Cytiva Underwrites Important Performance Management Research Study

Cytiva Underwrites Important Performance Management Research Study

New research by Aberdeen Group reveals best-in-class companies show dramatic gains by focusing on employee performance management

EMERYVILLE, CA – June 3, 2008 - Cytiva Software Inc. (CRX – TSX.V), a leading provider of on-demand talent management software solutions, announced today that the company has underwritten an important study by Aberdeen, a Harte-Hanks Company (NYSE: HHS). The goal of the report is to determine how companies are adopting and adapting
target="_blank">employee performance management strategies in order to increase retention, maximize talent and gain insight into their organizational strengths and weaknesses.

The study, titled "Managing Employee Performance," will be available for a limited time beginning June 3rd at http://www.sonicrecruit.com or at http://www.aberdeen.com.

"Managing Employee Performance" surveyed over 900 organizations globally, studying, among other things, the practices and results of the top 20% of respondents, dubbed "Best-in-Class." The research revealed that Best-in-Class organizations are achieving dramatic performance gains that are otherwise unachievable without a specific focus on key employee performance management practices.

The study shows that it starts with a focus on creating internal processes and organizational capabilities, including:
 A well-defined process that holds managers accountable for their employees' performance management
 A process that ensures employees understand how their individual performance affects organizational goals
 Performance ratings that are standardized across the organization to ensure consistency with
target="_blank">employee reviews
 Informal meetings where managers involve employees in the goals definition process

The research reveals that while less than one-half of Best-in-Class organizations currently utilize an automated employee performance management (EPM) system, organizations that do are achieving greater average performance gains across all key performance indicators that end-user organizations assigned to employee performance management. This includes more than 600% greater improvement in employee time-to-productivity and more than 700% greater increase in employee retention than organizations with a manual EPM system.

"While automation is not a prerequisite for EPM success, our research shows that Best-in-Class organizations achieve better results when automation is utilized," said Kevin Martin, research director, Human Capital Management at Aberdeen. "And with more than 60% of organizations surveyed saying they do not have automated EPM in place, we believe vendors like Cytiva and others have a real opportunity to add significant value to organizations as they look to increase performance, boost retention and navigate an increasingly difficult talent landscape."

"The Aberdeen research shows that organizations are increasingly looking to involve all employees in the performance management process," said Jason Moreau, CEO of Cytiva Software Inc. "We believe that straightforward, easy to use tools like SonicPerform give organizations the best opportunity to see real gains and avoid stifling the process by overwhelming the key constituents for success: employees."

A complimentary copy of the report, partially underwritten by Cytiva, developers of the SonicPerform
target="_blank">performance management system, can be downloaded from http://www.sonicperform.com, or by visiting http://www.aberdeen.com/link/sponsor.asp?spid=30410837&cid=4907.

About Cytiva Software Inc.
Cytiva Software Inc. (CRX:TSX.V) provides innovative on-demand talent management software and services to mid-sized and Fortune 500 companies. Its flagship http://www.sonicrecruit.com/?utm_source=D2net&utm_medium=aberdeen pm Release [recruiting software] product, SonicRecruit, allows corporations to screen applicants, automate recruiting departments, customize corporate career sites and hire great people. This premier applicant tracking system improves recruiting effectiveness, speeding up the hiring process and reducing cost per hire. Cytiva's SonicPerform employee performance management system automates employee evaluations, aligns employees around key goals and encourages year round feedback. For more information, visit http://www.sonicrecruit.com.

About AberdeenGroup, a Harte-Hanks Company
Aberdeen is a leading provider of fact-based research and market intelligence that delivers demonstrable results. Having benchmarked more than 30,000 companies in the past two years, Aberdeen is uniquely positioned to educate users to action: driving market awareness, creating demand, enabling sales, and delivering meaningful return-on-investment analysis. As the trusted advisor to the global technology markets, corporations turn to AberdeenTM for insights that drive decisions.
As a Harte-Hanks Company, Aberdeen plays a key role of putting content in context for the global direct and targeted marketing company. Aberdeen's analytical and independent view of the "customer optimization" process of Harte-Hanks (Information – Opportunity – Insight – Engagement – Interaction) extends the client value and accentuates the strategic role Harte-Hanks brings to the market. For additional information, visit Aberdeen http://www.aberdeen.com

CONTACT:
Ian Alexander
e-mail protected
from spam bots
510-984-1986
The TSX has not reviewed and does not accept responsibility for the accuracy or adequacy of this news release, which has been prepared by management.
Forward-looking Statements: This news release contains forward-looking statements related to the future financial condition and results of operations of Cytiva. These statements are based on current expectations and estimates about the human resources markets in which Cytiva operates and management's beliefs and assumptions regarding these markets. These statements are subject to important risks and uncertainties which are difficult to predict and assumptions which may prove to be inaccurate. Some of the factors which could cause results or events to differ materially from current expectations include but are not limited to: general economic conditions, market or business conditions; changing competitive environment; changing regulatory conditions or requirements; changing technology; and success in implementing productivity initiatives. Some of these factors are largely beyond the control of Cytiva. Should any
factor impact Cytiva in an unexpected manner, or should assumptions underlying the forward-looking statements prove incorrect, the actual results or events may differ materially from the results or events predicted. All of the forward-looking statements made in this document are qualified by these cautionary statements, and there can be no assurance that the results or developments anticipated by Cytiva will be realized or, even if substantially realized, that they will have the expected consequences for Cytiva. Readers should not place undue reliance on any forward-looking statements. Further, Cytiva disclaims any intention or obligation to update or revise any forward-looking statements, whether as a result of new information, future events, or any other occurrence.





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iCIMS Named a Finalist in 2008 AMERICAN BUSINESS AWARDS

HAZLET, N.J. (May 30, 2008) - iCIMS, a leading Software-as-a-Service (SaaS) provider of
target="_blank">talent management platforms, announced today the organization was named a Finalist in the 2008 American Business Awards (Stevie Awards) in two separate categories: Brand Building/Promotion for the iCIMS Website and Best Corporate Environmental Responsibility Program for its iCARE Program.

More than 2,600 entries from companies of all sizes and in virtually every industry were submitted for consideration in more than 40 categories, including Best New Product or Service, Best Corporate Social Responsibility Program, and new categories including Best Corporate Environmental Responsibility Program.

iCIMS' award-winning website holds a wealth of information for those interested in learning more about Talent Management solutions, including an interactive
target="_blank">Resource Center where visitors have access to tools that assist in their search for a Talent Management solution. Complimentary resources offered include an iRecruiter Virtual Tour, an Applicant Tracking Evaluation Handbook, and a sample Request for Proposal (RFP). Additionally, the Website contains a multitude of educational resources, including archived Webinars, Client Case Studies, and industry White Papers.

Also recognized for its Corporate Environmental Responsibility Program, iCIMS' iCARE initiative serves to support environmental causes through a number of different channels. The program enables employees to make a difference through volunteer efforts, monetary donations, and awareness campaigns. Most recently, employees were able to participate in an iCARE cleanup of the Cheesequake State Park in Matawan, NJ.

At a corporate level, iCIMS works to reduce its carbon footprint by supporting the use of clean, renewable energy. By partnering with 3Degrees, iCIMS is able to purchase Green-e Certified Renewable Energy Certificates (RECs) from National Wind farms.

At a customer level, iCIMS offers an iCARE discount to firms that are clearly committed to reducing reliance on non-renewable energy. Organizations that demonstrate a commitment to solar, wind, and ethanol energy sources are eligible for iCARE contract discounts when they partner with iCIMS for their
target="_blank">HR technology needs. One such company includes The SolarWorld Group, one of the largest solar energy businesses in the world and a recent addition to the iCIMS family.

"ABA entries grew more than 30% this year, so being named a Finalist is more of an accomplishment than ever before," said Michael Gallagher, founder and president of The Stevie Awards. "It means that independent business executives have agreed that the nominee is worthy of national recognition. We congratulate all of the Finalists on their achievement and wish them well in the competition."

Colin Day, iCIMS' president and CEO, expressed enthusiasm over the American Business Awards recognition. "iCIMS is excited to be named a finalist in the Stevie Awards. It is truly a great honor for our employees to be recognized for their hard work, dedication, and passion."

Stevie Award winners will be announced during the annual gala on Thursday, June 12 at the Marriott Marquis Hotel in New York City. More than 600 executives from across the U.S.A. are expected to attend. The ceremonies will be broadcast on radio nationwide by the Business TalkRadio Network and hosted by Liz Claman of FOX Business Network.

Details about The American Business Awards and the list of Finalists in all categories are available at www.stevieawards.com/aba.

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 from
target="_blank">applicant tracking through onboarding and beyond through a single web-based application. With more than 500 clients worldwide, iCIMS is one of the largest and fastest-growing talent management system providers in the space. To learn more about how iRecruiter can help your organization, visit www.icims.com or view a free online demo of iRecruiter at www.icims.com/demo.


About The Stevie Awards
Stevie Awards are conferred in four programs: The American Business Awards, The International Business Awards, The Stevie Awards for Women in Business, and the Stevie Awards for Sales & Customer Service. Honoring companies of all types and sizes and the people behind them, the Stevies recognize outstanding performances in the workplace worldwide. Learn more about The Stevie Awards at www.stevieawards.com.

Global Sponsor of the 2008 Stevie Awards is Dow Jones. Supporting sponsors of The 2008 American Business Awards include FIS Softpro, High Performance Technologies Inc., John Hancock, RCN Corporation, Richardson, and Ultimate Software. Media sponsors include the Business TalkRadio Network, CRM Advocate, and Human Resource Executive.

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American Community Launches Industry-Leading Insurance Products in Texas

Livonia, Mich., May 30, 2008 – American Community Mutual Insurance Company, a leading provider of Individual and Group health insurance for 70 years, announced today that four of its industry-leading health insurance products will be available to individuals and families in Texas beginning July 1, 2008. All four products will be sold through independent agents.

According to Michael E. Tobin, President and CEO, "With the challenges of our economy, many people no longer have access to health insurance through an employer. American Community offers affordable products to meet the needs of consumers who are looking to purchase coverage on their own."

The four distinct PPO (preferred provider) products will provide policyholders' access to more than 33,000 physicians across the state through the PHCS(R) Network. These products feature the choice and coverage that today's individuals and families need:

-Coverage On Demand(TM) – an industry-first health plan that starts with basic low-cost health insurance protection and gives consumers the choice to purchase additional coverage if and when they need it – even to pay for medical expenses after they have been incurred. The plan provides four levels of coverage and three deductible options to allow for choice and option.

-Medalist II – a traditional health insurance plan that's designed to provide more coverage options to meet the policyholder's needs and budget. This economical healthcare product includes a unique three-plan design and a common accident benefit.

-Next Generation HSA(TM) – a superior value in today's consumer-choice healthcare market. This value-added, qualified high-deductible PPO health insurance product can be used with a health savings account (HSA). It offers the catastrophic coverage everyone needs, plus the choice and value everyone wants. The product includes three fund administration choices, as well as multiple benefit options.

-Triple Tier(TM) – rich in benefits and rich in value. This product combines the advantages of PPO care with unique ways to save. Its distinctive three-tiered design offers a flexible approach to paying benefits, depending on the type of services received and where they are performed. Triple Tier offers two plan designs, broad coverage and preventive care benefits.

All four products also include the valuable benefits that American Community is known for, such as:
-$5 million lifetime policy maximum
-Accident Benefit – deductible/ copay waived for covered charges incurred within 30 days of injury.
-Prescription drug coverage
-Prompt claims payment
-Superior customer service

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 41 states. The company markets individual and group health insurance products in 10 states through an agency force of 12,000. For more information, visit www.american-community.com.

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HRchitect Announces the Availability of the First in a Series of Integrated Talent Management Reports

Frisco, TX – May 30, 2008 – HRchitect, the leader in HR systems strategic consulting, and the premier Human Capital Management (HCM) and Talent Management systems consulting firm, announced today the availability of The Suite Life of Integrated Talent Management.

The report is the first in HRchitect's ongoing HR Technology Reality Check series. The main focus of The Suite Life is to provide readers with the real world perspective that has been gained through hundreds of software evaluation, selection, and implementation projects conducted by HRchitect consultants over the past decade.

"The Integrated Talent Management (ITM) software marketplace is very confusing for potential customers, and it's difficult to sort out the marketing hype from reality," stated Ron Hanscome, principal author of The Suite Life and Vice President of HCM Technology Strategy for HRchitect. "HRchitect consultants have had a great deal of exposure to market needs through many strategic consulting projects, as well as first-hand experience as to how most of the leading ITM vendor solutions perform in the real world. This report distills those experiences and presents a uniquely qualified view of the ITM market that is missing from many other analyst reports."

Also contained within the report are insightful summaries of the top ITM suite vendors in the industry.

"HRchitect demonstrates our true vendor neutrality within the report," added Matt Lafata, Director of Business Development for HRchitect. "We took the top Talent Management Suite vendors and put forward both their strengths, along with their challenges. Organizations need as much information as possible to be able to determine which of the talent management components are most important to them, and make a decision based on that." These components include Performance Management, Succession Management, Compensation Management, Learning Management, Competency Management, and Talent Acquisition Systems.

Each of the 21 vendors summarized in The Suite Life were asked to complete a detailed survey outlining their products' capabilities, technology platform, global coverage, customer implementation, and major areas of differentiation. These surveys, combined with reviews of each company's website and collateral and insights from HRchitect resulted in the vendor summary section of the report.

"Our goal in publishing The Suite Life was to be able to bring some resolution to the widespread confusion in the marketplace," added Rick Fletcher, President and Founder of HRchitect. "This report provides a concise overview of the ITM software market and ends with our recommendations to help firms negotiate the complicated market landscape that is unique to ITM. And, quite frankly, we were just not happy with most of the research being published out there."

The Suite Life's overview of the ITM market covers such areas as dynamics, enterprise and mid-market segment characteristics, fundamentals of vendor landscape, and critical ITM decision drivers.

The Suite Life of Integrated Talent Management is available via HRchitect's website at www.HRchitect.com or by calling 214.619.0888. Cost of the report is $495.



About HRchitect

HRchitect is the leader in HR systems strategic consulting. As the premier Human Capital Management (HCM) and Talent Management systems consulting firm, our services include the selection, implementation, and integration of Human Resource Information Systems (HRIS), Talent Management Suites (TMS), Performance Management, Succession Management, Compensation Management, Learning Management, Competency Management, Talent Acquisition Systems, and Time & Attendance software.

As pioneers in assisting companies with creating HCM systems strategic plans and making sense of the confusing and ever changing HR software market place, HRchitect has the expertise that has propelled us to this enviable leadership position. HRchitect ensures that the creation of an HCM systems strategic plan will be based on the organization's unique needs, rather than the traditional "cookie cutter" approaches that are typically offered by other consulting firms.

HRchitect has unparalleled knowledge of the many vendors in the HR technology space and maintains complete vendor neutrality. As a result, organizations can feel confident that HCM systems and strategies are put in place with their best interest in mind. Utilizing HRchitect's services provides expertise that is generally not available anywhere else and has proven to be cost effective in helping to avoid costly pitfalls that can result from the lack of strategic plans.

Based in Dallas with consultants nationwide, HRchitect has completed over 500 successful client engagements over the past eleven years. Our clients include 1 out of every 5 companies on the Fortune 100 list.

To find out how HRchitect's HR software expertise can benefit your company, visit our website at www.HRchitect.com or call 214.619.0888.





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TalentKeepers RetentionWorks® Awarded Official U.S. Patent

ORLANDO, FL – May 29, 2008 - TalentKeepers, the global leader in employee retention solutions, has been awarded a U.S. Patent for their web-based employee retention system, RetentionWorks®.

RetentionWorks® is the first web-based employee retention solution of its kind to receive an official U.S. Patent, reinforcing the breakthrough approach offered to organizations seeking to cut turnover. RetentionWorks® is an integrated set of retention tools that actively engages leaders and team members through the use of assessment and diagnostic tools, development modules, support tools, in-depth reporting and tracking and related processes to help improve retention and business performance. RetentionWorks® is designed to build awareness, competence, and support throughout an organization and is proven to consistently reduce unwanted turnover.

TalentKeepers' VP of Client Services, Craig R. Taylor, who played a key role in initiating this patent said, "We have received several accolades for RetentionWorks from clients and industry leaders alike, but receiving a U.S. Patent is a different kind of recognition and validation that really solidifies the uniqueness of what we have developed."

RetentionWorks® went through an intensive validation process, owing to the rigors of the U.S. Patent Office; it became final on May 13 with receipt of the official patent.

"We knew we had created something innovative and unique," said TalentKeepers' CEO Fredric Frank, one of the original architects of RetentionWorks, "so it was well worth the time and effort invested."

About TalentKeepers®
TalentKeepers®, Inc. is a global leader in employee retention research, award-winning solutions, and proven results in reducing unwanted turnover through their Web-based program RetentionWorks®. TalentKeepers' unique solutions consistently achieve strong results by focusing on improving the retention skills of front line leaders and involving employees and executives in the effort to build a culture of retention and engagement that improves business results. TalentKeepers® was founded in 2000 by Fredric D. Frank along with co-founder Christopher Mulligan, together totaling over 40 years of combined human resources experience.

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Talent Technology Partners With itzbig To Improve User Experience For Job Seekers And Recruiters

Vancouver, BC – May 28, 2008 – Talent Technology Corporation, provider of award-winning
target="_blank">recruiting technology, today announced the selection of its Resume Mirror(TM) Extraction Engine by itzbig to improve the user experience for both job seekers and recruiters on their network.

An industry leader in real-time job matching technology, itzbig was searching for a cost-effective solution that would enhance their private network which allows working professionals to save time and find scientifically matched opportunities.

"As a recruiting technology startup, we are continuously evaluating tools to automate and streamline our processes," said Lana Moore, VP of Product Management for itzbig, "We need to work smart, not hard, and Resume Mirror™ offers the accuracy, customization and scalability we need, with a pricing model that fits our business."

Resume Mirror Extraction Engine was chosen from a field of vendors for several key reasons:
- Price: The pricing structure is based upon requirements, making it affordable for companies of all sizes.
- Parsing accuracy and customization: The wealth of available parsing terms and the ability to customize those terms make it the most accurate
target="_blank">resume extraction solution.
- Scalability: The technology supports product expansions, scaling as the business grows.
- Flexibility and Ease of Implementation: The platform is implemented in less than 2 hours with minimal development resources.
- Service: The implementation and support teams are helpful and responsive, strengthening customers' confidence in their choice of vendor.

"Resume Mirror provides HR software vendors and job boards with industry leading resume extraction capabilities to differentiate their products form the competition. itzbig is growing at a rapid pace and we are very pleased to be selected yet again by a leading organization in this market segment," said Jade Bourelle, CEO, Talent Technology Corporation. "Our advanced
target="_blank">resume parsing solution combined with our complete client partnership approach will enable itzbig to simplify their online application processes and increase usage of their site and support their growth."

Resume Mirror Extraction is available direct from Talent Technology Corporation. For more information or to schedule a live demo of RMX advanced resume parsing technology visit http://www.talenttech.com/info/demo_request/schedule_demo.asp.

About itzbig
Itzbig is the first private network to allow working professionals to save time while safely exploring career opportunities. By focusing on quality and efficiency, the company's innovative approach rescues job seekers and employers from drowning in large quantities of poorly matched data. Learn more about itzbig at www.itzbig.com.

About Talent Technology Corporation
Talent Technology Corporation is a leading provider of on-demand
target="_blank">applicant tracking and component recruiting technologies for the recruiting/staffing industry and corporate HR departments. Our award-winning Resume Mirror products lead the market in providing resume extraction, resume parsing and
target="_blank">conceptual resume search solutions for all forms of recruiting systems across all sizes of organizations in all types of industries. Resume Mirror Extraction and Search Technology can be found as embedded components or add-on modules to the world's leading ERP systems, commercial applicant tracking systems, job boards, and custom staffing systems. In addition, hundreds of organizations ranging from Fortune 1000 firms to independent recruiting/staffing agencies rely on our products to automate, improve and better manage their
sourcing, recruiting and hiring processes. Learn more about Talent Technology at www.talenttech.com or call 866.747.3375 for additional details.


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Morehead Webinar to Discuss the Untapped Potential of Employee Opinion Data

CHARLOTTE, N.C. – May 29, 2008 – Morehead, the
target="_blank">human capital research firm, will host a webinar titled "The Untapped Potential of Employee Opinions." The free hour-long webinar will be broadcast on Tuesday, June 10, 2008, at 1:00 p.m. EST.

Morehead's Senior Vice President of Sales Shane S. Douthitt, Ph.D., and Morehead's Senior Associate of Research & Development Trevor Byrd, M.S., will explain how companies can use predictive statistical analyses to mine existing employee opinion data and address key organizational issues. They will discuss how to use employee opinion data to increase employee retention, improve labor relations and drive patient satisfaction.

Attendees will walk away with an understanding of how to integrate employee opinion data across key organizational outcomes, apply predictive analyses to move an organization to a proactive stance on critical organizational issues, increase the value of employee surveys and leverage current employee opinion data without doing a new survey.

To sign up for the webinar, visit http://moreheadassociates.com/events/contents_event55.html.

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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Effective Health Coaching Depends on Convenience, Motivation, says Hummingbird Coaching Services

CINCINNATI – May 28, 2008 – The rising popularity of health coaching does not always signal a quick return on investment for individual organizations that include
target="_blank">wellness programs among their
target="_blank">employee health benefits.

Engagement – not mere participation – is the key to success. Industry data shows that companies can help ensure engagement by incorporating at least four foundational factors, according to Hummingbird Coaching Services.

"Engagement in Wellness Programs: Definitions, Evolution and Key Factors," is a new white paper available for download at http://www.myhealthcoach.com/default.aspx?tabid=8038 by Sean Slovenski, chief executive officer of Hummingbird Coaching Services. Slovenski says that convenience, increased interactions from that convenience, motivation and the use of
target="_blank">Positive Psychology will greatly increase employee engagement and success in the health coaching program.

Convenience
Employees are much more likely to be engaged and make meaningful lifestyle choices when they can easily connect with their health coaches. Chatting via instant message or composing an email is much easier than sticking to scheduled phone calls or personal meetings. Organizations that incorporate online communications in their health coaching initiatives will do much to increase engagement.

Increased Interactions from Convenience
Interaction dramatically increases for employees who work with an online health coach – three to four times per month, compared to five to seven phone calls a year in a phone based program. Research and common sense shows the more interaction, the more accountability and greater likelihood of success.

Motivation
Engagement is less likely when health coaching interactions do not match the individual's readiness to change. Successful behavior change leans heavily on motivation. A health coaching program that employs techniques that assess human motivation and the person's "readiness to change" will increase adherence and realization of goals.

Use of Positive Psychology
Being able to identify and leverage their strengths to change behavior and achieve goals
empowers employees. Such an approach removes the shame or stigma that may be linked with an unhealthful behavior or condition and provides tools for real change.

Further information on engagement is available in Hummingbird's white paper for download at http://www.myhealthcoach.com/default.aspx?tabid=8038 and visitors can listen to the accompanying podcast as well at http://www.myhealthcoach.com/default.aspx?tabid=8870.

About Hummingbird Coaching Services
Cincinnati-based Hummingbird Coaching Services is a pioneer in
target="_blank">online health coaching, providing health coaching services since 1997. Using its proprietary coaching model and online delivery platform, Hummingbird provides coaching services to businesses and celebrities such as Google, Motorola, United Behavioral Healthcare, Leeza Gibbons, 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. More information is at www.hummingbirdcoaching.com.
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Contact:

Jay Singer
Hummingbird Coaching Services
jay.singer(at)hummingbirdcoaching.com
877-240-4588

Sean Slovenski
Hummingbird Coaching Services
Sean.Slovenski(at)hummingbirdcoaching.com
877-240-4588





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PositionManager Integrates Award-Winning Reference Checking Solution

WINCHESTER, MASS and BERWYN, PENN. — May 28, 2008 —HealthcareSource, the leading developer of recruiting, hiring and HR solutions for the healthcare industry, and SkillSurvey, Inc., the innovator of web-based
target="_blank">reference checking solutions, today announced a partnership. Customers of HealthcareSource's PositionManager applicant tracking system can now utilize the SkillSurvey solution in an integrated fashion.

The SkillSurvey PreHire360 solution™, named a Top 10 HR Product of 2007 by Human Resource Executive® magazine, enables hospitals and healthcare systems to complete fast and accurate reference checks without the time-intensive phone calls. The appeal of this consistent and documented process has created significant increase in the adoption of the product by healthcare organizations.

Most hospitals and healthcare systems require reference checks on all job candidates prior to hire. Validating dates of prior employment is relatively straight-forward. But acquiring information about job candidates' actual job performance and behavior is much more challenging, yet essential for successful hires.

Given the high volume of hiring, the time-intensive task of telephoning references, and the reluctance of employers to provide information, the reference check process becomes an operational bottleneck to filling jobs. Yet foregoing reference checks may mean hiring unqualified employees, or a downgrade in The Joint Commission's JCAHO ratings.

Via SkillSurvey, hospitals and healthcare systems are able to:

• Complete reference checks in 48 hours
• Focus more time on recruiting
• Identify increasing numbers of
target="_blank">passive job candidates
• Ensure only qualified candidates are hired
• Attain a 100% consistent and documented process

"We require references for all of our new hires, but we found it was delaying the employment process," said Peggy Bradley, employment manager at Poudre Valley Health Systems. "Via SkillSurvey, we have a process that consistently completes thorough reference checks while enabling us to focus on finding candidates to fill more jobs."

"At Position Manager, we are dedicated to fully understanding our clients' needs. Making new best practices available, like SkillSurvey, demonstrates our dedication to continuous improvement and to helping our clients achieve their goals," says Steve Mahoney, director of client services for HealthcareSource.

"Healthcare professionals know they need to complete a quality
target="_blank">reference check, yet they face significant resource constraints to get them done. The SkillSurvey solution will enable these organizations to get accurate information, quickly, on all finalist candidates, with just a few clicks of their mouse," says Jim Ray, SkillSurvey's vice president of business development. "And, they will identify new potential job candidates along the way."


ABOUT SKILLSURVEY
SkillSurvey is the pioneer and leading provider of on-demand reference checking solutions that
target="_blank">increase quality of hire and improve recruiting efficiency. Using
target="_blank">SkillSurvey Pre-Hire 360™, organizations improve the quality and quantity of information they collect regarding a candidate's past work performance, enabling them to qualify the pool of applicants in a shorter amount of time. This breakthrough, patent-pending approach to reference assessments was recognized by Human Resource Executive® as a Top HR Product of 2007. Information is available at www.skillsurvey.com.

