http://humanresources.sourceofnews.net/ It is ARCHIVE SITE of the press release related to Human Resources. en Copyright 2008 Mon, 24 Sep 2007 21:48:19 +0900 http://www.sixapart.com/movabletype/ http://blogs.law.harvard.edu/tech/rss Company Strengthens Regional Focus with New Positions and Customer Training Initiatives Open source innovator and SNORT® creator, Sourcefire, Inc. (Nasdaq:FIRE), a leader in network intrusion prevention, today announced that the company is expanding its presence in Australia as part of a strategy to support the growing international demand for the company’s innovative security solutions. “Since launching in the Asia-Pacific region four years ago, Sourcefire has seen significant demand for its solutions,” said John Czupak, Vice President of International Sales and Business Development for Sourcefire. “To support the growth in Australia, we are expanding our sales team and launching a new seminar series and training program. These ongoing investments will ensure that customers in this region continue to receive the same superior security technology, support and training that have enabled us to build such a strong foundation in the area.” To support its strategic initiatives, Sourcefire is currently recruiting a Regional Sales Manager for Australia who will be responsible for all sales of Sourcefire technologies in the region, targeting Global 2000 and major Australian and New Zealand accounts. For more information on the Regional Sales Manager position, go to http://hostedjobs.openhire.com/epostings/jobs/submit.cfm?fuseaction= dspjob&jobid=207284&company_id=15640&version=1&source=ONLINE&jobOwner= 998816&aid=1 (Due to its length, this URL may need to be copied/pasted into your Internet browser's address field. Remove the extra space if one exists.) In addition, the company is launching a new seminar series and training program to provide Sourcefire and Snort users with the tools to successfully deploy and manage its security solutions and protect their most critical assets. New Seminar Series Martin Roesch, the creator of SNORT® and the CTO and Founder of Sourcefire, will lead a new educational seminar, “Enterprise Threat Management (ETM): Bringing Security Together Through Intelligence.” Roesch will discuss a new, unified IT security approach for ETM and how this new model will improve operational efficiencies and reduce costs for network security, and mitigate organizational risks by adding network and user intelligence. He will also give insight into future developments of Snort and Sourcefire’s recent acquisition of ClamAV and what this means to the open source community. These seminars will take place on: * October 9th in Sydney at the Sheraton on the Park Hotel, and * October 11th in Melbourne at The Westin Melbourne. To register go to: http://www.securecomputing.net.au/surveys/sourcefire/sc_sourcefire.htm Snort and Sourcefire 3D System Training and Certification Program Sourcefire’s new fall line up of Snort and Sourcefire 3D System® training will be held in Melbourne and are designed for network and security administrators and security consultants. Attendees can take part in basic and advanced training and certification classes on a variety of topics, from building a Snort sensor to advanced rule writing to deployment strategies. Instructor-led classroom training for Snort is available September 25-28, and Sourcefire 3D System training is available October 1-4. For more information, go to https://www.sourcefire.com/services/education/courses/ or call 1-866-505-9113. About Sourcefire Sourcefire, Inc. (Nasdaq:FIRE), Snort creator and open source innovator, is a world leader in Enterprise Threat Management (ETM) solutions. Sourcefire is transforming the way Global 2000 organizations and government agencies manage and minimize network security risks with its 3D Approach – Discover, Determine, Defend – to securing real networks. The Sourcefire 3D™ System is the first to unify IPS, NBA, NAC and Vulnerability Assessment technologies under the same management console. This ETM approach equips customers with an efficient and effective layered security defense – protecting network assets before, during and after an attack. Through the years, Sourcefire has been consistently recognized for its innovation and industry leadership by customers, media and industry analysts alike – with more than 30 awards and accolades. Today, the names Sourcefire and founder Martin Roesch have grown synonymous with innovation and network security intelligence. For more information about Sourcefire, please visit http://www.sourcefire.com. ]]> http://humanresources.sourceofnews.net/archives/2007/09/sourcefire_increases_internati.html http://humanresources.sourceofnews.net/archives/2007/09/sourcefire_increases_internati.html Human Resources Mon, 24 Sep 2007 21:48:19 +0900 New Program Gives Employers Better Control of Indirect Medical Costs Employees who come to work with uncontrolled medical conditions or modifiable behavioral risk factors, in pain, or depressed can account for nearly two-thirds of their employer’s indirect medical costs. The new Health and Productivity Optimization (HPO) services from Avivia Health uses scientific methodologies and decades of evidence-based clinical practice to identify employees who need support, and through health coaching and education, help them on the path to a healthier life. Productivity and employee satisfaction go up, and overall medical costs and health-related losses go down. Employers everywhere are taking note of “presenteeism,” where employees come to work but lack the ability to focus or do their job effectively. Many of these individuals are impacted by problems ranging from depression to chronic pain to complications of obesity. These conditions have a real, measurable effect on productivity. In fact, it is estimated that presenteeism accounts for 63% of indirect medical costs, compared to absenteeism (6%), short-term disability (6%), and long-term disability (1%). Direct medical costs consume only about 24% of the total medical benefits spend. Controlling these indirect costs results in a healthier workforce, and a significant, measurable difference in your bottom line. “Presenteeism is like an iceberg,” says Chris Stenzel, CEO of Avivia Health. “The most damaging parts are under water, hidden from view. Our new Health and Productivity Optimization program examines your workforce, maps out the problem spots, and then provides employees with resources and tools that help them on the path to a healthier life.” Employers receive regular and comprehensive pre- and post-intervention reports, including projected savings. Incentives can be built in to encourage employee participation and help them meet health and fitness goals set by the organization. “Employees who come to work sick do neither themselves nor their employer a favor,” says Jeffrey M. Davis, M.D., MPH, Chief Medical Officer for Avivia Health. “Trying to work effectively and efficiently with chronic back