Reveille and Hyperbole:
In support of the more than one million U.S.
military spouses located around the world(1), Military.com has announced the
launch of SpouseBuzz (www.SpouseBuzz.com), a blog authored by a diverse group of
13 military spouses to address the unique needs of this community. Military.com
is the largest military and veteran membership organization and site within the
Monster Worldwide Inc., (MNST)
network. SpouseBuzz.com was created by
Military.com and its constituents in response to the increasing deployment of
reservists and National Guard units who sought an online resource and support
system within the military spouse community. Presently, the military uses Family
Readiness Groups (FRG) to support military families; SpouseBuzz will now
complement those efforts, acting as a virtual FRG. Military.com recognized the
need for greater support across all deployed families but especially for
families that do not have a direct geographical support system.
Executive search firm
Christian & Timbers has release an audited "candidate stick rate" of 94
percent for the period of January 2005 through June 30, 2006. Hausser + Taylor,
certified public accountants who performed the audit, define stick rate as the
percent of candidates placed at a company and still employed by the client
company in the same, similar or elevated position. In addition, the firm
announced an audited "average number of days to placement" of executives placed
in 2005 at 146 days. A placement occurs when the client has chosen a candidate
who is placed in the role, whether from an outside hire or an internal
promotion. However, 80 percent of the firm's placements took an average of 104
days
The LINE
employment expectations index is released approximately five weeks earlier
than the Bureau of Labor Statistics' (BLS) Employment Situation Report covering
the same period. The current SHRM/Rutgers LINETM survey reveals that compared to
October, fewer firms will be expanding employment in November and fewer will be
increasing the wage and benefit packages offered to new hires. Much of this
slowing is the result of typical seasonal patterns. However, the percentage of
manufacturers increasing their employment in November 2006 (55.9%) remains
higher than the percentage that expanded employment during November 2005
(47.5%). The growth in job vacancies also remains strong, particularly in the
nonexempt manufacturing sector. Firms report continued difficulty in recruiting
highly qualified individuals to fill key positions.
Business leaders will meet in Singapore next month
to examine developments in outsourcing and offshoring in a global context at The
Conference Board 2006 Asia-Pacific Outsourcing, Offshoring and Shared Services
Conference: Corporate Transformation through Multi-Sourcing Strategies. The
meeting, sponsored by Unisys, The Amherst Group Limited, TPL, and Latham &
Watkins, will be held November 8-9 at the Shangri-La Hotel in Singapore.
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Deck Chairs: Executive search firm
Battalia Winston International has
added Lisa Tromba to its New York office as a vice president in the firm's
industrial practice. Previously a principal at Edward W Kelley & Partners, Ms.
Tromba has 15 years of experience in executive search, spanning across several
organization functions with a specialization in operations within both
industrial and consumer companies.....Legal search firm
Major, Lindsey & Africa (MLA) has added
Lisa S. Rothblum as a managing director in the New York in-house practice group.
Ms. Rothblum will focus on senior level placements in corporate legal
departments in New York and the surrounding metropolitan regions....The
Jacobson Group, a provider of executive search and human capital services
for the insurance, healthcare and financial service industries, has appointed
Daniel R. Gattis as senior vice president of Jacobson Executive Search. Based
out of the firm's headquarters in Chicago, Mr. Gattis will be charged with the
day-to-day operations and strategic positioning of Jacobson Executive Search....Pat
Goepel,CEO of Advantec, will
serve in 2007 and 2008 on the Board of Directors of the National Association of
Professional Employer Organizations (NAPEO). NAPEO represents the $51 billion
PEO industry, which delivers Fortune 500 employee benefits and human resources
expertise to America's main-street businesses....GMI
(Global Market Insite, Inc.), a global
market intelligence solutions provider with worldwide headquarters in Mercer
Island, Wash., announced that it has strengthened its executive team with the
addition of Judy Loucks as vice president of human resources....
