http://www.management-topics.com MANAGEMENT, STRATEGIC MANAGEMENT,LEADERSHIP, BUSINESS NEWS, RESOURCES Mon, 19 Jul 2010 07:00:00 +0000 en hourly 1 http://wordpress.org/?v=3.0 http://www.management-topics.com/management/human-resources/impact-achievement-group-leadership-training-for-employee-retention-a-priority-among-wyoming-private-and-public-sector/22653/ http://www.management-topics.com/management/human-resources/impact-achievement-group-leadership-training-for-employee-retention-a-priority-among-wyoming-private-and-public-sector/22653/#comments Fri, 01 Aug 2008 18:23:56 +0000 Kevin Grossman
Following his well-received keynote address at the recent Wyoming Governor's 2008 Summit on Workforce Solutions, leadership development and service quality expert Rick Tate, senior managing partner of Impact Achievement Group, had multiple requests for providing services to many of the conference participants. The Summit's theme, "Defining Our Future" focused on topics central to Rick's and the company's expertise, including talent management and customer service.

"Wyoming understands that an engaged workforce is a loyal workforce, especially as they recognize the benefits of career development opportunities provided by their employers," said Tate. "As a state with a smaller population, Wyoming is very forward-thinking in investing in leadership and performance management training to retain and grow their best employees."

Tate's keynote, "Creating an Engaged Workforce - People Leave Managers... Not Organizations!" discussed human performance as an increasingly recognized and critical "product" of any organization. He also explained that the fundamental principles of performance leadership that drive engagement, productivity, and retention also translate to employees providing exceptional customer experiences.
The interest in the topic sparked several requests for training from both public and private organizations. Mining services company L&H Industrials has enlisted Impact Achievement Group to work with their entire management team on the principles of effective leadership – on the personal invitation of company president Mike Wandler.

In addition, the City of Gillette will have Impact Achievement Group train their management team on effective leadership principles. The company will also present to the local chapter of the Society for Human Resources Management.
Tate is an internationally recognized expert on leadership and service quality. He has been speaking, training, writing and developing state of the art concepts that challenge people's mindsets for over twenty years.

Dr. Julie White, senior managing partner and co-author with Tate of the book, "People Leave Managers, Not Organizations! ™" is a recognized international speaker, seminar leader and consultant on leadership development, human performance and workplace communications. She is also the author of five of the best-selling audio and video programs in the US, including the national best seller, Image and Self-Projection and The Psychology of Self Esteem.

Tate and Dr. White are joined by a growing network of senior training partners serving Impact Achievement Group customers nationwide.

About Impact Achievement Group
Impact Achievement Group is a training and performance management consulting company that provides assessments, coaching, story-based interactive workshops, and simulations for managers at all levels of organizations worldwide. Impact Achievement Group helps companies dramatically improve management and leadership competency for bottom-line results.
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Contact:
Lee Klepinger
425/558-1899
leek (at) impactachievement.com


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listed above.]]> http://www.management-topics.com/management/human-resources/impact-achievement-group-leadership-training-for-employee-retention-a-priority-among-wyoming-private-and-public-sector/22653/feed/ 0 http://www.management-topics.com/management/human-resources/automated-employee-tax-credit-solution-turns-hr-department-into-profit-center/22655/ http://www.management-topics.com/management/human-resources/automated-employee-tax-credit-solution-turns-hr-department-into-profit-center/22655/#comments Fri, 01 Aug 2008 18:22:37 +0000 Kevin Grossman JobApp Network, Inc. successfully completed a strategic investment with the nation's largest independent tax credit processing company. Through this partnership, JobApp Network is now able to extend the value of its automated hiring solution with fully integrated tax credit screening and processing. These tax credits can be worth up to $9,000 for a single hire and JobApp clients incur cost only when such credits are delivered.

"Our proven ability to screen job applicants for tax credit eligibility via phone and web and automatically populate the necessary paperwork for new hires will dramatically improve our clients' results with tax credits. Through our new tax credit processing center and compliance management solution we are now able to further improve client results and offer an end-to-end, single-vendor solution," said Blake Helppie, the Chief Executive Officer of JobApp Network.