pain, migraines, allergies, sleep disorders, and other non-acute conditions is a tremendous challenge. It can be even more so in job settings where distraction or the inability to move freely present a risk of injury to the employee or others. Health Coaches are available around the clock, every day of the year, to answer questions and offer support as the employee travels along the path to better health. We also provide educational and informational materials online, on DVD, and by mail.” Avivia’s Health and Productivity Optimization program is the newest addition to our suite of programs which include Avivia Health Management, Avivia Wellness, and Avivia MD, a specialized program to help physicians get maximum benefit from Avivia health coaching and educational outreach. All Avivia Health programs are available nationwide and can be integrated to an employer’s existing self-funded or fully-insured health plan. Avivia Health is a wholly-owned venture of Kaiser Permanente. The company provides health coaching, wellness, physician support, and health education programs to medium to large-sized employers, community health plans, and government entities. Avivia Health is headquartered in Oakland, California. Sales and marketing offices are located in Atlanta and Chicago. Visit us at www.aviviahealth.com. ]]> http://humanresources.sourceofnews.net/archives/2007/09/avivia_health_from_kaiser_perm.html http://humanresources.sourceofnews.net/archives/2007/09/avivia_health_from_kaiser_perm.html Human Resources Mon, 24 Sep 2007 21:47:00 +0900 About Golub Corporation Based in Schenectady, NY, the Golub Corporation owns and operates 116 Price Chopper grocery stores in New York, Vermont, Connecticut, Pennsylvania, Massachusetts and New Hampshire. The family-owned company prides itself on longstanding traditions of innovative food merchandising, leadership in community service, and cooperative employee relations. Golub’s approximately 24,000 associates collectively own 51% of the company’s privately held stock. For additional information, visit www.pricechopper.com. About Logile, Inc. Logile, Inc. envisions providing the industry with a leading execution management solution, combining its proprietary software application with expert professional services. The solution will help companies to maximize profitability by optimizing the use of critical resources using Logile’s advanced planning and execution engine (the nucleus of their Real-Time Execution Management Solution Suite). The “Real-Time” suite of application modules are growing and includes Dynamic Labor Modeling, Labor Budgeting, Labor Projection and Work Planning, Dynamic Resource Planning and Re-Planning, Dispatch Labor Scheduling, Time & Attendance, Execution Compliance Management, Real-Time Performance Analytics, Real-Time Performance Dashboards, and Employee Self-Service. Logile’s web-based loosely coupled service orientated and event driven real-time architecture allows companies to leverage their existing investments while taking full advantage of the new capabilities provided by Logile. Logile, Inc. is privately held with headquarters in Irving, Texas. For more information, visit www.logile.com. ]]> http://humanresources.sourceofnews.net/archives/2007/09/golub_corporation_selects_logi.html http://humanresources.sourceofnews.net/archives/2007/09/golub_corporation_selects_logi.html Human Resources Mon, 24 Sep 2007 21:45:13 +0900 - Engage Enterprise Feedback Management Solution Deployed Throughout 500 Banking Offices and with 11,700 Employees to Correlate Employee and Customer Engagement with Profits - Allegiance, Inc., a premier provider of Enterprise Feedback Management (EFM) solutions, today announced that Zions Bancorporation, one of the nation's premier financial services companies, has chosen the Allegiance Engage Platform to gather and respond to employee and customer feedback throughout its network of more than 500 banking offices. The Engage Platform will help Zions gather, analyze, and respond in real-time to customer and employee comments and suggestions. It will also establish an ongoing measurement of employee and customer attitudes and intentions and compare that with key business outcomes. Zions Bancorporation has $49 billion in assets, employs 11,700 employees, and operates over 500 banking offices in ten Western and Southwestern states. Zions selected the Allegiance Engage Platform for its ability to provide a systematic way to collect, analyze, and act on employee and customer feedback at every touch point. The company also will use Engage to help them understand how employee and customer loyalty and engagement affects profitability enterprise-wide, regionally and locally. “At Zions, we respect and value the feedback we receive from our employees and customers. We are always looking for new ways to understand our engagement with them,” said Connie Linardakis, chief human resources officer of Zions Bancorporation. “We are implementing the Allegiance system throughout our network because we recognize that strong employee and customer relationships can positively impact our business.” The Engage Platform includes tools and analytics delivered through a hosted Software as a Service offering. The TotalEngage suite includes CustomerEngage, EmployeeEngage, ActiveSurvey, SilentWhistle Ethics Reporting, and MysteryShopper. In addition to providing a real-time index of employee and customer engagement, the Engage Platform gives companies the ability to drill down to affiliate, branch or department level. Allegiance also provides consulting services to help companies use actionable data to empower their decision-making. “We are excited about the opportunity to work closely with Zions Bancorporation and help them get the most value from monitoring and responding to employee and customer feedback,” said Adam Edmunds, CEO of Allegiance. “Engage goes beyond surveys to give organizations an easy to implement, all-in-one solution that helps them measure employee and customer engagement and compare that with business outcomes such as revenue and profits." About Zions Bancorporation Zions Bancorporation (Nasdaq:ZION) is one of the nation's premier financial services companies, consisting of a collection of great banks in select high growth markets. Zions operates its banking businesses under local management teams and community identities through over 500 offices and approximately 600 ATMs in 10 Western and Southwestern states: Arizona, California, Colorado, Idaho, Nevada, New Mexico, Oregon, Texas, Utah and Washington. The company is a national leader in Small Business Administration lending and public finance advisory services. In addition, Zions is included in the S&P 500 and NASDAQ Financial 100 indices. Investor information and links to subsidiary banks can be accessed at http://www.zionsbancorporation.com. About Allegiance Allegiance, Inc. is the premier provider of Enterprise Feedback Management (EFM), solutions that drive growth and increased profitability through improved customer