WHO:
Mike Psenka, senior vice president of Workforce Analytics, and RJ Milnor, client director of Workforce Analytics, for TALX, provider of Equifax Workforce Solutions.

WHAT:
Will present a complimentary TALX webinar, “Vital Answers | Turnover,” to explain the benefits of leveraging an automated workforce analytics system to measure the causes and impacts of employee turnover.

WHEN:
Thursday, May 24, 2012
1:00 p.m. EDT (12:00 p.m. CDT; 11:00 a.m. MDT; 10:00 a.m. PDT)

WHERE:
Registration details are available at: http://www.talx.com/webinar/register

DETAILS:
Employee turnover can have a detrimental effect on business operations, costing organizations thousands for each employee that must be replaced. As the economy rebounds, employers will be vulnerable to lose top performers. To mitigate undesirable turnover, it is crucial for organizations to understand who is at risk, what value that person brings to the organization and the financial cost of losing each employee. Implementing an automated system that leverages company data can help companies address the root causes of turnover, mitigate its effect on the organization’s overall performance, and provide the insight needed to help retain the company’s top performers.

During this complimentary webinar, Mike Psenka, senior vice president of Workforce Analytics, and RJ Milnor, senior director of Workforce Analytics for TALX, will share the keys to leveraging important, observable and actionable information for effective workforce analytics practices. Attendees will learn about the different types of turnover and the costs associated with each; how turnover impacts the company’s bottom line; steps to remediating turnover; and how to implement a plan with actual goals and benchmarks.

Managers, executives and HR personnel interested in gaining a better understanding of the causes and effects of turnover are encouraged to attend this hour-long educational session that will teach them how to use workforce analytics to mitigate the risk of turnover.

“Vital Answers | Turnover” is part of an ongoing series of complimentary webinars presented by TALX industry experts.

About Equifax
Equifax (NYSE: EFX) is a global leader in consumer, commercial and workforce information solutions, that provides businesses of all sizes and consumers with insight and information they can trust. Equifax organizes and assimilates data on more than 500 million consumers and 81 million businesses worldwide, and uses advanced analytics and proprietary technology to create and deliver customized insights that enrich both the performance of businesses and the lives of consumers. Workforce Solutions (TALX) is an Equifax business unit. It is a leader in human resource, employment, tax management, and payroll-related services.

Headquartered in Atlanta, Equifax operates or has investments in 18 countries and is a member of Standard & Poor’s (S&P) 500® Index. Its common stock is traded on the New York Stock Exchange (NYSE) under the symbol EFX. For more information, please visit www.talx.com or www.equifax.com.

The power of a positive first impression is universally known, not only among individuals, but also within organizations. Organizations need to be proactive in their approach to onboarding new employees. Poor planning and sub-par onboarding can not only impact productivity, but can shatter organizations recruitment and retention efforts; ultimately affecting overall success.

Avoid this downward spiral by adopting new practices in your workforce that will significantly increase positive results.

The upcoming complimentary webinar Best Practices for Improving Workplace Productivity and Organizational Performance will be hosted by John Bradford, Senior VP of Profiles International Consulting and Coaching Services, and Philip Shuler, VP Enterprise Solutions Services at Profiles International.

In 50 minutes, Bradford and Shuler will share with attendees current research results from highly successful Best-in-Class organizations. These companies are defined as BIC as they retained 86% of first year employees and 77% of those employees met performance milestones on time.

Isn’t it time YOUR organization reached Best-in-Class status? Attendees of this webinar will learn how to:
•Minimize the time it takes an employee to reach full-productivity
•Create a positive and productive onboarding experience
•Give new employees a head start
•Have employees effectively working with their manager and team

Participation in this webinar will provide you with valuable information on how to transform new-hire orientations intro strategic initiatives, and how to leverage technology to boost engagement, productivity, and retention.

As a special thank you for attending, Profiles International will also send each participant a complimentary copy of 40 Strategies for Winning in Business and an exclusive 4-week Onboarding and Productivity Best Practices series.

Space is limited, so REGISTER today!
Date, May 23rd @ 11am CDT

Learn more about Profiles International on their website, blog, Facebook and Twitter.

Morehead provides physician and employee engagement surveys, research, and consulting to clients in 44 states, including 45% of U.S. News & World Report’s Best Hospitals and four Malcolm Baldrige National Quality Award recipients.

“In this webcast, we’ll reveal the key drivers of employee engagement within academic medical centers, where our future healthcare providers learn their art,” says Morehead SVP of Client Solutions, Rod Wilkes. “In addition to exploring the data, we’ll show practical examples of how academic medical center leaders are creating an engaged workforce that delivers superior care.”

Members of the public and healthcare professionals are invited to attend this free webcast on Tuesday, May 22, 2012 at 1:00 pm. Registration information can be found at http://moreheadassociates.com/events/7.

About Morehead:
Morehead is a market leader in providing surveys, research, and consulting services to the healthcare industry for the purpose of creating an engaged workforce. Morehead has more than 30 years experience and offers products and expertise built on robust data and norms from their substantial client base of hospitals and healthcare systems. The Charlotte based company is known for its superior customer service and partnerships with clients nationwide. Morehead’s focus is helping clients drive quality-focused, cost-effective, and patient-centered healthcare through an engaged workforce.

For more information, visit www.MoreheadAssociates.com or stay connected with Morehead via the Morehead Blog (http://www.MoreheadAssociates.com/blog)

HR professionals are choosing the convenient and functional virtual learning method where they control their education. They have access to the latest learning technology, and the most up-to-date relevant webcast content, all from the comfort of their own favorite laptop location. Each webcast selected and viewed earns one IHR credit hour for a participant to count towards their certification. For the Leadership Certification, 80 hours of webcast credit courses are required for completion.

The next Leadership virtual event is open for registration and scheduled for July 12 and 13, 2012. A past popular webcast attracting the highest registration numbers was “STR8-TALK for Difficult Conversations: How to Communicate Feedback with Candor and Care” presented by Tina Smagala, Regional Director from RV Rhodes LLC.

“Never has leadership development in business been more valuable to the economy and the health of business. It is not only the focus of most CEO’s but it is essential to staying competitive in this rapidly changing world. HR.com’s online certification in the leadership track addresses this need covering new aspects of leadership for both the emerging and the established leader.”
Dr. Beverly Kaye, Founder and Co-CEO, Career Systems International

The certification and accreditation process for the Developing Organizational Leadership Capabilities program is developed and guided through an independent Advisory Board composed of industry experts for each domain with access to the latest technology, best practices and thought leaders in their respective spaces. Interested content providers may contact Lynnette Rumble at lrumble@hr.com

Chair:
Jack Zenger, Zenger Folkman
Representatives:
Todd Davis, FranklinCovey
Christine Grimm, Aria Consulting International
Jeff Hayes, CPP, Inc.
Beverly Kaye, Career Systems International
Brent Kedzierski, Shell
Robert Morgan, SHLPreVisor
Maggie Walsh, The Forum Corporation
Ryan Walter, Leading Performance
Richard Wellins, DDI – Development Dimensions International

Check the Schedule for Upcoming Virtual Events or the Archive Listing for all programs with specialized focus in this or any division of HR. For HR professionals interested in sharing a recent project or topic, Submit an Idea here. Also get connected here with a new Linkedin HR.com subgroup on Leadership.

About HR.com
HR.com is a virtual company that believes in HR education, and networking. As the largest social network and online community of over 200,000 HR professionals, HR.com connects HR professionals and suppliers with easy access to shared knowledge on best practices, industry news, webcasts, and online certification to help them develop their most important asset — the people. Meet, network, share and learn.

About The Institute for Human Resources (www.instituteforhumanresources.com)
IHR focuses on education, online certification, and career development in the HR profession. IHR currently covers 20 key HR verticals ranging from Leadership, Workforce Management, Rewards and Recognition, Quality of Hire, Integrated Talent Management to Employee Wellness and others. Each program provides a full list of education, virtual events and accredited certification courses for a 12 -18 month period. Education, training and certification credits are available with “authorized partners” as well as with HR.com educational webcasts and award-winning virtual events. See List of All Programs.

For more information contact:
Debbie McGrath, Chief Instigator, HR.com
1-877-472-6648, ext. 104
dmcgrath@hr.com

Lynnette Rumble
Facilitator — Developing Organizational Leadership Capabilities
Search for Advisory Board Members and Content Presenters
HR.com
lrumble@hr.com

HR professionals are choosing the convenient and functional virtual learning method where they control their education. They have access to the latest learning technology, and the most up-to-date relevant webcast content, all from the comfort of their own favorite laptop location. Each webcast selected and viewed earns one IHR credit hour for a participant to count towards their certification. For the Leadership Certification, 80 hours of webcast credit courses are required for completion.

The next Leadership virtual event is open for registration and scheduled for July 12 and 13, 2012. A past popular webcast attracting the highest registration numbers was “STR8-TALK for Difficult Conversations: How to Communicate Feedback with Candor and Care” presented by Tina Smagala, Regional Director from RV Rhodes LLC.

“Never has leadership development in business been more valuable to the economy and the health of business. It is not only the focus of most CEO’s but it is essential to staying competitive in this rapidly changing world. HR.com’s online certification in the leadership track addresses this need covering new aspects of leadership for both the emerging and the established leader.”
Dr. Beverly Kaye, Founder and Co-CEO, Career Systems International

The certification and accreditation process for the Developing Organizational Leadership Capabilities program is developed and guided through an independent Advisory Board composed of industry experts for each domain with access to the latest technology, best practices and thought leaders in their respective spaces. Interested content providers may contact Lynnette Rumble at lrumble@hr.com

Chair:
Jack Zenger, Zenger Folkman
Representatives:
Todd Davis, FranklinCovey
Christine Grimm, Aria Consulting International
Jeff Hayes, CPP, Inc.
Beverly Kaye, Career Systems International
Brent Kedzierski, Shell
Robert Morgan, SHLPreVisor
Maggie Walsh, The Forum Corporation
Ryan Walter, Leading Performance
Richard Wellins, DDI – Development Dimensions International

Check the Schedule for Upcoming Virtual Events or the Archive Listing for all programs with specialized focus in this or any division of HR. For HR professionals interested in sharing a recent project or topic, Submit an Idea here. Also get connected here with a new Linkedin HR.com subgroup on Leadership.

About HR.com
HR.com is a virtual company that believes in HR education, and networking. As the largest social network and online community of over 200,000 HR professionals, HR.com connects HR professionals and suppliers with easy access to shared knowledge on best practices, industry news, webcasts, and online certification to help them develop their most important asset — the people. Meet, network, share and learn.

About The Institute for Human Resources (www.instituteforhumanresources.com)
IHR focuses on education, online certification, and career development in the HR profession. IHR currently covers 20 key HR verticals ranging from Leadership, Workforce Management, Rewards and Recognition, Quality of Hire, Integrated Talent Management to Employee Wellness and others. Each program provides a full list of education, virtual events and accredited certification courses for a 12 -18 month period. Education, training and certification credits are available with “authorized partners” as well as with HR.com educational webcasts and award-winning virtual events. See List of All Programs.

For more information contact:
Debbie McGrath, Chief Instigator, HR.com
1-877-472-6648, ext. 104
dmcgrath@hr.com

Lynnette Rumble
Facilitator — Developing Organizational Leadership Capabilities
Search for Advisory Board Members and Content Presenters
HR.com
lrumble@hr.com

The accreditation program, established by the National Association of Professional Background Screeners (NAPBS) and managed by the Background Screening Credentialing Council (BSCC), ensures that background screening companies follow high standards in dealing with background checks and personal data.

“GIS has always been known for providing high quality background screening services by going the extra mile, not cutting corners and most importantly, not offshoring any of our services, even as we have grown from a small background screening company to one of the largest in the world,” said Ray Conrad, owner and CEO of GIS. “We are very pleased to have achieved the accreditation and to have NAPBS validate how we operate.”

The BSCC oversees the application process and is the governing accreditation body that ensures that any organization seeking accreditation meets or exceeds a measurable standard of competence. To become accredited, background screening companies must pass a rigorous onsite audit, conducted by an independent auditing firm, of its policies and procedures as they relate to six critical areas: consumer protection, legal compliance, client education, product standards, service standards, and general business practices.

As senior vice president of operations and member of GIS’ compliance counsel, Lori Webb was particularly satisfied with the accreditation. “As an original member of NAPBS, it was important for us to seek accreditation,” she said. “We know how valuable NAPBS is and we know how high their standards are. For the background screening industry’s most well-respected association to give us their seal of approval is a huge accomplishment.”

About General Information Services, Inc. (GIS)
GIS is a nationally accredited background screening company that has been providing background screening services since 1966. In recent years, GIS has grown to serve thousands of customers nationwide by providing comprehensive national and international background screening solutions, talent acquisition solutions and industry specific services. For more information about GIS and its products or services, visit www.geninfo.com.

About NAPBS®
Founded in 2003 as a non-profit trade association, the National Association of Professional Background Screeners (NAPBS) represents the interests of more than 700 member companies around the world that offer tenant, employment and background screening. NAPBS provides relevant programs and training aimed at empowering members to better serve clients and maintain standards of excellence in the background screening industry, and presents a unified voice in the development of national, state and local regulations. For more information, visit www.napbs.com.

###

“We are very excited about the opportunity to meet one-on-one with the World at Work audience,” said Lynne Mealy, CEO of IHRIM. “Given that there are so many changes happening within our industry, it will be my personal pleasure to provide real-world insights on how IHRIM can help professionals network with THE industry’s top thinkers as well as keep them ahead of their competitors.”

IHRIM will be providing demonstrations of the association’s member-generated online community that captures and shares important HR information management knowledge and content: CORE. Additionally, IHRIM will be offering a `World At Work’ discount of $100 for attendees that join IHRIM at the event as well as a post-conference savings of $60. To encourage visitors to IHRIM’s booth, both a 1-year membership to the association and a $100 American Express gift card will be raffled off.

For more information about the association, visit www.IHRIM.org.

On September 6-7, 2012, more than 400 industry thought leaders, C-level executives, HR professionals and solution providers will gather at Las Vegas’ Red Rock Resort to explore the future of consumer-centric health plans at The Institute for HealthCare Consumerism’s (IHC) FORUM West conference. Its counterpart, FORUM East, was held in Atlanta in April 2012.

