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New Special Editions: Talent
Management Special Edition (PDF)
Demographic
Surprises Report (PDF), Trends In The
Changing Workplace (PDF)
Reveille and Hyperbole:
Monster (MNST) announced an update on the independent review of past stock option grant practices and that the Company will release second quarter and six-month financial results for the period ending June 30, 2006, on Wednesday,
July 26, 2006 before the market opens. As disclosed earlier, a committee of independent directors has, with the assistance of outside legal counsel, been conducting an internal review and analysis of all stock option grants previously issued by the Company. Although the review is in its early stages,
the Company believes that it may need to restate its financial statements for the year ended December 31, 2005 and prior years to record additional non-cash charges for stock based compensation expense relating to various stock option grants.
Hewitt Associates will provide HR business process outsourcing (BPO) services to Centrica plc, a leading utility and energy organization based in the United Kingdom.
Intellext(TM) announced that the new version 2.4 of its free Watson search tool is now fully customizable, allowing users to choose the information sources they want, creating their own personalized search tool. Prior to today, the
customizability was available only in Watson Professional, the licensed version of the proactive search tool. In addition to traditional web search engines, blog search engines, news and shopping sites, users can now also tap into additional sources including networking sites MySpace and LinkedIn, and premium
news sites like the Wall Street Journal. ARINSO International, a market leader in HR Services & Technology, announces the worldwide release of ARINSO Payroll Simulator, a revolutionary tool for facilitating and
accelerating ad-hoc SAP Payroll simulations. ARINSO developed the Payroll Simulator to allow its customers to rapidly and easily simulate changes in employee salaries. It can be used as a real HR operations accelerator to compare and analyse changes in pay (gross/net). As a result, HR payroll specialists can
easily predict changes in the 'bottom line' for employees - as a result of changes in their salary package - managed through a SAP HR system.
Trovix, Inc., a leading provider of intelligent search technology, announced that San Francisco-based Riverbed Technology, Inc. has selected and implemented its intelligent search and full-featured applicant tracking solution, Trovix
Recruit(TM). The American Biographical Institute's governing board of editors has nominated Dominick V. Crea, founder and president of The PSP Group, for a 2006 American Medal of Honor for his
accomplishments. Among Crea's other recent accolades is being named 2005 Businessman of the Year by the Business Advisory Council (BAC), a group of conservative business men and women who meet with members of Congress and work to bring "common business sense" to Washington. Crea was also featured in the
May/June 2006 edition of Home Business(R) magazine. The magazine spotlighted Crea's success in establishing The PSP Group as a full-service payroll and professional-employer organization (PEO). Founded seven years ago, The PSP Group services all employment-related responsibilities for client businesses and is
the only company of its kind to offer live customer service 24 hours a day. Its subsidiaries, Payroll Services Plus, Inc. 1-5, offer offsite management of clients' payroll, insurance, workers' compensation, taxes, benefits, legalities and other administrative functions.
Boyden World Corporation, a global leader in executive search, today announced that the firm has launched a certification program to further standardize associate training and quality assurance in its more than 65 offices in over 40
countries. The move marks a significant step in the firm taking the industry lead towards more rigorous voluntary regulation and professionalism. The certification program requires all new associates to complete an intensive curriculum of online courses in candidate assessment techniques, background and
reference checking, search methodology and candidate development.
Deck Chairs:
Monster (MNST) has elected Sal Iannuzzi as a member of the board of directors, effective immediately....Tech Data Corporation (TECD),
a leading distributor of IT products, today announced Sherri P. Nadeau has been promoted to senior vice president, Human Resources....Julie Brown, president of San Diego Insurance Staffing and the Insurance Training Academy, was recently appointed to serve as
president of the San Diego Chapter of California Staffing Professionals (CSP)....Core Security Technologies, provider of CORE IMPACT, the first-to-market penetration testing product for assessing specific information security risks, announced the appointment of
Angiras Koorapaty as chief financial officer....
You Should Know:
Global:
Change is Inevitable
This is about process, not controversy. Controversy has a way of becoming ugly, often before it works itself out, or not. Controversy hangs around and nibbles at our heels. It lingers, often too long. Sometimes it even whets our appetite for more because there are those who thrive on its essence.