loyalty, employee retention and engagement. The Allegiance Engage Platform is a suite of web and phone-based solutions joined with best practices consulting that allow companies to measure and manage customer and employee engagement across the enterprise. The components of The Engage Platform are customizable to each company's needs and offer management tools and predictive analytics that link employee and customer engagement to real business outcomes. Allegiance serves customers of all sizes across a variety of industries. Allegiance is a privately owned company based in South Jordan, Utah. For more information about Allegiance, visit http://www.allegiance.com . ]]> http://humanresources.sourceofnews.net/archives/2007/09/zions_bancorporation_selects_a.html http://humanresources.sourceofnews.net/archives/2007/09/zions_bancorporation_selects_a.html Human Resources Mon, 24 Sep 2007 21:42:53 +0900 Hilton Hotels Corporation, Marriott International and Mandarin Oriental Hotel Group Among the Growing Base of Leaders Standardizing on SuccessFactors to Manage, Motivate and Promote Talent SuccessFactors, the global leader in on-demand performance and talent management solutions, today announced that several of the world’s largest, most well-known hotel brands are standardizing on SuccessFactors to manage, motivate and promote talent throughout their organizations. Hilton Hotels Corporation, Marriott International and Mandarin Oriental Hotel Group are among the growing base of global brands that are on SuccessFactors. Hotels and hospitality is a massive multi-billion dollar industry with millions of employees worldwide. As an entirely service-based business, attracting, motivating and promoting great people is essential to success in the industry. While hotels understand the need to attract, retain and promote great people, they struggle with a variety of factors that are unique to the industry. Hotel workers typically move from one hotel to another, both among different hotel brands and within a single brand. Moreover, today’s global hotel brands typically own and manage a broad range of hotel types, from a motor inn to a luxury metropolitan hotel, which further complicates the measurement and promotion of workers that may have the exact same title, but vastly different skill sets and responsibilities. Gaining visibility into a massive, constantly moving and widely diverse talent base is one of the most pressing challenges faced by the industry. Today, the world’s most forward-thinking global hotel brands are solving this challenge with the help of SuccessFactors. Hotels such as Hilton Hotels Corporation, Marriott International and Mandarin Oriental Hotel Group are realizing higher retention, better alignment between performance and compensation and improvements to recruiting, training and promotion. At the same time, hotel workers within these organizations are given a new way to express their views, manage their careers, get ahead faster and engage with their employer in a way that was never before possible. Other hotels that are on SuccessFactors include Carmel Country Club, San Manuel Band of Mission Indians Hotel and Casino and White Lodging Services Corp. “Before we were on SuccessFactors, finding potential talent in the organization was largely done manually and through a limited pool of relationships on a regional basis,” said Anthony Chen, director, succession management at Hilton Hotels Corporation. “For a global organization with a diverse set of hotel brands, ranging from the Hilton New York to the Homewood Suites in Colorado, this lack of corporate visibility was a major challenge that was holding us back from leveraging our talent’s potential. With SuccessFactors, we now have company-wide visibility to every executive committee in our organization in a single automated view. This is hugely valuable when assessing succession readiness, identifying team members for new openings and generally knowing and understanding, at a deep level, the strengths, weaknesses and gaps of our talent base. SuccessFactors technology is changing the way we handle talent management in our organization.” SuccessFactors provides an on-demand performance and talent management solution that is used by just about everyone in an organization. The software automates the performance review process, and provides what amounts to a company-wide network of all things related to employee performance, including skill-sets, interests, career aspirations, ability to relocate, experience, languages spoken and more. By providing deep, real-time company-wide visibility into such critical performance data, hotels are able to make better, more informed decisions about how to promote, recruit, compensate, reward and manage their entire employee base. “The hotel and hospitality industry is a wonderful microcosm of the worldwide talent economy,“ said Lars Dalgaard, CEO of SuccessFactors. “It’s fragmented, has a highly diverse workforce whose roles and locations shift constantly, involves multiple and varied hotel types and is dependent entirely upon great people and great service. Without company-wide visibility into the organization’s talent pool, making decisions about compensation, succession and promotion is a nightmare. We’re solving this problem for Hilton and a growing base of the world’s most well-known brands. It’s one of more than 150 unique industries that are truly engaging, inspiring and moving their employees forward on SuccessFactors.” About SuccessFactors SuccessFactors is the leading provider of on-demand employee performance and talent management solutions that enable organizations of every size, across every industry and geography, to realize their employees' potential and thus drive business results. Its hosted service is organically built from the ground up - providing a fully-integrated, modular suite of performance and talent management applications that provide customers with immediate process benefits and tangible return on investment. Fueled by customer success, SuccessFactors currently has more than 1,400 customers across over 60 industries, with more than 2 million end users in over 150 countries using the application in 18 languages. The company currently employs more than 500 people worldwide, all passionately focused on delighting customers through prompt and effective execution and constant improvement driven by customer feedback. SuccessFactors' customers include Kimberly-Clark Corporation, MasterCard Worldwide, Textron, Sutter Healthcare, Direct Energy, Quintiles Transnational, Volkswagen of North America, Lancaster General Hospital, McDermott International, Inc. and Salesforce.com. Founded in 2001, SuccessFactors has multiple offices worldwide collaborating for strong local support of customers. ]]> http://humanresources.sourceofnews.net/archives/2007/09/hotel_industry_leaders_transfo.html http://humanresources.sourceofnews.net/archives/2007/09/hotel_industry_leaders_transfo.html Human Resources Mon, 24 Sep 2007 21:07:24 +0900 