Now in its third year, the IHC FORUM (formerly CDHC Solutions FORUM) remains the only conference series dedicated solely to innovative health and benefit management. This year’s theme, “The Journey to HealthCare Consumerism,” focuses on preparing businesses of all sizes to transition smoothly to consumerism plans while preparing for potential changes to PPACA. Health care consumerism can include the adoption of health savings accounts, incentive programs, flexible spending accounts and corporate wellness initiatives—all of which have been proven to reduce health care costs and improve employee wellbeing. While the FORUM’s onsite medical and legal experts will analyze the court opinion, the health care consumerism trend is expected to grow regardless of June’s Supreme Court decision.

True to the IHC’s tagline, the event affords attendees numerous opportunities to “LEARN, CONNECT and SHARE.” With 24 workshops, a robust speaker lineup and five general sessions led by subject matter experts and policymakers, the FORUM purposes to leave attendees with insights on how to implement consumer-driven solutions, effectively communicate policy changes to employees and successfully navigate the country’s ever-shifting health and benefits
landscape.

FORUM attendees also will have the chance to glean best practices from peers who have effectively implemented health care consumerism programs, and exchange innovative ideas with professionals from across the entire health and benefits spectrum.

“Awesome, awesome FORUM!,” remarked Lisa D’Acquisto, benefits manager at Sunrise Medical in Fresno, California and FORUM East attendee. “I really like how innovative people are coming up with ideas, the networking at the table topics. I already have takeaways and we’re only halfway through the first day, so I’m super excited! I’m from California, and it was definitely worth the flight all the way out to Georgia to learn about these innovative things that I can implement in my workplace.”

Doug Field, IHC founder and CEO, agrees. “We’re on the heels of a very successful FORUM East and we’re definitely going to keep the momentum going for FORUM West in Vegas. There was a record turnout in Atlanta this year and we expect nothing less for September’s conference. FORUM West will feature top-notch speakers and workshops on every consumerism topic you can think of. Our goal is equip attendees with real-life solutions that they can use immediately in their businesses. We can’t wait for FORUM West!”

FORUM West highlights include:
* Health care consumerism experts Ron Bachman, Dr. Wendy Lynch, Roy Ramthun, John Hickman and John Young
* General sessions on PPACA compliance, employee communication, incentive programs, HRAs and HSAs
* A chance to earn HR Certification Institute credits toward PHR, SPHR and GPHR recertification
* Brand new, nationally recognized NAHU certification courses
* Intimate roundtable sharing sessions with peers and industry thought leaders
* Innovation Showcase to highlight products that companies can use to save money today

To learn more about the FORUM, visit http://www.theihccforum.com [www.theihccforum.com ]or tune in to Health Care Consumerism Radio. FORUM registration is now open.

COPY FOR SOCIAL MEDIA POSTS
To help promote IHC FORUM West, copy has been provided below and can simply be copied, pasted and posted to your social media sites. The IHC appreciates your support.

Facebook post:
Get the latest on PPACA compliance, employee incentives, FSAs, HRAs, HSAs, innovative products and more.
Find out what it takes to implement a successful consumerism plan from peers who’ve actually done it. LEARN, CONNECT, SHARE at IHC FORUM West in Las Vegas, Sept. 6-7, 2012. Register today at www.theihccforum.com.

Twitter post (130 characters):
LEARN, CONNECT, SHARE with peers and health care consumerism experts at IHC FORUM West in Las Vegas, Sept. 6-7. www.theihccforum.com

About the IHC FORUM
The Institute for HealthCare Consumerism’s FORUM East and FORUM West are the only national events 100 percent dedicated to innovative health and benefits management. Through 24 cutting-edge workshops, five general sessions and numerous networking opportunities, attendees get relevant insights from industry thought leaders and policymakers on how to cut costs, engage employees and comply with current health care laws. The FORUM allows HR professionals, brokers, consultants and health plan administrators to share leading practices, exchange ideas and arrive at real, implementable solutions.

Mike Ward recently joined the company’s Sales Team as Business Development Manager. In this role, Mike will work with new and existing clients to deliver employee assessment and development solutions. A long-time contributor to the Talent Management space, Mike has provided more than 25 years of consulting to help organizations maximize the potential of their talent. He also pioneered the first fully integrated Human Capital Management System (web-based software) in North America.

Also new to the Sales Team is Stephanie Keiser, who will support the sales and marketing efforts by filling the role of Solutions Specialist. A graduate of Penn State University with degrees in Psychology and Business, Stephanie interned with Select International for several years prior to this full-time role.

Jennifer Daugherty joins Select International as RPO Coordinator. A graduate of Clarion University, Daugherty brings several years experience in different types of roles, including a background in testing centers and investigations. As an RPO Coordinator, she coordinates the delivery of various client RPO (Recruitment Process Outsourcing) services.

The Consulting Team also added two Consulting Associates. Alison Medeiros, who brings significant experience from the recruiting field, received her degree in Sociology from The College of William & Mary in Virginia. Megan Why, a 12-year team member at Select International with a strong consulting background, recently transitioned to this role. She is a graduate of Lafayette College with degrees in Psychology and English. Both new Consulting Associates will provide support in the development and implementation of assessment solutions for Select International’s clients.

The Technology Team expanded with the addition of Michelle Hoeg, who fills the role of Support Services Associate. She serves as a resource for Select International’s technology systems and responds to a variety of Help Desk inquiries. A graduate of Grove City College, Michelle also assists with the configuration and testing of the company’s assessments and tools.

Lou Simon, an employee with Select International for four years, was recently promoted to Director of Technology Development. In this role, he manages all aspects of the company’s technology maintenance, vision and strategy. Lou is a graduate of Robert Morris University with a degree in Information Systems and Professional Communications.

“When it comes to expanding our workforce, our philosophy is one of smart, responsible growth,” said Doug Wolf, Select International’s Chief Operating Officer. “Continually investing in our own talent enables us to better serve our clients.”

Select International will be hiring for additional positions in the coming months. Visit the company’s Career Page for more information.

About Select International
Select International develops employee assessments and hiring systems to help organizations identify, select and develop a strong, productive workforce. The company’s employee selection and development solutions include pre employment assessments, executive assessment, online interview training, manufacturing assessment tests, healthcare hiring assessments, customer service assessment tests, and tools to help organizations hire safe workers. Select International works closely with its clients to improve hiring at all levels, and across all industries, including manufacturing, healthcare, customer service, energy, retail, transportation and logistics, and distribution.

Select International is headquartered in Pittsburgh, PA, and maintains offices throughout North America and around the globe. For more information on Select International, call 1-800-786-8595 or visit their website.

Finalists were chosen by more than 140 business professionals nationwide during preliminary judging in April and May. More than 150 members of 10 specialized judging committees will determine Stevie Award placements from among the Finalists during final judging, to take place May 14 – 25.

A Stevie Award winner in 2010 and 2011, and American Business Award Finalist in 2011, Staff Management | SMX has continued to break company records and outperform the industry under the leadership of Joan Davison, President & COO of Staff Management | SMX. As a result, the company is recognized as a finalist in the Company of the Year category and Davison in the Executive of the Year category. Staff Management | SMX’s Customer Service Department of the Year finalist nomination highlights the dedicated and talented team that hired more than 16,000 seasonal associates in a nine week period to support a leading online retailer’s busy season.

“The entire Staff Management | SMX organization gives special thanks to the team who provided exemplary support to our client during their holiday driven busy season,” says Jerry Wimer, Vice President of Global Operations and Staffing Center of Excellence for Staff Management | SMX. “We would also like to thank the American Business Awards for their continued recognition of our company as well as the accomplishments of our employees, and congratulate our fellow nominees in the Company of the Year, Executive of the Year and Customer Service Department of the Year categories.”

The American Business Awards are the nation’s premier business awards program. All organizations operating in the U.S.A. are eligible to submit nominations — public and private, for-profit and non-profit, large and small. Details about The American Business Awards and the list of Finalists in all categories are available at www.stevieawards.com/aba.

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 organizations 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.

About Staff Management | SMX
Founded in 1988, Staff Management | SMX is a recognized global leader in workforce management solutions. Staff Management | SMX is the pioneer of high-volume Vendor on Premise (VOP) staffing solutions and is ranked one of the top MSP providers worldwide by staffing buyers on HRO Today’s 2012 Baker’s Dozen for MSP providers. Staff Management | SMX solutions provide best talent, drive compliance, yield tangible savings and build sustainable value. One of America’s Top Job Creators on Inc. Magazine’s Inc. 5000, Staff Management | SMX is ranked among the Largest Global Staffing Providers by the Staffing Industry Analysts and was the winner of Best Overall Company of the Year in the 2011 Stevie Awards for Women in Business. Staff Management | SMX has been a charter member in the U.S. Immigration and Customs Enforcement IMAGE Program since 2006 and achieved Workers’ Compensation Risk Certification in 2011.

Waco, TX; May 9th 2012, – Profiles International is hosting a complimentary webinar, Aligning Sales and Leadership for Success in Your Organization.

Wouldn’t it be great if you could easily transform your ‘average’ performers into a top quality sales force? How do you identify a clear focus for the training and development of your sales team?

If you would like the answers to the above questions, then you cannot afford to miss the upcoming webinar presented by Mr. Al Rainaldi, Executive Vice President and CSO of Profiles International.

Rainaldi and his team work closely with clients and colleagues around the world with the focus of implementing assessments that result in the direct achievement of improved bottom-line results. In this short yet impactful 30 minute webinar, Rainaldi will share some key strategies that have proven success worldwide, including the use of the Profiles Sales CheckPoint™.

Attendees will learn:

1. How to identify in less than 15 minutes, where each salesperson has the greatest potential for immediate improvement.
The report that is instantly generated provides feedback to each salesperson and sales manager. The combined feedback outlines perceived abilities and skills deemed critical to success for selling in the organization.

2. How your individual team members perceive their own performance and abilities.
There are many sales behaviors that need to be mastered to perform at the top of any organization. Involving individual employees in their own development process can be highly beneficial.

3. How to eliminate the guesswork of where your sales leader and sales team’s focus should be.
For sales leaders to be effective there must be a high degree of alignment in the ‘critical skill set’ selection. In identifying what the critical skills for success are, leaders can then reduce the amount of time, training and money spent.

Eliminate guesswork and target specifically where your sales team’s focus should be. Ensuring an alignment between sales and leadership boosts any strategy for success.
Build your outstanding sales force today!

Tuesday, May 15, 2012 @ 10:30 AM CDT
Space is limited so REGISTER NOW.

ABOUT THE PRESENTER
Mr. Al Rainaldi is the key to Profiles’ successful alliance partnerships and a major player in the company’s long-term strategic planning efforts. Mr. Rainaldi also coordinates with the senior vice presidents who head Profiles’ five sales divisions. Rainaldi is a renowned public speaker and presenter, and has been with Profiles International since 1991. His extraordinary business achievements were featured in an issue of Success magazine.

We are also offering you the opportunity to test drive our Profiles Sales CheckPoint™ 100% risk-free! Simply click here.

Connect with us on our Blog, Facebook and Twitter.

Cleveland, OH, May 8, 2012 — CareerCurve, a GSA certified provider of career transition services, is conducting a best practice study focused on defining the job search skills and services most needed by veterans returning home from active duty. Veterans returning home are encountering a new battlefield called the job market. The unemployment rate among young vets is nearly 30 percent.

An important element of the study includes working with returning veterans. To gather feedback CareerCurve is offering returning veterans seeking to transition their skills and experience to civilian employment personalized career coaching to qualifying veterans at no –cost. Study participants will receive two hours of one-on-one coaching delivered by career coaches with prior military experience, a professionally developed resume and a six-month subscription to an on-line job search resource center.

Returning veterans interested in participating can register at CareerCurve.

About CareerCurve: CareerCurve offers innovative workforce solutions that support the changing needs of business. Using an updated business model, CareerCurve delivers affordable services that are relevant and responsive. To learn more, visit www.careercurve.com or follow CareerCurve on its website blog or on Twitter (@CareerCurve).

“Achievers is honored to receive nine nominations this year across multiple departments,” said Razor Suleman, Founder and Chairman of Achievers. “The nominations validate our talented and passionate team, and prove that an engaged workforce and strong company culture drives results.”

More than 3,000 nominations from organizations of all sizes and in all industries were submitted this year for consideration in a wide range of categories. Achievers is nominated in:

• Company of the Year — Computer Software
• Executive of the Year — Computer Software
• Most Innovative Company of the Year
• Communications Team of the Year
• Customer Service Team of the Year
• Information Technology Department of the Year
• Technical Professional of the Year
• Best Corporate Image Event
• Rebrand – Achievers Website

The American Business Awards are the nation’s premier business awards program. All organizations operating in the U.S.A. are eligible to submit nominations — public and private, for-profit and non-profit, large and small. Finalists were chosen by more than 140 business professionals nationwide during preliminary judging in April and May. More than 150 members of 10 specialized judging committees will determine Stevie Award placements from among the Finalists during final judging, to take place May 14 – 25.

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

About Achievers
The Achievers mission is to Change the Way the World Works. We are accomplishing this by helping companies around the world recognize and reward positive employee behaviors on a daily basis resulting in higher employee engagement and better business results. With our award-winning technology, unmatched customer service and industry-leading expertise we have powered the world’s most successful rewards and recognition programs. Check us out on the web at www.achievers.com.

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 organizations 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.

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Most of the data to be featured come from the National Compensation Survey (NCS) and the Occupational Employment Statistics (OES) program. The NCS produces data on employment cost trends and the incidence, provisions, and cost of employer provided benefits. The OES provides data on employment and occupational wages. All BLS data are free of charge and available online.

As part of the exhibit, BLS staff will show users how to access data online from the BLS website. Survey respondents—those invaluable Human Resource professionals that provide the data for BLS surveys—are encouraged to stop by the booth to discuss the importance and process of reporting data to BLS. Karen Ransom, Regional Economist in BLS’s Southeast Regional Office, noted: “meeting data users from the Human Resources profession face-to-face is a great way for us to demonstrate the data we produce as well as learn from the experts what their data needs are.”

All visitors to the booth will receive a copy of “Zooming in on Compensation Data — A guide to BLS data for Human Resources Professionals”. Those not attending the conference can request a copy of this booklet by sending an email request to HRGuide {at} bls {dot} gov.