You Should Know:
Global: Oracle's new plan: Make
friends, don't buy them Its reputation as aggressor safely established, Oracle
is now looking to make friends in an industry transformed by its own
multibillion-dollar acquisition spree. The software giant this weekend opened
the doors of its Oracle OpenWorld customer conference, an event big enough to
close off Howard Street in host city San Francisco. Company executives are
scheduled to deliver road maps on Oracle's primary products--databases,
applications and middleware--as well as its "information management" strategy.
Keynote speeches from large partners--Advanced Micro Devices, Hewlett-Packard,
Cisco Systems, Dell, and Sun Microsystems--are planned as well. (ZDNet
News)
HR specialists learn to
trust instincts
Staffing executive Jill Baker Altman has learned to recognize the warning signs:
an air of confidence coupled with such offhand remarks as, "I like variety."
Translation? Not very well suited for long-term employment. Hiring is an art,
not a science. Likewise, picking an employer who will not disappoint is an
acquired skill. Most of us get better at it over time. But too often our
eagerness to hire or to be hired works against our better judgment. We ignore
telltale signs until trouble lands in our laps. (Chicago
Tribune)
Demand for Workforce Management Software
Surges The field of workforce management technology has come a long way. Years ago,
applications focused on the administrative task of tracking workers' hours to
prevent underpayment or overpayment. The products now include sophisticated
planning and scheduling tools. Time-and-attendance software products and other
applications to manage hourly workers have never been considered exciting or
cutting edge. However, the category, also known as "workforce management
software," is looking hotter these days, thanks to compliance concerns, new
technology and new research. (ECommerceNews)
The stealth interview
Receptionists have big say in job hunt
Everyone is judging you when you go on a job interview.
Or, so you should assume, career counselors suggest. That includes the
receptionist, who is not merely there to alert your interviewer to your
presence. It's becoming increasingly common for human resources execs to ask
receptionists about job candidates' conduct - and to consider that input, said
Annie Stevens, a managing partner at executive coaching and outplacement firm
ClearRock. (DailyNews)
US:
Wal-Mart Tests New Dress Code
Wal-Mart says it is expanding a test of a new dress code to stores in the
Northeast and Southeast. The new dress code includes a dark blue polo-style or
dress shirts and khaki slacks or skirts. The company has tested the new look in
about 160 stores throughout the country, including 86 stores in Georgia and
Texas, where it was first introduced earlier this year. The company says initial
feedback from employees has been positive. (HR.BLR)
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Deep Release:
University of Houston Finds Career Management
Top-Of-Mind With Alumni
Where to Find Wisdom in the Workplace?
Mergers and acquisitions, increasing competition
from the global economy, and changes in corporate HR policies have clearly
placed career management responsibility on the shoulders of the American worker.
As Generation X and Baby Boomers mature and search for their "true calling" in
life, his or her college alma mater is playing a bigger role in this timeless
human condition.
Recognizing this need, and as part of University
of Houston and Bauer College of Business commitment to serve and support its
alumni for a lifetime, the university has partnered with seasonedPRO to produce
a unique, two-day Alumni/Professional Recruitment and Career Management
Conference, scheduled for November 17-18, 2006 at the UH Alumni Facility-Great
Hall.
Designed for those wanting to advance in their
current jobs, transfer skills to a new field, or explore more meaningful career
options, the conference will bring together a community of experienced and
like-minded, well-educated professionals. Included will be "speed recruitment"
roundtables hosted by prominent employers such as Oracle, Sysco, UHY
Tax/Accounting, FMC Technologies, and BMC Software, informal mealtime
networking, panels of executive search and outplacement experts, twelve
interactive workshops, a panel of CEO's from local employers, and a town hall
meeting facilitated by industry experts.
Richard Bolles, famed author of the best-selling
career management and job search book, What Color is Your Parachute, will be the
keynote speakers at the conference. The Library of Congress has chosen this book
as one of 25 books throughout history that have shaped people's lives. Mr.
