learn more and register, visit: http://www.sharing2006.com .

Knowledge Factor, Inc.
Founded in 2000, Knowledge Factor has gained national acclaim for its unique ability to take learners in corporate or educational settings to a state of total mastery – confidently-held, correct knowledge put into practice. Knowledge Factor is the leader in Confidence-Based Learning and owner of a patented process that measures and fixes both knowledge and confidence gaps among employees. The Company's CBL Systemtm measures competency, validates learning and provides rapid and targeted learning solutions to organizations and individuals that need to achieve mastery. For more information, go to www.knowledgefactor.com.



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

TalentHook Adds Over 40 Websites to its Search Resource List

Las Vegas, NV. August 11, 2006 – TalentHook, a leader in cutting-edge candidate mining and management software for the recruiting industry, recently announced the addition of over 40 resume resources to its current search list. Included in these new additions are pay-based subscription sites, free resume databases, and a variety of college and university websites. The additions were completed over the last eight weeks, with more sites in line to be released in time for a busy fall recruiting season.

“We continue to carefully review and assess sites to add to our robust resource list.” said Phil Gonzalez, CEO of Resource Edge. “Our goal is not only to ensure we’re adding to the broad range of sites we currently offer to our clients, but to ensure those sites are credible with content that recruiters will find up-to-date and valuable.”

The recent addition of desktop searching capability, a comprehensive reporting module and the continued expansion of credible web resources are recent examples of TalentHook’s approach to optimizing the candidate sourcing and management process.

“It’s no longer about just finding resumes,” remarked Gonzalez. “It’s about combining resources, automating where feasible and creating a centralized location where resume content can be captured, reviewed and maintained as effortlessly as possible.”

For more information about TalentHook features or to acquire TalentHook for your recruiting organization, visit www.talenthook.com, or call: 800-979-HOOK. 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.

About TalentHook
Founded by professional recruiters in 1999, TalentHook has been serving recruiters and resume sourcers for over 7 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.



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

PeopleScout Named to HRO Today Magazines Bakers Dozen of Top RPOs

Chicago, IL – August 11, 2006 – HRO Today magazine has selected PeopleScout as one of its fourth annual “Baker’s Dozen” of top recruitment process outsourcing (RPO) providers. The company was one of 13 RPO leaders awarded from dozens of full-service RPO providers polled by the HR trade magazine.

PeopleScout’s inclusion was based on the number of full-service RPO placements in the past year, as well as brand-name clients, the volume and variety of services offered, and how it ranked among competitors in the overall market. The company placed over 8,000 employees in 2005, and its RPO clients include some of the largest employers in telecommunications, banking, retail, transportation, utilities, hospitality and customer service.

The company was also one of only a handful of providers to receive a “Buyer's Choice” designation, which recognizes key service elements praised by HRO buyers that were surveyed. Chosen by its clients, PeopleScout’s best three services included:

- Screening high-volume candidates, saving significant time;
- Ensuring quality candidates, increasing hiring ratios;
- Customer service -- being responsive, professional, timely, thorough and proactive.

PeopleScout, located at www.peoplescout.com, helps companies recruit, screen, hire and retain staff with a blend of integrated web-based technology and live recruiters. Its “click or call” approach makes the most of candidate flow and reduces the risk of applicants dropping out early in the process. Regardless of an applicant’s initial method of inquiry, each individual will speak with an experienced telephone recruiter prior to being scheduled for an interview. With large-scale live recruitment response centers unique to the RPO world, only PeopleScout has the extensive resources to provide the customized set of services and solutions that clients now require.

“HRO Today has always been a great resource for the HR community, so it’s extremely satisfying to receive this highly-sought recognition in the RPO space,” explains Karen Browne, Chief Operating Officer of PeopleScout. “It’s a testament to the hard work and dedication of our employees, and it validates our commitment to own every aspect of the recruitment process and improve employers’ hiring results.”

“Needless to say, 2005 was a very big year for recruitment,” explained the magazine in announcing the top providers. “Full-service RPO runs the gamut, from finding the candidate to hiring a new employee and almost everything in between. Every provider here has stepped it up a notch and placed more employees than the year before.”

As part of the “Baker’s Dozen” awards, HRO Today also announced the top three trends in the recruitment market, compiled by surveying 33 clients of the top RPO providers. The trends are increased outsourcing, specifically RPO; labor shortages; and competition for candidates.

Other trends include the move of high-volume/non-exempt recruiting to technology-based recruitment solutions; the rapid growth of global recruitment needs, coupled with global mobility of bilingual/multicultural candidates; and customers’ desire to no longer have sourcing done solely via online job posts, but rather more interactive services.

About PeopleScout
Since 1992, People Scout has screened more than 22 million job candidates, and facilitated more than 187,000 hires for some of America's largest employers, in industries such as banking, telecommunications, retail, utilities, hospitality, and transportation. PeopleScout uses live recruiters and web-based technologies to provide personal and professional recruitment process outsourcing (RPO), helping companies make high-volume hiring more efficient and cost-effective. The firm’s family of services includes recruitment consulting, strategic sourcing, candidate selection, hiring, onboarding and employee retention. Expanded capabilities include not only RPO, but Candidate Process Outsourcing (CPO), Student Recruitment Outsourcing (SRO) and Employee Care Outsourcing (ECO).

Whether it’s a complete end-to-end RPO solution or an individual component in the recruitment process, PeopleScout has the experience, infrastructure, resources and best practices to ensure successful recruiting, refining, hiring and retention. For more information, please visit www.peoplescout.com or call 800-966-4803.

###



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

LeaderSource CEO Kevin Cashman to Pen Regular Column for Forbes.com

MINNEAPOLIS (August 11, 2006) - Global leadership development and executive coaching consultancy LeaderSource announces that its founder and CEO Kevin Cashman will contribute a regular column to the Forbes.com Leadership channel. The monthly advice column, set to debut August 14, will be called “Consult Cashman: A Forum for Senior Leaders” and will engage top-level executives on emerging leadership issues, offering general thoughts as well as responses to specific, submitted questions.