About the Bureau of Labor Statistics

The Bureau of Labor Statistics of the U.S. Department of Labor is the principal federal agency responsible for measuring labor market activity, working conditions, and price changes in the economy. Its mission is to collect, analyze, and disseminate essential economic information to support public and private decision-making. As an independent statistical agency, BLS serves its diverse user communities by providing products and services that are objective, timely, accurate, and relevant.

About the BLS Information Offices

BLS has eight regional information offices, located in Atlanta, Boston, Chicago, Dallas, Kansas City, New York, Philadelphia, and San Francisco. BLS staff from these offices are available to assist data users in finding and understanding the data they need. The Information Offices may be contacted via email, telephone, or in person.

About the National Compensation Survey

The National Compensation Survey is an on-going comprehensive employer-based survey of approximately 11,000 establishments conducted by the U.S. Bureau of Labor Statistics. NCS is an umbrella program that produces data on several topics including benefits, wages, and compensation cost trends. One of its outputs—the Employment Cost Index (ECI) — is a principal federal economic indicator. The ECI measures the percent change in the cost of wages and benefits. Another output is the Employer Costs for Employee Compensation (ECEC). The ECEC provides costs for wages and individual benefits on a cost per hour worked basis. In addition to the reports and websites mentioned in this release, the Compensation and Working Conditions Online Journal contains short articles on various compensation topics including health and retirement benefits.

About the Occupational Employment Statistics Program

The Occupational Employment Statistics program is an on-going, comprehensive employer-based survey of approximately 1.2 million establishments collected over a 3-year period. The OES survey is a Federal-State cooperative program between BLS and State Workforce Agencies (SWAs). BLS provides the procedures and technical support, draws the sample, and produces the survey materials, while the SWAs collect the data. OES provides employment and wage estimates for over 800 occupations by State, Metropolitan and Nonmetropolitan Area, as well as by detailed industry and ownership (private industry, local government, state government, and federal government) at the National level.

Vice President of Product Development, Manoj Tiwari, is honored to have Berkshire’s BALANCEtrak software recognized. “To be recognized as a finalist by SmartCEO is a reward in itself. Our in-house product development team was incredibly innovative in designing BALABCEtrak to specifically meet the applicant tracking needs of HR professionals,” said Manoj.

VOLT award finalists are recognized for their company’s creative vision, leadership philosophies, innovative strategizing, and undeniable work ethic.

“This year’s VOLT finalists have greatly contributed to the growth of the regional economy as well as global. Collectively, they channel unique innovation, success-driven implementation, an extraordinary competitive advantage, and efficient operations,” says Craig Burris, Founder and President of SmartCEO magazine. “We are privileged to share in their success.”

For media inquiries please contact Lauren Collinson at 800.882.8904, ext. 1307, or email laurenc@berkshireassociates.com.

About BALANCEtrak: BALANCEtrak’s functionality makes the multi-leveled applicant tracking process manageable for the HR Professional. Developed using Software-as-a-Service (SaaS) technology, users have the convenience of anytime, anywhere access. Since BALANCEtrak is a secure, web-based application, even the most decentralized organizations can coordinate their staffing efforts. Users can build their own approval process based on staff members involved in the hiring process. Users can easily create job descriptions, applications, and prescreen questions while getting at-a-glance updates including requisition statuses, pending approvals, and number of job seeker responses received. Through BALANCEtrak, HR professionals can even manage and monitor compliance with AA/EEO regulations.

About SmartCEO
Baltimore SmartCEO magazine is a regional publication for growing companies, aimed at providing features, analysis, and case studies each month to educate and inspire Greater Baltimore’s thought leaders. Our readers range from young, dynamic companies to established, multi-generational family-owned firms.

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Milwaukee, WI — May 15, 2012

Facts
- Zywave, Inc. today released enhanced web services for its industry-leading employee benefits insurance agency management system, BrokerageBuilder™, to enable seamless integration with any third-party application.
- BrokerageBuilder was designed and built by former account managers, making it the only benefits system that works the way agency staff does—and adapts to fit an agency’s unique business and processes. Enhanced web services will extend an agency’s ability to let BrokerageBuilder work for them.
- Near real-time data transfer in and out of BrokerageBuilder will save agency staff time and ensure faster client service, driving agency efficiency.
- Agencies can build a seamless bridge to any internal or third-party system they use, including property-casualty agency management systems, payroll systems, or systems developed within the agency. Zywave provides:
o Industry-standard SOAP protocol accessible by any platform or programming language
o Top security with SSL transport layer and client-based certificates for authorization
o All available functions documented with sample C# code for Microsoft® .NET
- Transforming the industry with products like BrokerageBuilder and consistently enhancing our technology offerings is part of Zywave’s ongoing focus to offer enterprise-wide software solutions for insurance and financial firms to increase agency efficiency, differentiate and protect their book of business.

Supporting Quotes
- “With this BrokerageBuilder release, we focused on agencies that want to streamline workflows across multiple business systems,” said Krista Seidl, Zywave product director of agency management. “Integration with other systems has been a common request, and our newest web services allow the flexibility for any integration solution, so agencies can maximize efficiencies and facilitate business intelligence across systems.”
- “The web services provided by BrokerageBuilder have enabled us to build integration solutions and consolidated reporting dashboards that would otherwise have been unfeasible,” said Zywave client Ryan Deeds, vice president and director of IT at Lanier Upshaw, Inc. “Our integration helps staff better understand client needs and identify cross-sell opportunities, which really impacts our agency’s bottom line. We are excited as Zywave launches the new web services so we can enhance the value IT brings to the agency.”

About Zywave
Zywave is the leading provider of software-as-a-service (SaaS) technology solutions for the insurance and financial services industries. The company’s products include Web-enabled marketing communications, business intelligence and analytics, agency automation, and needs-assessment and financial planning tools. More than 350,000 financial and insurance professionals, including 90 of the Top 100 U.S. insurance firms and dozens of the world’s largest financial institutions, use Zywave’s proven solutions to help them differentiate from the competition, enhance client services, improve efficiencies and achieve organic growth. To learn more, visit www.zywave.com.

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- Criminal activity within the workspace
- Customer /client / patient confrontations
- Personal partner abuse/ domestic violence spilling into the workspace
- Aggressive co-worker issues such as abusive emails, verbal threats, hostile intimidation, and any other unacceptable behavior that invokes fear in the workspace
- Bullying and Cyber-bullying

Much of this conduct is subject to assessment of `degree’, especially bullying, but your policy should give clear examples of what the unacceptable conduct could be. Absent written directives forbidding such behavior, often nobody is willing to recognize it as workplace violence related and therefore it goes unreported. This will not only assure its continuation, but will probably be interpreted as acceptance and lead to more drastic, or aggressive, conduct. If it seems like there might be some spillover into other policies governing employee conduct, like into Harassment Prevention Policy, so be it. You still want to address the unacceptable behavior, see that it is reported, and take action to stop it. If abusive or aggressive conduct is addressed by more than one policy, that’s fine.

To be effective the Workplace Violence Policy has to be understood by the workforce and the only method for achieving that is through training. This training has to be done at the employee level for all. Employees actually have to be considered your first line of reporting responsibility. They should learn the behavioral red flags and the reporting requirements expected. Training also has to be done for the supervisors who are going to be your second line of responsibility to investigate the issues. Then the Case Assessment Team should be given even more specific training as to how the policy is to be applied and enforced.

Workplace courtesy and safety should be a simple issue of applying those universal rules of behavior we all should have learned by the time we were 5 years old. It has however become a complicated issue with social and legal consequences for both the perpetrators and the companies/organizations that fail to control them.

Check out our whole Workplace Violence Prevention series of training courses at www.imac-training.com.

The latest version of SmartSearch® features a new user-configurable search interface called Search My Way that allows each user to define preferred search parameters and drag data sections into any order. This simplifies and streamlines most common searches to find candidates faster. The Search My Way function includes an option to harness the “Power Search” tools engine for Monster.com integrated resume search. Version 16 also offers cross-database searching for large clients with multiple database environments.

In tandem with the v16 release, SmartSearch® rolls out updates to its built-in Mobile Access module with the addition of two new Apps for Android and iPhone, both available for download at the smart phone App store. The new Apps feature an updated interface and adds new features to mobile capabilities such ability to view documents, match candidates to jobs, and additional access to Work-In-Progress dashboard items.

“In addition to the highly anticipated Apps for recruiters, we’ll soon be releasing an optional Apps for Candidates and Hiring Managers,” said Doug Coull, CEO at APS, “These Apps will be branded to the company site to complement existing web presence.”

Version 16 also features a S.M.A.R.T. (Social Media And Recruiting Toolkit) menu that brings new and existing social media integrations together in one convenience place. Built-in search tools reach across social networks to find people, post jobs, view and update activity on Twitter, Facebook and LinkedIn, and easily import candidates and contacts to the SmartSearch® database either individually or in bulk.

Version 16 enhances SmartSearch® text messaging capability in partnership with TextHub.com to better support mobile recruiting, and adds optional integration with ProveIt! – one of the nation’s leading skill/knowledge assessment services. Users also have access to added job posting options via new integrations available with Glassdoor.com and Simply Hired to expand recruiting reach across the web, and posting jobs to selected niche sites such as Rig Zone and Oil Careers.

SmartSearch® new version expands self-configuration options that allow Admin Users to define pre-set user “roles” to make it easier and faster to add new users by pre-populating access rights, roles, permissions, groups, location, and interface settings. User self-config is also enhanced to set personal preferences, streamline data fields to manage workflow, and apply Shortcuts to any activities defined in the built-in applicant tracking toolsets.

The SmartSearch® recruiting software is best known for the ability to seamlessly integrate with existing systems and applications for managing all employment-related information from one easy to use interface.

About SmartSearch®: Since 1986, Advanced Personnel Systems, Inc. has led the way in the development and deployment of quality talent management and recruiting solutions. Having pioneered the field of resume-scanning-based recruiting solutions, APS is a recognized innovator in on-demand technology and recruitment data management. Its signature product, SmartSearch® serves over 165,000 users and 4.7 million job seekers worldwide. For more information, visit: www.smartsearchonline.com

CONTACT:
Advanced Personnel Systems Inc.
(760) 941-2800
info@aps2k.com

“IHRIM is delighted at the strong attendance of its 2012 Conference — both from first-time attendees and veterans alike,” said Lynne Mealy, CEO of IHRIM. “The IHRIM Conference brings together industry thought leaders to leverage best practices, emerging technologies, and innovative strategies to enhance an organization’s HRIS and HRIT programs. This year was no exception. Once again, IHRIM has proven that this is a must-attend event for HR systems professionals.”

“As always, the IHRIM Conference was a great conference for practitioners to really get answers from substantive presenters,” added Alexia Martin, Director of Research and Analytics, CedarCrestone. “The exhibit hall was exciting and I found some new providers that I expect to change our HR technologies space in years to come.”

The 2012 IHRIM Conference provided a well-balanced event for attendees. The expo floor unveiled a variety of new HR technology products and services tailored for organizations big and small, while the conference content review committee successfully provided a balance of sessions — fundamental versus strategic; topic focus; case studies versus lectures.

“With a remarkably strong educational line-up, new products & vendors on the expo floor, along with a variety of networking opportunities coupled with a record level of media attention, the IHRIM Conference is the place to be,” said Nov Omana, Board Chair of IHRIM. “This year’s thought-provoking and informative event allowed the association to provide the industry with the opportunity to learn about the latest tools and techniques to achieve an incredible ROI on their investment.”

The event also served as a stage for IHRIM to recognize industry leaders during the keynote session. The winners of these prestigious awards are
• Robert H. Chapman Jr., HRIP, PMP — 2012 Summit Award
• Cathy Sparks, HRIP, HR Manager, UPS / United Parcel Service, — 2012 Ambassador Award
• Rob Eidson, Specialist Leader, Deloitte Consulting —2012 Ambassador Award
• NuView Systems Inc. — 2012 Partners Award

“These folks have been active leaders in the HRIS and HRMS industries,” said Lynne Mealy. “Their work and dedication to the industry set the stage for the next generation of experts and paved the way for a new brand of HR technology professionals. We are excited to celebrate their achievements at the IHRIM Conference where the IHRIM community comes together to highlight advancements and share ideas.”

The 2012 IHRIM Conference had a wide representation of attendees — including all levels of management from HR, HR systems and IT as well as business analysts and functional HR and Payroll staff members. “The high number of first time attendees is a testament to IHRIM’s being a critical source for education and professional development in the industry,” said Omana. “IHRIM will benefit from their energy, enthusiasm, and ideas.”

If you missed the IHRIM 2012 Conference, or attended but weren’t able to attend all the sessions you wanted, MP3 CD-ROM audio sessions along with the PowerPoint presentations are now available for purchase http://bit.ly/IHRIM2012_Recordings

The 2013 IHRIM Conference and Technology Expo is slated for June 2 – 5, 2013 at Disney’s Contemporary Resort in Orlando, Florida.

About the International Association for Human Resource Information Management (IHRIM)
IHRIM is the world’s leading clearinghouse for the HRIM (Human Resource Information Management) industry. Since 1980, IHRIM has been the only membership association for HR technology professionals, advancing the industry by providing unparalleled education and professional development opportunities through its annual conference, educational courses and webinars. IHRIM is a community of experts — a dynamic group of practitioners, vendors, consultants, students, and faculty that continues to grow, not just in numbers, but in its scope of knowledge and information.
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Shail Arora brings to the JobApp board a broad range of business skills and deep technical knowledge developed over 25 years of industry experience. Shail currently serves as a Partner and Chief Technology Officer of Vineyard Capital Group, a venture capital firm focused on providing capital, management and technology expertise to rapid growth technology companies. Shail is recognized as an advanced technology leader, as an architect of innovative, cutting-edge software solutions in a variety of business settings. As a co-founder and CEO of Gradepoint, Inc., Shail created one of the first integrated SaaS learning architectures in the industry and was a pioneer in the Live (synchronous) Learning space.

