November 14 Event Launches Z University.orgs Free Webinar Series

NEWTOWN, PA – November 1, 2006 – Too many businesses fail to leverage the opportunity to have college interns. Those that do often fall short of fully utilizing college students’ capabilities, and realizing the invaluable contributions they can make with a well-structured and managed internship program.

Z University.org (ZU), a leading advocate and provider of workforce readiness solutions, introduces a free webinar series to educate employers and charitable organizations about how to develop a successful internship program. The first webinar in the business education series will be hosted live at three times on Tuesday, November 14, entitled: “Adding Student Productivity to the Bottom Line: Cultivating Internship Program Success.”

The webinar will focus on internship program best practices, including insights from the core system that Z University.org developed for site sponsors to make students most productive. The presenter, Matthew Zinman, is the president and founder of Z University.org, the creator of the Intern Toolkit, and a leading advocate and innovator of workforce readiness solutions and internship programs.

Mr. Zinman will make a 12-minute presentation, which will be followed by open Q&A for as long as participants wish to continue. For their convenience, Z University.org will present its live webinar three times throughout the day: at 9 a.m., 12 noon, and 4 p.m. (EST). Registration is accessible directly via the www.ZUniversity.org homepage.

“Any business that hires college graduates, or simply needs added resources, stands to benefit from having college interns,” says Zinman. “Businesses will find college students to be highly capable, highly motivated and, if well-managed, highly valuable. They can perform a variety of tasks, such as any involving research, writing, event planning, phone calls, and computers. These examples only represent the productivity potential of core business skills, not the opportunity to apply students’ chosen career skills.”

Throughout the webinar and open Q&A session, Mr. Zinman will reveal insights gained during his over 20 years of first-hand internship experience and personally managing more than 200 student interns (and counting).

Mr. Zinman is the developer of ZU’s Intern Toolkit™, a complete resource to enable employers and charitable organizations with everything they need to manage an internship program most easily and effectively. Mr. Zinman continues to author numerous articles for various trade and business publications and lecture at colleges, universities, and professional associations on a number of experiential learning and career development topics.

Z University.org is dedicated to stimulate important dialogue, foster collaboration, take action, and enable others to do the same. ZU aims to help employer host sites have best-in-class internship programs and create rewarding outcomes and experiences for all involved. ZU takes action to enable employer host sites by developing and providing many free internship-related resources, articles, webinars, assessment tools, white papers, etc.

About Z University.org

Z University.org (ZU) is a leading change advocate and innovator of workforce development solutions to close the gaps of knowledge and experience that exist between school and work. ZU's principle initiative is to help employers and non-profits to create best-in-class internships and related experiential education programs. The goal is to provide college students with the vital experience and career training to best prepare them to succeed all the more upon entering the workforce and beyond.

Z University's other initiatives involve: creating proprietary internship program assessment tools, formalizing a student mentoring curriculum for professionals to support student development, innovating specialized training programs for entry-level professionals, establishing a scholarship foundation to support merit-based internships, and taking action as a leader in promoting experiential education.

About Intern Toolkit

Intern Toolkit features a proprietary “core system” designed to make students highly productive and contribute business value. The Toolkit has seven modules and nearly 60 components with step-by-step best practices, adaptable templates (i.e., worksheets, checklists, questionnaires, evaluations, and legal forms), and tools and resources to support program management needs that range from the most basic to the most advanced. It also contains exclusive business skills training materials. Intern Toolkit comes in a spiral bound reference guide with all contents on a CD-ROM for users to adapt as needed.

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Z University Issues Intern Recruitment Business Advisory

NEWTOWN, PA – October 31, 2006 – The time is now! The untapped pipeline of student talent awaits. Z University.org (ZU), a leading advocate and provider of workforce readiness solutions, hereby issues this INTERN RECRUITMENT BUSINESS ADVISORY to all employers and non-profit charitable organizations and strongly recommends that they take advantage of the opportunity to have college interns during the spring 2007 academic term.

“There are more students in need of internships than there are employer 'site sponsors' to host them," asserts Matthew Zinman, president of Z University.org. "This is not just unfortunate for students’ workforce readiness needs, but at least as much for businesses and organizations to leverage the opportunity to add intern productivity to the bottom line."

Zinman continues, “Any business that hires college graduates or simply needs added resources stands to benefit from having college interns. Businesses will find college students to be highly capable, highly motivated and, if well-managed, highly valuable. They can perform a variety of tasks, such as any involving research, writing, event planning, making phone calls, and computer work. These represent core business skills only; not the opportunity to apply students’ chosen career skills.”

This Intern Recruitment Advisory is as much for potential host sites as it is for existing ones. Some employers limit their opportunity to the summer break while others misjudge the recruitment calendar that slips past them.

Zinman adds, “This is just a friendly reminder that as Baby Boomers retire, workforce development takes on a whole new priority and internships present the single best opportunity for students to gain practical training. New reports, such as from The Conference Board (10.06), validate that the workforce is ‘ill-prepared.’ It’s time for businesses to put their action where their interests lie.”

Z University.org is dedicated to stimulate important dialogue, foster collaboration, take action, and enable others to do the same, such as by helping employer host sites to create best-in-class internship programs.

ZU created its Intern Toolkit™ as a complete resource to enable site sponsors with everything they need to manage an internship program most easily and effectively and create real value for all involved. Z University also takes action to enable employer host sites by developing and providing many free internship-related resources, articles, webinars, assessment tools, white papers, etc.

About Z University.org

Z University.org (ZU) is a leading change advocate and innovator of workforce development solutions to close the gaps of knowledge and experience that exist between school and work. ZU's principle initiative is to help employers and non-profits to create best-in-class internships and related experiential education programs. The goal is to provide college students with the vital experience and career training to best prepare them to succeed all the more upon entering the workforce and beyond.

Z University's other initiatives involve: creating proprietary internship program assessment tools, formalizing a student mentoring curriculum for professionals to support student development, innovating specialized training programs for entry-level professionals, establishing a scholarship foundation to support merit-based internships, and taking action as a leader in promoting experiential education.

About Intern Toolkit

Intern Toolkit features a proprietary “core system” designed to make students highly productive and contribute business value. The Toolkit has seven modules and nearly 60 components with step-by-step best practices, adaptable templates (i.e., worksheets, checklists, questionnaires, evaluations, and legal forms), and tools and resources to support program management needs that range from the most basic to the most advanced. It also contains exclusive business skills training materials. Intern Toolkit comes in a spiral bound reference guide with all contents on a CD-ROM for users to adapt as needed.

President Profile

Matthew Zinman is president and founder of Z University.org (ZU). He created Intern Toolkit™ based on a system he developed through nearly 20 years of first-hand experience with internship programs and personally managing more than 200 student interns (and counting). Mr. Zinman has emerged as a leading advocate and innovator of workforce readiness solutions. He continues to author numerous articles for various trade and business publications and lecture at colleges, universities, and professional associations on a number of experiential learning and career development topics.

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Harris, Rothenberg International (HRI), LLC, Wins Another Award for Its Employee Benefit Website

New York, NY, October 31, 2006 -- Harris, Rothenberg International (HRI), LLC, a global performance-management company, has received another distinguished award for the "What's On Your Mind" Life Management website. The Web Marketing Association (WMA) awarded the website "Outstanding Achievement In Website Development" for 2006. Earlier this year, the website received two iNOVA awards, in the categories of Employee Awareness and Employee Benefits.

The WMA judges sites on design, innovation, content, technology, interactivity, navigation, and ease of use. The judges are members of the media, advertising executives, site designers, creative directors, corporate marketing executives, content providers, and webmasters. The association was founded in 1997 to help set a high standard for Internet marketing and corporate websites.

The award given to HRI recognizes the entire website, with particular emphasis on the creativity and functionality of the overall interactive experience. The "What's On Your Mind?" website allows users to access educational resources (including thousands of articles) and search for providers to meet a variety of life needs including child care, parenting, education, caring for aging loved ones, emotional well-being, and health and wellness. The site also includes multiple interactive training resources, financial planning tools, and self-assessments. The site is notable for its appealing design, ease of use, and ability to be customized to meet an organization's branding, content, and navigation requirements. The website is provided to employers and third-party organizations (such as insurance and payroll firms) who then offer the website as a benefit to their employees or client groups.

"The WMA award is a crowning achievement for our web development team," said Dr. Edward Trieber, Managing Director of HRI. "Receiving three prestigious awards within the last 12 months is exciting and re-affirms our mission to provide our clients with the best online options available today."

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

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Granite Solutions Groupe Helps Sponsor the 28th Annual March of Dimes Charity Golf Tournament

San Francisco, CA, October 30, 2006 -- Granite Solutions Groupe (Granite), a San Francisco-based financial services and IT recruiting firm, announced today its sponsorship of this year’s Annual March of Dimes Golf Tournament on November 6th at The Olympic Club here in San Francisco.

Granite, a proud sponsor of the charity event, specializes in recruiting and placing highly-skilled senior Project Managers, Business Analysts and IT Managers at global firms throughout the financial services and IT Market.

“Recruiter Ray Sarlatte and I have fond memories of walking for the March of Dimes when we were kids,” explained John Henning, Granite's San Francisco-based Director of Business Development. “It left a lasting impression on us, and we’re thrilled to continue the relationship as adults by supporting this great tournament, and by giving back to Bay Area communities.”

The money raised by the annual tournament helps support research programs to find out how to prevent premature birth, and to help the families who experience it.

Granite attracts the best financial and IT talent in the industry through extensive research, networking and industry contacts, and offers greater value than high-priced consulting firms without sacrificing quality and domain expertise.

As the world’s financial and IT powerhouses see the effects of fewer knowledgeable and experienced resources for their key management positions, progressive companies are looking for alternatives to the old retained and contingent systems. Granite recently introduced Guaranteed Retained Search Services (GRSS), turning the industry on its head by giving clients exclusive, dedicated focus while also providing flexibility and reduced recruiting fees.

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

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Conversation Styles Can Either Juice or Drain Employees Energy, Says New Leadership Book

Ontario, Canada – October 30, 2006 -- The quality of an organization is only as good as the quality of its conversations, states author Brady G. Wilson; however, the skill of conversation is dying in a world of e-mail and virtual teams. Yet leaders can still tap into their company’s “intelligent energy” – the source of high-performing behaviors -- by shifting away from a conversational style that “pushes” their needs, and embracing one that “pulls” out understanding between them and their teams.

This premise is what fuels the new book, “JUICE: Release Your Company's Intelligent Energy Through Powerful Conversations.” Wilson is the co-founder of Juice Inc., a solution provider for leaders who want to boost their organizational energy levels and employee engagement. The book, just released, offers tips for leaders on the use of “Pull Conversations” to develop a high-performing culture and explains the value of intelligent energy.

“The one thing that can create a spike in a person’s productivity from one day to the next is their personal energy level,” explains Wilson. “When employees feel energized, they love to offer their best stuff – their discretionary effort.”

Wilson’s book illustrates how Pull Conversations can unlock an employee’s best energy – their willingness to go above and beyond the call of duty. People have two basic orientations in their conversations, he notes: push or pull. The Pull Conversation is a blend of inquiry and directness that enables a leader to understand the reality of another person’s world. Those who push their needs and desires onto others without regard trigger a defensiveness that causes their listeners to shut down. Misunderstanding, mistrust and mistakes typically follow.

However, those who pull out others’ realities -- and genuinely listen -- create an understanding of the other person’s world that creates trust and high-performing behaviors. JUICE explains both models and provides real-world examples to illustrate ways to create a culture of Pull Conversations. Its chief goal is to help leaders and managers learn how to pull out the reality of their co-workers and employees. The end result is intelligent energy, a combined sense of focus, flow, passion, purpose and drive which delivers high performance and sustained results.

“What matters to employees more than anything else at work is their feelings – the core emotional drivers,” Wilson adds. “How they feel on the job determines how engaged they are. Leaders are cultural architects who have the capacity to create environments where it feels good to work, and it’s easier to get results.”

Copies of JUICE can be purchased by visiting the Juice Inc. website at www.juiceinc.ca or by calling 519-822-5479.

An additional resource is the Juice Resource Centre, also located at www.juiceinc.ca, which offers information on related workshops, speaking engagements, articles and excerpts. Juice Inc. also offers the Juice Check™, a tool designed to help companies measure how much intelligent energy is being released in a work environment.

About Juice Inc.
Since 1998, Juice Inc. has been working with organizations to create better business outcomes and improve performance by releasing Intelligent Energy. Juice Inc. has seen a significant return on investment for the companies it has worked for. Juice’s client list includes Amex, AstraZeneca Canada, CIBC, Co-operators, Kellogg, Canadian Tire Financial Services, Cooper-Standard, JANKelley Marketing, Kraft Foods, LaserNetworks, Linamar Manufacturing, Manulife Financial, NestlePurina, Raytheon, Saint Elizabeth Health Care and UNICEF.

Contact:
Crista Renner
519-822-5479

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American Community Introduces Affordable Health Insurance Options for Illinois, Iowa, Missouri and Nebraska

October 30, 2006 - American Community Mutual Insurance Company has introduced two new consumer-choice health insurance plans for employer groups, families and individuals in Illinois, Iowa, Missouri and Nebraska. The new plans are designed to make health insurance more affordable, especially for small employer groups that may not be able to afford traditional coverage, the self-employed, and those not in employee-sponsored group plans, such as young adults who may no longer be eligible under a parent’s coverage.

The Next Generation HSA™ and Triple Tier PPO™ are low-cost PPO (preferred provider) health plans that take a creative approach to risk- and cost-sharing to reduce premiums, while assuring financial protection against catastrophic hospital and medical costs. The plans were introduced earlier this year in Michigan, Indiana and Ohio. Both plans include an industry-leading assortment of self-directed care management tools to help insureds stay healthy, make more informed use of health services, and receive access to health experts 24-hours a day.

The Next Generation HSA is a qualified high-deductible health insurance plan with unique features. These types of plans typically allow the insured to pay deductibles and co-payments from a tax-free Health Savings Account, but American Community adds three innovations, according to Gerald Meach, President and CEO.

First, it offers multiple payment-sharing options to help people select coverage to best fit their needs. Second, the family plan offers the option of a separate, lower deductible for individuals, letting them begin benefits earlier. Third, the deductible is waived for the first 30 days of care after an accident. “This best-in-class benefit saves members from being hit hard with unexpected expenses,” said Meach.

The Triple Tier PPO™ plan offers lower premiums by providing different benefit levels based on type of care. "The plan provides higher benefits for hospitalizations, emergency care and injuries, the most serious and costly treatments, with lesser benefits for outpatient, non-emergency care where the policyholder can take the time to evaluate, with our assistance, alternatives that can be more cost effective," he explained.

Both the Next Generation HSA and Triple Tier PPO allow choice of doctors and healthcare providers, with highest benefits for insureds who use preferred providers recognized by American Community.

The company’s new plans offer a TelaDoc physician phone line, 24-hour nurse line, treatment cost calculator, web-based medical library, personal health & symptom evaluation tool, prescription drug pricing and research info, hospital cost comparisons, and health helper tips.

American Community is licensed in 38 states and has embarked on an aggressive program of geographic growth and coverage innovations to help keep health care affordable, according to Meach. The company plans to launch two new consumer-choice products in early 2007.

With beginnings dating back to 1938, American Community is one of the nation's oldest health insurance companies. Today it markets coverage in Michigan, Ohio, Indiana, Illinois, Missouri, Iowa, Nebraska and Arizona through more than 6,000 independent insurance agents.

For more information about these new products, visit www.american-community.com.

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Contact:
Ellen Downey
VP, Corporate Communications
(734) 591-4694



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Allison Plesur, Esq. takes over as CEO of Interactive Employment Training, Inc.

Jericho, NY, October 30, 2006

Interactive Employment Training, Inc. (IET) announced today that Allison Plesur, Esq., an employment lawyer and co-founder of Interactive Employment Training, Inc. (www.hrtrain.com), has taken over day to day operations at Interactive Employment Training, Inc. (IET). “We will continue to focus on our core courses: sexual harassment training, e-mail risk control, diversity and other workplace-related online courses” said Plesur. “IET is going to grow by adding scenarios and otherwise expanding the breadth of our current courses, not by taking on subjects outside of our expertise” she said. “We want to continue to set the standard for workplace online training and encourage customization of our courses” she added.

Interactive Employment Training, Inc. was founded in 1995 and is a three time winner of Human Resource Executive’s Top Training Award.



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Lore Offers "What People Want: A Managers Guide to Building Relationships that Work"

Durango, CO, October 25, 2006 — “I love my job, but hate managing people.” It’s a common cry from managers—and the employees who often feel their boss’s pain. The good news?

If you’re not a natural “people person,” you can learn to behave like one, says Terry R. Bacon, a Durango, Colo.-based workplace consultant and coach. But, first, you’ve got to know what employees really want.

That’s why Bacon conducted a nationwide survey of 500 employees—to learn what matters most in their relationship with a manager. Among his findings: Ninety percent of workers rank honesty, fairness, and trust as their top-three needs. And what don’t they want? Fun, friendship, and even “interesting conversations” make the short and often surprising list.

So, why should managers even care about what employees want? In today’s talent-driven and retention-centric workplace, it’s not enough to be technically good at what you do, says Bacon, author of What People Want: A Manager’s Guide to Building Relationships that Work (Davies-Black, 2006, $27.95). You’ve got to be good with people—a fact driven home by a recent Harvard Business Review report that says most employees would rather work with a “lovable fool” than a “competent jerk.”

And while knowing what workers want is important, managers must also know how to give it to them—and that takes both will and skill, says Bacon. He offers hundreds of nitty-gritty tips and insights in What People Want, including:

 How to treat employees like human beings—not human resources

 What every manager should know about baby boomers and GenXers

 The best practices of interpersonal behavior—and why most managers don’t “get” it

 What every organization can do to promote people skills

 How to turn common sense into common practice—and keep your best people


Terry Bacon is a leading expert in talent management and author of What People Want: A Manager’s Guide to Building Relationships that Work (Davies-Black, 2006, $27.95). President and CEO of Lore International Institute, a Durango, Colo.-based consulting and research group with offices around the world, Bacon specializes in leadership development and executive education. He is a sought-after speaker and coach, as well as a prolific writer with more than eighty books, research reports, and white papers in print. A graduate of the United States Military Academy at West Point with a B.S. in engineering, he also holds a Ph.D. in literature and theatre from American University.


WHAT PEOPLE WANT
A Manager’s Guide to Building Relationships that Work
Terry R. Bacon
Davies-Black Publishing
ISBN 978-0-89106-216-5
Cloth
240 pages
November 2006
$27.95


(Sidebar)

More than 90 percent (91.5%) of employees say they want honesty and integrity from their manager.


lorenet.com

Contact Patti Danos at (312) 335-1464 or e-mail protected from spam bots.

 2006 Terry R. Bacon. All rights reserved.


About Lore International Institute
Lore International Institute is a privately held, global executive development firm, serving the global business community. Since 1989, Lore has been providing clients with a variety of scaleable and progressive solutions, and is able to offer an end-to-end solution that includes assessment, organizational consulting, executive education, and executive coaching. For additional information about Lore, contact Jennifer Kwiatkowski, Marketing Manager, at 800-866-5548, e-mail e-mail protected from spam bots. www.LoreNet.com



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TalentPen Recruiting Survey Explores Employers Inconsistency with Personality Screenings

Pleasant Prairie, Wis. – October 27, 2006 – More than half (58 percent) of respondents consider personality assessment as a critical element in screening and hiring, but only 16 percent actually use this tool, according to TalentPen’s annual survey of recruiting professionals. A white paper summarizing this survey can be downloaded at http://www.talentpen.com/read_the_whitepapers.html.

“When asked what was most important in prospective new hires, respondents ranked them in this order: skills, personality, experience, drive / passion, and culture fit,” reads the white paper. Their application of screening tools did not match this order, however, but tended to be mainly criminal / reference background checks. The paper points out this disconnect between belief and practice.

In a recent webinar, TalentTrack’s Elaine Nicol recommended personality assessment as a pre-screening tool and said it’s “particularly useful for certain skill sets, like call center work and sales.”

The white paper offers suggestions to employers, including the development of talent pools and active communication with prospects. Personality assessments are also cited as key measurements for how an employee fits a company’s culture, which directly impacts their loyalty.

Employers who don’t follow this advice will pay a high price, according to the paper. “Conservative industry estimates put the cost of turnover at 1.5 times that of salary,” explains Michael Sproul, president of TalentPen. “Some companies report a six-fold expenditure above salary when hidden costs such as ‘chain reaction’ turnover and lost productivity are factored in.”

Most recruiting professionals who responded to the survey were from companies with between 100-1,000 employees. More than a quarter of these respondents were from service companies. Other industries represented include healthcare, manufacturing, education, and financial services.

TalentPen, a web-based candidate collection and matching tool, measures personalities, job preferences and qualifications, collects them into private talent pools and matches them to employers with appropriate cultures. Candidates don’t apply for a specific job, but instead complete personality profiles for placement into expandable talent networks.

The same personality methods used by TalentPen were featured in Inc. magazine’s August cover article, “The New Science of Hiring.” It compared modern scientific hiring options to older hit-and-miss tactics. Writer Stephanie Clifford wrote that personality fit cannot be determined by traditional job interviews.

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.

Media Note: To arrange phone or personal interviews with Michael Sproul, CEO of eBullpen or other appropriate executives, contact:

Bruce Brough at 831-234-9297, or Matt Pitchford at 317-460-0250

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Derrick Barton, Chief Talent Leader/CEO with the Center for Talent Retention, to participate in Global Talent Delegation to India

"Derrick Barton is one of the world's foremost experts in talent management, particularly in the critical fields of retention and engagement. Derrick's participation on the delegation to India will make the experience more rewarding for all of us. We are thrilled that the Center for Talent Retention will be a part of this incredible undertaking," said Allan Schweyer, HCI's President & Executive Director. Derrick truly has seen what it takes to engage and retain employees having worked directly with leaders and managers from every part of the world including: India, Russia, Germany, China and all across North America. Derrick has a wealth of experience gained through leadership roles within manufacturing, telecommunications and the high tech business segments. Through this fantastic opportunity Derrick will be able to offer true insight and gain valuable
context in his role as a global talent leader.

