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Reveille and Hyperbole:
Pharmaopportunities, the leading job search, training and networking portal for the Pharmaceutical, Biotech, Medical Device and Pharmacy industry, is experiencing signigicant traffic growth.
SilkRoad technology, a leading provider of talent management solutions, had a record breaking third quarter of 2006. SilkRoad's strong performance was the result of continued sales success, coupled with excellent client retention. The company also benefited from a significant increase in the number of new clients opting to purchase two or more elements of the Life Suite™ of talent management solutions.
In the recently ended quarter, SilkRoad acquired more than 50 new Life Suite™ clients, with a record percentage purchasing multiple Life Suite™ solutions. To date, the Life Suite™ has been adopted by hundreds of companies across more than a dozen industries including retail, manufacturing, agriculture, health care, education, energy, real estate and financial services.
Monster announced several significant local media alliances that will join those successfully underway in Philadelphia, PA and Akron, OH. The company has now forged agreements with several publishers and media companies representing 43 daily newspapers and eight television properties to bring industry-leading recruitment services to local employers and consumers in 19 states across the nation.
Freedom Communications will bring Monster's superior recruitment services to its 36 daily newspapers, including The Orange County Register in Orange County, CA, The Gazette in Colorado Springs, CO and the East Valley Tribune in Mesa, AZ, as well as its eight television brands.
New alliances have also been forged with:
- The North Jersey Media Group, owner of The (Bergen) Record, Herald News and 44 weekly newspapers;
- The Wilkes-Barre Times Leader (serving Northern Pennsylvania); and
- The Honolulu Star-Bulletin.
Kenexa (NASDAQ: KNXA), a leading provider of talent acquisition and retention solutions, announced that Troy Kanter, who joined the company in 1997 and currently holds the position of president, Human Capital Management, has been appointed to company president and chief operating officer, effective November 30, 2006.
You Should Know:
Voith Turbo Selects Microsoft Navision
Microsoft Navision's gain is Oracle's loss.
In a move to unite its offices across the globe, Germany-based Voith Turbo has replaced all its Oracle-based applications with that of Microsoft Navision.
Voith Turbo however, is quick to clarify that the company had no problems with Oracle applications.
C.J. Sriram, chief GM & company secretary, Voith Turbo India Ltd., says, "The decision to integrate the ERPs into one software was taken in Germany. Bigger companies have deployed SAP; where as smaller companies are deploying Microsoft Navision. It was an in-house decision."
Speaking of being from somewhere else - Christopher Caldwell has a very informative and thoughtful article in the Weekly Standard on African immigration (mostly illegal) to Spain.
But in another sense, Spain's immigration problem is more severe than any other in Europe. Its population seems to have lost the appetite for procreation altogether. The average woman has 1.32 children, a figure that would have looked like a misprint to any social scientist before the 1980s. As a result, Spain's native-born population will begin contracting with shocking rapidity after 2014, and it is too late to do anything to stop it. Already Spain has gaping holes in its labor supply. The strawberry fields and clementine groves of Andalusia require tens of thousands of pickers every year. The tomato-growing greenhouses near Almería rely on Moroccan labor, and Eastern Europeans staff many tourist hotels. - Christopher Caldwell.
The birthrate in Spain is scandalously low. How can anyone think Spain or Europe is a healthy society? I'm not sure I can yet add any thoughts to this article. Caldwell alludes to the questions about immigration that no Western nation is asking - questions that hinge on culture, race, religion. It is difficult for me to even imagine how Western nations might even begin asking those questions. In the United States our elite long ago gave away nationalist myths that revolved aroun rugged stoic heroism, individual achievement and even material acquisition. The elite has largely (for reasons of promoting 'social justice) committed itself to nationalist myths that revolve around equality between races and religions. Martin Luther King is getting a memorial on the national mall very soon.
(Surfeited with Dainties)
One third of UK workers fear they will be unfit for work by 60
Over one third (36.5 per cent) of UK workers believe they will be unable to do their job at 60, according to the latest statistics, revealed exclusively today (Friday) in the journal 'Hazards'. The report shows that in just six years the UK has slipped from being number one in the European league table for the proportion of workers who are confident they will be up to their current job when aged 60, to sixth. Hazards calls on employers to stop using bogus health and safety excuses to get rid of, or not employ older people, and start helping keep the ageing UK population in work and off benefits.
The report, 'Going strong', shows that the great majority of employees have no significant health impediments to prevent them working up to 65, or beyond if they wish, yet poor health is the most common reason why people over 50 leave a job, with only half retiring early by choice.
New Europe-wide survey findings revealed in the report show just 63.5 per cent of UK workers feel they will be able to do the same job when they are 60 years old. Germany tops the ranking with 73.6 per cent of its workers believing they will still be up to their jobs, followed by the Netherlands (71.2 per cent), Sweden (69.7 per cent), Denmark (68.8 per cent) and Finland (65.2 per cent). The UK has slipped to just above the EU15 average of 61 per cent and EU25 figure of 58.9 per cent.
Given the UK's 'demographic timebomb' of a rapidly ageing workforce and planned increase in state pension age, older workers should use the new age discrimination protections to keep their jobs and resist being pushed onto benefits, the report says. It adds that age laws could be used alongside disability protections to require employers to make the necessary adjustments, usually minor and inexpensive, to enable staff to stay in work as long as possible. The report also calls for older workers to have a legal right to request flexible working patterns as they move towards retirement and for employers to develop 'age management strategies' for over staff aged over 45, to minimise strains on health.