www.jsonline.com; www.todaystmj4.com; www.620wtmj.com; and www.wkti.com. JobNoggin.com provides job seekers with a complete online career search and management solution, boasting a local focus and industry-leading search and match technology. In addition, users can utilize award-winning expert advice regarding a range of career-related topics to help them advance their careers, whether they are looking for a new job or not. A host of other tools are also at their disposal, including a resume builder and salary information center. Employers will benefit from the easy availability of a more comprehensive recruitment solution that utilizes print, online and broadcast advertising components as well as access to the leading resume database, which grows by more than 40,000 resumes each day. “Recruiters will now truly have a one-stop solution for reaching the largest pool of local qualified candidates,” said Sharon Prill, general manager for the Journal Interactive division of Journal Communications. Among the features of JobNoggin.com are: * keyword searching * category searching * posting dating searching * company name searching * employer directory * posting resumes and cover letters * current local employment news * diversity section * nationwide job search * Spanish-language site * job search agents * job fair section * career advice section * education section * money and life management section * online resume building * salary reports “We are excited about the launch of JobNoggin.com, which combines the local audience strength of the Milwaukee Journal Sentinel, JSOnline.com and our market-leading Milwaukee television and radio properties with Monster’s best-in-class product and brand,” commented Carl Gardner, vice president for digital media at Journal Communications. “Additionally, we expect JobNoggin.com will extend our reach to non-core users of our traditional media products.” From September 30 - October 20, users logging onto www.jobnoggin.com/monster will be registered for a chance to win a new job wardrobe worth $1,000. About Monster Worldwide Monster Worldwide, Inc. (NASDAQ:MNST), parent company of Monster®, the premier global online employment solution for more than a decade, strives to bring people together to advance their lives. With a local presence in key markets in North America, Europe, and Asia, Monster works for everyone by connecting employers with quality job seekers at all levels and by providing personalized career advice to consumers globally. Through online media sites and services, Monster delivers vast, highly targeted audiences to advertisers. Monster Worldwide is a member of the S&P 500 Index and the NASDAQ 100. To learn more about Monster's industry-leading products and services, visit www.monster.com. More information about Monster Worldwide is available at www.monsterworldwide.com. Special Note: Safe Harbor Statement Under the Private Securities Litigation Reform Act of 1995: Except for historical information contained herein, the statements made in this release constitute forward-looking statements within the meaning of Section 27A of the Securities Act of 1933 and Section 21E of the Securities Exchange Act of 1934. Such forward-looking statements involve certain risks and uncertainties, including statements regarding Monster Worldwide, Inc.'s strategic direction, prospects and future results. Certain factors, including factors outside of Monster Worldwide's control, may cause actual results to differ materially from those contained in the forward-looking statements, including economic and other conditions in the markets in which Monster Worldwide operates, risks associated with acquisitions, competition, seasonality and the other risks discussed in Monster Worldwide's Form 10-K and other filings made with the Securities and Exchange Commission. About Journal Communications Journal Communications, Inc., headquartered in Milwaukee, Wisconsin, was founded in 1882. We are a diversified media company with operations in publishing, radio and television broadcasting, interactive media and printing services. We publish the Milwaukee Journal Sentinel, which serves as the only major daily newspaper for the Milwaukee metropolitan area, and 44 community newspapers and shoppers in Wisconsin and Florida. We own and operate 35 radio stations and ten television stations in 12 states and operate one television station under a local marketing agreement. Our interactive media assets include more than 75 online enterprises that are associated with our daily and community newspapers, television and radio stations. We also provide a wide range of commercial printing services -- including printing of publications, professional journals and documentation material -- and operate a direct marketing services business. This press release may contain certain forward-looking statements related to our businesses that are based on our current expectations. Forward-looking statements are subject to certain risks, trends and uncertainties, including changes in advertising demand and other economic conditions that could cause actual results to differ materially from the expectations expressed in forward-looking statements. All forward-looking statements should be evaluated with the understanding of their inherent uncertainty. Our written policy on forward-looking statements can be found on page 1 of our most recent Annual Report on Form 10-K filed with the Securities and Exchange Commission. ]]> http://humanresources.sourceofnews.net/archives/2007/09/journal_communications_and_mon.html http://humanresources.sourceofnews.net/archives/2007/09/journal_communications_and_mon.html Human Resources Mon, 24 Sep 2007 21:05:27 +0900 Employers also burdened by the costs of compliance and overlap of federal and state laws Since Congress first enacted the Family Medical Leave Act (FMLA) in 1993, the percentage of workers taking advantage of its provisions has nearly doubled. That growth is expected to continue as the workforce and general population continues to age and employees become increasingly knowledgeable about FMLA. While most employers consider compliance with and administration of FMLA to be routine, a new survey released today has found 75 percent of respondents report that tracking intermittent and unscheduled employee leave is one of the most difficult issues they face in meeting FMLA requirements. The survey, conducted by BNA® and sponsored by Kronos® Incorporated, questioned 1,000 employers nationwide to obtain their perspectives regarding FMLA leave. “While there is broad consensus that FMLA is a workplace policy that benefits workers and their families, employers are confronting real challenges in meeting the law’s requirements,” said Jim Kizielewicz, vice president of corporate strategy at Kronos. “The burdens associated with FMLA compliance are driving organizations to seek new solutions and best practices that enable more effective and efficient FMLA administration. They are also seeking solutions to improve scheduling of