Intended to generate a true dialogue with today’s leaders and bring important topics to the forefront of their agendas, the first column will discuss the “leadership energy crisis,” an issue underscored this past May as a record 148 CEOs left their posts. Other noted authorities joining Cashman on the Leadership channel include Harvey Pitt, the former head of the SEC, Clayton Christiansen, best-selling author and professor at Harvard Business School and Barbara Kellerman, former research director at Harvard’s Kennedy School of Government.

“Forbes.com’s new channel shows growing public interest in regularly learning and dialoguing about leadership issues,” said Cashman, who hosted a Twin Cities radio talk show several years ago giving career advice. “Leadership decisions and dilemmas are often at the center of today’s headlines, but few venues have existed to regularly analyze these stories from that vantage point.”

Kevin Cashman has written and contributed to a number of books and articles on leadership, including “Leadership from the Inside Out,” which was named the No. 1 best-selling business book of 2000 and one of the top 20 best-selling business books of the decade by CEO-READ. He has coached thousands of senior executives and senior teams throughout his career, consulting organizations including General Mills, Novartis, Avery Dennison, 3M, Medtronic, State Street Bank, Carlson Companies and Honeywell. He is a senior fellow of the Caux Roundtable, a global consortium of CEOs dedicated to enhancing principle-based leadership internationally, and serves on the board of the Center for Ethical Business Cultures at the University of St. Thomas College of Business.

About LeaderSource
Founded in 1977, Minneapolis-based LeaderSource is one of the country’s most established and esteemed executive coaching firms, offering tailored solutions for senior leaders and teams that helps them maximize their effective leadership potential. With a full suite of coaching, leadership development and talent leadership programs that includes the Executive to Leader Institute - called the “Mayo Clinic of leadership development” by Fast Company - the firm fosters the development of leaders, teams and organizations throughout the world and in a wide variety of industries.




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

FIRST ADVANTAGE RELEASES COLLEGE RECRUITING WHITEPAPER -Best Practices Information Now Available for Download-

INDIANAPOLIS, Ind., August 9, 2006- First Advantage's Recruiting Solutions Division, formerly TruStar Solutions, announced today the release of a recruitment whitepaper detailing new best practices in targeting and recruiting college and recent-graduate level talent. The whitepaper is non-promotional, and is available for free download at: www.fadvrecruiting.com.

The whitepaper, which is entitled Recruiting the Connected Generation: College Recruitment in 2006, is designed to give recruiting strategists valuable insight into the changing communication habits of college students. The study combines comprehensive research with practical recommendations for taking a proactive stance in recruiting the best college talent.

"We studied how current market forces are influencing hiring trends as they relate to the college talent market," said the author of the whitepaper, Lindsay Kaufman of First Advantage's Recruiting Solutions Division. "What we discovered is a wealth of information supporting the need for companies to re-examine their college-level recruiting strategies."

Excerpts
'The incredible growth of social networking sites, such as MySpace.com and FaceBook.com, illustrate the intensity of the college student demographics' Internet usage. According to the sites traffic reports, they have 75 and 8 million users respectively, with traffic numbers and member profiles growing on a daily basis...'

'Pique student interest through engaging online experiences. Instead of describing the opportunities available - incorporate the technology students are comfortable using. Why not have a virtual Q&A session with one of your recruiters? Feature a blog written by a first year marketing or finance department associate...'

To download your free copy of this informative whitepaper, visit First Advantage's Recruiting Solutions website at www.fadvrecruiting.com.

About First Advantage Corporation
First Advantage Corporation (NASDAQ: FADV) combines industry expertise with information to create products and services that organizations worldwide use to make smarter business decisions. First Advantage is a leading provider of consumer credit information in the mortgage, automotive and subprime markets; business credit information in the transportation industry; lead generation services; motor vehicle record reports; supply chain security consulting; employment background verifications; occupational health services; applicant tracking systems; recruiting solutions; skills and behavioral assessments; business tax consulting services; insurance fraud, corporate and litigation investigations; surveillance; computer forensics; electronic discovery; data recovery; due diligence reporting; resident screening; property management software; renters insurance and consumer location services. First Advantage ranks among the
top companies in all of its major business lines. First Advantage is headquartered in St. Petersburg, Fla., and has more than 4,200 employees in offices throughout the United States and abroad. More information about First Advantage can be found at www.FADV.com.

###



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

Perth Leadership Institute Announces Innovative Research on the Financial Styles of Leaders

(Gainesville, Florida, August 9, 2006) The Perth Leadership Institute (http://www.perthleadership.org/), the industry leader in leadership financial acumen development programs, today announced the availability of its research into the financial styles of leaders. Based on extensive fieldwork with executives and managers, the research identifies and measures the financial styles of leaders and executives and shows how these are linked with the financial performance and profitability of their units and their organizations.

The research is set out in the book by Dr. E. Ted Prince, Founder and CEO of the Institute, entitled The Three Financial Styles of Very Successful Leaders, published by McGraw-Hill in 2005.

According to Dr. Prince, “Our ground-breaking research has resulted in a new paradigm for identifying and improving leadership outcome, defined as financial and valuation outcome. Human resource leaders, learning and development staff, corporate universities and business leaders generally now have access to a new set of leadership development tools, based on this research. These directly influence and improve the financial performance of executives and managers by revealing to them how their behavior is linked directly to company profitability and valuation.”

The Perth Leadership Institute has developed new leadership assessments based on its research. These form part of its financial performance training and improvement programs for executives. These include its Individual Financial Performance Program, Team Financial Program and Valuation Alignment Program.

Perth recently announced the release of its Financial Outcome Assessment™, an online instrument which assesses the financial acumen of executives and managers and shows them how to develop it.

The Perth Leadership Institute was founded in 2002 in Gainesville, Florida, by Dr. E. Ted Prince to carry out research into the linkages between behavior and company financial outcomes. Its programs are targeted at executives and managers and are used by human resource leaders for executive development, succession planning and to improve individual and team financial performance.

