WorldatWork Elects 2008 Board of Directors Tracy J. O. Kofski, CCP, is Chair-Elect

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December 27, 2008


WorldatWork Elects 2008 Board of Directors
Tracy J. O. Kofski, CCP, is Chair-Elect

Scottsdale, Ariz. -- WorldatWork has elected its 2008 board of directors to guide the association through its next two years of operations.

Tracy J. O. Kofski, CCP, HR Director, Baking and Organizational Effectiveness, General Mills, will serve as chairman in 2008. Kofski succeeds Maggie Gagliardi, CCP, Senior Vice President, Global Compensation & Benefits, American Express Company, as chair. Gagliardi will continue to serve on the board as past chair.

WorldatWork members elected the following executives to the full Board of Directors for a term of two years beginning in January 2008:

Chair: Tracy J. O. Kofski, CCP, HR Director, Baking and Organizational Effectiveness, General Mills
Vice Chair: Sara R. McAuley, CCP, Vice President, Human Resources, Standard & Poor's
Secretary/Treasurer: David Smith, CCP, Vice President, Human Resources, AGL Resources
Past Chair: Margaret "Maggie" Gagliardi, CCP, Senior Vice President, Global Compensation & Benefits, American Express Company

Board Members:
• David Ayre, CCP, Vice President, Global Human Resources, Nike Inc.
• John Boudreau, Ph.D., Professor and Research Director, University of Southern California, Marshall School of Business and Center for Effective Organizations
• Jeff Chambers, Senior Vice President, Human Resources, PRA International World Headquarters
• Karen F. Ickes, Senior Vice President, Total Rewards, Wendy's International
• Desiree Isabelle Klein-Wagner, GRP, Senior Vice President, Global Rewards, Allianz SE
• Jenny Machak, CCP, GRP, General Director, Global Compensation, General Motors
• James R. Otieno, Retired Vice President, Executive Compensation and Services, Hewlett Packard
• Leslie M. Stevens, CCP, CEBS, Vice President, Compensation and Benefits, Citrix Systems Inc.
• Laura Thanasse, CCP, CBP, GRP, CHRP, Senior Vice President, Total Compensation, Scotiabank
• Leslie R. Thornton, Vice President, Compensation and Leadership Benefits, Nordstrom Inc.
• Mark Wainger, Senior Vice President, Global Compensation and Benefits, Time Warner Inc.

"I am looking forward to working with such an impressive pool of talent and being able to draw from the expertise of such world-class companies to guide and direct WorldatWork," said Anne Ruddy, CCP, president of WorldatWork.


About WorldatWork®
The Total Rewards Association

WorldatWork (www.worldatwork.org) is an association of human resource professionals from FORTUNE 500 and other leading organizations worldwide focused on attracting, motivating and retaining employees.

Founded in 1955, WorldatWork provides practitioners with training and education to effectively design and implement strategies and practices in total rewards, including compensation, benefits, work-life, recognition, and career development. With offices in Scottsdale, Arizona and Washington, D.C., WorldatWork supports its 30,000 members and professionals in 75 countries with thought leadership, publications, research and community. WorldatWork administers certification through the WorldatWork Society of Certified Professionals.

The WorldatWork group of registered marks includes: WorldatWork®, workspan®, Certified Compensation Professional or CCP®, Certified Benefits Professional® or CBP, Global Remuneration Professional or GRP®, Work-Life Certified Professional or WLCP®, WorldatWork Society of Certified Professionals®, and Alliance for Work-Life Progress® or AWLP®.

WorldatWork Journal, WorldatWork Press and Telework Advisory Group are part of the WorldatWork family.



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iCIMS Unveils New iRecruiter Report Card for Clients

iCIMS Unveils New iRecruiter Report Card for Clients

- Leading HR Technology Provider Enhances Service Offering to Optimize System Adoption; Maximize ROI for Customers -

HAZLET, N.J. (December 26, 2007) – iCIMS, a leading Software-as-a-Service (SaaS) provider, recently introduced its latest service offering for clients; semi-annual iRecruiter™ Report Cards. The 60-point Report Card is a full audit on a client's usage of iRecruiter benchmarked against iCIMS' growing customer base. Designed to help iCIMS clients meet their ongoing business challenges, iRecruiter Report Cards are another example of how iCIMS facilitates platform adoption and maximizes Return-on-Investment for customers.

Thought leaders and end-users within the Human Capital Management (HCM) space have widely recognized user adoption as a critical factor to the success of a Talent Management Solution implementation. This belief, coupled with customer feedback, provoked iCIMS' development of the iRecruiter Report Card. The program will provide tangible metrics that organizations can use to measure their platform adoption as well as how progressive their Talent Management function is. iCIMS' hope is to bring customers closer together through the iCIMS user community, creating a powerful network and ultimately advancing innovation in the area of Talent Acquisition and Management.

"iCIMS is committed to helping customers achieve their strategic objectives within HR as well as across their organizations," said Colin Day, iCIMS' President and CEO. "iRecruiter Report Cards enable clients to continuously align their technology to meet changing business needs as their organizations evolve. Evaluating and optimizing a client's configuration of iRecruiter ultimately improves user adoption, and in turn, provides clients with a tangible Return-on-Investment."

iRecruiter's inherent flexibility enables clients to easily scale the platform as their organizational needs change, providing users with a long-term solution for their business challenges. Since 1999, iCIMS has highlighted its Back to the Basics" corporate philosophy, which states that technology can only be an asset to an organization if users can adapt it to their current processes easily and enthusiastically. With this in mind, iRecruiter is delivered as an intuitive, flexible platform that offers configurable functionality to customers. This philosophy, along with iCIMS' dedicated Customer Support teams, underscore the company's commitment to client satisfaction and have contributed to iCIMS' 97 percent client retention rate over the past three years.

About iCIMS:
iCIMS, a leading Software-as-a-Service (SaaS) provider, is an Inc. 500 honoree focused on solving corporate business issues through the implementation of easy-to-use web-based software solutions. iCIMS' iRecruiter, the industry's premier Talent Platform, enables organizations to manage their entire talent lifecycle through a single web-based application. With more than 500 clients worldwide, iCIMS is one of the largest and fastest-growing solution providers in the space. To learn more about how iRecruiter can help your organization, visit www.icims.com.

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Auld Acquaintances Should Definitely Not Be Forgot in 2008!

New York, NY, December 27, 2007 – While resolving to lose a few pounds in 2008 is probably not a bad idea, you should also give some consideration to your career as well. "The employment picture in the New Year is shaping up to be quite volatile," said WallStJobs.com founder, Robert Graber, "so making yourself more marketable, no matter how secure you think you are, is just prudent career insurance."

Graber suggests putting some of these job focused self-improvement ideas on your New Year's Resolution "to-do" list for 2008:

- Network More
Make at least one new business acquaintance per month and cultivate that relationship throughout the year. Don't let 'old acquaintances' be forgotten either, as they are the most likely to have a good sense of your professional growth to date. Pay attention to all contacts with periodic calls, e-mails and appropriate notes.

- Take Responsibility for Your Own Career
Don't rely on anyone but yourself to map your success path. Choose near term (6months-1 year) career goals (a promotion, a raise, etc.) and focus on achieving them. Keep abreast of trends in your industry and read the "people on the move" column to see where hiring/promotions are happening in case you want, or need, to make a change.

- Get Out There
Give a speech. Write an article. Host an event. Get your name noticed in your field at least once in 2008. Visibility puts you 'on the radar' for potential new opportunities as well as creating 'career currency' at your present employer when it is time for reviews.

- Learn a New Skill
Master new software. Pursue an advanced degree. Enroll in a certificate
program that is appropriate for your industry. Any of these will make you
more valuable and will provide you with a well deserved sense of achievement.

- Be Good To Yourself
Your mother was right, "If you have your health, you have everything." So make time for yourself in 2008. Join a gym. Take a family vacation. Turn off your iPhone or Blackberry for an hour every day. Put things in perspective and you may find that everything falls into place.

"The job market may be in for a roller-coaster ride in the New Year," says Graber, "so make some career oriented resolutions just in case."

About the company: WallStJobs.com, the premier recruiting source exclusively for financial service professionals, is a member of the Jobosaurus family of uniquely specialized recruiting sites.


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Educate Employees on Shopping for Benefits

Press Contact:
Erin Ryan
Media Relations
WorldatWork
Phone: 480/348-7224
E-mail: e-mail protected from spam bots
www.worldatwork.org


Educate Employees on Shopping for Benefits

Dec. 21, 2007 – Most employees view the task of shopping for medical and retirement benefits as a nightmare. Research highlights one reason for this attitude: Many employees simply don't understand basic benefits vocabulary.

Of course, shopping intelligently for benefits is something every employee ought to do. Employee Guide to Becoming a Smart Benefits Shopper is designed to provide employees a roadmap that covers benefits basics and helpful tips, analogies, guidelines and more. It speaks in plain, everyday language to increase benefits know-how and motivate the workforce to think about health and financial well-being.

As the latest edition to the 2004 WorldatWork best-seller, the authors of this book have included new facts and additional information to help employees make the right decisions when it comes to medical and retirement benefits, with a new section on the value of wellness initiatives.

This practical guide raises confidence in employees to ask the right questions and make informed decisions that positively impact their lives and, in turn, improve an employer's bottom line.

Employee Guide to Becoming a Smart Benefits Shopper: Shopping for Medical and Benefits in a Consumer-Driven Era. M. Michael Markowich, D.P.A., and Dwight Benecke. WorldatWork Press. 2008. Softcover. ISBN: 9781579631840
$15.95 USD Member ($19.95 nonmember) | e-book: $12.95 USD Member ($15.95 nonmember)

Media may request a complimentary copy of the book by sending an email to e-mail protected from spam bots.

About WorldatWork®
The Total Rewards Association

WorldatWork (www.worldatwork.org) is an association of human resource professionals from FORTUNE 500 and other leading organizations worldwide focused on attracting, motivating and retaining employees.

Founded in 1955, WorldatWork provides practitioners with training and education to effectively design and implement strategies and practices in total rewards, including compensation, benefits, work-life, recognition, and career development. With offices in Scottsdale, Arizona and Washington, D.C., WorldatWork supports its 30,000 members and professionals in 75 countries with thought leadership, publications, research and community. WorldatWork administers certification through the WorldatWork Society of Certified Professionals.

The WorldatWork group of registered marks includes: WorldatWork®, workspan®, Certified Compensation Professional or CCP®, Certified Benefits Professional® or CBP, Global Remuneration Professional or GRP®, Work-Life Certified Professional or WLCP®, WorldatWork Society of Certified Professionals®, and Alliance for Work-Life Progress® or AWLP®.

WorldatWork Journal, WorldatWork Press and Telework Advisory Group are part of the WorldatWork family.



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ERC DATAPLUS ANNOUNCES LAUNCH OF ONLINE PERSONNEL ACTION FORM SYSTEM

Norwalk, CT. --- (December 20, 2007) -- ERC Dataplus, Inc., a leading provider of web-based human resource application solutions, announced today the release of Selectech® PAFS(SM), Personnel Action Form System. It is a fully automated online system to manage personnel changes. Hersha Hospitality Management, LP, one of the country's most successful hotel property management companies, became its first installation.

"Consistent with our long term goal of eliminating time consuming and costly paper records, we turned to ERC to enable us to manage personnel changes online. With Selectech PAFS, we are able to not only eliminate paper, but also to incorporate approval management, and maintain an electronic "paper trail," said Jeff Wade, Hersha Senior Vice President of Human Resources. "In addition to the cost reduction benefits we will realize, Selectech PAFS gives us the tools we need to meet our Sarbanes-Oxley obligations. Feedback from field managers has been universally enthusiastic."

Through Selectech PAFS, which is linked to its payroll provider, Hersha Hospitality will be able to manage such tasks as promotion and merit increase recommendations, days off, direct deposit changes, vacation requests, and so forth. New functions are being added to broaden Selectech PAFS coverage in all phases of personnel management at Hersha.

About Hersha Hospitality Management

Hersha Hospitality Management, LP provides turnkey hotel management and asset management for properties with leading brand affiliations through Marriot, Hilton, Starwood and Intercontinental. A highly experienced team is accustomed to serving as a fiduciary to publicly reporting companies, joint ventures, institutional real estate owners and private investors. Hersha consistently provide market share premiums, satisfied guests and superior returns to our customers.

Hersha Hospitality Management maintains a deep tradition as an owner-operator by exceeding customer expectations and carefully managing operating costs. Nonetheless, Hersha has invested heavily in people, technology, processes and internal controls to increase revenues, reduce costs and improve efficiency.

Hersha Hospitality Management currently provides asset management services for 14 properties and hotel management services to over 55 upscale and mid-scale hotels in the most valuable markets in the nation including Boston, Hartford, New York City, New Jersey, Philadelphia, and metro Washington D.C.

To learn more about Hersha services, please call Naveen Kakarla at (215) 238-1046, extension 412.

About ERC Dataplus

ERC Dataplus delivers Web-based HR management solutions that help organizations optimize their workforces. Since 1993, ERC has enabled leading financial service firms, call centers, retailers, hospitality organizations and Fortune 2000 companies to automate and enhance their employee recruitment, selection, development and retention.

ERC's comprehensive recruiting solutions help manage the entire hiring process from applicant attraction, pre-qualification, assessment and interview coordination through on-boarding. In addition to saving time and reducing administrative burdens associated with both non-exempt and exempt employee recruiting, ERC solutions improve the quality and quantity of qualified candidates, reduce turnover, fill openings more quickly and provide analytics that allow organizations to better manage and measure all hiring-related activities.

ERC also offers post-hire HR technology through its performance management and multirater assessment applications, talent inventory management, and employee surveys (new hire, exit and climate surveys).

ERC's applications are modular in design and easy to use allowing clients to select what they need, when they need it. To learn more about ERC and its portfolio of cost effective staffing solutions visit www.ercdataplus.com or call 1-888-ERC-CORP (372-2677).