employees to accommodate for the staffing challenges associated with managing intermittent leave.” FMLA creates headaches for employers According to the “Employers’ Perspectives on the Family and Medical Leave Act” survey results, FMLA compliance is clearly a high priority issue in most HR departments today with 84 percent of organizations surveyed noting FMLA issues as very important or somewhat important. However, while the administration and management of FMLA may be a top priority, employers note that it is no simple task to interpret and apply the guidelines. In fact, 85 percent believe the current FMLA provisions need minor or serious revisions. When it comes to areas for improvement, the tracking and administrating of intermittent and unscheduled leave tops the list of obstacles related to FMLA management. This concern is followed by issues related to difficulty in determining what constitutes a serious health condition and challenges in interpreting overlaps in FMLA provisions and state law. Some employers also identified the costs associated with complying with FMLA regulations as a burden to their organizations. For these reasons and others, a large majority of employers feel that FMLA regulations need to be revised. “With the Department of Labor recently completing its review of the effectiveness of existing FMLA regulations, we checked the pulse of employer attitudes,” said Matt Sottong, director of research at BNA. “We found that employers are seeking clearer and simpler guidelines from FMLA as they struggle with managing employee absences and measuring associated costs. Based on the survey results, employers should investigate automated approaches to managing FMLA — solutions that simplify the process and clearly report business costs.” As the top FMLA-related issue, the management of unscheduled and intermittent leave has caused widespread problems in the organizations surveyed. This issue is particularly problematic in organizations that employ highly specialized individuals to perform critical jobs. In the healthcare field, for example, the absence of an emergency room nurse requires that administrators temporarily staff that position with another employee who offers the right skills from the right resource pool at the approximate same cost. Since a cardiac nurse or a maternity nurse is not likely to have the exact skills and experience required of an emergency room nurse, the process is not as simple as swapping one nurse for another. Another issue uncovered in the survey focused on the impact of FMLA on compliance and business costs. Nearly two-thirds of employers report increased administrative costs. Given the central importance of costs to the effective functioning of an organization, an interesting finding shows an alarming proportion of surveyed HR professionals (ranging from 14 to 25 percent) are unable to assess the cost impact of their companies’ FMLA compliance. Best practices in FMLA management While many organizations are facing challenges in managing FMLA, some have implemented best practices to address some of the issues uncovered in the BNA survey. For the City of El Paso, Texas, which operates 28 departments including critical services such as police, fire, and airport, FMLA management is a routine task simplified by automation. City administrators have developed a set of best practices to track all FMLA-related cases and handle such pain points as intermittent leave and documentation and notification. The city has practices in place to ensure that FMLA benefits are equally extended to all employees and city administrators are often able to proactively identify trends that indicate an employee’s need for FMLA leave. “FMLA is an ongoing priority for the City of El Paso,” said Linda Thomas, human resources director, City of El Paso. “Our HR professionals consistently have to be at the top of their game on all FMLA issues with the right processes in place to ensure equal treatment for all of our employees. Through the efficient management of FMLA-related cases and the automation of documentation and notification, we have succeeded in reducing costs related to payroll, insurance, and healthcare.” FMLA webinar Join us at 2:00 p.m. ET on Sept. 26 for “FMLA: What’s Working, What’s Not, and What’s Next”. During this webinar, BNA will share the results of “Employers’ Perspectives on the Family and Medical Leave Act” survey, which details the impact of FMLA, uncovers the issues organizations face in tracking FMLA leave, and outlines the top ways to streamline FMLA. Representatives from the City of El Paso, Texas will talk about how they use an absence management solution to better manage intermittent leave and ease administrative burdens and associated costs. Attendees will receive a free copy of the BNA report. Register for the webinar here: http://www.kronos.com/Events/webinar.asp?type=4. About BNA BNA is a leading publisher of news and analysis for professionals in business and government. Reporting from Washington, D.C. and the state capitals for more than 75 years, BNA is the oldest wholly employee-owned company in the United States. Visit BNA online at www.bna.com. About Kronos Incorporated Kronos Incorporated empowers organizations around the world to effectively manage their workforce. At Kronos, we are experts who are solely focused on delivering software and services that enable organizations to reduce costs, increase productivity, improve employee satisfaction, and ultimately enhance the level of service they provide. Kronos serves customers in more than 60 countries through its network of offices, subsidiaries, and distributors. Widely recognized as a market and thought leader in managing the workforce, Kronos has unrivaled reach with more than 30 million people using a Kronos solution every day. Learn more about Kronos at www.kronos.com. ]]> http://humanresources.sourceofnews.net/archives/2007/09/survey_says_intermittent_leave.html http://humanresources.sourceofnews.net/archives/2007/09/survey_says_intermittent_leave.html Human Resources Mon, 24 Sep 2007 21:04:30 +0900 Human Rights Campaign annual scorecard measures employers’ treatment of GLBT employees, consumers and investors The Principal Financial Group® scored 100 percent on the 2007 Corporate Equality Index. This annual measure by the Human Rights Campaign rates employers on a scale from zero to 100 percent on the treatment of gay, lesbian, bisexual and transgender (GLBT) employees, consumers and investors. Last year The Principal® received an 85 percent rating. “The Principal is very proud to achieve 100 percent on the Corporate Equality Index, in part because of the message it sends to our constituencies,” said Jim DeVries, senior vice president of Human Resources for The Principal. “Our work is not done. The Principal will continue our ever-evolving commitment to creating a culture of inclusion, where customers, suppliers and employees of all different backgrounds are welcomed, respected and valued for their differences.” The Corporate Equality Index announcement comes on the heals of the passing of the Iowa Civil Rights Bill in May, making it illegal to discriminate in employment, public accommodation, credit, housing or education based on a person's sexual orientation or gender identity. The Principal was an instrumental supporter of the bill, with the official bill signing taking place in the company’s auditorium. The Principal added “sexual orientation” to its nondiscrimination policies in 1991, and “gender identity” this year. The company extends the same benefits to spouses and same and opposite sex domestic partners and dependents. 