Washington, D.C.—July 29, 2010— Leadership development and research company Leadership IQ provides insights into how to manage generational differences in a new white paper.

“Managing Generation ‘WHY’” addresses the three-letter word that alternately puzzles and annoys managers of younger workers: “Why?” One manager even equated the sound of the word with that of nails on a chalkboard.   How can one word become so grating and potentially divisive?

It comes down to a difference in generations, says Leadership IQ’s chief executive officer, Mark Murphy. Those born before 1980 were raised to do as they were told, not to question their elders, be seen and not heard. To this generation, “why” is seen as a challenge to authority or a complaint.

However, for Generation Y workers, “why” is not a dirty word. These adults grew up in a period where parents set their children on a pedestal, told them they were unique and important, and fought for them to be not just seen, but heard as well. Generation Y children were also taught that there is learning value in everything they do — so that every job that must be done has a reason, meaning, or significance.

Leadership IQ’s research found that there are two big reasons Generation Y asks “Why?”:

-The Big Picture “Why”: Generation Y workers want to know how they, as well as their work, fit into the whole. They want to know how the tasks they do affect the department, organization, field, or world as a whole.

-The Significance “Why”: Employees from Generation Y are typically enthusiastic to perform a task when they know the reason behind it. Their parents taught them that rules and instructions are important and good, but only if they make sense and fit the situation.

“Younger workers are asking ‘Why’ not because they’re insolent but because they are curious, inquisitive, and intelligent people who want to learn and grow,” said Murphy. “Instead of fearing or hating ‘Why,’ managers need to learn how to make their work fit into the larger context of the company and explain its importance.”

To help managers more effectively interact with their younger workers, “Managing Generation ‘WHY’” is available for download at http://www.leadershipiq.com/generation_why.html. The white paper is based on one aspect of a more comprehensive Leadership IQ e-course titled “Managing Generation Y.”

About Leadership IQ

Leadership IQ provides leadership training, best-practices research and employee surveys, primarily serving Fortune 500 companies. The organization focuses training and research on management and executive performance, workforce issues, negotiations, strategic planning and customer service. Leadership IQ is headquartered in Washington, D.C., with regional offices in Atlanta, Ga., and Westport, Conn. For more information, visit www.leadershipiq.com.

Media Contact:

Heath Davis Havlick
Fisher Vista/HRmarketer
831-685-9700
e-mail protected from spam bots

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“At Secova, we offer customized solutions that simplify and manage the activities surrounding benefits administration” said Joel Carter, Co-Founder and Vice President of Secova. “Over the last seven month’s, the industry as a whole has been focused on the impact and complexities of the new health care reform law. Our sole focus is on removing the administrative and support challenges for employers and employees during this time of great change.”

Secova’s benefits administration and dependent eligibility management solutions oversee not only the welfare of the plan participant, but also the well-being of the employer and the benefits management team. With its employee advocacy customer service model, 24/7 call center assistance, and high-tech, high-touch solutions, Secova supports its clients’ and their participants across the entire administrative chain.

“As the landscape of HR migrates over the next four years, you will see more employers looking to HRO service providers to offer progressive and real-time support in all areas touched by health care reform,” said Venkat Tadanki, CEO. “Employers are looking for systems that are transparent, in terms of delivering real-time enrollment and eligibility data, while helping to ensure compliance and avoid costly penalties.”

This year’s HRO Superstars judging panel was made up of industry-leading health care advisory board members, including key thinkers and thought leaders in the human resources space. Selection of the 2010 HR Superstars was based on many factors including the nominees overall strategy, vision, and ability to consistently deliver results.

About Secova: Secova is a leading Benefits Management Services company that delivers customized “Value-Sourced” solutions designed to enhance services and reduce operating costs. Secova’s mission is to help its clients control and drive down the cost of delivering Human Resources & Employee Benefit Services. Secova’s customized and flexible benefits administration solutions are designed to complement the client’s overall benefit administration strategies, to help lower costs and improve service quality while enhancing timeliness, accuracy and responsiveness to the client’s employees.

To view future Secova presentations or webinars, HR and benefits professionals can visit the Secova website at Secova Inc.

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Through this partnership, myStaffingPro customers will be integrated with the Broadbean user interface. With the integration, users can quickly and easily submit a job opening to any or all of their registered job boards without logging into a separate system or repetitively creating the job opening.

“The partnership between myStaffingPro applicant tracking system and Broadbean Technology creates a seamless integration for recruiting. The offering allows customers to reduce their administrative costs by eliminating duplicate data entry. The result is a more efficient hiring process, which will save companies time and money,” said Bob Schulte, CEO of myStaffingPro.