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The Official Rules for Hiring Top Talent The Adler Group Announces Tour for 2008

December 18, 2007 (Irvine, CA). More than two-thirds of respondents in The Adler Group's 2008 Recruiting and Hiring Challenges Survey believe that hiring top talent is harder today than it has ever been. According to Lou Adler, author of the bestselling book Hire With Your Head (Wiley, 3rd Edition, 2007), they're right. "I don't believe that companies are reacting fast enough to maintain their competitive position given fundamental labor market changes now taking place," says Adler. These changes, and what companies can do to address them, are the subject of The Adler Group's 2008 Live Tour to be held in four cities around the US. During the full-day workshops Lou Adler will present "The Official Rules for Hiring Top Talent."

The first live event is March 6 in Orlando, Florida, followed by Washington D.C. on May 8, Chicago, IL on September 10, and Los Angeles on November 13. "The event is aimed at recruiting managers and HR leaders who want to increase quality of hire and reduce turnover. The tremendous success of our 2007 Performance-based Hiring Tour gave us valuable insight into the current challenges faced by organizations as they grapple with talent shortages," says Kathy Barton, Senior Vice President of Marketing for The Adler Group.

The workshops will include segments on using Performance-based Hiring to source more and better candidates, the two best interviewing questions of all time, and how to partner with hiring managers. Additionally, Lou Adler will be presenting his greatest closing secrets and introducing attendees to best practices and resources that will give them the tools to hire the best talent in 2008.

"Just like sports or any business process, hiring top talent requires a set of rules. I'm looking forward to sharing my rules for hiring top talent with hundreds of HR professionals during our live tour in 2008," says Lou Adler.

For more information and attendee registration, visit www.adlerconcepts.com/officialrules or call The Adler Group at 1-888-878-1388 x119.

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About The Adler Group

The Adler Group is a leading training and consulting firm helping mid-size and large international organizations find, recruit, and hire more top talent. The company created the Performance-based Hiring system now used world-wide. Over the past 15 years the company has trained more than 25,000 recruiters and hiring managers in the latest interviewing and selection, sourcing, and recruiting techniques. Some of the company's clients include AIG Insurance, Wells Fargo, the YMCA, Yahoo!, Broadcom, Quest Software, Cognos Software, Dallas Semiconductor, Booz Allen, KPMG, and HealthEast Care Systems.

Lou Adler (lou(at)adlerconcepts.com) is the president of The Adler Group (www.adlerconcepts.com), a training and consulting firm helping companies around the world find and hire top talent using Performance-based Hiring. He is the Amazon best-seller author of Hire With Your Head (John Wiley & Sons, 3rd Edition, 2007) and the new Nightingale-Conant audio program "Talent Rules! Using Performance-based Hiring to Hire Top Talent" (2007). Adler is a noted recruiting industry expert, international speaker, and columnist for a number of major recruiting and HR organization sites including SHRM, ERE, NACE, RCSA, Kennedy Information, HR.com, and ZoomInfo.com. Adler's early career included executive and financial management positions with The Allen Group and Rockwell International. He holds an MBA from UCLA and a B.S. in Engineering from Clarkson University, New York.

Performance-based Hiring is a Service Mark of The Adler Group.

More information is available at www.adlerconcepts.com


The Adler Group
Media Contact: Christina Ajam
Phone: 408-978-2899
Email: Christina(at)adlerconcepts.com




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BestCompaniesAZ, LLC Honors " Best Places to Work" in Metro Phoenix, Arizona

METROPOLITAN PHOENIX, ARIZONA / December 19, 2007. BestCompaniesAZ and The Phoenix Business Journal hosted the fifth anniversary of Best Places to Work in Metro Phoenix Arizona on December 13th at the Arizona Biltmore, honoring the region's top companies for employee satisfaction.

For the third straight year, Pointe Hilton Resorts took home the top award in the "Large Company" category for companies with more than 250 employees. The operator of the Pointe Hilton Squaw Peak Resort and the Pointe Hilton Tapatio Cliffs Resort has 1,500 employees. In the "Medium Company" category, which comprises companies with 100 to 250 employees, Camelback Toyota/Scion took home the highest honor. The dealership has 230 workers. In the "Small Company" category, made up of companies with fewer than 100 workers, Acura North Scottsdale was the winner with a 55-employee dealership.

All 90 companies were recognized for creating an enjoyable corporate culture for its employees. The Phoenix Business Journal and BestCompaniesAZ partner with 3rd party research firm, Quantum Market Research, to administer the employee survey and rank the companies. "Best Places" winners are chosen based on employee survey results that rank manager effectiveness, trust in senior leaders, alignment with goals, feeling valued and team effectiveness, among other criteria.

Participation in the "Best Places" program was so high this year that a new "Honorable Mention" category was introduced, recognizing 33 small firms that scored better than 90 percent on the employee surveys. Also recognized at the event were four companies that have made the "Best Places" lists each of the program's five years. They are: Edward Jones, St. Joseph's Hospital & Medical Center, Troon Golf and State Mortgage.

"We are excited to honor these great companies. Making the list is truly impressive and an accomplishment that undoubtedly provides a company with a sense of pride, which can be promoted both internally with employees and externally with customers," said Denise Gredler, co-founder of the "Best Places to Work" list, and founder and president of BestCompaniesAZ. "These companies know what it takes to be considered a great workplace. They've got progressive HR programs, dynamic leadership and open lines of communication, all of which translate to a great workplace."

For a complete list of winners and details on the program visit www.bestcompaniesaz.com. For information on how to prepare your company for local or national "best company" competition, call Denise Gredler for details, 480-545-5151, e-mail protected from spam bots.

About BestCompaniesAZ
BestCompaniesAZ, LLC, is an Arizona based human resources (HR) consulting firm dedicated to helping companies strengthen and build great workplaces. Services include administration of employee opinion surveys, best practice benchmarking, national and local award consulting, HR program development, employment branding and web advertising. For more information on BestCompaniesAZ, visit www.bestcompaniesaz.com or call 480-545-5151.






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BenefitsCheckUp Has Served Two Million Seniors

WASHINGTON, D.C., December 19, 2007 -- BenefitsCheckUp®, the nation's most comprehensive online benefits screening service for seniors with limited income and resources, served its two millionth senior as of this month.

Historically, no more than half of older Americans who are eligible for these needed programs ever apply for them. For example, 70 percent of those qualified for food stamps have not enrolled in the program and nearly half of those who qualify for supplemental security income (SSI) have not applied. Similarly, there are still as many as 4.2 million who have not enrolled in the extra help available through Medicare prescription drug coverage.

Developed and maintained by The National Council on Aging (NCOA), BenefitsCheckUp® enables seniors with limited income and resources as well as those who care for or serve them to screen for and in some cases apply for federal, state and local benefits programs.

BenefitsCheckUp® http://www.benefitscheckup.org/about.cfm [includes more than 1,550 public and private benefits programs] from all 50 states and the District of Columbia. These programs include health care, prescription drug assistance, heating and energy assistance, legal services, housing assistance, property tax programs and nutrition programs, as well as volunteer and training opportunities and education programs.

Since its inception in 2001, BenefitsCheckUp® has helped two million seniors determine eligibility for these programs and has identified over $5.8 billion in public benefits support.

"This is not only a major milestone for NCOA, but also proof that the Internet can and does help many, many older Americans find the benefits that can help them pay for their prescriptions, food, or even a heating bill," said NCOA President and CEO James Firman who originated benefits outreach software in the 1980s and led its development as a Web service. "We continue to reach out through community groups, through our many partners, and through the media to make sure even more people know about BenefitsCheckUp."

Since 2001, NCOA has employed a variety of strategies to reach the 2 million mark. Most recently, it has encouraged the use of BenefitsCheckUp by health plans that wish to help their members enroll in the Medicare Low-Income Subsidy and other benefits programs. In addition, NCOA has partnered with AARP, government agencies and both local and state governments to find seniors who qualify for these programs.

From user feedback, we know that most of the users were seniors themselves, which parallels data that shows that older Internet users are among the fastest growing segments of Americans on the Web. However, we know that many adult children have used the service on behalf of their parents to find extra help for them.

About NCOA
The National Council on Aging's mission is to improve the lives of older Americans. NCOA programs help older people remain healthy and independent, find jobs, access benefits programs, and discover meaningful ways to continue contributing to society. A non-profit organization with a national network of more than 14,000 organizations and leaders and over 3,000 members, NCOA was founded in 1950 and is based in Washington, DC. For more information about NCOA, please visit http://www.NCOA.org.

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Globoforce and Dow Chemical Win 2007 Process Innovation Award for Dow's Global Employee Recognition Program

Southborough, Mass., and Dublin, Ireland – December 18, 2007 – Globoforce, the leading worldwide provider of strategic, on-demand employee recognition solutions, and The Dow Chemical Company, a leader in science and technology, providing innovative chemical, plastic and agricultural products and services to consumer markets, today announced that the two companies jointly won a 2007 Process Innovation Award for the creative deployment of "Recognition@Dow," a global, on-demand employee recognition program available to 43,000 Dow employees in 62 countries.

The Process Innovation Awards program bestows innovation-solution honors upon companies that focus on the return of significant business benefit and effectiveness of their technology solutions. Globoforce and Dow Chemical's application was selected by an independent panel of industry experts based on process improvements that led to gains in at least one of the following areas: productivity, profitability, ability to adapt to market conditions, or competitive standing/market share.

"We are extremely pleased to honor Globoforce and Dow Chemical with a Process Innovation Award for their innovative application of technology to generate a successful global employee recognition program," said Harold Abraham, deputy editor of EnterpriseInnovator.com. "The way Dow has leveraged the Globoforce solution to motivate its global workforce to support the company's common vision clearly demonstrates that technology can be creatively adapted to inspire a global workforce."

"We are delighted to win this award and proud to once again be recognized as a leader in the strategic employee recognition industry," said Eric Mosely, CEO of Globoforce. "Dow Chemical's global application of our employee recognition solution shows how powerful a strategically developed employee recognition program can be in creating a worldwide culture of appreciation within a global workforce, therefore significantly contributing to a successful overall employee engagement strategy."

Globoforce also won a 2006 Process Innovation and Vision Award with its client Reuters for that company's worldwide employee recognition program, "Reuters Living FAST."

"With previous reward programs at Dow, we experienced problems shipping merchandise internationally," said Sylvia Kronwald, Recognition@Dow Program Manager, Global Compensation and Benefits, The Dow Chemical Company. "Other employee recognition vendors tried to convince us to ship merchandise again, but couldn't convince us that merchandise works internationally. Likewise, cash doesn't have the same impact in terms of making the recognition memorable. We have found that our employees enjoy the shopping experience and Globoforce's wide range of reward options allows them to select something from a merchant that fits their interests no matter where they are in the world. It's a wonderful solution that works seamlessly across our international operation and we couldn't be more pleased with the program."

Enterprise Innovator, a premier publication focused on technology innovation in the enterprise, sponsored the 2007 Process Innovation Awards, which were created by Kinetic Information LLC and are now in their 11th year.

"It was very difficult for our judges to make the final choices this year," said Steve Weissman, founder of the Process Innovation Awards. "The entries were all outstanding and further proof that many organizations are being aggressively creative in their application of information technology to achieve business benefits. Each one of the awards recipients demonstrates a corporate culture that goes beyond the obvious to really make a difference in their industry."

About Globoforce
Founded in 1999 and co-headquartered in Southborough, Massachusetts and Dublin, Ireland, Globoforce is the leading on-demand provider of global, strategic recognition solutions for Global 2000 companies. Globoforce delivers an innovative, easy-to-use, on-demand solution that engages employees across the globe, transforming the way enterprises motivate their workforce. Globoforce's blue-chip customer base – Amgen, Avnet, Dow Chemical, Intel, Intuit and Procter & Gamble – reflects the importance of recognizing and engaging the workforce in the 21st century. For more information, please visit www.globoforce.com.

About Dow
Dow is a diversified chemical company that harnesses the power of innovation, science and technology to constantly improve what is essential to human progress. The Company offers a broad range of products and services to customers in more than 175 countries, helping them to provide everything from fresh water, food and pharmaceuticals to paints, packaging and personal care products. Built on a commitment to its principles of sustainability, Dow has annual sales of $49 billion and employs 43,000 people worldwide. References to "Dow" or the "Company" mean The Dow Chemical Company and its consolidated subsidiaries unless otherwise expressly noted.

About Process Innovation Awards
The Process Innovation Awards program recognizes innovation in the application of information technology. Awards focus on the business benefits user organizations derive from their technology systems. Award winners are selected by a panel of experts consisting of independent professional consultants who are recognized authorities in their fields. The judging process is free of any vendor or other bias so the emphasis remains on the business benefits provided by each winning implementation.

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Fisher Vista, LLC Reports Fifth Year of Record Revenue for HRmarketer.com

Capitola, Cal. / December 18, 2007 - HRmarketer.com has reported another record year of revenue growth in 2007, assisted by its burgeoning http://www.hrmarketer.com/home/about_prservices.htm [HRmarketer Service Group]. It's the fifth consecutive year, or 66th consecutive month, of revenue growth for the no. 1 on-demand marketing and media visibility service in the human resource industry.

The Services Group was established in 2006 to provide hands-on assistance to members of HRmarketer.com with their marketing and public relations campaigns - including web site design, media relations, content development, direct marketing, direct email lists, and other lead-generating activities.

In early 2008, Fisher Vista LLC is scheduled to launch a major upgrade that emphasizes social networking and RSS feeds, and enables users to customize information to their unique business needs. Also in 2008, Fisher Vista will expand beyond HR with the launch of SeniorCareMarketer.com, a similar on-demand marketing and PR service for companies selling products and services relating to the aging of America.

Today's announcement also marks the fifth consecutive year of profitability for Fisher Vista, LLC, which owns and operates the HRmarketer.com platform.

"Having proven our success in the human resource industry, 2008 will be the year we expand into other industries, starting with senior care," said Mark Willaman, president and founder of Fisher Vista. "We're also introducing expanded functionality to our core technology platform in early 2008, in order to provide a total marketing package that includes direct email marketing and campaign management solutions."