Matthew Glotzbach currently is responsible for the strategy, development and management of YouTube’s business and product direction in Europe, Middle East, and Africa (EMEA). Previously, he led the Apps and Enterprise product divisions within Google. In 2007 he launched Google Apps, Google’s cloud computing suite for business. In the same year he played a key role in the acquisition of the security and compliance company Postini, Google’s third largest acquisition to date. Matthew has over 15 years of experience in Internet technology, product strategy, enterprise product management, marketing and sales.

“The addition of Matthew and Shail to our board dramatically enhances the technical and industry knowledge available to our management team,” said Blake Helppie, JobApp CEO. “Our board has always been a supportive force in our company and the board was active in the recruitment of Shail and Matthew to broaden our industry perspective and technical knowledge base.”

Shail Arora commented, “I am excited to join the board of this dynamic, rapid growth company. JobApp has developed a world-class product that is revolutionizing the automated hiring and onboarding process for companies with high-volume employment needs. It is a privilege to join Matthew Glotzbach and the other distinguished directors to assist JobApp in its continuing growth and technical evolution.”

Matthew Glotzbach added, “As is Shail, I am very pleased to become part of the JobApp organization. I am impressed with the company’s unfailing focus on customer satisfaction as well as with its sophisticated technology solutions and commitment to forging a leadership role in the industry. I look forward to working with the JobApp board, Blake Helppie and the rest of the management team to help guide that effort.”

About JobApp Network JobApp gives any company with a decentralized workforce what it needs to hire the best person for the right job, right now. You identify the top 20 percent of applicants at a glance, engage the best candidates quickly and, just as efficiently, you draw a bead on a new employee’s best next move within your company. But that’s only what the candidate and the person who hires them might see. Behind the scenes, paperwork is eliminated from the entire process, from application (whether by phone or online) right through onboarding and performance management. Hiring compliance? Done. Tax credit eligibility? Handled. Headquartered in Bloomfield Hills, Mich., JobApp is online at www.jobappnetwork.com

Based on 1.4 million survey responses from hospital-employed physicians in 2011, Morehead’s annual report reveals a statistically significant decrease in physician engagement compared to 2010. Regression analysis revealed nine key drivers of physician engagement, with hospital-sponsored continuing medical education (CME) appearing on the key driver list for the first time.

“As hospital employment of physicians continues to grow, the links between physician engagement and outcomes like patient satisfaction, safety, quality, and financial growth become more important,” says Morehead’s Senior Vice President of Science and Research, Barbara Reilly, PhD. “This year, we see physicians rating hospital administration’s efforts more highly than their execution on strategic initiatives, with efficient cooperation between departments continuing to be a low-scoring area.”

Morehead’s national healthcare database includes physician and employee engagement data from hundreds of thousands of U.S. healthcare workers, including those at 45% of U.S. News & World Report’s Best Hospitals, and four Malcolm Baldrige National Quality Award recipients. Morehead recently released their annual report on employee engagement, “The State of Employee Engagement: 2011 in Review,” which is also available for download at MoreheadAssociates.com.

About Morehead:
Morehead is a market leader in providing surveys, research, and consulting services to the healthcare industry for the purpose of creating an engaged workforce. Morehead has more than 30 years experience and offers products and expertise built on robust data and norms from their substantial client base of hospitals and healthcare systems. The Charlotte based company is known for its superior customer service and partnerships with clients nationwide. Morehead’s focus is helping clients drive quality-focused, cost-effective, and patient-centered healthcare through an engaged workforce.

For more information, visit www.MoreheadAssociates.com or stay connected with Morehead via the Morehead Blog (http://www.MoreheadAssociates.com/blog)
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Established by the World Health Organization in 1987, World No Tobacco Day is celebrated every May 31 as an annual recognition of global efforts against tobacco use. The theme of World No Tobacco Day 2012 is “tobacco industry interference.” WHO is urging countries to put the fight against the tobacco industry at the heart of its efforts to control the global tobacco epidemic. In response, Alere Wellbeing has committed to helping at least 3,000 of the tobacco industry’s customers get one step closer to overcoming their deadly addiction for good.

“Alere Wellbeing joins the World Health Organization as a leader in the global movement for tobacco freedom for all,” said Ken Wassum, Associate Director of Clinical Development and Support for Alere Wellbeing. “The tobacco industry has increased its efforts to both confound and delay tobacco control in the United States and to sell its deadly products abroad. It continues to aggressively challenge the FDA in the implementation of evidence-based initiatives by the Center for Tobacco Products, including the adoption of pictorial health warnings on cigarette packaging. As the nation’s largest provider of tobacco quitline services, Alere Wellbeing is committed to promoting barrier-free access to evidence-based tobacco cessation care.”

“Alere Wellbeing has already helped more than 235,000 tobacco users in this year alone,” said Sandy Becker, President of Alere Wellbeing. “To celebrate our ongoing commitment to tobacco cessation and in recognition of World No Tobacco Day, we are challenging ourselves to conduct more than 3,000 live interventions on May 31. In over 25 years of helping tobacco users, this will be a record number for us.”

Tobacco use is one of the leading preventable causes of death globally, and is the number one cause of preventable death and disease in the United States. The global tobacco epidemic kills nearly 6 million people each year, more than 600,000 of whom are exposed to secondhand smoke. Unless countermeasures are enacted, tobacco use will kill up to 8 million people per year by 2030, according to the World Health Organization.

To find out more about Alere Wellbeing’s tobacco cessation program, visit www.alerewellbeing.com or www.quitnow.net.

About Alere Wellbeing
Alere Wellbeing brings together science, technology, and personal interaction to help people recognize and modify unhealthy behaviors to avoid chronic illness and live longer, more vital lives. Alere Wellbeing’s evidence-based programs address modifiable health risks that contribute to chronic disease: tobacco use, poor nutrition, physical inactivity, and stress. Current clients include 27 state governments and more than 675 health plans and employers, 75 of which are in the Fortune 500. Alere Wellbeing is known and respected for its pay-for-performance business model, intense focus on scalable service quality, dedicated account management, continuous program improvement, and transparent reporting of measurable outcomes at the individual participant and aggregate population level. Alere Wellbeing has contributed to more than 100 published research studies and maintains collaboration with the American Cancer Society® and an active research program funded by the Centers for Disease Control, American Legacy Foundation, and the National Institutes of Health. More information about Alere Wellbeing can be found at www.alerewellbeing.com.

About Alere
By developing new capabilities in near-patient diagnosis, monitoring and health management, Alere enables individuals to take charge of improving their health and quality of life at home. Alere’s global leading products and services, as well as its new product development efforts, focus on cardiology, infectious disease, toxicology, diabetes, oncology and women’s health. Alere is headquartered in Waltham, Massachusetts. For more information regarding Alere please visit www.alere.com.

For More Information:
Reed Dunn
Alere Wellbeing
(206) 876‐2609, or e-mail Reed.Dunn@alere.com

Milwaukee, WI — May 14, 2012 — Zywave, Inc. today released new features for both of its leading portal solutions, designed to promote organic agency growth. An all-new version of its client portal software tool, MyWave Elements™, now supports stronger broker-client relationships and solidified client retention automatically, with minimal work for the broker.

- MyWave Elements is a customizable one-stop resource portal for insurance broker clients, allowing agencies to differentiate themselves, promote their services and provide 24/7 self-service access to a wide range of resources tailored to each client’s needs.
- Supported by content from industry-leading marketing communications tool Broker Briefcase®, MyWave Elements now automatically promotes a consultative broker role to win and retain more business with no additional time.
- With all-new MyWave Elements 3.0, new content is now automatically posted to the portal news feed, ensuring frequent value-touches for each client, with no work necessary by the broker. Clients will receive breaking legislative updates relevant to their business and regular featured content filtered by their preferences, enhancing the value of their broker relationship.
- Auto-generated emails now promote new content to drive clients to the portal, boosting engagement and maximizing the relationship-building and cross-selling potential of the site for brokers.

Zywave also today announced mobile access for HRconnection®, its employee portal solution. All HRconnection users will now be able to access popular functions, such as time-off tracking and benefit plan details, via a mobile or tablet device.

- HRconnection allows broker clients to house all company, benefits and HR information in a secure, online location for employees to access 24/7, streamlining efficiency and reducing the burden on HR.
- Mobile access enhances employees’ ability to connect with HR when and where they need to, increasing company morale and strengthening employee-employer relationships—which translates to exit barriers for the insurance brokers providing the technology.
Transforming the industry with products like MyWave Elements 3.0 and HRconnection is part of Zywave’s ongoing focus to offer enterprise-wide software solutions for insurance and financial firms to differentiate, protect their book of business and increase agency efficiency.

Supporting Quotes
- “In-depth end-user feedback gave us vital insights into what clients expect and need from their brokers,” said Heidi Pezall, product director of employer products at Zywave. “We focused on making our client portal as hands-off and automated as possible, so brokers can focus on growing their business, while effortlessly staying in front of clients. Elements 3.0 offers each user a unique experience based on what’s important to them, so clients receive what they need when they need it. Plus with HRconnection mobile access, brokers can position themselves as even more cutting edge—and their clients can connect with employees where they are.”
- “The theme of this release is strengthening relationships and engagement at all levels, from the broker to the employer to the employee,” said Jim Emling, president and chief operating officer at Zywave. “When engagement increases, so does the value of the agency’s services, to form distinctive competitive advantages and grow profitable market share.”
- “With mounting pressure on brokers to provide value beyond the transaction, the release of Elements 3.0 could not be more timely,” said Dave O’Brien, executive vice president and chief marketing officer at Zywave. “A recent survey found that over 80 percent of employers highly value content from their brokers on a monthly basis, and Elements 3.0 allows brokers to meet or exceed this expectation with no extra work—providing substantial opportunity for organic broker growth.”

About Zywave
Zywave is the leading provider of software-as-a-service (SaaS) technology solutions for the insurance and financial services industries. The company’s products include Web-enabled marketing communications, business intelligence and analytics, agency automation, and needs-assessment and financial planning tools. More than 350,000 financial and insurance professionals, including 90 of the Top 100 U.S. insurance firms and dozens of the world’s largest financial institutions, use Zywave’s proven solutions to help them differentiate from the competition, enhance client services, improve efficiencies and achieve organic growth. To learn more, visit www.zywave.com.

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iCIMS’ volunteers will help complete various projects throughout the park alongside state park rangers and other park employees. In previous years, iCIMS’ volunteers have assisted in projects such as building and painting houses for migratory birds, clearing trails, planting trees and other plant specimens, and creating a natural barrier to stop potential landslides caused by erosion.

The Cheesequake State Park clean-up is one of many environmental improvement actions iCIMS has participated in since the company launched its iGIVE Back program in 2006. Colin Day, iCIMS’ CEO, established the iGIVE Back program to promote the protection of local green spaces and support select environmental causes through a corporate charitable giving plan. Within the program, employees can volunteer up to two paid days annually to participate in company-wide beach and park sweeps. In addition, they can elect to give direct deposit donations, which the company matches, to several environmental action groups such as Earth Share of New Jersey.

“As the company grows, so does the number of volunteers and participants we have in iCIMS’ iGIVE Back program,” said Ron Kasner, Chief Corporate Development Officer, iCIMS. “We are proud to announce that this year the company has a record number of employees volunteering their time to this clean-up. It is great to see the iGIVE Back program flourish and witness the positive changes the iCIMS team has had on the local community,” concluded Kasner.

“When we launched iGIVE Back, environmental causes were a logical place to focus the company’s charitable giving efforts,” said Colin Day, CEO, iCIMS, Inc. “Our product, the iCIMS Talent Platform, enables companies to go paperless and avoid printing out resumes and other necessary onboarding paperwork. So, we see our environmental efforts extending beyond our new home in Matawan, and making a global difference,” concluded Day.

Due to the success of the iGIVE Back program, iCIMS has been recognized by several award programs and environmental organizations for the company’s ongoing commitment to helping protect and beautify green spaces. iCIMS has been a recipient of NJBIZ’s Green Leadership Award, Earth Share of New Jersey’s Environmental Leadership Awards, and has also been recognized as a finalist in the American Business Awards for Best Corporate Environmental Responsibility.

For more information regarding careers at iCIMS, visit www.icims.com/careers.

About iCIMS, Inc.:

iCIMS, a leading provider of innovative Software-as-a-Service (SaaS) talent acquisition solutions, is an Inc. 500 and Software Satisfaction honoree focused on solving corporate business issues through the implementation of easy-to-use, scalable solutions that are backed by award-winning customer service. iCIMS’ Talent Platform, the industry’s premier candidate management solution, enables organizations to manage their entire talent acquisition lifecycle from sourcing, to recruiting, to onboarding all within a single web-based application. With more than 1,000 clients worldwide, iCIMS is one of the largest and fastest-growing talent acquisition system providers with offices in North America, UK, and China. To learn more about how iCIMS can help your organization, visit http://www.icims.com or view a free online demo of the iCIMS Talent Platform.

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Trademarks and registered trademarks contained herein remain the property of their respective owners.

The American Business Awards are the nation’s premier business awards program. All organizations operating in the U.S.A. are eligible to submit nominations — public and private, for-profit and non-profit, large and small.

For the first time, The American Business Awards will be presented at two awards events: the ABA’s traditional banquet on Monday, June 18 in New York, and a new tech awards event on Monday, September 17 in San Francisco.

More than 3,000 nominations from organizations of all sizes and in virtually every industry were submitted this year for consideration in a wide range of categories, including Most Innovative Company of the Year, Management Team of the Year, Best New Product or Service of the Year, Corporate Social Responsibility Program of the Year, and Executive of the Year, among others. myStaffingPro is nominated in the Most Innovative Tech Company of the Year category for Up to 100 Employees.

Launched in 1999, the myStaffingPro applicant tracking suite provides technology that streamlines, simplifies, and drives the applicant workflow and hiring process. myStaffingPro is a comprehensive web-based applicant tracking system (ATS) that offers applicant tracking, candidate recruiting, and onboarding in a scalable, configurable solution. With more than 500 clients, myStaffingPro is not limited by industry, browser, or integration requirements. Its SaaS model makes it accessible from anywhere at any time and offers unlimited integration capabilities into background checking, HRIS, assessments, learning and performance management systems.

“It’s an honor to be named a finalist in the 2012 American Business Awards and to share the spotlight with such esteemed companies,” said Bob Schulte, president of HR Services Inc. “This award further validates our position as an innovator in the talent management marketplace”.