About HealthcareSource
Since 1989, HealthcareSource-HR has been the leading developer of recruiting, hiring and HR solutions for the healthcare industry. Our products include Position Manager, the world leader in Applicant Tracking for hospitals, Performance Manager, a system that automates the performance review process, and www.HealthCareSource.com, the Internet's largest healthcare job board.


Media Contacts:
Erika von Hoyer
VP, Marketing
SkillSurvey, Inc.
610-727-4161
evonhoyer(at)skillsurvey.com

Steve Mahoney
Director of Client Services
HealthcareSource HR, Inc.
800-869-5200



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Some Companies Fail to Communicate Compensation Plans to Their Sales Managers

NEWS RELEASE

Erin Ryan
Media Relations
Direct: 480-304-6824
Email: e-mail protected
from spam bots

Some Companies Fail to Communicate Compensation Plans to Their Sales Managers
Wake-Up Call for HR Execs in WorldatWork 2008 Sales Comp Survey Findings

May 29, 2008 -- Scottsdale, Ariz. – Companies frequently change their sales compensation plans, and yet, front line sales managers are often the last to know. In a newly released
target="_blank">WorldatWork survey of compensation practitioners and HR managers, 76 percent of organizations report revising their sales plans every year as a matter of course. However, the same survey found that only 58 percent of organizations communicate these changes directly to the front-line sales manager.

"Organizations face increasing challenges recruiting and retaining sales talent, and better communication that motivates the entire sales force could be one solution," said
target="_blank">Jim Stoeckmann, a WorldatWork practice leader focused on sales compensation. "Better training ensures that front-line sales managers are equipped with the information and skills needed to effectively execute the new or revised sales plan."

According to the WorldatWork survey report, many organizations report doing little to prepare the first-line manager, choosing instead to communicate directly to the salesforce (14 percent), taking a decentralized approach (13 percent) or doing nothing (7 percent). "Given the importance of the role of the first-line manager in the launch of any new sales initiative, the number of organizations taking time to prepare them, and gain their buy-in, is surprisingly low," said Aaron Bare, CEO of the National Association of Sales Professionals (NASP) and CEO of CareerTours. "Sales teams ought to consider partnering with HR to communicate changes in plan design to make sure that such changes are disseminated in a timely and effective manner."

The findings of the Sales Compensation Practices 2008 survey report were discussed last week during the Sales Compensation Forum at the annual WorldatWork Total Rewards Conference and Exhibition in Philadelphia. The survey was conducted by WorldatWork in collaboration with NASP in January 2008. The survey gathered information about some of the key elements of sales incentive plans, such as plan design, trends in plan changes, plan launch and communication, and plan governance.
Key survey findings:
- The most prevalent base/variable pay mix reported for all sales roles in organizations is 80/20 (18 percent), followed by 70/30 (16 percent) and 60/40 (14 percent).
- Pay mix varied considerably based on sales roles. The most prevalent pay mix reported for new account sellers was 50/50 (22 percent), with the next two most common pay mixes for this role being 40/60 (16 percent) and 70/30 (14 percent). Field applications engineers, on the other hand, were the most likely to have no pay at risk (14 percent) or 90/10 (19 percent).
- The top three roles to lead the design process for the sales comp plan are sales management (42.5 percent), compensation specialists (31 percent) and sales operations (10 percent). HR generalists came in fourth with 5.8 percent.

"Our survey results continue to reinforce the importance of the design team in the successful launch of sales incentive programs," Stoeckmann said. "This means a collaborative effort among sales management, human resources and finance. Involving these functions ensures that both the necessary expertise and diverse viewpoints are taken into account in the design process."

A total of 416 respondents participated in the survey; 44 percent of respondents work for organizations with more than $1 billion in sales revenue and more than half (54 percent) work for organizations with 2,500 or more employees.

Journalists may request a complimentary copy of the full survey report by contacting Erin Ryan, e-mail protected
from spam bots or 480-304-6824.

About WorldatWork®
The Total Rewards Association

WorldatWork (www.worldatwork.org) is a global human resources association focused on compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork provides a network of more than 30,000 members and professionals in 75 countries with training, certification, research, conferences and community. It has offices in Scottsdale, Arizona, and Washington, D.C.



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Infohrm Announces Key Themes and Presentations for 2008 European Workforce Planning Summit

London May 29, 2008 – Infohrm, the global leader in full-service workforce planning, reporting, and analysis solutions, today announced the agenda for its upcoming Infohrm 2008 European Workforce Planning Summit to be held June 24 in London. Infohrm has expanded its thought leadership agenda to cover leading-edge discussions highlighting how to integrate workforce planning with the organisation's financial and strategic planning processes

This event will build upon the success of the Infohrm North American Workforce Planning Summit, held May 19-20, 2008 in Las Vegas, which attracted over 120 participants. The London Workforce Planning Summit will incorporate an impressive speaker line-up, with specific presentation topics including:

-Microsoft: Building Workforce Information in Partnership with Finance
-TDC: Implementing Workforce Planning in a high tech company
-Starbucks: Strategic Workforce Planning

Attendees will learn from experts on how to build an integrated workforce planning and analytics capability aligned with the organisation's strategic goals, and receive hands on advice from best practice organisations.

"In partnership with our global membership, Infohrm has identified pressing need to integrate workforce planning activities with financial metrics and mission-critical business processes," said Peter Howes, Infohrm's Chairman and CEO. "The 2008 Summit offers attendees the opportunity to learn from best in breed HR practitioners and reframe workforce planning as a clear organisational imperative."

The Summit will also feature the release of Infohrm's new "What If?" financial modeling application for workforce planning. For the first time, organisations will be able to quantify the implications of various talent management scenarios, comparing the true business impact of employee hiring, development, and retention decisions. Equipped with the new application, Human Resources professionals can now create workforce models and strategic plans with the same analytical power as Finance and Operations.

In addition to the "What If?" functionality, Infohrm's workforce planning application now offers integrated external labour force supply and salary data, such as that provided by the National Statistics Office, the ability to view forecasts by business unit or job family, and competency or FTE-based workforce plans. The entire process is fully automated, enabling rapid deployment and ease-of-use.

The 2008 Workforce Planning Summit also features:

-Optional two-day, post-summit workshop on Workforce Planning
-First UK release of Infohrm's 2008 Workforce Planning Survey results

The Summit (at which registrations are filling up fast), will be held at the Institute of Directors, Pall Mall, London

Go to Infohrm for more information or to register.



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nowHIRE.com Sponsors Webcast Presenting Best Practices in Talent Acquisition

DETROIT – May 28, 2008 – nowHIRE.com, a provider of applicant tracking and hiring management systems, will sponsor a webcast focused on the need for companies to be both creative and compelling in attracting and retaining top talent.

Presented by Zach Thomas, senior analyst with Forrester Research, the webcast is titled
Best Practices in Talent Acquisition and the Applicant Experience and will be broadcast on June 10 at 12:00 p.m. PST (3:00 p.m. EST).

Thomas will provide an overview of how candidates increasingly use online tools to conduct job searches and apply for jobs. Thomas will also present how companies can best focus their talent acquisition processes on the applicant experience, given the current trends of candidates.

In focusing on the applicant experience, he will provide an overview of tools companies can implement to attract the best talent. He will provide an understanding of how companies can develop the best career site for their organizations, leverage Web 2.0 to improve talent acquisition and capitalize on business networks to attract the right candidates.

Thomas will address the importance of integrating an applicant tracking system into the talent acquisition process. He will also present other processes companies should consider for recruiting, including screening and on-boarding tools.

To register for the hour-long free webcast, visit https://www1.gotomeeting.com/register/706503285

About nowHIRE

Since 1998, nowHIRE has been the premier provider of applicant tracking systems for companies of every size and in every vertical imaginable. Their industry-defining solutions feature fully integrated, Web-based recruiting and applicant tracking software modules that allow companies to configure the software to their specific recruiting needs -- whether it be for hourly, salaried, internal, contingent, recruitment-based or any combination thereof. nowHIRE's solutions give clients what they call "Zoom" -— the competitive edge.

Media Contacts

Joseph N Impastato II
nowHIRE
586-778-8491 (x15)
joseph.impastato(at)nowHIRE.com

Gail DeLano
Fisher Vista, LLC / HRmarketer.com
831-685-9700
gdelano(at)fishervista.com

Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-685-9700
asaldana(at)hrmarketer.com



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listed above.

BMI affecting your ROI?

MINNEAPOLIS – May 28, 2008 – Everyone knows that being overweight puts you at risk for certain diseases and health conditions. What is less widely known is how much strain it puts on an employer's bottom line.

Ceridian LifeWorks, a leading provider of health and productivity solutions for businesses, reports that a company's medical and absenteeism costs increase an average of $917 a year for employees who are 30 to 60 pounds overweight compared to their healthy weight counterparts. That number rises to $2,256 for employees who are 60 to 100 pounds overweight.

A Ceridian review of nearly 100 companies shows a workforce with reduced overall Body Mass Index (BMI) can contribute to increased productivity as the health of employee populations improve. BMI is a measurement used to calculate a person's weight to height ratio. A BMI of 25 or greater is considered overweight and 30 or greater is considered obese. Considerable data and research links higher BMI with disease and a greater risk for health conditions such as diabetes, osteoarthritis and heart disease. Data also shows that lowering BMI reduces the risk for these and other conditions.

"Weight management is fast becoming a critical issue for employers as they realize the impact it can have on health care costs and productivity," said Ceridian LifeWorks Senior Vice President and General Manager, Zachary Meyer. "Helping address weight issues and getting the most from your employees isn't as complicated as it seems. There are health management programs that can help employees make everyday behavior changes to help improve their lives and energy — and their productivity at work."

Meyer offers the following tips to employers that want to help employees reach a healthy BMI and maintain it over time:

• Offer a Health Risk Assessment. Encourage employees to learn where they can make healthy improvements in their everyday lives. Health Risk Assessments (HRAs) provide an opportunity to engage employees with a simple and confidential, yet effective tool to get them started.

• Provide active outreach to employees. The HRA is a great first step, but employers can go one step further by engaging employees who respond to the HRA. Active outreach to the highest risk employees helps eliminate barriers and provides guidance with the often overwhelming "What do I do next?" dilemma.

• Offer healthy food and drink options. Offer healthy, low-fat meals in the cafeteria and in vending machines.

• Form walking and exercise groups. Encourage employees to form and join walking groups with teams and coworkers to keep them motivated. Corporate weight loss strategies are effective ways to get people to team together in their weight loss efforts.

• Offer structured programs for weight loss. Look for a program that has evidence-based methodologies and sustained outcomes. There are many health coaching and weight loss programs available for employers to chose from, but few offer strong mechanisms to drive behavior change and offer long-term return on investment.

• Consider incentive-based programs to motivate reluctant employees. Employees love a challenge and opportunity to see their success rewarded. Offer employees small rewards for reaching weight-loss goals. Employer-sponsored programs often realize double or triple active participation when health coaching is linked to incentives for achievement. Incentives at all stages of the weight loss process are particularly effective in helping people hit their targeted goal.

• Incorporate weight-loss activities into business and team-building events. Encourage employees to bond with a physical activity like an afternoon bowling event or by having a walking meeting.

• Offer yoga or Pilates classes during lunch. An in-house fitness class is much easier for employees to attend on a regular basis. It also allows employees to experience an exercise class they might have been reluctant to try on their own.

About Ceridian
Ceridian is a business services company that helps its customers maximize the power of their people, lower their costs and focus on what they do best. The company's suite of innovative managed human resource solutions includes payroll and compensation, employee benefits administration, staffing, compliance, HR administration and employee assistance programs (EAP), work-life and health and productivity solutions. Through its Comdata and Stored Value Solutions (SVS) subsidiaries, Ceridian is a major payment process and issuer of credit cards, debit cards and stored value cards, primarily for the trucking and retail industries in the United States. Ceridian serves businesses and employees in the United States, Canada and Europe. For more information about the human resource outsourcing company's comprehensive array of solutions, visit www.ceridian.com or call (800) 729-7655

# # #



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Perth Leadership Institute Issues Alert on the Oil Crisis and HR/Leadership Development Response

(Gainesville, Florida, May 27, 2008) The Perth Leadership Institute (http://www.perthleadership.org/), the industry leader in business acumen assessment and development programs, today announced that it has issued an
target="_blank">alert on the oil crisis suggesting possible responses that can be taken by human resources and leadership development that can help their companies respond to it. The alert provides suggestions and recommendations that can be adopted rapidly.

According to Dr. E. Ted Prince, Founder and CEO of the Institute, "The current oil crisis is already disrupting business models in many if not most companies and will have deep industry and economic impacts in both the short- and the longer-term. It is imperative that leaders of human resources and leadership development organizations in companies start taking immediate actions to adjust human capital strategies to respond to the current crisis and prepare for the long-term changes in business models that will result from it."

The Perth Leadership Institute has developed innovative approaches to
target="_blank">leadership styles and financial impacts based on its research into business acumen. These form part of its
target="_blank">business acumen assessment and development programs for managers and executives. It has developed business acumen assessment instruments such as the Financial Outcome Assessment®, used by executives and managers to develop increase their financial and valuation impact.

The Perth Leadership Institute was founded in 2002 in Gainesville, Florida, by Dr. E. Ted Prince to carry out research into the linkages between behavior and company financial outcomes. Its programs are targeted at executives and managers and are used for leadership and executive development, talent management and to improve individual and team financial performance at the middle and senior levels of organizations.

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

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




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The new wave of job seekers must update their search mind-set, notes job expert.

May 27, 2008 New York, NY –Just a few years ago, campus interviews put many people into the very firm that just let them go observed Robert Graber, the founder of online recruiting firm,
target="_blank">WallStJobs.com. "Those college interviews coupled with the overall economic expansion at the time made it relatively easy to get situated," he said. "Even second-job transitions were often facilitated as the result of an unsolicited contact by a recruiter, so this crop of recently laid off professionals have not had a traditional, across-the-desk, hiring/job hunting experience since they were wearing their first business suit at college."

Graber offered some tips on job-search re-education in today's tougher employment climate:

- The odds have changed.
In the past, it was not unusual to get several employment inquiries and assume that these were just the tip of the iceberg so you could be somewhat complacent about making a career decision. Now there are fewer firms looking to hire so don't think that the first interview you get is just the start of many others. It may be the only one you get for some time.

- Different is better.
You will now almost certainly be competing with many other similarly qualified candidates, perhaps even some from your own firm. Be sure to emphasize what makes you unique in your cover letter. Did you receive commendation for a particular assignment? Were you the lead person in a team? Have you published a paper or spoken as an expert in your field? You get the idea.

- A moving experience.
Firms from out of the area may be the most interested in your background. Commuting costs have steadily escalated over the years and you may be forced to relocate to minimize these expenses. Be prepared.

- No summertime snooze.
Do not take time off from your job search during the summer. Network constantly. Prepare business cards with your name, email, cell and home phone numbers to hand out when appropriate. Schedule your day to include research on potential employers, calling contacts and updating your profiles at alumni offices and trade associations.

And finally, "If you haven't done so already, be sure your Blackberry or iPhone answering message is current and professional," said Graber. "It is easy to forget to update an older announcement and with interviewing costs rising, you can be almost certain that the first contact you get from a new employer will be via the phone. Be certain your answering announcement reflects a corporate demeanor and of course, be sure to respond promptly to any inquiry."

About the company:
target="_blank">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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Jobscience Adds State-of-the-Art Job Posting Feature to ATS products

San Francisco, CA and New London, CT. – May 27, 2008 – Jobscience, a leader in human capital solutions and services, and JobTarget, a leading online provider of recruitment advertisement and job posting management systems, announce the integration of JobTarget's
target="_blank">OneClick™ job posting distribution system with Jobscience's applicant tracking systems.

Founded in 1999, Jobscience has a vast portfolio of automated applicant tracking and management solutions that integrate key hiring and employee management functions through a central web interface. This new integration of JobTarget's OneClick system will streamline the hiring process for HR managers and recruiters, provide them with easy access to highly qualified candidates, and substantially decrease their overall hiring costs.

In addition, integration of JobTarget's OneClick will give recruiting managers and their staff a seamless way to identify suitable niche job boards for their job postings and post jobs to multiple job boards with just 'one click' of a button. Simplifying the job posting process allows HR and Recruiting Managers to better target their recruitment advertising dollars and save significant time and money.

"Adding
target="_blank">OneClick to our already feature-rich applicant tracking systems creates a significant competitive advantage. We are extremely optimistic about this partnership and our ability to continue to provide added-value features for our clients," said Ted Elliott, CEO – Jobscience.

About JobTarget
JobTarget provides state-of-the-art job board technology to over 1200 professional and industry-specific, diversity and regional job boards. JobTarget provides HR managers and recruiters with an extensive selection of niche job board recruitment options. This network of job boards, in addition to thousands of other popular sites like Monster, CareerBuilder and HotJobs, are all available through the OneClick portal for a one-stop job posting solution. Employers and recruiters can post their jobs to virtually ANY job board on the Internet through OneClick!

About Jobscience

target="_blank">Jobscience, a market leader in human capital solutions and services, 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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Rideau Recognition Solutions commended at RPI awards

Montreal, Quebec and New York, NY, April 21, 2008 – Rideau, leader in web based global recognition programs, and its subsidiary the Recognition Management Institute, were applauded for their contribution and services to Recognition Professionals International and its eleventh annual conference.

This year's theme was the environment; as a consequence, each speaker was given an RMI framed certificate thanking them for their participation as well as certifying that 15 trees had been planted in their name through the American Forests organization.

Lisa Massiello, Recognition Professionals International Board Member and Conference Chair, said of the speaker gift, "Generosity from our partners has allowed RPI to become the organization we know today. I can only hope this gift, for such an important cause, will inspire others to pay it forward."

Further, Recognition Professionals International also recognized Roy Saunderson, author, teacher and speaker and president of Rideau's subsidiary the Recognition Management Institute. Roy received the "2008 RPI Spotlight Award" for above and beyond behavior; for continuously adding value to the Association; and for his exemplary dedication toward Recognition Professionals International. The award exists to encourage volunteerism and involvement within the Association.

Roy Saunderson said of the award, "I couldn't be more touched. My lifework is teaching others how to recognize; sometimes it's a little surprising to be recognized myself! All I can say is thank you, and thank you again."

In between receiving this award and launching his book "GIVING the Real Recognition Way," Roy conducted two breakout sessions called "To Infinity and Beyond! - Recognition Management Training Beyond the Workshop." There, Roy taught practical tips for managers to be able to genuinely recognize their staff for increased employee engagement, productivity and reduced turnover.

Rideau's own Gord Green, EVP Recognition and Reward Strategy, also taught some of his secrets on the difficulties of recognizing the different generations within the workplace. Gord also introduced Richard Lytwynuk's recognition cartoon Thanks But No Thanks, designed to add a little spice to any rewards program.

The conference is an annual Recognition Professionals International event, organized for employers from all industries, levels and departments including human resources, benefits, compensation and management professionals from around the world to meet and network with their peers and learn how to develop effective employee recognition systems that enhance employee engagement and performance.

About Rideau
Rideau's Technology Enabled Services enhances all of the relationships that impact business performance through a comprehensive suite of rewards and recognition products. Rideau's Human Capital Management (HCM) offerings include performance awards that reinforce excellent work habits and celebrate achievement and service awards that commemorate loyalty. It's a unique, bundled approach that has caught on among many of the Fortune 500 and leading HRO providers. From RBC to Boeing and from H&R Block to Bell Canada, global businesses of all sizes use Rideau's rewards and recognition solutions to reduce turnover and engender loyalty. For more information, please go to http://www.Rideau.com or call 1.877.789.0449, extension 242.


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National Council on Aging Poll Shows Americans Want Congress to Protect Poor Seniors from Rising Medicare Costs This Year

Washington DC - May 23, 2008 - Many older Americans, especially those with limited incomes and resources, are already struggling with increased food and gasoline prices. They should not need to worry about rapidly rising Medicare premiums or how they will be able to afford their health care costs, according to the National Council on Aging (NCOA).

A telephone poll conducted by Harris Interactive for the NCOA found that 89 percent of adults aged 18 and over believe that improving programs to protect low-income seniors against rising Medicare costs should be a top priority for Congress this year.

"Regardless of age, income, or party identification, the vast majority of Americans believe that Congress should improve Medicare this year to better protect seniors in greatest need against these rising costs," said Howard Bedlin, NCOA vice president of Policy and Advocacy.

The poll was released in conjunction with a Senate Special Committee on Aging hearing today, Seniors At Risk, Improving Medicare For Our Most Vulnerable, highlighting the need for Congress to make improvements to Medicare low-income assistance programs.

Senate leaders are currently crafting Medicare legislation that is expected to be voted on in June. The bill is primarily designed to increase payments to physicians, which will likely cause additional increases in Part B premiums that have already more than doubled since 2000.

"Protections designed to help beneficiaries with income below about $15,000 with rising out-of-pocket costs, such as Medicare Savings Programs (MSPs), are badly broken and must be fixed," Bedlin added. "There are serious barriers to participation, resulting in enrollment rates estimated to be as low as only 13 percent. In addition, asset eligibility thresholds have not been adjusted to reflect inflation in almost 20 years."

The NCOA/Harris Interactive survey, conducted between May 15-18, found that 91 percent of those polled support simplifying eligibility rules for these Medicare programs to make it easier for low-income beneficiaries to get the help they need. The survey also found that the American public strongly supports proposals that would fix some of the other problems associated with historically low enrollment. Specifically, 86 percent of respondents support raising asset eligibility levels for Medicare low-income assistance programs, and 87 percent support increased funding to find and enroll low-income beneficiaries in these programs.

In an effort to address these problems, NCOA and a diverse group of national organizations representing seniors and persons with disabilities have come together in support of provisions to improve the legislation. In a letter to the Senate released today, over 40 organizations urged Senators to simplify and align low-income assistance programs (including MSPs and the Medicare Part D Low Income Subsidy); improve outreach and participation for those currently eligible; and stop penalizing seniors who did the right thing in putting aside a modest nest egg of savings for retirement by bringing outdated asset limits in line with today's cost of living. Organizations signing the letter agreed that: "Helping vulnerable beneficiaries with income below $15,000 is as or more important than helping doctors with income over $150,000."

The Senate letter also states: "Many poor seniors and people with disabilities on Medicare are eligible for assistance with their health care costs, but continue to face significant enrollment barriers. They are still forced to choose between paying for rising food costs and needed prescription drugs, and between doctor visits and increasing electric bills. We can and must do better."

In addition to NCOA, national organizations signing the letter include: AARP, AFL-CIO, American Association of People with Disabilities, Alzheimer's Association, Easter Seals, Medicare Rights Center, National Caucus and Center on Black Aged, National Multiple Sclerosis Society, National Alliance on Mental Illness, National Committee to Preserve Social Security and Medicare, Service Employees International Union, and United Cerebral Palsy.

Methodology: The NCOA/Harris Interactive telephone poll was conducted within the US between May 15 and 18, 2008 among a nationwide cross-section of 1,004 adults (ages 18+). The sampling error is +/- 3 percentage points.

Founded in 1950, the National Council on Aging (NCOA) has a mission to improve the lives of older Americans. A non-profit organization with 3,700 members, we also have a national network of some 14,000 organizations and leaders that help us in our work. NCOA members include senior centers, area agencies on aging, adult day service centers, faith-based service organizations, senior housing facilities, employment services, consumer groups and leaders from academia, business and labor. Our programs help older people remain healthy and independent, find jobs, increase access to benefits programs, and discover meaningful ways to continue contributing to society. Please visit our website at: www.ncoa.org

Contact:

Scott L. Parkin
202-479-6975 (office); 202-657-2894 (cell)
scott.parkin(at)ncoa.org

###


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New RPO Group eBook Uncovers Worlds Best Kept Recruitment and Talent Management Secrets

Sydney, Australia – Tuesday, May 26, 2008 – Recruitment process outsourcing specialist RPO Group gives HR and business leaders battling to attract and retain quality staff a new tool to win the talent war: a new eBook titled "5 Secrets of Talent – What the World's Best Organisations Don't Want You to Know About Recruitment & Talent Management."

The eBook, available as a free download at rpo group's homepage, is a strategic resource for C-level and Human Resource executives, highlighting the changes taking place in the talent market, and the recruitment and talent management strategies leading organisations already use to win.

The eBook explains that the best organisations in the world get that way because they have a unique business process to attract and retain the best. From how to manage your in-house recruitment team to your Employer Brand and Value Proposition to how you structure your recruitment process, it clarifies how #1 Organisations = #1 Recruiters.

"Leading organisations like Google, GE and Microsoft know that to be the undisputed Number 1, they must have the best talent to start with. So they do anything and everything to make it happen. To them, getting the best talent is a business process, an organisational priority, a mantra, an ethos, an obsession," explained Liam Ovenden, Managing Director and founder of RPO Group and author of 5 Secrets of Talent. "In these organisations, anything other than Number 1 will not do. They don't just want their share of success – they want everyone else's share as well. 5 Secrets of Talent is a must-read for any ambitious company looking to win in today's ultra-competitive talent market."

Ovenden brings nearly two decades of experience in business and HR together in this timely piece, packed full of practical, real-world success strategies.

The recruitment and talent management secrets of the world's best organisations include:

Secret #1: A business goal has a recruitment goal.
Secret #2: Measure twice. Cut once.
Secret #3: Who is your customer?
Secret #4: Management & metrics – focus your activity.
Secret #5: Open all the taps – control time, cost, quality and quantity.

Download 5 Ssecrets of Talent for free by visiting http://www.rpogroup.com.au/index.cfm/page/261

About RPO Group
RPO Group (www.rpogroup.com.au) is an Australian leader in recruitment process outsourcing and in-house recruitment strategy.

Since 2005, companies ranging from Fortune 500 to ambitious and fast growing medium-sized enterprises have partnered with RPO Group to improve internal recruitment performance and compensate for insufficient HR resources in an extremely talent-scarce Australian market place.
Our services provide HR and business leaders cost-effective, fully-managed staffing functions inside their company which free them up to focus on growing their enterprise in the knowledge that the right people will be there at the right times for the right cost to deliver their corporate vision. Services include:

Recruitment Process Outsourcing / PulseCheck™ recruiting diagnostic / Employer branding & reputation management / Recruitment Technology selection & implementation / Talent Process review & redesign / Recruitment Campaigns / Talent assessment & organisational profiling



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Never Screen a Resume Again: Hire Insight Enables Companies to Outsource the Most Tedious Steps of the Hiring Process

Calgary, AB / May 21, 2008: Although most hiring managers would agree that selecting the right employees is the key to building a successful business, nearly all wish they could avoid the time, costs and frustration required to screen and evaluate suitable candidates.