To obtain more information, email e-mail protected from spam bots or call (352) 333 3768.

Perth Leadership Institute
(352)333-3768
e-mail protected from spam bots
www.perthleadership.org



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

HRchitect Greatly Expands Client Base During First Half of 2006

Frisco, TX – August 9, 2006 -- HRchitect, the premier Human Capital Management (HCM) consulting services firm, and the market leader in Applicant Tracking System (ATS) and Talent Management Systems (TMS) consulting, continues to demonstrate its leadership position by signing a significant number of client engagements in the first half of 2006.

HRchitect closed an energetic first half of the year, with over 35 new client projects initiated. Additions to their consistently growing client base include leading companies such as Texas Health Resources, Lyondell Chemical, SAIC, Amgen, Duke University, Kyphon, Legacy Healthcare, Masco, Sabre Holdings, Texans Credit Union, CTX Mortgage, ADP, Verizon Federal, HCA, Barclays Global Investors, PeopleFilter, Blockbuster, Integris Health, Sonic Automotive, ConocoPhillips, BRE, Oshkosh Truck Corporation, Marriott, Northwestern Mutual, Swift Foods, Equinix, and WorldVision.

“The first half of 2006 was strong for HRchitect and generated some great momentum for the remainder of the year,” said Matt Lafata, Director of Sales and Marketing for HRchitect. ”We are very pleased with the caliber of clientele that we have added to our list of happy customers, and as the leaders in Talent Management systems consulting and strategic planning, we look forward to helping more firms make sense of a confusing talent management software marketplace.”

As the leading Talent Management Systems consulting firm, HRchitect maintains vendor neutrality in order to provide unbiased expertise in HR technology consulting. This policy has led to new and stronger relationships with many HCM vendors who recognize the value to their prospects and customers, and the value that HRchitect brings to the process.

“Leading software vendors in the Applicant Tracking and Talent Management space recognize the value in having us involved with their prospects and clients because our role is to create an educated buyer on the front end and ensure a successful implementation on the back end,” stated Dan Katavola, Vice President of Consulting Services for HRchitect. “These new relationships have allowed us to increase the number of projects we are working on including the selection, implementation, and integration of the various components of Talent Management Systems.”

Visit HRchitect at http://www.HRchitect.com or call (214) 619-0888 for more information.

About HRchitect
HRchitect is the premier Human Capital Management (HCM) Systems consulting firm and the market leader in Talent Management Systems (TMS) consulting services including the selection, implementation and integration of Applicant Tracking Systems, Performance Management, Succession Planning, Compensation Management, e-Learning and Competency Management Systems. While completing over 300 successful client engagements over the last nine years, HRchitect has developed proprietary approaches, methodologies, tools and techniques for rapid delivery of real systems value in today’s increasing global business environment. HRchitect has participated in the successful evaluation and implementation of eHR software components for leading, high-tech, high-growth leaders such as Intuit, Broadvision, Perot Systems, Siebel, WebMD, and Symantec; manufacturing companies such as Texas Instruments, SAIC, Raytheon, Northrop Grumman, Titan
and Precor; retail leaders including Wal-Mart, OfficeMax, RadioShack, Nordstrom, L.L. Bean, The GAP, Blockbuster, Reebok, and Target; healthcare/bio-tech organizations such as Alcon Labs, Washington Dental, The Mayo Clinic, Express Scripts, Biogen Idec, Tenet Healthcare, and Moses Cone Health System; financial organizations including, Washington Mutual, Wells Fargo, VISA and Mountain America Credit Union; transportation leaders such as Maersk, FedEx, Southwest Airlines, and Sabre; telecommunication leaders T-Mobile, AT&T, Sprint, and Verizon; as well as leading hospitality companies such as Hyatt, Marriott, Walt Disney Company, Starwood, and Cendant.

Media Contact:
Tina Grimes
Marketing Manager
HRchitect
214.619.0888 x 310
e-mail protected from spam bots


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

HRmarketer Community Demonstrates Mastery in Online Marketing

CAPITOLA, Calif.—Aug. 9, 2006—According to a recent survey of human resource suppliers, HRmarketer members are beating their competitors to the online marketplace and demonstrating a better understanding of the online marketing forum. Trends in HR Marketing: Forays in Marketing 2.0 and PR 2.0, the current research report from HRmarketer, details the current state of marketing in the HR/Benefits industry.

• Reaching qualified buyers, also known as lead generation, is one of the top 3 greatest challenges for non-HRmarketer members; only 7 percent of HRmarketer members said they had problems reaching qualified buyers
• Members are less likely to invest in pay per click advertising, instead opting for tactics that achieve organic SEO rankings
• Members have a better mix of direct and brand marketing-- only 7 percent rely completely on direct whereas 28 percent of non-members are completely reliant on direct marketing

While many industry experts acknowledge that the HR/Benefits industry tends to be late adopters or laggards when it comes to new technologies and marketing tactics, a select group is in the early majority. Recent research demonstrates that this group is driving more leads and creating higher ROI in marketing than their competitors. HRmarketer, the no. 1 marketing and media visibility service for companies selling to human resource decision makers and employee benefit brokers, is one tool that these forward-thinking marketers use.

“We offer our HRmarketer.com members an abundance of training and tools to help them maximize their online publicity, increase their SEO and generate sales leads ,” said Mark Willaman, president of Fisher Vista, LLC, creators of the HRmarketer.com service. “This research helps tell the story of HRmarketer members successfully adapting to the modern marketplace.”

For those interested in the practical tips, analysis of industry trends and forecasts that HRmarketer has consistently delivered to its clients, HRmarketer recently released its latest research report, Trends in HR Marketing: Forays in Marketing 2.0 and PR 2.0.

This report provides information on trends and best practices for marketing to the HR/Benefits marketplace, and more specifically on the adaptation of Marketing 2.0 and PR 2.0 techniques for that marketplace. It includes an analysis of trends and the technologies most used in this industry. Finally, this report offers insight into the tremendous opportunity available to those marketers who are willing to innovate and are interested in gaining more market share.

