Media Snacks II
Here's an example of a media snack. Essentially, the New York Times is using Twitter to make a river of news ... headlines that are really useful on your cell phone. They look like appetizers on a tray. Hence the notion of a media snack.
The whole idea of Media Snacking is an oversimplification of the fact that there are platform specific characteristics of language. (Read more.)
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Reveille and Hyperbole: Aquire, the global leader in workforce planning and management solutions, announced it has attained Gold Certified status in the Microsoft Partner Program with competencies in ISV/Software Solutions, Information Worker Solutions and Networking Infrastructure Solutions.
HRmarketer.com has formed an exclusive partnership with Dr. Joe Outcalt, publisher of the popular HR Vendor Phonebook, to offer its members access to an extensive email and postal address database of human resource decision makers. The list, available immediately to members of HRmarketer.com, is comprised of human resource decision makers who register to receive the HR Vendor Phonebook from Outcalt and Associates, Inc.
nowHIRE.com, a premier provider of applicant tracking and hiring management systems, and eScreen announced a strategic partnership. The partnership will allow them to offer employers 15-minute negative drug test results nationwide.
Professor Dave Ulrich was named the most influential person in HR according to HR Magazine, has also been rated as the No. 1 management educator and guru by Business Week and listed by Forbes as one of the 'world's top five' business coaches.
You Should Know:
China: China lags behind in HR service industry
The human resources service industry in China still lags behind and can hardly meet the needs brought about by rapid social and economic development, according to a research report.
The report, titled the white paper on Chinese human resources service industry, was issued on Saturday at the opening ceremony of the sixth Asian Conference of the Academy of Human Resource Development in Peking University.
The report said China's human resources service industry is faced by such problems as low level of marketization, rare supply of differential services and tailor-made services.
Compared with multinational giants that have already entered the Chinese market, domestic human resources service organs lag behind in talents, technology, experience and capital, it said.
The global human resources service industry has achieved rapid growth in recent years and has become a sunrise industry. According to statistics cited by the report, the market revenue of global human resources service will amount to more than US$100 billion in 2007.
The report was jointly written by the Center for Human Resources Development and Management Research of Beijing University and Shanghai Foreign Service Co Ltd.
It is the first time that China has hosted the Asian Conference of the Academy of Human Resource Development, one of the influential human resource research institutes in the world. The conference attracted more than 400 experts and scholars from home and abroad.
China Daily
Deep Release:
SUCCESSION PLANNING IS TECHNOLOGY
‘WAKE-UP CALL' FOR COMPANIES, WATSON WYATT EXPERTS SAY
Study Finds One-Third of Companies Adopting New Succession Planning Systems
Efforts to implement and improve succession planning programs are prompting many companies to reconsider the systems they use to manage talent, say experts at Watson Wyatt Worldwide, a leading global consulting firm.
"With labor markets tight and an onslaught of retirements predicted, succession planning is a priority for many companies and especially Boards of Directors," said Brian Wilkerson, national practice director for talent management at Watson Wyatt. "However, relying on intuition is no longer a viable succession plan. Instead, employers need to keep track of a broader pool of talent — and thoroughly analyze all candidates' capabilities and experience. This is often more than current systems can handle, and it's serving as a technology wake-up call for companies."
Watson Wyatt's 2007 HR Technology Trends study of 182 large companies found that a third of them plan to adopt new technology solutions for succession planning in the next two years. A similar share (33 percent) plan to change the way recruiting is administered. Furthermore, HR executives said their organizations were far less satisfied with current talent management delivery than with health and welfare, defined benefit and call center administration.
Companies Adopting Talent Management Technology in Next Two Years
Program Percentage of Companies Adopting Technology
Succession planning
33%
Recruiting
33%
Learning management
29%
Workforce planning
26%
Modern succession planning programs reach across all levels and divisions of an organization to create talent pools from which future positions can be filled. Employers are increasingly focused on making these decisions more objective and data-based. This requires aggregating a vast array of data on candidates and on the organizations' strategic plans.
"Talent management programs overall are increasingly complex," said Richard Hubbard, director of Watson Wyatt's U.S. technology and administration solutions practice. "But many companies are missing opportunities to make them less complicated through technology solutions. While implementing a succession planning solution is driving many companies, putting in place an integrated talent management system can help streamline administration of a broad array of programs and can really pay off for employers."