Since its debut in 2002, over 500 human resource suppliers have used HRmarketer.com to generate publicity, website traffic, sales leads and improved SEO for their company, making HRmarketer.com the most popular on-demand marketing and public relations service specializing in human resources.

About Fisher Vista, LLC
Fisher Vista, LLC is a marketing and information services firm focusing on the human capital and senior care industries. The company's flagship product, HRmarketer.com, is the No. 1 online marketing and PR service in the human resources industry, helping HR suppliers generate publicity, website traffic, sales leads and improved SEO. SeniorCareMarketer.com is scheduled for launch in early 2008 and will achieve similar results for companies selling products and services relating to the aging of America.

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Access Granted Announces Inaugural Release of Elderly and Disabled Customer Service and ADA eLearning Training Course

New York, NY (December 17, 2007) – Access Granted, the premier provider of online training and education focused on interaction with the elderly and disabled, is pleased to announce that its Elderly and Disabled Training Module is completed and fully deployable. Access Granted is the only provider of eLearning modules that equips employees with tools to provide a high degree of customer service to elderly and disabled customers. (www.accessgrantedcorp.com)

Today there are over 54 million Americans with disabilities and 2011 marks the first year that the initial wave of the 76 million baby boomers turns 65. Disabled Americans and baby boomers have a combined annual spending power of over $2 trillion making these two of most important market segments in the coming decades. Many businesses have not even started to address how they will handle these two demographic groups today or in the next 3 years. How businesses choose to serve these two groups from a customer service perspective and ADA compliancy will directly impact their bottom line.

Access Granted's computer based training curriculum enables businesses to provide a high degree of customer service to these market segments and remain ADA compliant. Our unique course work educates and equips both managers and employees with critical information that teaches them how to effectively interact with elderly and disabled customers. Access Granted certification results in customer retention, ADA compliancy, and attracting new customers.

"Conferences and tradeshows are a service oriented business and we have a considerable number of attendees with disabilities that participate in our portfolio of shows. The Access Granted eLearning curriculum has enabled our company to successfully train our staff on how to effectively interact with our disabled customers," said Kristen Metz, Director of Operations, Collaborative Communications Summit. "Keeping customers with disabilities satisfied and returning year after year directly impacts our bottom line."

The Access Granted course can be accessed online and is comprised of 10 chapters with interactive questions and video presentations. Access Granted's technology is built on an award winning eLearning platform based on Oracle software. The robust solution allows employers to receive detailed reports and customize each learning group. Initially Access Granted will deliver its eLearning solution to the hospitality, retail, transportation, government, and restaurant sectors.

About Access Granted:
Access Granted provides a rapidly deployable computer based training (CBT) course that is designed to help employees and individuals interact more effectively with the growing elderly and disabled population. The idea for Access Granted originated in Japan that is already dealing with an elderly and disabled population boom in their society.

Access Granted's unique curriculum and pending copyright allows organizations to provide better customer service and added value to a growing market segment that has over $2 trillion in discretionary spending power.


Contact:
Waco Hoover
+1 (917) 655-0818
e-mail protected from spam bots



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Ten Ways to Quiet Your Mind During the Holidays

Millions of people will soon take time off for their year-end holidays, looking forward to a break from business, school and the workplace. But we all know that for many, a different type of stress takes over. How can people help themselves get the mental, emotional and spiritual wellness they hope for during this time?

"Everyone has the opportunity to quiet their inner noises by managing their inner voices," says Dr. Jim Loehr, a performance psychologist whose latest book, The Power of Story, shows how to use your "inner storyteller" to become more fully engaged in life and work. Dr. Loehr explains that we all have private voices that tell us stories, often over and over again. "During holidays, that conversation intensifies as shopping, parties, communications with people we see only once a year, and complex travel arrangements that don't go according to plans all bombard us at a fast pace, and in a limited period of time. Things can get out of control, irritating, and exhausting," he says.

He offers ten "inner voice lessons" from "The Power of Story":

1. Quiet Your Inner Discord. Consciously turn to an activity that engages and absorbs you completely. Continue it until you can talk with yourself calmly.
2. Summon the Voice of Your Conscience. Ask yourself questions like, "Is this (the stress-producing activity) really something I should be spending my time or money or other resources on?"
3. Summon Your Voice of Reason and Wisdom. The next time disturbing inner chatter rises, write down the facts—just the facts—of what is happening. Then write a brief story around those facts, using your best wisdom and perspective.
4. Summon Your Voice of Support and Encouragement. Whatever message you would send to those you care most about, whatever tone of voice you would use, send it to yourself.
5. Summon Your Voice of Toughness. Without access to the voice of toughness, many of us are too easily pressured by the world. Listening to this voice will help you to "hang tough" in the face of temptation as well as attempts by others to influence you through guilt.
6. Summon Your "I Don't Buy It" Voice. Maintain a healthy inner skeptic, or you risk becoming tragically gullible.
7. Suspend Your "I Don't Buy It" Voice. Some of us tend to be overly suspicious. That's good—up to a point. Tough as it may be, at some point we have to suspend suspicion and make the leap of faith.
8. Summon Your Voice of Compassion. Every time you stimulate feelings of compassion within yourself, you increase this capacity. It is a practice that has as many benefits for you as it does for the recipient of your compassion.
9. Summon Your Voice of Sincerity. This voice gains volume when you listen to and acknowledge your deepest private voice, and then find an appropriate and honorable way of using that voice when speaking publicly to others.
10. Summon Your Voice of Intuition. Intuition doesn't follow the standard pathways of conscious logic and reason. Training this voice, listening to and respecting this voice, can pay enormous dividends in just about every avenue of life.

"The ability to see clearly in the storm is neither inherited nor something that necessarily develops with age," says Dr. Loehr. "It comes from repetition and practice, much like strength develops from workouts at the gym." He invites readers to download a free storyboard process from "The Power of Story." His organization also offers a free self assessment.

Dr. Jim Loehr is cofounder and CEO of the Human Performance Institute in Orlando, FL. For thirty years, he has worked with world-class athletes and top performers from all fields of endeavor to help them achieve peak performance and full engagement. He is author or coauthor of thirteen books, including The Power of Full Engagement. The Human Performance Institute offers training for individuals and organizations in the science of energy management for full engagement in work and life. The Institute's programs are used by major organizations worldwide to promote employee wellness and work-life balance. Upcoming dates include Jan. 28-30, 2008, March 3-5, and May 5-7.



Media Contact:
Caroline Rivera
Web site: http://www.energyforperformance.com
Phone: 407-438-9911 x112

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ARAG® Announces Key Appointments to Executive Team

ARAG® Announces Key Appointments to Executive Team

Des Moines, Iowa – ARAG, the global provider of legal insurance, has announced the following appointments to the executive team.

David Murray, Senior Vice President, has been named as Chief Operations Officer. Murray, who also serves as Chief Financial Officer, provides executive oversight for Finance, Underwriting, Audit, Risk Management, Information Technology, Operations and Claims. He has been with the company since 1991.

Ann Dieleman, Senior Vice President, has been promoted to Chief Marketing Officer. During her 12 years with ARAG, Dieleman has assumed a variety of roles including those that combine strategy and the customer experience to drive business results. She provides executive oversight for Product Development, Marketing, Account Management and Customer Care.

William Weyers has joined ARAG as Senior Vice President and Chief Sales Officer. Weyers brings an impressive record of sales management, including more than 10 years at Marsh & McLennan, where he was Senior Vice President and National Leader for New Business Development.

Cameron Sutton, President and Chief Executive Officer of ARAG North America, stated, "ARAG's talented and experienced executive team will provide strong leadership and direction as our company continues to grow and to provide the legal products and services that meet the needs of our customers."

About ARAG
ARAG (www.ARAGgroup.com) is the global provider of legal insurance. The company has an international premium base of $1.75 billion and protects 15 million individuals and their families worldwide. ARAG offers comprehensive legal plans that provide a clear path for resolving legal issues and enable people to protect their families, finances and futures.



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Old-fashioned insights provide keys to successful networking in a new era.

San Francisco, Cal. / December 14, 2007 - Networking is by far one of the most powerful tools you can use to further your career and extend the reach of your job search. The trick with successful networking is to keep doing it, whether you're currently seeking a new opportunity or not according to John Henning, VP of Business Development for Granite Solutions Groupe (GSG). After all, It's often the seeds you plant today that will yield fruit in the future, so start networking now and don't ever stop.

Now this doesn't mean that you have to be psycho about it and attend every single mixer, seminar, user group and conference in the world and spend copious amounts of time online maintaining your social networking profiles. Just find things that you're interested in and be consistent with your involvement in them.

Once you're actively networking the most important thing to remember is how to leave a lasting impression. What you want to do when networking is leave people with a clear picture of what your marketable skills are. Many job candidates get hung-up describing what they used to do in the context of their current or previous employment situation and forget to simply communicate what their marketable skills are. You want to leave people with a memory of you that they can easily communicate to others.

That's the real beauty of networking – many times it's contacts 2 or 3 degrees of separation away where you will find your next opportunity, so giving people a "take away" that they can easily convey to other people they know is key. Something like "Hey, I was at ABC User Group the other day and I met this guy named Joe who's really great with quantitative analysis, understands how to communicate business ideas to technical people and is super articulate – he really knows his stuff". This is a lot easier to remember than what their title was, what group they worked in, and what their responsibilities were.

It's a lot more likely you're going to get what I call "multi-level contact penetration" when you stick to marketable skills when describing what you bring to the table and what you're interested in. People can really get their head around what you do and what you can offer rather than thinking of you as a position with a set of responsibilities.

About Granite Solutions Groupe
Granite Solutions Groupe (GSG) is a San Francisco based recruiting firm that specializes in recruiting and placing high caliber talent at great companies on a consulting or direct-hire basis. Contact them online at www.granitesolutionsgroupe.com.



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Health Coaching a Key Employee Benefit in Controlling Healthcare Costs

CINCINNATI – December 10, 2007 – One of the biggest concerns of employers is containing the high cost of employee benefits – particularly healthcare expenses. Wellness programs are among the most effective ways for an employer to promote a healthy workplace and cut overall health expenses.

The challenge for employer-led preventative wellness programs is to get the employee far more involved. Individual health coaching takes on a much more important role in this context. In fact, researchers from the Center for Disease Control indicate that "individual coaching may be the critical component for effective worksite health promotion programs."

Hummingbird Coaching Systems' new white paper, "Why Health Coaching Programs Fail" available for download at http://www.myhealthcoach.com/default.aspx?tabid=8038, examines key ways corporate health coaching programs fail. Among them are lack of support from the top, promoting the program among the wrong population, not providing practical tools, training and communications to help employees take responsibility for their health, and lack of a dedicated health coach to direct employees on the best ways to guard their health.

"Often employer-led wellness programs claim lofty goals of establishing 'an environment of wellness'," said Sean Slovenski, president and chief executive officer. "Yet that goal can be vague for both management and employees to reach without specific steps. Individual health coaches help employees bridge this gap between overall intent and the ways to accomplish this goal."

Health coaches work with employees, evaluating their personal health risk assessment and helping them develop a personalized health plan, with direct involvement in reaching their goals. Dedicated health coaches also develop a relationship of trust with the patient in working through often very personal issues.

Online health coaching programs like MyHealthCoach.com encourage more honest feedback and self-reporting, contributing to higher success rates. Such online forms of communication as email, instant messaging/text messaging, journals, blogs, and personalized website information provide employees 'instant gratification'. Often an employee feels better after composing an email and articulating the problem – even if the response doesn't come until the next day.

Since Hummingbird Coaching is 'on-demand,' online enrollees receive an average of four contacts per month, compared with five to seven annually for the average telephonic participant. MyHealthCoach.com provides support in the areas of weight management, blood pressure and cholesterol control, nutrition and smoking cessation.

About Hummingbird Coaching Services
Cincinnati-based Hummingbird Coaching Services is a pioneer in health coaching since 1997. Hummingbird provides comprehensive workplace wellness programs that impact employee health and productivity. Using its proprietary coaching model and online delivery platform, Hummingbird provides coaching services to businesses such as Motorola, United Healthcare, Leeza Gibbons Inc., and the Muhammad Ali Center. Through its innovative technology platform and coaching programs, Hummingbird provides health, parenting and life coaching to drive real behavior change in individuals and help employers lower healthcare costs. For more information, visit www.hummingbirdcoaching.com.

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Contact:
Sean Slovenski Sean.Slovenski (at) hummingbirdcoaching.com
877-240-4588

Colleen Harris
Hummingbird Coaching harrischh (at)roadrunner.com
877-240-4588




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Jobscience Launches TalentCentral for the Small-Business Market

San Francisco, CA - December 13, 2007 — Jobscience, Inc, a market leader in workforce management, today announced the release of TalentCentral, the latest addition to its portfolio of web-based applicant tracking and management solutions. Designed to accommodate small- to mid-sized businesses, TalentCentral can easily be scaled up as businesses grow and hiring needs change.
According to Ted Elliott, CEO of Jobscience, "TalentCentral is unique in that it was designed directly in response to small-business need, but can be used in any sized company. Our clients wanted a robust, affordable workforce solution that could easily integrate with their own web site, but didn't require extensive programming and technical resources. TalentCentral can be up and running in an afternoon, works seamlessly with current applications, and is totally customizable."
TalentCentral integrates all key hiring and employee management functions through a central web interface, thus tightening the workflow between HR managers, recruiters and candidates, and ultimately decreasing hiring costs. Currently offering such features as standardized job descriptions and job posting, applicant tracking, HR policy and background checking, TalentCentral's modularized approach allows companies to automate as few or as many functions as they would like – seamlessly passing data between modules, as well as third-party applications that may already be in use.
TalentCentral's best-in-class technology provides a secure platform with built-in disaster recovery and 24/7 availability. Along with its diverse portfolio of workforce products, Jobscience provides world-class service and support, as well as experienced talent management consultants with real-world expertise.