Bolles will speak on "How to Make Decisions about Your Life."
According to Richard Katz, President of
seasonedPRO, "Our mission is to make a significant, positive difference in the
lives of educated, professionals and support the efforts of employers in the
community to efficiently identify and hire qualified candidates."
Although the conference will be directly marketed
to over 50,000 University of Houston and C.T. Bauer College of Business alumni,
the conference is open to non-alumni as well.
Earlier this year, SeasonedPRO produced a highly
successful event for UCLA, with over 300 alumni attending and 25 high-profile
employers in attendance.
For more information about the event, visit
www.seasonedpro.com, or call (310) 855.1064 ext 101.
Deeper Still: Empagio Study of Executives Nationwide
Finds Outsourcing Reduces Payroll Tax
Penalties Main
Reasons for Outsourcing Include
Efficiency, Time- and Cost-Savings but
Executives Are Not without Concerns
-Reduced
payroll tax penalties are only one of
the benefits for companies that
outsource payroll processes or payroll
tax filing, according to the 2006
Empagio Executive Study on Payroll and
Tax Filing, a national survey of
financial and human resources (HR)
executives. Among respondents whose
companies outsource, nearly
three-quarters (72 percent) report
outsourcing has reduced the dollar value
and 69 percent report outsourcing has
reduced the number of payroll tax
penalties.
Nearly all U.S. executives surveyed
(96 percent) also believe
"time is
money." This
study seeks to understand payroll and
payroll tax filing trends for companies
that outsource or retain those processes
in-house. The free report may be
downloaded at
www.empagio.com/survey.
"Executives
understand the top- and bottom-line
benefits to outsourcing payroll and tax
filing," said
Randy Cooper, CEO of Empagio.
"Many
companies today have outsourced for over
a decade. And when asked why they
outsource, increased efficiency, time
and cost savings topped the list.
Executives clearly recognize the value
of outsourcing –
even though there are some concerns like
the lack of responsiveness and customer
service."
According to the majority of
executives whose companies outsource,
the main reasons for outsourcing are
efficiency (68 percent), saving time (47
percent) and saving money (31 percent).
Other reasons include fewer headaches
(18 percent), more time to focus on
other areas of the department (18
percent), reduced errors (17 percent),
more time to focus on strategy (9
percent) and customer service (5
percent).
Overall, the majority of executives
nationwide (74 percent) report they have
some concerns about outsourcing. Of
these, 43 percent say lack of
responsiveness is their top concern,
followed by:
Lack of customer service (35
percent)
Non-compliant reporting (18 percent)
Poor quality or ineffective
technology/product (18 percent)
Concern that returns will not be
completed on time (18 percent)
Volume of tracers (six percent)
Too many penalties (five percent)
Payroll and Payroll Tax Filing
Industry Trends
Forty-three percent of executives
nationwide say their organizations
outsource payroll tax filing entirely or
use a combination of outsourcing and
in-house processes or solutions.
Twenty-nine percent of U.S. executives
currently handle payroll tax filing
in-house, using third-party vendor
software, while 28 percent say they use
a proprietary software or technology
program.
When it comes to payroll processing,
35 percent of U.S. executives report
their companies outsource payroll
services entirely or use a combination
of outsourcing and in-house.
Thirty-eight percent of executives say
their company handles those services
in-house using third-party vendor
software and 27 percent say they use an
internally developed payroll system.
A large variance is seen in the
volume of tax agency reporting
requirements. Nearly one-third (30
percent) of U.S. executives report their
company deals with less than 10 Federal
Employee Identification Numbers (FEIN),
state and local tax agencies, but nearly
the same (27 percent) say they have more
than 250. Sixteen percent say their
company has 11 to 25, 10 percent say 20
to 50, 11 percent say 51 to 100 and six
percent say their company deals with 101
to 250 FEINs, state and local tax
agencies.
When it comes to federal, state and
local tax agency inquiries or tracers,
44 percent of executives nationwide
report they respond to more than 50
tracers annually, 28 percent say they
respond to 11 to 50 and an equal number
to 10 or less.