More information on the Technology Trends study can be found at www.watsonwyatt.com/techtrends. A white paper, "Planning for the Future: Next-Generation Practices in Succession Planning," can be found at http://www.watsonwyatt.com/research/whitepapers/successionplanning.
About Watson Wyatt Worldwide
Watson Wyatt (NYSE: WW) is the trusted business partner to the world's leading organizations on people and financial issues. The firm's global services include: managing the cost and effectiveness of employee benefit programs; developing attraction, retention and reward strategies; advising pension plan sponsors and other institutions on optimal investment strategies; providing strategic and financial advice to insurance and financial services companies; and delivering related technology, outsourcing and data services. Watson Wyatt has 7,000 associates in 31 countries and is located on the Web at www.watsonwyatt.com.
Deeper Release: How to Hire Entertainment for your Corporate Holiday Party
National corporate entertainer reveals the simple steps to hiring great entertainment for your corporate holiday party. Follow these guidelines and feel confident and secure that you will have an outstanding corporate event.
Hiring entertainment for your corporate event can be an overwhelming task. Today's business climate necessitates that your entertainment is tastefully done and suited for all audiences. On the other hand, it is easy to get stuck in the corporate rut of doing "the same old thing" year after year.
Many companies are searching for something unique and different for their annual corporate holiday parties and employee appreciation events. The anticipation for an event predictably diminishes when planners fall into a routine of booking the same tired "casino nights" year after year. So how do you break routine and book entertainment that is new and engaging for your group? Below are some guidelines to make the hiring process easier for you.
1. Know your budget.
Know how much you can spend on entertainment before approaching entertainers to find out about their acts. What you can spend on an entertainer will often dictate the level of entertainment you get. To put things in perspective, you may wish to determine your "per person" cost budgeted for entertainment or activities. Remember that the finest food and beverages you can buy may soon be a fading memory to your guests, but the right entertainment will create a lasting impression of your event.
2. Be prepared to discuss your event and your budget.
Any professional entertainer is going to be asking you questions about your event, such as what type of event it is, if there is a theme to the event, a general time line of the event, etc. By doing this, they are determining if their act is a good match for your group and function. By discussing your budget with them, you are also finding out if they are within your price range. If so, then you can move on with the process, if not, you are saving everyone time.
3. Request promotional material.
If after your initial contact with the entertainer you feel comfortable with them and you both agree that there is a possibility that they will be a good match for your group, ask them to send you some promotional material. The promotional material should contain letters of recommendation, a promotional video giving highlights of the show, as well as a sales sheet containing information about the show.
4. Review the Promotional Material.
After reviewing the promotional material, you will most likely have questions for the entertainer. Give them a call and get your concerns addressed and questions answered. Make sure that your entertainer is a specialist that knows the needs and expectations of the corporate environment. A comedian that regularly performs "R" rated shows in comedy clubs would probably not make a suitable choice for a typical corporate gathering!
5. Request an agreement.
The entertainer should provide you with a very basic agreement outlining the who, what, and when of your event, or what you have already discussed with the entertainer. Unless you are booking Britney Spears, the agreement will probably be no more than a single page in length. The agreement should clearly state what you will be required to provide for the event, such as a sound system or lighting requirements, and what the entertainer will be providing. The agreement should also cover travel fees, per diem charges, meals and transportation. All of this should have been discussed in the initial phone call, and there should not be any surprises for you on the agreement.
6. Keep Your Entertainment in the Loop.
Your entertainer should be there to enhance your event. Keeping him or her informed of any changes in your event helps them to bring you the show you would like, especially if they are doing any customized material for you. A true professional will also want to make sure they are there at the right time to setup and do sound checks before the actual show.
7. Promote your Entertainment!
Get your people excited by promoting the great entertainment you have booked for them! Your entertainer should be able to provide you with press releases and photos that you can use in your event literature to build anticipation.
8. Sit back, relax and enjoy the show!
By using these simple steps, you should feel confident that the entertainer you have chosen is a professional, so sit back and enjoy the fruits of your labor!
Erick Kand is a corporate comedy hypnotist entertainer dedicated to helping you make your next event a big success. To find out more about him visit www.HypnosisEvents.com.
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