TUC General Secretary Brendan Barber, said:
'Britain is sitting on a 'demographic timebomb'. If we are going to enable older people to stay in work and off benefits, employers are going to have to stop pushing them out on bogus health and safety grounds and start working to keep them employed. The new age laws should be a useful tool in ensuring older workers can continue to earn a quality living but also that the UK economy benefits from the energy and expertise of a valuable section of the workforce.'
Hazards Editor Rory O'Neill, said:
'We are living longer and we are staying healthier longer, so there is no rational reason why we shouldn't be able to survive Britain's workplaces for 50 years or more. But intense, stressful, poorly designed work will exact a cumulative toll, so employer-run and government-supported 'work ability' initiatives need to target workers in middle age, so that the workforce remains skilled up and not worn down.'
Key findings from 'Going strong':
- In the 2000 European Working Conditions Survey, UK workers were the most confident they would be able to do their jobs when they reached 60, compared to the other 15 EU countries. In the 2005 survey findings, published this month, the UK slipped to 6th in Europe (EU15), behind Germany, the Netherlands, Sweden, Denmark and Finland.
- A previous Employers' Forum on Age study (2005) found that almost half the workforce would be happy to work until they were 70, but only one in five thought they would be fit enough.
- As the population ages, the 'dependency ratio' between workers and pensioners is increasing. By 2016 the number of people under 50 will fall by two per cent, while the number aged 50 - 69 will rise by 17 per cent.
- Poor health is the commonest reason people aged between 50 and state pension age leave a job and nearly half (45 per cent) had suffered a health problem for at least a year. Older people in the UK are much more likely to be economically inactive due to a disability than in any other EU or OECD country. This is especially true for the over 60s.
- One piece of research showed that 40 per cent of men and 20 per cent of women retired earlier than they expected, and employers had instigated two thirds of these early retirements. Another study found that only half of those retiring early said it was their choice.
- Stereotypes about older people and fitness for work are false. Physical ability is dependent on health and fitness across the whole lifecycle, psychometric and cognitive capabilities do not deteriorate until well after state pension age and the over-50s are positive about learning IT skills. Also, older works are off sick less than younger workers as they tend to have fewer but longer spells of absence and fewer short spells.
- The report calls for, among other things:
- Employers to negotiate an 'age management' policy with trade unions and employees to eliminate age discrimination and retain older workers. This should include identifying and supporting training needs for 'ageing' workers 45 and over and offering older staff flexible working to 'downshift' towards retirement. To underpin such measures the government should extend to the over-fifties the right to request to work flexibly and the right to training with paid time off.
- Age management policies should consider requests for reasonable adjustments to work stations, equipment and working practices for older workers, many of whom may have a right to this under the Disability Discrimination Act.
- Employees and unions should use age discrimination legislation to challenge dismissal or failure to recruit or train older workers on spurious health and safety grounds.
- Healthy ageing and maintaining the ability to work depend on health and fitness over the whole life cycle not just in old age. A 65 year old who has exercised for 20 years loses no physical capacity and is fitter than a younger colleague who doesn't exercise. The government should promote healthy living across the whole lifecycle and employers should introduce training in good ergonomic practice and new technology, and workplace exercise programmes.
- Workers reporting they believed they would be able to do the same job at 60
- Euro ranking 2000 (%) 2005 (%)
1. UK (60.3) Germany (73.6)
2. Austria (58.6) The Netherlands (71.2)
3. The Netherlands (58.4) Sweden (69.7)
4. Denmark (58.3) Denmark (68.8)
5. Germany (58.0) Finland (65.2)
6. Finland (57.6) UK (63.5)
7. Italy (55.2) Italy (59.9) [=7]
8. Ireland (54.7) Austria (59.9) [=7]
9. Sweden (54.6) Greece (58.8)
10. Spain (52.8) Luxembourg (54.4)
11. Luxembourg (52.6) Spain (53.5)
12. Belgium (49.4) Ireland (53.2)
13. Greece (48.4) Belgium (52.3)
14. Portugal (43.6) France (48.6)
15. France (40.2) Portugal (47.5)
Source: Statistical comparison using data from the European Working Conditions Surveys 2000 and 2005.
NOTES TO EDITORS:
- The full Hazards report 'Going strong' is available at: www.hazards.org/olderworkers Report author Rory O'Neill is editor of Hazards and a senior researcher with Stirling University's Occupational and Environmental Health Research Group.
- Hazards magazine is published quarterly. For subscription enquiries or orders contact Jawad Qasrawi on 0114 201 4265 email@example.com
Media enquiries : Ben Hurley T: 020 7467 1248; M: 07881 622416 ; E: firstname.lastname@example.org
Bangalore HR Summit 2006
December 15 & 16, 2006
Leela Palace, Airport Road, Bangalore-1,India
2007 Corporate Image Conference
January 25 – January 26, 2007
Westin New York at Times Square
New York, NY
Human Capital Management Defense
(HCMD) Annual Conference
February 13 -16, 2007
Multicultural Forum on Workplace Diversity
February 20 - 21, 2007
St. Paul Rivercentre
St. Paul, Minnesota.
Strategic E-HR Conference
Using Technology for Comprehensive Talent & Performance Management
February 28 – March 1, 2007
Coronado Island Marriott
San Diego, CA
2007 AESC Americas Conference: THE NEW RULES
March 7 - March 8, 2007
The Harvard Club
New York City, New York
Staffing Industry Executive Forum
March 12-15, 2007
Talent Management Strategies Conference
March 22 – March 23, 2007
New York, NY
Nursing Management Recruitment & Retention Conference
May 4-6, 2007
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