India has set itself apart by becoming the world's most mature market for tapping into offshore workers. With its world-renowned educational institutions, the world's largest English-speaking population, the world's fastest growing knowledge-economy workforce, a business culture focused on quality and a distinct advantage gained by leveraging time zones for global business, India provides an environment and business climate for building remote workforces unrivalled by any other country. Derrick will be traveling with a select group of senior thought leaders, executives, and practitioners from multi-national companies from the United States, Europe, and Canada. Participants will have multiple opportunities to share insights, discuss trends and learn best practices on how they are making talent part of business performance strategy and transforming their global workforce operations.

The delegation will be from November 2 through 8 and will start in New Delhi at the National HRD Conference. Delegates will participate in India's largest and most strategic HR conference, discussing the themes of change management and innovations in human capital management. On day two, the group is joined by sponsors Hewitt, Hexaware, TMI India, Wipro and the Boston Consulting Group in a full day summit on Virtual Global Talent Management. Over the course of the next two days, topics ranging from the future of India's workforce to global talent acquisition, retention and engagement will be discussed with senior ISB faculty and top executives from Microsoft and the Hyderabad business community. From there, the delegation travels to Mumbai where it will visit the EDS BPO call center to observe its operations and then assemble for a roundtable on the impact of talent in international mergers. The events conclude
later that day at the world-renowned Indian Institute of Technology in Bombay where the Shailesh J Mehta School of Management faculty will host a symposium to exchange best practices and innovation in talent management.


ABOUT THE CENTER FOR TALENT RETENTION
The Center for Talent Solutions operating divisions - Center for Talent Retention, Center for Talent Management, and Center for Knowledge Management are the leading experts on “taking action” to increase human capital results. They offer a full range of talent solutions guaranteed to equip your organization, managers, HR professionals, and work groups to make a real impact on talent results. Bringing together the best talent practices needed to attract, engage, build, leverage, and retain talent. They are known in the industry as an elite partner equipping companies like: General Electric, Becton Dickinson, Ball Corporation, ADP, Children’s Healthcare of Atlanta, BMC Software, John Deere, The Home Depot, and McDonalds to increase business performance through people. For more information, please visit: www.keeppeople.com


ABOUT THE HUMAN CAPITAL INSTITUTE
The Human Capital Institute is a think tank, educator, and global professional association dedicated to the advancement of talent management practices with individuals and organizations. HCI serves as a catalyst for innovative thinking in integrated talent strategy, acquisition, development, engagement, management, and measurement. Through research and collaboration, HCI programs collect original, creative ideas from a field of the brightest thought leaders in talent management. Those ideas are then transformed into measurable, real-world strategies that help its members attract and retain high-performing people, build a diverse, inclusive workplace, and leverage individual and team performance throughout the enterprise. HCI members represent a broad coalition of educators, talent managers and executives. For more information, please visit: www.humancapitalinstitute.org


ABOUT DNL GLOBAL
DNL Global, Inc. is a Human Capital Management (HCM) consulting firm that specializes in strategic workforce improvement through acquisition, development, and performance management of global team leaders who act as liaisons between local client needs and virtual global teams. The complexity of global projects demands strong business experience and behavioral capabilities that differ from traditional project management. Global leaders must expertly prepare for the challenges of managing decentralized, multi-cultural teams. DNL Global has the proven ability to help businesses realize global market improvements through HCM consulting. We work to ensure maximized results, mitigate associated risks, and develop comprehensive solutions to meet the demands of global organizations. For more information, please visit: www.dnlglobal.com


PRESS CONTACTS

Cindy Mustful
800.861.6965



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ARAG� Helps More than Ten Million Aetna Members Easily Secure Their Futures

DES MOINES, Iowa – October 26, 2006 – ARAG®, a leading legal services provider, announced today an enhanced business relationship that enables Aetna Group Life policyholders to simplify their lives with direct access to legal resources.

Through ARAG’s Legal ReferenceTM program, Aetna members can access numerous online legal documents. This online resource helps individuals secure their financial futures by creating key estate planning documents including simple wills, living wills, and health care and financial powers of attorney.

For Aetna members covered by supplemental life who are eligible for an accelerated death benefit payment due to terminal illness, ARAG also provides access to a network of attorneys for the most common estate, property and family legal needs an individual faces at such a critical time.

“Aetna has enjoyed a long-term relationship with ARAG, and we appreciate their dedication to creating a custom solution to our members’ request for access to additional legal resources,” said Dana Benbow, head of life products and services for Aetna. “ARAG is a key component of the Aetna Life EssentialsSM program in supplying access to value-added legal programs and support resources to our members in need.”

ARAG has been providing legal products and services for more than 30 years. According to the organization’s claims data, customers most often utilize resources for wills, estate planning and consumer protection issues.

“Aetna is a trusted organization and we are honored to provide legal resources to their policyholders,” said Robert Fishman, ARAG’s president and CEO. “Legal situations can have a dramatic impact on people’s lives, and our organization works to provide solutions that bring peace of mind to individuals and their families.”

About ARAG North America Inc.
ARAG (www.ARAGgroup.com) is the company that stands for legal protection. We’ve been implementing and servicing employer voluntary group legal plans for more than 30 years and help nearly one million members and their families protect their rights and assets. The A.M. Best Company assigned ARAG Insurance Company a Best’s Rating of A (Excellent).

About Aetna
Aetna is one of the nation’s leading diversified health care benefits companies, serving approximately 29.9 million people with information and resources to help them make better informed decisions about their health care. Aetna offers a broad range of traditional and consumer-directed health insurance products and related services, including medical, pharmacy, dental, behavioral health, group life and disability plans, and medical management capabilities. Aetna’s customers include employer groups, individuals, college students, part-time and hourly workers, health plans and government-sponsored plans. www.aetna.com
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Upcoming Garry Meier: HR Outsourcing as an Executive Strategy webinar presented by TriNet

SAN LEANDRO, Calif. —October 27, 2006—TriNet, an outsourced human resources provider that specializes in servicing technology, financial services and professional services firms, will hold a complimentary webinar entitled “Garry Meier: HR Outsourcing as an Executive Strategy” at 11 a.m. PST November 2, 2006.

Human resources outsourcing (HRO) can reduce the burdens of administrative tasks and allow executives to regain time and focus on core competencies. 86 percent of executives polled in recent survey indicated they were dissatisfied with the amount of time spent on administrative work. In response to these findings, TriNet will present “HR Outsourcing as an Executive Strategy” with Garry Meier. Meier has 32 years of strategic management, P&L management, investment banking and operating company experience with broad depth of knowledge and expertise in service companies.

This webinar will focus on:
• updating executives on HRO means today
• addressing C-level HRO concerns
• helping executives decide if HRO is a solution for their business pains
• helping executives choose the right HRO provider

“We hear over and over from the business executives we interact with that there’s not enough information available on choosing and implementing HR outsourcing,” said Michael Triantos, vice president of sales for TriNet. “When we decided to host a webinar to address these issues, Garry was an obvious choice. Aside from being a seasoned and successful business leader, Garry is one of the foremost experts on HR outsourcing.”

TriNet is still accepting registrants for the webinar. Executives interested in signing up for the webinar can access the registration form for “Garry Meier: HR Outsourcing as an Executive Strategy” at https://www.gotomeeting.com/register/393336984.

About TriNet
Founded in 1988, TriNet delivers outsourced human resources throughout the United States and Canada and specializes in serving technology, financial service, and professional service firms. Its offerings include human asset administration, employer risk management, online employee benefits administration and support, payroll processing, tax compliance, workers’ compensation, group health and welfare products, and strategic human capital consulting services. More than simply an HR services provider, TriNet contractually assumes certain legal and financial responsibilities regarding employer rights, legal compliance and risk management. For more information about TriNet, visit www.trinet.com.



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Finally the First Improvement in the Employment Application in 50+ years! Targeted to maximize results for large hourly employers

FOR IMMEDIATE RELEASE
October 24, 2006


Finally – the First Improvement in the Employment Application in 50+ years!

Targeted to maximize results for large hourly employers


Chicago, IL – Employers seeking the best and the brightest talent had an opportunity to get the inside track on a more effective way to recruit hourly employees when JobApp unveiled its new automated recruiting and electronic job application October 4th and 5th in booth “A” at the annual HR Technology Conference & Expo at Chicago’s Navy Pier.

JobApp eliminates old-fashioned paper-based employment application processes, virtually unchanged for the last 50-years, with a revolutionary phone-based employment application. JobApp leverages the phone and Internet in the first and only cross-platform service that combines candidate sourcing, screening, scoring and selection into one quick step that speeds the hiring process by up to 70%, lowers cost-to-hire by 50%, and delivers better-qualified applicants that reduces turnover. Employers will be pleased to learn that the JobApp Network solution can be deployed as a low cost-high value stand alone solution or be integrated into a larger end to end HR plan.

In a trend-setting approach, job seekers complete their JobApp from home or mobile or anywhere there’s a phone or Internet connection, anytime 24x7. JobApp automatically collects all necessary employment application information and administers pre-screening and testing using the latest in Computer-Aided Structured Interview technologies. Employers are assured that the candidates they receive possess the minimum qualifications they define are necessary for the job. An electronic JobApp is automatically compiled and emailed or faxed to the hiring location nearest the job seeker within minutes of a candidate’s completion of the JobApp Network process and posted to a comprehensive Internet site maintained for each employer and hiring manager.

“Employers love JobApp because it delivers more and better candidates faster than any other recruiting tool available today, for less than what they pay to have their phones answered”, said Fred Nussbaum, JobApp’s CEO. “Job seekers love JobApp because they can apply for a job anytime 24x7 from the convenience of home or anywhere there’s a phone or web connection. And, for the first time, they can even check their status or update their JobApp by the phone or online”, Nussbaum continued.

Since 1997, JobApp Network (www.jobappnetwork.com) technology has powered recruiting systems for many of the Fortune-1000 including: JC Penney, Burger King, Wendy’s, Maytag, Kmart, the US Navy, Corning, the New York Times JobMarket® and over 50 other newspapers. To learn more about JobApp please contact 1-866-JobApp-0.



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Presentation by Deploy Solutions to cover recruiting best practices, new retention strategies, and attracting new demographics

NEWTON, MASS. / October 24, 2006 – Deploy Solutions, the premier provider of talent management solutions for market-leading corporations, will present a thought leadership session on the changing employee life cycle, titled "Hiring & Retaining Top Talent in a Constantly Changing World" on Friday, November 3, from 11 a.m. - 12:15 p.m. at the Northeast Human Resources Association’s (NEHRA) annual Invention Convention. The event takes place November 1-3, 2006 in Providence, R.I., at the Rhode Island Convention Center.

The conference will focus on identifying key challenges facing the HR community and explore ways that HR can best meet these challenges. Participants will learn about new strategies for recruiting, hiring, and retaining top-notch talent.

The session, "Hiring & Retaining Top Talent in a Constantly Changing World," will outline how to recruit, hire, and retain the best candidates within the changing workforce and explore various mechanisms for attracting new demographics. Attendees will learn how to hire talent that can thrive amid a shortened product lifecycle; and how to balance hiring priorities given HR’s increasing focus on healthcare issues. Examples of how some Fortune 1,000 companies deal with these issues will be used as supporting evidence.

The Deploy presentation reflects the company’s increasing pool of thought leadership resources for HR and recruiting topics -- evidenced by sites such as the Deploy Knowledge Center, which contains valuable research papers and articles on recruiting and retention best practices.

“With the number of changes expected on the workforce horizon, it’s particularly important to address hiring and retention topics at this year’s convention,” said Nicole M. Stata, CEO of Deploy Solutions. “Deploy Solutions works hard to provide thought-leading resources in the recruiting industry, and our goal is to provide a positive learning opportunity for attendees.”

More information about the NEHRA Invention Convention can be found at the conference web site: www.nehra.com/convention.

Individuals seeking thought leadership ideas and best practices advice can visit Deploy Solutions’ Knowledge Center at www.deploy.com/kc.

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: Wal-Mart, Securitas Security Services USA, 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.

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Healthcare Providers Turn to Leade Health for New Bariatric Surgery Coaching Service

Ann Arbor, MI – October 24, 2006 – Thanks to its constant use by celebrities and the ensuing media coverage, Bariatric Surgery has gained the title of America’s newest “quick fix” for individuals with extreme obesity. The number of requests for bariatric surgery doubles each year and has quadrupled since 2000 -- yet many individuals are not equipped to make the necessary lifestyle changes before and after the surgery.

In response, Leade Health has announced a new health coaching service tailored for candidates and patients of bariatric surgery. The program works with individuals before and after the surgery, and identifies which candidates are appropriate – and more importantly, who isn’t appropriate, a distinction which can save employers thousands of dollars per individual. With 9 percent of full-time U.S. workers eligible for the surgery, or 29 percent of the obese workforce, Leade coaches help identify people who are ready to make lifestyle changes with their diet and exercise routines.

To insure that only patients with the right mindset are going under the knife, insurance providers have signed on for the unique program, realizing the need for significant ROI and cost savings. “Bariatric surgery is an effective way to treat people with obesity, but not everyone is a good candidate,” said Theresa Radosevich, Vice President for Leade Health. “Leade’s role is to identify the people who can handle changing the way they eat and maintain a necessary exercise regime.”

Bariatric surgery candidates must lose five to ten percent of their body weight prior to the surgery, and consistently comply with the coaching program’s guidelines. Patients may not miss more than two health coaching phone sessions.

One reason to utilize a bariatric coaching service is the large return on investment. For every dollar spent on the program, a provider can save 30 dollars, Radosevich noted. That one-to-30 ratio is compelling to providers who know that each surgery can cost in the neighborhood of $30,000. With additional costs for those who experience complications during and after surgery, it’s imperative for providers to better screen against those who are likely to fall back into old habits.

The new specialty joins Leade’s pioneer health coaching programs that deal with weight management, stress management, tobacco cessation, and cardiovascular health. Radosevich adds that relatively few companies have Leade’s experience in working with cases of extreme obesity. Of the 10,000 patients who have gone through Leade Health’s iCanChange program, 15 percent were determined to have extreme obesity and six percent of those underwent bariatric surgery.

Leade’s motivational coaching approach screens for this behavior pattern. Understanding what changes a person is ready to make, rather than dictating to them what changes they should make, empowers the individual. Leade coaches allow the member to create their own ideas and goals to address their obesity problem. This gives them ownership and investment into the program, making them more accountable for their actions and results.

“In the old days, a dietician would tell their patients what they need to do. We now know that doesn’t work,” said Radosevich. “We work to understand and uncover what barriers the member has, and give them the confidence to make changes and make those changes stick.” She concluded, “The results are significant and the surgery is quick, but to sustain the effectiveness patients have to commit to significant lifestyle changes.”

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.

Media Contacts:
Sherry Ward, Leade Health
734.995.0699, ext. 210

Matt Pitchford
Fisher Vista for Leade Health
317.460.0250

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GetTheJob.com provides the largest number of high quality of jobs on the internet.

GetTheJob.com provides the largest number of high quality of jobs on the internet.

New job search engine focuses on jobs from direct hire companies only, no headhunters or third party recruiter postings.

Tinton Falls, NJ (October, 23, 2006) –

“Jobs not recruiters.”

“What I want in a jobsite is an actual connection between job seekers and employers, with no middlemen getting in the way.”

“Dump the work from home up to $10k a month (job) scams”

These we’re just a few of the comments taken from a recent Slashdot.com discussion asking readers “What Do You Want in a Job Web Site?” GetTheJob.com, a new job site has listened to job seekers and is giving the people what they asked for.

GetTheJob.com (www.getthejob.com) is a vertical search engine or aggregator that indexes job postings directly from tens of thousands of company websites and organizes them into a searchable database. GetTheJob.com has over 2 million jobs from direct hire companies only; meaning there are no postings from headhunters, third party recruiters or too-good-to-be-true scam jobs, all jobs are from legitimate companies with legitimate job openings. The database of jobs also represents the hidden job market as much as 70% of the postings can not be found on commercial job boards.

“Today’s larger job boards are filled with too many questionable and less than legitimate job postings,” stated Chris Amato, CEO of GetTheJob.com. “Jobseekers are tired of having to weed through myriad of scam jobs as well as the thousands of contingency recruiter ads fishing for resumes. They want real jobs from real companies. They want to connect with the actual hiring company. Our approach helps get the jobseeker closer to their actual goal, getting a new job.”

“Our Direct Connect technology links job seekers to each job on the hiring company’s web site, not a third party site or third party company” according to Rick Fulton, COO of the company. “This allows jobseekers to read the entire job description and apply for the job using the companies preferred application method. It might take a little more work for the job seeker to apply, but they’ll be getting closer to the actual decision makers.”

GetTheJob.com will be exhibiting at the upcoming Kennedy Information Recruiting Conference in NYC on Nov 8th and 9th. (www.recruiting2006.com)


About GetTheJob.com
The site is a vertical search engine or aggregator that gathers job postings directly from tens of thousands of company websites and organizes them into a searchable database. GetTheJob.com has over 2 million jobs from direct hire companies only, not headhunters or third party recruiters. For jobseekers, GetTheJob.com exposes the hidden job market as 70% of the postings on GetTheJob are not found on traditional job boards.

Contact:
Bob Etheridge, GetTheJob.com
Ph: 732-746-2552
Email: e-mail protected from spam bots
betheridge at getthejob.com



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United Fire Group Insures HR Excellence with PDS Vista HR, Payroll & Benefits Solution

PDS, an award-winning developer of web-based human resource and payroll systems, today announced that United Fire Group, a property, casualty and life insurance company headquartered in Cedar Rapids, Iowa., has completed the implementation of its Vista HRMS (Human Resource Management System) to further streamline and automate the insurance company’s human resource, payroll and benefits administration processes.

With more than 670 employees, United Fire Group includes United Fire & Casualty Company (NASDAQ: UFCS) and five other wholly-owned insurance subsidiaries. Vista’s fully-integrated HR, benefits administration and payroll system will enable United Fire Group to minimize the time invested in administrative HR and payroll activities and focus more on strategic initiatives.

“We were in search of a solution that provided online benefits enrollment, employee self service and that was more compliant with the Sarbanes Oxley Act than what we had in place,” said Zondra Hopkins, Payroll/HRIS Manager at United Fire Group. “We thoroughly evaluated many of the products on the market and the positive reviews that PDS’ technical support received from its existing customers really stood out.”

“United Fire Group is a progressive company striving for increased productivity in all areas of its business,” said George Brady, vice president of Sales at PDS. “By leveraging Vista’s self-service capabilities, United Fire Group will be able to reduce the administrative burden on its HR and payroll departments and better serve its employees.”

About PDS
In the software development business for more than 30 years, PDS is a provider of a web-based, feature-rich, completely integrated human resource, benefits administration and payroll software application that enables organizations to focus on more strategic issues and less on administrative HR and payroll activities. PDS offers a full range of professional services to a wide variety of industries in the U.S. and in Canada. Founded in 1974, PDS is a privately-held company headquartered in Blue Bell, Pa. For more information on PDS visit www.pdssoftware.com.

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PDS and the PDS logo are registered trademarks and Vista is a trademark of Personnel Data Systems Inc. All other trademarks or registered trademarks are properties of their respective owners.




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Article Explains How to Bring Health and Productivity Management Theory to Street Level

DENVER, Colo., October 20, 2006 – The key for HR and benefit professionals to practically apply 30,000-foot level theory espoused on health and productivity management (HPM) in lectures or publications is to embrace “effective follow-through management methodology and technology that drives tangible results,” health care strategist Les C. Meyer writes in the October 1, 2006 issue of Employee Benefit News.

The CEO of HPM Advisors, Inc., a Denver, Colo.-based think tank offering a series of 18 intensive training seminars across the U.S. called HPM Bootcamp, believes the employer market is in need of guidance when it comes to implementing innovative techniques and methodologies involving HPM.

He recommends a business-strategy approach featuring program templates and checklists designed to spark new meaningful initiatives or enhance existing ones. The effort likely would involve establishing an internal task force that includes tapping the expertise of a medical director, occupational health nurses, case managers and vocational specialists.

HPM involves integrating the management of group and behavioral health plans with workers’ comp and disability programs in hopes of ending harmful operational silos and optimizing quality of care and savings.

In his article, Meyer prescribed several actionable steps to test-drive high-level HPM theories. They include designating someone inside the company to help build a customized year-round initiative featuring a three-step systematic approach that covers program assessment and strategy, implementation and measurement, and results.

When arguing the HPM business case to senior management, he suggests developing a clear understanding of the concerns that are considered top of mind both within the organization and its industry. Another is to identify and analyze key metrics that show the economic impact of changes in lifestyle on health care costs and productivity.

In addition, Meyer says it’s important to anticipate the following questions before approaching top executives about implementing a street-level HPM effort:
1. How much will the program cost?
2. How long will it take to reach the chief strategic objectives?
3. What's the risk of not taking any action?
4. Is it possible for employees to adapt a healthier lifestyle?

HPM Advisors is a think tank of national experts creating answers to the problem of health care in America. Its training arm, HPM Bootcamp, is the vehicle that moves 30,000-foot theory into actionable health and productivity management strategies for employers of all sizes. HPM Bootcamp is a nationwide series of accredited, intensive training sessions that focus on the approach, design and implementation of health and productivity management programs with immediately actionable information. Unlike anything currently available in the market, each HPM Bootcamp event actually spans more than one year with PreCamp™ required learning and PostCamp 365™ Implementation and follow-through programs. Learn more about the program and faculty at www.HPMBootcamp.com.