2007 Corporate Equality Index – A Summary An unprecedented 195 major U.S. businesses earned the top rating of 100 percent, up from 138 last year. Just 13 companies earned the top rating when the Index was first released in 2002. “More businesses than ever before have recognized the value of a diverse and dedicated workforce,” said Joe Solmonese, president of the Human Rights Campaign. “More importantly, these employers understand that discrimination against GLBT workers will ultimately hurt their ability to compete in the global marketplace.” The 2007 Corporate Equality Index rates 519 businesses. Ratings are based on factors like nondiscrimination policies, diversity training and benefits for domestic partners and transgender employees. The banking and financial services industry has 32 companies with 100 percent on this year’s Index, more than any other industry. For the first time, a majority of rated firms (58%) provide employment protections on the basis of gender identity. The report can be downloaded at www.hrc.org/cei. About the Human Rights Campaign The Human Rights Campaign (HRC) is America’s largest civil rights organization working to achieve gay, lesbian, bisexual and transgender equality. By inspiring and engaging all Americans, HRC strives to end discrimination against GLBT citizens and realize a nation that achieves fundamental fairness and equality for all. About the Principal Financial Group The Principal Financial Group® (The Principal ®)1 is a leader in offering businesses, individuals and institutional clients a wide range of financial products and services, including retirement and investment services, life and health insurance, and banking through its diverse family of financial services companies. A member of the Fortune 500, the Principal Financial Group has $282.1 billion in assets under management2 and serves some 18.1 million customers worldwide from offices in Asia, Australia, Europe, Latin America and the United States. Principal Financial Group, Inc. is traded on the New York Stock Exchange under the ticker symbol PFG. For more information, visit www.principal.com. 1 "The Principal Financial Group" and “The Principal” are registered service marks of Principal Financial Services, Inc., a member of the Principal Financial Group. 2 As of June 30, 2007 ]]> http://humanresources.sourceofnews.net/archives/2007/09/the_principal_financial_group.html http://humanresources.sourceofnews.net/archives/2007/09/the_principal_financial_group.html Human Resources Sat, 22 Sep 2007 10:42:16 +0900 www.extension.uci.edu/courses or call 949-824-7774. For more information on UC Irvine Extension’s Human Resources Management certificate program visit http://unex.uci.edu/certificates/business_mgmt/hr. ABOUT UC IRVINE EXTENSION: As the continuing education arm of UCI, UC Irvine Extension is dedicated to providing a university-level learning experience for students, offering thousands of exciting courses and programs to local, regional and global constituencies. UC Irvine Extension offers a rich array of academic and community programs to support a diverse audience, from a wide selection of academic programs to numerous campus activities. For more information about UC Irvine Extension, visit www.extension.uci.edu. ]]> http://humanresources.sourceofnews.net/archives/2007/09/uc_irvine_extension_offers_a_h.html http://humanresources.sourceofnews.net/archives/2007/09/uc_irvine_extension_offers_a_h.html Human Resources Thu, 20 Sep 2007 21:07:53 +0900 Maconomy X+ optimizes resource and project planning to improve efficiency and profitability Maconomy US, a leading provider of business solutions and services for the professional services industry, today announced the general availability of Maconomy X+, the company’s flagship enterprise resource planning (ERP) software solution for marketing communications agencies. A fully integrated project and resource planning solution designed specifically for marketing communications organizations, Maconomy X+ delivers both the overview and the details to optimize business performance at strategic and operational levels. Maconomy leverages more than 18 years of experience in the marketing communications industry to deliver a comprehensive ERP solution designed to address the specific requirements of this industry from time capture to forecasting. Three new modules in Maconomy X+ enhance the core solution: * Mobile SpeedSheet: Allows employees to register time via mobile devices to ensure greater accuracy. Fewer billable hours are lost in the invoicing process because employees are able to enter time from virtually anywhere. Increased accuracy gives project leaders a true overview of resource efficiency, budget, progress and post-project analysis. * AnalytiX Live Reporting and AnalytiX Instant Intelligence: Two Business Intelligence tools give users the ability to analyze the business from various perspectives and levels. Live Reporting lets users draw reports directly from the database. Instant Intelligence enables users to zoom in on key details, facts and figures. Information viewed can be sliced and diced to give the user a well-rounded reliable picture of where earnings and effectiveness are high, and it pinpoints areas needing improvement. * People Planner: Integrated capacity and resource planning provides managers with a complete overview of their organization including employee resources, project status, resources utilized and deadlines. Armed with this information, managers can optimize resource allocation strategies and develop project plans based in realistic views of capacity and resources. Maconomy X+ * Delivers a planning tool that is simple to use and effective * Balances out utilization of resources to avoid over and under booking * Spots which departments, projects and areas of business earn the best profit * Identifies the most profitable customers * Makes it easy for employees to register every minute of billing time from a mobile phone “For more than 18 years, Maconomy has been working within the marketing communication segment. We know this space well and have developed a comprehensive solution for project and resource planning that requires little, if any, customization because it has been designed with the marketing communication business processes and workflows in mind,” said Steen Andersen, president, Maconomy US. “95% of Maconomy customers get a positive