In response, Hire Insight Group has developed a program that allows employers to outsource all of the most tedious steps in the hiring process and receive a shortlist of only those with the best potential to become top performers (i.e., those who contribute 48% to 120% more than the average employee).

The program was developed in response to common employer complaints and research that showed the considerable time and cost required to find and shortlist a pool of applicants using traditional methods -- anywhere from nine to 15 weeks for professional, managerial and executive positions, with the entire process costing between $17,000 and $43,000. Many employers have found these statistics to be fairly conservative and an underestimate of investments that will soon be required as the number of available applicants decreases in the wake of massive baby boomer retirements.

The majority of service providers have responded by developing automation technology (e.g., applicant tracking systems), but firms like Hire Insight are going further – allowing employers to outsource most of their hiring process to a team of assessment experts who will run all applicants through a proven screening and evaluation program, tailored to client needs. The result is a shortlist of only the most capable individuals, with comprehensive information on candidate success and potential provided by people who can best predict employee performance.

"Technology providers are performing a great service, in terms of saving administration time, but they do little to increase employer confidence," says Chad Hayward, Assessment Director for the Hire Insight Group. "Hiring managers want much more than a faster way to screen resumes. They want quality information to help them make the right hiring decision, quickly and confidently."

Instead of providing the next piece of automation technology, Hire Insight allows companies to outsource their entire screening and evaluation process to experts in the field of employee assessment who have access to the latest tools and methods. The result is a significant savings of time and money, and much greater confidence in candidates' potential for success.

The high level of dissatisfaction among hiring managers suggest that there is real opportunity for companies who offer this type of solution. When DDI and Monster surveyed 628 staffing directors and 1,250 hiring managers in 2007, fewer than half stated that they were satisfied with current selection systems. At least two-thirds expressed dissatisfaction with the efficiency of hiring systems, even with access to automation technology to help organize and track applicant information.

Other key issues included an overreliance on traditional methods like application forms, manual résumé screening and background checks – techniques that research indicates are very time-consuming and poor predicators of job success. More than 250 staffing directors planned to significantly change their selection practices within two years of the survey, potentially looking to firms like Hire Insight to provide a more efficient and effective alternative.

About Hire Insight

Hire Insight is a firm of assessment professionals that helps clients throughout North America quickly identify candidates with a high potential for job success. Ultimately, selection decisions are made in a fraction of the average hiring time and with a much higher level of confidence in candidates' future performance than would be the case with traditional methods or other third-party agencies.

The key to the firm's success is its rigorous candidate screening and evaluation program, which can be completed on applicants anywhere on the continent, and includes objective and professional assessments of cognitive ability, expertise and experience, work-related personality traits, motivation factors, and development needs. All of this information is then verified by experts through structured behaviour-based interviews and 360-degree feedback from candidates' former superiors, peers, clients, and direct reports. As a result, only the very best candidates in a particular field are presented to clients for consideration.

For more information, visit www.hireinsightgroup.com


Contact: Chad Hayward
Phone: (403) 698-5609
995 New Brighton Gdns SE
Calgary, AB T2Z 0A2

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Interaction Associates to participate in Babsons International Conference on Management Education June 11-14

Andy Atkins, Director of New Ventures for Interaction Associates, Inc., will speak on emerging trends for management education from the corporate perspective during the upcoming Babson College International Conference on Management Education. Babson College will host OBTC 2008: Teaching Conference for Management Educators June 11-14, 2008, at Babson College, Wellesley, MA.

"Emerging trends in leadership development is a particularly relevant topic, given the looming US demographic crisis and the significant social impact that corporate leaders have in a global economy," Atkins said. "Since we develop leaders globally at Interaction Associates, we have the luxury of personal contact with many top business leaders. We are not only witnessing, but facilitating, an ongoing shift in business leaders' styles and core competencies."

Atkins will participate in a panel discussion on emerging trends in the future of management education Friday, June 13 from 4:15-5:30pm. Fellow panelists include Linda Arsenault, Blue Cross Blue Shield of Massachusetts, John Ferrie, Bose Corporation, and Larry Kaye, Fidelity Investments. James M. Hunt will moderate.

Atkins and the other panelists will explore promising needs and future trends of management education within business, and how this might impact what and how academic institutions teach in their executive programs. They will discuss the emergent leadership and management topics in executive development programs. They'll look at what new skills executives are seeking out in new hires and experienced managers.
OBTC 2008 is the annual conference of OBTS: Teaching Society for Management Educators, held each year at a different institution. Over 300 academics and practitioners are registered to attend the peer-reviewed, interactive sessions on innovative teaching, classroom technology, and curriculum development, as well as panels with business leaders and exhibits by major textbook publishers.

About Interaction Associates
Interaction Associates, Inc. (IA) is a leading global innovator of proven solutions for improving performance through the power of human collaboration. IA has 40 years' experience helping hundreds of companies and organizations around the world. IA helps organizations build the needed collaborative capability to produce extraordinary results, improve critical business processes, and create and maintain trusting and productive work relationships.




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WorldatWork Conference Keynoter: Age of Innovation Requires New Talent Management Strategy and Employee Skills

For Immediate Release

WorldatWork Conference Keynoter: Age of Innovation Requires New Talent Management Strategy and Employee Skills

May 21, 2008 – Jonas Ridderstråle, Ph.D., who is at the forefront of a new generation of European-based business gurus, today urged companies to develop a fresh set of employee skills: hope, confidence and loyalty. To achieve this, Dr. Ridderstråle said, employers must share a dream, not a "five-year plan" as it is the dream that attracts, motivates and keeps people committed to a cause.

Dr. Ridderstråle, from Sweden, made the remarks during his keynote speech today attended by nearly 2,000 total rewards executives at the WorldatWork Total Rewards Conference & Exhibition at the Pennsylvania Convention Center in Philadelphia.

Dr. Ridderstråle said universities usually teach and research negative deviance, but would be wise to include instruction in positive deviance. "As businesses compete on the basis of innovation, they need to hire employees who are innovative, meaning companies must learn to accept deviance…positive deviance," he said.

"Management, as we've defined it for 100 years, has been about stamping out deviance," Dr. Ridderstråle said. "That was efficient when business was focused on perfecting the known. But now, business is focused on creating the unknown. This requires a shift in your talent management strategy."

Dr. Ridderstråle, who holds a doctorate and a master's degree in business administration, is currently a visiting professor at Ashridge Business School in the UK. Previously, Dr. Ridderstråle was an assistant professor at the Stockholm School of Economics. He is the author of numerous books, including Re-energizing the Corporation: How Leaders make Change Happen, Karaoke Capitalism: Management for Mankind and Funky Business: Talent Makes Capital Dance.

For more information on the 2008 WorldatWork Total Rewards Conference & Exhibition in Philadelphia, May 20-23, visit www.worldatwork.org/philadelphia2008.

About WorldatWork®
The Total Rewards Association

WorldatWork (www.worldatwork.org) is a global human resources association focused on compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork provides a network of more than 30,000 members and professionals in 75 countries with training, certification, research, conferences and community. It has offices in Scottsdale, Arizona, and Washington, D.C.


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Performance Programs Helps Companies Define What's "Normal" in Employee Surveys

[Old Saybrook, CT/ May 21, 2008] -- Employee survey benchmarks, or norms, provide a critical frame of reference when human resources professionals try to interpret survey results. Performance Programs now provides an updated and expanded database of industry norms—available to companies whether or not they choose Performance Programs to conduct the survey.

Trying to define a "normal" workplace is as difficult and unpredictable as describing a "normal" child, according to Paul M. Connolly, Ph.D., president of Performance Programs, Inc., a human resources research firm that has conducted hundreds of employee surveys worldwide.

"We have learned that while there is no way of defining 'normal' workplaces, there are average or predictable responses to certain questions or groups of questions on employee surveys," says Connolly. "Most companies, for instance, have a hard time getting high ratings for internal communications or for career development."

Connolly defines high ratings as more than 67% favorable or highly favorable ratings of a statement such as: "There are adequate advancement opportunities for employees at my level."

"Even the best managed firms have a hard time reaching 67% favorable ratings on career advancement," says Connolly.

Performance Programs recently updated its norm database, which was started in 1997 and has nearly 100,000 responses for most of 85 questionnaire items. Employers can obtain norms for general business or for one of 16 industries and categories, including nonprofits. Multinational organizations are well represented in the database.

Reports include the mean, standard deviation, frequency distribution, and number of respondents on which the norm is based. Norms are available whether Performance Programs performs the survey or not. There is no minimum purchase. A 50% discount is offered to employers who share their survey data with Performance Programs for inclusion in their Employee Feedback Database. Identities of organizations in the database are kept confidential to PPI.

Employee survey benchmarks or norms are very valuable when human resources professionals try to interpret survey results. "Norms help you judge whether results are high or low compared to other organizations," says Connolly, who encourages organizations to repeat their surveys several times and develop internal norms. "Even if you find certain items disappointingly low, you may find your organization outranks many other organizations. Outside norms are especially important for a first-time employee survey."

Sample industries and categories in the Performance Programs database include: General Business (entire database), Multinationals, Consumer Goods, Finance, Food and Beverage, Government, Heavy Industry, High Tech, Light Industry, Medical/Healthcare, Nonprofits, Professional Services, Professional Sports Organizations, Recreation/Entertainment, Transportation and Connecticut firms.

Interested employers and human resource consultants can also purchase a preview of PPI's norm data in the book and CD combination, Employee Opinion Questionnaires: 20 Ready-to-Use Surveys that Work. In addition to 20 employee questionnaires, the book provides 30 of the most frequently asked questions, along with their norms. A complete list of 700 questionnaire items is available in The Employee Survey Question Guidebook.

For more information, call Performance Programs at 1-800-565-4223

http://www.PerformancePrograms.com.

Email

*Media Contact: Kathy Connolly, 1-800-565-4223


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Small Businesses Are Less Likely to Use Flexible Schedules, Reports Achilles Group Survey

Small Businesses Are Less Likely to Use Flexible Schedules, Reports Achilles Group Survey

Findings reveal small businesses typically fail to take advantage of alterative schedules to improve employee retention

HOUSTON, TX (May 21, 2008) – Approximately one fifth of firms with less than 100 full-time employees offer alternative or flexible scheduling as a retention tool, according to a new Achilles Group survey of small businesses. The findings are a marked contrast with the latest National Study of Employers, which found that more than 68 percent of organizations of all sizes offer at least some of their employees the option to work an alternate schedule.

The most common alternative scheduling method reported for small businesses was the use of flexible work schedules. Within this group most companies allowed flexible start and stop times. Other alternative schedules included the 9/80 schedule or some modification. The 9/80 schedule allows employees the ability to work 80 hours in nine days, resulting in the employee receiving alternate Fridays off.
A variety of alterative schedule options do not affect salary, benefits, or time frame for career advancement including flextime, flexible schedules (compressed work weeks), and telecommuting.

The research findings suggest that small companies have significant opportunities to increase their employee retention and satisfaction by simply allowing a small amount of flexibility in their work schedules. The survey data is based on information from 52 Achilles Group clients. Download the research brief at: http://www.achillesgroup.com/ResourceCenter_tips.php

About Achilles Group
Achilles Group (www.achillesgroup.com) becomes the HR Director for small and mid-sized businesses with 25-2,000 employees. Through a HR Shared Services model, Achilles Group provides human capital expertise for about half the cost of hiring an internal HR director.
Typical clients include executives looking for an alternative to building an HR department and companies outgrowing their current HR capabilities. Started in 2002, Achilles Group provides strategic HR services in support of business goals for more than 17,000 client employees in over 30 states.

Media Contact:
Charles Bedard
281.469.1800

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VANDOVER ANNOUNCES ANGELA KAISER AS BUSINESS DEVELOPMENT COORDINATOR Leader in Relocation Assistance and Career Transition Strengthens Client Suppo

St. Louis, MO (May 20, 2008) – Vandover, a leading provider of career management and relocation transition assistance, announced today the promotion of Angela Kaiser to Business Development Coordinator. In this role, Kaiser will be a central member of Vandover's marketing, business development, and account management teams to serve as an additional direct point of contact for Vandover's corporate clients and third party partners. This addition to Vandover's team further ensures personal, prompt, and proactive attention.

"Angela's promotion is another step in further bolstering Vandover's Account Management and Business Development efforts," said Margery Marshall, Vandover's President. "In a busy work environment, professionals don't have time to leave voicemail messages and wait for a response. As Vandover continues to grow, our client organizations can remain confident that when they need immediate attention, they'll be able to reach a member of a dedicated team of experts who are ready to assist them."

In addition to focusing on the needs of corporate clients and partners, the Business Development Coordinator will play a vital role in external communication and marketing efforts by executing numerous initiatives to broaden Vandover's messages and audiences.

"I am very excited to begin my new role and am eager to develop a lasting relationship with our corporate clients and partners," said Kaiser. "By having yet another direct link to Vandover's thought leadership and innovative solutions, our clients and partners can count on the results they need."

Kaiser holds a bachelor's degree in business management from Webster University, and a minor in website development. Before joining Vandover as a member of the operations team in 2007, she held positions in the travel and retail industries.

Vandover is a St. Louis-based career management and relocation transition firm that provides global relocating spouse career assistance, relocating employees and family lifestyle settling-in assistance, and outplacement services for corporations, organizations, and government entities. Visit their website at http://www.vandover.com.


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i4cp Survey Finds Over Half of Employers Lack Leadership and Education on Workplace-Diversity Matters

SEATTLE, WA (May 21, 2008) – A recent study by the Institute for Corporate Productivity (i4cp) found that 53% of companies do not sponsor diversity training in their organizations, 66% do not have specific diversity councils to serve as a watchdog on issues including race, gender, and sexual orientation and 77% do not have affinity groups in place to support minorities.

The study also found that 68% lack a high-level executive who oversees diversity initiatives. And 65% of respondents admit their organizations do not have a global diversity strategy .
"Many employers seem to think of diversity and inclusion as simply an EEOC compliance issue," said Eric Davis, i4cp's Associate Editor. "Employers need to view diversity and inclusion as an important strategy for developing talent. Organizations embracing that concept are more likely to have top-down diversity policies, which include accountability."

According to the survey, when diversity programs are in place, accountability for diversity strategies tends to start at the top. When asked how leaders are held accountable for driving diversity in their organizations, 31% of respondents said CEOs are subject to annual diversity reviews. Twenty-three percent of those surveyed said their CEO's compensation is tied to how well the chief executive carried out the organization's diversity strategy. However, nearly 20% of respondents say their top leadership is not held accountable for ensuring diversity.

Of those companies that have "diversity teams" in place, 39% say the teams devise diversity strategies for the company, and 33% percent of teams offer companywide diversity training and education.

The Taking the Pulse: Diversity and Inclusion survey – which polled 206 organizations – was conducted by i4cp, in conjunction with HR.com, in March 2008. The full results of the survey are now available exclusively for i4cp corporate members.

About i4cp, inc.

i4cp is the world's largest private network of corporations focused on improving workforce productivity. Our vendor-free community facilitates innovation by giving our members – among the largest and most respected organizations in the world – access to:

1. Peers to spark new ideas and prevent "reinventing the wheel"
2. Research to enable members to understand current practices and next practices
3. Tools to put ideas and research into action
4. Technology to enable members to easily access tailored information and execute workforce strategies.

With more than 40 years of experience and the industry's largest team of human capital analysts, i4cp is the definitive destination for organizations seeking innovative ways to improve workforce productivity. For more information, please visit http://www.i4cp.com/ .

# # #

Contact:

Greg Pernula
Director of Research Services, i4cp, inc.
e-mail protected from spam bots
(727) 345-2226

Bill Perry
i4cp, inc.
e-mail protected from spam bots
(614) 975-7538



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Senior Care Marketers Slow to Leave Old-Fashioned Tactics, Reveals New Research Report from SeniorCareMarketer.com

CAPITOLA, Calif. / May 21, 2008— The much-hyped "aging of America" has arrived, but many suppliers of senior care products and services are unprepared for the intense marketing competition about to take place. A new research report examines the latest trends and best practices for marketing to the senior care industry in 2008.

The report is titled, Trends in Senior Care Marketing: Where Suppliers Spent Marketing and PR Dollars in 2007, and What's Ahead in 2008. It represents a broad spectrum of senior care companies, including home care, senior housing, medical, physical therapy and pharmaceutical, and other specialties. Data is based on responses from a diverse group of senior care suppliers collected during Q4 of 2007.

Key topics in the report include:
- What marketing and PR activities were most important to senior care suppliers the past year, and their budgeting plans for the next 12 months;
- How senior care suppliers measure the success of their marketing and PR;
- Who and what suppliers rely on to stay knowledgeable about the marketplace;
- How optimistic suppliers are about the overall health of the senior care marketplace.

The report found that blogging and pay-per-click advertising have yet to catch on with many senior care vendors, many of which are operating with limited marketing budgets. Most respondents prefer traditional marketing methods such as print advertising, trade show exhibits, print press releases and direct marketing, although search engine optimization and direct e-mail marketing are making strong inroads.

The report comes at a critical time for suppliers: the senior care market is booming and the effects of this demographic shift will be felt for decades. Among 78 million U.S. baby boomers, roughly one-third will be 62 years old or older by 2013, says the American Association of Retired Persons (AARP). People 65 years and older represent the fastest-growing age group in the United States; by 2030, one of every five Americans will be over the age of 65.

To download a free copy of the report, visit: http://www.seniorcaremarketer.com/downloads.htm

According to Mark Willaman, president of Fisher Vista, LLC, the owners of SeniorCareMarketer, it's a challenge to reach the buyers of senior care products and services, considering the vast array of purchasing influencers: family caregivers, social service agencies, hospitals, geriatric care managers, pharmacists, physical therapists, home health care, residential facilities and more. Moreover, senior care vendors generally lag behind other industries in terms of Internet marketing knowledge.

"The Internet is dramatically changing the marketing landscape—yet we don't expect to see major differences in senior care marketing and PR activities over the next year," said Willaman. "While the marketing sophistication of many healthcare companies is as impressive as any industry, many vendors in the senior care marketplace have limited or no marketing budgets."

"What continues to catch our attention," he added, "is a steady breakdown of the barriers between traditional disciplines and the convergence of Internet and Web 2.0 marketing practices."

About Fisher Vista, LLC / SeniorCareMarketer.com

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 the Fall of 2008 and will achieve similar results for companies selling products and services relating to the aging of America.

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Secrets to Positive Aging Featured in YouTube Video

Washington, DC, May 21, 2008 – If you've heard that social activities prolong life, a new YouTube video confirms it. Created by the National Council on Aging (NCOA) and the American Society of Aging (ASA), the video features people in their 60s, 70s and 80s talking about their activities at senior centers, with clips of them dancing, exercising and just relaxing with a cup of coffee.

Called The Many Faces of Aging in America, the NCOA/ASA video introduces viewers to older people at Lowcountry Senior Center in Charleston, SC and Aging in America Community Services in New York City. Among the people interviewed, you'll meet Josephine Sciucca of Bronx, NY, who says "I've learned a few things. I mean I never thought I'd be a dancer and I really enjoy it – and I think I'm a pretty good dancer."

In addition to people who frequent the senior centers, the video features interviews with professionals who work with them. "The goal now is to keep older adults healthy, keep them thriving," says Barbara Edlund, an adult nurse practitioner and a professor at the Medical University of South Carolina. "We need to educate – beginning with health professionals – about all of the dimensions of aging so we begin to change our perspective."

The upbeat, 80-year old Nancy Bowlin of the Bronx sums up the feeling of many in the film. "I love the exercise -- yoga, tai chi – everything here I utilize. I really love this place and if it went away it's the death of all of us."

The video was produced by CVS Caremark for the March 2008 Aging in America National Conference of the NCOA and ASA. Click or paste this link in your browser and sit back for an enlightening view of aging: http://www.youtube.com/user/ncoabcu

Contact:
Georgiana Bloom
202-609-6935
georgiana.bloom(at)ncoa.org


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Aspire Hr Celebrates 10th Anniversary

Dallas, TX (May 20, 2008) – Aspire HR, the largest boutique firm dedicated to SAP HR solutions, has recently reached a milestone by celebrating its 10th anniversary.

"Our tenth anniversary is a tremendous achievement for the firm," said Joseph Hillesheim, Founding Partner and President of Aspire HR. "Over the past ten years we have established ourselves as a leader in the SAP HR marketplace by providing a wide range of services and software solutions. We have built an impressive roster of clients by combining cost-effective SAP HR implementations, an innovative approach to HCM technology, and excellent customer service."

The firm was started in 1998 by Hillesheim who had a vision for a different kind of consulting organization that actually delivered real value for its clients and met its commitments. Hillesheim had worked as a "Big 5" SAP consultant, saw how clients struggled through the implementation of their projects, and came to the conclusion that there had to be a better way. He saw an opportunity for a firm that specialized in SAP HR implementations. So, he struck out on his own, gathered together like-minded consultants who shared his passion for making an impact and founded Aspire HR.

In the early years, Hillesheim made a significant investment in developing complete packaged software solutions to reduce the project risks and time spent on complex technical development on implementation projects. Hillesheim saw the tremendous value of this approach for his clients.

"Packaged software solutions reduce client hours on projects," said Hillesheim. "But, more than that, they also radically reduce the risks involved in these efforts."

Today, the company offers a wide range of software solutions addressing a variety of SAP HR technology issues including full legacy historical data conversion. Beyond software, Aspire HR has also revolutionized the models used to deliver SAP implementation services. Hillesheim envisioned a model where senior SAP consultants were centralized and were provided with every version of SAP used to build client solutions. This vision evolved into the firm's Dallas Delivery Center of Excellence (DDCE). Today, the DDCE allows Aspire HR to react quicker to the clients' needs and has created an environment where clients actively benefit from the latest innovations in HR technology.

Over the course of the past ten years, Aspire HR has become a major player in the HCM technology industry. As the largest SAP partner focused exclusively on the needs of the HR marketplace, the company has demonstrated its ability to bring experience and innovation to its clients. At the same time it has built a team of professionals who are able to bring a depth of experience and a wealth of expertise to all of the firm's endeavors.

"Our talent is one of our major assets," said Jason Anderson, the firm's Managing Partner. "We believe that we have created an unmatched team of experts who can address the sophisticated and intricate needs of our client base. Our approach of doing business 'the right way' has resonated with like-minded consultants and enabled us to attract and retain some of the most highly sought after talent in the world and enabled Aspire HR to distinguish itself in the industry."

Having recently relocated to a new corporate headquarters in Plano, Texas, the company has enjoyed major growth in the past three years. The new headquarters location also serves as the home for the DDCE. In addition, the firm has offices in London, Dubai, and Melbourne.
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Paradigm Learning and Expedia to Present at 2008 American Society of Training and Development

The presentation, titled How to Accelerate Your Manager's Learning, will focus on several learning objectives, including the development of a leadership competency model. Participants will learn how to do the following:

• Define the skills and knowledge necessary to develop successful managers and leaders in an organization.
• Translate these skills and this knowledge into a highly effective leadership competency model.
• Develop evaluation criteria for the selection of training partners who will complement the organization's curriculum and in-house expertise.

When Expedia separated from its parent company in 2005, its priorities became standardized manager training, business acumen, and consistent learning objectives across global and company brands. It took Expedia less than two years to successfully globalize its corporate learning function for building management and leadership skills. At this session, you'll hear how that was accomplished.

Paradigm Learning will join Expedia in this presentation to talk about business acumen, business games and simulations, and discovery learning as components of Expedia's overall training strategy.

Please join us at ASTD in San Diego on June 1 for a stimulating interactive presentation.


ABOUT EXPEDIA
Expedia, Inc. is parent company to some of the world's leading travel companies, providing travel products and services to leisure and corporate travelers in the US and around the world. Expedia owns and operates a diversified portfolio of well-recognized brands — including Expedia.com, Hotels.com, Hotwire.com, TripAdvisor, Expedia Corporate Travel, Classic Vacations®, and a range of other US-based and international businesses.

ABOUT PARADIGM LEARNING
Paradigm Learning (www.ParadigmLearning.com) is a privately held company based in Tampa, Fla. Since 1994, it has worked with more than half of the companies on the Fortune 500 list, creating award-winning business games, business simulations and Discovery Maps® to address a company's specific business needs. Its flagship business acumen training program, Zodiak®: The Game of Business Finance and Strategy, has been played by more than one million people worldwide. Other products address such issues as talent management, employee alignment, leadership accountability, building teams, project management and organizational change.




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Managers Inspire Better Performance with Better Employee Performance Reviews, Says Impact Achievement Group

SEATTLE – May 20, 2008 – The annual employee performance review is overwhelmingly disliked by managers and employees alike. Yet with an approach based on clear measurements and communication, the annual review can contribute to increased productivity and moral, according to Impact Achievement Group.

Too often, company managers must rely on generic forms to evaluate staff, measuring characteristics like "team player" and "initiative." Along with being subjective, such characteristics are frequently not the goal.

"Many companies don't differentiate between admirable social characteristics and the goal they want their employees to achieve," said Julie White, Ph.D., senior managing partner of Impact Achievement Group, an industry leader in leadership development and performance management consulting. "Being a team player sounds great, but teamwork is almost always not the goal. It might contribute, but often the goal is much more specific."

For instance, to improve their customer experience, a computer manufacturer may want a more streamlined transition for calls between their front line customer support team and their advanced technical support center. Making that smooth transition as the focus for performance is the goal, and can be more objectively measured and evaluated.

Companies do better when creating an employee performance evaluation process that is driven by specific job requirements. Employees are more motivated when they are evaluated on their contributions critical to their job – not the tasks of the job. Are they increasing their sales? Then the company should evaluate the sales volume, not the number of cold calls or email marketing campaigns.

A key question companies can ask to clarify the job requirements is to continually ask why they have the job. This focuses in on the key contributions for the specific role.

More information on improving the performance evaluation process is described in an article by Dr. White and co-managing partner Rick Tate of Impact Achievement Group in an article in HR Executive Online, "It's Not about the Form!" at
http://www.hreonline.com/HRE/story.jsp?storyId=90796222.

About Impact Achievement Group
Impact Achievement Group (www.impactachievement.com) 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 and co-authors of "People Leave Managers…Not Organizations," Rick Tate and Julie White, Ph.D. are internationally recognized authorities in leadership development, human performance, service quality and communications.