JobApp Network's Tax Credit Processing Center has over 10 years of single-minded experience in maximizing Work Opportunity Tax Credits (WOTC) as well as demographic, geographic, and FICA Tip Credits for employers in the restaurant, retail, distribution and healthcare verticals. JobApp's Tax Credit Processing Center is state-of-the-art and delivers tremendous efficiencies in certifying and calculating complex and labor-intensive tax credits. Without a partner like JobApp, many organizations avoid or overlook these valuable credits, which can also be used to eliminate a company's Alternative Minimum Tax liability.

JobApp Network's standard inclusion of a customized, toll-free telephone-based application process with its web-based talent acquisition solution has proven to be extremely effective in attracting tax credit eligible applicants. Internal studies have shown that tax credit eligible job applicants are significantly more likely than non-tax credit eligible applicants to apply for a job using the phone.

About JobApp Network
JobApp Network is "Taking the Guesswork out of Hourly Hiring!" The Troy, Mich.-based company provides a unique subscription-based, automated phone and web-based solution for employers with hourly employees. JobApp uses patented services to source, screen and score future employees, streamlining the hiring process, improving the quality of hire and reducing turnover. JobApp's integrated talent acquisition and services platform includes background checks, tax credit screening and processing, electronic I-9 and W-4 management and Onboarding under one roof. To learn more about JobApp Network please contact, 1-866-JOBAPP6 or visit, http://www.JobAppNetwork.com.
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listed above.]]> http://www.management-topics.com/management/human-resources/automated-employee-tax-credit-solution-turns-hr-department-into-profit-center/22655/feed/ 0 http://www.management-topics.com/management/human-resources/icims-ceo-colin-day-named-a-forty-under-40-award-winner/22625/ http://www.management-topics.com/management/human-resources/icims-ceo-colin-day-named-a-forty-under-40-award-winner/22625/#comments Wed, 30 Jul 2008 22:33:08 +0000 Kevin Grossman
talent management platforms, announced today that President and CEO Colin Day, was named a winner of NJBIZ magazine's Forty Under 40 award. Day was selected as a winner based upon his accomplishments as founder of iCIMS, a company offering human resource technology solutions to such clients as Whole Food Markets (NADDAQ: WFMI), Continental Airlines (NYSE: CAL), and The Hershey Company (NYSE: HSY).

The Forty Under 40 award serves to recognize forty of the state's most dynamic business leaders under the age of 40. NJBIZ searches out leaders who are not only making headlines, but who are also clearly committed to professional and community growth.

According to NJBIZ, "We are looking for candidates who share a commitment to business growth, to professional excellence and to the community--people who are shaping the economic future of New Jersey."

Colin Day founded iCIMS in Hazlet, NJ in 1999. Since its inception, iCIMS has aimed to provide corporations with a unique solution for managing their human resource initiatives. Seeing corporations struggle with overly complex, costly, and inflexible options, Day envisioned something different for clients: an easy-to-use Talent Platform that could allow companies to scale a single web-based application to accommodate their evolving business needs. Strong values for product ease-of-use and customer satisfaction have continued to set iCIMS apart in a highly competitive market.

iCIMS has since become a leading provider of talent management software, supporting over 600 companies worldwide. The company's easy-to-use, flexible solutions are backed by superior customer service, making it a top choice for organizations looking to streamline and automate recruiting and human resource processes. Clients leverage iCIMS' web-based software to manage a multitude of human resources and recruiting initiatives, including applicant tracking,
onboarding, workforce management, performance management, and more.

Beyond his commitment to product and service excellence, Day is dedicated to creating a better environment to live and work. A "green" organization, iCIMS' commitment to the environment and the community is demonstrated through various programs at both local and national levels. iCIMS' iCARE program provides employees with opportunities to participate in environmental clean-up campaigns throughout the state, and at a corporate level, iCIMS has made a multi-year commitment to purchasing Renewable Energy Certificates (RECs) from National Wind Farms that produce "clean" energy. iCIMS also encourages its customers to remain environmentally friendly by offering iCARE discounts to firms clearly committed to reducing reliance on non-renewable energy.