About Jobscience:
Jobscience, a market leader in workforce management, provides a comprehensive suite of web-based products and services that meet the needs of any sized business across any industry. Offering best-in-class technology designed to streamline current recruiting processes while reducing hiring costs, the Jobscience solution is flexible enough to integrate with current third-party applications, or robust enough to standalone. World-class security, disaster recovery, and 24/7 availability all combine to provide a complete, affordable employee management solution.



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Taking Charge: Employees Who Position Themselves for Promotion Benefit both Themselves and their Employers

SEATTLE, December 10, 2007 – No employee should ever wonder what type of performance will earn them the next promotion or opportunity in their organization. Instead, workers can learn from established leadership traits to make themselves the next likely candidate for promotion.

Taking personal responsibility for career development is a key element of personal success. Each employee should see himself or herself as leasing their talent. Their final product is job performance. Their product—their talent—must be continually developed to be valued by employers.

Employees who initiate, are decisive, flexible and who steer clear of workplace negativity are more likely candidates for that next opportunity, according to Julie White Ph.D., senior managing partner of Impact Achievement Group. Organizations continue to look on the outside for open positions because many internal employees don't make the effort to develop their talent to position themselves for upward opportunities. Why? White points out it is often because many internal employees don't approach their professional development purposefully.

"There are huge advantages for companies to hire internal candidates for open management positions – less downtime, less training and increased moral and productivity are just a few," said White, a co-author or the book People Leave Managers...Not Organizations!: Action Based Leadership. "Yet employees must take responsibility their career development so their value and contributions to the organization rise to the surface. Emulating established leaders is a good strategy."

Some of the best strategies to help employees take charge of themselves and their careers involve avoiding workplace negativity, enhancing their flexibility, avoiding procrastination and developing a bias for action rather than putting off decisions. And ironically, the employees who position themselves as potential leaders have also learned to say no and avoid the self-overload problem.

Additionally, companies look for internal candidates who have learned to establish an effective partnership with their boss and colleagues. Such employees understand and meet the expectations of their supervisors. They look for ways to lighten the load of an overworked manager, and understand navigating demands of multiple bosses. This involves eliciting feedback, prioritizing demands of the managers they deal with, and gaining cooperation from other departments and workgroups. In addition, those employees who suggest a solution first, without leaving the problem in their manager's hands, also 'rise to the top' when companies look for appropriate internal candidates for managerial positions.

White added that employees can position themselves favorably when they demonstrate facility in handling office politics and difficult people.

Impact Achievement Group offers various training for companies wishing to groom the next generation of leaders, including their "How to be Valued and Promotable" workshops. More information is at www.impactachivement.com.

About Impact Achievement Group
Impact Achievement Group is a training and performance management consulting company that provides assessments, coaching, story-based interactive workshops, and simulations for managers at all levels of organizations worldwide. Impact Achievement Group helps companies dramatically improve management and leadership competency for bottom-line results. Company experts Rick Tate and Julie White, Ph.D. are internationally recognized authorities in leadership development, human performance, customer-focused business strategies and workplace communications.

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Contact:
Lee Klepinger
888/248-5553
leek (at) impactachievement.com




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myStaffingPro ATS is the First to Comply with New Identity and Employee Eligibility Form

Lima, Ohio – December 13, 2007 -- Employers can quickly and easily comply with new I-9 employment requirements, thanks to a recent update to the myStaffingPro® onboarding process. The applicant tracking system is the first known to comply with the new eligibility specifications from the U.S. Citizenship and Immigration Services (USCIS).

Effective December 26, all employers must adhere to the new form which no longer lists the following documents for proof of both identity and employment eligibility: Certificate of United States Citizenship (Form N-560 or N-561), Certificate of Naturalization (Form N-550 or N-570), Alien Registration Receipt Form (Form I-151), Unexpired Reentry Permit (Form I-327), and the Unexpired Refugee Travel Document (Form 1-571). myStaffingPro is the first applicant tracking system to publicly adhere to these guidelines.

With myStaffingPro® applicant tracking system, applicant compliance has never been easier. HR Services Inc. has recently enhanced their tracking system, myStaffingPro, to include a complete compliance solution which includes collecting the applicant's EEO and I-9 information. The compliance solution is a part of myStaffingPro's onboarding process which enables applicants to conveniently complete their pre-hire paperwork on a secure internet connection. The product development team at myStaffingPro is constantly reviewing the government's specifications for compliance and updating the system well before the timeline.

About HR Services, Inc.
myStaffingPro® is a web-based applicant tracking system with nearly ten years of experience. Clients of myStaffingPro consistently give high ratings for flexible user functionality, unmatched prescreening, superior support, unmatched reporting, and virtually "zero" down time. The system is available in three solutions to accommodate clients of any size or hiring process. myStaffingPro is currently delivering the hiring process for over 400 clients and 9 million applications. Please visit www.mystaffingpro.com for more information on the myStaffingPro® applicant tracking system.



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Center for Talent Retention and GetKeepGrow Form Strategic Partnership: Best Practice Employee Engagement and Retention Solutions Expanded into Canad

Denver, CO December 12, 2007 – Center for Talent Retention, the leader in taking action to engage and retain employees, announces a strategic partnership with GetKeepGrow inc., to expand the geographic reach of the Center for Talent Retention's best practice tools and solutions into Canada. Cindy Mustful, SVP, Business Development for the Center for Talent Retention comments; "Our geographical expansion strategy is to provide our full range of services by partnering in key markets. David McLean, CEO of GetKeepGrow inc., was the Chief People Officer of a large Canadian organization. He turned to the Center for Talent Retention for help with the turnover and engagement issues at his organization. By employing our tools and solutions, his organization experienced significant reductions in turnover, resulting in tremendous turnover cost savings. He knows first hand both the
engagement and retention challenges that organizations face in Canada, and the effectiveness of our tools. He and his team of consultants are ideal partners to represent Center for Talent Retention in Canada."

This new partnership will allow GetKeepGrow inc. to provide their clients with an integrated system of engagement and retention solutions that are guaranteed to equip them to take action. GetKeepGrow inc. will be offering all of Center for Talent Retention's products and services including workshops designed to build managers' skills to engage and retain their employees and equip them with best practice solutions to take action.

"Organizations in the US, Canada, India, Europe and Russia have had success reducing turnover and significantly increasing employee engagement using Center for Talent Retention best practices," said David McLean, CEO of GetKeepGrow inc. "Their tools work. That's why our partnership is so exciting. Canadian organizations need an action-based approach to engaging and retaining employees, and we are proud to offer that through our partnership with Center for Talent Retention. They offer comprehensive engagement and retention services and as the Human Capital Institute's sponsor of the Engagement and Retention research and learning track, they are at the cutting edge of successful strategies and practices."

About 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

Press contact: Cindy Mustful 800.861.6965

About Get Keep Grow inc.
Get Keep Grow inc. is a human capital consulting and training company that helps organizations build their capability to "get, keep, and grow" their people. Get Keep Grow inc. serves a range of clients across Canada. For more information, please visit: www.getkeepgrow.ca

Press contact: Janine McComb 1.416.214.2007



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Corporate Counseling Associates Expands Southeast U.S. Operations with Miami Location

New York / December 12, 2007 – Corporate Counseling Associates, Inc. (CCA) announced today the opening of a new Southeast Region office in Miami, Florida. Opening January 1, 2008, the location is designed to better serve existing clients and expand the reach of CCA's human capital consulting, EAP and work/life services.

Russell Correa, who previously served as Director of Account Services for the workforce consulting firm, will oversee the new region and serve as Senior Consultant/Regional Director. Coverage areas will include Florida, Georgia, Alabama and the Carolinas.

The move reflects CCA's long history in serving Southeast clients, including regional and national corporations such as Reed Elsevier, CIT, Mercedes Benz, Malcolm Pirnie, Bank Leumi and Henry Schein.

"We have always strived to understand the workplace on a personal level, and this expansion allows us to effectively partner with clients in helping them address their people challenges," said Bob Levy, CCA President. "We're excited to strengthen our role as a trusted partner for our clients in the Southern states."

For more information, contact CCA's Miami office at 786-972-4192, or call CCA's New York office at 212-686-6827.

About Corporate Counseling Associates
Corporate Counseling Associates (CCA) started in 1984 with a passion for helping people, and remains committed to helping companies get the most from their workforce. CCA reduces business risk triggered by people issues. CCA's key service offerings include EAP, Work/Life & Risk Mitigation, Learning and Organization Development and Human Capital Consulting.

With more than 23 years of experience, CCA brings a full-time staff of industrial and clinical psychologists, social workers and counseling professionals to solve human capital-based business problems. CCA employs flexibility, agility and creative thinking to deliver high-impact performance results. For more information, call (212) 686-6827 or visit www.corporatecounseling.com.

Media Contacts:
Georgia Critsimilios, Corporate Counseling Associates
(212) 686-6827
ghc(a)corporatecounseling.com

Elrond Lawrence, Fisher Vista for CCA
831-757-9100
elawrence(a)fishervista.com

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HRmarketer.com Helps QHR Software Expand its Marketing and Media Outreach Campaigns

Capitola, Cal. / December 12, 2007 – While shifting to a part-time schedule, Cindy Danielson wondered how she would accomplish the tasks of her job as marketing manager for QHR Software. But HRmarketer's media relations and online
visibility services helped the technology company to both expand its visibility and explore new sales opportunities.

The chief goals of QHR Software—an integrated HRMS/HRIS software solution provider—were to raise awareness of the QHR brand and its flagship Quadrant HR software, which is widely used by Canadian and U.S. healthcare organizations.

Danielson returned from maternity leave to a reduced part-time work schedule, challenging her to still accomplish all the tasks required of her job, but in less time. She quickly recognized that HRmarketer's Direct2Net newswire service and media contacts database could help her expand QHR's audience and better educate their target market.

"Before HRmarketer, I did the legwork and researched our marketing opportunities online for trade shows, buyer guides and potential PR opportunities," said Danielson. "Although this helped promote our corporate success to the financial and business community, it did little to reach our target audience of HR professionals."

Using the media outlets database, Danielson customized distribution lists of journalists for press releases. And QHR Software was able to expand its press release distribution beyond journalists. Frustrated by newswire charges of up to $600 apiece, Danielson discovered that HRmarketer's Direct2Net service was only a fraction of the cost. As a result of promoting case studies via Direct2Net, QHR Software had a case study featured in the trade publication Canadian HR Reporter.

In addition, the company began to appear on Google and other key search engines, increasing QHR's search engine optimization (SEO)—which meant more potential customers learning of their products and visiting their website for more details. Better yet, HRmarketer's tools and resources increased the company's HR visibility without adding another marketing staff person.

Danielson said that HRmarketer continues to save her several hours of work per week, equating to thousands of dollars per year. The time saved is far more valuable, she noted; not only is she able to perform her job duties at a reduced work schedule, but she can explore new opportunities that even a full-time schedule didn't allow.

Read this and other HRmarketer.com success stories by visiting http://www.hrmarketer.com/home/download_case.htm

About QHR Software
QHR Software Inc. (www.QHRsoftware.com) has been in business since 1997 and is owned by QHR Technologies, headquartered in British Columbia, Canada. The company develops, implements and supports Quadrant HR, an integrated HRMS/HRIS software solution. Quadrant HR is a software solution integrating best practices for Human Resources, Staff Scheduling and Payroll into a single system. Quadrant HR is designed to improve employee processes from "hire to retire" for simple to complex workplaces.

About HRmarketer.com
HRmarketer.com (www.HRmarketer.com) is a service of Fisher Vista LLC, a marketing and information services firm focusing exclusively on the human capital industry. Through its public relations and online visibility services, the company serves hundreds of human resource and employee benefit service providers, helping them generate publicity, website traffic, sales leads and improved SEO.
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TEDS Integrated Talent Management Solution Recognized in New Bersin & Associates Report

Atkins, VA – December 11, 2007 TEDS® has been recognized yet again for its comprehensive, single platform technology to manage learning, performance, compliance, competencies, recruiting and succession planning. Bersin & Associates' new study of trends, best practices and industry solutions in Talent Management delivers one of the most comprehensive analyses ever conducted.

"TEDS was ahead of its time, promoting and selling the benefits of strategic workforce management before most organizations realized the benefits of an integrated platform. TEDS designed its products on this core foundation, which is also critical to effective Talent Management," the reports states.

The report describes the advantages of TEDS' integrated Talent Management suite, saying, "TEDS' single platform design provides inherent integration of profile and workflow management across all modules and processes. The suite offers strong support for initiatives such as integrated performance management and development planning, integrated performance and succession planning, integrated recruiting and performance management and integrated learning and performance."

TEDS' key differentiators, according to the study, are rich competency management and support for strategic sourcing. "TEDS' RTC Power™ provides tools to automate and integrate management of employee roles, tasks and competencies (RTCs)," the report states. "Certification and training processes are automated, providing organizations with a record of compliance and alerts when compliance may be at risk. A wide range of regulatory requirements are supported, such as Sarbanes-Oxley, FDA, NRC, ISO, OSHA, DIT and FCC. Beyond its value for audit purposes, RTC Power also supports talent management efforts by creating a real time inventory of an organization's collective skills and competencies."

TEDS Job Vision™ was also highlighted as "a planning and management tool that utilizes a strategic approach at placing and advancing the best possible internal and external candidates for job vacancies and promotions. To unify talent management objectives across organizational lines, Job Vision automates the convergence of individual career goals, human capital deployment strategies, job opportunities and evolving business plans."

"We are very pleased with this analytical validation of our single platform Talent Management solution," said Joe Ellis, President and CEO of TEDS, Inc. "We were also delighted that Bersin & Associates recognized our laser focus and deep understanding of business and human capital issues."

About Bersin & Associates
Bersin and Associates is the leading provider of best-practices, trends, vendor, and benchmarking research in enterprise learning and talent management. Research members have access to a wide range of industry-leading research, benchmarking, and services. For more information visit www.bersin.com.