The Employee Benefit News article can be found at www.benefitnews.com.

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Recruitment Process Outsourcing Takes Center Stage as Accolo Ranks #1 as the San Francisco Bay Areas Fastest Growing Private Company

Larkspur, CA – October 20, 2006 – Accolo, Inc., an innovator in professional-networking based Recruitment Process Outsourcing (RPO), today announced that it has been recognized as the number one fastest growing private company in the San Francisco Bay Area.

The Top 100 Fastest Growing Private Companies annual award is presented by the San Francisco Business Times and by PriceWaterhouseCoopers. It recognizes Bay Area-based private companies by revenue growth for the three-year period 2003 to 2005.

Scott Foos, Executive Director for the Recruitment Process Outsourcing Association (RPOA) commented, “Recruitment Process Outsourcing is rapidly expanding, and Accolo is a true leader in the industry. The RPO model is one where a company like Accolo literally becomes a company’s internal recruiting department. Accolo’s ability to outperform traditional internal recruiting departments and agencies based on quantifiable metrics is truly impressive.”

“Our continued growth reflects the trend among businesses to incorporate outsourcing as part of their overall talent management and acquisition strategy,” said John Younger, President and CEO of Accolo. “Companies need to hire the right people quickly. By having Accolo provide the staff, management, process, technology and aggressive sourcing to find their top performers, our clients can focus on their core business.”

“Accolo’s formula is unique in the marketplace. In addition to incorporating industry best practices, we built a proprietary referral network of over 400,000 members that is growing by 10 percent per month. To date, our members have referred more than 10,000 candidates, and these referrals serve as our top source of hires. We have repeatedly proven the viability of our process and technology for jobs across hundreds of levels and disciplines,” said Younger. He added,


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Employees More Motivated When Their Leaders Skills Are Just Right. A Lesson from the Goldilocks School of Leadership

October 20, 2006, Greensboro, NC — Goldilocks didn’t like her porridge too hot or too cold. Neither do employees respond well to managers and executives who exert too much of a particular skill – often a skill that comes from their personal comfort zone. “The best leaders get it ‘just right’,” says leadership expert and researcher Rob Kaiser, coauthor of “The Versatile Leader” (Pfeifer/Wiley, May, 2006). “They learn to exercise a spectrum of skills, not just the ones that come naturally.” He and coauthor Bob Kaplan, both partners at Kaplan DeVries Inc., have researched the value of “right-sizing” leadership strengths for ten years. They found executives who avoid overusing their strengths, and who strengthen their weaker “muscles” so they can lead in a wide v! ariety of situations,
have higher work unit morale and overall better business outcomes than those who rely on a single strength. In fact, Kaiser and Kaplan's statistical research indicates that versatility—having a well-rounded repertoire—and lopsidedness—relying too much on one approach at the expense of others—account for half of what separates the most effective leaders from the least effective leaders.

“Versatility with a range of leadership skills is invaluable in today’s environment,” says Kaiser. The authors offer a free two-minute test that illustrates the point. (Use the link to see how you score.) They also offer the following pointers and a white paper for those who want to learn how to serve the porridge “just right”:

FIVE WAYS TO GET YOUR LEADERSHIP "JUST RIGHT"

1. Avoid the gravitational pull of negative feedback and give positive feedback its due.
2. Calibrate your sense of your strengths: chances are you underestimate yourself. Poor self-awareness is a leading source of career derailment.
3. Check with others to see if you go overboard with any of your strengths. Learn whether they think you use them too much, at the wrong time, or with too much intensity.
4. Get beyond the "more is better" mentality with the Goldilocks principle: too hot, too cold, and just right.
5. For anything you may do too much of, determine if there is an opposite but complementary thing you do too little off. Think yin-yang.

Read a one page article from "Leadership Excellence" for more on how to get your skills “just right.” along with more about how to apply each of these strategies and tactics for becoming a more effective and versatile leader.

Rob Kaiser can be reached at Kaplan DeVries Inc.: 336.288.8200; Web: KaplanDeVries.com

The Leadership Versatility Index is operated on behalf of Kaplan DeVries by Performance Programs, Inc., human resource measurement specialists.



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GetTheJob.com, the first pay-per-click employer only job board helping to stop the Serial Applicant

Tinton Falls, NJ – (October 19th, 2006) – One of the biggest complaints that employers have regarding traditional online job boards like Monster and Careerbuilder is that they receive far too many unqualified resumes. GetTheJob.com, a vertical search engine that gathers job postings directly from tens of thousands of company websites is helping to solve this problem.

“Online job boards were originally intended to make the task of finding a job to apply for easier,” said Bob Etheridge, Director of Marketing at GetTheJob.com. “Instead of spending hours searching through newspapers, jobseekers could now search on a website. Then came the resume database, which made it easier to apply to jobs. Simply post your resume and click apply…your done. Job boards have made it almost too easy to apply for jobs….helping to create The Serial Applicant.”

GetTheJob.com is helping to end the problem of the Serial Applicant, jobseekers that apply to hundreds of jobs whether or not they are qualified. “Many companies are looking for quality over quantity when it comes to resumes,” according to Chris Amato, CEO of GetTheJob.com. Our Direct Connect Technology links interested job seekers directly to the posting on the hiring company’s website. “To apply, a candidate must utilize that companies’ application process; which usually takes a little more work then just clicking an apply button. Jobseekers must put some thought into the application and a candidate who takes the time to fill out the companies’ application is usually a higher quality candidate. It may take a little longer for the jobseeker, but overall it increases their chance of getting hired,’ added Amato.

Searchable resume databases actually increase the competition for qualified candidates.
“When a candidate applies to a clients’ job posting, they utilize that companies’ preferred application process, diminishing the competition for that candidate caused by large searchable resume databases.” said Rick Fulton, COO of GetTheJob.com. “Companies can communicate with that candidate one-on-one without other companies and search firms finding the resume and getting in the way.”

Companies that utilize GetTheJob.com to attract candidates to their postings typically set a monthly budget that is related to the number of postings they have. If more traffic is desired on a certain month, companies can increase their budget. Client jobs are highlighted as enhanced results at the top of each search results pages and typically receive 5 to 10 times more traffic than organic results.


About GetTheJob.com
The site is a vertical search engine or aggregator that gathers job postings directly from tens of thousands of company websites and organizes them into a searchable database. GetTheJob.com has over 2 million jobs from direct hire companies only, not headhunters or third party recruiters. For jobseekers, GetTheJob.com exposes the hidden job market as 70% of the postings on GetTheJob are not found on traditional job boards.

Contact:
Bob Etheridge, GetTheJob.com
Ph: 732-746-2552
Email: e-mail protected from spam bots



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BlessingWhite Announces New Leadership in Its Eastern Region

Princeton, N.J. 10/19/06 – Rosemary Flanagan and Christopher Brunone have been selected to lead BlessingWhite's Eastern U.S. Operations. Flanagan will lead operations in the Southeast and Brunone will oversee the Northeast. BlessingWhite President and CEO Christopher Rice announced the appointment by stating, "We are delighted that Rosemary and Chris bring such a depth of expertise and experience in the HR consulting industry."

Flanagan joined BlessingWhite in 2000. Her background includes over 20 years of consulting in human resources and training with The Hay Group, Porter Henry and Co., and Drake Beam Morin. Her expertise includes employee engagement and retention, leadership development, career development, and executive coaching. Rosemary received her B.A. in English and French from Rutgers University and a M.Ed. in Adult Education from West Chester (PA) University.

Brunone returns to BlessingWhite after 9 years with The Ken Blanchard Companies, where he served as Executive Director. His clients included Johnson & Johnson, KPMG, Prudential, Schering-Plough, TYCO, and Weichert Relocation. He has significant experience consulting in the areas of high-impact leadership solutions in sales and service organizations. Earlier in his career, Chris was Vice President of Sales with Golle and Holmes Custom Education based in Minneapolis MN. He holds a BS and MBA in Finance/Economics from Seton Hall University.

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: Eileen Garger at egarger at bwinc.com or call 908.904.1000 x8012.



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Unitime Systems Attains Gold Certified Partner Status in Microsoft Partner Program

BOULDER CO, October 19, 2006: Unitime Systems (www.unitime.com), developer of UNITIME Automated Timekeeping System™ time and attendance software, announced today it has attained Gold Certified Partner status in the Microsoft Partner Program with a competency in ISV/Software Solutions, recognizing Unitime’s expertise and impact in the technology marketplace. As a Gold Certified Partner, Unitime has demonstrated expertise with Microsoft technologies and proven ability to meet customers’ needs. Microsoft Gold Certified Partners receive a rich set of benefits, including access, training and support, giving them a competitive advantage in the channel.

Unitime Systems’ customers are small to enterprise organizations in nearly every industry. Founded in 1993, Unitime Systems has helped more than 2,800 businesses in more than 7,500 locations throughout North America enhance the performance of employees, managers and overall operations.

“Attaining Gold Certified Partner status in the Microsoft Partner Program is an important milestone in the 13-year history of our company,” said Doug Peterman, Unitime Systems co-founder and president. “Our company’s steady growth relies on our ability to meet our customers’ evolving needs. Our Gold Certified Partner status will help us continue to enhance our products to our customers’ benefit.”

“Customers are looking for partner companies that can bridge the gap between their business demands and technology capabilities,” said Allison Watson, corporate vice president of the Worldwide Partner Sales and Marketing Group at Microsoft Corp. “They need to trust in a company that can act as an expert adviser for their long-term strategic technology plans. Microsoft Gold Certified Partners, which have certified expertise and direct training and support from Microsoft, can build a positive customer experience with our technologies. Today, Microsoft recognizes Unitime Systems as a new Gold Certified Partner for demonstrating its expertise providing customer satisfaction using Microsoft products and technology.”

As one of the requirements for attaining Gold Certified Partner status, Unitime had to declare a Microsoft Competency. Microsoft Competencies are designed to help differentiate a partner’s capabilities with specific Microsoft technologies to customers looking for a particular type of solution. Each competency has a unique set of requirements and benefits, formulated to accurately represent the specific skills and services that partners bring to the technology industry.

The ISV/Software Solutions Competency recognizes the skill and focus partners bring to a particular solution set. Microsoft Gold Certified Partners that have obtained this competency have a successful record of developing and marketing packed software based on Microsoft technologies.

“Solutions competencies are an important way for Microsoft to better enable ISVs to meet customer needs,” said Sanjay Parthasarathy, corporate vice president of the Developer & Platform Evangelism Group at Microsoft. “They allow ISVs to keep and win customers through their deep knowledge of solutions-based Microsoft platform technologies. Microsoft has a long history of working closely with ISV partners to help them deliver compelling solutions and applications to our mutual customers, and the Microsoft Competencies are an important step in continuing to enhance vital relationships with ISVs worldwide.”

The Microsoft Partner Program was launched in October 2003 and represents Microsoft’s ongoing commitment to the success of partners worldwide. The program offers a single, integrated partnering framework that recognizes partner expertise, rewards the total impact that partners have in the technology marketplace, and delivers more value to help partners’ businesses be successful.

ABOUT UNITIME SYSTEMS

Unitime Systems, based in Boulder CO, provides time and labor management software for small to enterprise organizations in nearly every industry. Unitime Systems’ products integrate seamlessly with payroll, human resources, ERP and other critical back-office systems. Options include SQL and Web platforms, hosted and premise-based deployments, biometric time clocks, benefit accruals and attendance point tracking, all backed by Unitime Systems’ unparalleled support and professional services. Unitime Systems’ headquarters is at 4900 Pearl East Circle, Suite 110, Boulder, CO 80301; www.unitime.com; info(at)unitime.com; 800-611-4762, fax: 303-444-7387.

# # #

For information:

Howard Shuster
Unitime Systems
800-611-4762
hshuster(at)unitime.com,

Jim Fulton
The Fulton Company
360-943-4101
fultonco(at)olywa.net




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MeridianEaton Global Announces New Company Name: Aperian Global

San Francisco, CA and Boston, MA, 16 October, 2006 – MeridianEaton Global, the global consulting and training firm formed in June of last year through the merger of San Francisco-based Meridian Resources and Boston-based Eaton Consulting Group, today announced the company’s new name – Aperian GlobalTM. The name change is part of a larger re-branding initiative that reflects the firm’s vision and expanded global capabilities.

“Our new name ‘Aperian’ comes from the Latin root word ‘aper’ which means ‘to open’ or ‘to give access to’”, said Ted Dale, founder and chairman of Aperian Global. “We feel this name reflects the essence of our mission, as well as the spirit of our client work.”

Ernie Gundling, founder and co-president of the company added, “Aperian Global’s unique blend of consulting, training, and web tools ‘opens’ the way for individuals, teams, and organizations to engage in new and innovative approaches to seizing global opportunities and solving complex problems in their globalization efforts.”

“In working closely with our clients from around the world, our goal is to connect global strategy with downstream execution, by creating blended solutions that drive results. Our true value-add is to enable our clients’ human capital to be truly effective when operating across borders,” added Dave Eaton, founder & co-president.”

About Aperian Global
Aperian Global is one of the world’s leading intercultural consulting firms assisting organizations in connecting global strategy with execution through people, culture and performance. We are distinguished as a leader in our field by the fact that we have:

­o Well recognized client partners:
- 70% of the Fortune Top 10
- 25% of global 1000 companies
- Government agencies such as NATO, the U.S. Army
- International Nonprofits such as UNICEF
o Web tools that are the benchmark in our field
o Talented team of full time consultants who include some of the most experienced, globally dispersed experts in our industry
­o Consulting practices with specialists in areas that are priorities to companies working globally: cross-border M&A/Joint Ventures, Leadership, Outsourcing/ReSourcing, Diversity & Inclusion, Teams, and Projects

Aperian Global has more than 85 consultants in 40+ locations around the globe, with offices in the Americas, EMEA & Asia/Pacific.

Press Contacts
Laurie Emery, COO
+1 415 321 7922
Email: lemery at aperianglobal.com

BradBungum, MD-EMEA
Phone: +45 40 54 23 21
Email: bbungum at aperianglobal.com

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Scinexa, LLC Becomes First Private Medical Education Provider to Offer Confidence-Based Learning in Continuing Medical Education

Knowledge Factor, the leader in Confidence-Based Learning, today announced that Scinexa, LLC, now known as ArcMesa Educators, LLC, is the first private medical education provider to offer Knowledge Factor’s patented Confidence-Based Learning (CBL) System™ as a means of ensuring mastery among doctors and nurses who are engaged in continuing medical education (CME). ArcMesa (Scinexa) will use the CBL System in its CME courses for central nervous sedation beginning in fall of 2006.

The CBL System is designed to accurately measure and improve the knowledge quality of professionals, isolate confidently held misinformation and doubt, and quickly and effectively remediate knowledge and confidence gaps. It empowers learners, in this case medical professionals, to achieve and document mastery of CME content. The CBL System reduces the risk of mistakes in practice, significantly reduces training time, and produces better performing individuals and organizations.

“With enhancement of patient care being the primary goal of any CME program, CME providers must document the effect of learning,” said Tighe Blazier, General Manager of ArcMesa Educators, LLC. “Given the updated accreditation criteria just released by the Accreditation Council for Continuing Medical Education and the emerging emphasis on performance improvement by the American Medical Association, it is critical to prove that learning takes place and is directly correlated with true behavior change. CBL is the only program we’ve seen capable of delivering and ensuring mastery of CME – a concept that is essential for a medical education company whose primary goal is to enhance physician knowledge, resulting in improved patient care.”

Confidence-Based Learning addresses one of the critical shortcomings of traditional training – the inability to ascertain accurately what learners actually know, which puts organizations at substantial risk. Professionals are routinely given credit for knowledge they don’t have because they guessed correctly on assessments or certifications or selected correct answers while still harboring doubt about the subject matter. Any of these cases could result in incorrect action on the job. CBL is uniquely able to cut through guesswork and doubt and is the only product that measures true mastery. CBL develops mastery in individuals in substantially less time than would normally be spent in traditional training.

“Knowledge Factor’s CBL System complements ArcMesa’s core educational activities,” said Doug Pousma, MD, MBA, President of Metrixx, a company that markets CBL to the CME community. “It’s a powerful tool that shows whether learners are confident in the correct or the incorrect information, whether they’re guessing, or whether they remain uninformed. What’s amazing is that the system allows learners to iterate through batches of well-formatted questions, case vignettes, or assertions until mastery is achieved. This is the first educational methodology that assures that every learner has the opportunity to achieve and document 100% confidence in knowledge gained from an educational activity.”

Knowledge Factor
Founded in 2000, Knowledge Factor has gained national acclaim for its unique ability to move people to total mastery in almost any discipline, resulting in better performing organizations. Today, the Company’s patented Confidence-Based Learning Systemtm is used to improve the performance of organizations inside some of the nation’s largest healthcare, pharmaceutical, manufacturing, food processing and financial services companies by identifying and eliminating competency gaps wherever they exist. For more information, go to www.knowledgefactor.com.

ArcMesa Educators, LLC
ArcMesa Educators is an ACCME accredited provider of continuing education activities, servicing the healthcare arena and a variety of other professions since 1996. The company offers peer-to-peer fee-based education programs through home study courses, seminars, multimedia and other Internet based formats. Additionally, through the merge with Scinexa, LLC, the company now also focuses in grant based CME/CE activities supported by Pharmaceutical, Biotech and Medical Device Companies. For more information, go to www.scinexa.com or www.arcmesa.com.


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HRmarketer.com to Showcase Expanded Marketing and SEO-Visibility Services at HR Southwest Conference

Capitola, CA – October 18, 2006 -- HRmarketer.com, the premier marketing and media visibility service __title__ Internet marketing services for the human resource industry, will showcase expanded marketing and SEO-PR services at the 2006 HR Southwest Conference in Fort Worth, Texas from October 18-20. The company is exhibiting at the event and can be visited at space #529.

With over 300 active member companies, HRmarketer.com has continued to steadily expand its menu of marketing, Internet visibility and media relations services. That evolution has led to new offerings which will be on display at the HR Southwest Conference. These include search engine optimization __title__ optimizing press releases (SEO) campaigns, content development such as white papers and eNewsletters, online lead-capture forms, and other Marketing 2.0 services that help clients generate increased online publicity, drive traffic to their Web site and generate sales leads.

For years, HRmarketer has pioneered the use of Marketing PR – the blending of two traditionally separate departments (PR and marketing) into one united front. In Marketing PR, all marketing and media relations tactics support measurable marketing objectives such as online publicity, Web site traffic and lead generation, as well as print media placements – a traditional PR metric. A key difference between traditional PR and Marketing PR is the use of a press release. Traditional PR firms write and distribute a press release for the sole purpose of securing media placements. Marketing PR does this too, but also uses the press release to enhance a company’s SEO and to generate sales leads.

HR and employee benefit buyers increasingly turn to the Internet when researching new products and services. Their first stop is typically a major search engine, and how high a company ranks in the search results can be the difference between making an RFP list or not. When B2B buyers search the Internet, Marketing PR press releases are designed to appear when relevant search terms are entered. In fact, press releases have surpassed trade publications as the top news source for knowledge workers. Online research is also the number one source for journalists to obtain story information. MarketingSherpa has called press release optimization one of 2006’s top trends to watch.

Since the launch of HRmarketer’s expanded SEO and visibility services in 2005, the company has experienced record growth, including a 100% increase in services revenue for each of the past two years.

“Marketing and PR firms are the experts in boosting awareness of their clients, but they don’t always practice what they preach when it comes to their own visibility,” says Kevin Grossman, COO of HRmarketer. “Our presence at the Southwest Conference allows clients to see our expanded services first-hand, and to learn how we help HR and employee benefit suppliers maintain a consistent Internet presence with first-page search engine rankings.”

About HRmarketer.com

HRmarketer.com is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. Through its Marketing PR __title__ PR SEO services, the company services over 300 human resource and employee benefit service providers, helping them generate publicity, website traffic, sales leads and improved SEO.

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Leading EAP Launches Cell Phone Diet

(San Diego, CA) September, 2006. Due to the critical need to reduce globesity in America’s workforce, ACI Specialty Benefits Corp., one of the nation’s leading Employee Assistance Providers has launched the GetFit Cell Phone Diet as an added product to ACI’s highly acclaimed AppleCore Wellness program. The GetFit Cell Phone diet gives clients the skinny on their food consumption and can be administered any time of day and at any location with the use of their own personal cell phones. Clients are able to track, monitor, evaluate and count calories of their meal intake by taking a snap shot of their feast with their camera phone and sending the picture to ACI’s online Wellness team of fitness and nutrition specialists. Within 24 hours, the participants will receive an assessment of their edibles with information on the nutritional value, an approximate calorie count, their body mass index (BMI), Basal Metabolic
Rate (BMR) and an overall summary tailored to their diet of preference.

“The Cell Phone Diet demonstrates our ability to quickly respond to corporate needs,” announced Dr. Ann Clark, CEO and founder of ACI, “As health care premiums have spiraled out of control and obesity-related illnesses are eating up much of the cost, more and more employers are realizing proactive prevention may be their best bet.”

The GetFit cell phone diet is available to all of ACI’s national and international clients, as part of ACI’s AppleCore Wellness program, designed to meet all the wellness needs of any sized corporation and enhance the overall health and well-being of employees. Priced as low as $4.00 per employee per year, the AppleCore Wellness program offers a wide array of innovative tools and services including health risk appraisals, disease management, on-site prevention activities and GetFit—a state of the art website and internal database connecting employees and family members to specific resources.



About ACI:
ACI is an international Specialty Benefits Corporation specializing in Employee Assistance, Work/Life, Concierges and Wellness programs. In 2006, ACI ranked among the nation’s Top Ten list of EAP providers by Business Insurance and Workforce Management magazine. Established in 1983, ACI grew to international prominence serving clients across the nation and around the world. For more information, please visit our website at www.acieap.com or call us at 1-800-932-0034.