Everyone has his or her eyes on the controversy over the right to publish stirred up by The New York Times, the Los Angeles Times and The Wall Street Journal in articles they published about the United States seeking information on terrorists through the money transfer system used by worldwide banking.
Rightfully, many are writing about that story and many are saying everything already said. With so much written, I have nothing new to add. While most in the media, and out, are dealing with the controversy surrounding newspapers and their right to publish, I plan to concentrate on process. Process,
that is method, course of action, and practice, either works or not depending on its strength. Process allows us to proceed to the next stage. This is, by the way, not about Dan Rather. Sadly, he is yesterday's news. It shows how quickly we forget. After more than 50 years in the business, Mr. Rather is not
only old news; a far bigger story overtook him, upstaged him, if you will, for another conflict between this current White House and the press which it abhors. (Digital Journalist) Friendster wins social
networking patent, way late
Friendster, the early social networking company that stalled when younger rivals like MySpace passed it by, has won a social networking patent, as reported by RedHerring. But if you look at the patent details, and consider precedent in this sector, it's likely the patent will be used as a defensive tool --
rather than as a predatory attempt to wring license fees from other companies. It focuses on things like the pathway of relationships, how they are displayed, and the determination of who is in your circle of friends. This isn't surprising. Friendster applied for the patent three years ago, around the same
time LinkedIn chief executive Reid Hoffman bought rights to another key social networking patent. LinkedIn's patent (No. 6175831), by contrast, focuses on databases of contacts, how contacts are defined, how you email those contacts, but says nothing about pathways of friendships. Basically, it covers all
forms of "relationship confirmation." (Merc)
Down To Business: There's No Leader's Manual
The bold and the beautiful don't always make the best CEOs and CIOs. There's far more to leadership than meets the eye. In a recent sit-down with a half-dozen top CIOs, the discussion turned to their priorities. Each was asked to rate, on a scale of 1 to 10, the importance of business and technology issues
ranging from data center consolidation (rated low) to employee compensation and regulatory compliance (medium) to security, data privacy, and business process optimization (high). Only one item got a 10 from every CIO at the table: leadership. Most of us know the traits of great leaders. They're smart,
driven, decisive, demanding but fair. They also aren't above listening and learning, and they're master communicators. The rest is a crapshoot. For most tech execs, the hard part is recruiting, identifying, and managing leaders. A prescription can't be written out in this short column, but know that it takes
great leaders to find, groom, and keep great leaders. (Information Week)
Breathing exercises, decor can help calm nerves at work
One company gives all new employees four weeks of paid vacation right off the bat. It's a gift with a goal: give creative people who need to stay sharp on the job time to reflect and recharge and they'll perform well. "We make them take a week of rejuvenation (off) every quarter," said Terri Luebke, president
of the Inspired Training Institute, a workplace learning and organizational development firm in Green Bay. "This is really intense work and you can't do it while you're under the gun." Luebke's strategy for heading off stress in the workplace resonated with area professionals. (Post-Crescent)
Media strategists plan on a complicated future
Once upon a time, the job of b-to-b media buyer was among the easiest at an advertising agency. In those days-circa 1995 and before-setting a media schedule required little more than spreading a client's media budget among the top three trade books in a particular industry. Reserved for newcomers or
hangers-on, the job of media buyer required two key tools-the knife and the fork-because going out to lunch with trade publication sales reps was a critical part of the job. "Thirty years ago in b-to-b, I would do a plan a year [per client], write the insertion orders and then go out to lunch for the next 11
months," said Ginny Cooper, CEO of media buying shop Cooper+Simmons Media Architects, engaging in a playful bit of hyperbole. But the gist of her comment is true. An advertising agency's media department lagged well behind account service and creative in importance to the average b-to-b client. The Internet
changed all that. (B2B)
Software vendors must learn from Web 2.0
While the future of the enterprise software space is bleak, market players can stem the tide by taking a leaf from Web 2.0, an analyst says. According to Iyer, the level of venture capital poured into the global enterprise software market has shrunk. "It used to be about US$25 billion during the dot-com boom