Finalists were chosen by more than 140 business professionals nationwide during preliminary judging in April and May. More than 150 members of 10 specialized judging committees will determine Stevie Award placements from among the Finalists during final judging, to take place May 14 – 25.

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

About myStaffingPro
myStaffingPro, a comprehensive SaaS applicant tracking system, provides HR professionals with the tools they need to recruit, qualify, track, and hire the best applicants. The scalable myStaffingPro system can be configured to any hiring process or budget. myStaffingPro currently delivers the hiring process for more than 500 companies and has processed more than 20 million applications. To learn more about myStaffingPro applicant tracking system, visit http://mystaffingpro.com or follow @mystaffingpro.

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 organizations 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.

Sponsors and partners of The 2012 American Business Awards include American Support, Business TalkRadio Network, Callidus Software, Citrix Online, Dynamic Research Corporation, iolo technologies, John Hancock Funds, LifeLock, PetRays, Primus Telecommunications Group, SoftPro, and VerticalResponse.

For additional information, contact:
Julia Friemering
Director of Marketing
myStaffingPro
JuliaF(at)mystaffingpro(dot)com
800-939-2462 Ext. 211

The 2012 edition includes a number of important updates as a result of new requirements under Health Care Reform, such as the new summary of benefits and coverage (SBC).

The attorney-developed calendar provides bottom line information on required notices, disclosures and filings–including who must provide them, who must receive them and when notices are due.

The 2012 Employee Benefit Plan Compliance Calendar includes:

• Health Care Reform Notices
• COBRA Notices
• HIPAA Notices
• Special Health Care Notices (Women’s Health and Cancer Rights Act, Mental Health Parity and Addiction Act and CHIP)
• Form 5500 Reporting Requirements

Also included in the compliance calendar is an interactive Benefits Notices Checklist, which summarizes key notice and reporting requirements to allow users a quick, efficient way to stay in compliance.

“We developed the Benefits Compliance Calendar to help companies keep track of all the required benefit plan notices and disclosures as well as download model notices and forms right from the calendar,” said Lillian Shapiro, President of HR 360, Inc. “It can be particularly hard for smaller companies to stay on top of all the requirements, especially if they don’t have a full time HR person on staff. We hope businesses will take advantage of this convenient tool to help them stay compliant.”

For more information about the 2012 Employee Benefit Plan Compliance Calendar and how to receive a copy, please go to www.hr360.com and click on the icon under ‘Free HR Tools’ on the right hand side of the page, or email sales@hr360.com.

About HR 360, Inc.

HR 360, Inc. publishes the acclaimed HR Library and series of HR compliance eBooks. The Company also provides a nationwide HR Hotline service that delivers practical advice and answers to specific HR and employment-related questions. Attorney written and maintained, the HR Library features the most current federal and state laws, step-by-step compliance guidelines, as well as how to hire, interview and terminate employees. HR360′s HR library also features a variety of online HR tools and hundreds of ready-to-use HR forms, policies and all-in-one posters.

Ignite365 participants will hear from industry experts on topics related to both professional and personal growth. All attendees will experience a one-day Energy for Performance® Training with Dr. Jim Loehr, Vice President of Applied Science and Performance Psychology at Wellness & Prevention, Inc. and Co-founder of the Human Performance Institute. Other speakers will include:

• Neeli Bendapudi, PhD, H.D. Price Dean at the KU School of Business
• Peter Fasolo, Worldwide Vice President of Human Resources, Johnson & Johnson
• Thomas Goetz, Executive Editor, Wired
• Rick Gove, Senior Account Representative, Google
• Jack Groppel, PhD, Vice President of Applied Science and Performance Training at Wellness & Prevention, Inc. and Co-founder of the Human Performance Institute
• Sanjay Gupta, President of Wellness & Prevention, Inc.
• John Keith, Deloitte Consulting LLP
• Elia Lata, Zappos Insights
• Jim Loehr, PhD, Vice President of Applied Science and Performance Psychology, Wellness & Prevention, Inc. and Co-founder of the Human Performance Institute
• Kelly McGonigal, PhD, health psychologist, professor at Stanford University, and author of The Willpower Instinct
• Hillary Keates, Director, Global Marketing and Brand Management, New Balance
• Kyu Rhee, MD, MPP, Vice President of Integrated Health Services, IBM Corporation
• Gretchen Spreitzer, PhD, professor at the University of Michigan’s Ross School of Business
• Vic Strecher PhD, Co-Founder of HealthMedia, Inc.
• Mike Van Den Eynde, Deloitte Consulting LLP

Wellness & Prevention will extend the impact of Ignite365 beyond the live event by creating a social network for attendees. This digital community will enable participants to maintain connections with colleagues and thought leaders and access tools and resources throughout the year.

“Ignite365 is an exciting new way for us to connect our current and future customers with industry thought leaders and influencers,” said Sanjay Gupta, President of Wellness & Prevention, Inc. “We believe we are the only organization in the industry to create such a diverse thought leadership forum, and look forward to the rich dialogue we believe will ensue. “

About Wellness & Prevention, Inc. Wellness & Prevention, Inc., a Johnson & Johnson company, helps organizations renew the health, energy, and performance of their employees and members, and offers an integrated portfolio of solutions to cover the full spectrum of population health — from wellness and prevention, to behavioral health, to chronic disease support. These solutions include culture of health assessments and programs, on-site health screenings, Energy for Performance training, health risk assessments, user portals, incentive solutions, Digital Health Coaching, telephonic coaching, on-site health coaching, participation and engagement strategies and programs, outcomes reporting, and data analytics. Wellness & Prevention solutions are supported by a unique, integrated, and scalable approach designed to help lower health care costs, drive business performance, and enhance employee satisfaction and success. For more information, visit www.wellnessandpreventioninc.com.

“Save Mart partnered with Achievers to implement an interactive recognition and rewards program to increase employee engagement and ensure that all of our employees are recognized for their contributions,” said Larry Sanford, Executive Director of Human Resources and OD/D. “I am excited about the mutually beneficial partnership and the positive impact The Save Mart Connection will have on the employees here at Save Mart. “

The Save Mart Connection is a new HR initiative designed to help enhance Save Mart’s corporate culture as well as align employees with Save Mart’s core values through recognition. Points are awarded for great performance, superior customer service as well as living company values. Those points can be redeemed for meaningful rewards including travel rewards, experience rewards, electronics, gift cards and much more.

“Save Mart designed its employee recognition platform to incent and promote positive employee behaviors through strategic HR and business initiatives,” said Razor Suleman, Founder and Chairman of Achievers. “We look forward to working with Save Mart to implement these programs to help them increase employee engagement, deliver superior customer service and drive positive business results.”

The Save Mart Connection rewards and recognition program includes peer and top-down recognition, mystery shop, newsfeed, leader boards, on-demand reporting and analytics and dashboards. The Save Mart Connection also plans to add additional programs such as safety and service awards in the future.

About Achievers
The Achievers mission is to Change the Way the World Works. We are accomplishing this by helping companies around the world recognize and reward positive employee behaviors on a daily basis resulting in higher employee engagement and better business results. With our award-winning technology, unmatched customer service and industry-leading expertise we have powered the world’s most successful rewards and recognition programs. Check us out on the web at www.achievers.com.

About Save Mart Supermarkets
Save Mart Supermarkets, a California corporation, owns and operates 230 stores in Northern California and Northern Nevada under the Save Mart, S-Mart Foods, Lucky, Maxx Value Foods, and FoodMaxx banners. Headquartered in Modesto, Calif. since the company was founded in 1952, Save Mart Supermarkets has always believed in supporting local suppliers and producers, and is actively engaged with the charities and causes of the communities where its stores do business. For more information on the stores of Save Mart Supermarkets, please visit www.SaveMart.com, www.LuckySupermarkets.com, and www.FoodMaxx.com.

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Discussion topics within Mr. Capwell’s presentation included searching criminal records and sex offender databases in the state, an overview of education and employment fraud, and using social media for employee screening. Capwell’s presentation also highlighted the complexities of navigating state and EEOC regulations for proper compliance as well as following FCRA guidance when conducting employee background checks. In light of the recent updates to the EEOC’s Enforcement Guidance on the Consideration of Arrest and Conviction Records, Mr. Capwell dedicated a portion of his session reviewing how these changes impact the employment decision-making process.

EBI’s Regulatory and Compliance Department is dedicated to working diligently on Capitol Hill and with other regulatory agencies to keep our clients informed about legislative and regulatory changes that affect our industry. One of the many ways we keep clients informed of vital information impacting the background screening industry is within the Legislative Alerts section of our website. Richard Kurland, President and CEO, stated that, “It is EBI’s commitment to our industry and clients which guides us in providing essential information to ensure compliance within the screening process for HR professionals.” The Gulf Coast Symposium on Human Resource Issues will be held May 9-10, 2012 at the Reliant Center in Houston, Texas.

About Employment Background Investigations, Inc.
EBI is a technology driven innovator and leader in providing domestic and global background employment screening, drug testing, occupational healthcare and I-9 compliance solutions. With emphasis on business process optimization, EBI services over 5,000 clients in over 200 countries and territories worldwide and specializes in the development, implementation and management of comprehensive and customized employment screening programs for large and multi-national clients. EBI is among the two percent of background screening companies accredited by the NAPBS Background Screening Credentialing Council (BSCC) and is a founding member of the National Association of Professional Background Screeners (NAPBS). Recognized for innovative solutions, custom programs and excellence in service, EBI has been named as a top provider of employment screening services in Workforce Management’s `Hot List’ and HRO Today’s `Baker’s Dozen’ since 2007.

Attendees at tonight’s evening reception, sponsored by InterviewStream, will get the first look at how a branded video interview experience positions a company for hiring success. They’ll do so while enjoying cocktails poured through a nearly four-foot tall VIBE ice sculpture.

The annual conference is where top employment brand experts mingle with HR and career professionals. Noted HR consultant and speaker Jason Lauritsen will emcee the event; speakers include chief executives from Ethan Allen and Omnicom’s DAS unit, plus HR thought leader Gerry Crispin and top executives from Ernst & Young, Waste Management, Tiffany & Co. and others.

InterviewStream not only showcases an employer’s brand and delivers the best candidate experience, but also saves time, travel costs and resources. Using a webcam, candidates can respond to pre-recorded video questions — a VIBE exclusive offered only by InterviewStream — or connect with hiring managers in a live, branded environment. The company also offers the only online video-based practice interviewing system, reinforcing the importance of candidate experience and preparation.

“Universum has reaped the benefits of InterviewStream’s video interviewing products for their clients by conducting interviews in over 65 countries, and we’re proud to have VIBE launch at our Employer Branding Conference,” said Jonas Barck, global head of commercial partnerships at Universum. “It’s exciting to see a name given to the candidate experience we’ve been using for years.”

“Employers need to show job candidates the impact of their brand — their philosophy and their innovation — and demonstrate why they’re a leader in their space,” said Randy Bitting, chief executive officer of InterviewStream. “Just as the Employer Branding Conference inspires HR professionals, organizations also need to make a lasting impression if they’re going to hire the best and brightest people.”

To register for the 2012 Employment Branding Conference, visit http://employerbrandingconference.com/registrationfees/.

About InterviewStream
Founded in 2003, InterviewStream, LLC (http://www.InterviewStream.com) is the original provider of pre-recorded and live video interviewing solutions. Hundreds of employers, executive search firms, staffing firms, and the world’s leading global career transition firm have completed more than 400,000 interviews using InterviewStream’s proprietary technology. With award-winning design, usability and 24/7 customer support, InterviewStream is the only video interviewing solution that enables users to personalize and record video interview questions on its enterprise platform. The practice platform is used by more than 400 universities and 21 of the top 25 MBA Programs and has helped college students prepare and secure employment around the globe. InterviewStream, LLC is a privately held company headquartered outside of Philadelphia in Bethlehem, PA.

Media Contacts:

Lenore Mohr
Director of Marketing & Communications
(610) 417-4300 direct
lmohr(at)interviewstream.com

Elrond Lawrence
EL Communications for InterviewStream
(831) 632-2183
elrondlawrence(at)att.net

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Dayton, OH (PRWeb) May 10, 2012 — Chally Group Worldwide™, a leading talent analytics consulting firm specializing in predicting performance in leadership and sales roles, announced today the promotion of Kenneth W. Carroll from President and Chief Operating Officer to Chief Executive Officer. Co-founder and former CEO Howard P. Stevens will remain in his role of Chairman of the Board.

The move is part of the company’s long-term succession management strategy. After more than thirty-eight years building Chally (formerly HRChally), co-founders and principals, Howard and Sarah (Sally) Stevens, plan to turn their attention to other initiatives, including the Sales Education Foundation.

Chairman Stevens said, “We couldn’t be happier with our choice of Ken to shepherd Chally in the coming years. While we will remain attached to the organization and all of the employees, we have every confidence in his ability to lead the company through this next exciting period of growth.”

Carroll joined Chally in April 2008 after working with the organization for many years as a management consultant. He has industry expertise in senior-level financial, information technology and general management positions, with a focus on defining strategic direction and leading organizational change initiatives. Before joining Chally, Carroll held executive level positions in Fortune 500 manufacturing and distribution organizations and served as an interim executive in a variety of roles and companies leading transformational change initiatives and merger/acquisition assignments as president of his independent management consulting firm.

“I am honored that Howard and Sally Stevens have entrusted me with building on the unique, successful history of Chally while introducing the next generation of tools and services Chally brings to the talent analytics marketplace. The New Chally World Wide platform will be introduced August 1, 2012,” stated Carroll. “Once launched, the new platform will enable Chally to roll out significant enhancements to our services on an ongoing basis. Specific announcements are forthcoming as we introduce our cloud-based value delivery platform.”

Chally is privately held and headquartered in Dayton, Ohio.

About Chally Group Worldwide
A global leadership and sales potential, performance and talent measurement firm, Chally Group Worldwide (www.chally.com) provides its industry-leading research, predictive analytics and advisory services to clients across 60 countries. Chally assures that our customers have the information they need to grow sales and minimize risks associated with talent management decisions relating to selection, alignment, development and succession planning.