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Delphi Corporation Utilizes Fieldglass Technology and Bartech Workforce Managements Services to Manage Contract Staffing in North America

CHICAGO—October 18, 2006—Fieldglass, Inc., a leading provider of contingent workforce management and services procurement software, announced today that together with Bartech Workforce Management, it will support Delphi’s contract staffing management nationwide. With operations around the world, Delphi is a leader in mobile electronics, transportation components and systems technology.

The overall contract staffing program managed by Bartech Workforce Management, a division of The Bartech Group, as the Master Vendor Provider, includes over 85 suppliers and serves all Delphi facilities across the United States. “Delphi's global supply management team remains focused on optimizing our entire purchasing value stream by engaging suppliers, such as Bartech, that further enable our ability to reduce waste, eliminate unnecessary costs and elevate our financial performance,” said Sid Johnson, Delphi Vice President, Global Supply Management.

Fieldglass and Bartech Workforce Management established a partnership in 2001. Since then, the alliance has provided mutual benefits for both companies in delivering a scalable and flexible solution for all types of services procurement. “InSite, along with our long-standing partnership with Fieldglass, allows us to focus on delivering high quality, value-add contract labor services to leading global companies like Delphi,” said Jon E. Barfield, Chairman and Chief Executive Officer of The Bartech Group.

“Bartech Workforce Management has been a Fieldglass partner for almost as long as we have been in existence,” comments Jai Shekhawat, Co-founder and Chief Executive Officer of Fieldglass, Inc. “Since 2001, we have jointly delivered several contingent workforce management solutions to global 2000 companies. We are honored that Bartech Workforce Management has selected Fieldglass to support Delphi’s efforts to manage contract labor throughout the states.”


About The Bartech Group
Founded in 1977, The Bartech Group is among the largest independent human capital staffing and services firms in the United States specializing in engineering, information technology, managed service provider services, administrative staffing services and related outsourcing services and solutions. Livonia, Michigan-based Bartech, which employs 2,700 professionals, serves the automotive, healthcare, insurance, electric utility, financial services, office products and other industries, and maintains 19 offices in Michigan, Ohio, Indiana, Florida and Ontario, Canada. For more information on The Bartech Group visit www.bartechgroup.com.


About Fieldglass
For companies with large contingent workforces and the staffing firms that support them, Fieldglass provides an on-demand contingent workforce management and services procurement solution that improves the efficiency and effectiveness of the entire contingent labor supply chain. Fieldglass enables profitable collaboration between companies and staffing firms to drive mutual value. Fieldglass is on the web at www.fieldglass.com.


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Employee Turnover Continues to Fall, Merit Raises Climb in Florida Salary and Benefits Survey

HOLIDAY, FL, October 18, 2006 – Reduced employee turnover and a steady increase in merit raises are the findings of an annual statewide salary, wage and benefits survey by Effective Resources, Inc., held in coordination with the HR Florida State Council, a Society for Human Resource Management affiliated council. The salary survey includes data reported from over 250 Florida employer participants, representing more than 1.4 million employees.

The regional surveys cover Tampa Bay, South Florida, Central Florida, Gulf Coast, Space and Treasure Coast, Northeast Florida and the overall survey covers the entire State of Florida. The wages reported are as of August, 2006, and include industry groups such as Banking, Finance and Insurance, Government/Education, Healthcare, Hospitality, Manufacturing and Distribution, Not-for-Profit, Staffing/Employer Services and Retail.

Among the highlights of the survey:
- Employee turnover has decreased over the past two years for Florida employers. The average rate in Florida is 2.4% … a slight up tick from 2.3% reported last year but still down considerably from 2.9% the previous year. Monthly turnover rates since last year vary among industry groups with the highest group being Retail at 3.9% followed by Hospitality at 3.3% per month. Historically, these two groups have had the highest turnover in our surveys.

- Continuing the trend that started in recent years, the planned average merit increase is less than 4.0%, but climbing by tenths of a percent towards the 4.0% level of the ‘90’s. The reported 3.9% planned merit increase is one-tenth higher than last year and remains conservative as many employers are still uncertain about the economy, political impact on their business, and the ongoing automatic wage increases from Florida’s minimum wage bill.

Aggregate wage information is reported for 333 jobs with data break-outs by region/county, industry, company size, and more. The surveys also include an extensive, detailed nine-section benefits report with details for medical premium increases, life insurance and disability plans, medical out-of-pocket costs, 401(k) matching, vacation and sick time, and other important issues facing today’s employers.

“Even with war and political strife, our economy seems to be healthy, and economic recovery seems to be strong,” said Barry Brown, President of Effective Resources. “Compensation and benefits continue to receive careful attention, especially since they comprise such a large portion of the business costs.”

“Competition for skilled employees, especially those with technical skills at all levels and of all types, will continue to be a major battle in the labor market,” he added.

Visit http://www.salarysurveyonline.com to learn more about the surveys and their availability.

Click here to view a complimentary Executive Summary:
http://www.SalarySurveyOnline.com/Default.asp?Location=ES/SSO_FLES_2006.pdf&RefCode=PressRelease2006

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



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OSRAM SYLVANIA Selects SonicRecruit to Brighten Up Its Hiring Efforts

OSRAM SYLVANIA Selects SonicRecruit to Brighten Up Its Hiring Efforts

SonicRecruit’s service, OFCCP compliance, ease of use and flexibility are key factors in signing the second-largest lighting and materials enterprise in the world


VANCOUVER, BC – October 15, 2006 – Cytiva Software Inc. (CRX:TSX-V), a leading provider of mid-market talent acquisition solutions, today announced that leading lighting manufacturer, OSRAM SYLVANIA, selected SonicRecruit to power its talent acquisition efforts throughout the U.S., including hourly and professional hiring, manager self-service, vendor management and PeopleSoft integration.

OSRAM SYLVANIA is ranked as one of the country’s top entry level employers. The lighting products company employs about 11,000 people in North America, with 20 manufacturing plants, one equipment assembly operation and 12 research and development laboratories, along with a network of sales offices and distribution centers serving all of the United States, Canada and Mexico.

“SonicRecruit offers robust functionality to meet customers’ specific needs,” said Jason Moreau, CEO of Cytiva. “OSRAM SYLVANIA is one of a growing number of organizations that have selected SonicRecruit for Fortune 500-caliber recruiting solutions and service without the typical huge price.”

SonicRecruit was chosen over such other providers as Wetfeet, PeopleClick, WebRecruiter, HRSmart, AIRS and Peoplesoft.

“OSRAM SYLVANIA is committed to innovation in our lighting products, as well as our business processes,” said Stephanie J. Anderson, chief corporate spokesperson for OSRAM SYLVANIA. “By partnering with SonicRecruit, we have developed a unique recruiting solution that turns applicant tracking into a competitive advantage.”

SonicRecruit will be utilized to hire both hourly and professional employees and will be accessible through OSRAM SYLVANIA’S career portal, corporate intranet and through kiosks at remote manufacturing facilities. Key in OSRAM SYLVANIA’S selection criteria was the ability for SonicRecruit to conform to new OFCCP rules on the definition and tracking of Internet candidates. Cytiva’s client services group will work with OSRAM SYLVANIA to integrate SonicRecruit with their PeopleSoft HRMS.

ABOUT OSRAM SYLVANIA
Headquartered in Danvers, Mass., OSRAM SYLVANIA is the North American OSRAM SYLVANIA is a leader in lighting solutions and specialty products that feature innovative design and energy saving technology. The company sells products for homes, businesses and vehicles primarily under the SYLVANIA brand name, and also under the OSRAM brand. Headquartered in Danvers, Mass., OSRAM SYLVANIA is the North American operation of OSRAM GmbH, a wholly owned subsidiary of Siemens AG. For more information, visit www.sylvania.com.

ABOUT CYTIVA SOFTWARE, INC.
Cytiva Software Inc. (CRX:TSX-V) provides innovative recruiting products and services to mid-sized and Fortune 500 companies. With its flagship product, SonicRecruit, corporations can automate their recruiting efforts and customize their corporate career sites. SonicRecruit, a premier talent acquisition system, improves recruiting effectiveness, speeding up the hiring process and reducing cost per hire. Cytiva has over 160 clients and is based in Emeryville, CA., with six offices in the U.S. and Canada. For more information, visit http://www.sonicrecruit.com

CONTACT:
Ian Alexander
Cytiva / SonicRecruit
e-mail protected from spam bots
510-984-1986

Stephanie J. Anderson
OSRAM SYLVANIA
e-mail protected from spam bots
978-750-2881



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ExecuTRACK continues worldwide growth with new operations in Paris - Expansion to support growing customer base in France

ExecuTRACK, the global market leader of strategic Talent Management solutions, today announced the opening of a new office located in Paris to support increased market demand and growth in France. This newest office follows on ExecuTRACK’s targeted global expansion in the last years, during which the company has established its presence in key markets around the world.

"Our goal is to drive ExecuTRACK’s sales and growth initiatives in the French market while tailoring services that best match the local business needs and best practices, " said Jonas Desdevises, ExecuTRACK’s Sales Director France.

The new ExecuTRACK office provides local service and support for French customers as well as existing ExecuTRACK’s global customer base with a French presence.

The ExecuTRACK Software Group has rapidly established itself as the world leader in the market for strategic Talent Management. The 100% Web-based solution ETWeb Enterprise – developed with over 20 years of experience – fully supports your organization in analyzing and managing all areas of its human capital: Career & Succession Planning, Performance Management, Skills and Competency Management, Training & Development Management, Compensation Management, Organizational Charting, and Global Talent Warehouse.


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

Clark L. Wilson, Ph.D., Innovator of 360 Feedback for Training and Development Applications, Passes Away

[October 17, 2006] -- Clark Loudon Wilson, Jr., 92, a psychologist credited with introducing the concept of 360 feedback to the management training field, died in August at the Shenandoah Valley Westminster Canterbury retirement community in Winchester, Virginia.

Dr. Wilson’s greatest contribution to the field of industrial and organizational psychology came late in his career, after he developed the Multi-Level Management Surveys in 1970. An expert in psychological measurement and statistics, he developed assessment tools for managers that provided feedback on relevant managerial and leadership skills from the manager him/herself, the supervisor, direct reports, and peers.

Wilson achieved his first research breakthrough when he discovered there was a mathematical basis for the learning sequence he designed. The data showed that when a manager or executive practiced managerial skills in a certain sequence, their measurable effectiveness on the job was greatly enhanced. Over time, multi-level feedback, or 360 feedback as it is now known, became a powerful instructional technique that enabled individuals to see themselves as others see them and improve their managerial effectiveness. The surveys addressed many aspects of organizational behavior and are used throughout the world to improve the performance of managers and leaders. The Survey of Management Practices© (SMP), Survey of Leadership Practices©, and Survey of Executive Leadership©, are among Wilson’s most popular titles.

Up to the time of his death, Wilson continued to develop and publish a full range of assessment tools that were of rigorous psychometric standards and highly regarded in the field. Clark Wilson published his last book in 2003 at the age of 89. “How and Why Effective Managers Balance Their Skills” brings together conclusions from 35 years of research. (The book is available from the distributors listed below.)

In the introduction, he summarizes: "After over 30 years of analysis, the problem of most managers is very clear. Too many managers try to exercise control without providing the technical and teambuilding skills needed to achieve their goals." This imbalance derails individuals and undermines organizational performance, he says, while the presence of these skills -- which can be learned -- measurably improves business outcomes.

Today, Dr. Wilson’s Task Cycle® theory is the underlying system for 16 core surveys and over 200 customized versions that are used by multinational corporations and institutions throughout the world. The products are published by Clark Wilson Group, Boulder, CO, and they are distributed by The Booth Company, Boulder, CO, 1-800-332-6684, and Performance Programs, Inc., Old Saybrook, CT, 1-800-565-4223.

Clark Wilson received his A.B. from Stanford University in 1935. He joined the U.S. Navy in World War II and served in the submarine force in the Pacific theater and was awarded both the Silver Star and the Gold Star. He earned a Ph.D. in applied psychology from the University of Southern California in 1948. He was a Fellow of the American Psychological Association and a Fellow of the Society of Industrial and Organizational Psychologists. He and his wife, Ruth Berry Wilson, lived in New Canaan, Connecticut from 1959 – 1998, and then retired to Winchester, Virginia. He is survived by his wife of over 63 years and five daughters. For additional informaiton on Dr. Wilson’s life and achievements, or to obtain a copy of his book, call Kathy or Dianne, 1-800-565-4223.

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HR Buyers Practices and Habits Revealed in New HRmarketer.com Trends Report

CAPITOLA, Calif. -- October 17, 2006 — Whom do HR buyers rely on to make purchasing decisions? What information sources do they use and trust? How important is a vendor's online visibility? These questions and more are answered in, “Trends in HR Marketing: HR Buyers’ Behavior" __title__ human resource marketplace “Trends in HR Marketing: HR Buyers’ Behavior,” a new report from HRmarketer.com, the number one Internet marketing and media visibility service focusing exclusively on the human resources and benefits space.

The newest installment of a continuing series, “HR Buyers’ Behavior” __title__ HR professionals analyzes trends and the progress of the HR buyer through the purchasing cycle, as well as the tools they use to progress through each stage. It focuses on specific areas of how HR buyers seek and evaluate information before making a purchasing decision.

Key topics include the relative value of printed materials, online visibility, the word-of-mouth of trusted sources and informal networks, and professional peers’ opinions. This analysis, combined with an understanding of the shifting purchasing behaviors throughout the North American marketplace, provides readers with a better understanding of their target market and the best tools with which to reach them.

“Thanks to a constant stream of advertising, many HR buyers distrust or completely disregard traditional marketing messages,” explains Kevin Grossman, chief operating officer of HRmarketer.com. “For those marketers attempting to reach buyers and inform them about products that can benefit their bottom line, new approaches are needed to meet their increasing skepticism. This report answers the big questions, and provides valuable insight into the needs and priorities of HR professionals.”

The white paper report features 15 distinct “marketing takeaways” that marketers can put to use in their efforts. It is available for free download by visiting HRmarketer.com.

“All businesses engaged in selling to HR buyers of services or technology related to benefits, HRIS, recruiting, staffing, training, general human resources or organizational development will find the report eye-opening and actionable,” Grossman added.

About HRmarketer.com

HRmarketer.com is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. Through its Marketing PR __title__ PR SEO services, the company services over 300 human resource and employee benefit service providers, helping them generate publicity, website traffic, sales leads and improved SEO.

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TalentTrack Adopts SkillSurvey Online Reference Checking

WAYNE, PA — OCTOBER 10, 2006 — SkillSurvey, Inc., the leading provider of intelligent web-based reference checking solutions, and TalentTrack, a leading national provider of recruitment outsourcing solutions, today announced a partnership enabling TalentTrack to offer its clients a best-of-breed solution for job candidate reference checking that is proven to increase quality of hire and process efficiency.

TalentTrack’s recruitment outsourcing solutions combine world class intellectual capital and cutting-edge technology platforms to consistently deliver exceptionally qualified job candidates to its clients. SkillSurvey’s web-based reference checking solution will augment TalentTrack’s diligent sourcing and screening processes to ensure that recruiters and hiring managers can validate each candidate’s capabilities and past job performance via a reliable and expert third party resource; their professional references.

A proven and scalable platform for acquiring confidential and skills-based feedback from multiple references, SkillSurvey’s fully-automated solution delivers comprehensive reports within 48 hours and requires no phone calls by recruiters. The reports consistently provide more valuable information than traditional phone references, enabling more informed and efficient hiring.

“TalentTrack is known for identifying and adopting best practices to identify and select top talent for our clients,” says Kim Davis, president of TalentTrack. “SkillSurvey makes reference checks strategic to the hiring process. Now we can efficiently and effectively validate candidates’ professional skills and behaviors before submitting a slate of candidates to our clients. That level of quality assurance simply was not available before. It will help us differentiate between candidates and enable our clients to make consistently more accurate hiring decisions.”

“TalentTrack can now offer every client a proven process for high impact reference checking,” says Jim Ray, vice president of business development of SkillSurvey. As a leading RPO, they are pro-actively solving another pain point for their clients and adding additional value to their service offerings. The result will be more business won and even higher client satisfaction. This year, TalentTrack is on pace to make 12,000 hires. There’s no way to do that number of reference checks via phone in an effective and efficient manner. SkillSurvey makes it possible.”

About SkillSurvey
SkillSurvey is the leading provider of online reference assessment solutions that increase quality of hire and eliminate time wasted in the recruiting process. Using SkillSurvey, organizations improve the quantity and quality of information they collect regarding a candidate’s past performance, resulting in a significant reduction in time and money spent on reference checking. This breakthrough approach to reference assessments is patent pending, and based on a proprietary online process and over 25 years of research in job competency modeling. To learn more, visit www.skillsurvey.com.

About TalentTrack
TalentTrack is a national provider of comprehensive end-to-end talent management solutions, primarily recruitment process outsourcing. The company provides a unique blend of customized high-touch and high-tech talent applications. TalentTrack’s distinctive strategies – a combination of world class intellectual capital, cutting edge technology platforms, and other related tools – deliver best in class results, guaranteed, to help clients win the “war for talent.” Headquartered in Toledo, OH, TalentTrack was founded in 2002 and has grown from a staff of two to almost one hundred people and anticipates placing well over 12,000 hires for its clients by the end of 2006. In June of 2006, TalentTrack was awarded the Ernst&Young Entrepreneur of the Year Award in the Great Lakes Region for the emerging business category. To learn more, visit www.talenttrack.com.


Contact:

Erika von Hoyer
SkillSurvey, Inc.
e-mail protected from spam bots
(610) 422-3533 (b)
(610) 761-8546 (c)

Lisa C. Ovenden
TalentTrack
e-mail protected from spam bots
(419) 720-1416 (b)
(419) 297-5639 (c)


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White Paper on Identifying and Developing High-Profit Leaders Announced by Perth Leadership Institute

(Gainesville, Florida, October 17, 2006) The Perth Leadership Institute (http://www.perthleadership.org/), the industry leader in executive financial style assessment and development programs, today announced the availability of its White Paper into the financial styles of leaders. The White Paper explains how to identify and develop high-profit leaders and executives using formal assessment instruments developed by Perth.

The research is based on 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 White Paper sets out 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 now have access to a new set of leadership profitability 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.



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HARCOURT ASSESSMENT PRODUCT NAMED FINALIST FOR 2006 PLANT ENGINEERING PRODUCT OF THE YEAR

SAN ANTONIO, October 16, 2006 – Harcourt Assessment, Inc. today announced that the online version of the Bennett Mechanical Comprehension Test® (BMCT®) is a finalist for the prestigious 2006 Plant Engineering Product of the Year award. The product will be presented in the November 2006 issue of Plant Engineering. Winners will be chosen by a reader poll, with award announcements to be made in January.

“The online version of the BMCT® is a convenient, easy and secure way for companies to assess candidate’s mechanical comprehension,” said Harcourt Assessment Vice President of Publishing and Technology Gene Bowles. “We are excited to receive this recognition and thank Plant Engineering for the opportunity to compete for this award.”

The online version of BMCT® assists companies in predicting a potential employee’s success in mechanical, technical and industrial positions. The assessment is administered in just 30 minutes with 68 multiple-choice questions. The BMCT® enables companies to evaluate applicants’:
 Problem solving skills
 Ability to learn new concepts and procedures quickly
 Breadth of mechanical principles & processes knowledge
 Comprehension for producing quality work
 Ability to diagnose problems timely and efficiently

Using this solution, recruiters and hiring managers are able to obtain scores and view reports, immediately after the assessment is complete. The assessment score reports provide valid and reliable information, including occupation specific norms, needed to make sound hiring decisions. The online version of BMCT® is ideal for use across many occupations and industries, including mechanical trades, manufacturing, production, energy and utilities.

The online version of BMCT® is just one of more than 40 talent assessment products offered by Harcourt Assessment. Harcourt Assessment’s line of talent assessment products assists recruiters in making hiring decisions across a broad spectrum of industries with customers including more than half of the companies on the Fortune 100 list. Talent assessment solutions are available from Harcourt Assessment to assess a wide array of abilities including critical thinking, hand-tool dexterity, language proficiency, clerical skills and many more skill sets. Products are also available to assess personality traits such as dependability, attention to detail, innovation, work style, stress tolerance, industriousness and leadership potential to help determine how well an individual aligns with your organization.

For more information on Harcourt Assessment’s talent assessment products, visit http://www.AssessTalent.com.


About Harcourt Assessment, Inc.
Based in San Antonio, Harcourt Assessment, Inc. is a leading provider of high-quality assessment instruments and testing programs published under two brand names –– Harcourt Assessment and PsychCorp™. For more than 85 years, Harcourt Assessment has been providing insight about children and adults; informing instruction, curricula, and clinical practice; collaborating with educators and clinical professionals; assisting human resources, admissions and credential professionals; and creating assessment innovations, in order to provide the most effective assessment solutions for the success of all individuals.

The company is a unit of Harcourt Education, a global education provider serving students and teachers in PreK through grade 12, adult learners, and readers of all ages. Harcourt Education is part of Reed Elsevier Group plc. (www.reedelsevier.com), a world-leading publisher and information provider. It is owned equally by Reed Elsevier PLC (NYSE: RUK) and Reed Elsevier NV (NYSE: ENL).

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Working Advantage Reaches Out to Corporate Purchasers with One-Stop Shopping Resource

Working Advantage Reaches Out to Corporate Purchasers with One-Stop Shopping Resource

A dedicated corporate purchasing section, featuring special savings on Working Advantage Gift Certificates, entices corporate holiday purchasers to simplify gift-giving.