Kelly Robinson, Founder and Chief Exec of Broadbean Technology, continues, “Broadbean’s partnership with myStaffingPro proves our continued expansion efforts in North America. The combined technologies of myStaffingPro and Broadbean streamline the online recruitment process for recruiters and hiring managers. The analytics and reports provided will, no doubt, benefit myStaffingPro’s clients, as well as our epic customer service and tech team consisting of thirty full-time employees. We look forward to long-standing relationship.”

About myStaffingPro:
myStaffingPro is a full-featured applicant tracking and recruiting system with advanced screening and configuration capabilities. The system provides recruiting 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 over 500 clients and has processed over 19 million applications. To learn more about myStaffingPro applicant tracking system, visit www.mystaffingpro.com.

About Broadbean Technology:
Broadbean provides global job distribution and candidate response tracking solutions to over 1400 clients worldwide and 32,000 individual users that include staffing companies, recruitment ad agencies, tech vendors, RPOs, and major employers. Our universal reach allows Broadbean to increase the effectiveness of online recruiting with in depth return on investment metrics for job board performance.
Please visit: http://www.broadbean.com

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The complimentary white paper is titled Applying Emotional Intelligence: Why Successful Leaders Need This Critical Skill.

The quality of emotional intelligence is defined as having the ability to understand, manage and respond effectively to one’s own emotions and the emotions of others. A key benefit is that it helps business leaders create a work environment where people at every level are collaborating and aspiring to do their best work.

For example, at PepsiCo, those executives identified as emotionally intelligent generated 10 percent more productivity and added nearly $4 million in economic value. These and other success stories populate the new Glowan paper.

“The best, most successful leaders master their own states of being before they try to lead others,” says Marc Michaelson, co-principal of Glowan Consulting. “They know with great clarity and conviction who they are and what they believe . . . they can calmly navigate the growing complexities of today’s global business environment and inspire their employees at every level.”

Emotional intelligence is the first of a particular set of skills and behaviors—Glowan experts call them Smart Skills™—that are utilized by successful leaders. Other skills include: influencing with integrity, interest-based negotiation, stress management, high-level communication skills and more.

Also examined in the white paper is the concept of Total Life Leadership, which helps individuals begin their journey of self-awareness and self-mastery by evaluating eight key areas of their personal and professional lives.

Download the white paper at http://www.glowan.com/news_resources/resources_emotional_intelligence.php

About Glowan Consulting Group
The Glowan Consulting Group is in the business of transforming individuals and organizations utilizing its L3 leadership development and executive coaching activities. Our network of experienced business professionals are skilled not only in all facets of developing leaders and managers, but also in operating businesses and preparing organizations to gain competitive advantage in the rapidly changing global environment.

Media Contacts:
John Anderson
626-914-1545
janderson (at) glowan.com

Elrond Lawrence
Fisher Vista for Glowan
831-632-2183
elawrence (at) fishervista.com

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“We are distinctly proud to be part of a community that supports and cares for the American workforce,” explains LifeCare CEO, Peter G. Burki. “As a company that has been dedicated to helping individuals and their loved ones achieve better health, wellness and life balance for more than two decades, it is extremely gratifying to see workplace flexibility and work/life balance make continued strides toward receiving the level of attention and support it deserves.”

The increasing numbers of people working and going to school, caring for children or the elderly, or working two jobs to make ends meet have created the need for a fundamental shift in workplace culture so that people can meet the needs of both their employers and their families. Flexible workplace policies make this possible — from compressed work-weeks and job-sharing to telecommuting and working from satellite locations — flexibility policies enable workers to better balance work and life. In so doing, they lead to increased employee commitment and engagement, and ultimately, business productivity and profitability.

“Businesses that are thinking about the future and want to be globally competitive are embracing workplace flexibility as a core leadership tool that enables people to meet work and personal responsibilities. All the business champions in the campaign believe that flexibility benefits workers at every level — from hourly to professional staff,” said Donna Klein, executive chair and founder of Corporate Voices for Working Families.

As a Business Champion, LifeCare recognizes that flexibility policies are valuable talent management and recruiting tools that help meet the business bottom line. Business Champions commit to actively communicate the business imperative for workplace flexibility within their own organizations and to their peers and colleagues. LifeCare joins a host of leading best-practice corporate champions that recognize that workplace flexibility improves business profitability, the lives of working families, and America’s economic competitiveness.

About LifeCare®, Inc.
LifeCare is a leading provider of health and productivity solutions for employers nationwide, offering cost-saving benefits that help clients reduce their most pervasive absenteeism and productivity drains, including child and elder care, caregiving support, health and wellness issues, and more. For more than two decades, LifeCare has led the work/life industry in the creation of high-quality, results-oriented programs designed to improve clients’ bottom lines. LifeCare serves 1,500 client companies with 4.5 million individuals within corporations, health plans, government agencies and unions. For more information, visit www.lifecare.com.