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Media contact: Donna Lehman
MarketUP
770-565-7275
dlehman@market-up.com

UpMo connects employees, customers and business partners for networking and internal upward mobility. By providing the industry’s first employee-centric enterprise career management solution to emerging and large organizations, companies can now embrace employee mobility to dramatically increase productivity, reduce churn, and improve employee engagement.

“Every company can truly benefit from embracing enterprise social media to enable talent management and workforce mobility. Employee retention, loyalty and engagement are critical to the success of any organization, but first you have to make your employees believe their careers are important to you. That’s where UpMo comes in,” said Rob Garcia, VP of Product at UpMo. “UpMo’s social technology empowers employees to fulfill their own professional destiny by building a career path and find — and be found for — opportunities that further their goals.”

“We are honored to be the recipients of this year’s TekTonic Award and be placed in the same category as LinkedIn, which won this award last year,” continued Garcia. “More than ever, our team is committed to building innovative technology that fosters lasting relationships with and among employees.”

After launching its Social Talent Engine in January 2012, UpMo has built incredible momentum, deploying multiple Fortune 500 companies as customers, receiving various awards and becoming a thought leading vendor in the HR technology space.

Tune in to UpMo’s Social Talent Show at www.socialtalentshow.com for exciting forward-thinking topics in HR or visit www.upmo.com for upcoming product announcements or to request a risk-free trial. For more information about HRO Today visit www.hrotodayforum.com

About UpMo
UpMo is the global provider of Social Talent, connecting employees, customers and business partners for networking and internal upward mobility. UpMo provides the industry’s first employee-centric enterprise career management solution to emerging and large organizations. Using an unorthodox approach to aligning people with like interests and career aspirations, we enable a competitive advantage by strengthening the investment in valuable human capital. We help people plan, pursue and manage their careers in a way that benefits both them and their companies. UpMo’s cloud solution helps companies like Intuit embrace employee mobility to dramatically increase productivity, reduce churn, and improve employee engagement. For more information, please visit www.UpMo.com, email info@upmo.comor call 1- 888-599-1910.

The Good Jobs was founded and funded by Anne Grace Nimke and Betsy Rowbottom, based in Milwaukee. The company has spent the last year developing a website that will match companies and employees by using proprietary “badges” like flexible scheduling, opportunities for professional growth, and commitment to the planet. Nimke and Rowbottom plan to launch The Good Jobs this summer and are looking for charter customers now.

“The Good Jobs is thrilled to be selected as 2012′s Innovative Tech Product of the Year!” said Nimke. “Thank you to all of the judges, HRO Today Forum, iTalent, Oracle and Startup America Partnership for their participation and support. We agree with Scott Case, founder of Startup America Partnership, who said `Startups rely upon feedback and validation from the whole business community.’”

The Good Jobs was one of five diverse startups, selected from nearly 30 entries, that gave 10-minute presentations to a judging panel of HR and recruiting practitioners, analysts and technology investors. Judges included:

-Bill Filip, Delancey Street Partners and well-known HR venture investor
-Yvette Cameron, Vice President and Principal Analyst at Constellation Research
-Madeline Laurano, Research Director, Talent Acquisition Solutions at Aberdeen Group
-Brent Skinner, President & Chief Executive Officer of STETrevisions
-Mike Schnoll, Senior Director, BPO Program, Oracle
-Susan Strayer, Head of Talent Strategy at Evviva Brands
-Alan Bugler, Vice-President at CHILDS Advisory Partners
-Jessica Miller-Merrell, SPHR, HR Technology and Workplace Strategist

“This is the most innovative time I have seen for HR Technology,” said Filip. “There are some game-changing innovation occurring. These companies presenting today at the HRO Today Forum are great examples of this.”

The Good Jobs will receive a number of promotional benefits, including face-time with the judging panel including investors, one-on-one meetings with attending HR executives, a feature article in HRO Today magazine promoting their innovative technology, and a free ad in an upcoming issue of HRO Today magazine.

The other iTalent Competition finalists were:
• Kapta Systems, Inc.
• JobEscrow, Inc.
• MyNextGig.com
• Degreed

“The HR technology field is one of the hottest industries,” said Miller-Merrell. “The iTalent Competition helps to expose innovators and entrepreneurs in the space to industry thought leaders and organizational HR leaders to help continue to drive the innovation. It’s an exciting time to work in the field of human resources.”

“We were pleased to once again offer HR entrepreneurs the opportunity to showcase their products and services before a group of peers and industry experts,” said Elliot Clark, Chief Executive Officer of SharedXpertise and creator of the HRO Today Forum. “The iTalent Competition provides an important platform for innovative thinkers to get the recognition, feedback and support they need to power the next wave of technology that will transform HR.”

About the HRO Today Forum (www.HROTodayForum.com)
The HRO Today Forum brings together the former HRO, MSP, and RPO Summits along with the HR Demo Show to attract HR Executives to engage with Providers, Government and NGOs to make an impact on the current workforce issues. Through a highly interactive setting, the Forum provides the big picture, dynamic dialog, and deep dives on the issues surrounding how HR Officers operate the Global Business of HR.

About SharedXpertise
SharedXpertise is the leader in providing media, summits and forums that develop professional practices in the areas of corporate responsibility, human resources and financial management. Its media offerings include print and online publications; its summits are conferences and its forums offer association membership programs. SharedXpertise serves strategy-level corporate executives in the human resources, finance, compliance and sustainability professions in North America, Europe and Asia.

Media contact:
Heath Davis Havlick
Fisher Vista for SharedExpertise
831-685-9700
hhavlick(at)hrmarketer.com

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To attend the free webinar, Monitoring and Improving the Workplace with Preventive Employee Relations, follow the link and complete the registration form.

“Like preventive wellness programs, preventive employee relations is all about curbing and even eliminating problems before they reach critical stages,” said Dwane Lay, head of Dovetail’s HR Process Design. “Preventive employee relations help organizations uncover trends, patterns and inconsistencies in their employee relations so they can then take action and plan for the future more effectively. We encourage employers to think of it as adopting an ER wellness solution. Our upcoming webinar unites an esteemed group of panelists who will share their experiences and insights on this topic, which should go a long way toward helping attendees address their own employee relations challenges.”

Participants will have an opportunity to interact directly with the panelists during a question-and-answer session. In addition to addressing the practice of preventive employee relations, panelists also will discuss:

• What it means to have a healthy work environment—and its implications.
• Why HR, ER and an organization’s executive team should care about creating and maintaining a healthy work environment.
• How to conduct an organizational “ER health check.”
• What processes and systems must be in place to effectively analyze and improve the workplace.

The webinar panelists will include Paul Smith, HR Director at Delaware Valley Regional Planning Commission; Amy Dillman, Resource and Policy Analyst, Human Resources, at the University of Illinois’ Office of Planning & Budgeting; Steve Browne, Executive Director of HR at LaRosa’s Inc. Dwane Lay, head of Dovetail’s HR Process Design, will moderate the discussion.

About Dovetail Software
Dovetail Software delivers web-based case management and help desk software that manages and tracks employee interactions with HR—including employee grievances and general policy questions, payroll and benefits, recruiting-related questions and compliance issues. Dovetail customers cite cost reduction of supplying support, increased productivity, access to complete records of employee interactions with HR, and visibility into analytics that help them improve their processes as key product benefits. For more information, visit http://www.dovetailsoftware.com/.

Press Contact:
Emily Lewis
Dovetail Software, Inc.
512.610.5458
elewis@dovetailsoftware.com

In preparation for the validation study, an extensive job analysis was conducted from December 2011 to January 2012. The job analysis process included site tours, Job Content Expert focus groups, and Competency Analysis Questionnaires. Data was collected at multiple sites throughout the U.S. for six hourly job families.

Potential participants were narrowed down by the following criteria and then chosen at random:
• Minimum one-year tenure
• Supervised by rating manager for at least 6 months
• Low, medium and high performers

The participating incumbents then completed a customized version of ServiceFit for Retail, a brief online employee assessment that identifies candidates considered high-risk on factors negatively related to job performance. The tool measures nine competency areas, comprised of seven risk factors and two job potential factors:
• Quality Risk
• Stress Risk
• Productivity Risk
• Absenteeism Risk
• Turnover Risk
• Safety Risk
• Integrity
• Service Potential
• Sales Potential

To provide the analytical comparison, managers also completed performance rating forms measuring four major performance dimensions: Overall Performance, Counter-Productive Work Behaviors (CWB), Safety Performance and Sales Performance.

Analysis of all the data showed strong correlations between the employee assessment and managers’ performance ratings, some of which included:

• Job Position #1
– Incumbents with assessment scores in the Bottom 25% had 99 supervisor-reported CWBs; those who performed in the Top 25% had 35 CWBs.
– Final composite validity for each performance dimension:

Criteria: Validity Estimate
Overall: 0.58†
Safety: 0.17*
Sales: 0.17*
CWB: -0.29†

†p<.001 ** p<.01 * p<.05

• Job Position #2
– Incumbents with assessment scores in the Bottom 25% had 85 supervisor-reported CWBs; those who performed in the Top 25% had 46 CWBs.
– Final composite validity for each performance dimension:

Criteria: Validity Estimate
Overall: 0.37†
Safety: 0.22*
Sales: 0.40*
CWB: -0.32†

†p<.001 ** p<.01 * p<.05

• Job Position #3
– Incumbents with assessment scores in the Bottom 25% had 71 supervisor-reported CWBs; those who performed in the Top 25% had 38 CWBs.
– Final composite validity for each performance dimension:

Criteria: Validity Estimate
Overall: 0.27†
Safety: 0.12*
Sales: 0.00*
CWB: -0.12†

†p<.001 ** p<.01 * p<.05

• Job Position #4
– Incumbents with assessment scores in the Bottom 25% had 22 supervisor-reported CWBs; those who performed in the Top 25% had 0 CWBs.
– Final composite validity for each performance dimension:

Criteria: Validity Estimate
Overall: 0.40†
Safety: 0.08*
Sales: 0.29*
CWB: -0.52†

†p<.001 ** p<.01 * p<.05

“This validation study provided our client with valuable information on its current hourly workforce,” said Dr. Ted Kinney, Senior Project Consultant at Select International. “This study not only illustrates the effectiveness of the ServiceFit for Retail assessment, but also shows how making accurate hiring decisions can positively impact an organization’s overall performance.”

The full report detailing the validation study results will be available upon request. To request a copy, email Select International at info@selectintl.com.

About Select International
Select International develops employee assessments and hiring systems to help organizations identify, select and develop a strong, productive workforce. The company’s employee selection and development solutions include pre employment assessments, executive assessment, online interview training, manufacturing assessment tests, healthcare hiring assessments, customer service assessment tests, and tools to help organizations hire safe workers. Select International works closely with its clients to improve hiring at all levels, and across all industries, including manufacturing, healthcare, customer service, energy, retail, transportation and logistics, and distribution.

Select International is headquartered in Pittsburgh, PA, and maintains offices throughout North America and around the globe. For more information on Select International, call 1-800-786-8595 or visit http://www.selectinternational.com.

Founded in 1955, WorldatWork is a not-for-profit educational organization with nearly 30,000 members in more than 100 countries. Its affiliate organization, WorldatWork Society of Certified Professionals®, is the certifying body for the Work-Life Certified Professional (WLCP®). Designed to meet today’s growing need, this designation was introduced in 2007 and has quickly become recognized as a gold standard signifying professional knowledge and credibility in work-life effectiveness.

The newly certified work-life professionals are all employees of the Information Technology Authority (ITA), Sultanate of Oman. Attendees took four work-life courses, taught by David Thompson, Ph.D., and passed all requisite exams from April 7 to 15.

“The work-life certification has provided us the knowledge and critical skills to manage work-life programs for business results,” said Ahmed Al Ramadhani, WLCP, Director of Human Resources for ITA. “We believe work-life strategies and programs can contribute to employee satisfaction and engagement and significantly impact organizational performance.”

For additional information, visit http://www.worldatwork.org/waw/adimLink?id=61315&from=press2

About WorldatWork®:
The Total Rewards Association

WorldatWork (www.worldatwork.org) is a not-for-profit organization providing education, conferences and research focused on global human resources issues including compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork has nearly 30,000 members in more than 100 countries. Its affiliate organization, WorldatWork Society of Certified Professionals®, is the certifying body for the prestigious Certified Compensation Professional® (CCP®), Certified Benefits Professional® (CBP), Global Remuneration Professional (GRP®), Work-Life Certified Professional™ (WLCP®), Certified Sales Compensation Professional™ (CSCP™), and Certified Executive Compensation Professional™ (CECP™). WorldatWork has offices in Scottsdale, Ariz., and Washington, D.C.

# # #

By offering more features, increased flexibility and configurability, the e-learning implementation will provide DCIDS with a powerful solution for learners at DCI Donor Services Tissue Bank, DCI Donor Services Eye Banks, as well as New Mexico Donor Services, Sierra Donor Services and Tennessee Donor Services (organ procurement organizations in New Mexico, California and Tennessee, respectively). CERTPOINTVLS is the learning platform of CERTPOINT Systems, a leading global LMS provider.

“We chose the CERTPOINTVLS solution because it offers us a wealth of features and functionality that will make the transfer of knowledge to our employees much more efficient”, said Jill Grandas, DCIDS’ Corporate Executive Director. “During our evaluation process, CERTPOINT displayed a commitment to being more than a technology vendor, instead they have proven to be a true business partner.”

Said Ara Ohanian, CEO and Founder, CERTPOINT Systems, “We are extremely privileged to be entering a long-term partnership with DCIDS. We have the utmost respect for its work and are proud to be able to help this family of companies achieve its goals. The platform will help DCIDS manage and deliver training efficiently, and it’s scalable enough to help support its growth.”

CERTPOINTVLS enables personalized social and mobile learning across the enterprise and beyond. The CERTPOINTVLS learning management system delivers unequalled speed-to-knowledge in both structured and unstructured formats to successfully democratize knowledge access and boost business performance.

NOTES TO EDITORS

About DCI Donor Services Inc.

DCI Donor Services, Inc. (DCIDS) family is an affiliation of organ and tissue recovery organizations that includes DCI Donor Services Tissue Bank, eye banks, as well as New Mexico Donor Services, Sierra Donor Services and Tennessee Donor Services (organ procurement organizations in the states of New Mexico, California and Tennessee). A company with dedicated professionals, DCIDS provides opportunities for organ, eye and tissue donation and facilitates the recovery and transplantation of these gifts to help others in need. Our goal is to inspire universal acceptance of donation and foster a common mission to connect lives through donation and transplantation. For more information, visit our company website at www.dcids.org or call 1-877-401-2517.