"I am extremely proud to be named a winner of the Forty Under 40 award," said Colin Day. "I want to share this award with the employees at iCIMS. Their dedication, hard work, and commitment enabled a vision to become a true reality and has helped iCIMS become an international leader within the HR technology space."

Winners of the Forty Under 40 award will be honored by NJBIZ on September 22, 2008 at The Palace at Somerset Park, Somerset.


About iCIMS:
iCIMS, a leading Software-as-a-Service (SaaS) provider, is an Inc. 500 honoree focused on solving corporate business issues through the implementation of easy-to-use web-based software solutions. iCIMS' iRecruiter, the industry's premier Talent Platform, enables organizations to manage their entire talent lifecycle from applicant tracking through onboarding and beyond through a single web-based application. With more than 600 clients worldwide, iCIMS is one of the largest and fastest-growing talent management system providers in the space. To learn more about how iRecruiter can help your organization, visit www.icims.com or view a free online demo of iRecruiter at www.icims.com/demo.


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listed above.]]> http://www.management-topics.com/management/human-resources/icims-ceo-colin-day-named-a-forty-under-40-award-winner/22625/feed/ 0 http://www.management-topics.com/management/human-resources/anderson-davis-inc-releases-working-across-generations-online-course/22627/ http://www.management-topics.com/management/human-resources/anderson-davis-inc-releases-working-across-generations-online-course/22627/#comments Wed, 30 Jul 2008 22:31:13 +0000 Kevin Grossman Working Across Generations," a new eLearning course addressing the issue of generational diversity in today's workplace.

For the first time, four generations are working side-by-side. Accomplishing organizational goals depends upon workers from all generations having the ability to communicate, cooperate, and respect each other's differences.

The "Working Across Generations" online course provides effective methodologies for resolving generational workplace conflict and increasing employee productivity. Realistic full-motion video scenarios illustrate real incidents that engage the learner. A comprehensive post-assessment verifies that all participants have a thorough understanding of cross-generational communication techniques and associated management skills.

This latest addition to the Anderson-davis eLearning library has already earned a four-star "Outstanding" rating and a "Best Product" award from Training Media Review. In their words, "Working Across Generations is a fine example of well-designed e-learning that fully engages participants in an enjoyable learning experience."

Anderson-davis, Inc. has been a leader in the areas of harassment compliance, harassment investigations, and respectful workplace training for more than 28 years. During that time, ADI has trained hundreds of thousands of employees and produced award-winning video programs and eLearning courses, always delivering consistent instructional excellence.


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listed above.]]> http://www.management-topics.com/management/human-resources/anderson-davis-inc-releases-working-across-generations-online-course/22627/feed/ 0 http://www.management-topics.com/management/human-resources/resume-falsifications-on-the-rise-likely-to-worsen-with-the-economy-reports-accu-screen-inc/22628/ http://www.management-topics.com/management/human-resources/resume-falsifications-on-the-rise-likely-to-worsen-with-the-economy-reports-accu-screen-inc/22628/#comments Wed, 30 Jul 2008 22:30:14 +0000 Kevin Grossman Resume falsifications are on the rise, including some outrageous resume lies, according to internal company data from Accu-Screen, Inc.

Accu-Screen, a leader in employment background screening, has kept records for 14 years on resume falsification data and has noticed "spikes" correlating with economic downturns and weak labor markets. Moreover, according to company data, 43% of all resumes and job applications contain falsifications. This statistic challenges the findings of many industry studies which place the falsification rate at one-third or less of resumes and job applications.

"We're seeing that the problem is bigger than has been previously reported," says Kevin Connell, chief executive officer and founder of Accu-Screen. "We're also seeing an increase across the board on the most common incidences of lying on resumes."