Contact:
Lee Klepinger
888/248-5553
e-mail protected from spam bots

Gail DeLano
Fisher Vista/HRmarketer
831/685-9700
e-mail protected from spam bots




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nowHIRE Provides Definition, Context for Emerging Vertical Markets in Whats an ATS?

DETROIT — May 20, 2008 — nowHIRE.com, recognizing common confusion among prime markets for applicant tracking systems, is offering a free download defining the technology and its application.

Available as a free download at http://www.nowhire.com/nowHIRE_ATS_FAQ.pdf, "What's an ATS?" defines the benefits of automating recruiting and hiring processes. The generic paper is especially helpful for vertical markets with heavy hiring volumes and turnover. Such markets are increasingly recognizing the need to automate, but need guidance on the options available and associated terms.

For instance, the document provides a basic definition of an ATS as a "software application designed to help an organization recruit, filter, sort, access, hire and track applicants more efficiently." Most large companies and 50 percent of mid-size companies use an applicant tracking system of some kind, replacing home-grown spreadsheets and log books.

Still, there remains lack of urgency, interest, education and exposure within markets with volume hiring and retention issues – such as retail and hospitality – that could benefit from automation in tracking applicants as well as ongoing management of their talent. In fact, with such extensive features, many HR professionals refer to their ATS as a "talent management" or "hiring management" system.

These markets of high turnover can use an ATS to integrate the recruiting channel—corporate career sites, online job boards, kiosks in stores and distribution centers—with various employee information. Research indicates such online recruiting methods can reduce the cost-per-hire by 80 percent. Combining this with the ATS' ability to collect and house such information as test scores, completed training, assessments, background checks, job reviews and more, provides the company cost savings as well as a clearer picture of each employee's performance and potential.

The ATS overview also describes the ability of the ATS to provide companies consistent and legally defensible processes for hiring and managing employees, a ready source of candidates for open positions within the company and strategic business intelligence through customizable reports.

Complementing the ATS information paper, nowHIRE has a white paper available for free download, "Going Beyond Applicant Tracking – Best Practices in Talent Management: Factors in ATS Selection" available at http://www.nowhire.com/WhitePapers_Research.htm. The webinar, "Best Practices in ATS Selection," is available at http://www.nowhire.com/webcasts.html.


About nowHIRE

Since 1998, nowHIRE has been a premier provider of applicant tracking systems for companies of every size within diverse vertical markets. Their industry-defining solutions feature fully integrated, Web-based recruiting and applicant tracking software modules. Companies are able to configure the software to their specific recruiting needs—whether it be for hourly, salaried, internal or contingent employees, or any combination thereof. nowHIRE's solutions give clients what they call "Zoom"—the competitive edge.

Media Contact:
Joseph N Impastato II
586-778-8491 (15)
Joseph.Impastato(at)nowHIRE.com

Gail DeLano
Fisher Vista, LLC / HRmarketer.com
831-685-9700
gdelano(at)fishervista.com

Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-685-9700
asaldana(at)hrmarketer.com




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SkillSurvey Named as Finalist in 2008 American Business Awards

Berwyn, PA – May 20, 2008 – SkillSurvey, Inc., the innovator of Web-based reference checking, has been named a Finalist in the Best New Product or Service category in The 2008 American Business Awards(sm).

Hailed as "the business world's own Oscars" (New York Post, April 27, 2005), The American Business Awards are the only national, all-encompassing awards program honoring great performances in business.

The nominated product, SkillSurvey Pre-Hire 360®, automates job candidate reference checking and significantly increases both the quality and quantity of information received. Organizations that have adopted this technology typically generate reports in less than two days and with four or more reference providers responding. In addition to increasing hiring accuracy, the efficiency of the process results in time-savings that can be strategically reallocated.

Over a quarter of SkillSurvey's clients are ranked among the Fortune 500. Joining the commercial clients are non-profits, elementary schools and healthcare organizations that are replacing their phone-based approach to reference checking with SkillSurvey's patent-pending online method.

"Building on last year's Finalist status for Most Innovative Company, we have had an exceptional year which includes a 300% growth in bookings and significant recognition by human resource executives, analysts and educators," said Ray Bixler, president and chief executive officer of SkillSurvey. "Being named as a Stevie Award Finalist highlights our growth and the value of our technology, and also inspires us to continue innovating ways to enable recruiters and hiring managers to improve their quality of hire quality of hire. We thank the American Business Awards and the judges for this recognition."

"ABA entries grew more than 30 percent this year, so being named a Finalist is more of an accomplishment than ever before," said Michael Gallagher, founder and president of The Stevie Awards. "It means that independent business executives have agreed that the nominee is worthy of national recognition. We congratulate all of the Finalists on their achievement and wish them well in the competition."

In addition to being named a Finalist in the Best New Product or Service category, SkillSurvey marketing vice president, Erika von Hoyer has been named a Finalist as Best Marketing Executive.

Stevie Award winners will be announced during the annual gala on Thursday, June 12 at the Marriott Marquis Hotel in New York City. More than 600 executives from across the U.S.A. are expected to attend. The ceremonies will be broadcast on radio nationwide by the Business TalkRadio Network and hosted by Liz Claman of FOX Business Network.

About SkillSurvey
SkillSurvey is the pioneer and leading provider of on-demand reference checking solutions that increase quality of hire and improve recruiting efficiency. Using SkillSurvey Pre-Hire 360™, organizations improve the quality and quantity of information they collect regarding a candidate's past work performance, enabling them to qualify the pool of applicants in a shorter amount of time. This breakthrough, patent-pending approach to reference assessments was recognized by Human Resource Executive® as a Top HR Product of 2007. Information is available at www.skillsurvey.com.

Media Contact:
Erika von Hoyer
VP, Marketing
SkillSurvey, Inc
610-727-4161
evonhoyer(@)skillsurvey.com


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listed above.

Vitruva Raises The Bar For Emerging Job Matching Web Sites

WALTHAM, MA – May 19, 2008 – Career site Vitruva, Inc. today released a next-generation dashboard for high-accuracy job matching. For the first time, job candidates have access to the same power tools that have thus far been offered only to employers.

The current job matching Web sites that use the same subscription business model as traditional job boards have the same bias towards employers that make job boards unpopular among the majority of job candidates. They sell resumes in bulk, limit job candidates to only one profile, restrict the number of skills that describe candidates' work experience, and often compromise candidate's privacy.

"Job matching is the fastest-growing trend in online recruiting, yet tools and privacy protection offered to job candidates are stuck in the job board age," said Jindrich Liska. "Vitruva's dashboard gives job candidates the first comprehensive solution to efficiently advance their professional careers."

Dashboard features include:

Privacy Protection – Vitruva privacy protection for candidates exceeds what other job matching sites offer. Job candidates can not only grant permission to be contacted by an employer or recruiter but also can remove the permission anytime. All permissions are conveniently handled from a centralized candidate permission table.

Instant Score Updates – Vitruva users can change their preferences "on the fly" and instantly see an updated score and rank for all their job matches without tedious profile editing. This is a refreshing improvement over most job matching Web sites, which require job candidates to undergo time-consuming profile editing for even minor changes in their job search parameters.

Multiple Profiles – Vitruva users can have multiple profiles at the same time, similar to having different résumés for different jobs. In each profile, candidates can emphasize different strengths, thereby targeting different types of opportunities.

Unlimited Skills – Vitruva's advanced artificial intelligence engine allows candidates to fully represent their experience without restrictions on the number of selected skills. In contrast, less sophisticated job matching systems force candidates to select a limited number of skills. Those systems inevitably misrepresent those candidates with more experience and richer skill sets, resulting in poor quality of matches.

Instant Feedback – Job candidates are instantly notified about a job match when its score reaches a preset threshold or when an employer shows interest and requests contact information to initiate the interview process. This real-time feedback ensures that job seekers will never miss the next great job opportunity.

A live demo of the Vitruva dashboard is available online at www.vitruva.com.

About Vitruva
Vitruva is a second-generation career Web site that offers intelligent, real-time job matching services to employers, recruiters and job candidates. Job candidates are notified of job opportunities that precisely fit their unique skills, work experience and work style preferences without having to spend time searching for them. For employers and recruiters, Vitruva offers a powerful talent-sourcing system that instantly and efficiently identifies highly qualified candidates. The company was founded in 2006, with headquarters in Waltham, Massachusetts. For more information, please visit www.vitruva.com.


Media contact:
Jindrich Liska
jindrich(at)vitruva.com
phone: 508-735-5777

###



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Workplace Flexibility Means One Thing in the Private Sector, Another in Academia

May 20, 2008 – Workplace flexibility is simple to grasp in principle, but not always as easy to define so that it's clearly understood by managers in all sectors. In the fall of 2007, the Alfred P. Sloan Foundation funded a working retreat on workplace flexibility that was proposed and organized by Alliance for Work-Life Progress at WorldatWork. For the first time, 30 leading practitioners from both higher education and private industry met with the sole purpose of defining workplace flexibility and sharing best practices, triumphs and challenges.

While there were many similarities between the private sector and academia, there was one striking difference. Workplace flexibility in private industry still focuses primarily on scheduling flexibility (e.g., flex time, compressed workweeks, job sharing, part-time work or teleworking). By contrast, higher education institutions are working hard to provide career flexibility and the need to offer:
--Opportunities to stop the "tenure clock"
--Longer-term leaves of absence
--Temporary reductions in workload with no loss of professional status when child birth or family responsibilities arise
--Transitional part-time work after major life events
--Part-time assignments that allow for continued affiliation throughout child-bearing and child-rearing years.

"Workplace flexibility is a large, complex notion," said Kathie Lingle, executive director of Alliance for Work-Life Progress. "It is the one work-life initiative that doesn't require a specific investment in dollars, yet may require an organization to completely reinvent its culture. It is a remarkably inexpensive power tool for creating higher levels of attraction, retention, engagement, productivity … and even wellness."

Workplace Flexibility: Innovation in Action compiles resources and best practices contributed by retreat participants from the following organizations:

Accenture
Alliance for Work-Life Progress
American Council on Education
Bristol-Myers Squibb
Cornell University
Corporate Voices for Working Families
Duke University
Ernst & Young LLP
Families & Work Institute
FlexPaths
IBM
Iowa State University
J.P. Morgan Chase & Co
KPMG LLP
Lehigh University
Marriott International, Inc.
Penn State University
Prudential Financial, Inc.
Roundtree Consulting
RSM McGladrey Inc.
University of California - Davis
University of Florida
University of Illinois at Chicago
University of Kentucky
University of Pennsylvania
University of Washington
WFD Consulting
Work + Life Fit, Inc.
WorldatWork

Workplace Flexibility: Innovation in Action. WorldatWork Press. 2008.
Softcover. ISBN: 9781579631918
e-book: Complimentary to the public

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

About WorldatWork®
The Total Rewards Association

WorldatWork (www.worldatwork.org) is a global human resources association focused on compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork provides a network of more than 30,000 members and professionals in 75 countries with training, certification, research, conferences and community. It has offices in Scottsdale, Arizona, and Washington, D.C.
About Alliance for Work-Life Progress®
Alliance for Work-Life Progress (www.awlp.org) is dedicated to advancing work-life as a business strategy integrating work, family and community. An entity of WorldatWork, AWLP defines and recognizes innovation and best practices, facilitates dialogue among various sectors and promotes work-life thought leadership.

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listed above.

Morehead Webinar Presents Survey Instrument for Nursing Magnet Recognition Program

Morehead Webinar Presents Survey Instrument for Nursing Magnet Recognition Program

Morehead discusses how to leverage employee survey data to meet Magnet Recognition Program requirements

CHARLOTTE, N.C. – May 20, 2008 – The human capital research firm Morehead will host a webinar on Tuesday, June 3, 2008 at 1:00 p.m. eastern time titled "How to Leverage your Employee Survey Data along the Magnet Journey."

Developed by the American Nurses Credentialing Center (ANCC), the Magnet Recognition Program® recognizes health care organizations that provide nursing excellence. The Magnet program also provides a valuable framework for developing successful nursing practices and strategies.

Organizations recognized by the Magnet Recognition Program or looking to achieve the Magnet status typically may be using multiple employee survey instruments. Morehead's David Rowlee, Ph.D., vice president of Research & Development, and Robin Sanders, M.A., vice president of Business Development, will discuss how to use a single employee survey instrument that provides the reports and normative information required by ANCC's Magnet Recognition Program, while also meeting broader needs for comprehensive employee feedback. They will present the key benefits to using a single survey to measure employee satisfaction and commitment among registered nurses and other employee groups.

To sign up for the free hour-long webinar, visit http://moreheadassociates.com/events/contents_event52.html

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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Recession is No Obstacle for New Company and Product Launch

May 20, 2008, Hillsdale, NJ -- During a period when companies are cutting jobs by the thousands may not seem like the best time to launch a new human resources product suite, but FlexPaths, LLC, a provider of Web-based workplace flexibility solutions, has never been more optimistic. After all, IBM, Hewlett-Packard and Microsoft started their technology companies during recessions. Bad economic times may scare companies and freeze budgets, but companies still need to hold on to their best people and get the work done. That's why this women-owned dot-com isn't letting a possible recession deter their entrée into the marketplace.

With an executive team ranging in age from late 30s to mid-60s and nearly a dozen employees coast-to-coast and abroad, FlexPaths is like most global companies operating from multiple locations with cross-generational teams. Workplace flexibility, they say, facilitates their collaboration, operations and execution. Where FlexPaths differs is in its genesis as a dot-com company.

"When the four of us walk into a room, the element of surprise is palpable. With a Web-based company, there's a certain expectation of what that looks like and it's not us – moms and grandmas who also happen to be seasoned business leaders — but the contrast works for us," FlexPaths CEO and President Meryl Rosenthal says. "We didn't just create this company in a dorm room or basement. We're an experienced, credentialed management team running a business based on our experiences of how we have lived and worked. FlexPaths blends our inner passions and personal experiences with market demand."

President Turns Pink Slip into Business Plan

Rosenthal, 44, empathizes with the thousands of downsized employees, yet she was able to convert her pink slip into a new business plan. As chief-of-staff to the president at a major financial services company, Rosenthal was facing a corporate layoff in 2005 while also pregnant with her second daughter and caring for her terminally-ill mother.

"I couldn't go on working the way I was," Rosenthal recalls. "I took the severance package."

During that time she also read a Harvard Business Review article about the challenges companies faced to keep talented women in the workplace. The article hit home for Rosenthal, who had a hunch that "there was something we could do" in regards to talent, companies and workplace solutions. She partnered with long-time friend and colleague Robin Roschke, 39, now FlexPaths chief operating officer, and together they went on a listening tour at dozens of the country's top companies.

Both were surprised by the input they heard from these companies, including "Don't limit the market to just women" and "Link up with experts in the field." So in 2006, Karol Rose, now 64, andSandy Burud, now 59, two well-known pioneers in workplace flexibility who combined have published six books on the issue, joined the FlexPaths team. Burud is former president of the Alliance for Work-Life Progress, and Rose has advised Fortune 500 companies on flexibility and work-life effectiveness for more than 25 years.

The major turning point for the company came to Rosenthal when a relative advised her, "Don't just talk about it (flexibility), solve it": develop solutions that help companies use flexibility to improve performance and increase profits.

"There's no shortage of experts who praise the benefits of work-life flexibility and, increasingly, companies promote their flexible work arrangements," Rosenthal says. "However, once behind closed doors we learned even those companies considered the 'best places to work' struggled with how to use flexibility. They were confused; in fact, they were stuck. They didn't know how to make flexibility work as a talent and business management strategy."

Launch Pad for the Next Wave of Flexibility

Today, FlexPaths exists to move workplace flexibility from good intention to successful strategy. Last year, FlexPaths introduced a suite of Web-based products that offer patent-pending features, best-in-class content, interactive tools, data assessments and training materials. Early adopters include Procter and Gamble and Texas Instruments, companies who see FlexPaths as a creative and strategic resource to help manage their flexibility initiatives and link them to other business metrics.

FlexPaths offers customized internal flexibility Web sites tailored to meet the unique needs of any company in virtually every industry. Businesses use FlexPaths as their central technological platform to launch, manage and advance flexibility. Additionally, the consumer-facing Web site (www.flexpaths.com) allows employers to promote their employee brand and recruit professionals interested in working more flexibly. Individuals use this site to develop flex readiness and to find companies and communities of peers who share their flexibility values.

"FlexPaths connects companies, managers and employees who want to use flexibility to make a difference in their lives and for their companies," explains Karol Rose.

Flexibility Should Be Recession-Proof

With layoff announcements making headlines weekly, it is expected that employees will worry about job loss, but even businesses that have cut employee counts still have to keep their remaining employees engaged, productive, and loyal.

"Flexibility in where, when and how the work is done is considered a major benefit by a diverse group of highly valued employees. Now is not the time for employees to be bashful. Maybe you can't ask for a raise, a promotion or even a bonus, but you can ask for flexibility," Rose advises. "To maintain productivity and morale at this time, companies have to do more with less. With FlexPaths, flexibility becomes a strategic tool that accomplishes those objectives and positively impacts the bottom line without increasing expenses."
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listed above.

Lucas Group to Host Military Hiring Conferences in Washington, DC; Chicago, IL; San Diego, CA; Norfolk, VA during the month of June

Lucas Group, an executive recruitment search firm, announced upcoming Military Hiring Conferences for the month of June in Washington, DC; Chicago, IL; San Diego, CA and Norfolk, VA. The conference dates are:

June 2008
16-17 – Washington, DC
19-20 – Chicago, IL
19-20 – San Diego, CA
23-24 – Norfolk, VA

Lucas Group's Military Hiring Conferences are avenues for companies seeking former military as part of their hiring initiatives. These are invitation-only events that give progressive companies an opportunity to proactively interview the U.S. Military's best leaders. Candidates are rigorously pre-screened and hand-selected for each company they meet. Military members leaving service are natural leaders with proven capabilities, experience and dedication.

"We have noticed a generally upward trend in starting salaries for our military candidates over the past year," reported Bryan Zawikowski, Vice President of Lucas Group's Military Transition Division. "This is not surprising, because even as the unemployment rate increases slightly, corporations are competing for the best leadership talent. Succession planning and leadership development are topics that are on the executive radar screen now more than ever, as companies prepare to do more with less in the days ahead," added Zawikowski.

Lucas Group pioneered the Military Hiring Conference forum and has conducted them for over 38 years in cities across the country. The search firm screens more than 10,000 military service members annually to identify and place the best and brightest junior military officers (JMOs) and senior military officers (SMOs) into leadership and technical positions across all major industries.

Corporate clients and military members interested in attending the conference should register online at www.lucasgroup.com/military

About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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listed above.

Lucas Groups Richard Stark and Barbara Kosmerl to speak at the 2008 PASH Education Day on attracting top talent.

Lucas Group, an executive recruitment search firm, announced Richard Stark, Accounting & Finance Executive Senior Partner, and Barbara Kosmerl, Accounting & Finance Executive Senior Partner will be speaking at this years 2008 Petroleum Accountants Society of Houston (PASH) held in Houston, TX at the JW Marriott Hotel on May 21st, 2008. Their topic of conversation will be "Attracting Top Talent to Your Company and Generation Y".

Richard and Barbara will be covering the many aspects of the continuing War for Talent in today's job market, high demand positions, and steps for hiring the ideal candidate and exactly who is "Y" and how to attract them. Their analysis will encompass the state of the current job market including current trends, areas of strength & weakness and what might be in store in the future.

In addition, they will present a step-by-step "Battle Plan" to assist companies in meeting their future challenges such as Assessing Their Needs and Likely Influences. They will cover the sometimes daunting Interview Process and all it's parts, including Finding & Identifying qualified talent, Preparing for the interviews from beginning, middle to end. Then after finding talented people, "how to keep them", "improve moral", and "reduce overall turn-over".

About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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listed above.

WorldatWork Publishes New Book on How Best Company Winners Use Status to Attract and Retain Employees

Press Contact:
Erin Ryan
Media Relations
WorldatWork
Phone: 480-304-6824
E-mail: e-mail protected from spam bots
www.worldatwork.org


WorldatWork Publishes New Book on How Best Company Winners Use Status to Attract and Retain Employees

May 16, 2008 – What is the value of being on a "Best Companies" list? For some organizations, recognition on the lists of the Fortune 100 Best Companies to Work For in America, Working Mother 100 Best Companies, AARP Best Employers for Workers Over 50 or other "top company" lists could mean:
• Enhanced recruitment/retention
• Greater employee pride and commitment
• Improved community presence
• Impact on customers, shareholders and security analysts
• Competitive advantage

Only a few are lucky enough to make a best list, but even for those that don't make it, focusing on their culture can produce favorable outcomes. On the other hand, companies that just focus on list status, and are not willing to take the action steps necessary each year to stay on a list and also enhance the return on investment from their programs, are likely to see short-term impact on attracting talent and little or no impact on employee retention. Pursuing best lists isn't right for every company, and making the commitment to apply for a best list comes with some risks -- the biggest one being that your employees won't agree you're a best company.

The new WorldatWork publication, Battling to Be the Best: Why Companies Compete for Best-Place-to-Work Lists, takes readers through the ins and outs of best-place-to-work lists. Dozens of case studies including Mayo Clinic, Stew Leonard's, Texas Instruments and Yale-New Haven Hospital, provide insights into what winning and "hopeful" companies are doing to be recognized as the best of the best, and what every organization should look at before embarking on this adventure.

Battling to Be the Best: Why Companies Compete for Best-Place-to-Work Lists. Richard F. Federico. WorldatWork Press. 2008. Softcover. ISBN: 9781579631888
$24.95 USD Member ($29.95 nonmember) | e-book: $19.95 USD Member ($24.95 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 a global human resources association focused on compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork provides a network of more than 30,000 members and professionals in 75 countries with training, certification, research, conferences and community. It has offices in Scottsdale, Arizona, and Washington, D.C.



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listed above.

nowHIRE Provides Definition, Context for Emerging Vertical Markets in Whats an ATS?

Detroit, Mich. — May 20, 2008 — nowHIRE.com, recognizing common confusion among prime markets for application tracking systems, is offering a free download defining the technology and its application.

The paper titled What's an ATS? Frequently Asked Questions About Applicant Tracking Systems defines the benefits of automating recruiting and hiring processes. The generic paper is especially helpful for vertical markets with heavy hiring volumes and turnover. Such markets are increasingly recognizing the need to automate, but need guidance on the options available and associated terms.

For instance, the document provides a basic definition of an ATS as a "software application designed to help an organization recruit, filter, sort, access, hire and track applicants more efficiently." Most large companies and 50 percent of mid-size companies use an applicant tracking system of some kind, replacing home-grown spreadsheets and log books.

Still, there remains lack of urgency, interest, education and exposure within markets with volume hiring and retention issues – such as retail and hospitality – that could benefit from automation in tracking applicants as well as ongoing management of their talent. In fact, with such extensive features, many HR professionals refer to their ATS as a talent management or hiring management system.

These markets of high turnover can use an ATS to integrate recruiting channel (stores, distribution centers, corporate)—career sites, online job boards, assessments, background checks, WOTC and more—with various employee information. Research indicates such online recruiting methods can reduce the cost-per-hire by 80 percent. Combining this with the ATS' ability to collect and house such information as test scores, completed training and job reviews, provides the company to cost savings as well as a clearer picture of each employee's performance and potential.

The ATS overview also describes the ability of the ATS to provide companies consistent and legally defensible processes for hiring and managing employee, a ready source of candidates for open positions within the company and strategic business intelligence through customizable reports.

Complementing the ATS information paper, nowHIRE has a white paper available for free download, "Going Beyond Applicant Tracking – Best Practices in Talent Management: Factors in ATS Selection" available at http://www.nowhire.com/WhitePapers_Research.htm. The webinar, "Best Practices in ATS Selection," is available at http://www.nowhire.com/webcasts.html.

About nowHIRE

Since 1998, nowHIRE has been a premier provider of applicant tracking systems for companies of every size within diverse vertical markets. Their industry-defining solutions feature fully integrated, Web-based recruiting and applicant tracking software modules. Companies are able to configure the software to their specific recruiting needs—whether it be for hourly, salaried, internal or contingent employees, or any combination thereof. nowHIRE's solutions give clients what they call "Zoom"—the competitive edge.

Media Contact:
Joseph N Impastato II
586-778-8491 (15)
Joseph.Impastato(at)nowHIRE.com

Gail DeLano
Fisher Vista, LLC / HRmarketer.com
831-685-9700
Gdelano(at)fishervista.com

Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-685-9700
asaldana(at)hrmarketer.com



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Infohrm Releases New Workforce Planning Application to Quantify the Financial Cost of Future Talent Decisions

Washington, DC – May 16, 2008 – Infohrm, the global leader in workforce planning, reporting, and analysis solutions today announced the release of its "What-If?" financial modeling application for workforce planning.

For the first time, organizations will be able to quantify the implications of various talent management scenarios, comparing the true business impact of employee hiring, development, and retention decisions. Equipped with the new application, Human Resources professionals can now create workforce models and strategic plans with the same analytical power as Finance and Operations.

"The market demands a workforce planning application that can integrate with financial and strategic planning cycles," said Brian Kelly, Infohrm's President of North America. "Infohrm's "What-If?" financial models increase the power of workforce planning by demonstrating how different talent management scenarios will materially impact the entire organization."

In addition to the "What-If?" functionality, Infohrm's workforce planning application now offers integrated external labor force supply and salary data, such as that provided by the Bureau of Labor Statistics, the ability to view forecasts by business unit or job family, and competency- or FTE-based workforce plans. The entire process is fully automated, enabling rapid deployment and ease-of-use.

Download a copy of the Infohrm "What-If?" Financial Modeling brochure.

The application's initial release will be at the Infohrm Workforce Planning Summit to be held at the JW Marriott Las Vegas Resort & Spa on May 19-20, 2008. The event will demonstrate proven methods of workforce planning and highlight how workforce planning should integrate with financial and strategic planning processes. Confirmed speakers include Google, Microsoft, Safeco Insurance, Ameriprise Financial, Starbucks, Freddie Mac, Greater Baltimore Medical Center, and The Williams Companies.

About the Infohrm Workforce Planning Program:

Infohrm's membership program provides the methodology, tools, training, advice, coaching, and technology to support your in-house workforce planning function. Infohrm manages the extraction of workforce data from your HRIS to deliver a state-of-the art, user friendly, web-based interface that facilitates workforce planning forecasts and gap identification. Leveraging Infohrm's consulting and training services ensures that HR professionals are fully equipped to design and deliver workforce plans to audiences across the organization.

Infohrm's Advanced Workforce Planning. Delivered. Today.