MAYNARD, MA, October 16, 2006 -- Working Advantage, a top provider of employee discount entertainment and work/life programs, today launched a Corporate Gifts category on its website geared toward purchasers of company holiday gifts, customer loyalty rewards and client thank-you gifts. The dedicated section, available through November 19, provides a one-stop shopping resource for popular corporate gifts, including gift baskets, gourmet foods, retail and restaurant gift certificates, theatre and event tickets, hotel certificates, and movie tickets.

The main feature of the Corporate Gifts category is the Working Advantage Gift Certificate, their employee reward and recognition product, which has seen recent growth due to a special offer. Revenue has increased in the first two weeks of the promotion, bringing 2006 Working Advantage Gift Certificate sales to date up 78% over the same time period in 2005. In a first-ever promotion, a special thank you is being offered for all orders of $1000 or more in Working Advantage Gift Certificates through November 30, 2006.

Orders of $1000 to $4999 will receive a complimentary $50.00 retail or restaurant gift card of their choice from the extensive list of gift cards on www.workingadvantage.com, while orders of $5000 or more will receive 10% off of the entire Working Advantage Gift Certificate order. Special volume discounts are also available on many ticket and gift card orders.

Working Advantage Gift Certificates are emailed directly to each recipient with detailed instructions for how to redeem the certificate online at www.workingadvantage.com. Working Advantage Gift Certificates never expire and can be used towards gift cards, movie tickets, hotel certificates, movie rental coupons, ski tickets, theme park tickets, Broadway theatre tickets, sporting event tickets and more.

Already used as employee health program rewards, holiday and birthday gifts, incentives, service anniversary awards and thank you gifts, the Working Advantage Gift Certificate has become an integral part of reward programs and company culture at many small businesses and large corporations across the country.

The Working Advantage Gift Certificate launched offline in 2004 with great success and subsequently became available for online purchase in 2005. Companies welcome the ease of purchase and quick email distribution, while employees appreciate the simple redemption process and variety of gift choices that are available. In addition, the Working Advantage Gift Certificate is the perfect fit for companies with employees located at different offices nationwide.

About Working Advantage
Working Advantage is the premier employee savings portal for over 5,500 companies and organizations and their two million employees and members nationwide. Privately funded and located in Maynard, MA, Working Advantage can be found on the web at www.workingadvantage.com.

For corporate membership inquiries, please contact Corporate Member Services at (800) 565-3712, or corporatemembership at workingadvantage.com. For more information about Working Advantage Gift Certificates and how they will work with your budget and current gift and reward programs, please contact Corporate Gift Services directly at (978) 897-3468 or corporategifts at workingadvantage.com.

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Equinix Streamlines HR & Benefits Administration with the PDS Vista HRMS Solution

Blue Bell, Pa., October 16, 2006 – PDS, an award-winning developer of web-based human resource and payroll systems, today announced that it has implemented its Vista human resource management system (HRMS) for Equinix, Inc. (Nasdaq: EQIX), a leading global provider of network-neutral data centers and Internet exchange services.

With more than 500 employees and serving 11 markets in the United States and Asia Pacific, Equinix has replaced its existing HR solution with PDS’ Vista HR and benefits administration solution. With PDS’ hosted/managed services model Equinix has complete access to its critical employee data, access for managers and employees and comprehensive HRMS functionality without requiring the support of an in-house IT department while also having the flexibility to easily adapt the system as the company changes. PDS implemented Vista in less than 90 days, helping Equinix streamline and automate its HRMS processes.

“Having been involved in many HRMS implementations in the past, I was extremely impressed that Vista was up and running so quickly,” said Debby Love-Sudduth, HR automation consultant for Equinix. “Vista is not only intuitive, flexible and easy to use, but also is very comprehensive, especially in meeting our international requirements. We are now able to easily create customized reports, and we have more control of the system than with other solutions on the market. With Vista, we are streamlining our processes and doing it at a much lower cost.”

“Equinix had a very aggressive implementation deadline as they transitioned from their previous system,” explained George Brady, vice president of Sales at PDS. “The transition went smoothly and we are now working with them to add new workflows and build additional interfaces with other applications and services that will help them maximize the functionality of the Vista solution.”

About PDS
In the software development business for more than 30 years, PDS is a provider of a web-based, feature-rich, completely integrated human resource, benefits administration and payroll software application that enables organizations to focus on more strategic issues and less on administrative HR and payroll activities. PDS offers a full range of professional services to a wide variety of industries in the U.S. and in Canada. Founded in 1974, PDS is a privately-held company headquartered in Blue Bell, Pa. For more information on PDS visit www.pdssoftware.com.

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PDS and the PDS logo are registered trademarks and Vista is a trademark of Personnel Data Systems Inc. All other trademarks or registered trademarks are properties of their respective owners.




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IN SEARCH OF THE PERFECT BOSS: WORKERS WEIGH IN ON THE BEST AND WORST OF THEIR MANAGERS

PITTSBURGH—October 16, 2006—Is there a perfect boss? Maybe, but ask anyone what it is, and you’ll get a different answer every time.

In a recent survey conducted by Development Dimensions International (DDI), a global human resource consulting firm, and Badbossology, a bad-boss protection resource site, workers offered insights on what makes a good leader and where their current boss falls short.

So what topped the list? Of 21 potential ‘leadership’ sins, respondents selected 'being everyone's friend' as their number one choice with 'micromanagement' right behind it.

Male bosses rated high on 'arrogance' and female bosses were criticized for not delegating. And reinforcing the stereotype of men as thrill-seekers, male workers also found their bosses to be four times more risk averse than female workers.

What didn’t make the list? ‘Brown-noser,’ ‘defensive’ and ‘volatile’ were at the bottom of the list of sins for all respondents.

This Boss’s Day (Oct. 16th), DDI is giving workers around the world a chance to create a boss from scratch—with only the characteristics they want—and audition what they think could be the perfect boss. Build-A-Boss (www.ddiworld.com/buildaboss) is an interactive Web program that allows users to select four characteristics from a list of 25 positive and negative traits to build their current or ideal manager.

“People complain about their bosses endlessly and we’re challenging them to see if they can do better.” Rich Wellins Senior Vice President, DDI said. “We see the Build-A-Boss as an engaging way for employees to really get a handle on those traits they want in their ideal boss—or to use it to profile the strengths and weaknesses of their current boss.”

Build-A-Boss will let you try out a new boss by picking your favorite characteristics, honor your boss with a portrait of all their best traits or give your boss feedback on their management style in a less threatening forum. And the research showed that workers really had a lot of opinions on their boss’s performance.

Significant observations from the survey of more than 900 in the workplace include:

Trust is at the top of their wish list. If workers could give their boss a gift of a character trait this Boss's Day, they would wrap up 'trust in employees' and 'honesty and integrity' and ‘team building skills’ as the three top choices. “Everyone wants to feel that they are trusted and valued in their jobs—these selections relate to these very fundamental human needs and how they transfer to the workplace,” Wellins said.

The stereotype of the male boss prevails for some. More than three-quarters of males would prefer to work for a male boss, while female workers are split down the middle in their preference. The majority of respondents (70 percent) between the ages of 34 and 45 said their ideal boss is male, showing that the more traditional view of ‘boss’ continues with this specific generation. “This helps to address why women are still having trouble breaking into the leadership ranks,” Wellins said. “This perception needs to change because women are equally competent in leadership roles.”

Older workers want to work for their peers. Workers 45 and up would prefer to work for a boss their own age, instead of an older or younger manager. However, nearly half of respondents in this group actually work for bosses younger than them. “With the expected mass retirement of the baby boomers, those older workers who want to hang around need to get used to younger bosses,” Wellins said.

Smarts matter for the boss. One in seven workers says their boss is just not smart, when asked if their boss had book smarts or street smarts. But not everyone saw their boss in a dunce cap—nearly half of respondents respect their boss’s intellect and think their boss has both book and street smarts.

Career development slows for older generations. While 35 percent of respondents gave a resounding 'yes' when asked about the boss advocating for career development and advancement, responses progressively decrease as employees get older and more advanced in their careers. “As workers get older and become more self-sufficient, it gives the impression that they needs less development, and managers focus more on 20-something workers,” Wellins said. “Some of this disparate focus makes sense, but at the same time, with a continued war for talent, we need to find ways to motivate our aging workforce.”

Leadership skills were the most serious deficit. Almost one third of bosses were considered bad because of 'lack of leadership skills', and more male bosses were criticized for their poor leadership skills. Females, on the other hand, were considered bad bosses because of their lack of ‘sound business judgment/acumen’ with 14 percent of the votes (male bosses had 9.6 percent).

About Badbossology.com: Difficult bosses are a costly problem, and surveys indicate that approximately 40% of employees have had to deal with a bad boss. Badbossology.com is a free resource site that provides news and resources on bad boss protection strategies to help both individuals and their companies. It takes a responsible balanced approach and references material from sources such as The Chicago Tribune, CNNMoney.com, Fast Company, The Harvard Business School, and US and international government sites. Visitors can raise questions, participate in discussion forums, and save key resources along with personal notes for fast future reference using the site's secure repository. For further information, visit www.badbossology.com

About DDI: Since 1970, Development Dimensions International, a global human resources consulting firm, helps organizations close the gap between today’s talent capability and future talent needs. DDI’s expertise includes designing and implementing selection systems, and identifying and developing front-line to executive leadership talent. With more than 1,000 associates in 75 offices in 26 countries and headquarters in Pittsburgh, PA, the firm advises half of the Fortune 500. For more information go to http://www.ddiworld.com/aboutddi



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GetTheJob.com, a new search engine for jobs uncovers the hidden job market for jobseekers.

Tinton Falls, NJ, (Oct. 13th, 2006) – Move over Monster, clear a path Careerbuilder, hop out of the way HotJobs. GetTheJob.com is the newest entry in the world of online job search, but it’s definitely not just another job board.

GetTheJob.com is a vertical search engine or aggregator that gathers job postings directly from tens of thousands of company websites and organizes them into a searchable database. GetTheJob.com has over 2 million jobs from direct hire companies only; meaning there are no postings from headhunters, third party recruiters or too-good-to-be-true scam jobs, all jobs are from legitimate companies with legitimate job openings. The database of jobs also represents the hidden job market as 70% of the postings can’t be found on commercial job boards.

“In order to view the majority of the jobs on our site, jobseekers would have to go to each employer website individually to find these opportunities.” stated Chris Amato, CEO of GetTheJob. “Most employers don’t post ALL of their openings on traditional job sites because it would be cost prohibitive, but they do post them to their own corporate career center, which costs nothing, we help jobseekers find these hidden jobs.” Amato added.

“Our Direct Connect technology links job seekers to each posting on the hiring company’s web site,” according to Rick Fulton, COO of the company. “This allows jobseekers to read the entire job description and apply for the job using the companies preferred application method. It is believed that resumes passed directly through a company career site are more visible than those transmitted through a third-party site.”

Another major difference is that GetTheJob does not host a searchable resume database; which have become spam farms for the larger job boards. “Just post your resume to any of the larger job boards and watch the spam come rolling in” said Bob Etheridge, Marketing Director. “Identity theft is rampant, and searchable resume databases have become feeding grounds for identity thieves, spammers and those promising to good to be true opportunities. Jobseekers must be careful when submitting personal information.”


About GetTheJob.com
GetTheJob.com is a performance based, employer only job site offering a new way to attract the talent that companies need. Our unique approach is designed to eliminate upfront posting fees, bring jobseekers directly to your corporate career center and with our auto-wrap job posting technology-GetTheJob.com eliminates the time and effort needed to post jobs. For jobseekers, GetTheJob.com exposes the hidden job market as 70% of the postings on GetTheJob.com are not found on any traditional job board.

Contact:
Bob Etheridge, GetTheJob.com
Ph: 732-746-2552
Email: betheridge at getthejob.com



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National Companies Support HPM Bootcamp

DENVER, Colo., October 12, 2006 — HPM Bootcamp, a nationwide series of three-day, intensive training sessions geared toward corporate leaders in search of a hands-on approach to implementing health and productivity management strategies, announces sponsorship support by Wyeth Pharmaceuticals, Healthways, Inc. and The Fort Hill Company. The first of 18 executive training events — featuring an evidence-based and outcomes-driven focus with insights from a nationally-known faculty — will be hosted by the Employers Coalition for Healthcare Options (ECHO), November 14-16 in Birmingham, Ala. Upcoming learning events also will be held in Southern California, January 30 – February 1, 2007, Bethesda, Md., February 20-! 22, 2007, Kansas City, Kan., March 20-22, 2007 and
Atlanta, Ga. April 17-19, 2007.

“The aim is to deliver 30,000-foot-level theory down to the street for a higher return on investment,” says Les C. Meyer, a seasoned health care strategist and CEO of HPM Advisors, Inc., a Denver, Colo.-based think tank whose training arm is HPM Bootcamp. Meyer continues, “Our sponsoring partners share our passion for creating a better health care system and recognize the effectiveness of our approach that includes expert faculty, customized learning and PostCamp 365™ year-long implementation program.”

Healthways, Inc. in Nashville, Tenn., is the leading and largest provider of specialized, comprehensive Health and Care SupportSM programs and services, including disease management, high-risk care management and outcomes-driven wellness to health plans, employers and government. The Company provides Health and Care Support services for more than 2.2 million people nationwide. Healthways helps people lead healthier lives while reducing overall healthcare costs. As The Health/Care Trust ChannelSM, Healthways provides people the support they need when they need it to enable them to make better choices and achieve better health outcomes.

The Fort Hill Company in Montchanin, Del., is the global leader in follow-through management technology and know-how. The company provides tools, knowledge and support services to ensure that strategic, business and learning objectives are converted into business results. More than 30,000 managers in roughly 48 countries have used Fort Hill’s proprietary Web-based tools in the past five years to ensure the follow-through necessary to deliver results — several of which are Fortune 500 companies.

HPM Bootcamp attendees, who are able to earn continuing education units and medical education credits, will be instructed on immediately actionable steps to improve health and productivity and strive for better work-life balance in hopes of attracting and retaining a high-performance workforce, and boosting profitability. They also will learn how to build a business case and operating plan, plus harness robust administration processes and company-wide performance measurement systems.

A multi-disciplinary approach to health and productivity management is the key to success, notes Kathleen Moreo, president of the accredited medical and professional education provider PRIME®. “For this reason,” she says, “we have designed and multi-accredited HPM Bootcamp for medical directors, occupational health nurses, human resource specialists, case managers, vocational specialists and other connected professionals involved in the dynamically changing HPM environment. The goal is to provide the most comprehensive and cutting edge learning experience ever offered.”

HPM Bootcamp is sponsored in part by Wyeth (NYSE:WYE), a global leader in prescription pharmaceuticals, non-prescription consumer health care products, and pharmaceuticals for animal health. Wyeth's products are sold in more than 145 countries, and its product portfolio includes innovative treatments across a wide range of therapeutic areas. Wyeth's worldwide resources include 52,000 employees, manufacturing facilities on four continents, and a unique research and technology base encompassing small molecules, the traditional source for most medicines today; biopharmaceuticals, and the products of genetic engineering that will give us the next wave innovative therapies; and vaccines. With this depth of resources, Wyeth will continue to lead the way in the development of novel therapies that address critical global health needs. Wyeth’s mission is to bring to the world pharmaceutical and health care products that
improve lives and deliver outstanding value to our customers and shareholders. Our vision is to lead the way to a healthier world. By carrying out this vision at every level of our organization, we will be recognized by our employees, customers, and shareholders as the best pharmaceutical company in the world, resulting in value for all.

HPM Advisors is a think tank of national experts creating answers to the problem of health care in America. Its training arm, HPM Bootcamp, is the vehicle that moves 30,000-foot theory into actionable health and productivity management strategies for employers of all sizes. HPM Bootcamp is a nationwide series of accredited, intensive training sessions that focus on the approach, design and implementation of health and productivity management programs with immediately actionable information. Unlike anything currently available in the market, each HPM Bootcamp event actually spans more than one year with PreCamp™ required learning and PostCamp 365™ Implementation and follow-through programs. Learn more about the program and faculty at www.HPMBootcamp.com.

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DR. BETH A. BROOKS APPOINTED TO A THREE-YEAR TERM ON THE VALPARAISO UNIVERSITY COLLEGE OF NURSING NATIONAL COUNCIL

New York, NY – October 13, 2006 – Beth A. Brooks, PhD, RN, CHE and Senior Partner at JWT Employment Communications, has been appointed to a three-year term on the Valparaiso University College of Nursing National Council, compromised of alumni and friends who assist in enabling the College to focus on critical issues related to the future of the nursing profession. Founded in 1859, Valparaiso University is a four-year private college located in Valparaiso, Indianapolis.

The National Council holds two planned meetings per academic year where members inform the College of trends within the nursing profession and help look to future long-term planning issues.

“I'm honored to lend my expertise,” said Dr. Brooks. “Our country faces great challenges addressing a myriad of complex issues around the nursing workforce and work environments. The National Council is in a position to provide insight and suggestions so that Valparaiso University is prepared for the future.”

A graduate of Valparaiso University (B.S.N.), Dr. Brooks received an M.S. degree in Nursing Administration from Northwestern University and a Ph.D. in Nursing Science from the University of Illinois. Dr. Brooks is also a board certified health care executive (CHE). She holds management responsibilities for the integrated offerings to health care employers at JWT Employment Communications, one of the world’s largest recruitment marketing and internal communications companies.



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.

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JWT EMPLOYMENT COMMUNICATIONS RECOGNIZED WITH SIX WEB MARKETING ASSOCIATION AWARDS

New York, NY – October 13, 2006 – JWT Employment Communications, one of the world’s largest recruitment marketing and employee communications companies, was honored with six WebAwards from the Web Marketing Association, a volunteer organization made up of interactive-concentrated professionals who share an interest in improving the quality of online advertising, internet marketing and Web site promotion. The six awards included four Employment Standard of Excellence awards and two Outstanding Web site awards.

“Recognizing the increasing importance of interactive and internet solutions to our customers, we have moved our interactive capabilities front and center as one of the key ways we create ideas that people want to spend time with,” said Tim Gibbon, President and CEO of JWT Employment Communications.

The award winners included employment Web sites created for the following employers: Starbucks; Nordstrom; The U.S. Department of State; Honeywell; Boeing; and Microsoft.

The WebAwards, now in their tenth year, name the best Web sites in 96 industries while setting standards of excellence for all Web site development.



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.

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Background Screening 101 webinar helps HR screen more effectively

AUSTIN, Texas—October 12, 2006—Integrated Screening Partners (ISP), a background screening provider that offers comprehensive and customized services, will hold a complimentary webinar entitled “Background Screening 101: Accuracy, Security and Improved Hiring” at 12 p.m. CDT October 19, 2006.

96 percent of corporations perform background checks, and the majority of those consider screening a commodity service for which price is the primary consideration. Subscription to this myth is causing HR professionals to waste time and money, lose the best recruits and allow undesirables past the front door.

This complimentary webinar offers:
• A basic overview of common screening pitfalls
• Screening inadequacies
• Danger signs of a sub par providers

After extensive interaction with HR professionals, ISP discovered that many responsible for screening do not know what they should expect from their screening provider or the ways that effective background screening can impact the company. An ineffective screen can cause increased liability and allow criminals and other undesirables into the workplace while an effective screen can protect the company while increasing the quality of hire.

“Providers are not properly educating their clients on everything that’s available to them,” said Jeff Collins, CEO and founder of ISP. “Continuing education is essential.”

Register for the webinar at https://www.gotomeeting.com/register/368242005.

About Integrated Screening Partners (ISP)
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.




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Workplace Options To Host Webinar On Revolutionary Person-First Senior Caregiving Philosophy

Raleigh, NC – October 12, 2006 -- Workplace Options has added a bonus presentation this month to their popular webinar series. The webinar, called “Talking with John George”, will be presented on October 26th from 2-3pm EST.

John George was featured in the PBS documentary “Almost Home”, which chronicled a year in the life of Saint John’s On-The-Lake, a retirement community located in Milwaukee, Wisconsin. John George is the visionary nursing home director of Saint John’s, a facility celebrating over 135 years of service to the community.

Saint John’s has broken away from the traditional medical model of institutional living and has instead focused on building a true community for older adults. Residents are given much greater autonomy and are encouraged to participate in their own care planning. Employees are considered part of this community where Individualized care is the norm. This has resulted in a higher standard of care and a much more positive experience for residents and staff alike.

Webinar participants will learn how Mr. George’s experience of visiting the nursing home where his mother worked led to his championship of a better way of life for older adults. He will explain how small changes such as allowing residents to choose their own meal and sleep times helps them to embrace Saint John’s as their new home. He will also discuss the philosophy of “person-first” and how it has transformed Saint John’s into a leading retirement facility.

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.

WPO’s EAP and work/life clients can access all live webinars via WPO’s award winning, 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.

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.

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The Screening Matters now available to HR professionals

“The Screening Matters” now available to HR professionals
Background screenings, tips and trends now available in monthly publication

AUSTIN, Texas—October 10, 2006—Integrated Screening Partners (ISP), a background screening provider that offers comprehensive and customized services, today announced the release of “The Screening Matters” newsletter. This newsletter a periodical specifically for those human resource professionals involved in background screening, hiring, recruitment or retention.

After extensive interaction with HR professionals, ISP discovered that many responsible for screening do not know what they should expect from their screening provider or the ways that effective background screening can impact the company. An ineffective screen can cause increased liability and allow criminals and other undesirables into the workplace while an effective screen can protect the company while increasing the quality of hire.
“Providers are not properly educating their clients on everything that’s available to them,” said Jeff Collins, CEO and founder of ISP. “Continuing education is essential.”