ROI from Maconomy solutions and pay for their investment within an average of 25 months. We are focused on continually developing the Maconomy solution set to stay one step ahead of the marketing communications industry to further penetrate the U.S. market.” About Maconomy US Maconomy US maximizes profitability for mid to large size marketing communications agencies by providing software and services that optimize finance management, job costing, project management, business intelligence, and resource planning in one integrated ERP solution. The company is a subsidiary of Maconomy A/S, headquartered in Copenhagen, Denmark and founded in 1989. Maconomy A/S is a global provider of industry-specific business solutions for professional services companies and marketing communications organizations. Maconomy business solutions help optimize project and resource management, manage costs and drive profitable behavior throughout an organization. Maconomy services and supports more than 90,000 users worldwide in 50 countries through its offices in the U.S. and across Europe, and through an extensive partner network.]]> http://humanresources.sourceofnews.net/archives/2007/09/new_erp_software_for_marketing.html http://humanresources.sourceofnews.net/archives/2007/09/new_erp_software_for_marketing.html Human Resources Thu, 20 Sep 2007 21:05:31 +0900 http://LocaleIndex.monsterworldwide.com. About Monster Worldwide Monster Worldwide, Inc. (NASDAQ: MNST), parent company of Monsterｨ, the premier global online employment solution for more than a decade, strives to bring people together to advance their lives. With a local presence in key markets in North America, Europe, and Asia, Monster works for everyone by connecting employers with quality job seekers at all levels and by providing personalized career advice to consumers globally. Through online media sites and services, Monster delivers vast, highly targeted audiences to advertisers. Monster Worldwide is a member of the S&P 500 Index and the NASDAQ 100. To learn more about Monster's industry-leading products and services, visit www.monster.com. More information about Monster Worldwide is available at www.monsterworldwide.com. Special Note: Safe Harbor Statement Under the Private Securities Litigation Reform Act of 1995: Except for historical information contained herein, the statements made in this release constitute forward-looking statements within the meaning of Section 27A of the Securities Act of 1933 and Section 21E of the Securities Exchange Act of 1934. Such forward-looking statements involve certain risks and uncertainties, including statements regarding Monster Worldwide, Inc.'s strategic direction, prospects and future results. Certain factors, including factors outside of Monster Worldwide's control, may cause actual results to differ materially from those contained in the forward- looking statements, including economic and other conditions in the markets in which Monster Worldwide operates, risks associated with acquisitions, competition, seasonality and the other risks discussed in Monster Worldwideﾕs Form 10-K and other filings made with the Securities and Exchange Commission. ]]> http://humanresources.sourceofnews.net/archives/2007/09/monster_local_employment_index.html http://humanresources.sourceofnews.net/archives/2007/09/monster_local_employment_index.html Human Resources Thu, 20 Sep 2007 20:57:31 +0900 13th Annual “Attitudes in the American Workplace” Poll Conducted by Harris Interactive for The Marlin Company U.S. workers may want to think twice before opening email from their boss. According to a new national survey, 10% of U.S. employees say their company has used email to fire or lay off employees. And 17% indicated their boss used emails to avoid other difficult face-to-face conversations. The national survey of 752 U.S. workers was conducted in May and June 2007 by Harris Interactive® for The Marlin Company, The Workplace Communications Experts™ in employee communications. “Email has become the new shield of today’s business. Companies hide behind it to avoid the negative reactions of unhappy employees,” said Frank Kenna III, president of The Marlin Company. “While email works fine for day-to-day communication, the last thing you want to do is use it for something as sensitive as layoffs,” Mr. Kenna said. “That risks turning former employees into disgruntled ones who can become walking negative advertisements for your firm.” The survey also found that 5% of respondents had been the recipient of a humiliating email that was copied to other individuals. Additionally, almost one quarter (23%) of workers have received a politically incorrect email, 15% have been the recipients of an email sent in anger, and 13% reported receiving flirtatious emails. “Email etiquette is still in the middle ages and for too many employees anything goes is the rule,” said Mr. Kenna. “Just like companies have telephone policies, they need to have email policies with clear rules for what is and isn’t permissible.” The survey also reported that U.S. workers make other email-related errors at work. Almost 20% (19%) said they had sent an email to the wrong person, and 38% had sent an email without an intended attachment. “U.S. workers are creating an opportunity for Microsoft to pounce on workers’ mistakes by adding a warning about a missing attachment,” said Mr. Kenna, who added a special message for Microsoft’s chairman. “Hey Bill Gates, how about fixing that attachment problem. Fifty-two million U.S. workers will thank you!” The survey has a sampling error for the overall results of plus or minus 4 percentage points. For further detail on the results and supporting data, please see http://www.themarlincompany.com/MediaRoom/Releases/HarrisEMail2007.pdf About the Survey This “Attitudes in the American Workplace” study was conducted by telephone within the United States by Harris Interactive on behalf of The Marlin Company between May 21 and June 14, 2007 among 752 U.S. adults ages 18 or older who are employed full or part-time. The 2004 survey was also conducted by telephone among 772 U.S. adults ages 18 or older who are employed full or part-time. Results were weighted for age, race/ethnicity, education, income, and region where necessary to align them with their actual proportions in the population. All sample surveys and polls, whether or not they use probability sampling, are subject to multiple sources of error which are most often not possible to quantify or estimate, including sampling error, coverage error, error associated with non-response, error associated with question wording and response options, and post-survey weighting and adjustments. Therefore, Harris Interactive avoids the words “margin of error” as they are misleading. All that can be calculated are different possible sampling errors with different probabilities for pure, un-weighted, random samples with 100% response rates. These are only theoretical because no published polls come close to this ideal. About The