About CERTPOINT Systems™ Inc.

CERTPOINT Systems is an award-winning global learning technologies company. Its all-in-one learning management systems are used by more than 1,200 organizations in 80+ countries and 40+ languages to manage performance, deliver knowledge and track business results.

Global leaders such as L’Oréal, Toyota, Honda and Stanley Black & Decker partner with CERTPOINT to arm employees and partners with the business-led knowledge they need to win and retain customers. The SaaS-based CERTPOINTVLS™ platform is multilingual and integrates authoring, reporting, mobile delivery and social collaboration tools into a single LMS and LCMS solution. It quickly drives productivity across the extended enterprise and deep into sales and service channels. CERTPOINTVLS is easy to use, rapid to deploy and cost effective.

Founded in 1996, CERTPOINT Systems has consistently developed and evolved the CERTPOINTVLS platform to provide clients with cutting-edge tools that incorporate the most recent developments in the rapidly changing online learning environment.

Please visit the company at www.certpointsystems.com

CERTPOINT Systems™, the CERTPOINT logo and CERTPOINT VLS are trademarks or registered trademarks of CERTPOINT Systems Inc. and/or its affiliates in the United States and/or other countries. Other names may be trademarks of their respective owners.

Media Contact:
Cathryn McCarthy
cmccarthy(at)certpointsystems.com
+ 516. 390. 8800 x 221

The first two webisodes were developed in partnership with ERE, the go-to source for information in the human resources and recruiting industries, at their 2012 ERE Spring Expo in San Diego, CA. Featuring HR professionals and experts from organizations such as Coca-Cola Enterprises, LinkedIn, Salesforce.com, Risk Management Solutions and Wells Fargo, each webisode shares success tactics in areas such as employer branding, employer value proposition (EVP), candidate relationship management and social recruiting.

Editor in Chief at ERE Media, Todd Raphael, shared, “These webisodes pack in a lot of ideas in not much time and give you a sense of what’s on the minds of corporate recruiting leaders at the ERE Expo — a venue drawing attendees who want to innovate and have real influence in their companies.” CKR Interactive’s vice president, Kasey Sixt, added, “Getting the opportunity to spend quality time one on one with industry thought leaders is the best part of my job!”

The webisodes can be viewed on CKR Interactive’s website as well as via their YouTube channel. New webisodes featuring HR recruitment professionals will be posted throughout the year.

To learn more about CKR Interactive’s recruitment marketing services and solutions, please visit: www.ckrinteractive.com. Questions regarding the contents of this release should be directed to:

Skye Callan
Marketing Director, CKR Interactive
(408) 517-1400

About CKR Interactive
Founded in 2001, CKR Interactive is a recruitment marketing agency delivering comprehensive services to today’s employers. Focusing on interactive solutions, the firm’s areas of expertise also include research and planning, creative development and marketing communications. With offices throughout California, New York, Ohio and Florida, and partner agencies in the United Kingdom, Australia, China and India, the award-winning firm’s growing list of clients represents a range of industries, from healthcare/biopharm, energy/oil and high tech to government, finance/insurance and hospitality/food service.

About ERE
ERE Media (www.ere.net) was founded in 1998 as an online community for recruiters and has since grown to become the go-to source for information and conferences in the human resources and recruiting industries. ERE is the flagship publication and conference of ERE Media, designed to deliver need-to-know information to corporate recruiting professionals. Widely considered to be the must-read publication and must-attend conference for corporate recruiting, ERE provides a blog, daily email newsletter, community, webinars and job board, as well as the twice-a-year ERE Expo and Recruiting Innovation Summits.

Employers often want direct reports to be proactive about their leadership development, but employees can feel stymied when told to create their own development plans from scratch. RealTime Performance, a provider of Web-based leadership assessment and development tools, created Inspire to empower employees to take ownership of their leadership development by enabling them to build, drive and track their own development plans. Inspire includes links to books, articles, well-known blogs and videos that reinforce each leadership topic.

The quarterly newsletter will feature some of the latest additions to the Inspire Web-based tool, which is continually updated with current and relevant information for aspiring leaders. The premier issue informs readers of recently published articles, books, blogs and videos including:

• Harvard Business Review article by Walter Isaacson on the leadership lessons of Steve Jobs;
• an interview on fostering creativity in the workplace; and
• a book on creating dynamic presentations and more.

“Development planning has traditionally fallen squarely on managers’ shoulders, but Inspire makes the employee proactive and accountable for driving their own development,” said Sean P. Murray, chief executive officer of RealTime Performance, Inc. “Our Inspire newsletter provides great resources and a taste of what the Inspire tool can do for organizations that want to support and develop their talent.”

Using Inspire, employees are able to quickly and easily identify strengths and weaknesses, create relevant and useful development plans and engage in meaningful discussion with their manager about leadership development. Inspire also tracks and reports information about the development planning process to senior leaders in the organization so they can monitor the completion, quality and content of leadership development plans across the enterprise.

This new approach to development planning is being used by leading organizations, including Fortune 500 companies in the pharmaceutical, freight, retail and defense industries. The tool is scalable for companies ranging from enterprises to small-and-mid-sized business.

Those interested in receiving the quarterly newsletter may sign up at http://www.realtimeperformance.com/InspireNewsletter/Q2_2012.html. The first edition is available for immediate download. Further information on Inspire is available at http://www.realtimeperformance.com/inspire/.

About RealTime Performance
Founded in 1999, RealTime Performance delivers online training products to develop company leaders. The products enable companies to cost-effectively assess leadership skills, make targeted recommendations for performance improvement and empower employees to create and share development plans to achieve business goals. The company’s flagship Web-based training product, Inspire, provides a self-directed means for employees to manage their career development, giving them access to knowledge and skills at the “point of need.” For more information, visit http://www.realtimeperformance.com.

Contact:
Sean Murray
206.749.9000 x21
seanm(at)realtimeperformance(dot)com

Adriana Saldana
HRmarketer.com
831.722.9910
asaldana(at)hrmarketer(dot)com

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“We conduct client satisfaction surveys every year,” said Venkat Tadanki, Secova’s Co-Founder and Chief Executive Officer. “We find these surveys to be extremely beneficial when developing our strategies for the coming year. The survey allows us to identify strategies that work well and those areas that require additional focus. This year, in particular, has been a banner year in terms of achieving high levels of customer satisfaction.”

In a significant finding, when asked to compare Secova with other HR Benefit Management companies, more respondents perceived Secova as “one of the best” compared to any other year. The survey results show an increase of more than 30 percent in the number of respondents who state Secova “meets company needs” as a key reason for choosing them as their vendor.

When asked in the survey “How Would You Describe Secova?” more than 91 percent of respondents stated Secova meets their needs while delivering products and services in a timely manner, and providing a high-level of customer support. “For us, this validates our strategy to provide high tech and high touch solutions to our clients,” Tadanki said.

About Secova
Secova, an acronym for Service is Our Core Value, is based in Newport Beach, California. With 400 employees across offices in California, New Jersey, and Chennai, India, Secova provides customized solutions for the administration of employee benefits and human resources that include the technology to enroll in benefits, a 24/7 live answer call center, eligibility management, and billing management. Since its inception, Secova has worked with Fortune 500 companies, mid-size corporations, multi-employers, and state and local governments. For more information on Secova, please visit www.secova.com.

Murali Krishnan
Marketing Manager
1.714.384.0642
murali.krishnan@secova.com

“Staff Management | SMX has distinguished itself again this year with a strong ranking on the 2012 MSP Baker’s Dozen,” said Elliot Clark, CEO of SharedExpertise and HRO Today. “The quality of their MSP client partnerships was showcased not only in this year’s rankings but also at the HRO Today Forum in a dynamic panel presentation by three of their clients. I congratulate Staff Management | SMX for their ongoing commitment to customer satisfaction and value while delivering some of the most comprehensive MSP programs in the industry.”

The HRO Today MSP Baker’s Dozen list is determined by customer survey data that is collected and analyzed from responses to a global customer satisfaction survey. The customer response data is loaded into a unique HRO Today database in order to calculate the score of each provider using a predetermined algorithm that weighs questions and categories based on importance — for example, the rankings stress quality of service as the most important dimension of overall score. HRO Today then analyzes the results across three subcategories: service breadth, deal size and quality, and calculates final scores in each subcategory as well as an overall score.

“Staff Management | SMX is fortunate to work with outstanding clients and internal staff who are at the forefront of innovation and service delivery excellence,” said Joan Davison, President and Chief Operating Officer, Staff Management | SMX. “We are pleased to be named an MSP leader again this year and remain committed to helping our clients achieve ongoing return on investment for their contingent workforce programs.”

Staff Management | SMX has been included on the MSP Baker’s Dozen since the list’s inception in 2010. Of the 21 firms that were indexed by HRO Today this year, Staff Management | SMX finished at the top of the list with the #1 ranking in the breadth of service category. As a recognized global leader in workforce management, Staff Management | SMX helps companies maintain profitability and competitiveness by increasing efficiencies and reducing the cost of sourcing and managing their contingent workforce. The company builds sustainable value for its world-class clients through innovative solutions that provide best talent, drive compliance and yield tangible savings.

Further information about HRO Today’s Baker’s Dozen ratings and a complete listing of the 2012 MSP Baker’s Dozen can be found at hrotoday.com.

About HRO Today
HRO Today is the only publication dedicated to covering the outsourced HR services market, including both comprehensive, end-to-end services as well as point solutions in 18 areas of domain expertise. Published 10 times annually, HRO Today is read by more than 28,000 senior HR managers and executives involved in the selection, procurement, and delivery of services such as payroll, benefits administration, recruitment, relocation, screening, HRMS, talent management, training, incentives, and others. In addition to a print version, HRO Today’s web portal www.hrotoday.com is viewed by thousands of industry professionals each month, who turn to the site for breaking news, industry trends, buying advice, and more.

About Staff Management | SMX
Founded in 1988, Staff Management | SMX is a recognized global leader in workforce management solutions. Staff Management | SMX is the pioneer of high-volume Vendor on Premise (VOP) staffing solutions and is ranked one of the top MSP providers worldwide by staffing buyers on HRO Today’s 2012 Baker’s Dozen for MSP providers. Staff Management | SMX solutions provide best talent, drive compliance, yield tangible savings and build sustainable value. One of America’s Top Job Creators on Inc. Magazine’s Inc. 5000, Staff Management | SMX is ranked among the Largest Global Staffing Providers by the Staffing Industry Analysts and was the winner of Best Overall Company of the Year in the 2011 Stevie Awards for Women in Business. Staff Management | SMX has been a charter member in the U.S. Immigration and Customs Enforcement IMAGE Program since 2006 and achieved Workers’ Compensation Risk Certification in 2011.

The HROA Awards Gala is one of the activities each year held by the Association in order to recognize and promote its vision and mission. It is the HROA vision to become the single recognized community for improving the quality, effectiveness, and efficiency of outsourcing as part of an overall HR service delivery strategy.

With a theme of “Be Exceptional,” seven awards were presented Wednesday night by HROA Chair Rebecca Callahan of randstad sourceright, Michael Beygelman of Adecco (Trustee), and North American Board Chair Michael Custers of NorthgateArinso.

The HROA would like to congratulate the following winners:
-North America Customer Relationship of the Year: NorthgateArinso and Fifth Third Bank
-North America Recruitment Customer Relationship of the Year: Pinstripe, Inc. and ValueOptions
-HROA Trustee Global Customer Relationship of the Year: ISG and Aon Hewitt and Bank of America
-HROA Trustee Global Recruitment Customer Relationship of the Year: KellyOCG and General Electric
-HROA Trustee Global Provider Executive of the Year: Cynthia Crose, IBM
-HROA Trustee Global Buyer Executive of the Year: Chris Payton, Bank of America
-HROA Trustee Global Thought Leader of the Year: Mike Ettling, NorthgateArinso

Evolv, Inc. was unopposed in the Global HRO Technology Innovation award category. “I was impressed with Evolv’s submission and know that the HROA will grow with the industry and have a robust HR tech membership in the future,” said Callahan.

Special recognition awards were also given out last night to a select group of volunteers who go above and beyond to help drive HROA projects and initiatives. Award recipients include: Zachary Misko (KellyOCG), Jill Goldstein (Accenture), Dave Nelson (Kraft), Shelia Gray, Jacques Bossonney (Kenexa), Seb O’Connell (Randstad), and Tom Marsden (Alexander Mann Solutions).

“I truly believe that we are amongst some exceptional providers, buyers and advisors,” said Callahan. “I am proud to serve the HROA as its Chair and look forward to our good work for years to come.”
The HROA will announce winners of Asia Pacific awards at HRO Today Forum APAC on May 17th and European awards at HRO Today Forum Europe on November 13th.

About the HROA
The HROA is the definitive independent organization for all those who purchase, provide, or participate in HR transformation and outsourcing. Its mission is to educate, promote research, publish, recognize, and provide networking opportunities to foster professionalism in HR transformation and HR outsourcing around. Its membership encompasses over 7,500 HR executives, including the largest 50 buyers, the top 30 providers, the leading sourcing advisors and attorneys, and the best thought leaders in HR Transformation. The HROA brings its diverse membership together to set standards and practices, provide peer networking, and maintain a robust curriculum. For information about the HROA, visit www.hroa.org and follow @HROA on Twitter.
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Differences in military life versus civilian life can leave veterans feeling as though they speak a different language. They often report a lack of understanding in how to translate transferable skills from the military to civilian jobs. Many are also uncertain about how to approach and engage in networking.
CareerCurve’s coaching program is designed to assist returning veterans in managing their job search with focus, thoughtfulness and confidence. With the guidance of a career coach, participants will organize their goals, identify skills they can use on the job, create the required marketing tools and target future employers.

Returning veteran interested in participating can register at CareerCurve.