About Infohrm:

Infohrm is the global leader in on-demand workforce planning, reporting, and human capital analytics solutions. With over 25 years of experience, and a strong customer base consisting of Fortune 1000, non-profit, and government clients, Infohrm has paved the way for organizations to measure the impact of human capital initiatives and drive business results. The Infohrm solutions couple a leading edge on-demand technology platform with strategic consulting and workforce planning workshops to focus on the analysis of data to help organizations make informed decisions around human capital practices.

In April 2008, Gartner named Infohrm to its "Cool Vendors for Human Capital Management Software" report.

Learn more at www.infohrm.com

Contact Information:

Mick Collins
Director of Marketing
202-589-2679


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ATHENA WORKS TO QUANTIFY E-LEARNING SUCCESS. MyQuickCoach platform enables customized metrics to help show ROI

Emeryville, CA May 14, 2008 – AthenaOnline announced today that as a part of the Version 2 roll out of their award-winning MyQuickCoach platform they have incorporated the ability for organizations to customize the metrics of Athena's short video (SmartByte™) lessons.

In the past, Athena has had a standard set of metrics that measured usefulness of the over 1,000 video lessons that are offered on its MyQuickCoach platform. In the latest release, however, those questions can be customized to match criteria that the subscribing organization feels is most important.

"When we work with organizations on initiatives to create behavioral or process change using our platform and content we obviously want it to be successful" says Jon Peters, CEO of AthenaOnline. "Part of that effort is understanding what success looks like, and knowing if you've achieved it. This new system will help us measure that effort and to build in recalibration points where needed."

The customizable metrics is the latest in a number of new developments for AthenaOnline's MyQuickCoach system. The new content and features are designed to help the system play a more integral part in achieving measurable organizational change for Athena's customers. Athena has already launched mobile device delivery for cell phones, iPhones, and other devices, as well as a new video player designed to enhance the user experience.

"It's not just about education. It's about performance and the bottom line, that's the reality of it" says Peters. "Organizations need to help their sales people sell more, their managers to make better and faster decisions, their call centers to be more focused on the customer – and that's where we think this technology can help."

For more information on Athena's MyQuickCoach application call 800-500-4294 or go to the website at www.myquickcoach.com.

About AthenaOnline.com
AthenaOnline.com (www.athenaonline.com) is a premier publisher of multimedia training, education and career development products. Athena was founded as a sister company to the Institute for Management Studies (IMS), with a mission to leverage technology to deliver business knowledge when and where individuals need it. Athena has consistently delivered award-winning programs over the Internet, internal networks and on CD-Rom. Athena is headquartered in Reno, NV. For more information call 800-500-4294.

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SmartByte is a registered trademark of AthenaOnline.com, Inc. iPhone is a registered trademark of Apple Inc.

"Safe Harbor" Statement Under the Private Securities Litigation Reform Act. The statements in this press release that relate to future plans, events or performance are forward-looking statements that involve risks and uncertainties, including risks associated with uncertainties related to contract cancellations, competitive factors, uncertainties pertaining to customer orders, demand for products and services, development of markets for the Company's products and services and other risks identified in the Company's filings. Actual results, events and performance may differ materially. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of the date hereof. The Company undertakes no obligation to release publicly the result of any revisions to these forward-looking statements that may be made to reflect events or circumstances after the date hereof or to reflect
the occurrence of unanticipated events.

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Jobscience Promotes Human Capital Communications With Google Apps Integration

San Francisco, CA (May 15, 2008) — Jobscience, Inc., a leader in human capital solutions and services, announced today that its talent management products now integrate with Google Apps™ productivity applications. TalentCentral and TalentStaffing are integrated with GMail™, Google Talk™, Google Calendar™ and Google Docs™ allowing effective communication and collaboration to thrive.

"Our customers are tapping into the benefits of the latest Google-integrated version of our platform. TalentCentral is now available out of the box with this functionality: enabling our customers to drive Human Resources processes from one centralized interface. By quickly and easily responding to applicants and hiring managers, and accessing the shared, up-to-date recruiting metrics, day-to-day operations are dramatically improved," said Ted Elliott, CEO of Jobscience. "Getting started with our on-demand solutions is even easier now, with our integration of these popular Google applications."

Jobscience solutions are available for download from the AppExchange, an online CRM application portal provided by salesforce.com. Customers can sign up for a 30-day free trial, which includes the Google integration at no additional charge.

About Jobscience
Jobscience, a market leader in human capital solutions and services, 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.

Google, Google Apps, Gmail, Google Talk, Google Calendar and Google Docs are trademarks of Google Inc. All other company and product names may be trademarks of the respective companies of which they are associated.



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INTERACTION ASSOCIATES NAMED AS FINALIST IN 2008 AMERICAN BUSINESS AWARDS(SM)

Cambridge, MA - May 14, 2008 - Interaction Associates, Inc. (IA), the 40-year experts in developing leaders, leading change, and providing organizations with tools for collaboration, was named a Finalist today in the Best Corporate Social Responsibility Program category in The 2008 American Business Awards.

Hailed as "the business worlds own Oscars" (New York Post, April 27, 2005), The American Business Awards are the only national, all-encompassing awards program honoring great performances in business.

"Social responsibility is key to our mission and a core value at Interaction Associates, so we're very pleased to be named a finalist for this honor," said Linda Dunkel, President and CEO of Interaction Associates.

Interaction Associates was nominated in part because of its innovative new product - the Collaboration Assessment Tool (CAT) which allows enterprises to gauge the extent to which they are involving employees appropriately in decision making.

The finalist nod also acknowledges Interaction Associates' ongoing support of and work with the Interaction Institute for Social Change. IA donates 10% of its pretax profits to the Institute, and employees donate up to two weeks of pro bono work to the Institute annually. The company's other socially responsible work includes support of Boston's homeless project, Give US Your Poor, education and training with The Bali Institute for Global Renewal, and President Linda Dunkel's work with Betty Williams and the World Centers of Compassion for Children International, for which Linda is Board Chair.

More than 2,600 entries from companies of all sizes and in virtually every industry were submitted for consideration in more than 40 categories, including Best Overall Company, Best Executive, Best New Product or Service, Best Corporate Social Responsibility Program, and new categories including Best Management Team and Best Corporate Environmental Responsibility Program. Interaction Associates will be competing in the Best Corporate Social Responsibility Program category for companies with fewer than 100 employees.

Members of the Awards' Board of Distinguished Judges and Advisors and their staffs will select Stevie Award winners from among Finalists in final judging during the week of May 19. Finalists were chosen by business professionals nationwide during preliminary judging in April through early May. Stevie Award winners will be announced during the annual gala on Thursday, June 12 at the Marriott Marquis Hotel in New York City. More than 600 executives from across the U.S.A. are expected to attend. The ceremonies will be broadcast on radio nationwide by the Business TalkRadio Network and hosted by Liz Claman of FOX Business Network.

"ABA entries grew more than 30% this year, so being named a Finalist is more of an accomplishment than ever before," said Michael Gallagher, founder and president of The Stevie Awards. "It means that independent business executives have agreed that the nominee is worthy of national recognition. We congratulate all of the Finalists on their achievement and wish them well in the competition."

Details about The American Business Awards and the list of Finalists in all categories are available at www.stevieawards.com.

About The Stevie Awards
Hailed as "the business worlds own Oscars," Stevie Awards are conferred in four programs: The American Business Awards, The International Business Awards, The Stevie Awards for Women in Business, and the Stevie Awards for Sales & Customer Service. Honoring companies of all types and sizes and the people behind them, the Stevies recognize outstanding performances in the workplace worldwide. Learn more about The Stevie Awards at www.stevieawards.com.

Global Sponsor of the 2008 Stevie Awards is Dow Jones. Supporting sponsors of The 2008 American Business Awards include FIS Softpro, High Performance Technologies Inc., John Hancock, RCN Corporation, Richardson, and Ultimate Software. Media sponsors include the Business TalkRadio Network, CRM Advocate, and Human Resource Executive.

About Interaction Associates
Interaction Associates, Inc. is a leading global innovator in learning, leadership development, collaboration and performance improvement solutions for Fortune 1000 companies. The firm has offices in Cambridge, MA and San Francisco. For nearly 40 years, IA has helped clients focus on the people side of their business through leadership development, coaching, teamwork, and performance improvement solutions. More information at: http://www.interactionassociates.com


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EBI and Visibility Software Fuse Award Winning Solutions and Proven Technologies to Create Unique Talent Management and Screening Interface for HR Rec

Owings Mills, MD/ May 14, 2008 -- Employment Background Investigations, Inc. (EBI), an industry innovator in global background screening, drug testing and occupational healthcare solutions, recently combined corporate strengths with Visibility Software's foremost web-based Applicant Tracking Solution, Cyber Recruiter, to present human resources managers with a state-of-the-art approach to talent screening and acquisition.

This partnership enables users of Cyber Recruiter's comprehensive applicant tracking network to access EBI's full spectrum of award-winning background and drug screening solutions entirely through a Web based bi-directional interface. The dual interface allows users to select from EBI's suite of investigative solutions or a customized platform of single- or multi-line items pertinent to an organization's established corporate screening policy and needs. The online recruiting process is completely paperless and recruiters can follow the stages of their applicant's background screening report in real time right from Cyber Recruiter.

EBI's renowned reputation for express return on quality investigative data, and the robust management capabilities of Cyber Recruiter's applicant tracking system, will enhance and significantly improve any firm's talent acquisition protocols. Recruiting managers will be amazed as the application-to-hire metric gap vanishes, allowing for a rapid infusion of quality candidates into the workplace where they belong.

"The enthusiasm on display throughout this integration from both firms was incredible," said Richard Kurland, CEO and President of EBI. "The positive impact that this partnership will have on the HR management, recruitment and screening realms will surely reverberate with mass efficiency for a long time to come." Mr. Kurland concluded, "We are very excited to be working side by side with Visibility Software. Our firms share a symbiotic vision on client satisfaction and quality workplace solutions and have always strived to be leaders and innovators among peers in our respective industries."

"After getting great feedback from clients about EBI, we decided to investigate the possibilities of a partnership," said Sean Pomeroy of Visibility Software, "and are very pleased with the options EBI offers and their dedication to customer service. Our clients are pleased with how easy and extensive the integration is, and how it has made the process of screening new hires more efficient."

"The EBI background checking process through Cyber Recruiter is extremely user friendly and saves time on each hire, all you have to do is click a few buttons and the request is sent. Cyber Recruiter also included a link directly to the EBI site where you can quickly view results." exclaimed Laura Lane, Recruiting Supervisor for Innovative Emergency Management. "We love how smooth and simple this process has become and appreciate all the hard work that was put into the integration." Ms. Lane concluded.

About Employment Background Investigations, Inc.:

Employment Background Investigations, Inc. (EBI) is a single-source, premier provider of background screening, drug testing and occupational healthcare solutions that specializes in the development and implementation of employment, contractor and volunteer screening programs. From our operations centers in Owings Mills, MD and Pittsburgh, PA, EBI offers a wide array of global and domestic screening initiatives that can be specifically tailored to securely meet even the most stringent screening objectives.

EBI is a member of the National Association of Professional Background Screeners (NAPBS), the Society of Human Resource Management (SHRM), the Drug and Alcohol Testing Industry Association (DATIA), and the Substance Abuse Program Administrators Association (SAPAA). EBI has positioned itself at the forefront of the global data and privacy protection arena by earning both distinguished Cybertrust and European Safe Harbor Certifications. To learn more about how EBI can help your organization, visit www.ebiinc.com.

About Visibility Software:

Visibility Software LLC was founded in 1999 as a provider of add-on products that could help "fill the gaps" in existing products available on the market. The company has evolved to offer many new human resources, add on products, and interfaces. Visibility Software is a leading provider of employee-based software, offering proven, cost-effective software solutions and services that address the core recruiting and training management needs of organizations in a variety of industries.

About Cyber Recruiter:

Cyber Recruiter helps Recruiters and Hiring Managers manage and communicate during the recruiting process to help get open positions filled faster and more efficiently. This Applicant Tracking Solution is available as a purchased or hosted solution and is 100% web-based. Visibility Software recognizes how important streamlining a recruiting process is to the success of an organization. That is why we created Cyber Recruiter—to meet those specific recruiting needs of clients while delivering a highly automated, intuitive tool that helps to ease the burdens many HR departments face. This configurable, process oriented system is the perfect recruiting software solution for any company. Look for details on our solution at www.cyberrecruiter.com.




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Jeff Cousens is promoted to Managing Partner for Lucas Groups Search branch in Chicago, IL

Lucas Group, an executive search firm, promoted Jeff Cousens as Managing Partner for its Search branch located in Chicago, IL.

As Managing Partner, Jeff Cousens will oversee the Search branch as well as local and national client management. Jeff has worked hard to build a solid team of recruiters around him.

His personal clients range from small-to-medium sized Real Estate and Construction companies to large public companies that span across all industry sectors. As an individual contributor, Jeff has spent year's successfully filling searches that range from management level to CEO and President level. Jeff's specialty is in the Construction, Development and Real Estate industries, focusing on placing a wide-range of titles including Director of Development, to Vice President of Construction to Director of Asset Management and Business Unit President.

"When I interview Jeff I knew then he would end up running one of my branches. He has the sells and management knowledge to be a strong leader in our industry," quoted Tom McGee, General Manager/Vice President Lucas Group.

Prior to joining Lucas Group, Jeff was the regional Vice President of a $500 million company. In this role, Jeff was responsible for the financial management, organizational and strategic direction of 11 operations in 8 states. Before his role as regional Vice President, he was the COO of a $30 million dollar company located in the San Francisco Bay area. Through his business acumen, Jeff has an extensive network of trusted clients and candidates in not only the Construction, Development and Real Estate industries, but also across many other disparate industries such as Manufacturing and IT.
Jeff's extensive experience coupled with his dedication in building long term relationships have been keys to building success for both his clients and candidates.

About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With 17 offices in the United States and 2 in Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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Shawn McKinstrie is appointed as Managing Partner for Lucas Groups Tampa, FL location

Lucas Group, an executive search firm, appointed Shawn McKinstrie as Managing Partner for its Accounting & Finance division located in Tampa. FL.

As Managing Partner, Shawn McKinstrie will oversee the Accounting & Finance Tampa, FL branch as well as local and national client management. He has built an eleven year track record in the recruitment industry and brings his experience building profitable consulting organizations and search practices. Shawn has been instrumental in his career in starting up divisions and contributing to sales, recruitment and management responsibilities.

"The addition of Shawn McKinstrie broadens Lucas Group's geographic reach into the state of Florida, which we fell is critical to the long term growth of our Accounting and Finance practice," stated Andi Jennings, Vice President/General Manager, Lucas Group.

Prior to joining the Lucas Group Mr. McKinstrie started his career as a Recruiting Manager at Robert Half International and was quickly promoted 5 times. His most recent position prior to leaving was Regional Vice President of their Consulting Services in New York. He holds a Bachelor of Arts degree in Communication and Sociology from the State University of New York at Potsdam.

About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With 17 offices in the United States and 2 in Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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SILVERLINK AND INCENTONE PARTNER TO DELIVER INCENTIVES AS A KEY COMPONENT FOR HEALTHCARE COMMUNICATIONS

SILVERLINK AND INCENTONE PARTNER TO DELIVER INCENTIVES AS A KEY COMPONENT FOR HEALTHCARE COMMUNICATIONS

Healthcare Enterprises Can Now Leverage Personalized Communications and Incentive Management Expertise to Effectively Engage Healthcare Consumers


May 13, 2008 (Burlington, MA & Lyndhurst, NJ) – Silverlink Communications® Inc., the leader in healthcare communications, and IncentOne, the leading provider of integrated incentive solutions, today announced a partnership to provide incentives as an integral part of strategic healthcare communications.

IncentOne provides incentive solutions to more than half of the Fortune 50, as well as leading health plans and employers focused on reducing healthcare costs and increasing productivity through positive health behavior change. Silverlink's services deliver highly personalized, interactive and cohesive communication programs to effectively drive healthcare behaviors and significantly improve member satisfaction. Incentives will now be used as a key component of these services to engage healthcare consumers in embracing healthier lifestyles and adopting more cost-efficient health behaviors.

Silverlink's customer base includes nine of the top 10 health plans in the United States, as well as leading healthcare enterprises such as population health companies, pharmacy benefit managers and medical supply companies. The new incentive capability will be available immediately through all Silverlink service offerings, with incentive options and fulfillment managed by IncentOne. Incentives will now be used as an additional lever in Silverlink's Adaptive HealthComm Science, an analytical approach to driving better results in healthcare communications.

"If applied appropriately in healthcare, incentives are an influential lever to motivate healthcare behaviors, arguably the most powerful force for changing the economics of healthcare," said Stan Nowak, CEO and co-founder of Silverlink. "We're excited to be partnering with IncentOne to design highly flexible, personalized and incentive-driven outreach that enables health plans to better connect with and engage their members to drive healthcare behaviors and reward them at the same time."

The use of incentives to drive behavioral change is gaining momentum in healthcare. A survey of 450 major employers last year by Hewitt Associates found that nearly half of these employers either currently offer or plan to offer incentives to employees who participate in wellness or health related initiatives. Other recent research from Watson Wyatt, a global consulting firm, also shows that the use of incentives increases participation and completion of health and wellness programs and that the most effective programs are three times as likely to use incentives to promote participation.

"This is a truly integrated technology partnership that seamlessly connects healthcare consumer participation to incentives," said Michael Dermer, CEO at IncentOne. "Silverlink and IncentOne together can deliver complementary solutions that drive participation and ultimately cost savings in healthcare. The combination of our expertise in finding the right incentives and Silverlink's personalized communications to drive consumer behavior delivers the ability to implement more effective programs."

About IncentOne
IncentOne provides integrated incentive solutions to employers, health plans and partners, from small businesses to the FORTUNE® 500, including half of the FORTUNE® 50. IncentOne's incentive technology solutions provide the tools to drive health care cost reduction and productivity improvement. Read IncentOne's issue brief, The Art and Science of Health Incentives, at www.IncentOne.com/IssueBrief. For more information, please visit www.IncentOne.com.

About Silverlink
There's a Science to Communications
People are different. Communicating with them should be too. Silverlink, the leader in healthcare communications, systematically understands individuals and their preferences – driving behaviors in scale – and making the fine art of healthcare communications a science. Our innovative approach, Adaptive HealthComm ScienceTM, combines advanced technology with decision science methodologies to deliver personalized, one-to-one communications across populations. Touch by touch, our iterative approach continuously learns, adapts and improves to achieve results never before thought possible – impacting healthcare consumers one to one million at a time. Nine of the top 10 health plans have already discovered the powerful difference Silverlink can make. Silverlink is located in Burlington, Massachusetts. For more information, visit http://www.silverlink.com, email e-mail protected from spam bots, or phone 1.781.425.5700.

Silverlink is a registered trademark and Adaptive HealthComm Science is a trademark of Silverlink Communications, Inc. All other brand and product names contained in this release may be trademarks or registered trademarks of their respective holders.

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Sapien Software Signs Mattson Technology for Training Administration

Morristown, NJ—May 13, 2008—Sapien Software, the on-demand HR services company that combines transactional and strategic HR in one global solution, today announced that Mattson Technology, Inc. (Nasdaq: MTSN), a leading supplier of advanced semiconductor process equipment used to manufacture Integrated Circuits (or "IC's"), has selected Sapien Training Administration to track the progress of employees and manage the logistics of its extensive training program. The training solution will be implemented in the U.S. and Europe.

Offering a full suite of capabilities to track the progress of employees and manage the logistics of training plans, Sapien Training Administration will be use to store and track employee training progress, in addition to enabling employees to manage their own training by selecting training programs by schedule and competency level. The system will also provide reminders on course scheduling and renewal needs.

James Boyko, Vice President of Sales for Sapien, noted that this new relationship with Mattson is the first to have begun with Training as the lead module. "Traditionally, our relationships begin with HRMS or one of the more commonly required HCM modules before clients add on Training Administration." He adds, "We are delighted that Mattson recognized the terrific product we are able to offer in Training Administration and that we are beginning our relationship with the Company from this much needed solution."

According to James Oswalt, Mattson Project Manager, several suppliers were considered before the Company settled on Sapien. "We place a great deal of importance on training of our employees and wanted to make sure that those employees could access the Training module regardless of their location or language. Sapien's solution best met our requirements by providing us Training on the true online ASP model, and had the ability to do so in multiple languages."

Following completion of the requirements gathering and data mapping, the new Training Administration program is expected to be live by July 1.


About Sapien, LLC
Founded in 2004, Sapien Software is one of the most progressive, competitive and innovative providers of on-demand HRMS and HCM software resources and is emerging as the leader in the global evolution of on-demand HR solutions. Built on the SaaS platform, Sapien combines comprehensive HR management and planning functionality with the latest Internet and workflow technologies to help transform the way companies manage their HR functions. Sapien services a worldwide client base from its headquarters in Morristown, NJ. More information is available at www.sapiensoftware.com


About Mattson Technology, Inc.
Mattson Technology, Inc. is a leading supplier of dry strip equipment and the second largest supplier of rapid thermal processing equipment in the global semiconductor industry. The Company's strip and RTP equipment utilize innovative technology to deliver advanced processing performance and productivity gains to semiconductor manufacturers worldwide for the fabrication of current- and next-generation devices. For more information, please contact Mattson Technology, Inc., 47131 Bayside Parkway, Fremont, Calif. 94538. Telephone: (800) MATTSON/(510) 657-5900. Fax: (510) 492-5911. Internet: www.mattson.com


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St. Louis Regional Employee Relocation Council Announces New Board, Donates $10,000 to Charitable Organizations

St. Louis, MO – May, 13 2008 – St. Louis Regional Employee Relocation Council (STL ERC), an organization comprised of relocation professionals, announced the new board members today. One of the earliest activities of the board included charitable donations to Lydia's House and St. Luke's Hospital.

Current board members include Keith Allen, President, Sandy McKinney, Vice President, Betsy Brueggeman, Director, Pam Jacknick, Director, Carol Sandidge, Director, Paula Foster, Advisor, and Terry Snare, Advisor. The board welcomed two new board members, Debbie Hilke, Treasurer, and Lynne MacRae, Secretary.

"It is an honor to work with such a distinguished team, and I look forward to working with the new board members," said Keith Allen, newly-appointed Board President and Vice President of Business Development with Vandover. "With the current situation in the real estate industry, our organization is facing exciting and challenging times. If your organization moves five or 500 employees, and you are not a member of the St. Louis Regional Employee Relocation Council, I highly recommend that you contact us. Please take advantage of our organizations' hundreds of years of combined experience and let us help navigate through these challenging times."

In March 2008, the St. Louis Regional ERC presented checks to representatives with Lydia's House and St. Luke's Hospital. Each representative received $5,000 for their charity.

"Charitable contributions have always been very important to our organization," said Allen. "We are very fortunate to serve the St. Louis community, and feel as professionals, it is essential to give back to our community."

The two charities were selected by the members of the STL ERC. The monies donated were raised during the association's holiday event held in December 2007 at the Anheuser-Busch Center in Fenton, Missouri.

Dawn Stringfield, Executive Director of Lydia's House, accepted the donation for her organization, which provides transitional housing, support services, and access to community resources to more than 275 abused women and their children. Mary Murawski, Development Officer, accepted the donation for St. Luke's Hospital, which was named one of America's 50 Best HospitalsTM by HealthGrades®, the nation's leading independent healthcare ratings company.

"The STL ERC enjoyed working with Lydia's House and St. Luke's Hospital in this charitable endeavor," said Allen, "and we look forward to continued growth and community involvement within the St. Louis area."

The STL ERC is an organization comprised of relocation professionals dedicated to the development of all relocation functions. Their mission is to create a forum for the exchange of ideas, provide creative leadership and add value to the organizations they represent. For more information, visit www.stlerc.org.



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The Centre for High Performance Development Launches New Talent Performance Predictor

Chicago, May 13, 2008. The Centre for High Performance Development (CHPD), recently acquired by human resources consulting firm Capital H Group, today launched a new assessment tool called Sentio™ that can predict job performance and measure talent.

Sentio™ is a situational judgment test developed using CHPD's research into what makes leaders successful. Participants are presented with a series of challenging work scenarios that test and measure their ability to respond to today's business challenges.

Sentio™, developed over the last three years, has been rigorously tested with experts in behavioral psychology and leadership development.

The Sentio™ feedback report runs to 20 pages with detailed assessment into the capabilities of the respondent. CHPD believes that its new product can help with a number of business challenges, including:

 Selecting the right person for a job
 Identifying high potentials within an organization for accelerated career development
 Getting objective information on which to base the selection of training programs
 Measuring return on investment on training and development interventions
 Benchmarking management teams

Nigel Guenole, research and psychometric consultant at CHPD, was part of the development team for Sentio™. He explained what's different about this new tool: "Situational judgment tests, like Sentio, have high validity for predicting leader performance, which is great, but we've made the product even more useful by including scenarios that are relevant to a range of industries and producing two versions of the test of equal difficulty, which enables you to assess progress of candidates twice, for example, before and after development or training interventions."

Professor Fritz Drasgow, former president of the Society of Industrial and Organizational Psychology (SIOP) and a former chairperson of the American Psychological Association's Committee on Psychological Tests and Assessments, was involved in the development of Sentio™. According to Drasgow, "Sentio™ presents candidates with highly realistic work scenarios involving critical problems faced by managers. From a list of four actions that might be taken in response to the scenario, candidates then select the actions they believe to be the most effective and least effective. Research has shown that assessing leadership in this way is a highly valid method for predicting performance."


Notes to editors:

A sample Sentio™ report is available for journalists to view. We can also arrange for you to view a sample set of scenarios from the report. Contact louise(at)raisbeckpr.co.uk.

The Centre for High Performance Development (CHPD) specializes in the assessment and development of leaders to inspire and sustain personal and business success. It has more than 30 years of research conducted with business and academic partners, such as London Business School and Princeton University, which has resulted in its own, proven method for assessing leaders at all levels – from first time manager to global CEO. CHPD's leadership model has been used by more than 100 organizations around the world and its database of more than 12,000 leadership profiles is recognized as one of the foremost benchmarking tools available today.

CHPD was acquired in 2007 by Capital H Group a rapidly growing human capital consulting group, with offices in major cities in the United States and over 200 professionals specializing in talent, leadership and organizational effectiveness. Capital H Group focuses on helping companies create value – through people – for better business results.