Accu-Screen publishes an annual "Outrageous Resume Lies" report and distributes it free of charge for interested employers. Connell was recently interviewed on ABC News Now on this topic and offered examples of the worst of resumes lies. Both the outrageous lies and the banal most often involve these key pieces of information:

- Dates of employment
- Job title (inflated rank)
- Criminal records
- Salary level
- Education (e.g. bogus degrees from diploma "mills")
- Professional license (e.g. MD, RN, CPA, etc.)
- "Ghost" company (self-owned business)

"One and a half million college students have been recently unleashed into the job market, many of them are still looking for jobs," continues Connell. Connell worries that the recent increase in unemployment figures combined with a weakening economy will prove to be leading indicators of even more resume falsifications. Job seekers eager to stand out and gain an undeserved competitive edge should take heed.

"We want to get the word out to employers and job-seekers," says Connell. "Employers need to be especially vigilant during these periods. Job seekers must know that more employers than ever use rigorous background screening procedures to vet the information contained on their resume."

To view the ABC News Now interview, to download the "Top Seven Resume Lies" report, or to receive the "Outrageous Resume Lies" report, visit Accu-Screen at http://www.accuscreen.com/.

About Accu-Screen, Inc.

Since 1994, Accu-Screen, Inc., has been an industry pioneer, leader and expert in employment background screening, specializing in criminal background checks. Its reports are delivered to companies across the world in 24-72 hours. CEO Kevin G. Connell founded the company with a burning desire that companies hire the right people from the start, resulting in greater cost control and better safety in the workplace. Mr. Connell also serves as a national speaker and expert in negligent hiring, resume fraud, employee theft, and embezzlement.

###

Media Contact:
Kevin Connell
Accu-Screen, Inc.
800/689-2228
kevinconnell(at)accuscreen.com



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listed above.]]> http://www.management-topics.com/management/human-resources/resume-falsifications-on-the-rise-likely-to-worsen-with-the-economy-reports-accu-screen-inc/22628/feed/ 0 http://www.management-topics.com/management/human-resources/as-temperatures-rise-benefitscheckup%c2%ae-helps-low-income-older-people-stay-cool/22630/ http://www.management-topics.com/management/human-resources/as-temperatures-rise-benefitscheckup%c2%ae-helps-low-income-older-people-stay-cool/22630/#comments Wed, 30 Jul 2008 22:26:36 +0000 Kevin Grossman
For many older people this can be a life or death issue. This was tragically revealed during the heat wave of 1995, when 485 people died in a major Midwestern city in one week, the vast majority of whom were poor older people who could not afford to pay the utility bills to cool their apartments or were without air conditioning altogether.

BenefitsCheckUp® can help seniors with their energy costs. Developed and maintained by the National Council on Aging (NCOA), BenefitsCheckUp is a free online service that helps older Americans find and enroll in benefits programs that help with vital needs including heating bills, housing, prescription and medical costs, meal programs and tax relief. By simply visiting www.BenefitsCheckUp.org, seniors with limited means can find out if they are eligible for the federal Low Income Home Energy Assistance Program (LIHEAP), which helps people with limited income and resources pay for their utilities, and get help applying for the program.

"Older people are especially vulnerable to extreme temperatures, making both adequate air conditioning and heat critical," said Stuart Spector, NCOA Senior Vice President. "Millions of older Americans on fixed incomes qualify for energy assistance and are not taking advantage of LIHEAP. BenefitsCheckUp can help seniors find out if they're eligible for this essential help."

According to findings of a comprehensive survey in 2005 by the National Energy Assistance Directors Association (NEADA), 92 percent of the elderly consider LIHEAP very important to helping them meet their energy costs. Today, with costs escalating on all fronts, the urgency for LIHEAP is growing, with members of Congress calling on President Bush to release funds for the program.

BenefitsCheckUp is free and confidential and can be used by seniors, their adult children, caregivers or local organizations to determine their eligibility for LIHEAP and get assistance in applying – all by filling out a simple questionnaire online. Since its launch in 2001, BenefitsCheckUp has helped more than two million seniors and those who care for them find more than $6 billion in benefits. The free online service has more than 1,550 public and private benefits programs from all 50 states and the District of Columbia.