About CareerCurve
CareerCurve offers innovative workforce solutions that support the changing needs of business. Using an updated business model, CareerCurve delivers affordable services that are relevant and responsive. To learn more, visit www.careercurve.com or follow CareerCurve on its website blog or on Twitter (@CareerCurve).
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“Leading Change: The Challenge of the Hard and Soft Sides” explains the difference between routine and adaptive challenges — those that have no preset prescription or path for solutions. In such circumstances, leaders must examine the thinking that underlies what they do and how their organizations behave in order to sustain success in the future.

“Our ability to question the status quo and our own way of thinking is so atrophied and has become so inhibited in most organizations that successful change efforts are endangered,” said Lee Klepinger, president and chief executive officer of Impact Achievement Group. “We have to learn to continuously put our ways of thinking and our assumptions to the test, to question the efficacy of yesterday’s truths, and to do so before they fail.”

Leaders at every level of the organization need to understand why creating a sense of urgency is a crucial, necessary component of any change effort, and the pitfalls of relying too heavily on rationality. Readers will learn:

• The necessary role emotions play in creating and managing change
• How to address an organization’s sacred cows
• A seven-step framework for change management

“Leading Change: The Challenge of the Hard and Soft Sides” is available now for complimentary download.

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

To find out how Impact Achievement Group can transform your managers into more effective leaders, visit www.impactachievement.com.

Contacts:
Lee Klepinger
Impact Achievement Group
888-248-5553
leek@impactachievement.com

Heath Davis Havlick
HRmarketer for Impact Achievement Group
831-685-9700
hhavlick@hrmarketer.com

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The MSP Baker’s Dozen list which has been generated by HRO Today names the top providers in MSP. The magazine cites the results in its May 2012 issue.

KellyOCG is one of only four companies to be named to both the MSP and Recruitment Process Outsourcing (RPO) Enterprise Baker’s Dozen lists multiple times.

“KellyOCG is delighted to be included in HRO Today’s MSP Baker’s Dozen for another year,” said Teresa Carroll, senior vice president, Centers of Excellence and general manager, KellyOCG. “A company’s most critical asset is its supply chain of talent. To effectively manage this, organizations must obtain a clear understanding of when, where and how their talent needs are being met. This is no small undertaking and KellyOCG is delivering results through our successful partnerships with our clients to ensure that they have the talent they need to remain competitive in their respective industries.”

According to Elliot Clark, CEO of HRO Today Magazine, “KellyOCG continues to distinguish itself as a leading provider of workforce solutions by placing on the 2012 HRO Today Magazine Bakers Dozen Customer Satisfaction Survey Ranking of Top Managed Service Providers. Coupled with their leadership in the Recruitment Process Outsourcing industry it is clear that KellyOCG has a full service platform for providing global clients a total workforce solution that is embraced for it quality of service, scope and enterprise performance by current clients. ”

About KellyOCG

Kelly Outsourcing and Consulting Group (KellyOCG) is a global leader in innovative talent management solutions. The MSP Practice of KellyOCG guides and manages all categories of talent to strategically drive business growth. By applying labor market insights, workforce analytics and supply chain management principles, KellyOCG optimizes contingent labor spend, delivering access to quality talent at competitive rates and with minimized risk. Further information about KellyOCG may be found at www.kellyocg.com.

About Kelly Services

Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire and direct-hire basis. Serving clients around the globe, Kelly provides employment to more than 550,000 employees annually. Revenue in 2011 was $5.6 billion. Visit www.kellyservices.com and connect with us on Facebook, LinkedIn, and Twitter. Download The Talent Project, a free iPad app by Kelly Services.

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Media Contact:

Jane Stehney
Kelly Services, Inc.
stehnja@kellyservices.com
248-244-5630

Ropella’s new Leadership Transformation program provides state-of-the-art, immersive, cutting-edge leadership training in partnership with universities, law enforcement agencies, retired Secret Service and FBI leaders, security firms, and even the US Department of Homeland Security. Four focused and targeted training modules are administered in a variety of formats and venues, including Executive Briefings, 1-day Transformation Events, 2- to 4-day Transformation Experiences, customized Transformation Consulting, webinars, white papers, and keynotes.

Transformational Leadership in a Crisis is a transformational experience in which first responders and corporate executives managing crises learn vital skills and principles, in a team environment, to integrate with actual situations they face. Ropella is currently working with the Department of Homeland Security towards certification, at which point this new program will also be included in the DHS catalogue of courses. Other programs offered by Ropella Leadership Transformation include TALON Leadership, a real-world simulation and immersive learning experience putting executives and leaders right into a significant, unexpected crisis, and then training them how to plan for, handle, and overcome such an event. Leadership 24/7 narrows down leadership into six critical skills of highly successful leaders and delivers practical solutions for those seeking to take their leadership skills to the next level. Ropella’s fourth leadership course, The Future of Leadership, educates business and corporate clients on where leadership is evolving to, and teaches four vital virtues of tomorrow’s leaders.

Ropella’s revolutionary leadership courses are facilitated and led primarily by three individuals: Dr. Jim Harris‘ perspective is as broad as it is unique, from his first job as a 12-year-old shoe shine boy to the boardrooms of the Fortune 500. His track record of leadership and managerial success includes such industries as home building, retail, transportation, franchising, and university operations. He is also the author of eight books on leadership. Mike Goehring served as a special agent of the United States Secret Service for 21 years with many and varied assignments, including protection of five U.S. presidents. He is also the co-owner and president of The Jericho Group, a team of seasoned, knowledgeable advisors in areas of physical and electronic security, protection, and crisis management. Harry LeBoeuf is a retired USAF Colonel with over 30 years of practical experience leading and managing various diverse organizations of all sizes. He has a strong record of practical managerial and leadership achievements.

“Our Leadership Transformation team has really captured a unique cross-section of the corporate and security arenas, and the material they have created is simply amazing,” said Ropella chairman and Chief Executive Officer, Patrick Ropella. “We’re very honored that the Department of Homeland Security is certifying our content. It’s exciting to see where our leadership programs are going.”

The Ropella Group is a Florida-based, retained executive search and consulting firm focusing primarily on middle-to-high-level management in the chemical, technology, energy, security, and consumer products industries utilizing their proprietary SMART Search System. Clients include Dow, BASF, Revlon, Akzo Nobel, Baxter, J&J, Tyco, PPG, and many more. Contact Ropella at 850.983.4777 or info@ropella.com.

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Who should attend: The Academy is ideal for successful, established leaders who are seeking to substantially increase their leadership impact. It is intended for seasoned, self-aware individuals with strong interpersonal and communication skills who have a keen interest in personal and professional development.

Throughout the course of the event, participants will be challenged with the following questions:

- Are they using your time, energy and talents to have the most influence on others, their team and their organization?

- Are they making the decisions that will significantly advance their leadership agenda?

- Are they engaging in the difficult conversations that will remove interpersonal blockages and clarify priorities?

- What do they need to learn, risk, invest and sacrifice to make the next few years their best ever as a leader?

Outcomes: As a result of attending the Academy, participants will leave with an entirely new leadership trajectory having a clear focus on those actions that will provide the biggest payoff and be fully equipped to significantly increase the alignment, engagement and commitment within their teams and organization.

For more details please contact Bryn Meredith at brynmeredith(at)bluepointleadership.com or to register please click here.

About Bluepoint: Bluepoint Leadership Development designs and facilitates workshops and coaching programs that graduate leaders who have the head to think for themselves, the voice to inspire their organization, the heart to serve others and the courage to act when others will not.

For further information you can contact us at info(at) bluepointleadership.com or visit our website at www.bluepointleadership.com

Health insurance producers, and human resource and business professionals in attendance at the following events will have the opportunity to meet Flex:

– Waddell & Reed™ Circle of Champions in Kansas City, Mo., May 7-9, 2012. Flex will exhibit for individual health insurance producers at this event available exclusively to top Waddell & Reed financial advisors.

– Benefits Selling Expo in San Antonio, May 10-11, 2012. Flex will attend the benefits industry’s number one educational and networking event for employee benefits producers.

– WorldatWork Total Rewards 2012 Conference & Exhibition in Kissimmee, Fla., May 21-23, 2012. Flex will exhibit at this event which caters to human resources and business professionals. Attendees of this conference are invited to visit the Flex booth and enter the “Go Further” contest for a chance to win various promotional items.

“Flex has always placed high importance on face-to-face interaction with our clients,” says President of Flex, John DiVito. “These events provide an ideal opportunity for us to reach out to producers and employers and better understand their needs first hand.”

Flex offers various consumer-driven, tax-advantaged products, services and resources throughout the U.S., including Flexible Spending Accounts (FSAs), Health Reimbursement Arrangements (HRAs), Health Savings Accounts (HSAs), Transit/Parking Reimbursement Accounts (TRAs), Cafeteria Plans, COBRA and more. Through its comprehensive understanding of the health insurance and benefits administration markets, Flex presents a cutting edge perspective on finding solutions for the rising cost of health care.

For more information about Flex, visit www.flexiblebenefit.com or call 866-472-0882.

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About Flexible Benefit Service Corporation
Flexible Benefit Service Corporation (Flex), headquartered in Rosemont, Ill., is a leader in the health insurance and benefits administration markets. Since 1988, it has offered cost-effective healthcare solutions integrated with unparalleled expertise, service and technology to health insurance Producers, Employers and Employees. Their two primary divisions include the Flex General Agency and Flex Plans. The General Agency offers health insurance Producers free access to leading health, Medicare and ancillary/voluntary insurance carriers, products, resources and more. The Flex Plans division serves Employers and Employees through its in-house portfolio of benefits administration products that are designed to add cost-effective value to any employee benefits package. Through its comprehensive understanding of the health insurance and benefits administration markets, Flex presents a cutting edge perspective on finding solutions for the rising cost of health care.

“It’s a mistake to think natural disasters can’t happen to you,” says Joseph J. DesPlaines, an enterprise risk management expert at Empathia and author of the paper. “The end result of natural disasters can be devastating, both in terms of how a blackout or unsafe building can impact the workplace, as well as the emotional toll of the disaster on employees. Don’t wait until a disaster strikes to start preparing your emergency response.”

Over the past 10 years, in the wake of several large-scale man-made and natural disasters, many organizations have vastly improved their disaster recovery and readiness plans. But recent incidents, such as the one-two punch of the East Coast earthquake and hurricane, have provided valuable lessons for risk management professionals that continual improvement of disaster recovery and readiness plans is needed.

The new Empathia white paper recommends:
• Companies involve all employees — not just leaders — in the development, testing and improvement of emergency response plans.
• Companies prepare for simultaneous disasters, devising multiple routes of escape and identifying multiple layers of people in emergency response positions.
• Determining how to disseminate crisis notification to the entire workforce and identifying multiple communication methods.
• Putting a “check-in” system in place to ensure a coordinated evacuation, assembly and accounting process.
• Communicating and coordinating with other local businesses to make sure plans don’t clash but are complementary.
• Recognizing that employees will view family as their top priority in a crisis. Therefore, employers should ensure that disaster recovery/business continuity plans include modified work schedules, flexible leave and crisis counseling. Counseling should be extending to employees’ families as well.
• A crisis debriefing to inform employees about where and how to get help. A quality employee assistance program can provide this service.
• Conducting a post-even analysis to solicit employees’ assessments about the emergency response plan.

“The emotional toll on employees after a natural disaster cannot be overestimated,” explains DesPlaines. “Even employees not directly affected by a disaster can experience unexpected mental health consequences and difficultly adjusting to the `new normal’ that follows a crisis.”

“Eight Steps Employers Should Take to Prepare Their Workplace for a Natural Disaster” can be downloaded at http://www.empathia.com/whitepapers/20120502.php.

About Empathia, Inc.
Empathia provides behavioral health solutions that improve the well-being, safety and productivity of organizations and individuals. The company collaborates with private and public sector entities from expansive Fortune 500 corporations to small businesses in addressing a diverse range of needs: employee assistance, disaster response and planning, work-life balance, employee relations, leadership development, training and benefits support. Founded in 1982 under the name NEAS, Empathia has distinguished itself as a quality leader dedicated to creating a superior customer experience for both client organizations and employees. For more information, visit http://www.empathia.com.

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Media Contacts:

Carrie Reuter
Empathia, Inc.
866-332-9595
creuter(a)empathia.com

Beth Brody
HRmarketer for Empathia
609-397-3737
beth(a)hrmarketer.com

The training event, “Pull Conversations,” will take place on May 16 at the Angus Glen Golf Club in Markham, Ontario. A complimentary lunch at 12:00 will be followed by the program, from 12:30 to 5:00 p.m. Eastern time. Registration for the limited-seating event is available at http://www.keysurvey.com/votingmodule/s180/survey/423382/e86a/.

At the root of almost all interpersonal and business challenges lies the inability or unwillingness to engage in open and direct conversation. Pull Conversation™ is a mindset, or an operating system, that will help attendees harmonize the tensions created between differing needs and create solutions that everyone can commit to. Business leaders are using the Pull Conversation methodology to:

• Reduce mistakes, wasted time and effort
• Create an energizing work environment
• Build trust and cohesiveness
• Increase productivity and improve performance
• Improve customer satisfaction
• Develop deeper and more meaningful relationships at work and at home
• Make better decisions and increase leadership influence

This interactive half-day program delivered by Brady Wilson, the author of “Juice – The Power of Conversation,” will include instruction, small group discussion, and experiential exercises designed to accelerate learning.

“In conversations, you can Push or you can Pull,” said Wilson. “Those with a Push orientation leave a trail of mistakes, misunderstandings and mistrust. Those who operate in a Pull orientation quickly uncover the dynamics underlying a conversation to unearth the decisions that produce results. I show people who communicate for a living not how to `win’ but how to arrive at a mutually beneficial solution, which builds trust and strengthens relationships long-term.”

Registration details for the complimentary event can be found at http://www.keysurvey.com/votingmodule/s180/survey/423382/e86a/.

About Juice
Juice Inc. delivers training and development services to increase employee engagement and productivity. Juice works with companies that want to build a productive culture and understand that interactions between people are major drivers of organizational success. Juice’s conversation-enhancing methodology delivers a process for improving the human experience in the workplace, while driving employee performance and business results. For additional information, visit www.juiceinc.com.

Contact:
Jean-Francois (JF) Hivon
1-888-822-5479
jfhivon(at)juiceinc.com

Adriana Saldana
HRmarketer.com
831.722.9910
asaldana(at)hrmarketer.com