This newsletter will provide the education many HR professionals have been missing so that they can make informed decision about pre-employment and employee screening processes and providers. The first issue of the newsletter includes the following features:
• Service in Screening: There’s More on the Table than Just the Screens
• Are Your Screens Accurate? Are You Sure?
• Industry research
• Upcoming webinar notifications

The newsletter will publish monthly. Download the newsletter at http://www.integratedscreening.com/isp_signup.asp?refer=ISP_NL_Homepage.

About Integrated Screening Partners (ISP)
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.



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TalentHook Features New Update Allowing Users to Search & Retrieve Resumes from Outlook.

Las Vegas, NV, October 11, 2006 – TalentHook, serving recruiters and resume sourcers for over 7 years with cutting-edge spidering technology and industry-leading support and service, has released a new update that allows users to quickly and easily retrieve candidates from email attachments stored in Microsoft Outlook. Combined with the desktop search functionality added over the summer, TalentHook now offers users comprehensive searching capability both over the internet as well as on the user’s hard drive or network.

The new searching features add the ability to search local and network drives for resumes in all of the commonly used file formats:

• Plain Text (txt)
• Rich Text Format (rtf)
• Microsoft Word (doc)
• Adobe Acrobat (pdf)
• Web Page (htm, html)

“The recent Outlook and Desktop search features extend to our users robust search capability that spans the web, their hard drive and their email archives. We are always looking for new ways to raise the bar on resume search and retrieval.” said Phil Gonzalez, CEO of Resource Edge. An aggressive approach to enhanced functionality has also lead to the release of rich customizable reporting features, the addition of over 60 web resources as well as the desktop and email features announced within the same year.

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

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.

PAYSCALE LAUNCHES SALARY AND CAREER BLOGS FOR EMPLOYEES AND HR PROFESSOINALS

SEATTLE, October 10, 2006 – PayScale, Inc., a leader in real-time online compensation information for employers and individuals, today launched a series of salary and career blogs for employees and employers. The company is also launching the $1,000 monthly video contest for the best entry in the Salary Stories video blog (http://www.salarystories.com/contest.asp). The video contest entries are available for viewing on YouTube in PayScale’s Salary Stories group.

Visitors to PayScale salary and career blogs (http://blogs.payscale.com/payscale_blogs/) can learn and ask questions about a diverse set of salary, career and compensation topics. The salary and career blogs include:

• Salary Stories: (http://blogs.payscale.com/salarystories/)
Salary Stories is a video blog that focuses on real people, real jobs and real stories, including user-generated video blog entries about people and their careers.

• Ask Dr. Salary (http://blogs.payscale.com/ask_dr_salary/)
Ask Dr. Salary is a career blog that simplifies the complicated world of salary and compensation for the layperson.

• JobMom (http://blogs.payscale.com/job_mom/)
JobMom is a career blog that offers an insider’s look at the complicated world of balancing the responsibilities of motherhood and the workplace.

• PayScale HR Professional http://payscale.com/about.asp?pg=news⊂=blog).
PayScale HR Professional provides an expert’s view on the most pressing and impactful HR and economic issues of the day.

For the next three months, PayScale will be collecting clever video contest entries about people’s careers and posting the best to their video blog (http://www.salarystories.com/contest.asp). Every month there will be a new $1,000 winner for the most unique salary story video contest entry. Videos can be viewed on YouTube in the PayScale Salary Stories Group: http://www.youtube.com/group/salarystories. Current Salary Story video blog entries include fashion writers, nail technician, radio producer/traffic reporters and an executive from Cranium and Microsoft.

“PayScale is well on its way to becoming the most credible source for real-time and accurate salary information,” said Michael Metzger, president and CEO at PayScale. “The availability of our PayScale salary and career blogs will help to educate and demystify the complex world of salary and the jobs behind the pay.”

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


Media Contacts:
Steven Gottlieb
Zeno Group
206-404-7101
e-mail protected from spam bots



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Introducing ScrapeApe.com, a new service for job boards that scrapes and delivers job feeds from company career centers.

Naples, Fl. (Oct. 10, 2006) - ScrapeApe.com ( www.scrapeape.com ) is a new tool that job boards across the country can utilize to receive job feeds of their clients job postings. Scraping or spidering jobs from a companies corporate career site can be a time consuming, frustrating and expensive task. ScrapeApe, which gathers and aggregates jobs from over 50,000 corporate career sites in the U.S. can eliminate the problems associated with developing, managing and maintaining scrapes on your own.

“It’s a very simple process for a job site to start utilizing ScrapeApe,” said Bob Etheridge from ScrapeApe. “After a quick approval process, a job board can simply log into their dashboard and tell the system what companies they want to receive job feeds for and how often they want to receive them. Feeds can be received in either an XML or CSV format.”

The ScrapeApe service can also be very advantageous for companies that utilize job boards to post jobs and recruit. Posting jobs is a tedious and time consuming process, job boards that utilize ScrapeApe will allow their clients to focus more time on recruiting, not posting. Additionally, job boards will also benefit by having more job content on their site as well as providing more response for their clients due to the larger number of ads.

“This service can save a job board so much time and effort,” added Etheridge “Developing spiders can take be costly, now a client can just tell the ScrapeApe system what they want and get it delivered. If a specific client/company is not on the list, we can develop a feed in 24 to 48 hours. It allows a job board’s developers to focus on more important tasks at hand.”

Costs start $30.00 per month for job feeds and discounts are available based on the number of feeds requested. For more information, please visit www.scrapeape.com.


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HN PIONEERS TELEPHONIC GROUP WEIGHT MANAGEMENT AND SMOKING CESSATION PROGRAMS

Point Richmond, CA – October 10, 2006 – Managed Health Network, Inc. (MHN), a subsidiary of Health Net, Inc. (NYSE: HNT), announced today the launch of what the company believes to be the first-ever telephonic group weight management and smoking cessation programs, designed to increase employee use of behavioral health services and lower health care costs. MHN offers the programs through its subsidiary, Catalina Behavioral Health Services (CBHS), a provider of high-quality mental health, chemical dependency and disability return-to-work services.

MHN’s smoking cessation and weight management programs are part of its growing suite of telephonic group services, which also include anger self-management and workplace re-entry training. The services were born from necessity when the company was directly affected by the terrorist attacks on September 11, 2001.

“Our New York Service Center, located within blocks of the World Trade Center, was closed due to the attacks,” recalls Ian Shaffer, M.D., MHN’s chief medical officer. “But we couldn’t ignore the need for immediate crisis response services.” MHN and CBHS staff worked through the night to develop protocols for telephonic group delivery, later receiving two national awards for their role. “We found a way to provide services that transcends mobility, geography or other barriers to face-to-face care,” explains Shaffer. “Creatively expanding our service options allowed us to do what matters most – support our members.”

MHN later expanded its telephonic group services to help employers control skyrocketing health care costs related to smoking and obesity – by improving employee utilization and health. Nearly $277,000 is spent annually in health care costs for workers who suffer from obesity. Smokers cost employers nearly $1,600 more per year in health care costs than non-smokers.

MHN’s six-week Smoking Cessation Program is based on the American Lung Association’s (ALA) successful Freedom from SmokingÓ program. ALA-certified smoking cessation facilitators run the program. MHN’s Weight Management Coaching Program was developed and is facilitated by licensed behavioral health clinicians. The two-month program helps participants get optimal results from their current diet and exercise regimen.

The programs’ telephonic aspect fosters utilization by allowing participants to dial in to meetings, toll-free, from anywhere. Its group format offers participants the opportunity to learn from their peers and share their challenges and successes in a supportive environment, while maintaining their privacy. Both programs emphasize lasting lifestyle change through behavior coaching.

Results from MHN’s telephonic group programs show this model to be a viable alternative to group face-to-face counseling or individual telephonic or face-to-face counseling. In a recent smoking cessation pilot program, 78 percent of participants were smoke-free by the final session (the ALA reports a graduation quit rate of 40 percent), and 100 percent of participants rated the program as “good,” “very good” or “excellent.” “I liked communicating with the participants but not actually seeing them,” said one participant. “I felt more relaxed and also liked that there was no travel time.”

To learn more about MHN’s telephonic group services, please call (800) 327-7526 or visit www.mhn.com.

About MHN

MHN is one of the largest and oldest providers of managed behavioral health care and Employee Assistance Programs (EAP) in the United States, serving 11 million members. Based in Point Richmond, Calif., MHN provides workplace solutions ranging from EAP and behavioral health to integrated disease management and psychiatric disability programs. MHN's provider network includes more than 45,000 practitioners and 1,400 hospitals and facilities throughout the United States. For more information, visit www.mhn.com.

MHN is a subsidiary of Health Net, Inc. (NYSE:HNT). Health Net, Inc. is among the nation’s largest publicly traded managed health care companies. Its mission is to help people be healthy, secure and comfortable. The company’s HMO, POS, insured PPO and government contracts subsidiaries provide health benefits to approximately 6.6 million individuals in 27 states and the District of Columbia through group, individual, Medicare, Medicaid and TRICARE and Veterans Affairs programs. Health Net’s subsidiaries also offer managed health care products related to prescription drugs, and offer managed health care product coordination for multi-region employers and administrative services for medical groups and self-funded benefits programs.

For more information on Health Net, Inc., please visit the company’s Web site at www.healthnet.com.

Cautionary Statements
This release contains forward-looking statements within the meaning of Section 21E of the Securities Exchange Act of 1934, as amended, and Section 27A of the Securities Act of 1933, as amended, that involve a number of risks and uncertainties. All statements, other than statements of historical information provided herein, may be deemed to be forward-looking statements. These statements are based on management’s analysis, judgment, belief and expectation only as of the date hereof, and are subject to uncertainty and changes in circumstances. Without limiting the foregoing, the words “believes,” “anticipates,” “plans,” “expects,” “may,” “should,” “could,” “estimate,” “intend” and other similar expressions are intended to identify forward-looking statements. Actual results could differ materially due to, among other things, rising health care costs, negative prior period claims reserve developments, trends in
medical care ratios, issues relating to provider contracts, litigation costs, operational issues, health care reform and general business conditions. Additional factors that could cause actual results to differ materially from those reflected in the forward-looking statements include, but are not limited to, the risks discussed in the “Risk Factors” section included within the company's most recent Annual Report on Form 10-K filed with the SEC and the risks discussed in the company's other periodic filings with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements. The company undertakes no obligation to publicly revise these forward-looking statements to reflect events or circumstances that arise after the date of this release.




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October is National Work and Family Month. What Your Company Can Do?

New York, NY, October 11, 2006 -- October is National Work and Family Month, designated by the Senate in 2003 to provide education and heighten awareness of work/life effectiveness as a key business issue.

The work-life industry first emerged in the early 1980s when, in response to changing workforce demographics and more women entering the job market, forward-thinking companies introduced "work and family" benefits. These early work and family benefits provided employees help with their child and elder care responsibilities.

Today, employers embrace work-life benefits as a recruitment, retention and productivity tool. Over the years, the scope of these benefits has expanded: work-life now addresses the lifecycle needs of all employees and can encompass a variety of benefits, programs and policies including flexible work arrangements, concierge, and employee assistance programs.

So what is your company doing to celebrate National Work and Family Month? Harris, Rothenberg International, LLC, a global performance management company that provides EAP and work-life solutions, suggests the following:

1. Re-communicate your company's commitment to helping employees balance work-life issues. Draw attention to the programs that you already offer.

2. Launch new Work-Life initiatives.

3. Every October, conduct a company-wide Work-Life survey and focus groups with managers and employees.

4. Hold lunch and learn seminars and bring in experts to speak to employees about areas of interest, such as parenting, caregiving, saving for retirement, education, balancing work and family, how to cope with stress, and time-management skills.

5. Plan a "Family Care Fair" for October, bringing in local community resources and company benefit representatives to provide information about work and family polices and programs.

6. Provide employees with informational materials and resources related to balancing work and family.

HRI has made available a free National Work and Family web site https://www.harrisrothenberg.com/workfamily/ to help educate employers and managers about various types of work/life employee benefits and the importance of offering support for work and family balance.

About Harris, Rothenberg International, LLC
Harris, Rothenberg International (www.harrisrothenberg.com) is a performance management firm. The company 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 and training. Founded in 1982 and headquartered in New York City, HRI is one of the oldest and most well-respected firms of its kind.

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SHL Teams with Test Security Services Firm to Protect Employers Against Job Cheats

Chicago, IL -- 9 October 2006 -- SHL, the foremost provider of objective assessment products in the world, announced today it has teamed with Caveon Test Security, Inc. to fortify the security of new, online assessment tools.

The war for talent is getting ever more competitive at a time when organizations are also seeking opportunities to make their recruitment and promotion processes more efficient. In the Internet world, this means moving online, and those seeking employment increasingly expect to access job opportunities online. This will give both recruiters and job seekers the edge in the employment market.

The challenge that this presents for effective recruitment and hiring is managing the risk that the information provided by candidates is valid. Research on resumes shows that a large proportion of candidates embellish their credentials or omit information that would help employers make more valid hiring decisions.

These concerns also spill over into the job interview. Research conducted by SHL recently revealed that half the UK population (57%) think it acceptable to dodge or embellish the truth when chasing a job. US research also revealed that 95% of HR leaders think prospective employees will “occasionally” or “often” bend the truth in the job application process.

To manage these issues, organizations are using objective assessments more and more to test for the potential of their candidates. However, moving online with these assessments means having to manage the risk of cheating on employment tests.

In response to these concerns, SHL has developed the SHL Verify™ Range of Ability Tests - a new assessment tool that enables employers to use online tests with confidence. The Verify solution is more than just new tests, and incorporates new “better practice” guidelines together with state-of-the-art science to defend the Verify testing process from security breakage. A key part of the Verify solution is the use of forensic psychometrics tools to look for evidence of cheating and piracy.

SHL is working with independent end-to-end test security services company, Caveon, the industry leaders in the field of test security and data forensics.

Based in the Utah, Caveon works with corporations across the globe including HP and IBM. It is also very active in the education sector working with nine state departments of education, including Texas, North Carolina, Massachusetts and Florida. SHL is applying Caveon’s test security expertise to maximize Verify’s security.

Its flagship service, Caveon Data Forensics™, analyzes actual Verify test response data looking for response patterns that indicate cheating or test fraud, while its Caveon Web Patrol™ service provides a continuous trawl of the Internet to detect if any SHL test content has been shared or copied.

John Fremer, President of Caveon, said: “Test fraud is a growing area of concern in the business world as some job candidates are willing to cheat their way into a career. Enlightened companies are recognizing and tackling this issue. We applaud SHL’s leadership and commitment to test security in the online recruitment arena. We are pleased to raise the confidence of employers when appointing a new member of staff,” Fremer added.

Kevin Kerrigan, managing director of SHL UK and Americas, added: “The service provided by Caveon adds another level of security and assurance for our customers. They can be confident of the high standard, integrity and robustness of SHL online test data.”

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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



About Caveon

Caveon is a high growth, privately held test security technology and consulting firm offering prevention, detection, and remediation services aimed at test fraud and theft. In addition to consulting services, Caveon has developed patent-pending technologies, which analyze test data for signs of cheating and test theft. Caveon offers test security solutions for clients in the education, engineering, transportation, safety, information technology, health care, financial services, and other industries.

Caveon Contact:
Don Sorensen
VP of Marketing
e-mail protected from spam bots




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SHL Launches New Guidelines for Online Recruitment Testing Industry

Chicago, IL—9 October 2006—As the barriers to Internet access decrease and the demand for assessments online increases, SHL is committed to minimizing the risk and maximizing the value of http://www.shl.com/shl/americas/info/onrec[online assessment] tools with a new set of ‘Better Practice’ guidelines. These have been designed to accompany the launch of The SHL Verify™ Range of Ability Tests.

In the last year alone SHL has administered over 1 million assessments online. This figure looks set to grow. However, the unsupervised online environment has left many HR Directors feeling cautious.

In a recent survey conducted by SHL, as few as 30% of HR Directors claimed to assess candidates online as part of their recruitment process. Over half of those interviewed (62%) mentioned the remoteness of the test and the lack of interaction with company personnel, inherent in online testing, as a major concern.

It is these concerns that SHL’s Better Practice guidelines are designed to address. The industry is already familiar with Best Practice guides however, the world of online testing moves too quickly for a specific Best Practice Guide to remain relevant for long. SHL expects the Better Practice guidelines to evolve and therefore intends to update them periodically to keep up with the pace of change in the world of online testing. The updates will be available online for individual download alongside the core document.

Also, the principal of following ‘best practice’ can often be rather aspirational. SHL’s Better Practice guidelines have been developed following feedback to SHL from clients and test users who are seeking a pragmatic, real-world set of recommendations for test administrators to act on. They explore the risks associated with unsupervised ability testing in detail and outline what the practitioner can do to solve them. For example, they give details of what an organization should do if it does find a discrepancy in the retest result.

The guidelines also offer advice on how to avoid any dispute by following a set of defensible procedures. Practical advice is given in areas such as how to implement integrity and honesty contracts; the implications of online testing on employment law, advice on data protection and fair assessment. By limiting the risks, the tests are more likely to be legal, legitimate and fair to the genuine candidates.

“As the war for talent gets tougher the need intensifies for smarter HR processes that deliver more for less,” said Eugene Burke, the Director of Design and Innovation at SHL and author of the guidelines. “HR practitioners that do not embrace cost effective and reliable methods of recruitment and retention are not going to add value to their organizations. The Better Practice Guidelines are designed to help these HR practitioners face the challenge of the unsupervised online test, enabling them to achieve the balance between minimizing risk and maximizing value to deliver real business benefits.”

“To compete, organizations need to identify talent quickly. With 57% of the UK population thinking that it is acceptable to lie, exaggerate or withhold information during the recruitment process, it is essential that employers make as many provisions as possible to ensure that they are actually hiring the right candidate for the job,” advises Kevin Kerrigan, Managing Director of SHL UK and Americas.

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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



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

2006 WebAward for Axiom Consulting Partners

Chicago, IL - October 9, 2006 – Axiom Consulting Partners (www.axiomcp.com) today announced that it has received a 2006 WebAward for outstanding achievement in website development from The Web Marketing Association (www.webaward.org). More than 2,300 websites from 35 countries were adjudicated in 96 industry categories during this year’s WebAward competition. Entries were judged on top website design, copy writing, innovation, content, interactivity, navigation and use of technology.

“At Axiom, we recognize the importance of a sophisticated internet presence”, said Garrett Sheridan, Partner – Axiom Consulting Partners. “More and more our website is becoming the first stop for buyers of management consulting services. In today’s world it is imperative to be readily accessible on the web and to present one’s services in a clear and compelling manner. This accomplishment serves as continuing recognition of our successful efforts to be leaders in the consulting industry.”

The WebAwards’ competition was judged by a team of independent Internet professionals representing a variety of relevant disciplines of website development. Judges included members of the media, advertising executives, web site designers, creative directors, corporate marketing executives, content providers and webmasters. In addition to Axiom Consulting Partners, recent winners in the consulting category have included Accenture, BearingPoint, Deloitte Touche Tohmatsu, and Miller Heimann, Inc.

About Axiom Consulting Partners
Axiom Consulting Partners is a strategic HR consulting firm specializing in helping companies hardwire their people to the business strategy. Axiom asks the right questions to uncover and remove the disconnects that commonly exist among the boardroom, middle management and the front line. Axiom’s partners uncover insights and generate recommendations for their clients that have a quantifiable business impact.

Media Contact:
John Whelan
Director, Market Development
161 N. Clark Street, Suite 4700
Chicago, IL 60601
(312) 523-2090
www.axiomcp.com


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Spectrum and EASi announce joint initiative to meet equity compensation reporting needs

Denver, Colo. — Oct. 9, 2006 — Spectrum Human Resource Systems Corp. (Spectrum) headquartered in Denver, Colo., and Equity Administration Solutions, Inc. (EASi), headquartered in Pleasanton, Calif., announce the formation of a cooperative marketing agreement. Under the terms of the agreement, Spectrum will offer EASi’s equity administration product, EMS™, for use in conjunction with Spectrum’s iVantage® human resource management system (HRMS).

In announcing the relationship between the companies, Jim Spoor, chairman and founder of Spectrum, states, “Our relationship with EASi provides a valuable and increasingly essential capability in support of Spectrum’s longstanding tradition and reputation for enabling our clients to achieve excellence and best practices in all areas of HR.”

“As both public and private companies face the heightened demands for full disclosure of direct and indirect compensation, including the value of equity based compensation components, the challenges go far beyond the traditional basic administration of stock incentive plans,” continues Spoor. “CEOs, CFOs, and senior HR executives clearly understand the challenges and the magnitude of risk they face if they rely on spreadsheets or simplistic approaches in their efforts to comply with the increasingly complex requirements of SEC reporting, FASB compliance, Sarbanes-Oxley, and the specific requirements of SFAS 123R.”

Vito Palmieri, CEO of EASi says, “We are very excited about the partnership with Spectrum as it expands our opportunities in the marketplace with a great HRMS. Our goal in creating our product, EMS, was to set the industry standard by providing an equity management product that combined full FAS 123R financial reporting with traditional record keeping functionality. As an independent software company, we have focused on delivering a total equity management solution that requires only a web browser to access."

Corporations are seeking better solutions as the reportable value of compensation, attributable to equity based plans and other stock based plans, becomes a more substantial component of executive and key employee compensation. This includes incentive stock options (ISOs), non-qualified stock options (NQSOs), restricted stock grants and awards (RSGs/RSAs), and stock appreciation rights (SARs).

In response to this need, Spectrum selected EASi and its EMS product based on the advanced features, in-depth recording and reporting capabilities, and domain expertise of EASi’s team. EASi’s solution is highly secure and enables not only plan administrators, but also authorized brokers, transfer agents, outsourced plan administrators and employees access to information.

"Current stock plan administration demands tight integration of financial reporting and record keeping," states Palmieri. "EASi's EMS meets those demands with a stable and scalable system that, from the ground up, guarantees the integrity of historical data and time-sensitive audit tracking. For example, EMS provides 175 FAS reports, real-time reporting with GAAP compliant expensing. We support multiple award types, including options, RSU, RSA and performance awards."