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



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JWT EMPLOYMENT COMMUNICATIONS ANNOUNCES NEW NAME, POSITIONING Strategic Focus, Smart Structure, Strong Leadership to Guide JWT INSIDE

NEW YORK, December 7, 2007 — JWT Employment Communications, a global, full-service agency specializing in recruitment marketing and employment communications, is changing its name, its corporate structure and its positioning. The newly titled JWT INSIDE will be led by Jerry Touslee as its president, North America, and Peter Womersley as managing director, EMEA.

"It's tremendously exciting to be leading the company during this time of change," says Touslee. "This is not just a name change: JWT INSIDE will push our business in a new direction by offering our clients total solutions for employee engagement. We will bring new ideas and new strategies that meet the changing needs of our clients, helping them reach their target audience with compelling communications at every step along the employment journey."

JWT INSIDE is a part of JWT Specialized Communications, a portfolio of marketing communications agencies within JWT. Guided by Rob Quish, CEO of JWT Specialized Communications, JWT INSIDE will take on a more strategic focus by helping companies align their employment brand with their corporate brand, use these strategies to recruit the right people for the right jobs, and leverage internal communications to keep employees engaged and productive.

"Smart companies keep their employees engaged, and one way to advance employee engagement is through communications," says Quish. "Once a company establishes its business strategy and vision, it's crucial for employees to be on board–to understand not only where the business is going but also that it's a noble cause, one they can influence and one that will ultimately be valued based on their contribution. JWT Specialized Communications can help develop these corporate stakeholder strategies and JWT INSIDE can translate them into an employee value proposition that positively influences current and prospective employees."

JWT INSIDE has a long history of creativity and innovation. For the past two successive years it has taken top honors at industry creative awards with work for clients including Microsoft, Starbucks, Boeing, American Express, GM, the U.S. Department of State, Capital One, HSBC, Merrill Lynch, B&Q, The Metropolitan Police and Shell.

Communication tools and services offered by JWT INSIDE include employer branding, college and campus recruiting, media planning/buying, relationship marketing, HR process improvement, engagement research, internal communications and performance measurement.
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ABOUT JERRY TOUSLEE
As president, North America, of JWT INSIDE Jerry Touslee brings 21 years of experience in employment marketing and employee engagement to his role. Jerry joined JWT in 1994, most recently serving as regional partner overseeing offices and client operations in 10 Western U.S. markets.

Jerry has developed successful, lasting partnerships with clients that include Microsoft, Starbucks, Boeing, AT&T Wireless, Nissan and Compaq. His employer branding and communications planning strategies have garnered numerous industry awards and significant media recognition; he is a frequent speaker on such topics as campus recruiting and employer branding. Jerry received a B.S. in journalism from the University of Colorado at Boulder.

ABOUT JWT INSIDE
JWT INSIDE helps organizations advance employee engagement through comprehensive advertising, marketing and employee communications services. Measurement tools, consulting resources and strategic approaches are employed to put the right people in the right jobs and keep the workforce engaged. The agency has 24 offices across North America and internationally. It is a subsidiary of JWT, the largest advertising agency in the United States and the fourth largest full-service network in the world. Its parent company is WPP (NASDAQ:WPPGY). For more information, go to www.jwtinside.com.




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WorldatWork Highlights Key Predictions for Human Capital Management in 2008 and Beyond

WorldatWork, an association of human resource professionals from FORTUNE 500 and other leading organizations worldwide, has released eight key predictions that showcase the trends and events that will change the nature of human capital management in 2008 and beyond. The predictions are intended to compel organizations and total rewards professionals to position themselves to take advantage of the coming changes, and not be blindsided by them. Preliminary findings were announced at the WorldatWork Total Rewards Asia Pacific Conference, which took place in early November in Singapore.

"In an environment where the global scope of opportunity and technology are all-pervasive influences, an organization's interaction with a rapidly changing labor force will result in dramatic transformations in workforce management, work design, outsourcing and training," said Anne Ruddy, CCP, president of WorldatWork.

An exhaustive literature review of futurist books and articles coupled with critical analysis by WorldatWork knowledge leaders formed the basis of the effort. Several themes surfaced consistently and are captured in a white paper (available to media upon request).

These changes will require human resource practitioners to re-think their approach to managing human capital. Total rewards professionals must examine these predictions for opportunities to contribute to the business goals and actively define their role for the future.

The Future of Attraction, Motivation and Retention Literature Review white paper offers eight predictions about the future of work and the implications on the total rewards and human resource professions. The authors note that "the future" might already be here for some progressive organizations.

Following are the eight predictions on the future of work:

1. The successful organization of the future will excel at acquiring, organizing and strategically deploying global resources.
2. There will be increased global connectivity, integration and interdependence in the economic, social, technological, cultural and political spheres.
3. Technology will advance at an even more rapid pace than in previous decades.
4. There will be continuous, dramatic changes in the labor force.
5. Human capital will become an even greater source of value.
6. The way work is organized and performed will evolve and change continuously.
7. Outsourcing will increase.
8. Self-paced, self-directed individualized virtual learning will dominate business training.

"These predictions have wide-reaching implications for the professions involved in employee attraction and retention," said Ruddy. "An organization's ability to attract, motivate and retain will emerge as the primary indicator of fiscal performance and survival."

The WorldatWork white paper covers several implications for human capital strategy, including:

Labor Force – Workers will value job enrichment, flexibility and career development above job security and stability; employers will need to respond to this shift.

Work Design – Dramatic technological advances, i.e. telecommuting hubs and virtual worlds, will mean that being "at work" won't necessarily mean being at the office. Managers must learn to manage what they can't see.

Outsourcing – Organizations will look for ways to pull jobs apart to find pieces to outsource. Thought must be given to the motivation of workers assigned "pieces" of the work.

Training – Digital communities will flourish, and experts will assert themselves through these communities. Training will be available in small, readily accessible, easy-to-use modules for use at any time.

"In the past, we've resorted to treating everyone the same in our discrimination-sensitive, politically correct environments," Ruddy said. "Given the increasingly diverse workforce, organizations will need to offer more variety in rewards as they try to access the best and the brightest in a seller's market."

WorldatWork has established a forum on www.futureoftotalrewards.org for members and non-members to participate in the discussion about important trends that affect attraction, motivation and retention. The Web site will regularly feature cutting-edge ideas, findings, predictions, survey results and suggestions about how work will be done in the future.

About WorldatWork®
The Total Rewards Association
WorldatWork (www.worldatwork.org) is an association of human resource professionals from FORTUNE 500 and other leading organizations worldwide focused on attracting, motivating and retaining employees.

Founded in 1955, WorldatWork provides practitioners with training and education to effectively design and implement strategies and practices in total rewards, including compensation, benefits, work-life, recognition, and career development. With offices in Scottsdale, Arizona and Washington, D.C., WorldatWork supports its 30,000 members and professionals in 75 countries with thought leadership, publications, research and community. WorldatWork administers certification through the WorldatWork Society of Certified Professionals.

The WorldatWork group of registered marks includes: WorldatWork®, workspan®, Certified Compensation Professional or CCP®, Certified Benefits Professional® or CBP, Global Remuneration Professional or GRP®, Work-Life Certified Professional or WLCP®, WorldatWork Society of Certified Professionals®, and Alliance for Work-Life Progress® or AWLP®.

WorldatWork Journal, WorldatWork Press and Telework Advisory Group are part of the WorldatWork family.

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SeniorCareMarketer.com Research to Reveal Best Practices in Marketing and Selling in the Senior Care Industry

CAPITOLA, Calif. – December 11, 2007 — How prevalent are the use of blogs, podcasts and other Web 2.0 tools by suppliers in the senior care marketplace? Are print advertising budgets being reduced in 2008? Will senior care vendors attend fewer tradeshows? These questions and more will be answered in an upcoming research report titled, Trends in Senior Care Marketing: Where Suppliers Spent Marketing and PR Dollars in 2007, and What's Ahead in 2008.

Senior care suppliers who would like to participate in the research may visit: http://survey.constantcontact.com/survey/a07e26wwgxvf8p5629f/start

Scheduled to launch in early 2008, SeniorCareMarketer.com is an on-demand marketing and PR service for companies selling products and services relating to the aging of America. SeniorCareMarketer.com will offer the senior care industry the same marketing benefits and services that its sister product, HRmarketer.com, offers the human resource industry: the ability to generate publicity, website traffic, sales leads and improved search engine rankings. It is owned by Fisher Vista, LLC, the marketing and information services firm that also owns HRmarketer.com. Launched in 2002, HRmarketer.com is the largest marketing and public relations firm in the human resource marketplace.

The upcoming Trends in Senior Care Marketing report will outline key trends such as: the patterns of adoption and use of various marketing and public relations tactics by senior care suppliers; the growth of "Web 2.0" tactics including social networking; what marketing activities have the greatest impact in lead generation; the importance of SEO and search-optimized press releases; the amount suppliers will invest in Pay-Per-Click advertising.

According to Mark Willaman, president of Fisher Vista, LLC and founder of both HRmarketer and SeniorCareMarketer, reaching buyers of senior care products and services can be quite challenging, considering the vast array of purchasing influencers in this marketplace. These include family caregivers, doctors, nurses, social service agencies, hospitals, geriatric care managers, pharmacists, physical therapists, rehabilitation centers, home health care, housing and residential facilities, and more.

"The Internet is dramatically changing how brands are established and purchases are made. For suppliers attempting to reach buyers of senior care products and services, new approaches are needed," said Willaman. "This report will help senior care suppliers understand their marketing and PR options, what their peers are doing and how to better allocate their marketing and PR dollars in 2008."

To complete the Trends in Senior Care Marketing survey and receive a complimentary copy of the finished report, please visit: http://survey.constantcontact.com/survey/a07e26wwgxvf8p5629f/start

About Fisher Vista, LLC
Fisher Vista, LLC (http://www.fishervista.com) is a marketing and information services firm focusing on the human capital and senior care industries. The company's flagship product, HRmarketer.com, is the No. 1 online marketing and PR service in the human resources industry. Since 2001, over 500 human resource suppliers have used HRmarketer.com and the HRmarketer Services Group to generate publicity, website traffic, sales leads and improved SEO. SeniorCareMarketer.com is scheduled for launch in early 2008 and will achieve similar results for companies selling products and services relating to the aging of America.

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CareerTV helps drive the recruiting process for Ford Motor Company

Automaker uses CareerTV to speed up the annual recruiting and hiring of interns and college graduates
San Francisco, CA / December 10, 2007 -- Earlier this year, CareerTV hosted a great new recruitment video for Ford Motor Company, designed to provide young professionals with more knowledge and better insight of what it takes to work for one of the world's largest automakers. Ford says a recruitment video gives them an opportunity to showcase the culture of the organization. Barbara Bowen, Manager of Talent Acquisition, uses the tool to reach a broad audience fast and believes it has a much greater impact than other marketing efforts. What CareerTV offers is really a one-stop-shop for the candidates, providing them with more in-depth knowledge about an organization. For innovative companies like Ford, moving forward and embracing new technologies is important, when reaching out to future employees.
Ford employs 250,000 people globally. It produces vehicles under seven different brands and is among the top 100 companies to work for in Universum's annual survey of college graduates worldwide. In 2006, the automaker generated $150 billion in global sales.
It is a very competitive recruitment market. By using CareerTV, Ford hopes to attract a wider audience and facilitate the hiring of interns and recent graduates.
It is as close as companies can get to meeting with a prospective employer without going there physically, and it is a new impactful tool to get top talent candidates to consider employers.
It's too early to measure results, but Ford knows that video is one of many marketing tools needed to continue to attract, hire and retain the world's best people.
"We have seen an increased interest for recruitment videos among all companies, but especially manufacturing companies lately," adds Jim Buttimer, COO at CareerTV. "This is a great way for them to compete with other employers in attracting college students with cutting edge recruiting tools and programs."
About CareerTV
CareerTV is the most-trafficked career video website and has the largest collection of employer videos online. We give students and young professionals tips about job interview questions and answers, and how to best prepare themselves for careers within the world's top companies. Our online employer video library includes inside perspectives to corporate culture and career opportunities at some of America's top employers such as Google, L'Oreal, JP Morgan, and Walt Disney. In addition CareerTV.com works to promote employer brands with media companies such as WetFeet, Jungle Media, and hundreds of colleges and universities across the country. CareerTV is a sister company to Universum – the world's leader in student surveys, and whose independent research is cited by CNN, Fortune Magazine, New York Times, and Wall Street Journal.


Media Contact:
Helen Luttemo, Director of Public Relations, CareerTV.
+1-415-244-4414 or e-mail protected from spam bots




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New 360 Assessment Measures POTENTIAL, as well as performance

Dallas, TX, Dec. 11, 2007 -- In today's competitive marketplace, most top-performing companies aren't just recruiting future leaders from the outside—they're looking to develop them from within. In fact, a recent survey of Fortune 500 companies suggests that 92 percent will turn to their existing employee base to fill open management positions. But will they be filling those positions with the right people? To remove the guesswork, Batrus Hollweg International (BHI), an industry leader in talent assessment and development, is introducing its new, High Definition 360-degree assessment. www.bhi360.com/ This unique 360 system goes beyond measuring past and present performance—it can help predict future performance, as well.
"The demands of leadership have become more complex," says Joe Frodsham, Vice President of Executive Solutions for BHI. "And in the current economy, most organizations are under pressure to improve results without adding personnel. We've developed a tool that can maximize the potential of existing resources, by identifying and developing the best internal talent."
Based on more than three decades of applied research, the HD 360 focuses on 23 leadership competencies that drive success within an organization. By measuring competence—and perceived competence—in these areas, the HD 360 can dramatically improve a leader's performance in his or her current position. Unlike other 360 assessments, however, the HD 360 also measures potential, by quantifying a leader's readiness for larger, future roles.

ABOUT BHI
Batrus Hollweg International (BHI) is a leading human capital consulting firm specializing in the assessment and development of people to drive organizational results. With 37 years of experience, BHI provides companies with objective, quantifiable solutions for selecting the best talent. For more information, please visit: www.batrushollweg.com

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A.G. Edwards Achieves Leadership Excellence With Program Designed By Interaction Associates

San Francisco - The brokerage and financial services powerhouse, A.G. Edwards, is meeting important strategic challenges with a collaborative leadership platform designed to develop senior, high potential leaders with the skills to work effectively across boundaries and to execute more successfully.