About Corporate Voices for Working Families
Corporate Voices for Working Families is the leading national business membership organization representing the private sector on public and corporate policy issues involving working families. A nonprofit, nonpartisan organization, we improve the lives of working families by developing and advancing innovative policies that reflect collaboration among the private sector, government and other stakeholders. To create bipartisan support for issues affecting working families, we facilitate research in areas spotlighting the intersecting interests of business, community and families: workforce readiness, family economic stability, flexibility in the workplace, and work and family balance. For more information and for weekly updates on the Workplace Flexibility Campaign, please visit: www.corporatevoices.org/our-work/flexcampaign.

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Notes to Editors
LifeCare’s CEO, Peter G. Burki, is available for interview.
Media contact: Catherine Futoma, pr1(at)lifecare(dot)com, 203-291-3756

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2010 marks Ingram’s 25th anniversary of the Corporate Report 100 competition which celebrates the top 100 fastest-growing companies headquartered in the Kansas City region as calibrated over a rolling four-year period.

As quoted by Ingram’s, “It seems counterintuitive: A company specializing in background checks and drug tests for perspective employees, prospering with unemployment so high. But, no: Companies that are hiring, more than ever, want to know they’re getting the right fit. That has helped drive the growth for CEO Darren Dupriest and Validity Screening Solutions.”

“Validity’s sustained growth is attributable to the relationships we build with our clients. We are honored to be listed amongst many of Kansas City’s most innovative companies,” said Darren Dupriest, president and CEO of Validity Screening Solutions. “Representation on this prestigious list is true validation of our entire team’s efforts.”

About Validity Screening Solutions
Validity Screening Solutions, founded in 1992, is an industry pioneer and national provider of employment screening, drug screening, assessment testing and continues to remain on the cutting-edge of technology. In addition to the human resources technology integrations with PeopleSoft, Kenexa and Spectrum HR, Validity designs software solutions to numerous Applicant Tracking Systems (ATS) and Human Resource Information Systems (HRIS). Committed to service, quality and technology enhancements, Validity recently launched eJobApp, a web-based application system and FCRA Compliance Manager. They are a founding member of the National Association of Professional Background Screeners (NAPBS) and employ expert staff members belonging to several chapters of the Society for Human Resources Management (SHRM). Validity’s recognitions includes a ranking on the Inc. 500|5000 annual list of the fastest-growing companies in America in 2009, the KC Small Business magazine 25 Under 25® Award in 2010, Ingram’s 2010 Best Places to Work For and Ingram’s 2010 Corporate Report 100 Fastest-Growing Companies in Kansas City.

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

WHO:
TALX, provider of Equifax Workforce Solutions and a leader in human resource, payroll and tax-related services

WHAT:
Will present a complimentary webinar to help employers learn about key compliance issues related to going paperless when eliminating printed checks and paystubs

WHEN:
Thursday, August 5, 2010
12:00 p.m. ET (11:00 a.m. CT; 10:00 a.m. MT; 9:00 a.m. PT)

WHERE:
Registration details are available at:

http://www.swiftpage8.com/TALXCorporation.cortbals/SurveyPaperlessPayeSemReg/Survey.aspx

DETAILS:

Going paperless generates enormous benefits for employers and employees but regulatory issues abound. When considering a move to paperless, savvy employers need to gain insight into important areas such as recent regulatory trends for payroll cards; key access rules for payroll card compliance; electronic paystub rules, especially on the state-level; and, the privacy issues related to payroll cards. This webinar will address these topics as well as review the environmental impact of eliminating checks and stubs and the cost-savings from paperless pay.

Presented by Scott Whitehead, vice president and product manager, Citi Prepaid Services, a division of Citi Global Transaction Services, and Gordon Middleton, J.D., a compliance specialist at TALX, this webinar will arm attendees with the information they need to plot their organization’s “going paperless” journey.

This complimentary webinar is part of the ongoing series of eSeminars presented by TALX.

About TALX:
TALX, provider of Equifax Workforce Solutions, a leader in human resource, tax and payroll-related services, is based in St. Louis. TALX holds a leadership position in automated employment and income verification as well as unemployment tax management. TALX provides over 9,000 clients, including three-fourths of Fortune 500 companies, with Web-based services focused in three employment-related areas: hiring, pay reporting and compliance. Hiring services include assessments and talent acquisition, onboarding, and tax credits and incentives. Pay reporting services include electronic time tracking, paperless pay and W-2 management. Compliance services include employment and income verifications through The Work Number, unemployment tax management and I-9 management. Equifax is a global leader in information solutions, empowering businesses and consumers with information they can trust. Equifax is a member of Standard & Poor’s (S&P) 500® Index. Its common stock is traded on the New York Stock Exchange under the symbol EFX. For more information about TALX, access the TALX website at www.talx.com, or visit the Equifax website at www.equifax.com.
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Throughout this five- part series, Bond and MacPherson covered a wide range of issues critical to employee engagement. MacPherson gave audience members insight into topics such as: “Showing Recognition and Driving Employee Engagement,” “Where is Employee Engagement Going?” “Implementing an Employee Engagement Survey: The Role of Senior Leadership and HR,” and “Is Employee Engagement All You Need?”

