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Reveille and Hyperbole: Taleo Corporation (Nasdaq: TLEO - News), the leading provider of on demand talent management solutions, today announced financial results for its fourth quarter and fiscal year ended December 31, 2006.
2006 was a particularly good year for ExpertPlan, a leading provider of private-label recordkeeping solutions to the retirement plan industry. The Internet-based company, under the direction of new CEO Julian Onorato, grew the amount of assets serviced by more than 40% to over $2 billion, increased the number of participants by 30% and added 12 new private label partners, including the rapidly growing Social(k) retirement platform.
As more professionals and entrepreneurs turn to writing e-books and books for profit or marketing, http://www.infomarketerszone.com has become one of the leading resources providing systems, coaching, tools and more than 12-years experience aimed at fulfilling this growing demand.
Deck Chairs:
Direct-response marketing agency Carl Bloom Associates, Inc. (CBA) has announced that Joseph A. Ferraro, CFRE, has joined the firm as Vice President of Marketing & Business Development . . .
. . .
You Should Know:
Scotland: Recruitment Slows in Scotland's Financial Services Sector, reports Joslin Rowe
Joslin Rowe reports Scotland's key financial services companies are optimistic about business prospects and job retention although banking and investment management recruitment is forecast to slow slightly.
(ClickPress)
Sweden: Monster Employment Index Sweden Drops in January, as Online Recruitment Activity Slows for First Time in Six Months
- Demand in Public Sector, Defence and Community Rises; while all Other Sectors Decline -
- Blue- and White-collar Occupations see Similar Rates of Decline in January -
(Download Full Report)
Survey Says:
Talent Management Threatens 13-year Reign of Health Care Costs as the Top Benefit Concern for 2007: Deloitte Consulting LLP/ISCEBS Survey
The ability to attract and retain a high-quality workforce is beginning to trump health care costs for the top spot of Total Rewards priorities for 2007, according to the 13th Annual Top Five Total Rewards* Priorities Survey conducted by Deloitte Consulting LLP (Deloitte Consulting) and the International Society of Certified Employee Benefit Specialists (ISCEBS).
Although controlling health care costs tops the list again for the eighth consecutive year, this issue lost steam as the need to provide total rewards programs to attract, motivate, and retain talent became more profound. Approximately 80 percent of the 422 U.S. human resources professionals surveyed identified health care cost containment as a top five priority this year, with 36 percent ranking it No.1. This is a significant drop from the 91 percent who identified it as a top five priority, and the 55 percent who identified it as No. 1 in 2006.
"Controlling health care costs is still a critical issue for employers, but the challenge to juggle these costs while sustaining a high-quality workforce is a trend that won't be waning any time soon," cautions Deloitte Consulting Principal Tim Phoenix, a Human Capital specialist and co-director of the survey.
Cost containment's biggest challenger continues its upward climb as 75 percent of respondents identified the ability to attract, motivate, and retain talent as a top five priority, up from 69 percent in 2006 and 56 percent in 2005. This rising trend is even more pronounced among respondents with revenues exceeding $1 billion, as 77 percent of respondents in this category identified the issue as a top five priority, slightly higher than the control of health care costs (73 percent). This is the first clear variance between larger and smaller companies in the 13-year history of the survey.
While securing qualified talent and rising health care costs steal the spotlight, survey results indicate that retirement concerns are a growing point of contention in the workplace. More than half of respondents (59 percent), from their perspective as an employee, felt that affording retirement was the issue most important to them personally. However, when asked to identify their organization's top priorities, the ability of employees to afford retirement was far down the list, with only 25 percent of respondents considered it a "top five" issue and a mere one percent noting this as their No. 1 priority.
The survey also shows that employers are looking for ways to improve and expand programs. For instance, a high percentage of respondents indicated that they plan to provide employees with better tools to plan for their retirement needs, offer enhanced pre-retirement planning sessions, and increase contributions to defined contribution plans, such as 401(k) programs.
In addition, those respondents focused on health and welfare plans are employing such options as the increased consumerism use (68 percent), increased employee cost-sharing (62 percent), the introduction of financial incentives to participate in wellness programs (53 percent), and the addition of consumer-driven health plans as an optional plan for employees (42 percent).
The full press release is available at http://www.deloitte.com/us/topfivesurvey07release. To obtain a copy of the report or to speak with one of our leaders about the survey, please contact Britton Josey at 404-220-1334; bjosey@deloitte.com or Stacy Van Alstyne at 262-373-7746; stacyv@ifebp.org.
About International Society of Certified Employee Benefit Specialists
The International Society of Certified Employee Benefit Specialists (ISCEBS) is a non-profit educational association whose members have earned the Certified Employee Benefit Specialist (CEBS) designation, which is cosponsored by the International Foundation of Employee Benefit Plans and the Wharton School of the University of Pennsylvania. For more information on the Society or CEBS, please visit the ISCEBS Web site at http://www.iscebs.org/.
Deep Release:
Better Career Opportunities Await Today's Young Professionals, Korn/Ferry Survey of Global Executives Finds
- Majority of Executives Would Recommend Their Professions to Their
Children -
Nearly two-thirds (64 percent) of
executives said that better career opportunities are available to today's
young professionals compared to when they began their own careers, according
to the latest Executive Quiz from Korn/Ferry International (NYSE: KFY), a
premier global provider of talent management solutions.
When asked if they would recommend their profession to their children,
three-quarters (75 percent) of executives indicated they either "definitely"
or "probably" would. Additionally, 83 percent reported they had guided or
will try to guide their children's career paths to at least some extent, with
one-third of those admitting guiding them to a great or very great extent.
"Today's young professionals are met with improved career opportunities,
however, they also face increasingly rigorous job requirements," said Charles
W.B. Wardell III, managing director and head of the Northeast U.S. region of
Korn/Ferry. "In addition, many must contend with additional pressure from
their Baby Boomer parents, who often try to dictate their children's education
and career paths."
When asked how the work ethic of today's young professionals compared to
that of previous generations, the largest percentage of executives (49
percent) indicated that it was worse. Thirty-one percent said that the work
ethic of today's young professionals has not changed, and 19 percent said it
has improved.
Lastly, the survey examined trends in advanced education among young
professionals today. An overwhelming majority (89 percent) of executives
stated they want to see their children obtain at least a master's, doctoral or
professional degree. However, a much smaller percentage (66 percent) of
executives stated they intend to pay for these levels of continued education.
Methodology
The Korn/Ferry International Executive Quiz is based on a global survey
of executives registered within the firm's online Executive Center,
ekornferry.com. Respondents from more than 70 countries, representing a wide
spectrum of industries and functional areas, participated in the most recent
Executive Quiz between August and October 2006.
About Korn/Ferry International
Korn/Ferry International, with more than 70 offices in 40 countries, is a
premier global provider of talent management solutions. Based in Los Angeles,
the firm delivers an array of solutions that help clients to identify, deploy,
develop, retain and reward their talent. For more information on the
Korn/Ferry International family of companies, visit
www.kornferry.com.
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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