About NCOA
Founded in 1950, the National Council on Aging (NCOA) is a non-profit organization with 3,700 members, and a national network of some 14,000 organizations and leaders. Our programs help older people stay healthy and independent, find jobs, access benefits programs, and discover meaningful ways to continue contributing to society.

Contact:

Georgiana Bloom
202-609-6935
georgiana.bloom (at) ncoa.org

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listed above.]]> http://www.management-topics.com/management/human-resources/as-temperatures-rise-benefitscheckup%c2%ae-helps-low-income-older-people-stay-cool/22630/feed/ 0 http://www.management-topics.com/management/human-resources/sean-bisceglia-ceo-of-talentdrive-to-speak-at-the-onreccom/22631/ http://www.management-topics.com/management/human-resources/sean-bisceglia-ceo-of-talentdrive-to-speak-at-the-onreccom/22631/#comments Wed, 30 Jul 2008 22:21:43 +0000 Kevin Grossman
Onrec.com is the world's leading information resource for Human Resource professionals and recruiters using the Internet to recruit. Onrec.com EXPO 2008 is the only global gathering of online recruiting leaders and game-changing technologies. For more information about Onrec.com EXPO 2008 visit: http://www.onrec.com/conferences/090908/default.html

Onrec.com EXPO 2008 will bring together delegates and exhibitors involved in online recruitment from around the world to share their common interests, provide a business driven networking environment and stimulate discussion, debate, and beneficial partnerships.

Sean Bisceglia's experience as CEO of two leading corporations will provide a great opportunity to those who attend Onrec.com EXPO 2008, in which he will be one of over 40 speakers and panelists participating in the event. For more information on Sean Bisceglia and the 40 other speakers, visit: http://www.onrec.com/conferences/090908/speakers.html

Mr. Bisceglia will present, "How to avoid a train wreck: Where Marketing and HR Intersect."

HR and Marketing might not be natural bedfellows, but experience proves their cooperation increases successful recruiting, overall employee understanding and support of the brand. In this session, Sean will share how a simple formula of communication and coordination can increase a company's employee retention and recruiting success. Attendees will walk away with an understanding of how to: change behaviors to encourage greater collaboration between HR and Marketing, and how to combine HR and Marketing initiatives into a single program or initiative.

For other session topics visit: http://www.onrec.com/conferences/090908/topics.html

Prior to TalentDrive, Sean acquired and became CEO of CPRi (Corporate Project Resources, Inc) in 2003, and sold to Aquent in 2005. Sean's leadership as CEO of CPRi helped to grow the organization 200%, making it the largest national marketing staffing firm. As a result, Aquent's acquisition of CPRi crowned them the largest marketing and creative services staffing firm in the world. The firm deploys over 1000 marketers a day around the world. Prior to CPRi, Sean founded TFA in 1992, which he sold to Leo Burnett in 1998. Joining Leo Burnett's management post-acquisition to run the company's Technology Group, he was the youngest corporate executive vice president in the Leo Burnett Company's history. Under his leadership, TFA/Leo Burnett achieved a record breaking 96% growth to $210 million and Leo Burnett Worldwide had over 9000 employees.

Sean was elected to the board of directors of Leo Burnett USA in August 2000. He serves on the advisory boards of various companies, contributes to the Wall Street Journal, New York Times, and various industry trade publications. Sean has served as guest speaker at Harvard Business School, University of Chicago, and DePaul University. In 1999, Sean was named to the Crain's Chicago Business list of "Forty Under Forty" top business people in Chicago. Sean serves on the Palliative Care Center & Hospice of the North Shore Foundation Board, the Rehabilitation Institute of Chicago Foundation Board, and the Children's Memorial Hospital Foundation Board.