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Professionals from PricewaterhouseCoopers and Benefits Roundtable to be Honored at WorldatWork Total Rewards Conference in Philadelphia

Press Contact
Marcia Rhodes, APR
Media Relations
WorldatWork
Phone: 480-304-6885
E-mail: e-mail protected from spam bots
www.worldatwork.org

Professionals from PricewaterhouseCoopers and Benefits Roundtable to be
Honored at WorldatWork Total Rewards Conference in Philadelphia

May 13, 2008 — WorldatWork has announced the names of five authors who will receive the "2007 WorldatWork Publications Contributor of the Year" awards. Now in its fifth year, the awards are given to authors voted "the best" by WorldatWork advisory board members for their insightful contributions to workspan® magazine and the WorldatWork Journal.
The honorees are:
1. Andrew Katsoudas, Scott Olsen and Pamela Weems of PricewaterhouseCoopers for their article "New Trends in Global Equity Rewards" (March 2007 issue of workspan)
2. Michal Kisilevitz and Jeremy Citro of Benefits Roundtable for their paper "Getting More from Benefits-Vendor Relationships" (Q2 2007 of the WorldatWork Journal).

The awards will be presented at the Author and Reviewer Reception to be held May 22 during the annual WorldatWork Total Rewards Conference & Exhibition 2008 in Philadelphia.

"New Trends in Global Equity Rewards" discusses how the complexity entailed in the new regulatory environment—in the European Union and the United States—has resulted in more challenges in the areas of stock plan administration and employee communications around the globe. This article uses recent survey results to outline trends in equity compensation for multinational corporations and make some predictions about the future of global equity compensation.

"Getting More from Benefits-Vendor Relationships" explains how effective benefits-vendor management ties directly into benefits executives' key mandate to maximize the value of benefits investments. This paper addresses the role vendor management can play in helping reduce health-care benefits costs and the way in which organizations should allocate their resources to capture these significant returns. Three key strategies—internal and external partner role allocation, relationship management and performance measurement can increase the return on vendor relationships.

All WorldatWork Journal and workspan magazine articles published in 2007 were eligible for this award. A team of WorldatWork practice leaders selected the finalist articles, which were judged by members of WorldatWork advisory boards based on practical application (workspan) or quality of research, theory (WorldatWork Journal); clarity of presentation; pertinence to compensation, benefits and total rewards professionals; and contribution to the field.

About WorldatWork®
The Total Rewards Association

WorldatWork (www.worldatwork.org) is a global human resources association focused on compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork provides a network of more than 30,000 members and professionals in 75 countries with training, certification, research, conferences and community. It has offices in Scottsdale, Arizona, and Washington, D.C.

workspan® is a registered trademark of WorldatWork.



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Nearly Half ofU.S. Business Execs Struggling with Todays Pace of Change

SEATTLE, WA (May 13, 2008) – Nearly 50% of business executives say that the pace of change is becoming hard or impossible to predict, according to a new i4cp survey. And it appears many companies will suffer as change inevitably happens: almost 20 percent characterize themselves as poor or very poor at handling such initiatives.

In corporate America, major change is almost impossible to avoid. Every single responding company has undertaken at least one major change initiative over the last year. In fact, more than a quarter of companies in the U.S. (26%) report that they have undertaken more than five major changes in the last year.

"In spite of how frequently businesses of all kinds are forced to deal with changing technology and markets, it's surprising that a significant percentage would feel they're bad at managing the process," observed i4cp senior research analyst Carol Morrison.

The study identified 3 core areas of change: 1) What is the biggest driver of change, 2) What strategies are organizations using to improve their responses to change, and 3) Who is responsible for carrying out those strategies.

1. Drivers of Change: The biggest driver of change in organizations is the desire to increase revenue/sales, with 60% of organizations pointing to this as motivating change to a high or very high extent. Additional major drivers of change include the need to reduce costs and grow the company, among other items.

2. Strategies to Improve Responses to Change: First and foremost, companies strive to improve "communication of organizational values, mission and vision," cited by 59% of respondents as a strategy. Training to improve leaders' change-management skills was pointed to by 46% of respondents, followed by the establishment/development of talent pools (42%), training to improve employee perception and handling of change (41%), and senior leadership's modeling of receptivity to change (40%).

3. Responsibility for Change Management: The responsibility for change management initiatives is generally in the hands of upper management, according to the study. Company CEOs are most likely to manage the initiatives (26%), followed by SVPs or EVPs at 25%. Vice presidents are turned to by 18% of responding companies.

The Taking the Pulse: Managing Change survey was conducted by i4cp, in conjunction with HR.com, in March 2008. A total of 132 organizations participated.

About i4cp, inc.

i4cp is the world's largest private network of corporations focused on improving workforce productivity. Our vendor-free community facilitates innovation by giving our members – among the largest and most respected organizations in the world – access to:

1. Peers to spark new ideas and prevent "reinventing the wheel"
2. Research to enable members to understand current practices and next practices
3. Tools to put ideas and research into action
4. Technology to enable members to easily access tailored information and execute workforce strategies.

With more than 40 years of experience and the industry's largest team of human capital analysts, i4cp is the definitive destination for organizations seeking innovative ways to improve workforce productivity.

# # #
Contact:

Greg Pernula
Director of Research Services, i4cp, inc.
e-mail protected from spam bots
(727) 345-2226

Bill Perry
i4cp, inc.
e-mail protected from spam bots
(614) 975-7538



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First Churchs Chicken Franchisee Begins Hiring With JobApp Network Hiring Solution

Troy, Mich. – May 13, 2008 – Church's Chicken franchisee Pollos Del Centro is the first Church's franchisee to start using the JobApp Network automated hiring solution. Church's corporate operations realized a reduction in restaurant employee turnover in excess of 60% in its first six months in a regional roll-out of the JobApp solution. Church's Chicken then recommended the JobApp Network solution to its franchisees on the basis of this success. Pollos Del Centro is using JobApp to streamline the hiring process, increase hiring quality and improve both the customer and employee experience.

JobApp Network provides a complete phone and web-based hiring solution. JobApp's proven ability to reduce turnover and improve the hiring process by empowering restaurant managers to make better hiring decisions was a major factor in Pollos Del Centro's decision. By utilizing JobApp, Church Chicken franchisees are able to improve their competitive hiring advantages and provide applicants an easy way to apply in both English and Spanish, by phone or web, 24x7. Additionally, the patent-pending JobApp Dispenser helps Church's Chicken operators to more effectively and efficiently capture both active and passive applicants in their restaurants. Hiring managers have embraced JobApp's simple 5-star applicant ranking scale, which lets them know who to interview in a matter of seconds.

"We are very excited about the automation and ease of use JobApp Network brings to restaurant employee hiring," stated Fernando Guerra, District Manager for Pollos Del Centro. "We are in the process of expanding in 2008 with 18 new locations and JobApp Network is the perfect solution to staff these new restaurants with the best of the best and to improve our hiring process at our existing locations." according to Fernando.

"Restaurant operators of all sizes are rapidly embracing our QSR and casual dining solutions. The current economic environment has increased the hourly employee pool and operators are struggling more than ever to select dependable employees, who will provide great customer service and won't leave after a month on the job," said Blake Helppie, Chief Executive Officer of JobApp Network.

About JobApp Network
JobApp Network is "Taking the Guesswork out of Hourly Hiring!" The Troy, Mich.-based company provides an automated phone and web-based hiring solution for companies with an hourly or field-based workforce. JobApp uses patented services to source, screen and score future employees, streamlining the hiring process, improving the quality of hire and reducing turnover. To learn more about JobApp Network please contact, 1-866-JOBAPP6 or visit, http://www.JobAppNetwork.com.
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SECOVA NAMED ONE OF THE TOP 100 INNOVATORS OF 2007 BY NASSCOM

NEWPORT BEACH, Calif., May 13, 2008 – Secova, a leading provider of human resource and benefits management services, today announced its has been named on of the top 100 innovators of 2007 by NASSCOM. Secova eServices Ltd., Secova's India division, joins prestigious US-based companies' India divisions including Alcatel-Lucent, Computer Sciences Corporation India Ltd., Hewlett-Packard GlobalSoft, Reuters, and Texas Instruments India Pvt. Ltd. in receiving this award. NASSCOM is the premier trade body and chamber of commerce for the IT-Business Process Outsourcing industry in India with more 1200 members of which over 250 are global companies from across the US, UK, EU and A-Pac.

"This showcase of innovative companies profiles some of the large, medium and small organizations that have made innovation an important part of their growth strategies. These companies have managed to stand out and differentiate themselves in highly competitive, often adverse market conditions and carved a niche for themselves using breakthrough technological products and novel market initiatives," stated NASSCOM on their website.

"This award from NASSCOM is another demonstration of Secova's leadership in delivering valuable, effective benefits administration outsourcing services to clients in a variety of industries," said Joel Carter, Vice President of Client Services for Secova.

About Secova

Secova delivers HR and benefits management services focused on helping clients control and drive down the costs of their health and welfare benefits offerings through three essential steps – Audit, Implement and Manage. While many outsourcing solutions modify pre-set vendor/service programs, Secova offers a distinctive, flexible approach. Through the company's Value Sourcing model, each solution can be shaped based on individual client goals and strategies. Secova determines the optimum mix of processes, technologies and service locations to help clients stay competitive in today's marketplace.

Secova's clients, who employ almost 2.5 million employees total, range from mid-sized to the Fortune 500. With its focus on helping clients reduce costs and streamline their HR processes, Secova in 2007 has saved its clients well over 10% in their healthcare costs through its audit services alone. For more information, visit the company's website at www.secova.com.

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WorldatWork publishes Axiom Consulting Partners' insights on how to manage sales compensation in a down economy.

Chicago, IL, May 13, 2008 – Axiom Consulting Partners LLC announced today that WorldatWork, has published its article titled 'Sales Compensation: Planning for a Down Economy' in the May edition of workspan magazine.

"Axiom is delighted to be releasing this important piece of thought leadership by our colleagues Tom Knight and Mark Masson in workspan magazine" said Steve Strelsin, President – Axiom Consulting Partners. "WorldatWork is the preeminent organization of total rewards practitioners and we are especially pleased that Axiom has been asked to share our approach to the timely topic of managing sales compensation in a down economy."

With the threat of recession looming, many organizations will need to make adjustments to their sales incentive plans over the next several months. As we head into the second half of the year, weaknesses in sales quota achievement will increase sales costs as a percentage of revenue and margin. With some planning in advance, adjustments to the sales compensation plans can balance the need to motivate and retain sales people with the need to optimize sales costs.

'Sales Compensation: Planning for A Down Economy' is available for download at Axiom's website.

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.

About WorldatWork
WorldatWork is the world's leading not-for-profit professional association dedicated to knowledge leadership in total rewards, compensation, benefits, and work-life. Founded in 1955, WorldatWork focuses on human resources disciplines associated with attracting, motivating and retaining employees. Besides serving as the membership association of the professions, the WorldatWork family of organizations provides education, certification, publications, knowledge resources, surveys, conferences, research and networking.



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A.J. OConnor Associates Experiences Significant Business Growth

Parsippany, NJ – May 13, 2008 – A.J. O'Connor Associates recently celebrated its 25-year anniversary with company-wide business growth over the last year. Growth includes nearly 100 percent increase in career transition services, 66 percent increase in organizational development services and 33 percent increase in coaching services.

The company was founded in 1983 to serve the growing need for career transition services. Since that time, A.J. O'Connor Associates has grown on the premise that the company's success is measured through their client's success.

"It was my father's vision to create a very individualized boutique approach to this business," said Andrew J. O'Connor III, president of A.J. O'Connor Associates. "We strive to provide highly individualized services and programs to our clients with personal attention."

The company recently celebrated its 25-year anniversary with an evening dedicated to its customers. The evening was also a celebration of Andrew J. O'Connor II and the business that he, along with his family, built. O'Connor Sr. passed away just ten days before the celebration.

"It was our goal to bring our clients together and celebrate our 25 years in business with their support of us over those 25 years," said O'Connor. "However, it was also important to celebrate my father's vision and success."

Patricia A. Lee, senior vice president of human resources and organizational capabilities for Wyndham Worldwide, has worked with A.J. O'Connor Associates for nearly 20 years with three different companies. Lee attended the celebration, which included a cocktail hour and a special wine blending competition.

"It was an exceptional evening filled with a lot of energy and excitement," said Lee. "A.J. O'Connor is a family run organization and it was clear that this event was not about sales and marketing—it was about the people."

In the last few years, A.J. O'Connor expanded its services to include human capital consulting services in the areas of leadership, executive coaching and assessment, organizational development and talent management. The company plans to continue growing by expanding its global capabilities.

"A.J. O'Connor has grown, expanded and changed concurrent with or in advance of my company's needs," said Lee. "I've continued to work with them over the years because of their exceptional staff and because they are an organization that is very resourceful. Andy is the guy I call before I know what I need."

About A.J. O'Connor Associates
Founded in 1983, A.J. O'Connor Associates is a recognized leader in providing human capital solutions. Specifically, the company offers executive assessment and coaching, leadership and organizational development and career transition services to Fortune 500 and mid-sized companies. A.J. O'Connor is headquartered in the New York metropolitan area and has a worldwide presence. For more information, visit http://www.ajoconnor.com/.

Media Contact:
Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-722-9910
asaldana(at)hrmarketer.com


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A.J. OConnor Associates Experiences Significant Business Growth

Parsippany, NJ – May 13, 2008 – A.J. O'Connor Associates recently celebrated its 25-year anniversary with company-wide business growth over the last year. Growth includes nearly 100 percent increase in career transition services, 66 percent increase in organizational development services and 33 percent increase in coaching services.

The company was founded in 1983 to serve the growing need for career transition services. Since that time, A.J. O'Connor Associates has grown on the premise that the company's success is measured through their client's success.

"It was my father's vision to create a very individualized boutique approach to this business," said Andrew J. O'Connor III, president of A.J. O'Connor Associates. "We strive to provide highly individualized services and programs to our clients with personal attention."

The company recently celebrated its 25-year anniversary with an evening dedicated to its customers. The evening was also a celebration of Andrew J. O'Connor II and the business that he, along with his family, built. O'Connor Sr. passed away just ten days before the celebration.

"It was our goal to bring our clients together and celebrate our 25 years in business with their support of us over those 25 years," said O'Connor. "However, it was also important to celebrate my father's vision and success."

Patricia A. Lee, senior vice president of human resources and organizational capabilities for Wyndham Worldwide, has worked with A.J. O'Connor Associates for nearly 20 years with three different companies. Lee attended the celebration, which included a cocktail hour and a special wine blending competition.

"It was an exceptional evening filled with a lot of energy and excitement," said Lee. "A.J. O'Connor is a family run organization and it was clear that this event was not about sales and marketing—it was about the people."

In the last few years, A.J. O'Connor expanded its services to include human capital consulting services in the areas of leadership, executive coaching and assessment, organizational development and talent management. The company plans to continue growing by expanding its global capabilities.

"A.J. O'Connor has grown, expanded and changed concurrent with or in advance of my company's needs," said Lee. "I've continued to work with them over the years because of their exceptional staff and because they are an organization that is very resourceful. Andy is the guy I call before I know what I need."

About A.J. O'Connor Associates
Founded in 1983, A.J. O'Connor Associates is a recognized leader in providing human capital solutions. Specifically, the company offers executive assessment and coaching, leadership and organizational development and career transition services to Fortune 500 and mid-sized companies. A.J. O'Connor is headquartered in the New York metropolitan area and has a worldwide presence. For more information, visit http://www.ajoconnor.com/.

Media Contact:
Adriana Saldana
Fisher Vista, LLC / HRmarketer.com
831-722-9910
asaldana(at)hrmarketer.com



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Lucas Groups Ray Garcia and Richard Stark to speak at the 2008 Spring Account Expo in Houston, TX

Lucas Group, an executive recruitment search firm, announced Richard Stark, Accounting & Finance Executive Senior Recruiter, and Ray Garcia, Accounting & Finance Managing Partner, will be speaking this years 2008 Spring Account Expo held at the Relant Center in Houston, TX on May 28-29th, 2008. Their topic of conversation will be "Hiring and Retaining Talent in Houston".

Rich and Ray will be covering the many aspects of the continuing War for Talent in today's job market. Their analysis will encompass the state of the current job market including current trends, areas of strength & weakness and what might be in store in the future.

In addition, they will present a step-by-step "Battle Plan" to assist you and your company to meet future challenges such as Assessing Your Needs and Likely Influences. They will cover the sometimes daunting Interview Process and all it's parts, including Finding & Identifying qualified talent, Preparing for the interviews from beginning, middle to end. Then after finding talented people, "how to keep them", "improve moral", and "reduce overall turn-over".

"This is our 15th year to participate in the Spring Accounting Expo. This event provides continuing education for more than 900 CPA's every year. People are always interested to hear about the current and future trends in the job market and how to hirer and retain the best and brightest for their companies," stated Ray Garcia, Accounting & Finance Managing Partner with Lucas Group. "Talented employees are assets that any successful company can not live without."

About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With offices nationwide and its expansion into Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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iCIMS, Jobs2Web Partner to Offer Interactive Talent Acquisition and Career Site Optimization Solutions

HAZLET, N.J. (May 12, 2008) - iCIMS, a leading Software-as-a-Service (SaaS) provider of talent management platforms, today announced that it is partnering with Jobs2Web to extend career site optimization and search engine optimization services through iCIMS' iRecruiter™ Talent Platform.

With job seekers shifting their career searches from job boards to the major search engines (where over 35 million job related searches happen monthly), job aggregators, social networks, and even to their mobile devices, employers are becoming more strategic by leveraging interactive marketing platforms that allow them to take advantage of these new recruitment technologies.

Through this partnership, iCIMS and Jobs2Web will offer clients:

• Search engine optimization of iCIMS clients' career sites and job content, helping them attract talent directly from Google, Yahoo!, and other major search engines.
• Automatic distribution of optimized jobs to major job aggregation sites.
• Enhanced Pay-Per-Click and keyword recruitment marketing tools.
• An Integrated Talent Community that helps employers capture passive job seekers online through email and RSS subscriptions, which integrates with iRecruiter's standard CRM tools.
• Automated recruitment marketing capabilities that match and regularly email jobs to any iCIMS Talent Community member to further drive repeat visitors.
• Social network applications that will allow iCIMS clients to push their jobs out to sites such as Facebook and MySpace.
• Total recruitment source tracking tools that help employers know exactly where their recruiting efforts are producing the best results.

"Job boards have been a staple of talent acquisition for our clients, but many are now looking beyond job boards for talent," said Colin Day, President and CEO of iCIMS. "Jobs2Web will augment our customers' ongoing use of job boards to immediately begin producing a fresh source of talent, including many who are semi-active or passive candidates. Our clients can receive these benefits easily because Jobs2Web snaps into the iCIMS platform without any IT requirements or changes to clients' recruitment workflows."

"We like the fit with iCIMS," said Ken Holec, chief executive officer at Jobs2Web. "Source-of-talent accountability is a strong iRecruiter feature, as iCIMS' reporting capabilities permit updated ROI and cost-per-hire reporting. We auto-tag every candidate we send our clients, which fits snuggly into the iCIMS platform and philosophy of effective talent acquisition."

Employers are becoming much more sophisticated with their interactive recruiting strategies and their need for a more robust recruitment marketing solution is long past due. This partnership provides employers with integrated cutting edge marketing solutions that empower them to cut their time-to-fill and lower their cost-per-hire. The iCIMS/Jobs2Web alliance puts the employer back in control of their talent flow.


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 from applicant tracking through onboarding and beyond through a single web-based application. With more than 500 clients worldwide, iCIMS is one of the largest and fastest-growing talent management system providers in the space. To learn more about how iRecruiter can help your organization, visit www.icims.com or view a free online demo of iRecruiter at www.icims.com/demo.


About Jobs2Web:
Jobs2Web is a leading provider of interactive recruiting solutions. We develop and implement innovative technologies and services to enable employers to attract, capture and communicate with the exploding base of interactive job seekers. Our Career Site Optimization, Easy Apply, Talent Community, Mobile Recruitment, and Social Network Recruiting solutions allow employers to become self-sufficient, reduce administration, and provide measurable results; all of which will translate to increased quality of hires and reduced time to fill. Headquartered in Minneapolis, MN the company was founded in 2003. Visit us at www.jobs2web.com to learn more.





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MONUMENT CONSULTING SELECTS HIREDESK APPLICANT TRACKING SYSTEM TO SUPPORT THEIR MATURING RPO PRACTICE - Data and metrics reporting with high configura

"Data and metrics are playing an increasingly important role for RPO's like us," observed Brad Cummings, Principal, Monument Consulting. "Talent Technology's recognition of this, and the support we found for it in their HireDesk product was core to our choice of ATS. Specifically, we are impressed with HireDesk's reporting and configurability. After paring a large number of options down to two finalists, we realized we'd actually get more functionality for a significantly lower cost by going with HireDesk. Lastly, the Talent Technology team has been great in helping us with specific PeopleSoft integration requirements for one of our largest clients."

"The RPO industry is maturing fast and we saw a need for tools that can support the full range of requirements in their recruiting process, including features such as portals to give clients transparency into the hiring efforts of the RPO," said Jade Bourelle, President & CEO, Talent Technology Corporation. "We are proud of what HireDesk delivers, and we are delighted Monument chose us after such an exhaustive search."

Feature Highlight:

•AD-HOC REPORTING: HireDesk lets users create reports with almost any type of data stored in the HireDesk system. A wizard-drive reporting tool enables users to quickly design, build and save reports that deliver visibility into any element of their recruiting operations. HireDesk has the most flexible and user-friendly reporting capability in the industry.

About Monument Consulting
Monument Consulting was formed in 2003 and is led by partners Matt Aprahamian, Rodney Ashby and Brad Cummings. With more than forty combined years in management consulting and human resources, the trio decided that the traditional model for staffing was outdated and inadequate. Their vision to develop a new and better way to help companies find the best talent, quickly and seamlessly, resulted in the founding of Monument Consulting. They are dedicated to serving their clients with trust, expert guidance, creative solutions and previously unheard of flexibility. They are a leader in providing Vendor Management Solutions and Recruitment Process Outsourcing.

About Talent Technology Corporation
Talent Technology Corporation is a leading provider of on-demand applicant tracking and component recruiting technologies for the recruiting/staffing industry and corporate HR departments. Our award-winning HireDesk and Resume Mirror products power the recruiting industry. Key recruiting solution providers including Oracle, Taleo, ADP Virtual Edge, Bernard Hodes Group, Workopolis and many others partner with us to offer their clients advanced recruiting capabilities. In addition, hundreds of organizations ranging from Fortune 1000 firms to independent recruiting/staffing agencies rely on our products to automate, improve and better manage their sourcing, recruiting and hiring processes. Learn more about Talent Technology at www.talenttech.com or call 866.747.3375 for additional details.

Media Contact:

Alisha Smith
Marketing Manager, HireDesk
Talent Technology
Tel 604.304.1636
e-mail protected from spam bots



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DEALING WITH PERFORMANCE TOPS LIST OF LEADERSHIP INITIATIVES

BOSTON — Coaching a performance problem, communicating performance standards and other tactical initiatives are the most common components of leadership development programs, according to a study by http://www.novations.com
[Novations Group, Inc.] , a global consulting organization based in Boston.

A good deal less frequent are key strategic skills such as communicating vision or delegating responsibility, reported Novations, which surveyed more than 2,500 senior HR and training executives throughout the U.S. and Canada. In fact, the top five leadership development initiatives are entirely operational in focus.

The high priority given day-to-day management problems should not take anyone by surprise, said Novations CEO and President http://www.novations.com/about/our-people/michael-c-hyter,6.html [Mike Hyter] . "Dealing with performance issues or handling conflict is of course fundamental to what managers do, and managers surely benefit from training in how to resolve these situations constructively, especially when differences are involved. What is disappointing is the relatively low emphasis given to the strategic dimension. At the very core of developing new leaders is getting people to look beyond the tactical stuff and to engage on the bigger issues."

Which of the following management situations or initiatives are addressed by your organization's leadership development program (please select all that apply)?

Coaching a performance problem 71.9%
Communicating performance standards 69.1%
Coaching a development opportunity 68.7%
Conducting a performance appraisal 66.8%
Handling conflict situations 65.9%
Communicating vision and strategy 59.4%
Selecting the right employee 58.1%
Diversity & Inclusion 55.3%
Gaining commitment to goals 49.3%
Managing priorities 48.8%
Change management 45.2%
Acting on feedback 44.7%
Teaching a skill & delegating
responsibility 39.6%
Influencing internal resources 34.6%
Managing a virtual team 27.6%

The comparatively low priority of teaching a skill & delegating responsibility concerns Hyter. "In order for individuals to advance from individual contributor to manager they need to be taught the full suite of skills needed to act as a local leader, not as just an expert. And too often people are promoted to a management position and don't let go of their old job."

Hyter was nevertheless encouraged to learn that a majority of organizations consider diversity and inclusion part of leadership development. "For more than a decade there's been a growing understanding that inclusion isn't so much about percentages as it is opening up the process so that everyone in the organization gets a chance to learn and achieve."

Equation Research conducted the Internet survey of 2,556 senior HR and T&D executives on behalf of Novations in December 2007.

Novations Group, Inc. is a leading provider of consulting and training services on four continents. Novations is recognized for its expertise in diversity & inclusion, employee engagement, talent management, employee selection, leadership development, organization communications, sales training and customer service. For more information, visit www.novations.com .

Contact: Pat FitzGerald, Novations, 617-787-2163, e-mail protected from spam bots, or Phil Ryan, Ryan Public Relations, 845-339-7858.






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ReviewSNAP provides innovative solutions with Web-based employee review system

DES MOINES, Iowa — May 7, 2008 — It's no surprise to business professionals that United States businesses are doing more with less in today's economy. Productivity is expected to increase or remain steady while the unemployment rate remains at 5 percent according to the Bureau of Labor. Human resource professionals and managers share the challenge of doing more with less along with the rest of their organization.

Fortunately, technology can provide solutions for companies by enabling them to complete one of their responsibilities more efficiently and effectively — employee performance reviews — while laddering up to the overall organizations' strategic business plan.

Applied Training Systems has created ReviewSNAP™, an innovative Web-based performance management system that offers the following solutions:

Real time updates to goals, feedback and reviews
• If feedback is given on an employee or the employee's goals are changed any time throughout the review period, the employee's file is updated in real time and can be viewed right away by the rater/reviewer. Also, this allows reviewers to keep track of an employee's progress towards their goals by keeping an ongoing record and adding feedback at anytime during the review period.
Better and accurate reviews can be given
• Rather than taking the chance of basing an employee's review for an entire period on recent events only, reviewers have the ongoing ability to keep better track of their progress, performance issues, areas for improvement, etc. throughout the review period.
Automating reviews for more review cycles
• By automating the reviews, it makes it easier to have more review cycles. Rather, than having to wait for an annual review, reviewers have the option to create as many review periods as needed to provide an effective and accurate overall review.
Access to review system from anywhere with Internet access
• By having a Web-based system, reviewers can add thoughts and notes to employee records from any location with Internet access. This encourages managers and raters to log information about the employee easily and quickly and allows them to access employee reviews and records so they can complete the review process at any time regardless of where they may be at the time.