“EASi is positioned to achieve dominance in the equity administration sector with its highly effective software as a hosted service offering,” says Spoor. “They truly understand this highly specialized function and deliver what is needed to meet the rapidly changing needs that corporations and equity plan administrators face.”

“While equity administration has historically been handled as a niche activity by the legal or treasury function with little HR involvement, that is no longer realistic or wise,” says Spoor. “Although equity based plans may continue to be administered outside of HR, the grants, administration, reporting and analysis must be collaboratively integrated with other on-going HR information and activities. Together, Spectrum and EASi provide the combined solution that is needed today.”

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About EASi (Equity Administration Solutions, Inc.)
Founded in 2002, EASi has focused exclusively on building one product to set the standard for financial reporting and equity management. The result is the Equity Management System (EMS™) — FAS 123R compliant, broker independent, scalable, fully auditable software. With over fifty current customers, EASi is rapidly becoming the new standard in equity management solutions. Headquartered in Pleasanton, Calif., EASi can be reached at 800-921-3274.

About Spectrum Human Resource Systems Corp.
Spectrum, founded in 1984, is a leading provider of high functionality web and desktop-based HR and workforce management software. As a full system and service provider, Spectrum delivers the full range of product related services, including system planning, implementation, training, system customization, data conversion and system consulting. Spectrum, headquartered in Denver, Colo., can be reached at 800-477-3287.


Press Contact:
Jamie Glennon
Communications Specialist
Spectrum Human Resource Systems Corp.
303-592-3435




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Mountain States Employers Council Selects PDS Vista Solution to Complement its HR Consulting Services

Blue Bell, Pa., October 9, 2006 – PDS, an award-winning developer of web-based human resource and payroll systems, today announced that its Vista HRMS (Human Resource Management System) has been selected by Mountain States Employers Council, a non-profit membership organization serving more than 2,500 companies in the Rocky Mountain Region, as a hosted online payroll, human resources and benefits administration solution. Vista will complement the Council’s current strategic initiative of growing its Human Resource Outsourcing business, known as MSEC OneSource.

The new offering will enable small and midsized businesses to entrust their payroll, human resources and benefits administration processing to Mountain States Employers Council. Through PDS’ hosted/managed service model, the Council member organizations will be able to access their data via a secure Internet connection without requiring the support of an in-house IT department.

“PDS is an established HRMS software and service provider,” said Michael Severns, president and CEO of Mountain States Employers Council. “Its hosting capabilities enable us to establish an infrastructure to offer our member community a valuable service that is a perfect complement to our existing HR consulting services.”

“Mountain States Employers Council has a long-standing reputation for superior customer service and outstanding quality,” said George Brady, vice president of Sales at PDS. “We are honored it has selected Vista as the solution to support its member organizations as well as the tool to handle its own HRMS processes. Through this agreement with the Council, we are developing a model that is ideal for other employer councils and similar organizations throughout the country.”

About Mountain States Employers Council
Mountain States Employers Council, with 2,500 member employers, and offices in Denver and Colorado Springs, offers services in all areas of employment law, human resources, training and surveys. Founded in Denver in 1939, MSEC members are served by 50 human resource and management development professionals and 35 staff attorneys. For more information on MSEC, visit www.msec.org.

About PDS
In the software development business for more than 30 years, PDS is a provider of a web-based, feature-rich, completely integrated human resource, benefits administration and payroll software application that enables organizations to focus on more strategic issues and less on administrative HR and payroll activities. PDS offers a full range of professional services to a wide variety of industries in the U.S. and in Canada. Founded in 1974, PDS is a privately-held company headquartered in Blue Bell, Pa. For more information on PDS visit www.pdssoftware.com.

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PDS and the PDS logo are registered trademarks and Vista is a trademark of Personnel Data Systems Inc. All other trademarks or registered trademarks are properties of their respective owners.




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BlessingWhite Announces New Leadership for Expanding Consulting Capabilities

Princeton, NJ, October 5, 2006 -- BlessingWhite today announced that Stephen Parker has been appointed to lead BlessingWhite's global Consulting Group, a rapidly growing team of practice leaders, consultants, and project managers based in North America and Europe. The Consulting Group’s expertise includes organizational culture, leadership development, employee engagement, career development, coaching, performance management, and team dynamics.

According to President and CEO Christopher Rice, “BlessingWhite’s clients face business challenges that require unique and complex solutions. More than ever, they look to us for our thought leadership and expertise in shaping successful workforce initiatives. We’re committed to increasing our consulting capabilities to help them drive peak business performance. Stephen’s experience as a sales leader, senior consultant, and respected speaker positions him well for this task.”

Parker has worked with clients as diverse as Coach and PepsiCo, The Federal Reserve and PwC. He will remain based in BlessingWhite’s corporate offices in Princeton, NJ, and will continue his work with senior teams as a leadership facilitator and coach. A highly regarded speaker, Parker will continue to present on BlessingWhite’s latest research and thought leadership at national conferences.

Parker joined BlessingWhite nearly 15 years ago and previously led our operations in Chicago, London and the Eastern United States. Before that, he worked in a variety of roles for Lloyds Bank in the UK. He holds a B.S. in Physics from Imperial College London.

About BlessingWhite

BlessingWhite is a global consulting firm dedicated to creating sustainable high-performance organizations. Based in Princeton, NJ, with locations in London, Chicago, San Francisco, and Melbourne, the company has worked with almost three million professionals in thousands of organizations since its founding in 1973. BlessingWhite's consulting services, tools, and training create high-performance cultures, develop leaders who get results and inspire, equip leaders to coach more strategically and efficiently, and align individual self-interest and talents at all levels of the organization with business-critical business goals.

Media Contact: Deb Ackles at dackles at bwinc.com or call 908.904.1000 x8171.



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Accurate Background, Inc. Named Thirteenth Fastest Growing Technology Company in Deloittes Technology Fast 50 Program

Accurate Background, Inc. has been named to Deloitte’s prestigious Technology Fast 50 Program for Orange County, CA. This is a ranking of the 50 fastest growing technology, media, telecommunications and life sciences companies in the area by Deloitte & Touche USA LLP, one of the nation’s leading professional services organizations. Rankings are based on the percentage revenue growth over five years from 2001–2005.

This year’s Orange County Technology Fast 50 program is co-presented by Deloitte & Touche USA LLP and Porsche Motorsport, Continental Airlines, DLD Insurance, McDermott & Bull, Comerica, Stradling Yocca Carlson & Rauth, Cresa Partners and Merrill Corporation, in association with AeA and the Technology Council of Southern California.

Accurate Background, Inc.’s CEO Dave Dickerson credits his team who he considers “best of breed industry professionals” for the company’s 265 percent revenue growth from 2001–2005. Dickerson said, “It is honor and a validation to have Accurate Background named as one of the fastest growing technology companies in Orange County. Accurate Background is committed to advancing the background screening industry by creating efficiencies and on-demand services through the development of technology tailored to the HR professional.”

Accurate Background, Inc.’s increase in revenues of 265 percent from 2001 to 2005 resulted in a #13 ranking in the Technology Fast 50 for Orange County. The average increase in revenues among companies who made the Technology Fast 50 for this region was 643 percent.

“Deloitte’s Orange County Technology Fast 50 companies have shown the strength, vision and tenacity to succeed in today’s very competitive technology environment,” said Rick Rayson, Managing Partner, Deloitte & Touche LLP in Orange County. “We applaud the successes of Accurate Background, Inc.’s and acknowledge it as one of the very few to accomplish such a fast growth rate over the past five years.”

To qualify for the Technology Fast 50, companies must have had operating revenues of at least $50,000 in 2001 and $5,000,000 in 2005, be headquartered in North America, and be a company that owns proprietary technology or proprietary intellectual property that contributes to a significant portion of the company’s operating revenues; or devotes a significant proportion of revenues to the research and development of technology. Using other companies’ technology or intellectual property in a unique way does not qualify.

Winners of the 16 regional Technology Fast 50 programs in the United States and Canada are automatically entered in Deloitte’s Technology Fast 500 program, which ranks North America’s top 500 fastest growing technology, media, telecommunications and life sciences companies. For more information on Deloitte’s Technology Fast 50 or Technology Fast 500 programs, visit www.fast500.com.

About Accurate Background Inc.
Accurate Background Inc., based in Lake Forest, Calif., is a technology leader in the background screening industry, offering an array of innovative and cutting-edge background check and security research products to meet the needs of human resource, loss prevention, and security/legal professionals in employment screening, vendor certification and fraud prevention. To find out more about Accurate Background, Inc. and its products, call (800) 784-3911 or visit the Company’s web site at www.accuratebackground.com.

About Deloitte
Deloitte refers to one or more of Deloitte Touche Tohmatsu, a Swiss Verein, its member firms and their respective subsidiaries and affiliates. As a Swiss Verein (association), neither Deloitte Touche Tohmatsu nor any of its member firms has any liability for each other’s acts or omissions. Each of the member firms is a separate and independent legal entity operating under the names “Deloitte”, “Deloitte & Touche”, “Deloitte Touche Tohmatsu” or other related names. Services are provided by the member firms or their subsidiaries or affiliates and not by the Deloitte Touche Tohmatsu Verein.

Deloitte & Touche USA LLP is the US member firm of Deloitte Touche Tohmatsu. In the US, services are provided by the subsidiaries of Deloitte & Touche USA LLP (Deloitte & Touche LLP, Deloitte Consulting LLP, Deloitte Financial Advisory Services LLP, Deloitte Tax LLP and their subsidiaries), and not by Deloitte & Touche USA LLP.



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CVTracer Releases White Paper detailing Best Practices for Maximizing Recruiting Software Resources

Atlanta, GA – October 4, 2006 - CVTracer, an on-demand recruiting software solutions firm, has published a best practices white paper detailing the critical need for accurate and optimized information-gathering and reporting in the recruiting industry. Formerly, analyzing stacks of data and creating reports were necessary but strenuous chores. By using applicant tracking technology/automated recruiting software solutions, reports can be quickly created – without tediously re-entering or manually accumulating and sorting data. Also, having a system, that automatically time- and date-stamps actions, guarantees data integrity and removes another layer of work.

In this white paper, “Be a Detective, Not a Clerk: Best Practices for Third-Party Recruiters,” CVTracer presents best practices and new insights into how recruiting organizations can effortlessly build a database to mine as needed, employ effective reporting tools to identify trends and maximize profits, enable applicants to help streamline the process, and determine the many crucial interlocking pieces of the puzzle for recruiting success.

Damali Edwards, Founder and CEO of Edwards Consulting Firm, uses CVTracer to incorporate best practices outlined in the white paper into her recruiting process. "In a competitive employment market, researching, organizing, analyzing, and automating the recruiting workflow are all essential to hiring talent for any industry. With my experience in both agency and corporate recruitment, I’ve had the opportunity to work with small, home-grown systems as well as large, name-brand applicant tracking systems. Some were too simple, and others turned simple tasks into arduous and tedious ones. When I started my boutique recruiting practice, CVTracer was my solution. Scalable to grow with my practice, it is just the right blend of sophistication and simplicity."

The complimentary white paper is available online through CVTracer’s website at http://www.cvtracer.com/research.php.

About Edwards Consulting Firm
Edwards Consulting Firm, Inc. (ECF) is a corporate talent search firm, based in Atlanta, Georgia. The company recruits mid- to senior-level management with expertise in a wide range of industries and functional and diversity search assignments. With its Conscious Recruiting(SM) model, ECF provides expert recruiting counsel and acts as a strategic business partner to ensure client companies are prepared for the next generation of hiring in the 21st century.

About CVTracer
CVTracer Software provides web-based workflow automation solutions designed for recruiting organizations. CVTracer offers recruiting software that serves as the recruiter's desktop to handle everything from resume processing, applicant tracking, and customer management to corporate career site integration. These are easy-to-use systems allowing an entire organization to share a single, 360-degree view of clients, candidates, and requisitions. No software or hardware installation is required, only minimal training is needed, and implementation can be completed in days. For more information, visit www.cvtracer.com.

Media Contact
Marie Journey
CVTracer Software
404.815.0030 Ext. 36
e-mail protected from spam bots






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JobFlash and Knowledge Management Systems Banish Paper from the Hiring Process

JobFlash, Inc. and Knowledge Management Systems (KMS), announce a partnership that will help customers virtually eliminate paper in the hiring and on-boarding processes.

JobFlash, which provides a powerful web and phone-based applicant tracking solution for hourly and managerial employees, has chosen to integrate with KMS's XPressHR(TM) electronic on-boarding software, resulting in a dynamic system that will allow employers to significantly lower the costs of hiring and onboarding while speedily processing new hire information.

KMS’ XPressHR is an automated post-hiring solution that incorporates online forms, document management, workflow and electronic signature technology to capture, process and manage personnel data while eliminating 99% of the paper, cycle time and errors related to on-boarding and off-boarding employees. KMS is regarded a leader in the onboarding market, having developed and installed what is considered the first automated onboarding solution back in 1998.

JobFlash is a unique bilingual, phone and web-based hiring solution that replaces paper-based, manual processes and enables employers to collect job qualifications 24/7 and automatically prescreen, schedule interviews, and manage the hiring process from anywhere at any time.

Commenting on the alliance, Michael Krueger, President and CEO of JobFlash said,
“This alliance completes the hiring funnel for our customers: JobFlash helps employers review, screen, select and hire new employees, and KMS’s XPressHR propels those employees smoothly into their new jobs. This integration will enable customers to slash costs and increase productivity throughout the hiring process.”

Robert Jordan, Principal at KMS, said, “As pioneers in the on-boarding arena, we feel great satisfaction in partnering with best-of-breed hiring solutions like JobFlash, to assist them in exploring new technological frontiers. I feel that the integration with JobFlash will provide employers with a robust, all-inclusive hiring system that will transform candidates into assets immediately.”


About JobFlash:
JobFlash, Inc. provides a unique bilingual phone and web-based applicant tracking solution that helps employers reach a broader pool of job applicants so they can hire the right candidates in the fastest time possible. JobFlash provides customers with a dedicated phone hotline and web page which the employers give out in their recruiting efforts. The job applicants respond at any time by phone or web to submit their information, be pre-screened and scheduled for an interview. Employers manage the entire process over the Internet; there’s no software to buy, install or maintain. JobFlash is privately held, and headquartered in Fremont, California. In business since 2002, JobFlash serves customers at more than 1200 hiring locations.

About Knowledge Management Systems (KMS):
Knowledge Management Systems (KMS) is a full service business process consulting and systems integration firm specializing in deploying document management and workflow automation solutions to reduce expenses and improve operating efficiency. KMS understands the complexities of today's business environment and how to help companies effectively use their corporate knowledge base to more effectively manage growth and profitability. KMS has provided extensive research, design, and implementation services for a wide variety of Fortune 500 corporations, financial institutions, government agencies, educational institutions, and manufacturing and distribution companies. Our services range from concept development and full project management to overall systems implementation.




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Ingentra HR Services Announces An End To W-2 Anguish

Hauppauge, NY – October 6, 2006 – Ingentra HR Services announces the end to W-2 anguish by providing improved functionality of WEBW2™ its year-end tax service for payroll administrators and employees. The offering enables clients a complete automated service for managing, distributing, and administering employee W-2 information.

By utilizing Ingentra’s WEBW2™, payroll administrators and employees are able to streamline their year-end process and reduce administrative burdens. WEBW2™ is an effective payroll management tool and includes a variety of reports and the ability to store and reprint previous year’s W-2 data.

About Ingentra HR Services, Inc.

Ingentra HR Services, Inc. has over 15 years in providing client specific services for Human Resources, Payroll, and Benefits needs. Our approach is to deliver client specific solutions, provide superior customer service, and to maximize efficiency & productivity by leveraging technology. For more information, please visit our website at www.ingentra.com or contact a representative via email at sales at ingentra.com.



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HRmarketer.com to Announce Expanded Marketing PR and SEO Services at HR Technology Expo

Capitola, CA – October 4, 2006 -- HRmarketer.com, the premier Marketing PR and media visibility service for the human resource industry, will showcase expanded marketing and PR services at the 2006 HR Technology Expo in Chicago, Ill. on October 4-5. The company is exhibiting at the event and can be visited at space #9.

Since it's launch in 2001, over 450 HR suppliers have signed up for HRmarketer.com. During this time frame, HRmarketer.com has continued to steadily expand its menu of marketing, Internet visibility and media relations services. That evolution has led to new offerings that will be on display at the 2006 HR Technology Expo. These include search engine optimization (SEO) services, content development, RSS, press release optimization, online lead-capture forms, and other marketing services that help clients generate increased online publicity, drive traffic to their web site and generate sales leads.

For years, HRmarketer has pioneered the use of Marketing PR - the blending of two traditionally separate departments (PR and marketing) into one united front. In Marketing PR, all marketing and media relations tactics support measurable marketing objectives such as online publicity, web site traffic and lead generation, as well as print media placements - a traditional PR metric. A key difference between traditional PR and Marketing PR is the use of a press release. Traditional PR firms write and distribute a press release for the sole purpose of securing media placements. Marketing PR does this too, but press releases are optimized to enhance online visibility and generate sales leads, reaching past the media and speaking directly to buyers and purchasing influencers.

Like consumers, human resource and employee benefit buyers turn to the Internet when researching new products and services. Their first stop is typically a major search engine, and how high a company ranks in the search results can be the difference between making an RFP list or not. When B2B buyers search the Internet, Marketing PR press releases are designed to appear when relevant search terms are entered. In fact, press releases have surpassed trade publications as the top news source for knowledge workers. Online research is also the number one source for journalists to obtain story information. MarketingSherpa has called press release optimization, a key component of Marketing PR, one of 2006’s top trends to watch.

Since the launch of HRmarketer's expanded SEO and visibility services in 2005, the company has experienced record growth, including a 100% increase in services revenue for each of the past two years.

"Marketing and PR firms are the experts in boosting awareness of their clients, but they don’t always practice what they preach when it comes to their own visibility," says Kevin Grossman, COO of HRmarketer. "Our presence at the Technology Expo allows clients to see our expanded services first-hand, and to learn how we help HR and employee benefit suppliers maintain a consistent Internet presence with first-page search engine rankings."

About HRmarketer.com
HRmarketer.com is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. The company services hundreds of human resource and employee benefit service providers, helping them generate publicity, website traffic, sales leads and improved SEO.

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PDS Partners with Burning Glass Technologies Offering Resume Parsing as Part of its Vista HR, Payroll & Benefits Solution

PDS, an award-winning developer of web-based human resource and payroll systems, today announced its partnership with Burning Glass Technologies to offer resume parsing as part of its Vista HRMS (Human Resource Management System) as well as resume search and match capabilities as add-on functionality. This new offering will enable Vista clients to dramatically reduce the time and expense of processing inbound resumes and matching candidates and open positions.

“For many organizations, processing job applications is a daunting task as each job posting typically results in a downpour of resumes,” explained Pat Palmer, senior vice president at PDS. “By integrating Burning Glass’ artificial intelligence and predictive matching technologies into Vista, our clients will save a significant amount of time processing applications and will be able to more efficiently match good candidates with the right positions.”

“PDS’ Vista solution provides its clients with a comprehensive tool for managing human resource-related information,” said Matthew Sigelman, CEO of Burning Glass. “Our resume parsing and search and match solutions will extend the reach of Vista by enabling a seamless collection and analysis of hiring data. The integration of these advanced technologies will empower human resource professionals and help them realize the full promise of HR automation.”

Burning Glass Technologies’ resume parsing solution, LensXRayTM, will be embedded into the Vista HR, payroll and benefits administration solution as part of its underlying technology. LensXRay deploys leading-edge technologies to read, understand and analyze unstructured resumes and job descriptions in most major document formats. In an average of less than one second, LensXRay parses out more than 100 resume facts. Automating this task enables recruiters to spend more time on more strategic activities and eliminates the need for candidates to complete tedious application forms.

PDS will also leverage Burning Glass’ LensMatchTM and JobMatchTM technologies in its Vista Search & Match add-on tool for those clients requiring more robust recruiting capabilities. LensMatch is a powerful searching, screening and matching tool using Burning Glass’ leading-edge, artificial intelligence-based Predictive MatchingTM engine to measure how suitable each candidate is for a particular position. The company’s JobMatch technology enables candidates to skip irrelevant listings on an organization’s website and jump straight to the jobs that fit their skills and experience.

About Burning Glass
Burning Glass develops the world's most advanced and effective solutions for resume parsing, screening, and search. Quickly deployed and scalable, Burning Glass applications have demonstrated an 80% reduction in cost to screen resumes and are up to 4.5 times more likely to find the right candidate for the job than existing solutions - resulting in faster time-to-hire and higher quality matches. Built atop pioneering statistical natural language processing technology, Burning Glass data extraction tools operate at the highest level of accuracy and detail in the industry. Burning Glass controls several patents in the fields of data extraction, information interpretation, behavioral profile generation, entity matching, and machine learning.

Since 1999, Burning Glass solutions have been used by major employers, recruiting agencies, applicant tracking systems, and job boards throughout North America, Europe, Asia, and Australia.

About PDS
In the software development business for more than 30 years, PDS is a provider of a web-based, feature-rich, completely integrated human resource, benefits administration and payroll software application that enables organizations to focus on more strategic issues and less on administrative HR and payroll activities. PDS offers a full range of professional services to a wide variety of industries in the U.S. and in Canada. Founded in 1974, PDS is a privately-held company headquartered in Blue Bell, Pa. For more information on PDS visit www.pdssoftware.com.

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PDS and the PDS logo are registered trademarks and Vista is a trademark of Personnel Data Systems Inc. All other trademarks or registered trademarks are properties of their respective owners.