This series served as yet another opportunity for MacPherson to demonstrate Modern Survey’s thought leadership around employee engagement and reach out to new audiences with a positive message that will help organizations and their employees thrive.

Don MacPherson is available to speak to a wide variety of audiences including business leaders and HR decision-makers. To book MacPherson for your organization, please contact (612) 399-3837 for more information.

About Modern Survey
Modern Survey has established itself as a leader in the online survey industry, providing a robust suite of proprietary technologies combined with an array of consultative services that help our clients manage talent throughout the employee life cycle, measure and evaluate customer satisfaction, and gain insight into changing markets. Modern Survey products and services have spanned 100 countries on six continents in over 30 languages. Through direct and partner channels, Modern Survey’s tools and services have reached more than 500 companies, over 85 of which are among the Fortune 500.

About Walter Bond Seminars
After graduating from the University of Minnesota with a BA in Communications, Walter Bond overcame a devastating injury to become the first NBA rookie free agent ever to start on opening night. Walter, the young man who never, ever gave up on his dreams, went on to have an eight-year professional basketball career, playing alongside such NBA greats as Karl Malone and John Stockton as a guard for the Dallas Mavericks, Utah Jazz and Detroit Pistons. Toward the end of his basketball career, Walter developed the ability to apply on-the-court success and teamwork to the business world when he and his wife became owners of a national franchise. He has since shared his insight and experience with hundreds of businesses and organizations around the world. Bond is a Certified Speaking Professional and member of the National Speakers Association. Bond has been voted “Speaker of the Year” (2005) by Minnesota Meetings and Events (MME), and “Program of the Year” (2006) by Meetings Professionals International (MPI).

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

Except a mention in the President’s State of the Union speech little has been done to promote the HIRE Act and only about $8.5 billion has been spent so far. Due to a lack of promotion or the belief that it’s just too complicated, the HIRE Act resembles several other valuable yet underutilized programs. Other examples are the Work Opportunity Tax Credit (WOTC), demographic, geographic, state and other hiring tax credits that can significantly boost the bottom line.

JobApp is proud to announce that we can automate and process HIRE Act tax credits, in addition to WOTC, demographic, geographic, state and other hiring tax credits. “Our proven ability to screen job applicants for tax credit eligibility via phone and web and automatically populate the necessary paperwork for new hires will dramatically improve our clients’ results with tax credits. Through our tax credit processing center and compliance management solution we are able to improve client results and offer an end‐to end, single‐vendor solution,” said Blake Helppie, the Chief Executive Officer of JobApp Network.

JobApp will also be hosting an informative webcast on employee tax credits August 10, 2010 @ 3PM (EDT) Turn Hiring into a Profit Center (click here to register). We will cover the different tax credits available, common mistakes and misunderstandings about tax credits, how to automate the process to reduce paperwork and eliminate mistakes, how to identify eligible applicants before you hire them and more.

About JobApp Network, Inc.
JobApp provides a talent acquisition solution for employers that have large hourly or field-based workforces. JobApp helps companies to source and screen prospective employees, streamlining the hiring process, improving the quality of hire and reducing turnover, while vastly simplifying the background screening and onboarding processes. JobApp’s talent acquisition and services platform includes integrated background checks, employee tax credit screening and processing, electronic I-9 and E-Verify compliance and electronic forms management.

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

According to Aberdeen’s report, “aligning skills, behaviors and styles, along with what the business needs is a critical piece of driving performance.” The Aberdeen Group reports that 91 percent of best-in-class organizations (in March 2009) used talent management assessments in recruiting. Three key performance strategies that differentiate best-in-class companies from industry average and laggard organizations are employee performance, bench strength and hiring manager satisfaction.

The Aberdeen Group focuses on success steps for each group. The laggards’ steps to success are to build a competency framework, obtain stakeholder buy-in, and utilize skill-based assessments. The steps to success for industry average companies are to clearly define a process to assess new employees, identify business challenges, define metrics, and regularly measure the impact of assessments. Best-in-class companies succeed because they integrate assessment data with the entire talent lifecycle.

In order for laggard and industry average companies to rise to the standards set by best-in-class companies, they must set benchmarks, determine job fit and create job match patterns.

View Full Report: “Talent Assessment Strategies: A Decision Guide for Organizational Performance”

About Profiles International
Profiles International offers assessment solutions that enable organizations to select the right people and develop them to their full potential. For more information about Profiles International’s suite of human resource management solutions, visit their website at www.profilesinternational.com

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