For more about HRmarketer.com, visit www.HRmarketer.com

About HRmarketer.com
HRmarketer is the # 1 Internet marketing and media visibility service for companies selling to human resource departments and/or targeting employee benefit brokers and consultants. Founded in 2000, HRmarketer helps companies generate more publicity, traffic and sales leads and is used by hundreds of recruitment and staffing, payroll, employee benefit, training and development, outsourcing and other human resource suppliers, as well as PR and marketing agencies. HRmarketer combines a database of marketing and PR opportunities with press release distribution, campaign management, business intelligence and advisory services. Learn more by visiting www.HRmarketer.com

###



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

Announcing Leading Technical Professionals A New Leadership Development Process from BlessingWhite Targeted for Todays Most Important Leaders

PRINCETON, NJ – 08/8/2005 – Global consulting firm BlessingWhite announces the launch of Leading Technical Professionals™. For nearly two decades BlessingWhite’s Technical Leadership program was the business world’s premier leadership development process for managers of highly skilled employees such as IT professionals, software developers, engineers, scientists, and financial analysts. Leading Technical Professionals builds on this legacy with new workplace research, updated content, an exciting, revamped workshop experience, and brand-new online tools.

Leaders of technical professionals need specialized leadership development, according to Christopher Rice, BlessingWhite’s President and CEO. He explains, “Technical professionals make up a critical segment of every organization’s workforce. They are the experts on whom organizations rely to create new products, drive innovation, and keep every facet of the business humming. We have 20 years of research and experience working with technical professionals and their leaders. As a result, we understand their unique needs and the leadership strategies that maximize their talents.”

Leading Technical Professionals features online assessments and prework, a highly interactive workshop featuring peer coaching, plus an online Leadership Resource Center to support effective application of leadership strategies on the job. Leaders who participate in this process learn the six needs that distinguish technical professionals from the workforce at large, six essential leadership skills, and a consistent yet adaptable leadership strategy for handling a range of real-world situations. Optional activities and content focused on the challenges of leading virtual teams and managing multicultural dynamics round out this highly flexible hybrid learning process.

Rice comments, “Expert employees need expert leadership. Yet most leaders of technical professionals are promoted for their technical know-how not their people skills. Leading Technical Professionals is an effective leadership development process that goes beyond the basics. It takes into account the challenges faced by this unique population of leaders, contains highly relevant content and practice, and provides the learning and follow-up tools to help them become the leaders they need to be. As a result, they’ll be better able to deliver on the ever-increasing demands of their employers for productivity and innovation – as well as employee engagement and retention.”

The all-new Leading Technical Professionals is available August 14, 2006.

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.
###



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 Publishes Cross-Cultural Communications Business Tool

SILVER SPRING, MD (August 8, 2006) - - Cook Ross has released its Cultural Communication Guide™, designed to help organizations and individuals learn the nuances of communicating in a multi-cultural business environment.

The Cultural Communication Guide features a variety of regions and cultures, and provides guidelines on how to communicate across cultures effectively. Specific cultural nuances for each are laid out in twenty different categories, including relationships, decision making personal space issues, as well as communication patterns and work styles.

“In our work with organizations, the primary challenges revolve around communication. It is not always what is said, but how it is said, where, and when. It is quite simple theoretically, but when we are working with people from different backgrounds than ours it is easy to miss small things that can have tremendous impact, said Cook Ross President, Howard Ross. “The Cultural Communication Guide helps us get an idea of some of these nuances and be empowered by them, rather than caught off-guard by not having a working understanding of them.”

The Cultural Communication Guide is available for $10.95 each and can be ordered in large quantities for volume discounts. For more information visit http://www.cookross.com.


About Cook Ross

Cook Ross is one of the country's leading organizational change and diversity consultancies. Based in Silver Spring, Maryland for nearly 20 years, the company has provided cultural competency solutions through its training, consulting, products and services.

Cook Ross has proven that cultural competency can be learned and developed, and can lead to unprecedented growth, as well as vastly improved productivity, morale, internal communication, leadership, and customer satisfaction.

Cook Ross has developed a broad series of tools that empower its clients with cultural competence awareness and skills, including online tools such as CultureVision which was specifically designed for healthcare practitioners and provides on-the-spot access to culturally competent patient care, and The Diversity Toolkit, which helps managers, leaders, and front line workers in all types of organizations understand and deal with diversity issues as they arise in the work place.



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

Hired on Experience, Fired on Personality

Pleasant Prairie, Wis. – August 8, 2006 – How well a candidate fits a company’s culture is key to predicting their performance and job longevity, according to a new whitepaper from TalentPen titled Personality Matters: Using Personality Assessment for Competitive Advantage in Talent Acquisition. The paper, available for download at www.talentpen.com, also explores how modern personality assessment is rooted in a rigorous methodology required of any scientific discipline.

A candidate’s personality, preferences, and qualifications make up the winning formula for hiring, the paper notes. Personality assessments can eliminate unsuitable candidates early on, reduce turnover rates and “resume roulette.”

“Hiring veterans can swap horror stories of people who had all the right qualifications but whose social skills did not mesh with the existing company culture,” says Michael Sproul, chief executive of eBullpen, LLC. “By incorporating personality profiles into the selection stage, employers can determine who best fits their company’s culture before they waste time reviewing, screening or interviewing less-than-ideal candidates.”

TalentPen is a talent collector and people matching system that uses profiling, not resumes, to build a candidate database for employers. It enables active recruiting, rather than processing applicants, since the personality matching takes place before candidates become applicants. Developed by eBullpen, LLC, TalentPen is available for companies to purchase and use under their own employment brand.