Executives today see many challenges
when it comes to payroll and payroll tax
filing. When asked about their
organization's
greatest challenge to payroll processing
and payroll tax filing executives
identify:
Remaining compliant with government
regulations and legislation (57
percent)
Multi-tasking (32 percent)
Departmental expertise (23 percent)
High employee turnover (21 percent)
Late completion of returns (four
percent)
When asked about the average number
of payroll tax filing penalties received
each year, the majority of U.S.
executives (70 percent) say their
company receives 10 or fewer penalties.
Eleven percent of respondents say their
company receives between 11 and 25
penalties, four percent say between 26
and 50 penalties, and 13 percent report
their company receives more than 50
penalties annually.
According to 74 percent of executives
nationwide, the average total dollar
value of payroll tax filing penalties
their company receives annually is less
than $25,000. Seven percent report
between $25,000 and $50,000, an equal
number between $50,000 and $75,000, and
12 percent say $75,000 or more.
Seventy-nine percent of executives
nationwide believe it is important to be
able to access payroll and payroll tax
filing data via the Internet.
Outsourcing Trends for Payroll and
Payroll Tax Filing
More than half (56 percent) of
executives indicate their companies
outsource at least one payroll or
payroll tax filing service. The vast
majority (88 percent) of executives
whose companies outsource find it
important to have payroll processes and
payroll tax filing provided by a single
outsourced provider.
Of executives whose companies
outsource, 40 percent say their company
has outsourced for 10 or more years.
Thirty-seven percent say their company
has outsourced for one to five years, 20
percent say six to nine years and only
three percent say their company has
outsourced for less than one year.
The majority of executives (58
percent) whose companies outsource say
their companies outsource check printing
and nearly an equal number (57 percent)
outsource checks and electronic fund
transfers, including direct deposit of
paychecks and electronic transfer of
funds. Other tasks managed through
outsourcing include:
Year-end tax forms (52 percent)
Processing services (48 percent)
Tax reporting and filing (42
percent)
Administration of pay deductions (38
percent)
Administration of pay garnishments
and wage additions (30 percent)
Payments to third-parties from
payroll (31 percent)
Calculation of net pay from gross
(28 percent)
Employment verification (17 percent)
Reconciliation of payroll errors (14
percent)
Timekeeping (11 percent)
According to U.S. executives, when it
comes to payroll services and payroll
tax filing, the four most valuable
services an outsourced solution can
provide are filing tax forms with all
federal, state and local agencies (44
percent), updates on compliance
regulations (39 percent), payroll or
ensuring payments are deposited on time,
every time (30 percent), and processing
or calculating tax liabilities and
collecting funds (30 percent).
Resolution and inquiries were noted as
the most valuable by 17 percent,
followed by reconciling (15 percent) and
reducing the occurrence of noncompliance
penalties (15 percent).
When asked about the most important
aspect of outsourcing, more than half
(54 percent) of executives nationwide
report saving money is
"very
important,"
followed by:
Fewer errors (48 percent)
Time-savings (46 percent)
Workflow efficiency (46 percent)
Customer service (36 percent)
Fewer headaches (32 percent)
More time to focus on other areas of
the department (32 percent)
More time to focus on strategy (31
percent)
While 72 percent of executives whose
companies outsource report outsourcing
has reduced the dollar amount of tax
penalties, 27 percent say the dollar
amount remains unchanged. One percent
say the dollar amount increased
somewhat.
While 69 percent of executives whose
companies outsource report outsourcing
has reduced the number of payroll tax
penalties, 29 percent of U.S. executives
indicate outsourcing has not changed the
number of penalties their company
receives. Two percent say the number has
increased somewhat.
While nearly all executives who
outsource (97 percent) are satisfied
with their current outsourcing
provider(s), issues with outsourcing do
not go unnoticed. Almost one-quarter (24
percent) of U.S. executives say there is
a likelihood they could switch to a new
outsourcing provider.