For more information on The Onrec.com Online Recruitment Conference & Expo 2008, contact Keith Halloran at e-mail protected
from spam bots or visit: http://www.onrec.com/conferences/090908/default.html

To register for Onrec.com EXPO 2008, at a $150 discount, use this code: H4gxkF (case sensitive) and register at: https://www.cteusa.com/onrec3/



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listed above.]]> http://www.management-topics.com/management/human-resources/sean-bisceglia-ceo-of-talentdrive-to-speak-at-the-onreccom/22631/feed/ 0 http://www.management-topics.com/management/human-resources/internet-resume-search-just-got-an-impressive-facelift-with-talenthook-sphere/22632/ http://www.management-topics.com/management/human-resources/internet-resume-search-just-got-an-impressive-facelift-with-talenthook-sphere/22632/#comments Wed, 30 Jul 2008 22:19:08 +0000 Kevin Grossman
Sphere, the newest version of TalentHook's powerful candidate search software, capitalizes on what TalentHook does best, quickly identifying, capturing and returning candidate resumes wherever they reside on the Internet. Already a necessary tool in the arsenal of today's most productive recruiters, the new version has been met with warm response from current TalentHook subscribers. With expanded search functionality, shared tracking features and the addition of over 800 new Internet sites, TalentHook Sphere offers recruiters the most comprehensive Internet resume retrieval solution on the market.

One of the first changes clients notice is the friendly and intuitive user interface designed to complement today's most popular business software. When creating the first search using
target="_blank">TalentHook Sphere, the biggest improvements are also immediately recognizable. Vital search enhancements on all Internet resources including increased basic criteria searching functionality with expanded detailed criteria options for paid resources, gives recruiters a significant opportunity to better shape and execute their search for accurate and broad results.

For Open Web and Desktop searches, recruiters can select to increase their limits on resume results to cast a wider net across major Internet search engines, community sites and ISPs. In addition, for those recruiters working in a corporate function or across a larger network, exciting shared candidate tracking features will now allow teams to access candidate detail and activity across a password secured business environment.

Add a broad list of additional resume resources and enhanced communication and search functionality to assist the recruiter in creating effective, targeted searches across the Internet and TalentHook now stands to demonstrate more effectively than ever why spidering technology and timely candidate management is a must for the productive and fast paced recruiting environment.

Phil Gonzalez, CEO of Resource Edge, LLC and former recruiter is very pleased with the new enhancements and the feedback he has received from clients that were eager to beta test the new product. "It has been very rewarding to demonstrate for our clients that we value their feedback. To be able to put these enhancements in place and to see recruiters respond so positively to them excites the team. More importantly, it gives us even more steam to continue finding even more ways to optimize our performance and continue enhancing a tool we truly feel is best-in class."

Initial user feedback on the new version has been extremely positive. The first and most immediate change users have responded to is the new interface, which gives users a fresh and streamlined way to move through creating and managing a search.

Recruitment industry executive and CEO Tim Penick offered his feedback. "It's very easy to navigate, the different parts of your sourcing process are grouped in a really intuitive format with more drop down menus, more shortcuts and multiple ways to access and manage clients and candidates. TalentHook has always been easy to use, Sphere is faster and friendlier and ultimately more effective."

The additional searching criteria demonstrate value quickly with users experiencing more optimal search results. Athena Bindel, longtime TalentHook subscriber and recruiter for CTB/McGraw-Hill was one of the first recruiters to try out the new features during TalentHook's beta testing. Bindel was especially pleased with the new ways to filter and define a search. "I especially like the information and tips that guide you through all of the resume sources you select for your search. I do a lot of Paid resume site searches and one of the challenges is knowing what search parameters can and can't be used," she shares. "With TalentHook Sphere, I feel a lot more confident about the search criteria I'm using, knowing where it will work and what I may need to consider to improve my results. The detailed search criteria even lets me define my results by how long a resume has been on a site and lets me factor in salary
ranges and education levels as well. It's a major improvement on a tool I already liked very much. And best of all, I'm seeing more resumes!"

With the new version in place, TalentHook began a directed effort to enhance TalentHook Sphere further with the addition of over 800 new resume sources. The effort to add resources continues with approximately ten new sites being announced to users, weekly.