"ReviewSNAP can help save time and simplify the employee review process for HR professionals and managers, while being a medium that sends a strong message to employees that their organization is genuinely interested in their performance and professional growth,"

said David Arringdale, President of Applied Training Systems. "By having a system that allows for better and more accurate reviews, employees can gain a better understanding of their role in the company, how they are performing and they will feel more confident about their professional goals they need to focus on in the upcoming year."

According to Rasmussen Reports LLC, 92 percent of managers believe they are doing an "excellent" or "good" job managing employees while only 67 percent of employees agree. A Web-based review system enables managers to better identify, evaluate and develop an individual's performance. ReviewSNAP makes this managerial task more streamlined and effective. "Conducting quality employee reviews has a positive influence on employees' individual sense of worth, commitment and belonging to the
organization, ultimately driving better performance that ladders up to the organization's overall goals," said Arringdale.

Automating the review process can significantly reduce HR and managerial staff time by making these processes automated and, therefore, more efficient. Ultimately a company's goal is to generate profit. Streamlining this process can cut an organization's expenses, ensure more timely reviews, and improve morale and productivity which should help enhance the bottom line.




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PDS Users Group Association Announces its 28th Annual Conference

Blue Bell, Pa., May 8, 2008 – PDS, a leading developer of web-based human resource, benefits and payroll systems, today announced that the PDS Users' Group Association (UGA) will be holding its 28th Annual Users' Group Conference on September 21-24, 2008 in Jupiter, Fla. The theme for the 2008 event will be "Oceans of Opportunity" and will focus on educating clients on PDS' Vista product capabilities as well as an introduction to the new features of Vista HRMS 4.0 to be launched at the SHRM Annual Conference in June.

"We are confident that this year's conference will offer many exciting new opportunities for those attending," said PDS UGA conference chairperson and HR systems analyst for The IMA Financial Group, Inc., TeddiAnne Krehbiel. "The UGA Steering Committee has been focusing on new ways to best advance and assist Vista users. The conference has served as an excellent opportunity for PDS clients to ask questions and suggest new and innovative ways to update the system for more than a quarter of a century."

Based off the success of the "Brainstorming" event at the 2007 conference, the PDS team was given many insightful tips on how to make the PDS Vista HRMS 4.0 program an even more user-friendly environment. This year's conference will include a multitude of events and workshops including another "Brainstorming" event which users will be able to share their suggestions. Besides the ability to address any questions or concerns of Vista users, the conference is also a great place for networking with PDS staff, HR professionals and other users.

About PDS UGA
Since 1974, the PDS Users Group Association (PDS UGA) has helped to educate PDS' hundreds of users on making the most of their software investment. Today, the PDS UGA consists of more than 1,000 members, led by a committee composed of PDS staff and end users.

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

-30-

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




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A PERFORMANCE COACH ON YOUR iPHONE AthenaOnlines SmartBytes.mobi Site Becomes an Apple Computer Staff Pick

Emeryville, CA May 7, 2008 – Ever thought it would be helpful to get management advice while you were stuck at the airport, or wanted to know how to deal with a difficult person while you were in the back of a cab on your way to meet with them? Now iPhone™ and iPod touch owners can do just that.

AthenaOnline announced that they have released their entire library of short leadership advice videos (SmartBytes™) for use on Apple iPhone and iPod touch devices. Previously only available on computers and 3GP phones, the new iPhone service adds a more robust interface and features that help users find the lessons that are best suited for them.

The mobile SmartBytes are currently available free of charge through a special iPhone website at SmartBytes.mobi. With almost 1,000 videos it is the largest body of management training content currently available for mobile learning.

"The iPhone is a breakthrough device" said Jon Peters, Athena's CEO, "and we wanted to deliver an application that leveraged it as much as possible to make searching and viewing videos a compelling experience for users." It must be working, as the site has already become a staff pick on Apple's website and has had over 3,500 unique visitors within the first few days of its launch.

Athena has worked with over 70 leading business consultants and experts like Marshall Goldsmith, Beverly Kaye, Russell Ackoff, Vijay Govindarajan, and many others to create a library of over 1,000 SmartByte videos on management and leadership. The videos are typically delivered through customized web-based learning portals for large multinational organizations.

According to Jupiter Media, 41% of mobile phone users have an interest in receiving videos on their mobile phone and Athena is optimistic about the opportunity. "The new service is a part of AthenaOnline's anytime and anywhere learning strategy" says Peters. "This type of learning delivery will play an increased role in the newest version of our award-winning MyQuickCoach learning platform, which includes Web 2.0 functionality."

The Athena Mobile SmartByte™ Library (AMSB) service is currently available for the iPhone, iPod touch, and cell phones that support 3GP video streaming.

The iPhone version of the system uses menus and text search capability, while the 3GP application uses a point-and-click system of text based menus to find videos by subject or thought leader. Users may access the Athena videos by using their iPhone's Safari browser to go to www.SmartBytes.mobi.

For more information on Athena's applications call 800-500-4294.

About AthenaOnline.com
AthenaOnline.com (www.athenaonline.com) is a premier publisher of multimedia training, education and career development products. Athena was founded as a sister company to the Institute for Management Studies (IMS), with a mission to leverage technology to deliver business knowledge when and where individuals need it. Athena has consistently delivered award-winning programs over the Internet, internal networks and on CD-Rom. Athena is headquartered in Reno, NV. For more information call 800-500-4294.

# # #

SmartByte is a registered trademark of AthenaOnline.com, Inc. Apple, iPhone, and iPod touch are registered trademarks of Apple Inc.

"Safe Harbor" Statement Under the Private Securities Litigation Reform Act. The statements in this press release that relate to future plans, events or performance are forward-looking statements that involve risks and uncertainties, including risks associated with uncertainties related to contract cancellations, competitive factors, uncertainties pertaining to customer orders, demand for products and services, development of markets for the Company's products and services and other risks identified in the Company's filings. Actual results, events and performance may differ materially. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of the date hereof. The Company undertakes no obligation to release publicly the result of any revisions to these forward-looking statements that may be made to reflect events or circumstances after the date hereof or to reflect
the occurrence of unanticipated events.

# # #



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

Morehead Webinar Presents Companys Approach to Driving Physician Retention

CHARLOTTE, N.C. – May 8, 2008 – The human capital research firm Morehead will host a webinar on Thursday, May 22, 2008 at 1:00 p.m. eastern time titled "Driving Physician Retention through Engagement."

Retaining skilled, engaged physicians is critical to the success of health systems across the country. Patient, employee and physician satisfaction, as well as quality of patient care, are significantly impacted when physicians leave an organization or when they are not aligned with the organization's mission, vision and values. Physician shortages and increased competition in the marketplace compound the problem. These factors and others are driving organizations to make physician retention a strategic priority.

Brad Morton, vice president of Business Development, and Trevor Byrd, senior associate of Research and Development, will present the hour-ling webinar. Morton and Byrd will share Morehead's research that reveals the importance of physician engagement in driving physician retention. They will also share a proven model for measuring what matters to physicians, as well as best practices for communicating, partnering and building trust with physicians.

To sign up for the free hour-long webinar, visit http://moreheadassociates.com/events/contents_event53.html.

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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listed above.

Morehead Hosts Webinar Titled The Art and Science of Successful Goal Setting Using Opinion Surveys

CHARLOTTE, N.C. – May 8, 2008 – Following an employee survey, organizations often struggle with establishing effective improvement goals and incentives for leaders. The human capital research firm Morehead will host a webinar on Tuesday, May 20, 2008 at 1:00 p.m. eastern time titled "The Art and Science of Successful Goal Setting Using Opinion Surveys."

Leo F. Brajkovich, Ph.D and SPHR, president of Morehead's West Region and Rod Wilkes, M.S., president of Morehead's East Region will present the hour-long webinar. Brajkovich and Wilkes will share Morehead's extensive research and case studies that shed light on how to create a strategic and successful survey and goal-setting process.

Specifically, Brajkovich and Wilkes will share industry trends on how healthcare compares to Fortune 500 companies in the use of surveys for diagnosis and change. They will present different approaches for establishing survey metrics and goals, especially in large organizations across business units.

Attendees will walk away with an understanding of:
• how to drive improvement efforts using survey feedback and create accountability with "wise" goal-setting practices;
• how to apply engagement indexes, norms, trending, and forecasting models to drive management behavior and positive change;
• how to communicate the goal-setting approach and its benefits;
• the challenges and pitfalls of developing the right goals and incentivizing leadership behavior.

To sign up for the free hour-long webinar, visit http://moreheadassociates.com/events/contents_event54.html.

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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listed above.

Engagement Key to Health Coaching Success, but Elusive Definitions Prevail, says Hummingbird Coaching Services

CINCINNATI – May 8, 2008 – Companies struggling to harness rising health insurance costs and promote healthy lifestyles among employees are increasingly turning to corporate wellness programs. Health coaching, in particular, is becoming "de rigueur."

Yet there is little agreement on the definition of its key ingredient for success – engagement. If employees aren't engaged, their lifestyle choices don't change, and the organization has wasted its investment of time and money.

"Engagement in Wellness Programs: Definitions, Evolution and Key Factors," is a new white paper available for download at http://www.myhealthcoach.com/default.aspx?tabid=8038, by Sean Slovenski, chief executive officer of Hummingbird Coaching Services. Slovenski explores the history of health coaching, its escalating popularity, and varying ways engagement is now defined, approached and measured.

In an accompanying podcast, he explains several key milestones in the history and definition of engagement.

"Understanding effective engagement is more than a question of semantics," said Slovenski, a pioneer in the coaching industry. "It's an important question that determines whether a wellness program is an actual success, a perceived success or a failure."

Enrollment is not the same as engagement, Slovenski explained. Companies trying to measure program success by how many employees show up will not likely see the outcomes they're looking for: healthier employees and decreasing health insurance costs. Engagement is actively working with a coach over a period of time – frequent contact that creates a sustained relationship, motivation and accountability.

Companies must also be aware of how different vendors and organizations define "engagement." Health coaching companies provide statistics on engagement, employee satisfaction and success, yet these figures are based on self-reported projections, not scientific measures.

Further information on engagement, including its four key factors, is available in Hummingbird's white paper for download at http://www.myhealthcoach.com/default.aspx?tabid=8038 and visitors can listen to the accompanying podcast as well.

About Hummingbird Coaching Services
Cincinnati-based Hummingbird Coaching Services is a pioneer in online health coaching, providing health coaching services since 1997. Using its proprietary coaching model and online delivery platform, Hummingbird provides coaching services to businesses and celebrities such as Google, Motorola, United Behavioral Healthcare, Leeza Gibbons, 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. More information is at www.hummingbirdcoaching.com.

# # #

Contact:

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

Sean Slovenski
Hummingbird Coaching
Sean.Slovenski(at)hummingbirdcoaching.com
877-240-4588



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Effective Resources Opens New Headquarters in Knoxville, Celebrates 15th Anniversary

Knoxville, Tenn. / May 23, 2008 Effective Resources Inc., is announcing two significant milestones in May: the company's 15th anniversary and the opening of its new corporate headquarters in Knoxville, Tennessee.

"We started this consulting business part-time in the late 1980s in the Tampa Bay, Florida area," said Barry L. Brown, president of Effective Resources Incorporated. "I knew we could fill a special need for compensation and other specialty consulting services if we opened our own business that showcased our creative, efficient and, 'effective' client solutions. An operating philosophy of hands-on involvement with clients to help them reach their goals has endured for 15 years and should continue to serve us well into the future."

Underscoring the company's success, Effective Resources has opened its new corporate headquarters in Knoxville. "We'll certainly continue to service our Florida clients, but we believe there is a tremendous opportunity in the Knoxville area and along the I-75 corridor," Brown added.

As part of the celebration, the company is holding a 15th anniversary giveaway through the month of May. The prize is one full conference registration to the HR Florida 2008 30th Anniversary Conference & Expo, to be held in Orlando in August 2008. Take 10 seconds to answer five simple questions and enter to win at: http://www.SalarySurveyOnline.com/SignUp.asp

"On this special day for our company, we want to express our sincere appreciation to our clients and associates for their continuing support as partners in our growth," said Brown. "We are convinced the next 15 years will be the best for Effective Resources."

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


Contact Information:
Barry Brown, SPHR CCP
President, Effective Resources, Inc.
Voice: 800-288-6044
118 N. Peters Road, Suite 171
Knoxville, TN 37923
E-Mail: e-mail protected from spam bots

###




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listed above.

Shawn McKinstrie is appointed as Managing Partner for Lucas Groups Tampa, FL location

Lucas Group, an executive search firm, appointed Shawn McKinstrie as Managing Partner for its Accounting & Finance division located in Tampa. FL.

As Managing Partner, Shawn McKinstrie will oversee the Accounting & Finance Tampa, FL branch as well as local and national client management. He has built an eleven year track record in the recruitment industry and brings his experience building profitable consulting organizations and search practices. Shawn has been instrumental in his career in starting up divisions and contributing to sales, recruitment and management responsibilities.

"The addition of Shawn McKinstrie broadens Lucas Group's geographic reach into the state of Florida, which we fell is critical to the long term growth of our Accounting and Finance practice," stated Andi Jennings, Vice President/General Manager, Lucas Group.

Prior to joining the Lucas Group Mr. McKinstrie started his career as a Recruiting Manager at Robert Half International and was quickly promoted 5 times. His most recent position prior to leaving was Regional Vice President of their Consulting Services in New York. He holds a Bachelor of Arts degree in Communication and Sociology from the State University of New York at Potsdam.

About Lucas Group
Lucas Group is one of the nation's largest executive recruitment firms that built a reputation for successfully providing human capital placements in multiple markets and industries. The search firm has increased its reach, while maintaining a commitment to high performance and unsurpassed industry knowledge. Lucas Group focuses on recruiting top executives in management, advertising/marketing, sales, accounting, manufacturing, legal, military personnel transitioning and technical positions across all major industries. With 17 offices in the United States and 2 in Europe, Lucas Group performs search assignments for Fortune 100+ companies, as well as regional businesses and entrepreneurial firms.



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STAFF MANAGEMENT PARTNERS WITH A FORTUNE 500 COMPANY TO PROVIDE VENDOR MANAGED SERVICES ACROSS ITS U.S. LOCATIONS

CHICAGO, May 7, 2008 – Staff Management, a pioneer in high-volume, vendor-on-premise (VOP) and Managed Service Provider (MSP) staffing solutions, has entered into an agreement with a Fortune 500 company to provide a comprehensive suite of vendor and program management services.

Staff Management's client was seeking a proactive, flexible and knowledgeable partner that would provide them with expertise in multiple areas of supply management and procurement. One of the client's primary drivers was to gain visibility across their large organization—roughly 200 locations throughout the United States—to ensure consistency, process optimization, and leverage industry best practices.

"Our client identified a crucial need to maximize their supplier management strategy to extract the most value from those relationships and processes, while ensuring that costs were tightly controlled," said Caroline Storey, Senior Director of Sales for Staff Management. "Given Staff Management's deep experience in optimizing a vendor managed services (VMS) tool within the manufacturing sector, we were engaged to help our client improve the levels of satisfaction with their programs across their user population."

According to the company's Vice President of Procurement, "Staff Management's consultative approach and flexibility in developing out-of-the box solutions positively impacted other areas of our business. For instance, Staff Management's comprehensive data analysis, reporting and tracking capabilities helped us with risk mitigation by ensuring compliance with corporate policy across the board. We also formalized the process by which we evaluate supplier service level agreements (SLAs)."

Staff Management was considered as a potential vendor given its deep, domain expertise in the light industrial staffing sector, intimate knowledge of contract labor arrangements, and proven success in managing complex staffing programs across all skill categories. The 20-year old firm's clients include some of the more recognizable names in the Fortune 500 list of corporations.

About Staff Management
Chicago-based Staff Management is the pioneer of high volume, vendor-on-premise and end-to-end supplier management solutions for strategic users of a contingent workforce. Major organizations across America rely on Staff Management for their expertise and leadership in the staffing industry. These Fortune 500 companies consistently experience reduced labor costs, turnover, overtime and administrative burden as a result of Staff Management's unique ability to customize the optimal staffing solution for them. For more information, please visit www.staffmanagement.com or call (800) 746 9462. Staff Management is a charter member of the U.S. Immigration and Customs Enforcement IMAGE Program.

###

For More Information:

Rich Cilia
Marketing Director
312-397-3459
e-mail protected from spam bots


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listed above.

SkillSurvey Begins 2008 with Record Growth, Profitability

BERWYN, Penn. — May 7, 2008 — SkillSurvey, Inc. the leading provider of web-based reference checking solutions, today announced sustained growth throughout 2007 and first quarter 2008, with a marked increase in corporate Fortune 1000 clients.

SkillSurvey increased their number of new corporate clients 67 percent between 2006 through the end of 2007, with 25 percent of its client base ranked among the Fortune 1000 to Fortune 50. The company increased bookings by over 300 percent over this time last year. Notable new clients include GlaxoSmithKline, Reebok, Time Warner Cable, Rite Aid, Boston Scientific, Kohl's, Nutrisystem, Scottrade and Proctor & Gamble.

The company has also seen a 54 percent growth among customers in the staffing and recruiting market, including Manpower and Kelly Services, helping them more efficiently screen their prospective contract workers.

The SkillSurvey Pre-Hire 360 solution, named a Top 10 HR Product of 2007 by HR Executive Magazine, enables companies to complete fast and accurate reference checks without the time-intensive phone calls.

"We've gained traction among major companies as they strive to cut recruiting costs and increase hiring accuracy," said Ray Bixler, chief executive officer. "The reference check has traditionally been handled by phone as a means for gaining valuable third-party insight into candidates, but the phone-based process has been hampered by inefficiencies and liability concern. SkillSurvey has revolutionized reference checking and the robust growth in our customer base demonstrates the value it offers."

A key 2007 addition to SkillSurvey management is Cynthia Hedricks, chief analytics officer, whose deep experience in predictive data analytics enables the company to help customers improve their quality of hire. The company wanted to ensure that its technology wasn't merely offering an efficient approach but that science and validity studies improved quality and value of the SkillSurvey reports.

Hedricks co-chairs SkillSurvey's professional advisory board along with GlaxoSmithKline's Lou Manzi. The board, which boasts such seasoned human resource industry visionaries as Peter Capelli of The Wharton School, Ed Newman of the Newman Group and Chris Forman of AIRS, provides the SkillSurvey executive team with deep industry, technology and business guidance.

SkillSurvey has also attracted a number of new partnerships such as Safe Hiring, Position Manager, Premier Employment and USIS, joining existing partners such as Taleo, Hewitt, Pinstripe, Verifications and Veritude.

For many SkillSurvey customers, their high volume of hiring, the time-intensive task of telephoning references, and the reluctance of employers to provide information results in an operational bottleneck to filling jobs. Yet foregoing reference checks may mean hiring unqualified employees.

With SkillSurvey's patent-pending technology, SkillSurvey customers ranging from elementary schools to Fortune-ranked organizations can increase their hiring accuracy while simultaneously increasing efficiency.

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

Media Contacts:

Erika von Hoyer
VP, Marketing
SkillSurvey, Inc.
610-727-4161
evonhoyer(at)skillsurvey.com



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All dressed up (in cap and gown!) with no place to go? Online recruiter, WallStJobs.com offers some tips to new graduates-and students on summer bre

May 6, 2008 – New York, NY If you are one of the increasingly large number of students graduating without a job, take heart. There are things you can do to join the ranks of the working class. "The downturn in the economy will make it essential for all job-seekers to work harder to find a position," said Robert Graber, the founder of WallStJobs.com. "Don't think that you can take some time off and wait for the market to improve. It is essential that you hire yourself to find a job now."

Graber offered some suggestions:

-Go back to the well – Contact firms where you had some interest. Even if you did not get the job, send a follow up note expressing your continued interest. The person they hired may not work out.

-Leverage your alma mater – Hopefully you have already been to your school's career office. Couple that with using social networking and professional linking sites to search for alums who might be in a position to help a fellow graduate. "I heard of one person who read wedding announcements to find college alumni," said Graber.

-Expand your horizons – Look at firms outside the state. If necessary, subscribe to out of state papers for leads. Contact local trade groups in your specialty and ask for assistance.

-Take the temp - Be flexible. Register with temporary services that have expertise in your field of interest. Even if you are light on experience, offer to work for a lower wage to gain some real world experience and get inside a company where you can demonstrate your ability.

-Cast a wide 'net' – Update any internet job boards you may have already registered with. Be sure your posting is current and your resume is letter-perfect. "Use specialty sites that focus on your industry preferences even if they seem small. They are more often read by firms who are seriously looking to hire."

Graber cautioned that frustration and a "doom and gloom" mentality will tempt some people to put off looking for a job. "Don't fool yourself into thinking that by waiting, your odds of getting something will improve. The only thing you are doing is ceding current opportunities to more motivated people. Gird yourself to what will certainly be a challenge, but in many ways it is your chance to prove to yourself and to potential employers that you are highly motivated."

Graber concluded by saying that there is really only one valid excuse not to be devoting all your waking time to job hunting, and that is when you are on a temp assignment. "Think of every temporary work assignment as an extended job interview," he advised.

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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listed above.

HireAbility.com Celebrates Cinco de Mayo by Helping Small Recruitment Technology Companies During Tough Economic Times

Londonderry, NH - HireAbility.com, a leader in recruiting software and services, is looking to the Cinco De Mayo holiday as a way to help companies during these tough economic times with tremendous service and product savings.

"Companies usually advertise and invest less in their products and services during a down economy," said Amy Renz, Executive Vice President of Technology and Operations at HireAbility.com. "The truth is, this is a great time to make tremendous gains over the competition. We want to help them make that happen."

During the entire month of May, HireAbility.com is offering some very exciting incentives to small/start-up job board and application tracking system (ATS) companies:

* HireAbility resume parsing customers receive complementary email marketing campaigns dedicated to boosting their sales and sent to a highly-targeted list of over 110,000 HR and staffing professionals. This is available to the first five small or start-up ATS or job board companies that sign up with HireAbility in May and to all of HireAbility's existing customers.

* The first five to sign up with HireAbility in May and all existing customers also receive complementary automated posting of their jobs to HireAbility's Web site and its network of cross posting job sites.

* The first five small, start-up customers in May also are eligible for limited-time special pricing. And new customers who were not one of the first five to purchase an ALEX license also are eligible for an additional five months of life to their license. This means a 12-month license is extended to 17-months.


"We're excited about our ability to grow our customers' businesses in new and powerful ways," said Renz. "This is something our competition cannot do. By leveraging our media business, we can drive sales for our clients. And by using our resume parsing services and job board cross posting capabilities our clients can deliver even more value to their customers. We urge all job sites and ATS/HRMS vendors to call us, but now is an especially opportunistic time for the small, start-up
players."

For more information, please contact Ken Smith at 603.432.6653, ext. 118.

About HireAbility

HireAbility.com, LLC is the global leader in intelligently capturing data from unstructured documents. Privately held, founded in 1999, and based in Londonderry, NH, HireAbility processes the world's resumes/CVs by integrating its ALEX AI-based parsing software into solutions from leading providers of job sites, applicant tracking systems (ATS), and HR information systems (HRIS). ALEX (Automatic Linguistic EXpert) is known for dramatically improving data capture efficacy, while substantially reducing costs. It performs full document parsing in English (US/UK), Dutch, French, German, and French Canadian, while supporting nearly all US, Canadian, UK, Australian, New Zealand, South Africa, and AsiaPac address formats.

More information is available at www.hireability.com, or by calling 1.603.432.6653 extension 118. To learn more about ALEX, please visit the ALEX section on the HireAbility Web site.




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White Paper: Executive Search Client Side Best Practices Adopt a Hiring Methodology

In today's increasingly competitive world, leaving mission-critical positions open for longer than absolutely necessary is unacceptable. The lost productivity and opportunity costs are staggering. Following are two practices you can implement to limit these costs by getting better talent into your organization more quickly.

1. Make sure you and your search firm adopt a hiring methodology and hiring focus as opposed to having a perpetual search focus. It's important to understand how your executive search process is impacted by you, your hiring methodology and your search firm. Unfortunately, having great candidates does not always result in making a great hire. The ability to take those candidates and move them through the hiring process quickly from initial client interview, to follow up interviews, to offer in a short window is very important not just to getting someone hired, but getting the right person hired. At Pax Gabriel we are known for getting a short list of candidates to our clients faster than anyone else in the industry. How do we do this? We benchmark every position at the start of the search process. This goes far beyond a typical search intake process conducted by most firms. In
addition to the typical site visit/assignment study and a position and candidate brief, we benchmark the positions' key deliverables necessary to move the company forward. Try this in your own company - develop functional, leadership, commitment and cultural benchmarks to maximize your success. Then, as we do, benchmark your candidates against these criteria and create a success profile. Only candidates for whom you can make a business case for clearing the mark move forward in the process. This is continually reevaluated as the process goes along and additional data is gathered.

2. Send a clear message to your top-level candidates that your organization is one that values talent. More and more in today's marketplace, a passive candidate puts himself or herself out into the search process and begins to do some comparison shopping. With unemployment at an all time low, and with top quality talent getting harder to find, I would be disappointed if the top candidates were not smart enough to do this. If you conduct a slow interview process or are viewed as having a weak employment brand, you will continually find yourself losing top candidates to your competitors. If you want to successfully onboard your next top performer, send a powerful message during the interview process about how your company values talent. The good news is that it's a very easy and powerful step to incorporate.


To illustrate my point, let's look at two client examples from our experience at Pax Gabriel. Client number one is a financial services firm with over $35B in revenue that is performing well for its shareholders in a very difficult time in their industry. They have a strong hiring mentality, as opposed to a search mentality, and we recently placed two executives with them in 38 and 57 days respectively. (Measurements are taken from the date we accepted the assignment to the date of a signed offer letter.) Let's look at the critical things our client did right. First, when we presented our short list of candidates, our client conducted three rounds of interviews, for a total of nine face-to-face meetings in two weeks, with seven different executives in two weeks on the search that took 38 days, and three and a half weeks on the search that lasted 53 days. Second, when we had multiple candidates who cleared the
'benchmark,' our client was not afraid to make a hiring decision. Rather than holding out for the mythical 'perfect candidate,' they hired their top choice for both positions.

