The HR Patriot

Dick Antoine Joins Korn/Ferry's Board & CEO Services Practice as Senior Advisor

2011-10-08T17:25:00.001-07:00

Dick Antoine Joins Korn/Ferry's Board & CEO Services Practice as Senior Advisor

Published: Thursday, Oct. 6, 2011 - 4:09 am

LOS ANGELES, Oct. 6, 2011 -- /PRNewswire/ -- Korn/Ferry International (NYSE:KFY), a premier global provider of talent management solutions, announced that Richard L. Antoine, who is viewed as one of the most respected human resources executives among the Fortune 500, has joined its Global Board & CEO Services Practice as a senior advisor on CEO and C-Suite succession planning.

Mr. Antoine retired as global head of human resources at Procter & Gamble, where he worked for A.G. Lafley and was a key advisor to Mr. Lafley and the P&G's Board of Directors dealing with the company's executive succession planning, including the plans and transition from Mr. Lafley to P&G's current CEO, Bob McDonald.

"CEO succession planning continues to be at the top of every Board of Director's list of primary responsibilities and priorities," said Vice Chairman and Managing Director, Global Board & CEO Services, Joe Griesedieck. "We believe that Dick Antoine's extensive experience in working with CEOs and Boards of Directors on senior level succession planning, as well as his in-depth knowledge and appreciation for the value of talent management and talent development, will add significant value and insight to our work with clients on this critical initiative."

Mr. Antoine was most recently president of AO Consulting, a human resources consulting firm working with Boards, CEOs and CHROs on leadership, talent development, succession planning and HR strategy. He also serves as the president of the National Academy of Human Resources (NAHR), comprising many of the most recognized and accomplished heads of human resources and leading human resources academics globally.

Mr. Antoine graduated from the University of Wisconsin-Madison with a bachelor's degree in Chemical Engineering and received his MBA from the University of Chicago.

About Korn/Ferry International

Korn/Ferry International, with a presence throughout the Americas, Asia Pacific, Europe, the Middle East and Africa, is a premier global provider of talent management solutions. Based in Los Angeles, the firm delivers an array of solutions that help clients to attract, deploy, develop and reward their talent. Visit www.kornferry.com for more information on the Korn/Ferry International family of companies, and www.kornferryinstitute.com for thought leadership, intellectual property and research.

SOURCE Korn/Ferry International

Sonia Clark Selected as Bank of the West's New Head of Human Resources

2011-10-08T17:23:00.001-07:00

Sonia Clark Selected as Bank of the West's New Head of Human Resources

SAN FRANCISCO, Oct 04, 2011 (BUSINESS WIRE) -- Bank of the West announced today that experienced human resources executive Sonia Clark has joined to lead the bank's Human Resources department.

"Sonia brings a unique perspective to banking from her work across a number of different industries. Her insights and track record of innovation are important assets for our team," said Michael Bracco, Chief Administrative Officer. "We must continue to attract, develop and retain exceptional people, and Sonia's leadership will be a key part of that ongoing effort. Having the most talented team members throughout the bank ensures we are well positioned to meet our customers' evolving financial services needs and exceed their expectations along the way."

With more than 20 years of experience, Clark has led teams in the competition for talented employees, culture change initiatives, creating impactful talent management processes, and programs to develop high performance global work groups.

Most recently, Clark was Leader of Talent Strategy for Juniper Networks where she was responsible for recruiting employees, HR lead on acquiring companies and running the firm's professional and technical integration programs. Her work also included Juniper's talent innovation, diversity, and mobility initiatives.

Prior to Juniper, Clark was vice president of Human Resources for Align Technology. In that role, she oversaw efforts to attract, develop and retain top employees in the competitive global medical device industry. She has also held positions at companies in the consumer products, retail stores and semiconductor fields as well as at several start ups.

About Bank of the West:

Founded in 1874, $59 billion-asset Bank of the West ( www.bankofthewest.com ) offers a full range of personal, commercial, wealth management and international banking services. The bank operates more than 700 retail and commercial banking locations in 19 Western and Midwestern states. Bank of the West is a subsidiary of BNP Paribas, one of the world's largest and best rated financial institutions with more than 200,000 employees in more than 80 countries.

Harris Corp.’s Jeff Shuman Honored as the 2011 HR Executive of the Year

2011-10-08T17:21:00.001-07:00

Harris Corp.’s Jeff Shuman Honored as the 2011 HR Executive of the Year

October 5, 2011 | Posted by Kristen Frasch

: From left: Scripps Health’s Vic Buzachero, Harris Corp.’s Jeff Shuman, Nevada County (California)’s Gayle Satchwell, Blue Cross/Blue Shield’s William Colbourne and A.P. Moller-Maersk’s HR VP Steven Gilbert, accepting on behalf of William Allen.

Jeffrey S. Shuman, vice president and chief human resource officer at Harris Corp., was named Human Resource Executive^®‘s 2011 HR Executive of the Year Tuesday night in a black-tie dinner and award ceremony at the Four Seasons Hotel in Las Vegas.

Honored for his service both within the HR function and beyond (he’s chief administrative officer and lobbyist for the Melbourne, Fla.-based international communications-equipment company as well), Shuman was recognized for shoring up alignment between HR and his company’s business units, perfecting the way Harris identifies and nurtures its high-potentials, and even helping his company seek out new business and steer strategic decisions.