"More than
one-third of executives say they are
planning to change how they manage their
company's
payroll and tax filing processes or are
reviewing their options,"
said Cooper. "Our
study also shows that 20 percent of
executives say their companies no longer
outsource due to poor customer service.
This data illustrates that outsourcing
providers should carefully examine their
ability to satisfy customers and build
stronger relationships with their
clients."
Reporting and Compliance
To stay compliant with payroll tax
requirements imposed by various
government agencies, companies use
multiple avenues to stay compliant.
According to the study, half of U.S.
executives (50 percent) report they use
an in-house system, more than one-third
(37 percent) use an outsourced service,
35 percent utilize government
periodicals and 23 percent subscribe to
Central Clearing Houses (CCH).
The majority of U.S. executives (68
percent) say they often feel the need to
customize reports to get needed tax
compliance data. Twenty-six percent say
they rarely need customized reports and
only 6 percent say they never need
customized reports.
When asked if Sarbanes-Oxley (SOX)
compliance has made it easier or harder
to do their job, two-thirds (66 percent)
of executives say SOX makes their job
harder. One in three (34 percent) say
SOX has made it easier to do their job.
Executives are split on the greatest
challenge with SOX compliance.
Twenty-five percent feel the cost of
implementing SOX poses the greatest
challenge, an equal number (25 percent)
feel the financial burden of staying
compliant, and 23 percent the overall
hassle of SOX.
Workplace Trends
When asked about the level of respect
different departments in the workplace
receive, U.S. executives say finance and
accounting get the most respect (53
percent). Executive management came in
second (49 percent). Bringing up a close
third is the legal department (48
percent). On the flip side, sales is
seen as the least respected according to
12 percent, closely followed by HR,
marketing/advertising/pr and information
technology, each listed by 11 percent.
When asked about the most annoying
business buzz words used in the
workplace, respondents say
"value-added,"
leads the way (42 percent).
"Best
practice"
came in a close second (41 percent) and
"core
competency"
came in third (34 percent).
When asked if their company were a
television show, 34 percent of
executives compared their office to
CSI or "smart
and focused,"
25 percent likened their company to
Survivor or an organization that is
"fast-paced,
competitive and cutthroat,"
and 16 percent feel their office could
be compared to As the World Turns -
in other words,
"a total soap opera."
Twelve percent of executives describe
their company as "quirky
and funny,"
like The Office.
About the 2006 Empagio
Executive Study on Payroll and Tax
Filing
A total of 209 financial and HR
executives participated in this study,
conducted online in September 2006.
Titles of those surveyed include CEO,
CFO, president, vice president, director
and manager. Half (50 percent) of those
surveyed say their responsibilities
cover finance and accounting, 31 percent
say human resources and five percent say
payroll. Fifty-eight percent of
respondents were female and 42 percent
were male. This research study can be
downloaded for free by visiting
www.empagio.com/survey.
About Empagio
Atlanta-based Empagio provides human
resources outsourcing (HRO) services to
enable a faster transformation of human
resources (HR) from mostly tactical to a
greater level of strategic execution.
Empagio focuses on companies in all
industries, from financial services,
manufacturing and transportation, to
retail and the public sector. The
company's
solutions range from an on-demand HR
management platform to the full spectrum
of HRO, including HR, benefits, payroll
administration and human capital
management, as well as stand-alone
services such as payroll tax filing.
Empagio provides full administrative
processing and customer support via
U.S.-based service centers. Owned and
operated by HALO Technology Holdings,
Inc. (OTCBB: HALO), visit
www.empagio.com for more
information.
TopUSAJobs.com: Guide to Top Specialty
Boards
Where Top Candidates Seek Career Opportunites
Strategic E-HR Conference
Using Technology for Comprehensive Talent & Performance Management
February 28 – March
1, 2007
Coronado Island Marriott
San Diego, CA
$2,195
Agenda
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