in 2000, but it's only around US$6 billion now," he said. The number of deals inked by venture capitalists in the enterprise software market last year has also fallen to 600, about three times lower compared 2000. In addition, the value of U.S. electronic stock market Nasdaq, only rose by 1.4 percent last
year, with 10 percent of public-listed software companies going out of business, he said. (ZDNet Asia)
UK:
Skillset employment census returns
killset has announced the return of the employment census, designed to measure and analyse the total size and make-up of the interactive entertainment industry's employment workforce. The biennial survey of MDs and human resources managers will provide a valuable tool to establish changes, developments and
growth within the industry. The data is actively used by the industry and Government for planning future investment in skills and training, monitoring workforce diversity and equality and lobbying the Government on funding and policy issues. Ian Livingstone, production acquisitions director at Eidos and Chair
of the computer games skills forum, commented: "The Census is a headcount of the industry. It helps Skillset influence Government, policymakers and public funders for the benefit and support of the industry." (GamesIndustry.biz)
US:
Throwing workers a bone
Many companies allow employees to bring dogs to work, which can boost creativity and loyalty among co-workers. But bosses should make sure all employees are comfortable around pets. In California, pets are not allowed within 20 feet of where "food is stored or held for sale," said Kathy Francis, a spokeswoman
for Orange County Health Care Agency. Translation: Dogs aren't allowed inside restaurants or grocery stores. Dr. Cheryl Thomas of Tustin adopted a puppy four and a half years ago. But when she discovered Shelby was half pit bull, Thomas realized the dog needed to be socialized to see strangers as
friendly. So Thomas, a family practice physician with her own office, brought Shelby to work. Thomas is not alone. Nearly one in five U.S. companies allows pets at work, and millions of Americans believe having pets on the job lowers absenteeism and encourages workers to get along, according to a survey by
the American Pet Products Manufacturers Association. (Orange County Register) FBI Warns Job Hunters Of Online Scams
Be extra careful when looking for work in cyberspace. The FBI is investigating some cases that involve fake job interviews and offers of employment that are actually ways to lure people into helping crime rings. Job candidates should be cautious when seeking employment online, according to the FBI.
The FBI has released a warning, saying it is investigating several "online employment scams. The FBI outlined several schemes and told candidates to protect their information and be skeptical of some prospective employers. Some of the cases under investigation involve fake job interviews or offers of
employment that are actually ways to lure people into helping crime rings. According to the warning, fake recruiters are pretending to do background checks or set up bank accounts for direct deposit. Instead of getting a job, the candidates become victims of identity theft or owners of empty bank
accounts. (Information Week)
Deep Release:
Study Shows Not-For-Profit Universities Exhibiting Aggressive Behavior In Online Marketing Practices:
Findings Part of eLearners.com Recently Released Research Report
While for-profit institutions have been aggressively courting students for their online programs via emarketing for years, the not-for-profits have been slower on the draw. But that is changing, according to a recent report, entitled "Attracting The Next Generation of Online Learners," from eLearners.com, the
leading resource for connecting students with online education. In a survey of colleges and universities actively marketing their degrees online, 82% of the for-profit institutions claimed they devote more than fifty percent of their budget to online marketing versus only 40% of the not-for-profits claiming
expenditures of fifty percent and above. However, when asked about their anticipated spending for the coming year, 80% of the not-for-profit schools indicated they would be increasing their online marketing budget, while 82% of for-profits say they plan for their budgets to decrease or remain the same.
While for-profit institutions have been aggressively courting students for their online programs via emarketing for years, the not-for-profits have been slower on the draw. But that is changing, according to a recent report, entitled "Attracting The Next Generation of Online Learners," from
eLearners.com, the leading resource for connecting students with online education.
In a survey of colleges and universities actively marketing their degrees online, 82% of the for-profit institutions claimed they devote more than fifty percent of their budget to online marketing versus only 40% of the not-for-profits claiming expenditures of fifty percent and above.
However, when asked about their anticipated spending for the coming year, 80% of the not-for-profit schools indicated they would be increasing their online marketing budget, while 82% of for-profits say they plan for their budgets to decrease or remain the same.