As is typical these days, both of their top choice candidates had other options that, on paper, looked like bigger opportunities. However, our client effectively demonstrated during the interview process how they value their people. They accomplished this by articulating why their company is a great place work, both in opportunity and culture, plus we had offers on the table before their other opportunities had made it to second round of interviews. As a result they won the candidates of their choice.

As I share this story with people, I hear familiar objections. Primary among them are, "It's impossible for my company to have a two- or three-week interview cycle" and "Why should we change our interview process which has been successful to accommodate the candidates?" My response? Be careful. The company that prides itself on taking lots of time to make important decisions needs to realize that talented people perceive your organization as, at best, bureaucratic.

Too many companies waste countless days on interview debriefings and schedule distractions, such as board meetings, earnings calls, leadership off-site summits, and on and on. But interestingly, in the end, board members and shareholders find hiring the best people important and any excuse for not doing so as unacceptable. The competitive marketplace dictates that the victor in the talent war is the company that can be smart and swift.

Now let's look at client number two, a software company that's battling with declining revenue and market share. With $450M in revenue you'd think, by comparison, they'd be able to move more quickly than client number one. However, they often miss out on hiring their top choice. Then, as pressure mounts, they are forced to hire someone less qualified than the candidate they could have had months earlier - if only they had been able to move more quickly and make a decision. Unfortunately, they have two fundamental flaws in their hiring process.

First, they believe in the perfect candidate, as opposed to being open to what the candidate market will realistically offer and require. And second, just about everything their executives do is more important than interviewing. However, their view of what is important changes as the pain of the open position becomes acute. Ultimately, the company has a fantastic product but needs to upgrade its talent to compete with the industry behemoths.

We recently completed three searches for this client and are working on a fourth. Unnecessarily, the completed searches have taken anywhere from four to six months, with the fourth position pushing seven months as we speak. The time it took for us to present our short lists varied by search, but on average was no longer than our financial services client. And the quality of those candidates - by our client's own admission - more than cleared our mutually agreed upon benchmarks.

Candidates were initially interested in our client because of their truly superior product and they knew our client could be a real growth company. But once the interview process began, a new perception developed, one of a company that did not value talent because they could not make important decisions. Since their hiring process dragged on, the top-level candidates they wanted ended up deciding the grass was not greener and stayed with their current employer or were lured to other opportunities that showed the candidate they were valued.

Competition for top employees is fierce, and it's going to get more difficult as boomers start to retire en masse. The companies who can hire executives quickly and effectively define the difference between hiring the talent they choose versus hiring the talent no one else is willing to employ.


# # #


Bob Van Rossum is the CEO of Pax Gabriel, LLC, a 21st Century Executive Search Firm. The only retained executive search firm who guarantees we will fill positions in 100 days or less. He regularly speaks to the media and organizations on topics related to talent acquisition, retention, succession planning and the effects of retiring boomers on the workforce.



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For Companies That Outsource HR, 8 of 10 Dont Look Back

SEATTLE, WA (May 6, 2008) – The outsourcing of HR continues, but it is not the runaway train many predicted when the practice emerged about a decade ago, suggests a recent study by the Institute for Corporate Productivity (i4cp).

Most respondents (72%) say their organizations have elected to keep compensation functions in-house, and 58% say their firms do not plan to outsource their payroll function. Likewise, 57% report that their companies do not plan to outsource employee contact centers, and 54% say their organizations do not outsource for recruiting. In addition, 46% of participants say training and development is kept within their organizations.

Why hasn't outsourcing become even more common? "Outsourcing transactional processes frees up internal staff, but many firms feel that outsourcing relinquishes too much control," notes David Wentworth, manager of i4cp's HR Outsourcing Knowledge Center.

Seventy percent of the 231 respondents report that their organizations either fully or partially outsource the administration of 401(k) plans, followed by flexible spending account administration (69%), COBRA administration (59%), and the administration of defined benefit plans (58%).

The chief reason given for outsourcing decisions was financial, with 60% of respondents reporting their companies outsourced to reduce costs. Another widely cited reason was the desire to "focus on HR strategy" (53%) and the desire to improve service quality (46%). The least-cited reason for outsourcing was to achieve a better ROI, with a quarter of respondents reporting that as a motive.

"It's a win-win where it makes sense," notes Wentworth. "Costs are reduced, service is improved and HR gets more opportunities to strategize rather than just serve as an administrator."
Regarding their satisfaction with outsourcing, 85% of respondents said they are either somewhat or very satisfied with outsourcing of retiree administration. The area where respondents say they are least satisfied is the outsourcing of employee contact centers, with 25% reporting being either very or somewhat dissatisfied.

The study also showed that, as a whole, once a function has been outsourced, it is likely to remain outsourced. According to the study, less than 2 in 10 companies have brought an outsourced function back into the organization. Of those companies that did bring an outsourced function or functions back in-house, the biggest reason was poor quality, cited by 69% of respondents whose firms had brought a previously outsourced function back in-house.

The HR Outsourcing "Taking the Pulse" Survey was conducted by i4cp, in conjunction with HR.com, in March 2008.

About i4cp, inc.

i4cp is the world's largest private network of corporations focused on improving workforce productivity. Our vendor-free community facilitates innovation by giving our members – among the largest and most respected organizations in the world – access to:

1. Peers to spark new ideas and prevent "reinventing the wheel"
2. Research to enable members to understand current practices and next practices
3. Tools to put ideas and research into action
4. Technology to enable members to easily access tailored information and execute workforce strategies.

With more than 40 years of experience and the industry's largest team of human capital analysts, i4cp is the definitive destination for organizations seeking innovative ways to improve workforce productivity. For more information, please visit http://www.i4cp.com/

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Contact:

Greg Pernula
Director of Research Services, i4cp, inc.
e-mail protected from spam bots
(727) 345-2226

Bill Perry
i4cp, inc.
e-mail protected from spam bots
(614) 975-7538



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Ensuring Success through Executive Onboarding

Wayne, PA-May 5—the Global Consulting Partnership, experts in making business strategies work through people and culture, announce the release of their latest white paper: Ensuring Success through Executive Onboarding.

White paper author and tGCP director, Bob Drovdlic describes how many companies continue to incur substantial costs due to their reluctance to proactively support newly-hired or newly-promoted executives. "What struck me in doing the research," says Drovdlic, "was that companies often expect people at the executive level to have the skills necessary to acclimate to a new role quickly and easily. It is as if, because the executive has made it this far in his or her career, he or she can adapt smoothly, no matter the situational challenges."

Significant failure rates of newly-placed executives expose how professional experience does not necessarily guarantee success. Best practices from companies that have robust executive onboarding processes in place provide solid evidence of how effective the proactive approach can be. "Taking steps to help a new executive get up to speed is much more cost effective than trying to correct a problem once it occurs," says Drovdlic.

About tGCP:
tGCP shows companies how to leverage their people, culture, and strategy in order to drive performance to the next level. Experts in talent management, executive development and organizational performance, tGCP's consultants optimize corporate potential for leading names in health care, transportation, financial services and manufacturing.



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Lessons Learned at the 2008 Berkshire Hathaway Shareholders Meeting - AKA Woodstock for Capitalists

This past weekend I had the privilege of once again attending the Berkshire Hathaway annual shareholders meeting in the wonderful city of Omaha, Nebraska. As I've blogged about before, this is not your typical shareholders meeting where CEOs get in and out as quickly as possible with limited shareholder interaction. Berkshire Hathaway's annual shareholders meeting is more like a conference and exhibition (the exhibit hall showcases products from companies that Berkshire owns).

In my opinion this is one of the best business conferences you can attend. You will learn more about management, finance, marketing and growing a business in five hours than you are likely to learn at most any other conference - and some business schools. You will also learn more about investing than you can possibly learn anywhere else. Don't believe me? Consider this: over 30,000 people from all over the world attended this year's Berkshire Hathaway annual shareholders meeting in Omaha.



During the meeting, Warren Buffet, the CEO of Berkshire Hathaway (and the wealthiest person in America) and his partner Charlie Munger answer shareholder questions from about 9am to 3pm. Anyone can ask a question about pretty much any topic. It's truly remarkable. Buffet and Munger are two of the smartest people living on this planet so when they share their wisdom, you listen - and you walk away a smarter and quite possibly a better person.

Questions were asked on every topic you can imagine including the presidential election, religion, the US energy policy and the Olympics. The Omaha World-Herald provides a great overview of the meeting in these two articles:

- Berkshire Hathaway: 31,000 show up at Qwest Center for annual meeting
- Notes and highlights from meeting

You can also read the detailed Q&A here.

But what I'd like to do is highlight some of the Q&A that related to business and human resources. Enjoy.

- Hiring and Assessing Candidates for Senior Executive Positions: Buffet said he would have no idea how to rank a group of MBAs. But when selecting executives he looks for a great track record and great human qualities (ability and integrity). But he also wants people with the ability to contemplate problems that have not cropped up before. I thought this was very interesting and I would love to know how he assesses this. Maybe an assessment firm can offer an opinion.

By the way, in a previous meeting, Buffet has said in evaluating people, you look for three qualities: (1) Integrity, (2) Intelligence (3) Energy. He then says that if you don’t have the first, the other two will kill you.

- Employment Contracts to Retain Key Talent: Buffet says they don't work. The best way to retain people is to create an environment that allows managers to enjoy their work and succeed.

- Succession Planning: At age 77, Buffet is dealing with his own succession planning at the moment (he said the plan for his succession is in place). He requires the 40+ CEOs of his operating companies to submit the name of their successor once every two years.

- Making Quarterly Numbers: Buffet said "we never want to trade reputation for money. We have no incentives to cause people to do anything or push people to play games". If you only focus on the numbers, he said you invite poor decision making and risk having management making decisions that trade a company's reputation for an extra buck. At Berkshire, managers are under no such pressure. They are encouraged to manage for the long term. After a bond-trading scandal in the early 90's, Warren Buffett, a major shareholder, was summoned to save the firm. He promptly gave Salomon traders some advice about integrity: "If I hear of an employee losing the company money, I'll be understanding. However, if I hear of any employee losing Salomon one shred of reputation, I'll be ruthless!"

- Due Diligence When Acquiring Companies: Munger said that Berkshire has lower due diligence expenses than anyone in America. He said he knows of a place that pays over 200mil to its accountants every year for due diligence research. Buffet said if you think auditors know more about an acquisition then they should run the business and you should take up auditing. With regard to due diligence on his recent investment of 6 billion in Mars-Wrigley Buffet said:

"I’m not going to look at labor or leases. Value of Wrigley does not depend on value of lease or environmental problem. There is a whole lot of trivia that doesn’t mean anything. I never made an acquisition that would have been avoided due to conventional due diligence."

With regard to Wrigley deal Buffet said there were no lawyers involved and no directors involved: "I got a call, it made sense, and I said yes. No material adverse change clause. Our $6.5bil will be available regardless, even if Ben Bernanke runs off to South America with Paris Hilton."

- Executive Compensation: Buffet said the average person cannot do much about it. He said small shareholder can write persuasive notes but they won’t respond to you. It would take large institutional shareholders to withhold votes and pressure a CEO about it. Responding to the idea about raising taxes to deter this behavior, Munger said "In England, they got taxes up to 90%, so no possibility of earning large income. That was counterproductive. You can get politics of envy that ruins economics. I think people taking compensation have a moral duty not to take it. Moral duty to be underpaid. If generals and archibishops can do it, why can’t leaders of large enterprise take less than the last dollar?"

You can read more on Buffet's views on executive compensation by reading a post I wrote last year titled Compensation Consultants Need Not Apply at Berkshire Hathaway.


Posted by Mark Willaman

WorldatWork Forms Strategic Alliance with BNA to Offer HR Essential Tools

Washington, D.C. -- May 5, 2008 -- WorldatWork, a global human resources association, today announced it has formed a strategic alliance with specialized news and information publisher BNA to provide WorldatWork members with HR Essential Tools, a customized solution enabling quick answers and up-to-date information on HR compliance and policy issues.

HR Essential Tools includes:
--Fast Answers: Expert explanations of compliance and policy topics in plain business English.
--State Law Summaries: In-depth state law summaries and reference charts.
--State Compliance Alerts: Weekly updates on laws and regulations that have been passed (not proposed or undecided).
--Local Wage and Tax: Collection of minimum wage and payroll tax information for specific cities, counties and municipalities.

WorldatWork members now have exclusive access to the most frequently used tools in four libraries filled with thousands of resources on U.S. tax laws, personnel management, fair employment practices, wages and hours, and more. Access to these libraries is valued at more than $2,000 each and is available to WorldatWork members for $295.

Subscribers will be able to find answers to questions such as:
--Do we have to pay vacation time upon termination?
--What are the paid time off regulations in San Francisco?
--Where can I find worker status and pay requirements in Connecticut and Maryland?

WorldatWork members and non-members are invited to take advantage of a 30-day complimentary trial by accessing www.worldatwork.org/BNA.

About WorldatWork®
The Total Rewards Association

WorldatWork (www.worldatwork.org) is a global human resources association focused on compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork provides a network of more than 30,000 members and professionals in 75 countries with training, certification, research, conferences and community. It has offices in Scottsdale, Arizona, and Washington, D.C.


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White Paper by Perth Leadership Institute Assesses Presidential Front-Runners Financial Psychology and Global Competitive Impact

A White Paper recently released by the Perth Leadership Institute (www.perthleadership.org) and written by leadership educator and author Dr. E. Ted Prince concludes that all three Presidential frontrunners focus on economic resource redistribution rather than economic value creation. The paper documents how the candidates 'business acumen' will all create adverse long-term impacts on .U.S' global competitive position, but to varying degrees, with Democratic candidate Hillary Clinton likely having least adverse impact.

This economic white paper analyzes the three front runner U. S. presidential candidates from a novel and intriguing perspective; their impact on the economy and U.S. global leadership and competitiveness. This research answers questions as to whether the candidates will keep the U.S. in the forefront of the world's leading countries and societies based on their behavioral financial traits. It concludes that none of the three will have such an impact and the choice is between who will have the least adverse impact on the U.S.' world leadership and competitive position.

The paper examines in detail the business acumen characteristics of the three front-runners and shows who is likely to have the most and the least adverse impacts on the U.S. global position. The White Paper does not attempt to judge the front-runners on other aspects of their policies and impacts, focusing only on this particular issue.

See Perth Leadership's Presidential Candidate blog to comment on the White Paper.

This economic assessment is based on a new set of behavioral finance tools designed to measure business acumen developed by the Perth Leadership Institute whose approach is set out in the book, The Three Financial Styles of Very Successful Leaders, published by McGraw-Hill in 2005, written by Dr. E. Ted Prince, Founder and CEO of the Institute.

These economic personality tools measure the propensity of a leader to create societal and business value. Where a leader creates more value than resources utilized, capital is created stimulating U.S. competitiveness and bolstering its global leadership position.

According to Dr. E. Ted Prince: "Value creation by leaders, whether they be political or business, is more than a matter of wise stewardship of resources. It is, or should be, also about value creation. Analysis of all these three leaders reveals that they are far more about resource redistribution than about value creation. This has huge, and adverse, ramifications for the U.S. global competitive and leadership position now and in the future. This aspect has been lost in the general political debate. It is for this reason that we have conducted this analysis."
The Perth Leadership Institute of Gainesville, Florida was founded by veteran CEO and leadership educator, Dr. E. Ted Prince. The Institute has developed proprietary leadership assessment tools and a unique leadership performance improvement approach, the Perth Leadership Outcome Model™ (PLOM). PLOM™ identifies the Financial Signature® and the financial mission of senior leaders to improve their valuation impact and the competitive outcome of the enterprises or the organizations they lead. This approach goes beyond conventional competency-based and psychological approaches. Instead it introduces a new outcome-based approach that is based on extensive research carried out with CEOs and senior executives.



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PDS Vista HRMS Goes Live at the City of Surprise, Arizona

Blue Bell, Pa., May 5, 2008 – PDS, a leading developer of web-based human resource, benefits and payroll systems, today announced that the City of Surprise, Ariz. has implemented PDS' Vista HRMS (human resource management system) to manage its HR, payroll, and benefits operations for its 775 full-time and 100 seasonal employees. PDS implemented the Vista solution and is providing Hosted/Managed Services at its data center in Valley Forge, Pa.

"As the fastest growing city in Arizona, we needed a web-based HRMS that was more user-friendly and intuitive and could expand as we continue to grow," said Margaret Ewing, HR division manager at the City of Surprise. "We were looking for an integrated HR and payroll system that the vendor could host and manage rather than a software-as-a-service model where we effectively continue to pay monthly fees. Vista was configured for our actual use and we don't have to share the system with other organizations. Vista met our requirements, providing an easy-to-use solution that offers us valuable drill-down capabilities to produce meaningful reports based on statistical data. PDS has been wonderful so far and extremely attentive to our needs throughout the process."

"The City of Surprise needed a new solution that offers enough flexibility to incorporate public sector best practices facilitates the sharing of data and provides greater ease of use and improved reporting capabilities," said George Brady, vice president at PDS. "Vista will provide them with a more efficient workflow process and enable them to provide better customer service to their supervisory staff and their growing base of employees."

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

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



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BenefitsCheckUp.Org Makes Older Americans Month Last All Year Long

WASHINGTON, DC - May 6, 2008 – While Older Americans Month may conjure up images of healthy older adults playing tennis, gazing at the horizon from a cruise ship or sitting happily with their grandchildren, many older Americans in this country do not fit that stereotype.

Millions of older people – especially those with limited incomes and resources -- are living in poverty. For example, some 5 million seniors experience some form of food insecurity. They and many others struggle everyday with meeting their basic needs.

"During Older Americans Month, as well as the other eleven months of the year, we work to reach older people throughout the country to help them find the benefits they need," said NCOA senior vice president Stuart Spector. "Many seniors of limited means and the people who care about them simply don't know about the benefits available to them. The programs they can find through BenefitsCheckUp can improve not only their health but many other aspects of their lives."

The National Council on Aging's (NCOA) BenefitsCheckUp® strives to change that. Through its free, confidential online service, Americans 55 years and older can determine if they qualify for help with the costs of groceries, prescription drugs, Medicare premiums, health care, utility bills and in-home services.

Users of the service – often family caregivers, senior center or nursing home providers, as well as the individuals themselves – answer a series of questions to determine eligibility for more than 1,500 federal, state and local benefits programs nationwide. The resulting report tells what programs to apply for and gives instructions on next steps.

Since its creation in 2001, NCOA's BenefitsCheckUp has screened more than two million seniors for benefits programs valued at more than $2 billion.

Older Americans Month was established in 1963 by Pres. John F. Kennedy as a way to honor older people in America.

For more information on BenefitsCheckUp, visit http://www.BenefitsCheckUp.org.

About the National Council on Aging
Founded in 1950, the National Council on Aging (NCOA) has a mission to improve the lives of older Americans. A non-profit organization with 3,700 members, we also have a national network of some 14,000 organizations and leaders that help us in our work. NCOA members include senior centers, area agencies on aging, adult day service centers, faith-based service organizations, senior housing facilities, employment services, consumer groups and leaders from academia, business and labor. Our programs help older people remain healthy and independent, find jobs, increase access to benefits programs, and discover meaningful ways to continue contributing to society.

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Updated Competency Management and Talent Management Case Studies Available from TEDS

Atkins, VA – May 5, 2008. TEDS®, Inc., originator of the fully integrated enterprise-wide talent management solution, announced today that two landmark case studies on competency management were recently updated and are now available for download at teds.com. These case studies were originally published as a part of a larger study conducted by the research and advisory firm, Bersin & Associates. Competencies: Gateway to Integrated Talent Management explored the foundational and critical role that competencies play in optimal talent management. This study included supportive case studies on competency management implementations by TEDS' customers Steelcase and Eastman Chemical.

Today, at Talent Management Magazine's Strategies 2008 conference in Scottsdale, Arizona, these case studies will serve as key examples of outstanding competency implementations in a presentation by Bersin Principal Analyst, Kim Lamoureux. Ms. Lamoureux directs Bersin's research in leadership development, succession planning and competency management. She authored the original study and the supporting case studies as well.

In the case studies, Steelcase and Eastman Chemical share their strategies for developing, prioritizing and managing leadership and functional competencies that are critical to honing a competitive edge. The updated studies now include additional data and graphics, including screen shots from TEDS' integrated talent management suite.

The Steelcase study, A Talent Management Foundation, shows how Steelcase used competencies as a foundation for managing talent and employed a creative breakthrough strategy for simplifying the competency development and management process. Steelcase has successfully tackled the challenge of job-specific competencies. The case study shows how Steelcase accomplished this with the help of TEDS' single-vendor, integrated talent management solution.

The Eastman Chemical study, Linking Competencies to an LMS, demonstrates how Eastman tracks training requirements to maintain compliance with rigid standards in the highly regulated chemical industry. The study examines the company's best practices in successfully implementing an enterprise competency management program that assesses and tracks employees' performance against functional and technical requirements. Eastman has been a TEDS customer since 1994 and the TEDS LMS became Eastman's enterprise solution in 1997.

"These two studies can serve as roadmaps for other companies that are just beginning to explore competency management as well as those that are looking to expand their full talent management capabilities," said Joe Ellis, TEDS' founder and CEO. "Competency management can easily become a solid foundation for all other aspects of talent management, from learning to succession planning."

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.

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.



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Hundreds of HR Professionals Gather for Nations Most Dynamic and Valuable Employment Law Conference

BRENTWOOD, TN, May 2, 2008 - M. Lee Smith Publishers LLC has announced the agenda for the 2008 Advanced Employment Issues Symposium, America's leading employment law conference. This two-day event will be held September 25-26 in Las Vegas and October 16-17 in Nashville.

Now in its 13th year, the 2008 Symposium will bring together 35 of the nation's most experienced and knowledgeable employment law attorneys and hundreds of HR professionals to discuss the legislative, regulatory and judicial developments that are shifting the compliance landscape for employers. HR professionals learn about how these developments are forcing them to make changes in workplace policies on sexual, religious, an racial harassment, discrimination, employee leave and FMLA, retaliation, union organizing campaigns, religious observances, wellness programs, overtime, and others.

Sessions sure to interest HR professionals explore the rise of sex talk and racial intolerance in the workplace, the best response to rogue EEOC investigators, and ways to build a better work/life balance for employees. Others will reveal new ways of getting managers to document employee behavior, helping them execute appraisals, become better leaders, and clamp down on the IM, e-mail, and Web 2.0 problems arising from an increasingly electronic workplace.

"Advanced Employment Issues Symposium is so popular with HR professionals because they know that in 2 days they will learn everything they need to know to adjust to the ebbs and flows of the law. And they know that they will learn best-practices from some of the leading thinkers in employee onboarding, retention, and engagement, three areas that are key to profitability," says program moderator John B Phillips, Jr. Phillips is a partner with the law firm of Miller & Martin and formerly Assistant General Counsel with Coca-Cola Enterprises, Inc.

Joining the faculty are leading workplace consultants and authors, such as Hal Adler from the Great Place to Work Institute and Dr. Samantha Holmes of R&D Strategic Solutions. Mr. Adler will discuss employee engagement tactics used at highly-rated workplaces like Wegmans, Container Store, and Medtronic. Dr. Holmes, an expert on employment litigation, will discuss ways that HR professionals can succeed in depositions.

For more information, visit www.HRhero.com/aeis or call 800-274-6774

About M. Lee Smith Publishers LLC

Brentwood, Tennessee-based M. Lee Smith Publishers LLC is a 33-year-old provider of print, electronic, and live-event information resources to the corporate Human Resources and legal markets. Their list of largest clients closely matches the FORTUNE 500 while their overall customer base includes managers in every industry sector.

Contact: Pete McPherson, 615-661-0249, ext. 8057 or e-mail protected from spam bots



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Over 40 Staffing Companies Launched on TempWorks Enterprise

FOR IMMEDIATE RELEASE


Over 40 Staffing Companies Launched on TempWorks Enterprise

On-Demand Service Features Microsoft® Certified Solutions


ST. PAUL, MN, May 2, 2008 - TempWorks Software, a provider of staffing software and business service solutions for the staffing and human resource industries, today announced the migration of more than 40 staffing companies to its on-demand Select Edition staffing software which features Enterprise, a Microsoft® certified software solution.

Featuring state-of-the-art resume handling and task management, Enterprise opens the door to high-profit talent management and direct hire services to the staffing end-clients while integrating 100 percent with the back-office, time-clock and web services.

Productivity is heightened with Microsoft® Outlook integration, as users can view their email from within the application and create contact records, log messages, save/store documents and schedule new tasks or appointments from received messages.

"I love the ease of the Enterprise program. We work faster and more efficiently now – dropping the time from when a job order is placed to when the job is filled down from five days to two days. With Enterprise, we've enhanced our customer service and are able to communicate better with both clients and employees – which helped us win a large account with a local manufacturing company," says Kellie Wilson, Owner of Kellie Works Personnel Solutions. "Plus, Enterprise facilitates a paperless work environment which supports my goal of 'going green'."

"Our mission from day one has been to make staffing companies profitable by eliminating all non-revenue generating staff and allowing them to focus entirely on serving their customers and employees. With this massive launch of Enterprise, our clients have never been situated better to continue leveraging the best of technological innovation without disruption," says TempWorks Select Edition Vice President, Jathan Moline.

"TempWorks Enterprise is the millennial form of the old fashioned ATS and CRM. It engages even the most basic user with interactive icons and dragging techniques. Enterprise is both functional, effective and most of all, fun," stated Dawne Goodrich, EVP of ClasStaff, Inc.

With an objective to help all varieties and sizes of staffing firms to get their businesses up and running, TempWorks recently announced a new offer that allows staffing and recruiting firms and HR professionals to get a free trial of one of the TempWorks Enterprise solutions. The trials come in five editions: Evaluation Edition, Free Edition, CRM Edition, Front and Back-office Staffing Edition and HR Edition. Parties can register for the free trial on the TempWorks Software website.


About TempWorks Software
Innovating in staffing since 1959, TempWorks Software provides business solutions for staffing, recruiting and human resources. Designed to automate and streamline all facets of a staffing firm's daily operation, TempWorks offers fully-integrated front and back-office staffing software, web portals for customers, employees, applicants and vendor management, and 100 percent payroll funding. From recruiting to payroll and everything in between, TempWorks Software puts technology to work for staffing firms and their clients. For more information about TempWorks, please visit www.tempworks.com.


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