Interaction Associates (IA) partnered with A.G. Edwards to help the company achieve those important goals by creating an innovative program called The Chairman's Challenge that provided 22 senior-level A.G. Edwards leaders with a learning experience that balanced new skills acquisition in leadership, collaboration tools, and change skills with action learning to develop leaders and foster strong teams.

"In looking to develop our senior leaders, we sought to address what it would take to have two-dozen senior leaders who shared the same perspective as our Executive Committee," said Michael Zuccarello, formerly Director of Training & Development at A.G. Edwards. "We needed a partner with the expertise to help us tackle this high profile initiative which, if designed and executed well, would have lasting impact on the organization," added Zuccarello, who is now Senior Vice President, Director of Learning and Development for Wachovia Securities.

Typical of many large companies, A.G. Edwards was operating as a highly silo-ed organization where leaders were without the collaboration tools necessary for working successfully across divisions, groups, or geographic locations. Additionally, the company lacked a firm-wide balanced scorecard providing a snapshot of its progress towards goals. "Senior leaders were often reviewing mountains of one-off reports with a variety of metrics, and struggling to integrate data and determine the necessary actions to meet the company's goals," said Andy Atkins, IA's Director of New Ventures.

In addressing those issues and others, IA created and implemented The Chairman's Challenge, an action-based learning experience to meet a set of key strategic challenges, including: Recommending a set of key metrics A.G. Edwards would use to measure its progress in executing key corporate objectives related to sustainable revenue growth; operational efficiency and effectiveness; achievement in areas of service excellence; and success in developing A.G. Edwards professionals.

Additionally, The Chairman's Challenge required high potential leaders to test the validity of the metrics through recommendations to the Executive Committee about growth opportunities; threats to growth, and how A.G. Edwards might better execute on the company's growth strategy.

"The Chairman's Challenge went way beyond typical learning experiences that focus on skills development in a vacuum," said Atkins. "The high potential leaders involved here were challenged to develop a measurement tool for the whole company and to test its validity via recommendations to the Executive Committee. It doesn't get any more real than that," added Atkins.

The Chairman's Challenge helped to shift A.G. Edwards's leaders to a keen and collaborative focus on strategy and execution. Its new balanced scorecard provides senior executives with a snapshot of progress each quarter. Additionally, A.G. Edwards realized several other important benefits from The Chairman's Challenge, including the creation of the company's Office of Strategy Management. "IA helped us realize benefits that exceeded our goals," added Michael Zuccarello.

Read more about this leadership development case study.

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About Interaction Associates
Interaction Associates (IA) has nearly 40 years' experience in helping companies find breakthrough solutions to business challenges. IA's integrated management consulting and learning and development services have been used by Fortune 500 companies, government agencies and nonprofit organizations throughout the world. Interaction Associates helps these enterprises set strategic direction, inspire commitment, and build leadership capabilities, leveraging the power of collaborative action for long-term, sustainable results.






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Outsourcing Institute Recognizes The RightThing for Outstanding Thought Leadership in Outsourcing

December 10, 2007─Findlay, Ohio─ The Outsourcing Institute recently awarded The RightThing, Inc., a leader in Recruitment Process Outsourcing (RPO), on their outstanding thought leadership in outsourcing. The article "Recruitment Process Outsourcing Now Part of the HRO Landscape" is a finalist in the Human Resources category of the first ever Best Outsourcing Thought Leadership Awards.

The BOTL award submissions were accepted in August through the Outsourcing Institute's Premium Portal, a new and powerful technology platform that enables users to post thought leadership essays and related intellectual property to the most trafficked outsourcing industry website worldwide.

Eight judges, led by head judge Brenna Garratt, President of The Delve Group, a strategic marketing, branding and communications company with a specialty in outsourcing, carefully read through and evaluated submissions based on the level of innovation, influence, and relevance of the topic as well as the style and clarity with which the information was presented. The RightThing's article won exceptionally high marks for relevance and influence.

The best in show winner will be announced on December 11 at the Outsourcing Institute's Mixer in NYC.

About the RightThing, Inc:
The RightThing, Inc. is an end-to-end recruitment process outsource provider. Through a customized execution, The RightThing delivers design, administrative and consulting services to businesses spanning pharmaceutical, financial, consumer, transportation and public utility industries. For more information please visit www.rightthinginc.com.

About the Outsourcing Institute:
The Outsourcing Institute – Gateway to the Outsourcing Marketplace – was founded in 1993 and is today the largest neutral network of outsourcing professionals in the world. With over 70,000 members representing all forms of outsourcing, The Outsourcing Institute continues to be the "go to" place for outsourcing buyers, providers, and influencers looking for unparalleled access to unbiased information, support, best practices, tools and networking. For more information on OI and the other BOTL Award Judges, please visit www.outsourcing.com.

About Delve:
The Delve Group is the preeminent expert in positioning and perception for business services organizations. Through effective brand strategy, marketing, communications, and competitive intelligence Delve helps organizations deliberately position their transformed brands in the public marketplace and communicate ongoing change inside their own firms. Delve works with senior executives to reshape and reposition existing companies, as well as invent, position, and grow new ones. Our multi-disciplinary teams focus on core brand building assignments which include corporate name development, brand strategy, go-to-market programs, and internal communications



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Record Number of Customers Reinvest in Halogen

OTTAWA, ON – DECEMBER 10, 2007 – Halogen Software Inc., the leading provider of Web-based employee performance and talent management software, today announced that a record number of customers are reinvesting in Halogen. The company continues to see a growing reinvestment trend with a 135 percent increase in number existing customers expanding their product investment. The Halogen model is based on providing its customers with flexibility and choice, enabling organizations of all sizes, in all industries, to meet their specific needs. Amcor, Beaumont Hospital and many other organizations have all recently expanded their commitment to employee performance and talent management within their companies to meet a number of HR and business needs.

Amcor Sunclipse North America is a branch of the Australian packaging manufacturing company Amcor. With 2,200 employees in North America, Amcor Sunclipse manufacturers and distributes corrugated packaging products. "We have had such success with Halogen eAppraisal that we've introduced it to one of our sister companies. They have embraced it as well, and we've increased our total number of seats by 50 percent," explained Lowell Richardson, Vice President, Learning and Performance, Amcor Sunclipse North America.

Beaumont Hospitals, ranked the number one hospital in Michigan by U.S. News and World Report, relies on Halogen eAppraisal Healthcare with Multi-rater and e360 to address the challenges of managing and administrating appraisals for its more than 18,000 employees. "We are focused on positioning Beaumont as an employer of choice, and a big part of that is having a strong talent-management process," explained Ronald Lilek, Vice President, Human Resources, Beaumont Hospitals. The Halogen solution has enabled us to drive value from the process while meeting the unique challenges faced by healthcare organizations. We recently expanded our commitment to Halogen in order to build on our success."

About Halogen Software

With nearly 1000 customers worldwide, Halogen Software Inc. has established itself as the leading provider of employee performance and talent management solutions. Halogen offers powerful, easy-to-use, and affordable Web-based software that dramatically improves HR and line-manager productivity.

The company's award winning suite provides organizations with everything they need to develop and retain a high performance workforce: Halogen eAppraisal™ helps drive bottom-line success by making it quick and simple to deliver professional employee appraisals that align with organization goals. Halogen eCompensation™ automates the entire compensation adjustment process including budget distribution and approval. Halogen eSuccession™ makes it simple and affordable to get a best practices succession planning program underway - right away. And Halogen e360™ automates and simplifies formal 360-degree feedback procedures and offers sophisticated performance reporting.

Industry specific suites are provided for Healthcare, Financial and Professional Services. Halogen eAppraisal Healthcare™, exclusively endorsed by the American Hospital Association, helps healthcare organizations produce meaningful appraisals on time and allows them to always be in a "ready state" for accreditation surveyors from JCAHO®, OSHA, ACHA, and others. Halogen eAppraisal for Financial Services™ enables financial services organizations reduce the risk of non-compliance and ships with a comprehensive library of industry specific competencies and authoring aids. Halogen eAppraisal for Professional Services™ automates the entire employee review and engagement evaluation process, this solution makes it possible for evaluators to easily gather, compile and analyze employee and project data all with effortless, point-and-click ease.


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Media contacts:

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



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Free Personal Profile for Work-Life Balance and Full Engagement

Orlando, FL – December 10, 2007 – The symptoms of workplace and personal stress have a familiar face. Impatience, apathy, poor anger management, and lack of common politeness are but a few. People whose mental, spiritual, emotional, or physical energy are unbalanced or depleted produce all these symptoms and more. While this is widely understood, its antidote is often elusive.

As individuals and employers form their renewal plans for 2008, the Human Performance Institute is providing a free five-minute self-test, the Full Engagement® Free Profile. It helps individuals diagnose their energy and engagement challenges and provides steps towards full engagement in life and work.

"We get energy for sustained performance when we manage our energy resources effectively," says Dr. Jim Loehr, CEO of the Human Performance Institute and coauthor of The Power of Full Engagement. "It's a process that's not always intuitive, but it can be done when we take control of the stories we tell ourselves through our private, inner voices." Dr. Loehr's new book, The Power of Story, shows the essential relationship between full engagement and the stories we tell ourselves. "Put simply, energy follows our stories," says Loehr. "We give life to something with every story we tell." He adds, "The first step for many individuals is to face the truth about their current stories and how those stories affect their energy management habits."

The two-page Free Profile report shows an energy snapshot, including mental, spiritual, emotional and physical energy, rest and recovery, and overall engagement in life and work. A longer assessment, the Full Engagement Self Profile, offers in-depth analysis of personal energy management. Offered since March 2003, over 120,000 individuals have completed the Institute's profiles. The Self Profile is now available online for $49. The 16-page report provides not only the individual's scores, but averages (norms) for all respondents, plus worksheets to help them apply the knowledge they gain from the report.

Full Engagement Profiles are a key component in the "Facing the Truth" module in the Human Performance Institute's Energy for Performance™ training programs, as well as an excellent standalone resource for any adult. Employers can arrange for employees to use the more extensive 360 Full Engagement Profile by enrolling them in training at the Human Performance Institute's location in Orlando, FL or through on-site training. Visit the Human Performance Institute Web site to learn about training options.

About the Human Performance Institute:

The Human Performance Institute works extensively with employers to develop employee engagement strategies and with individuals to develop personal full engagement. They provide training solutions at their Orlando, FL headquarters and at client locations worldwide. Their programs are widely used as part of Employer of Choice initiatives and employee wellness programs.

For further information, contact Caroline Rivera at 407.438.9911 ext. 112.





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Aruspex and Starbucks Webcast to Examine Journey to Strategic Workforce Planning

San Francisco, Calif. / December 10, 2007 – HR Executives and business leaders can learn first-hand how Starbucks Coffee Company moved past forecasting and metrics to adapt a comprehensive workforce planning strategy at HR.com's VIEW Conference and Expo. Best of all, they can attend without leaving their offices.

Experts from both Starbucks and Aruspex, a leading provider of workforce planning software and consulting services, will present the online event titled, Workforce Planning: Moving from Spreadsheets to a Comprehensive Process. The free webcast will be held Wednesday, December 12, at 3:30 p.m. (Eastern Time).

Presenters include Lacey All, Manager, Workforce Planning, Starbucks Coffee Company, and Stacy Chapman, co-founder of Aruspex. The session will follow Starbucks' journey through forecasting and metrics to true strategic workforce planning. This new approach factors internal and external influences on Starbucks' workforce, including demography, globalization and business strategies. It embraces organizational and partner diversity, and enables Starbucks to integrate and incorporate their organizational knowledge, not just their HR data.

"In 2006, Starbucks realized that in a changing, challenging workforce they need to take a leading view on workforce planning if they are to continue to attract and retain the right workforce for their success," said Chapman. "In today's global talent market, calculating the numbers is no longer enough."

Over 40 industry luminaries will headline the December 12-13 VIEW Conference, including Carly Fiorina, Keith Ferrazzi, Marcus Buckingham, and Kenny Moore. In addition to educational sessions, VIEW attendees can network with hundreds of peers, visit exhibitor booths and a virtual lounge, earn points towards show prizes and interact with HR industry exhibitors.

To register for free, go to www.hr.com/registerforview. For additional information, visit www.hr.com/view or call 1-877-472-6648.

About the Presenters
Lacey All is the Manager, Workforce Planning, at Starbucks Coffee Company. Lacey is responsible for designing, managing and implementing Strategic Workforce Planning.

Stacy Chapman is a renowned human resources and software strategist with more than 15 years of experience in the industry. She is a co-founder of Aruspex; one of the world's leading workforce planning strategy firms.

About Aruspex
Aruspex delivers strategic workforce planning solutions that help organizations design and attain their future workforce. Our intuitive CAPTure planning software goes beyond simple reporting; it analyzes internal and external demographic trends, identifies future workforce gaps and guides executives and HR professionals to solve different scenarios. The Aruspex model was developed through years of practical experience, and we are passionate about workforce planning. For more information, visit www.aruspex.com.



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TALENThire.com, the leading Recruiting Vendor Optimization firm, proudly launches Version 2.0 of their award winning platform.

Atlanta, GA – December 7, 2007 – TALENThire.com, the leading Recruiting Vendor Optimization firm, announces the launch of Version 2.0 of its award winning platform. Since 2004, TALENThire.com has connected hiring firms with recruiters in a unique marketplace environment. With the launch of Version 2.0, the vision of Recruiting Vendor Optimization RVO) is delivered through a blend of technology and service.

"We clearly understand how critical a blended solution of technology and service is within the Human Capital industry" comments Mike Veronesi, CEO of TALENThire.com. "Leveraging our improved technology and regionalized Account Managers, we are partnering with hiring companies to better align and optimize the appropriate suppliers (recruiting firms) with their openings. Based on our client's feedback, enhancements include better usability and communication, as well as analytics, resulting in a powerful blended technology and service driven solution."