The whitepaper illustrates how the distribution of human traits falls into five categories, popularly known as the Five-Factor Model. These five traits can be boiled down to the following personality dimensions, which most employers will quickly recognize:

- Sociability: how energetic and enthusiastic a person is, particularly when interacting with others.
- Interpersonal Style: attitudes toward, and interest in, others.
- Curiosity: how open a person is to new experiences and new ways of doing things.
- Adaptability: how organized and thorough a person is in life, and in pursuing goals.
- Temperament: how a person naturally reacts to pressures and stress.

About eBullpen, LLC
Based in Pleasant Prairie, WI, eBullpen, LLC helps employers and job seekers alike find better employment matches by putting personality matching up front in the candidate sourcing process. eBullpen created the TalentPen candidate collection and matching system to give employers an edge in talent acquisition and the tools for improving the hire – not just the hiring process. TalentPen allows employers to incorporate eBullpen’s proven assessment techniques and technologies into their existing career site or ATS. With either system, the end result is a streamlined hiring process and a faster placement of qualified candidates who fit a company’s culture.

For more information, visit www.talentpen.com.

###


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

Fieldglass Publishes Vendor Accountability for Contingent Workforce Management

CHICAGO—August 8, 2006—Fieldglass Inc., a leading provider of contingent workforce management solutions, today published “Vendor Accountability for Contingent Workforce Management.” This new report explores the history and development of vendor neutrality and offers an alternative model.

“Vendor neutrality is a very misunderstood concept in our industry,” said Jai Shekhawat, CEO, Fieldglass, Inc. “Historically, customers have insisted upon vendor neutrality due to their experience with program and staffing practices considered to be contrary to their best interests. Unfortunately, the prevailing flavor of vendor neutrality keeps staffing partners from doing what they are best at – filling job orders and managing staffing programs. Consequently, that means less value for customers. But there is a better model.”

In “Vendor Accountability for Contingent Workforce Management”, Fieldglass describes an innovative new model which creates “vendor accountability” without falling into the traps of vendor neutrality. Topics covered in the report include:

• The Evolution of Vendor Neutrality
• The Evolution of Program Management
• Why Vendor Neutrality is Tough on Customers and Staffing Partners
• The Complexity of the MSP
• From Vendor Neutrality to Vendor Accountability

The complete report is available for download at www.fieldglass.com.

About Fieldglass
Fieldglass, a leading provider of contingent workforce management solutions, combines technology innovation with industry expertise to provide business solutions for such industries as financial services, healthcare, manufacturing, pharmaceutical and telecommunications. Fieldglass' solutions are based on its award-winning InSite application, designed to optimize an organization's contingent labor procurement and management process. For more information about Fieldglass, and its solutions and services, visit www.fieldglass.com.


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

LaSalle and ConnectYourCare offer Consumer Directed Healthcare Account Administration Platform

CHICAGO (August 7, 2006) – LaSalle Healthcare Administrative Services LLC (“LaSalle”), an operating company of LaSalle Bank, is launching the LaSalle CDH Solutionsm, an integrated consumer-directed healthcare (CDH) platform for administering health savings accounts (HSAs), flexible spending accounts (FSAs) and health reimbursement arrangements (HRAs). Partnering with ConnectYourCare, a Revolution Health Group company, LaSalle will offer a full-service, customizable platform to employers, health plans and third-party administrators to administer consumer-directed healthcare accounts.

The LaSalle CDH Solution includes financial claims adjudication, a multi-purse healthcare account payment card, integrated account management, investment options and a single sign-on portal for access to healthcare account management and tools.

“Managing healthcare costs is a growing challenge for employers and employees,” said Cindy Murray, executive vice president, Transaction Banking, LaSalle Bank. “LaSalle is pleased to be in a position to offer a comprehensive solution to address this dynamic business need.”

LaSalle will offer a comprehensive CDH account administration platform for its commercial customers and business partners using ConnectYourCare’s suite of online administrative tools. Features of the LaSalle CDH solution include:

CDH Management: For employers, the platform provides a defined contribution CDH program, so employers can move their benefits focus in healthcare to wellness and wealth management (by offering HSAs), while gaining control over costs.
Education and Empowerment Tools: The LaSalle CDH Solution provides online tools such as flash demos and savings calculators that help drive CDH adoption. In addition, ConnectYourCare offers a suite of wellness tools such as health risk assessments, medical research and provider comparisons.
Multi-purse Health Payment Card: Employees can use a single payment card issued by LaSalle Bank to access their healthcare accounts (FSAs, HRAs, and HSAs). The transaction amount is automatically deducted from the appropriate healthcare account based upon their employer’s plan design, enrollment choices, employee preferences and the expense type.
The “CDH Financial Engine”: Insurance carriers and third-party administrators can utilize the LaSalle CDH Solution, as a plug-in to their CDH plan offerings, enabling the integration of claims and accounts.
Investment Options: The LaSalle CDH Solution includes investment options for HSAs so employees can choose how to invest the funds in their health savings account.
“LaSalle recognizes that speed-to-market and effective customer acquisition, servicing and asset management can make all the difference in the expanding HSA marketplace, and ConnectYourCare’s platform and expertise can help LaSalle provide crucial healthcare administrative services to its customers,” said Terry Hunter, CEO of ConnectYourCare.

LaSalle Healthcare Administrative Services LLC is an operating subsidiary established by LaSalle Bank N.A. to provide consumer directed healthcare account administrative products and services to the Bank's commercial customers.

LaSalle Bank N.A. is the largest bank headquartered in Chicago with $75.2 billion in assets and $45.2 billion in deposits. LaSalle Bank serves individuals, small businesses, middle-market companies and institutions through 136 retail locations, 500 ATMs, and on-line at lasallebank.com throughout Chicago and the neighboring suburbs.

LaSalle Bank operates in 23 states and maintains commercial banking offices in 19 cities across the U.S. and offers specialty services through its direct and indirect subsidiaries, LaSalle Financial Services, Inc., LaSalle National Leasing Corporation, and LaSalle Business Credit, LLC.

