Workstream Launches On-Demand Solutions for Mid-market Businesses

BURLINGAME, Calif.--(BUSINESS WIRE)--Workstream Inc. (NASDAQ: WSTM), a leading provider of on-demand compensation, performance, and talent management solutions today announced three new on-demand solutions – Workstream Recruitment Professional, Workstream Performance Professional and Workstream Development Professional – for midsized businesses. Traditionally a large enterprise solution provider, Workstream is now broadening its product line to aggressively target companies with between 100 and 2,500 employees. The new Workstream solutions address a long-ignored need among mid-market companies for on-demand human capital management solutions that can be deployed quickly and work immediately out-of-the-box.via Business Wire

HireRight and SuccessFactors Announce Alliance to Help Companies Streamline the Process of Screening, Selecting and Hiring Job Applicants

IRVINE, Calif.--(BUSINESS WIRE)--HireRight, a leading provider of on-demand employment background and drug screening solutions, and SuccessFactors, Inc., the leader in on-demand performance and talent management solutions, today announced that they have formed an alliance to offer customers an easy-to-use, streamlined, pre-integrated recruiting and screening solution to help organizations hire better and work smarter. HireRight’s expertise and experience in delivering on-demand employment screening solutions complements SuccessFactors’ Recruiting Management Module by providing HR professionals with a quick and efficient way to perform a background check or drug test through HireRight, from within their SuccessFactors solution.via Business Wire

Speaking of Talent...

The War for Talent

Looking for key people? Guy Kawasaki outlines the top 10 areas to focus on when recruiting top talent...

GRAND OPENING! ThinkingHR and Arizona Small Business are now Live!

Today it's official, Arizona Small Business and ThinkingHR business blogs are now Live! Both blogs were created to share news, knowledge and opinions on small business (where we make our home) and topics related to human resources. I started posting on both sites a couple of weeks ago and have received some good feedback and have noticed the sites have been added to some well established blogrolls. Being an entrepreneur and in the HR space for now, 20 years, I've learned that transferring the knowledge between us makes it better for all. Thanks for visiting...more to come! Dave June 14 Announcement

Ceridian Taken Private; Could Hewitt Be Next?

Last month’s $5.3 billion buyout of Ceridian Corp. makes the Minneapolis-based company the latest among a number of HRO providers to go private. Rumors have been circulating for months that Hewitt, which has been struggling to revive its HR BPO business, might go private to get away from shareholder scrutiny.

via Workforce

Virgo Capital Acquires Accord Human Resources

Transaction Provides Accord with an Equity Partner Focused on Growth
AUSTIN, Texas & OKLAHOMA CITY--(BUSINESS WIRE)--Accord Human Resources, a leading provider of outsourced HR management solutions, and Virgo Capital, a private equity firm dedicated to the technology-enabled services market, jointly announced today that Virgo Capital has acquired Accord Human Resources.

via Business Wire

A Father's Day Question: Do Workplaces Need to Be More Father-Friendly?

This was a question that was posed in yesterday's BLR Newsletter (The link is below for you to get access to the full article).

So guys, what's the answer to the question above? Do our workplaces need to be more "Father-Friendly". Whether they are or not the article says we don't really take advantage of the time off programs our companies already have for us.

I am a Father of two teen-age boys (15, and 13). Over the years, I have tried to spend as much time as possible with them; coaching getting involved with school work etc. The BLR article states that the more time we spend with them the better off they'll be. This idea almost seems to be a "no-brainer". In fact, the article goes on to claim that, when asked, 7 out of 10 Fathers say they would take a cut in pay to spend more time with our kids. So why don't we do it?

Learn more about the programs your company offers you and take some time off with the kids-it will be great for all.

Happy Father's Day
Full BLR Article

Authoria Rated “Positive” in MarketScope Report on Employee Performance Management

WALTHAM, Mass.--(BUSINESS WIRE)--Authoria, Inc., the leader in integrated talent management (ITM) solutions, today announced that it has received a “Positive” rating in Gartner’s “MarketScope for Employee Performance Management Software, 2007.”1 Authoria was one of 28 vendors evaluated in the report.
According to Gartner, “During the previous six months, we started to see customers selecting EPM solutions that were more integrated with compensation and succession management. Based on that feedback, we expanded the scope of this MarketScope to include all three areas.” The Gartner report further notes that “EPM is an important linchpin in an emerging broader suite of talent management applications.” Authoria Press Release via Business Wire

Exempt or Non-Exempt?

Proper employee classification now, may mean avoiding expense in the future.

There are three main categories of employees that are generally not entitled to overtime: administrative, professional and executive. These categories are typically known as exempt, but there may be some blurring of the lines. Administrative classification require that those employees have decision-making authority and may be involved with contract negotiations. The professional classification are for those employees with advanced degrees or specific training, but only if they are using those skills while on the job. A lawyer driving a forklift should not be classified as exempt. The executive exemption usually is used for management running the company or a particular business unit. These are all fine lines and mis-classifying employees may cost you. Department of Labor audits usually come on the heals of an employee complaint. If you have misclassified the employee, you may owe back pay for the entire term of that person's employment. In 2006, the Department of Labor collected over $170 million in back wages. In addition to back pay you most likely will have to pay attorney and consulting fees.

Be careful of docking an employee's pay for coming in late, missing a workday or lost company property. When you dock pay you are linking it to the quality of their work. Exempt employees are "guaranteed" regular pay.

If you have questions about proper employee classification, speak with an attorney or business consultant that deals specifically with employment matters; it may help avoid trouble in the future.