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SuccessFactors to Sponsor Human Capital Institute's Performance Management Initiatives

Washington, D.C. - September 28, 2006 - The Human Capital Institute (HCI), a global professional association and educator in talent management strategies, and SuccessFactors, a leader in on-demand performance and talent management solutions, announced today that SuccessFactors will sponsor HCI's Performance Management education and research track. The track is one of several topics addressed in HCI's Talent Leadership c! ommunity of interest, a community HCI considers critical to organizations working to leverage [human
capital].

Performance management and related metrics are common ground for operations, human resources, finance, leadership, and individual contributors, providing ongoing feedback to show what needs to be improved. Leadership can assign economic value to the intellectual capital created and applied in their workforce. Individuals are encouraged to sustain and implement new changes in behavior consistent with organizational goals. For human capital leaders, performance management is a system to improve supportive talent management processes, such as talent performance reviews and pay-for-performance compensation.

This track looks at strategic applications of performance management from the perspective of each stakeholder group. A panel of expert advisors explores best practices, sharing information with human capital professionals through webcasts, white papers, education, and other resources.

The Performance Management track's expert advisors are Bob Angel, President, The Gilford Group Limited; Laura Bradshaw, VP, Organizational Development & Learning, CIT; Jason Corsello, Research Director, Business & IT Services, Yankee Group; Jeff Higgins, Senior Director, Compensation and Benefits, The Irvine Company; James Holincheck, Research Vice President, Gartner Inc.; Jessica Kane, Manager, Talent Planning and Performance Management, Lowe's Companies; Will Roth, Manager, Organizational Performance, Textron; Kevin Tarrant, VP, Global Organization Effectiveness, Arrow Electronics; Bruce Walton, Senior Consultant, Technology Solutions Practice, Watson Wyatt; and Mary Lou Zwaan, Performance Management Program Owner, Wachovia.

"Bottom line, performance management helps organizations achieve their strategic goals," said Allan Schweyer, HCI's President & Executive Director. "Performance management transforms business strategy into an actionable plan with aligned day-to-day tasks that are communicated organization-wide."

"Board members, shareholders, and members of the management team are all looking to obtain measurable results from an organization's investment in talent," said Lars Dalgaard, Chief Executive Officer of SuccessFactors. "We're pleased to support the Human Capital Institute's efforts to educate its members about the latest practices in performance management."

More information about HCI's education and research tracks is available at: www.humancapitalinstitute.org

ABOUT [SUCCESSFACTORS]
SuccessFactors delivers performance and talent excellence, on demand. The company's software, available in 16 different languages, 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 700 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, please visit: http://www.successfactors.com/
[www.successfactors.com] or call +1 800 809-9920.

ABOUT THE HUMAN CAPITAL INSTITUTE
The Human Capital Institute is a think tank, educator, and global professional association dedicated to the advancement of talent management practices with individuals and organizations. HCI serves as a catalyst for innovative thinking in integrated talent strategy, acquisition, development, engagement, management, and measurement. Through research and collaboration, HCI programs collect original, creative ideas from a field of the brightest thought leaders in talent management. Those ideas are then transformed into measurable, real-world strategies that help its members attract and retain high-performing people, build a diverse, inclusive workplace, and leverage individual and team performance throughout the enterprise. HCI members represent a broad coalition of educators, talent managers and executives. For more information, please visit: http://www.humancapitalinstitute.org/hci/home.guid
[www.humancapitalinstitute.org]

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PRESS CONTACTS
SuccessFactors
Stacey Epstein
650-645-2000
Human Capital Institute
Andrea Miller
866-538-1909




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Nuvosoft Releases New Version of Rcomp Real-Time Compensation Management Software. Version 4.5 Delivers Even Greater Flexibility and Power to Custom

Chicago, IL -- HR Technology Show, October 4, 2006 --Nuvosoft ® Inc., a pioneer in Web-based compensation management software, announces the availability of a new version of Rcomp®. With Rcomp’s flexible and easy-to-configure software platform, customers gain even greater choice over how they want to design and automate their compensation management programs.

Rcomp 4.5 expands the product’s flexibility and adds new features that allow customers to respond to changes in their compensation programs in real-time. For many customers, compensation plans are very dynamic and being able to change the business rules after the software has been installed is a time and money-saving feature.

“With the majority of our customers implementing complex compensation plans in an ever changing environment, the additional flexibility and the new features in 4.5 offer customers even more granular control over their compensation management process,” said France Lampron, president and CEO of Nuvosoft, Inc.

In addition to the expanded configuration options Rcomp 4.5 other new features include:

o An enhanced Rules engine that offers more flexibility in determining eligibility, assigning incentive plans, allocating budget pools, etc.;
o An enhanced Budget Pools and Funding engine providing more flexibility in designating pools as well as funding them. A number of funding options have been added including fund on target payout and/or discretionary targets;
o And a new Roles and Access Assignment feature providing Compensation with the ability to fine-tune various roles having access to Rcomp as well as the ability to identify exactly which Rcomp features the role may access according to Rcomp’s calendar.

More about Rcomp
Rcomp is full-featured Web-based compensation management software providing access to the information necessary to make the best possible recommendations for salary increases and short-term and long-term incentive awards including support for multiple currencies. Through a password protected, role-based security system, managers can view only the employees that directly or indirectly report to them. While Compensation is able to view all the employee recommendations, Rcomp’s security is designed to provide secured proxy access to HR and Finance executives, HR Managers and other appropriate executives. This proxy-level security ensures an employee’s privacy while providing information to the appropriate executive staff.

Complex Incentive Plans
Rcomp offers flexibility in its configuration settings to make it easy for Compensation to plan and control complex incentive plans. For example, incentive plans may apply to a very specific group within the organization and be based on a number of financial results and individual objectives that are rolled up to various levels within the organization. Rcomp is easily configured to dynamically support these rules whether based on performance ratings, functional level within the organization, geographic location, teams for plan assignment, company overall performance or an unlimited number of measures on the plan calculation side.

Executive Reporting Features
An Executive Dashboard presents real-time compensation scorecard information in real-time through an intuitive graphical interface. This tool provides the ability to quickly view a compensation analysis of recommendations against budget, examine the distributions of performance ratings across the company, division, or business unit, see the status of different managers, or other types of compensation information either alone or by comparison.

Rwiz® Reporting Tool Fully Integrated
Nuvosoft’s powerful Rwiz reporting tool is fully integrated into Rcomp enabling Compensation to create reports that can be published to the Web and run by managers, HR managers, and Compensation. By publishing these reports on the Web, the management team can run, sort, recall results from a previous run and display reports by categories. With the visualization and graphics features of Rwiz, Compensation and HRIS are able to provide customers with a quick understanding of data.

Rcomp 4.5 is available today. For more information about Rcomp contact Gin O’Leary at Nuvosoft at 877-525-2010 or gin_oleary(at)nuvosoft.com.

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

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

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Press Contact: Pat Arcand, Arcand & Madison, Ph: 617-576-7777, email: pat(at)am-pr.com.




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ONLINE TRAINING DESIGNED TO PREVENT SMOKING GUN E-MAILS WINS AWARD

“Training is the answer,” says Allison Plesur, CEO of Interactive Employment Training, Inc. “Employees need to know that e-mails are permanent and not confidential. They need to understand how e-mails may come back to haunt them and the organization.” Interactive Employment Training’s online course, Think Before You Send: A Practical Guide to E-Mail in the Workplace was recently recognized by Human Resource Executive magazine as one of its Top Training Products of 2006. “It’s an important issue and we’re glad that the business community has recognized the need to train employees in important e-mail best practices. We’re proud that Human Resource Executive has recognized the value of presenting that training in an engaging, creative, practical manner,” said Plesur.

Human Resource Executive explains in its October issue that it chose the course as a Top Training Product because “The program is the first we've seen addressing such a comprehensive array of false assumptions about e-mail that are common in the workplace, assumptions that can cause serious trouble for an employee or company, ranging from lawsuits to public relations disasters. Since most employees don't realize that sending and receiving e-mails creates permanent records, this program is an efficient and consistent way to sensitize them to appropriate e-mail practices.”

Founded in 1995, Interactive Employment Training, Inc., www.hrtrain.com, works with employers to provide human resources and employment law related training. This marks the third time their training has been included in Human Resources Executive’s top training award list. It first received the award in 1997 for What Supervisors Need To Know About Sexual Harassment, and again in 2001 for What Supervisors Need To Know About Discriminatory Harassment. Think Before You Send: A Practical Guide to E-Mail in the Workplace was co-authored by Eric Rosenberg, Esq., President of LitigationProofing, LLC.
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US Airways Selects RealLife HR for Online Benefits Administration Services

HUNT VALLEY, MD (October 3, 2006) RealLife HRSM, a leading outsourced http://www.reallifehr.com {benefits management automation} solution provider, today announced the addition of US Airways Group, Inc. to its growing list of clients.

Beginning this fall, the airline’s 50,000 employees and retirees will elect their benefits via the internet using a highly personalized Web portal that displays only the offerings pertinent to them, all through RealLife HR’s single access point for benefits information, http://www.reallifehr.com {benefits enrollment} and post-enrollment http://www.reallifehr.com {life event management}.

Supporting the system will be a U.S.-based employee service center that will enable RealLife HR to meet the needs of all employees and retirees regardless of their access to technology.

RealLife HR, based in Hunt Valley, Md., was selected following a rigorous national search. Financial terms of the engagement were not disclosed.

“We believe RealLife HR was selected because of our innovative technology and the ability to implement their complete solution in less than 90 days, as well as the synergies between our corporate cultures,” said Gary Broache, president and CEO of RealLife HR. “Our solution’s design enables us to flexibly incorporate the complex post-merger benefit plans of both the former US Airways and former America West onto a single benefits platform that will enable US Airways to continue to gain both operational and strategic efficiencies.”

“Quick turnarounds are critical to the airline industry, and we believe that RealLife HR is the nimble partner whose proven technology and customer service ethic will equip our human resources team with real-time data and cost-effective services support so that they can best leverage our benefits dollars,” said John Hedblom, US Airways vice president, human resources.

In addition to providing complete benefits enrollment and administration services, RealLife HR will also perform life event approval and http://www.reallifehr.com {dependent management} plus student status recertification services.

About US Airways
US Air and America West's merger in 2005 created the fifth largest domestic airline employing nearly 35,000 aviation professionals. US Airways, US Airways Shuttle and US Airways Express operate approximately 3,800 flights per day and serve more than 230 communities in the U.S., Canada, Europe, the Caribbean and Latin America. US Airways is a member of Star Alliance, which provides connections for our customers to 842 destinations in 152 countries worldwide. Additional information on US Airways can be found at www.usairways.com.

About RealLife HR
A leader in benefits management automation and outsourcing services, RealLife HR simplifies and automates benefits communications, enrollment and administration in addition to offering call center services and a dedicated support team. Utilizing proprietary tools, most implementations can be completed within 90 days. RealLife HR clients include a wide array of nationally recognized entities including Magellan Health Systems, Bombardier, Unilever, AT&T, and the North Carolina Office of State Personnel. For more information, visit www.reallifehr.com.

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

or

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


RealLife HR and the RealLife HR logo are service marks of RewardsPlus of America Corporation.

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

US Airways Selects RealLife HR for Online Benefits Administration Services

HUNT VALLEY, MD (October 3, 2006) RealLife HRSM, a leading outsourced benefits management automation solution provider, today announced the addition of US Airways Group, Inc. to its growing list of clients.

Beginning this fall, the airline’s 50,000 employees and retirees will elect their benefits via the internet using a highly personalized Web portal that displays only the offerings pertinent to them, all through RealLife HR’s single access point for benefits information, benefits enrollment and post-enrollment life event management.

Supporting the system will be a U.S.-based employee service center that will enable RealLife HR to meet the needs of all employees and retirees regardless of their access to technology.

RealLife HR, based in Hunt Valley, Md., was selected following a rigorous national search. Financial terms of the engagement were not disclosed.

“We believe RealLife HR was selected because of our innovative technology and the ability to implement their complete solution in less than 90 days, as well as the synergies between our corporate cultures,” said Gary Broache, president and CEO of RealLife HR. “Our solution’s design enables us to flexibly incorporate the complex post-merger benefit plans of both the former US Airways and former America West onto a single benefits platform that will enable US Airways to continue to gain both operational and strategic efficiencies.”

“Quick turnarounds are critical to the airline industry, and we believe that RealLife HR is the nimble partner whose proven technology and customer service ethic will equip our human resources team with real-time data and cost-effective services support so that they can best leverage our benefits dollars,” said John Hedblom, US Airways vice president, human resources.

In addition to providing complete benefits enrollment and administration services, RealLife HR will also perform life event approval and dependent management plus student status recertification services.

About US Airways
US Air and America West's merger in 2005 created the fifth largest domestic airline employing nearly 35,000 aviation professionals. US Airways, US Airways Shuttle and US Airways Express operate approximately 3,800 flights per day and serve more than 230 communities in the U.S., Canada, Europe, the Caribbean and Latin America. US Airways is a member of Star Alliance, which provides connections for our customers to 842 destinations in 152 countries worldwide. Additional information on US Airways can be found at www.usairways.com.

About RealLife HR
A leader in benefits management automation and outsourcing services, RealLife HR simplifies and automates benefits communications, enrollment and administration in addition to offering call center services and a dedicated support team. Utilizing proprietary tools, most implementations can be completed within 90 days. RealLife HR clients include a wide array of nationally recognized entities including Magellan Health Systems, Bombardier, Unilever, AT&T, and the North Carolina Office of State Personnel. For more information, visit www.reallifehr.com.

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

or

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


RealLife HR and the RealLife HR logo are service marks of RewardsPlus of America Corporation.

# # #


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

PayScale Professional Named Top Ten HR Product of the Year. Human Resource Executive magazine announces top HR products for 2006

SEATTLE – October 3, 2006 -- PayScale, Inc., a leader in real-time online compensation information for employers and individuals, today announced that PayScale Professional, its new compensation data service for HR professionals and hiring managers, has been named as one of the "Top 10 HR Products of the Year" by Human Resource Executive magazine. PayScale Professional’s service was recognized for ease-of-use, innovation and value because it enables HR professionals to perform salary comparisons based on the specific factors that influence a position's compensation, such as; education, workplace skills, certifications, and length of service rather than on the job title alone.

PayScale Professional, launched in June 2006, is designed for HR and hiring managers seeking instant access to current salary data for single jobs or company-wide benchmarking. Employers are able to instantly find data matched to their employee's exact profile (i.e. computer programmer with 6 years experience and skill in C++), enabling true person-based compensation setting for the first time. All reports are based on actual data-points collected by PayScale's real-time salary survey, the largest in the industry, with no imputed, aging or cost-of-living adjustments made to the data.

"After reviewing a significant number of product entries this year, we are pleased to select PayScale Professional as one of the 10 best HR products of 2006," said David Shadovitz, editor of Human Resource Executive magazine. "We were impressed by PayScale's ability to present highly detailed, compensation data that reflected not only current market rates for the position, but the unique variables that influence compensation for that position. PayScale's system proved to be efficient and easy to use, providing employers with the detailed data they need in order to make logical informed decisions about employee pay."

"It is a tremendous honor to be recognized by the editors at HR Executive," stated Mike Metzger, president and CEO of PayScale. "As the HR landscape continues to evolve, we strive to equip employers with comprehensive, up-to-date, real-time data enabling HR professionals and hiring managers to make better decisions. This award is a great industry validation of our efforts."

About Human Resource Executive
Human Resource Executive’s Top 10 Products are detailed annually in its October issue. With more than 75,000 readers, HR Executive (www.hrexecutive.com) publishes 16 issues yearly and is written primarily for vice presidents and directors of human resources. Established in 1987, the magazine is the premier publication focusing on strategic issues for HR decision-makers.

About PayScale
PayScale (www.payscale.com) is a market leader in online compensation and benefit data for employers and individuals. With the world’s largest database of individual employee compensation profiles, PayScale provides an immediate and precise snapshot of current market pay. PayScale's patent-pending real-time profiling technology collects and indexes employee pay attributes worldwide and makes this data available through its online search tools and salary reports at www.payscale.com. PayScale was founded in 2002 and is headquartered in Seattle, WA.

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Accurate Background Introduces New FederalPlus Criminal Research Service

Lake Forest, Calif., October 2, 2006 –Accurate Background, Inc., a leading supplier of employment screening services, introduces FederalPlus™, an advanced service which offers precautionary measures to confirm the correctness of an applicant identity in a federal criminal case.

“Our FederalPlus service directly solves a problem caused by recent changes in federal law restricting access to personal identifiers like social security numbers and/or date of birth within federal criminal court records,” said Sandra Burns, Director of Operations for Accurate Background, Inc. “Currently federal conviction records can be accessed only by the defendant’s name, and this is often not sufficient cause to link a crime with a specific applicant. Recent press has uncovered cases in which merely a name match within the federal court records is accepted as proof of applicant guilt without going a step further to confirm the information. This can result in innocent people being denied employment.

“If a Federal criminal search does return a possible case, Accurate Background’s FederalPlus service automatically generates additional research to obtain the personal identifiers associated with that federal case,” explained Burns. “This involves an in-depth review of the case materials at any of the 92 federal district court offices by our trained researchers to obtain the needed personal identifiers. Our unique processes, following each of the federal district regulations, will assure a prospective employer that a federal conviction report identifies the convicted criminal and confirms the correct case information is being reported. FederalPlus protects perspective employers against accepting the first level of research alone. It limits false accusations, and minimizes subsequent legal liability. ”

A federal criminal search tracks an applicant’s record for such federal crimes as bank robbery, drug distribution, Internet fraud, embezzlement, kidnapping and espionage that are tried only in federal district courts.

About Accurate Background Inc.
Accurate Background Inc., based in Lake Forest, Calif., is a technology leader in the background screening industry, offering an array of innovative and cutting-edge background check and security research products to meet the needs of human resource, loss prevention, and security/legal professionals in employment screening, vendor certification and fraud prevention. To find out more about Accurate Background, Inc. and its products, call (800) 784-3911 or visit the Company’s web site at www.accuratebackground.com.



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

4myBenefits Partners with Business & Legal Reports

Cincinnati, OH, October 1, 2006 : 4myBenefits, Inc. a leading vendor of online benefits communications services, announced today a partnership with Business & Legal Reports (BLR) to power 4myBenefits’ compliance tool, HR-Wizard. The new HR-Wizard program was successfully unveiled to 4myBenefits brokers nationwide in late September to widespread acclaim.

The partnership will provide 4myBenefits customers access to BLR’s industry leading compliance and compensation toolset, HR.BLR.com, through 4myBenefits’ HR-Wizard program. The core functions of HR-Wizard are plain-English analyses of all state and federal HR and Compensation regulations. HR-Wizard also provides daily HR news and a wealth of compliance and training tools, including more than 165 PowerPoint presentations, 460 sample policies, 215 quizzes, and more than 800 job descriptions. HR-Wizard also includes BLR’s Instant HR Answers, a revolutionary new service that guarantees expert answers to tough HR questions within one business day. 4myBenefits’ customers will also have access to BLR’s Salary Finder, which provides in depth salary data for more than 2,400 jobs filterable by industry, employer size, and even local markets.

“We are thrilled to offer 4myBenefits clients access to BLR’s compliance analysis toolset,” remarked Justin Peter, Vice President of Marketing at 4myBenefits. “Every day brings new and greater legal challenges to all employers. HR-Wizard gives our clients a powerful tool to navigate today’s compliance minefield with confidence.”

“Since its launch in 1999, HR.BLR.com has become the premiere compliance and training website for HR professionals,” said Managing Editor Chris Kilbourne. “We are excited that 4myBenefits has selected HR.BLR.com to power their HR-Wizard program.”

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

About Business & Legal Reports, Inc.
Business & Legal Reports was founded 28 years ago by Bob Brady, an attorney who saw the need for plain-English compliance and training resources for HR, safety, and environmental managers. BLR's attorneys, analysts, and journalists are experts in their respective markets. They constantly research federal and state legislation, best practices, industry trends, and impending developments that can affect your organization. All our products are delivered in plain English and organized into practical, easy-to-read formats. BLR now offers more than 500 products for the U.S. federal and state markets.



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

Censeo Announces Enhancements to Employee Survey Offerings

Maitland, FL – October 2, 2006 – Censeo Corporation today announced the release of significant enhancements to the company's online platform for conducting employee surveys, or as they are often called, organizational effectiveness or employee engagement surveys.

As a highly anticipated enhancement to Censeo’s platform, the technology now offers a bank of practical improvement actions that can be “mapped” directly to the top improvement opportunities for a work team, business unit or entire organization. By using improvement actions, managers are provided with action steps to help them improve their lowest-rated areas. Clients are free to use Censeo’s established library of suggested improvement actions, create their own, or combine Censeo’s content with their own.

”The single biggest shortfall of most employee surveys is that managers have a difficult time translating survey data into real-world action. As a result, little or no improvement is observed,” commented Censeo CEO Dr. Ron Gross. “With the addition of highly targeted post-survey actions, managers are better positioned to have a real impact on the organization immediately, directly addressing the areas most in need of attention.”

Also included in the recent release, Censeo’s employee surveys can now be delivered in any language, including those that use double-byte characters, such as Mandarin and Thai. Email communications, survey instructions, survey items and the user interface can all be translated into multiple languages within a single survey initiative. This allows for seamless reporting of aggregate data across multiple countries/languages.

Censeo’s employee survey platform is based on more than 30 years of experience in conducting employee research projects in world-class companies, and an understanding of what it takes to make a survey project successful. The entire product offering - the comprehensive item pool, the online platform, the reports, many survey tools and templates such as a manager training program, and associated consulting services - are designed to ensure survey initiatives lead to positive change.

For additional information on Censeo’s employee survey platform, please visit Censeo’s web site at www.censeocorp.com/eo.asp.

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



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