Feedback on Version 2.0 has been quite positive. Dan Cipri, Director of Recruitment at Lands End commented "Our experience in partnering with TALENThire.com has been a great success – after logging into their new site, I was impressed at how easy it was to use. It has a sharp look and is really user friendly. The new internal messaging system is also a great tool because it allows us to communicate with our vendors within TALENThire.com efficiently."

Major enhancements to the system include a unique internal messaging system, which enables contained communication among our clients within the application. Recruiting firms now have the ability to request conference calls per position, and hiring companies having the ability to schedule conference calls directly in TALENThire.com. Submitting candidates is streamlined with an upload resume (Word or .pdf) feature, as well as the continued ability to copy and paste Word documents. The updated rating system functions in real time and is activity based – clients are coached on how to positive influence their rating. Along with aesthetic and usability enhancements, Version 2.0 is enabling TALENThire.com clients to streamline and optimize all their 3rd party direct hire activity.

About TALENThire.com

TALENThire.com is the web's leading Recruiting Vendor Optimization firm. With roots dating back to 2000, TALENThire.com was designed by recruiters and HR through strategic focus groups – soliciting feedback from clients regarding their specific challenges and needs with direct hire spend management. Hiring companies enjoy streamlined vendor management through a single point for billing, contact, and contracts. Different from the traditional sliding scale fee model, TALENThire.com's "name your fee" model results in immediate cost savings, creating buying power in the transaction. In addition, our Account Managers ensure job postings are optimized on our network – matching supply (recruiting firms) with demand (hiring companies) – ensuring the best possible candidates for your fee approved positions – reducing time to fill, and delivered directly to your dashboard via TALENThire.com.
These same Account Managers ensure timely communication among our hundreds of satisfied clients.

For more information please visit the company's web site at www.talenthire.com or call 866-561-HIRE (4473).

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Media Contact:
e-mail protected from spam bots
866-561-4473



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PEOPLE JAM ON-LINE JOB FAIR

December 7th, 2007: Washington, DC – In what might be described as a "virtual" stampede, excited job-seekers logged on to ejobfairs.net Wednesday for an electronic job fair in Washington, DC. The number doubled the company's previous attendance records and caught executives off guard. "We rolled out a new marketing effort for this fair. Obviously, it worked," said Chief Marketing Officer and company spokesman Jason Vrane. "We never imagined that our aggressive job seeker outreach would give us that level of response. It's is a nice problem to have."
The crush of job candidates slowed the company's servers to a crawl. "We thought we would never have this issue with our server capacity," said Vrane. "To prevent this from happening again, we have quadrupled our server capability and we're happy to have needed to do it. It shows the overwhelming interest job seekers have in our service"
As a result of the slow down, many of the job seekers were unable to complete their interviews as planned. "To correct this issue, eJobFairs.net is offering a second Washington, DC area fair on Thursday December 13th, free of charge to not only the employers and job seekers who attended the fair on the 5th, but to any interested employer in the Mid-Atlantic Region recruiting for Washington, DC, Virginia and Maryland."
While it is always free for job seekers to attend an ejobfairs.net electronic job fair, employers pay for the opportunity to interact live, in real time, with hundreds of potential employees. "We have so many job seekers that we are happy to open this fair up to any interested employer for free," said Vrane.
eJobFairs.net LLC, has been developing and conducting the electronic job fair format since early 2005. Offering employers "freedom from the booth", their software and website allow employers and job seekers to meet online and interview live on specific dates and times for specific areas and industries or demographic interests. "These live and fully interactive job fairs are not virtual. They are real events where job seekers and employers meet and interview one-one-one with each other." says Vrane.
For more information, please contact Jason Vrane, Chief Marketing Officer of eJobFairs.net at jvrane(at)ejobfairs.net or call 800-979-1450 x1.



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Secure Talent Executive Advisory Board Helps Business Communities across the United States

SAN FRANCISCO, Calif., (Dec. 7, 2007)—Secure Talent, a national 1099 compliance and payrolling services provider, announces the formation of a nationwide executive advisory board, the Secure Talent Executive Advisory Board. Currently, the board is seeking senior business leaders in technology, legal, staffing, auditing and procurement to fill remaining advisory board roles.

Through the assembly of prominent business experts from a broad cross-section of industries across the United States, the Secure Talent Executive Advisory Board will serve as an overall market indicator of emerging trends, risks and opportunities. The board will not only provide a forum for members, but will act as a resource for local business owners and professionals through leadership outreach.

Jeff Phelps, president and founder of Secure Talent, established the advisory board to create a stronger, more unified business community. "I firmly believe that creating a valuable business is directly tied to building relationships and seeking input from trusted business leaders," says Phelps.

He adds, "The executive advisory board exists to support local business communities by taking a proactive approach to establishing best practices."

Serving in executive positions with companies such as Yahoo! Inc., MobiTV, Inc. and the Automobile Club of Southern California (AAA), newest board members are experts in their respective fields. Board members are presently located in California; however, the association is targeting additional members from across the United States to ensure a national focus.

Cheryl M. Van is the board's authority on employee development. Formerly vice president of talent acquisition at Yahoo! Inc.'s organization development and learning sector, Van was responsible for helping the company create a more efficient process for talent
acquisition and development.

Lynda Ward Pierce of MobiTV, Inc. joins the board as its human resources specialist. Ward Pierce's role as vice president of human resources at MobiTV requires her to oversee the design and implementation of all human resources policies and procedures for the company.

Vicki Foshee, vice president of direct sales at the Automobile Club of Southern California (AAA), serves as the board's sales and customer service expert. In her role at AAA, Foshee leads three sales centers, managing territories in Southern California, Texas, New Mexico, Missouri, Pennsylvania and Northern New England.

The board is meeting on Dec. 12, 2007, in San Francisco, Calif., to discuss 2008 initiatives. Phelps anticipates the announcement of additional board members in the first quarter of 2008. For more details about becoming a board member or seeking services from the Secure Talent Executive Advisory Board, please contact Secure Talent at (800) 778 - 0197.

Headquartered in San Francisco, Calif., Secure Talent, Inc. offers nationwide 1099 compliance and complete payroll services. Its parent company, Eplica, Inc., is a provider of "back office" services for staffing companies across the United States. For more information about Secure Talent, please visit www.securetalent.com. For more information about Eplica, please visit www.eplicaservices.com.

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YOUNG WORKERS AT RISK OF TECHNOLOGY SHOCK. Global technology tracking survey to be launched by the worlds largest student-run organisation

Oxford UK and Rotterdam NL, 6 December 2007 – The Career Innovation Company and AIESEC today announced a new global tracking survey to be launched in January 2008. Its purpose will be to assess the gap between technologies used by students from the 'Digital Generation' – who have grown up with the Internet - and those currently available in the workplace.

"We're hearing more and more comments about poor technology in the workplace. Some employers appear totally out of touch with the way the brightest young people are organising their lives and work" said Jonathan Winter, director of Career Innovation (Ci). "The Digital Generation Survey will measure the technologies people are using, as well as their motivation in work and leisure."

In preparation for the Digital Generation Survey, Ci and AIESEC held a focus group in Istanbul attended by students from 100 countries. Students said they use multiple forms of communication, alongside conventional email, to communicate with different cultures and personalities in locations from Afghanistan to Zimbabwe.

"We use Skype to have online meetings, Email to communicate quickly, Google docs to collaborate around projects, and Facebook – as well as our intranet's social networking tool – to keep relationships. Will we feel comfortable using the tools available in large companies? Or will we have to slow down and wade through corporate bureaucracy before we can even start work?" asked Gabriela Albescu, president of AIESEC.

The survey is sponsored by leading employers including Unilever and UBS who wish to ensure pole position in the race to attract the best students, especially in growth markets like India, China and Brazil. Market research data will also be available to technology companies who sponsor the survey.

ENDS


Notes for editors:

About Career Innovation - www.careerinnovation.com

Career Innovation (Ci) is a workplace innovation 'lab' whose strategic research and practical career tools help increase levels of performance, engagement and inspiration in workplaces around the world.

Ci is based in Oxford UK and is funded by some of the world's leading employers including Marriott International, GlaxoSmithKline, Boeing and RBS, as well as charities such as Cancer Research UK (CRUK). Our vision is to see people living more fulfilled lives, and making a greater contribution to their workplace and community. Using the latest technology, we conduct research to understand what motivates people around the world. Then we help organisations to create inspiring work, and individuals to navigate their career.


About AIESEC - www.aiesec.org

AIESEC, the world's largest student-run organization, is the international platform for young people to discover and develop their potential so as to have a positive impact on society.

In addition to providing over 5,000 leadership positions and delivering over 350 conferences to our membership of over 22,000 students, AIESEC also runs an exchange program that enables over 4,000 students and recent graduates the opportunity to live and work in another country.


Press Contacts

Career Innovation
Paul Townsend
+44 (0)1865 202 123


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Unveiling the Secret to Knock-Out Communication, In A Word: iView

PHILADELPHIA, PA – December 06, 2007 – InterviewStream.com, the premier provider of video interviewing solutions, today unveils the secret to knock out communication—iView™. Through a partnership with Right Management, iView is the result of a marriage between InterviewStream's leading edge web-based video technology and RightChoice™, Right Management's innovative individual outplacement services.

"We are thrilled to partner with Right Management and thus provide their RightChoice users with the ability to improve their verbal and non-verbal communication skills," says Miles Munz, co-founder of InterviewStream.com. "Our advanced web-based technology showcases a user's personality and unique skills with a perfectly crafted custom video interview; combined with Right Management's personalized coaching, iView is perfectly poised to end communication missteps."

iView™ provides users with a richer, more progressive experience, offering more choices in how and when services are delivered; bridging superior technology with personalized coaching with a professional career consultant; and results-based accountability by providing a career development tool that will optimize and accelerate the job search process.

"Knowing how to skilfully and concisely communicate your message, as a CEO or entry-level job seeker, during an interview, when making a presentation, negotiating a job offer, or conducting a networking meeting – provides a unique competitive advantage. iView gives you the opportunity to prepare and practice your message," stated Douglas J. Matthews, President and Chief Operating Officer of Right Management (www.right.com).

Using a webcam at a Right Management location along with InterviewStream's premier technology, individuals may now record a simulated interview or presentation, then immediately play back the recording to see and hear their practice session. The user then works one-on-one with a Right Management career consultant to assess communication skills, body language and tone, and receives individualized feedback and coaching to strengthen and refine verbal and non-verbal skills.

"Seeing yourself is the most unique benefit. Hearing yourself is also invaluable," said a recent iView user. "You're able to evaluate your tone of voice, number of "umms" used, run on sentences, level of confidence, any hesitancy... it's all there."

For more information on iView™ or InterviewStream's technology, don't hesitate to contact Kristi Hughes at 215-816-2954 or e-mail protected from spam bots.

About InterviewStream

InterviewStream, LLC (www.InterviewStream.com) is the premier provider of video interviewing solutions. Their six product suite of proprietary online technology provides video interview solutions to universities, career candidates & recruiters around the globe including nine of the top 10 global MBA Programs and the #1 entry level job board.

Founded in 2003 by Miles Munz and Randy Bitting, both named "Top 30 Under 30: American's Coolest Young Entrepreneurs" by Inc. magazine in August 2007, InterviewStream has quickly become the 'industry standard' practice and screening interview tool for thousands of job seekers, career counselors & employers – across four continents and in 44 of the U.S. states.

InterviewStream, LLC is a privately held company headquartered just 10 miles outside Philadelphia in Conshohocken, PA.

About Right Management

Right Management (www.right.com) is the world's leading provider of integrated consulting services and solutions across the employment lifecycle. Right Management helps clients maximize the return on their human capital investments while assisting individuals to achieve their full potential. Right Management is a wholly owned subsidiary of Manpower, Inc. (NYSE:MAN), a world leader in the employment services industry, creating and delivering services that enable its clients to win in the changing world of work.


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Morehead to Exhibit at IHIs 19th Annual National Forum on Quality Improvement in Healthcare

CHARLOTTE, N.C. – Dec. 5, 2007 – The human capital research firm Morehead will exhibit at IHI's 19th Annual National Forum on Quality Improvement in Healthcare Dec. 9 to 12, 2007 in Orlando, Fla.

Morehead's Vice Presidents of Business Development Robin Sanders and Brad Morton will be at the show to offer insight into reducing the uncertainty of managing an organization's workforce and physicians. They will discuss how Morehead's Surveys, Metrics and Solutions help leaders make better decisions, retain talented employees, and drive the performance of critical quality and economic outcomes.

"Achieving these outcomes is directly linked to an organization's ability to recruit and retain a highly-skilled workforce and to maintain physician relationships," said Sanders. "Having conducted extensive research across healthcare organizations, Morehead is well versed in helping healthcare leaders manage their human capital initiatives."

Show attendees will walk away with an understanding of how Morehead delivers evidence-based solutions and performance metrics that enable healthcare leaders to target and focus human capital initiatives, prioritize systemic change, inform work unit interventions, align employees with business strategies and improve physician relations, admissions and referrals.

Sanders has 14 years experience with leading organizations across the nation in employee opinion research, employee assessments, training and development. Morton has 14 years experience in healthcare and leads Morehead's physician satisfaction survey efforts.

Visit Morehead at the event at booth 1012. For more information on IHI's Annual National Forum on Quality Improvement in Healthcare visit http://www.ihi.org/IHI/Programs/ConferencesAndSeminars/19thNationalForumonQualityImprovement.htm

About Morehead
Morehead delivers human capital Surveys, Metrics and Solutions that enable leaders to (1) target and focus human capital initiatives, (2) prioritize systemic change, (3) inform work unit interventions, and (4) align employees with business strategies. Morehead's clients include healthcare providers, financial institutions, government agencies, universities, service providers, and manufacturers. For more information, visit www.moreheadassociates.com.