When asked about their student enrollment process, for-profits appeared to be a bit more aggressive with 91% saying they follow up with prospective students at least once per month after the initial contact compared to just 50% of not-for-profits indicating the same. However, the outcome
tends to lean in favor of the not-for-profits, at least with respect to timing, where 70% of not-for-profit respondents saying that the average time it takes from initial contact to paid enrollment is three months or less versus only 55% of the for-profits closing the deal in that time frame.
"Obviously, the for-profits have been realizing success using online marketing channels for a longer period of time, and their budgets reflect it," said Andrew Gansler, CEO of eLearners.com. "But, without question the not-for-profits are taking the field and want to play. At eLearners.com,
we are seeing it day in and day out as more and more not-for-profits are approaching us for help. The question now is whether the not-for-profits can leverage their brand names enough to offset the tremendous marketing prowess that the for-profits have achieved."
Overall, the participating institutions indicated that the biggest challenges facing them in online recruiting is generating qualified leads, name recognition, contact rates (ability to reach the leads) and conversion rates of leads to enrollments. A unique struggle among not-for-profits was
dealing with internal bureaucracy challenges, while for-profits mentioned the challenge of ever increasing competition and costs.
eLearners.com interviewed 25% of its client base for this survey. The sample was evenly distributed, with 52% of respondents representing for-profit institutions, and 48% representing not-for-profits. The candidates were interviewed on a host of subjects, including contact response,
conversion, retention, vendor relationships, budgets and program selection.
eLearners.com's research report, "Attracting the Next Generation of Online Learners," from which this data was drawn, is available to institutions offering online programs by emailing Howard Mandel, VP of Sales, at e-mail protected from spam bots.
About eLearners.com
Since 1999, eLearners.com® -- Where Learning Begins -- has been successfully connecting learners to education, including degree and certificate programs, specialized training, and a variety of courses. For prospective students, eLearners® provides a powerful search engine of online offerings
as well as extensive educational resources, available at no cost. For colleges and universities, eLearners® performance-based marketing services offer a low-cost, high quality method to increase enrollment and exposure to their learning programs. eLearners.com is an operating division of Halyard Education
Partners, LLC. For more information on eLearners.com, visit http://www.elearners.com .
Coming Soon:
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American Strategic Management Institute (ASMI)
Talent Management Summit
July 24-26
Boston, MA
$1995
Register |
OnRec Expo 2006
12-13 September 2006
Donald E. Stephens Convention
Center
Chicago
Register
|
ER Expo Fall Conference
September 12 - 14
Hollywood Beach, FL
$1,495
Register |
NAPEO
Professional Employer & Marketplace 2006
September 11-13
Boca Raton Resort & Club
Boca Raton, FL
|
AESC Researchers & Associates Summit
September 21st, 2006
Tate Modern
Bankside
London, United Kingdom
email
cdavies@aesc.org for more info |
2006 Healthcare Staffing Summit
September 19-21, 2006
Loews Coronado Bay Resort
San Diego, CA
$1,285
Register |
2006
Strategic HR Conference
October 4-6, 2006
Westin Kierland
Resort
Phoenix, Arizona
|
Human Resource Executive's
9th Annual HR Technology®
Conference
Oct. 4-6, 2006
Navy Pier in Chicago, IL
$!095
Register |
Nat'l Association of Personnel Services (NAPS)
Recruiting Life
Oct 11-15
San Francisco, CA
$999
Register |
2006 SHRM Workplace Diversity Conference
October 16-18, 2006
Century Plaza Hotel
and Spa
Los Angeles, California
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9th Annual Talent Acquisition & Staffing Summit
October 16-19 2006
Renaissance Atlanta Downtown Hotel
$2099
More Info
Register |
Hunt Scanlon Advisors present
"Defining
Leaders"
New
York city
October 18 - 20, 2006
New York Palace
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HR.com's Employers of Excellence 2006
October 25 - 27,
2006
Red Rock Resort
Las Vegas, Nevada
Register
|
Kennedy Information presents
Recruiting 2006
November 8-9, 2006
New York City, NY
$1,195
Register |
Bangalore HR Summit 2006
December 15 & 16, 2006
Leela Palace, Airport Road, Bangalore-1,India
$250
Learn More |
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