Parent company LaSalle Bank Corporation is headquartered in Chicago with $116 billion in assets and is an indirect subsidiary of Netherlands-based ABN AMRO Bank N.V., one of the world’s largest banks with total assets of EUR 975.1 billion, more than 3,000 locations in over 60 countries and staff of more than 105,000 full-time employees.

LaSalle Bank N.A., LaSalle Bank Midwest N.A., Member FDIC, Equal Opportunity Lender
© 2006 LaSalle Bank N.A.

ConnectYourCare’s benefit delivery platform provides a pathway for migration to CDH, supplying tools for employees to better manage their healthcare choices and a vehicle for employers to realize healthcare cost containment. ConnectYourCare Solutions include a multi-purse health payment card and portal for employees to manage tax-advantaged accounts and relevant investments, financial claims adjudication and customer support services, and comprehensive medical information and decision-support tools with a focus on health and wellness. ConnectYourCare sells to midsize and large employers and markets a co-branded ASP solution to health plans, TPAs, banks and investment firms. ConnectYourCare is a Revolution Health Group company. For more information visit, www.connectyourcare.com.

# # #

LaSalle Contact:

Lauren Vidovich
312/904-8006
e-mail protected from spam bots

ConnectYourCare Contact:

Holly Smith
410/891-1023
e-mail protected from spam bots



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

Florida Employers Encouraged to Participate in SalarySurveyOnline.com Benchmarking Surveys

Tampa Bay, FL – August 7, 2006 -- Effective Resources, Inc. is conducting its sixth annual benchmarking survey of salary, wages and benefits offered by Florida employers via their secure survey website,SalarySurveyOnline.com.

With clients in virtually all industry groups, Effective Resources saw the need for employers to provide more local details in order to attract and retain workers within Florida, rather than use regional or national averages.
“More than 45% of area employers are expected to increase pay and bonuses to attract and retain talent,*” explained Barry L. Brown, President. “It's more important than ever to have local, accurate and up-to-date salary data. Any Florida employer evaluating whether they have a competitive benefit and compensation package should be interested in this survey.”
Among the highlights of the last survey:

- Employee turnover has decreased over the past year for Florida employers. The average rate in Florida is 2.3% -- down from the 2.9% reported last year, and 2.7% the previous year. Monthly turnover rates since last year vary among industry groups, with hospitality being the highest group at 4.2%, followed by retail at 3.6% per month. Monthly turnover in smaller organizations (fewer than 50 employees) dropped from 3.2% in 2003 to 2.7% in 2004, and dramatically lowered to 1.9% in the latest survey.

- Continuing the trend that started in recent years, the planned average merit increase is 3.8 percent, the survey found, but is slowly returning to the 4 percent level last seen in the 1990s. The reported merit increase rate is two-tenths higher than last year and remains conservative, as many employers are still uncertain about the economy, political impact on their business, and the ongoing impact of Florida’s minimum wage bill.

In ongoing efforts to meet the needs of Florida employers, new for 2006, SalarySurveyOnline.com has benchmarked job positions in two additional industries: construction and law. You can see a complete industry list at http://www.salarysurveyonline.com/FAQ.asp. Also new for 2006, participants can purchase their surveys in MS Excel format in addition to PDF, CD ROM, and hard-copy prints.

Survey results will be available to prepaid participants for $79, or $159 for participants who pay upon publication of the results (cost for non-participants is $299).

Effective Resources has been providing annual salary surveys for Florida employers since 1993. The survey provides employers with the information they need to make sound business decisions by comparing themselves to others in their industry, location and size. Employers interested in participating should go to http://www.salarysurveyonline.com/SignUp.asp.

About Effective Resources
Effective Resources, Inc. is a leading human resources consulting firm specializing in providing companies assistance with compensation issues, affirmative action plan preparation, salary surveys, employee opinions surveys and other areas of human resources. Effective Resources, Inc. has been in business since 1992. Visit its website at: http://wwwEffectiveResources.com

*South Florida Business Journal - May 2006



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

JWT SPECIALIZED COMMUNICATIONS AFFILIATES WITH G2G TO OFFER INTERACTIVE MARKETING SERVICES TO THE EDUCATION SECTOR

New York, NY – August 3, 2006 – JWT Specialized Communications, one of the world’s leading specialty marketing communications companies, has formed an affiliation with G2G, an interactive communications agency located in suburban Boston, Massachusetts.

G2G has over 11 years of online media design and marketing experience, with a special focus on the world of higher education. “We understand the complex strategic objectives that educational institutions face and the multitude of audiences they must address online,” said Andrew Child, co-founder and principal of G2G. “We’re very proud to be able to combine our knowledge of this sector with the world-recognized interactive and branding expertise of JWT.”

“It’s a winning combination of talents,” said Ben Klau, Senior Partner at JWT Specialized Communications and Director of Interactive Solutions. “Higher education administrators and faculty can take advantage of G2G’s experience and success advancing their specific communications goals, and at the same time have the benefit of JWT Specialized Communications’ pioneering work in the area of brand management through the innovative use of interactive media.”

G2G will continue to operate under the leadership of Andrew Child, whose creative and strategic work for institutions such as Boston College, University of Virginia’s Darden Business School, Hamilton College, Dominican College, Goucher College, MIT and the Baltimore Collegetown Network has frequently been recognized by CASE, the Council for Advancement and Support of Education.


About JWT Specialized Communications

JWT Specialized Communications provides strategic approaches to talent acquisition and management and other specialty marketing categories, as well as general interactive marketing services. The agency has 32 offices across North America and internationally. It is a subsidiary of JWT, an agency of WPP (NASDAQ: WPPGY) that ranks among the oldest and largest full-service global advertising agencies.

About G2G

G2G is a privately held web design firm with over eleven years of experience developing interactive communications for educational organizations. G2G works with its clients to communicate institutional identity, deepen constituent relationships, and advance recruitment and development objectives.