TalentHook plans to announce more updates and will be continuously adding to their resource list throughout the year. TalentHook is also working to stay informed and involved with the major paid resume sites like Monster.com to ensure that the software continues to work effectively and well within paid website guidelines to ensure a seamless transition as online sites continue to find ways to ensure they protect job seeker data. With all of those efforts firmly in place, Gonzalez has his team committed to another strong year of service to the recruiting community.

"Our goal and our focus remain consistent. This software was designed to become the tool recruiters rely on to give them quick, easy and streamlined access to candidate resumes online. As the industry has evolves, we meet those challenges for our clients and the industry by pushing the limits of what we can do to improve online resume search. TalentHook Sphere is a strong example of that effort."

About TalentHook
TalentHook is a robust resume searching tool that scours the Internet for active and passive candidates. This tool aids the recruiter by providing sourcing automation capability which includes the rapid search of hundreds of resume sources, basic candidate contact management and comprehensive reporting.

TalentHook is licensed on a subscription basis because it is continually updated to preserve searching effectiveness and compatibility. For more information on how to acquire TalentHook for your recruiting organization, visit www.talenthook.com, or call: 800-979-HOOK.




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listed above.]]> http://www.management-topics.com/management/human-resources/internet-resume-search-just-got-an-impressive-facelift-with-talenthook-sphere/22632/feed/ 0 http://www.management-topics.com/management/human-resources/workshop-qualifies-human-resource-professionals-to-use-hogan-personality-assessments-improves-employee-hiring-and-development-decisions/22634/ http://www.management-topics.com/management/human-resources/workshop-qualifies-human-resource-professionals-to-use-hogan-personality-assessments-improves-employee-hiring-and-development-decisions/22634/#comments Wed, 30 Jul 2008 22:15:53 +0000 Kevin Grossman Paul M. Connolly, Ph.D., an industrial psychologist who has worked with employee personality tests for 20 years.

Connolly will offer the Hogan Certification Workshop on September, 12 and November 6, 2008, for human resource consultants, coaches, and practitioners on the leading job personality test, the Hogan Personality Inventory (HPI). The HPI is a business-oriented assessment of an employee's job fit and is designed to predict job success. Connolly's firm, Performance Programs, Inc., is an authorized distributor and certification training provider for these assessments. The one-day seminar will take place from 8:30 a.m. to 4:30 p.m. at Water's Edge Resort in Westbrook, CT. The location is easily accessible by train or by car from Rt. 95.

Workshops include pre-certification modules and self-assessment for each participant. Registration must be completed two weeks in advance to be ready for the session. The registration deadline for the September 12 session is August 30.

Certification is $1200, discounted from the full retail value of $1940. Certification includes: a personal assessment ($450 value); a copy of The Hogan Guide ($75 value); all certification materials ($165 value); two free assessment IDs for post-workshop use ($800 value); free setup on the Hogan Assessment Link Online to administer Hogan Personality Inventory (HPI), Hogan Development Survey (HDS) , Motives, Values and Preferences Inventory (MVPI) and receive e-mail reports ($450 value); one hour of post-conference telephone consultation. In addition, participants receive the DYAD Training Tool for rapid report interpretation.

Dr. Connolly has offered Hogan workshops for eight years and uses the tests with clients worldwide. Workshop training objectives include a thorough understanding of the development and research behind the tests. Participants learn to identify and report key strengths and weaknesses from Potential, Challenge, and Values reports in the widely used Leadership Forecast Series. They also learn to identify the five assessment perspectives that the HPI, HDS, and the MVPI utilize in personality measurement. Feedback training is provided both through the workshop and in post-workshop telephone consultation. Certification is a prerequisite to the purchase and use of Hogan Personality Inventory and Hogan Development Survey, as well as other Hogan tests. The workshop is pre-approved for credit by the Human Resources Certification Institute and the American Psychological Association.