Marlin Company For more than 90 years, The Marlin Company has been the Workplace Communication Experts™, helping companies improve employee morale, productivity and performance through the innovative use of workplace posters and electronic message boards. Its corporate posters and electronic display systems, which contain content customized by industry, are helping companies of all sizes address workplace issues, such as safety, stress management, health/wellness, communication with employees and dozens of other topics involving workplace morale and customer service. Through its many years of experience, The Marlin Company has developed a strong database of, and experience in, issues affecting the workplace. It routinely surveys thousands of clients to determine their current issues, works with industry experts across North America, and conducts national polling. Since 1995, it has conducted its annual "Attitudes in the American Workplace" Labor Day poll. In the early years, the Gallup Organization conducted the polling. Harris Interactive has done so since 2001. For more information, please see www.themarlincompany.com. ]]> http://humanresources.sourceofnews.net/archives/2007/09/new_national_survey_us_workers.html http://humanresources.sourceofnews.net/archives/2007/09/new_national_survey_us_workers.html Human Resources Thu, 20 Sep 2007 20:55:11 +0900 An integrated, web-based service that assesses, benchmarks, and determines how HR executives can improve the effectiveness of their HR Function and their HR Staff The Corporate Leadership Council (CLC), a membership program of the Corporate Executive Board (NASDAQ: EXBD) and a leading provider of best practices research, executive education, and decision-support services for HR executives and their staff, today announced the release of its Human Resources Business Alignment Tool (HR BAT), which enables Chief Human Resource Officers (CHROs) to assess, benchmark, and determine how to improve the business impact of the HR function. The HR BAT also provides analysis of individual HR staff performance as well as tools to address HR staff development needs. Corporate Leadership Council Managing Director Nicholas Connolly said, “Through our 2007 research, we have identified an improvement of up to fourteen-percent in business-unit profits when HR effectively supports line managers. However, fewer than ten percent of line managers indicate that their HR Business Partner provides effective support. Our CHROs members have asked that we assist them in maximizing their effectiveness—the HR BAT will give CHROs the tools they need to ensure every HR-line relationship is driving desired business results.” The Corporate Leadership Council’s Human Resources Business Alignment Tool The HR BAT includes: 1) An online HR Executive Dashboard that enables CHROs to assess, benchmark, and determine how to improve effectiveness of the HR function, and; 2) The web-based HR Business Partner Portal to help HR staff improve their performance and proactively partner with the line. This portal contains customizable presentations, sample communications, line manager interaction guidebooks, diagnostic checklists, and other Human Resources Business Partner (HRBP) support materials. Participating organizations receive quarterly benchmarked feedback on how HR is performing, segmented analysis customized to their organization, individual HRBP performance feedback, and an online resource center with decision support tools to improve the performance of individual HRBPs. KLA-Tencor Corporation Director of Human Resources, Madan Nagaldinne, commented, “We congratulate CLC on launching the first-ever one-stop-shop for measuring HR’s business impact and improving the HR-line relationship. The HR BAT will significantly increase the effectiveness of our HR department while helping our staff avoid the time and money spent on much less-focused HR upskilling programs.” The HR Executive Dashboard benefits include: * Customized analyses that determine how to improve the ROI of the HR function * Benchmarked, line-based feedback on the effectiveness of an organization’s HR function and/or HR Business Partners * Guidance for individual HR staff to focus development efforts on the competencies most critical to delivering line outcomes The HR Business Partner Portal contains: * Tools and templates for diagnosing business problems and designing effective solutions for partnering with the line * HR business partner training content and performance checklists for critical HRBP activities * A network of HR Business Partner peers to discuss and share solutions to their most pressing issues About The Corporate Leadership Council The Corporate Leadership Council (CLC) is a leading provider of best practices research, executive education, and decision-support services to Chief Human Resources Officers and their staff. CLC is a membership program of the Corporate Executive Board (NASDAQ: EXBD) (http://www.exbd.com), the premier network for leaders of the world’s largest public and private organizations. More information on CLC can be found at https://www.clc.executiveboard.com. About the Corporate Executive Board (CEB) The Corporate Executive Board Company is a leading provider of best practices research and analysis focusing on corporate strategy, operations and general management issues. The Corporate Executive Board provides an integrated set of services currently to more than 3,700 of the world’s largest and most prestigious corporations, including more than 80 percent of the Fortune 500. These services are provided primarily on an annual subscription basis and include best practices research studies, executive education seminars, customized research briefs, and Web-based access to a library of more than 300,000 corporate best practices. ]]> http://humanresources.sourceofnews.net/archives/2007/09/the_corporate_leadership_counc.html http://humanresources.sourceofnews.net/archives/2007/09/the_corporate_leadership_counc.html Human Resources Thu, 20 Sep 2007 20:53:01 +0900 Mansour Travel Company enjoys a unique position as one of the nation’s top travel providers to the entertainment and business world. Located in Beverly Hills, California, the company maintains affiliate offices in Cannes and London. For over 26 years, the company has earned a reputation for excellence in personalized service among its upscale and discerning clientele. For more information, please call 310-276-2768, email info@mansourtravel.com, or visit www.mansourtravel.com on the web. ]]> http://humanresources.sourceofnews.net/archives/2007/09/mansour_travel_company_named_o.html http://humanresources.sourceofnews.net/archives/2007/09/mansour_travel_company_named_o.html Human Resources Thu, 20 Sep 2007 20:51:31 +0900 www.essentiallearning.com. ]]> http://humanresources.sourceofnews.net/archives/2007/09/essential_learning_selected_as.html http://humanresources.sourceofnews.net/archives/2007/09/essential_learning_selected_as.html Human Resources Thu, 20 Sep 2007 20:49:03 +0900