# # #





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

PeopleScout Expands RPO Services, Blending Live Recruiters and Web Technology for High-Volume Hiring Needs

Chicago, Ill., August 4, 2006 -- As today’s workforce continues to shrink, employers are increasingly turning to outsourced solutions to meet their high-volume hiring needs; however, most technology solutions lack the human touch of live, experienced recruiters. In response, recruitment process outsourcing (RPO) leader PeopleScout is helping companies recruit, screen, hire and retain staff with a blend of web-based technology and live recruiters.

The company’s redesigned website, unveiled today, reflects PeopleScout’s expanded services in recruitment outsourcing, whether it’s an end-to-end solution or an individual component in the recruitment process. Located at www.peoplescout.com, the site better illustrates the latest enhancements to the firm’s family of services, including recruitment consulting, strategic sourcing, candidate selection, hiring, onboarding and employee retention. Expanded capabilities include not only RPO, but Candidate Process Outsourcing (CPO), Student Recruitment Outsourcing (SRO) and Employee Care Outsourcing (ECO).

To date, People Scout has screened more than 22 million job candidates, facilitated more than 187,000 hires for some of America's largest employers, reduced hiring cycles by as much as 50 percent, and reduced employee turnover by 10 percent. Of greater interest to employers, fill rates have climbed to 97 percent, exceeding the industry standard, candidate quality has improved, and mangers are freed of administrative burdens to focus on strategic issues.

With large-scale live recruitment response centers unique to the RPO world, along with integrated web-based services, PeopleScout’s “click or call” approach makes the most of candidate flow and reduces the risk of applicants dropping out of the process. Regardless of an applicant’s initial method of inquiry, each individual will speak with an experienced PeopleScout telephone recruiter prior to being scheduled for an interview.

“Recruitment Process Outsourcing (RPO) is one of the fastest-growing segments of HRO,” explains Karen Browne, Chief Operating Officer of PeopleScout. “For over 15 years we’ve solved hundreds of high-volume hiring dilemmas and processed millions of hourly and salaried candidates. The new website reflects our commitment to take ownership for every aspect of the recruitment process and improve the outcome. The bottom line is that our HR clients can be more strategic, react more quickly to hiring situations, and cut costs.”

About PeopleScout

PeopleScout uses live recruiters and web-based technologies to provide personal and professional recruitment process outsourcing (RPO), helping companies make high-volume hiring more efficient and cost-effective. Whether it’s a complete end-to-end RPO solution or an individual component in the recruitment process, PeopleScout has the experience, infrastructure, resources and best practices to ensure successful recruiting, refining, hiring and retention. Since 1992, the firm has screened more than 22 million job candidates and facilitated more than 187,000 hires for industries such as banking, telecommunications, retail, utilities, hospitality, transportation and more. For more information, please visit www.peoplescout.com or call 800-966-4803.

###




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

CRISIS IN HEALTH CARE RECRUITING REPORTED AT NAHCR IMAGE 2006

New York, NY – August 1, 2006 – Shyrl Johnston, Senior Partner at JWT Employment Communications, presented “Things We’ve Measured and Observations We’ve Made” at the National Association for Health Care Recruitment’s 32nd Annual Conference, IMAGE 2006, on July 14th, in Boston, MA. Over 200 health care recruiters attended Ms. Johnston’s discussion of employment metrics and what research indicates about a crisis in health care recruiting.

Ms. Johnston shared results from three JWT Employment Communications studies of health care workers, recently published as white papers. “Days-to-fill and days-to-start indicators are hitting the bottom line hard and the cost-per-hire is rising at many health care institutions. In our view, today’s vacancy and turnover rates scream ‘crisis’,” according to Ms. Johnston.

"Behind Closed Doors: Traveling As an Applicant" reports the job search experiences of 834 “secret shoppers” posing as applicants in 200 health care facilities. Of that group, 77% said they could not make a positive employment decision based on the information and experience they had during the hiring and selection process. "Opening The Window Before They Close The Door" highlights findings from surveys of 88,739 new employees. Their number one source of job information is a referral from a current employee; the second is an organization’s Web site. "Preparing For The Storm: Why Health Care Workers Quit - What Can We Do To Retain Them", reports the results of interviews with 48,534 former employees focusing on why they left their positions, reasons they would have stayed, and reasons they would consider returning. The top three reasons employees leave an organization: a better career opportunity; more favorable
work schedule; and because of a poor relationship with a supervisor/manager.

The white papers can be downloaded from the gency’s Web site: www.jwtec.com


About JWT Employment Communications

JWT Employment Communications helps employers attract, recruit and retain staff through comprehensive advertising, marketing and employee communications services, measurement tools, consulting resources and strategic approaches to talent acquisition and management.
The agency has 32 offices across North America and internationally. It is a subsidiary of JWT, an agency of WPP (NASDAQ: WPPGY) that ranks among the oldest and largest full-service global advertising agencies.
# # #




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

The Forum for Shared Governance Appoints Dr. Beth A. Brooks to Advisory Board

New York, NY – August 1, 2006 – Beth A. Brooks, PhD, RN, CHE, and Senior Partner at JWT Employment Communications, one of the world’s largest recruitment marketing and internal communications companies, has been appointed to the Forum for Shared Governance Advisory Board, a clearing house for promoting and distributing research about shared governance and other organizational improvements that assist in the empowerment of nurses and other health care professionals in their workplace.

The Forum promotes shared responsibility between staff, managers and patients in the control and influence of their health care organizations. The role of the advisory board is to offer support and education to effectively participate in the governance of these organizations.

With over 20 years of experience in health care including positions as a nurse recruiter, nurse manager and director of nursing, Dr. Brooks is currently the health care industry thought leader for JWT Employment Communications, responsible for the agency’s expertise on the attraction, recruitment and retention of health care talent. She and her team work to identify and utilize academic research findings to enhance the agency’s products and services.

Dr. Brooks is a member of the Board of Directors of the Illinois Organization of Nurse Leaders and serves on the Education Committee for the American Organization of Nurse Executives. She is a member of the American Organization of Nurse Executives, the American College of Healthcare Executives, and the Academy of Management.