Media Contact:
Wanda Craig
800.849.2292 x 5515
wcraig(at)moreheadassociates.com




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Management Mentors Says Measuring Your Mentoring Programs ROI is Critical

Chestnut Hill, MA--December 4, 2007--Management Mentors discusses the importance of measuring your Return on Investment (ROI) in regards to your company's mentoring program in its upcoming Internet radio show "Mentoring Matters: Mentoring in Today's Business World" on the VoiceAmerica Business Channel on Friday, December 7, 2007, from 9-10 a.m. (EST). People can listen directly from their PCs in the comfort of their homes or offices. Management Mentors' shows will also be archived so listeners can listen whenever they want.

Management Mentors president Rene Petrin says, "How do you measure your return on investment in professional mentoring? We'll have two special guests--Judy Frank from BAE Systems and Steven McCarty from Enterprise Rent-A-Car. These two Mentoring Program Managers will discuss the value they've seen in implementing a formal mentoring program."

Upcoming Internet radio show topics for "Mentoring Matters" include the following: recruitment and mentoring, how to start a mentoring program, best practices in mentoring, success stories, plus much, much more.

Management Mentors, a full-service mentoring training, consulting, and support organization founded in 1989, helps companies attract and retain high potential employees. Management Mentors' programs develop future leaders and create a more diverse workforce by removing the barriers to equal opportunity. It works closely with HR departments to design and implement corporate mentoring programs that help attract and retain new talent. Management Mentors operates offices in the U.S. and the UK. Current and past clients include Federal Reserve Bank of Boston, Quaker Oats, Schering Plough, TJX Corporation, TIAA-CREFF, City of London Police, Royal Bank of Scotland and Sony Music Corporation.



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Legiant Expands Experienced Time and Attendance Support Team

AUSTIN, TX – December 4, 2007 – Legiant, a leading provider of time and attendance and workforce productivity solutions, announced today that Joe Mercer has been hired as the Professional Services Manager. Mr. Mercer will be responsible for project implementations, customer support, and workflow management. He joins an experienced professional services team at Legiant after recently holding positions with the Texas Medical Board as the Information Technology Department Manager and with Dell Computer Corporation as the Manager of Database Administration.

"We understand that our workforce management solutions are only as good as the people who support them," said Walter Ross, CEO of Legiant. "Joe has over twenty years of experience in information technology management, so we are very excited to have him on board with our team of professionals. Joe's expertise will fit in perfectly with Legiant's position as the innovative technology leader of time and attendance software."

Joe Mercer will be based at Legiant's headquarters in Austin, Texas.

About Legiant
Legiant is a leading provider of web-based time and attendance and time accounting systems for payroll, attendance, productivity, leave and project tracking. Flexible workforce management solutions help Legiant's enterprise customers maximize the profitability and productivity of their workforce. Solutions such as Legiant Timecard™ and Legiant Express™ can be customized to meet the unique needs of any organization including mobile workforce tracking, payroll automation or automated time and attendance and workforce productivity reporting. Legiant integrates software, hardware, and professional services to create a comprehensive time tracking solution, easy-to-use and accessible from anywhere through a Web-based interface. Legiant integrates with the majority of payroll systems and supports biometric data collection devices. For more information, visit Legiant at http://www.legiant.com.

Legiant™, Partners in Time™, Phone Time™, Legiant Timecard™, Legiant Express™ and the Legiant logo are trademarks of Legiant. All other trademarks herein are properties of their respective owners. All rights reserved.



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American Community Employees Donate Clothing For Local Children To Spread Holiday Cheer

Livonia, Mich., December 4, 2007 – American Community Mutual Insurance Company, a leading provider of Individual and Group health insurance since 1938, teamed up with Adopt-a-Child-Size and Support Services, Inc. to donate new complete winter outfits for local children in Out-Wayne and Eastern Washtenaw Counties to help ensure that each child stays warm throughout the winter months.

"Because American Community employees were so generous last year, we were able to increase the number of children that we 'adopted' this year to 30," said Leslie Gola, Vice President, Human Resources. "Employees spent countless hours gathering new winter outfits for infants and children up to age 15. Each child will receive seasonal clothing, along with educational games and books to help ensure that they have a warm and happy holiday season."

To qualify, local families are referred to Adopt-A-Child-Size and Support Services, Inc. through a network of local health, human service, educational and religious agencies. Families are eligible to receive assistance on a one-time only basis and financial need is established by the referring agency based upon government poverty guidelines.

This initiative was coordinated by the American Community Employee Committee that spearheads all fundraising, chartable contributions and employee events throughout the year.

About American Community
With beginnings dating back to 1938, American Community Mutual Insurance Company is one of the oldest health insurance companies in the nation. Based in Livonia, Michigan, American Community is currently licensed in 40 states. The company markets individual and group health insurance products in nine states through an agency force of 10,000. For more information, visit www.american-community.com.

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Axiom Consulting Partners announces the release of the fourth in its series of 'Winning Axioms'

Chicago, IL, December 4, 2007 - Axiom Consulting Partners LLC announced today that it has released the fourth in its series of 'Winning Axioms' titled 'Great Companies Retain Their Talent'.

Axiom was founded in 2005 on the premise that there are certain self-evident truths in business to which companies should pay close attention if they are to be successful in today's competitive environment. These self-evident truths (or axioms) are applicable in virtually all industries and companies, regardless of their size.

The Winning Axioms are providing senior executives and leaders with insights and ideas that can be applied to help their organizations deliver superior results. Winning Axiom #4 tackles the apparent disconnect between the admission by 75% of senior executives that retaining critical talent is their most pressing issue, and the recognition by only 4% of those same executives that they believe their company to be world-class in people management.

"Axiom is delighted to be releasing this important piece of thought leadership" said Steve Strelsin, President - Axiom Consulting Partners. "With the pending retirement of the baby boomers, the emphasis on talent retention is higher than at any time in the past. Today's winning organizations not only attract great talent, but their leaders know how to retain it."

Winning Axiom #4 is available at 'Great Companies Retain Their Talent'.

About Axiom Consulting Partners
Axiom Consulting Partners is a management consulting firm that specializes in hardwiring people to business strategy to deliver improved performance and results. Axiom asks the right questions to uncover and remove disconnects that commonly exist among the boardroom, middle management and front line employees. Axiom's Partners generate insights and develop 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
e-mail protected from spam bots
www.axiomcp.com



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American Community Partners with Toys for Tots to Collect Toys For Local Children

Livonia, Mich., December 3, 2007 – American Community Mutual Insurance Company, a leading provider of Individual and Group health insurance since 1938, joined forces this holiday season with the U.S. Marine Corps Reserve Toys for Tots Program to be a designated drop-off location to collect new toys for needy children in metro Detroit.

For each unwrapped toy dropped off, donors will receive one free movie pass to view one the following highly anticipated G-rated movies of the season, including: Mr. Magorium's Wonder Emporium, The Golden Compass, or Alvin and the Chipmunks. The movie screenings will take place on Saturday, Dec. 15 at 10:00 a.m. at the Emagine Theater in Canton, Mich.

"American Community is excited to be participating in this worthy cause," said Ellen Downey, Vice President, Corporate Communications. "Every holiday season, American Community partners with local organizations that provide support to families in our community."

The Toys for Tots Foundation provides happiness and hope to disadvantaged children who might otherwise be overlooked during the holiday season. Through the gift of a new toy, donors can help motivate each child to grow into responsible, productive, patriotic citizens and community leaders.

Toys will be accepted between Monday, Dec. 3 and Friday, Dec. 14, between 8:00 a.m. – 5:00 p.m., Monday – Friday. American Community is located on the southeast corner of Seven Mile and Haggerty Rd. at 39201 Seven Mile Rd, Livonia. For more information, call 734-591-9000.

About American Community
With beginnings dating back to 1938, American Community Mutual Insurance Company is one of the oldest health insurance companies in the nation. Based in Livonia, Michigan, American Community is currently licensed in 40 states. The company markets individual and group health insurance products in nine states through an agency force of 10,000. For more information, visit www.american-community.com.


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TEDS Releases Case Study on Nortels Global Training and Certification for Its Extended Enterprise

Atkins, VA – December 3, 2007 TEDS®, originator of the only fully integrated enterprise-wide talent management solution, today released a case study showing how the TEDS LMS helped Nortel implement their strategy for developing, delivering, and managing training and professional certification for customers, strategic business partners and employees.

Founded in 1895 as Northern Electric and Manufacturing – a supplier of telecommunications equipment for Canada's fledgling telephone system – Nortel has attained global recognition as a leader in delivering communications capabilities that enhance the human experience, power global commerce, and secure and protect critical information. Nortel delivers technology to both service providers and enterprise customers, including end-to-end broadband, voice-over IP, multimedia services and applications, and wireless broadband.

The study examines Nortel's three strategic learning management initiatives and how the company systematically and successfully implemented their global learning and certifications support in more than 150 countries and for nearly 160,000 learners. It further demonstrates the advanced features and functionalities the TEDS LMS delivered to support Nortel's growth and expansion.

Chris Howard, Principal Analyst for Bersin and Associates, explores how Nortel consolidated multiple regional learning management systems into one global LMS. "Today, the company uses a single set of technology systems and tools; standardized business processes, policies and rules; and a global supply chain infrastructure to develop, deliver, and track training and certification for all audiences," the study states.

"Certification is the engine that drives our training programs for customers and channel partners. The vast majority of course development is geared toward helping students achieve their highest possible level of professional certification with Nortel solutions."
- Global training supply chain prime, Nortel Knowledge Services

Click here to read the entire case study.

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



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Discovery Communications Implements Globoforce Employee Recognition Solution

Southborough, Mass., and Dublin, Ireland – December 3, 2007 – Globoforce, a leading provider of strategic, on-demand employee recognition solutions, today announced Discovery Communications has chosen to partner with Globoforce to develop a recognition program as part of its overall employee engagement strategy. Discovery Communications is the number-one nonfiction media company in the world, reaching more than 1.5 billion people in over 170 countries.

The Globoforce system delivers a comprehensive recognition solution with automated processes for nomination, employee redemption and management reporting. The software is customized to fit the needs of a particular company's employee engagement portfolio and overall business strategy.

"Discovery is pleased to partner with Globoforce to add their software technology to our existing recognition programs," said Ted Stewart, Senior Vice President, Total Rewards, Discovery Communications. "Their platform will help us strengthen our offerings to successfully recruit and retain the best talent in the industry."

A recent Globoforce survey of human resource executives and business leaders from Fortune 500 companies revealed that 90 percent say that a strategic recognition program – one that is strongly aligned with their company's mission and values – can play an important role in a successful engagement strategy at their company.

"Creating an environment that encourages employee engagement is essential in the effective management of global human capital in the 21st century," said Eric Mosley, CEO of Globoforce. "Our strategic employee recognition solutions are designed to provide positive reinforcement for contributions that directly align with Discovery's overall mission, values and goals."

Globoforce offers the most advanced, robust global employee recognition technology solution in the industry and is the only recognition provider that offers locally relevant rewards to all participants across the globe through an innovative, multi-language, multi-currency platform. Built on a dynamic J2EE platform, Globoforce's flexible and efficient recognition tool can scale from one user to millions of users with ease, offering global companies a powerful and secure solution to implement and manage their company-wide or divisional employee recognition programs. By offering the recognition industry's largest selection of local languages and local reward options, Globoforce helps customers overcome geographic barriers and address the growing needs of today's global economy.

About Discovery Communications
Discovery Communications is the number-one nonfiction media company reaching more than 1.5 billion cumulative subscribers in over 170 countries. Discovery's 100-plus worldwide networks are led by Discovery Channel, TLC, Animal Planet, The Science Channel, Discovery Health and HD Theater, with digital media properties including HowStuffWorks.com. Discovery Communications is owned by Discovery Holding Co. (NASDAQ: DISCA, DISCB), Advance/Newhouse Communications and John S. Hendricks, Discovery's founder and chairman. For more information please visit www.discoverycommunications.com.

About Globoforce
Founded in 1999 and co-headquartered in Southborough, Massachusetts and Dublin, Ireland, Globoforce is a leading on-demand provider of global, strategic recognition solutions for Global 2000 companies. Globoforce delivers an innovative, easy-to-use, on-demand solution that engages employees across the globe, transforming the way enterprises motivate their workforce. Globoforce's blue-chip customer base – Amgen, Avnet, Dow Chemical, Intel, Intuit and Procter & Gamble – reflects the importance of recognizing and engaging the workforce in the 21st century. For more information, please visit www.globoforce.com.

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HCR Software to Host Free Job Market Rates Webinar

Rochelle Park, N.J. – December XX, 2007 – HCR Software, a leading provider of pay-for-performance software and services, today announced a free HR best practices webinar on the topic of Determining Job Market Rates- Tips and Approaches. Titled "Job Market Rates," the complimentary event will take place on Wednesday, December 12; the keynote speaker is Judy Canavan, Managing Partner of HR Survey Solutions.

Ms. Canavan has over 20 years of experience auditing, assessing and designing compensation programs for a broad range of industries. She specializes in developing and aligning compensation plan designs to support the strategic direction of organizations. Her particular emphasis is on assessing competitive compensation levels to ensure both internal and external equity. Previously, a Senior Consultant with Sibson Consulting, Ms. Canavan has been published in Directors and Boards as well as Workspan. She is a member of World at Work and the Society of Human Resource Management She holds a degree in Economics from Skidmore College.

Join us in this great opportunity to discuss Job Market Rates. Learn key concepts on this topic and how your organization can take advantage with field tested best practices. The discussion will entail the entire scope of complicated job market rates from the framework of an effective plan to key scenarios used by many well known organizations.
Click here to register for the Webinar:http://www1.gotomeeting.com/register/735961648


The event is the latest installment of HCR Software's popular 2nd Wednesday Webinar Series, featuring topics related to employee retention and engagement.

About HCR Software
Headquartered in Rochelle Park, N.J., HCR Software is a leading provider of pay-for-performance solutions. HCRSS is the former software division of The Janis Group, Inc. (JGI). The Company prides itself on its patent-pending technology, its solid customer references, and its flexibility in meeting customer requirements with an approach that maximizes business impact and minimizes change management challenges. More information can be accessed at http://www.hcrss.com

Media Contact:
Casey Quinif
e-mail protected from spam bots



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