For more information, call Performance Programs at 1-800-565-4223

Email

Media Contact: Dianne Berner or Sonya Hamilton, 1-800-565-4223


** BACKGROUND: Hogan Personality Inventory is published by Hogan Assessment Systems of Tulsa, OK. All Hogan products are grounded in 30+ years of research and scientifically-based predictive power. All tests are shown to have no adverse impact in hiring situations. These tests are in use by organizations of all types and sizes worldwide. The Hogan Personality Inventory has a successful 30-year track record in predicting employee performance and helping companies improve bottom-line business results such as reducing turnover, absenteeism, shrinkage, and poor customer service. The HPI was the first Five-Factor personality inventory developed specifically for the business community and, through an ongoing program of research and development, the HPI continues to maintain its industry-leading position.


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listed above.]]> http://www.management-topics.com/management/human-resources/workshop-qualifies-human-resource-professionals-to-use-hogan-personality-assessments-improves-employee-hiring-and-development-decisions/22634/feed/ 0 http://www.management-topics.com/management/human-resources/infohrm-announces-three-new-workforce-planning-and-analytics-workshops/22635/ http://www.management-topics.com/management/human-resources/infohrm-announces-three-new-workforce-planning-and-analytics-workshops/22635/#comments Wed, 30 Jul 2008 22:13:26 +0000 Kevin Grossman Infohrm, the global leader in workforce planning, reporting and analytics solutions, today announced the dates and cities for three new public workshops aimed at equipping human capital professionals with the skills, tools, and techniques for successful workforce analytics and workforce planning. The new dates and locations are:

Workforce Analytics:

September 9 – 10: Starbucks Corporate Headquarters, Seattle, WA
November 17 - 18: Thrivent Financial for Lutherans Corporate Headquarters, Minneapolis, MN

Workforce Planning:

November 19 - 20: Thrivent Financial for Lutherans Corporate Headquarters, Minneapolis, MN

The two HRCI-accredited workshops, Workforce Analytics: Utilizing Workforce and Business Data to Drive Human Capital Decisions, and Workforce Planning: A Strategic Approach to Future Talent Needs, will benefit professionals seeking practical training in how to apply data, metrics, and analytics to strategic talent management, workforce forecasting, and business decision-making.

For the Workforce Analytics session, attendees receive coaching in how to:

1. Identify human capital and business risks/opportunities for data analysis
2. Structure an analytic investigation, including generating and testing hypotheses, analyzing data, communicating the results, and designing intervention strategies
3. Select and apply key performance indicators, targets, and internal/external benchmarks
4. Segment the workforce to enable deeper analysis of critical job families
5. Utilize an HR Analytic Toolkit for comparing and visualizing workforce data

In the Workforce Planning workshop, attendees:

1. Use Infohrm's workforce planning framework to establish a forecasting strategy
2. Develop alternative scenarios about future workforce needs
3. Adopt a range of techniques for demand and supply modeling, including regression and decision analysis forecasting
4. Devise succession planning, career development, and talent management interventions
5. Learn how to integrate workforce and strategic plans and translate human capital data into financial metrics

Combining a mix of lecture, case studies, group activities, and roundtable discussion, the workshops bring together HR practitioners seeking to bolster their analytical capabilities with Infohrm's workforce planning and analytics experts who draw on the experience of working with hundreds of member organizations.

Click here to register for an Infohrm workshop.

Alternatively, for more information on Infohrm's complete workshop schedule and what each training session includes, see the Infohrm Academy homepage or call Infohrm at (202) 589-2660.

About Infohrm

Infohrm is the global leader in on-demand workforce planning, reporting, and human capital analytics solutions. With over 25 years of experience, and a strong customer base consisting of Fortune 1000, non-profit, and government clients, Infohrm has paved the way for organizations to measure the impact of human capital initiatives and drive business results. The Infohrm solutions couple a leading edge on-demand technology platform with strategic consulting and HR professional development events (such as the upcoming Workforce Analytics and Planning Conference) that focus on the analysis of data to help organizations make informed decisions around human capital practices.

In April 2008, Gartner named Infohrm to its "Cool Vendors for Human Capital Management Software" report.

Learn more at www.infohrm.com.

Contact Information:

Mick Collins
Director of Marketing
202-589-2679




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