About JWT Employment Communications

JWT Employment Communications helps employers attract, recruit and retain staff through comprehensive advertising, marketing and employee communications services, measurement tools, consulting resources and strategic approaches to talent acquisition and management.
The agency has 32 offices across North America and internationally. It is a subsidiary of JWT, an agency of WPP (NASDAQ: WPPGY) that ranks among the oldest and largest full-service global advertising agencies.


# # #





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

eContinuums Overture to help IDeACOM members hire top salespeople

MINNEAPOLIS, MN – July 31, 2006 – eContinuum (www.employeecomntinuum.com) a leading provider of HR Technology solutions for attracting and hiring salespeople, and IDeACOM, a premier distribution organization for voice and data solutions for business, today announced that the Overture™ applicant screening and assessment tool will be made available to IDeACOM members. The Overture solution will enable IDeACOM members to evaluate and hire better salespeople.

eContinuum’s Overture application provides clients innovative ways to measure and evaluate sales candidates including the use of job simulation technology that puts sales people into actual sales situations – the most accurate way to predict job performance according to industry experts. In this offering, Overture has been specifically configured to evaluate sales candidates within the voice and data (convergence) sales environment making it the first on-line hiring tool configured for convergence dealers.

“Overture will help IDeACOM members meet the challenge of growing a successful sales organization,” says Orrin Broberg, President of eContinuum. “We can offer every member the benefit of a well-tuned recruiting and staffing department without the administrative overhead.”

IDeACOM is a new kind of high tech organization. IDeACOM was founded in 1986 by a group of dedicated business leaders with individual companies, who realized the benefit of working together in an increasingly competitive marketplace. By uniting their purchasing power, these successful entrepreneurs created an organization whose members enjoy the benefits of being part of a more than $200 million, national organization, while retaining complete control over their own business and its identity. As such, each member controls all aspects of their business, including staffing of salespeople.

“By offering Overture to our members, we are helping them focus their energy on their core competency of designing and delivering state-of-the-art communications solutions,” says Bill Gillam, Executive Director of IDeACOM. “Overture will improve the quality of their sales hires while saving them time and money.”

eContinuum is currently offering other eLearning and sales support services to IDeACOM members.

About eContinuum

A pioneer in helping companies attract and select top sales performers, eContinuum provides competency-based solutions that enable companies to assess and predict job performance of sales applicants. The company’s signature product, Overture™, is the first tool to integrate expert systems technology, job simulations, and a company’s intrinsic sales knowledge into the screening process - removing the subjectivity in candidate selection and increasing accuracy in predicting job performance. By translating complex selection data into relevant and actionable information, eContinuum goes beyond traditional selection tools and methods and is ideal for sales and other revenue-critical positions.

About IDeACOM:

IDeACOM, LLC is an organization of independent voice and data providers that have a common goal of providing the highest quality products to members at a cost advantage in their marketplace. IDeACOM members constantly share important industry knowledge and best practices that are of enormous value to their businesses. IDeACOM accomplishes this through active member and vendor involvement, camaraderie, commitment, and focus. As a result of IDeACOM core principles, our members deliver the very best products and services to their customers at competitive prices while maintaining the highest level of professionalism.


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

SUCCESSFACTORS MANAGERS EDITION GAINING RAPID ADOPTION

SuccessFactors, the leading global supplier of on-demand, Web-based performance and talent management solutions, today announced substantial adoption for the company’s Manager’s Edition product. Designed to help individual managers develop and deliver performance reviews quickly and painlessly, SuccessFactors Manager’s Edition has gained rapid adoption with customers and is on target to surpass the company’s targeted sales projections.

The most recent customer wins include individuals from the PGA Credit Union, Harvard University and Great Western Building Materials. Current users of the web-based, on-demand application encompass an impressive roster of companies from a wide variety of industries, including financial services, insurance and mortgage, education, information technology, manufacturing, medical, marketing services, security and construction.

"We are seeing an increasing number of people who are leading small businesses or managing small teams who want a more effective employee performance review process," said Karen Melchior, Director of Manager’s Edition. "These individuals understand the importance of performance and talent management and are eager to put an automated solution like Manager’s Edition in place."

SuccessFactors Manager’s Edition includes a competency library, a writing assistant and a section for employee notes in between reviews. The competency library, featuring 51 skill categories and a writing assistant that "fine tunes" feedback automatically, are among the most popular features. Over 2,800 professionally-written phrases are readily available to include as suggestions for feedback.

"The writing assistant is fantastic," said Kevin Vincent, President of Luggage Direct. "One of my employees thanked me profusely and said it gives her something to live up to. I’d give this a 9 (out of 10)."

Customers report that prior to implementing the SuccessFactors solution, it typically took three to four hours to write each employee review. Manager’s Edition cuts that time by more than 50%, while providing significantly better feedback. The technology is designed to enable individual managers or small business owners to easily produce and deliver professional-quality employee reviews.

"It’s a slick program," said Zack Cooper, Sr., President of Zack Cooper & Associates Commercial Insurance Services. "My effort was appreciated by the employees."

Ideal for individual managers in larger organizations or for small business owners with firms up to 25 employees, the Manager’s Edition suite is available for a limited time for $99.95 per year for up to 10 employees and $199.95 per year for up to 25 employees.

About SuccessFactors
SuccessFactors delivers performance and talent excellence, on demand. The company’s software promotes visibility, accountability, and results, enabling organizations to eliminate the politics that destroy motivation and impede performance. Fueled by the industry's highest renewal rate, SuccessFactors has grown to support more than 600 customers and 1.8 million users in 134 countries around the world. Customers include MasterCard International, British Telecom, Textron, Salesforce.com, Cooper Tire & Rubber Company, Volkswagen of North America, Reebok, Pep Boys, Lancaster General Hospital and Grant Thornton. The company has achieved a global industry leading, scalable and secure hosting operation. Founded in 2001, SuccessFactors has multiple worldwide offices collaborating for strong local support of customers. For more information, visit http://www.successfactors.com or call +1 800
809-9920.



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