“Not often does a CEO get to see someone come on and effect such change,” said Howard Lance, Harris’ president, chairman and CEO, who attended the dinner to commend and introduce his CHRO. “He is the quintessential partner to the CEO.”

In accepting his award, Shuman acknowledged the challenges facing today’s business community and his profession “in a world order that has changed … and in a world where social media has completely changed the way we communicate.” Despite the impressive odds for all HR leaders, he said, “don’t underestimate the impact you can have in your own organization. Act as business leaders in human capital management and learn to speak the language of your customers.”

Then, taking a quote from former Secretary of State Colin Powell, Shuman shared a parting note of advice: “The day you stop having people bringing you problems is the day you stop leading them.”

Also honored were the magazine’s four 2011 HR Honor Roll inductees:

– William S. Allen, group senior vice president of human resources at Copenhagen, Denmark-based A.P. Moller-Maersk, for turning a global HR function seen by many line HR and business leaders as redundant and invasive into a model of efficiency and effectiveness, and adding much-needed developmental and assessment processes to hold people accountable;

– William J. Colbourne, senior vice president of human resources and administrative services at the Chicago-based Blue Cross/Blue Shield Association, for introducing programs to ensure older employees feel respected and valued, and retirees feel welcome to return in consulting and knowledge-sharing roles;

– Gayle Satchwell, director of human resources for the Government of Nevada County, California, for weathering shrinking revenues, tighter budgets and significant forced staff reductions by convincing all but one of her organization’s unions to sit down at the contract-renegotiation table, thereby saving millions of dollars and avoiding even-more-painful workforce reductions; and

– Victor V. Buzachero, corporate senior vice president for innovation, human resources and performance management at Scripps Health in San Diego, for joining a company that was facing significant operating losses, labor shortages, high turnover and ineffective HR practices, and turning both his function and his organization around the old-fashioned way — by meeting with leaders to develop solutions, including more effective compensation and communication strategies.

BuyWithMe Annoints Chief People Officer

2011-08-27T21:14:00.000-07:00

BuyWithMe Annoints Chief People Officer

Daily deal site BuyWithMe announced Tuesday that it has hired former Google HR honcho Charlie Gray to help lure top talent to the daily deal site.

One of the interesting things about the appointment is Gray’s not-so-typical job title: Chief People Officer.

What do you have to do to get a job like that? Well, Gray has an admirable resumé. He was executive vice president at AOL’s local news division Patch, where he managed the company’s growth from 100 employees in 30 locations to 1,400 employees in more than 800 locations within a year. At Google, he was the human resources guru overseeing 1,500 staffers in 12 offices for Google’s U.S. and Canada sales and operations and helped restructure that sales force into a “vertical expert model,” that helped Google woo Fortune 1000 customers.

As Jim Crowley, CEO of BuyWithMe, Inc., wrote: “Charlie has tremendous experience helping some of the world’s best companies rapidly scale their talent base while at the same time helping those companies create cultures where excellence and extraordinary execution are the touchstone of the entire organization.”

Apparently, that takes him from blah Human Resources Director to the more bow-inspiring title of Chief People Officer. But Gray is not the only one with an unusual title among companies that specialize in areas like tech, new media and environmentally sound products. Here are a few others.

MetLife Names Frans Hijkoop Chief Human Resources Officer

2011-08-20T17:41:00.001-07:00

PRESS RELEASE

Aug. 15, 2011, 8:59 a.m. EDT

MetLife Names Frans Hijkoop Chief Human Resources Officer

NEW YORK, Aug 15, 2011 (BUSINESS WIRE) -- MetLife, Inc. MET -2.32% today announced that Frans Hijkoop will join the company as executive vice president and chief human resources officer, effective Aug. 29, 2011. Hijkoop will report to President and Chief Executive Officer Steven A. Kandarian and become a member of MetLife's executive group.

"With his strong track record of driving human resources excellence for global companies, Frans is a recognized leader who will help us attract, develop and retain top talent for MetLife's businesses worldwide," Kandarian said. "Frans will play a critical role in ensuring the successful integration of Alico and in positioning MetLife for profitable growth."

Hijkoop comes to MetLife from PepsiCo Inc., where he was chief personnel officer and senior vice president of human resources for the company's Americas Foods division, a business with $23 billion in revenue and 140,000 employees. Prior to this role, he was chief personnel officer and senior vice president of human resources for PepsiCo's more than 100 international markets outside North America. Hijkoop also worked at PepsiCo earlier in his career, from 1996-2003, including an assignment as senior vice president of human resources with responsibility for the integration of PepsiCo's $14 billion acquisition of Quaker Oats.

In between his positions at PepsiCo, Hijkoop served in London as chief human resources officer and as an executive committee member at Lloyds TSB PLC. He was responsible for all human resources activities including executive talent development and succession planning at the company, a FTSE 100 firm with 70,000 employees in 20 countries.

Earlier in his career, Hijkoop was a human resources executive with Unilever PLC in London and with Mobil Oil B.V. in Rotterdam, the Netherlands. A native of the Netherlands, Hijkoop earned his master's degree in English from Utrecht University in 1985.

MetLife, Inc. is a leading global provider of insurance, annuities and employee benefit programs, serving 90 million customers in over 60 countries. Through its subsidiaries and affiliates, MetLife holds leading market positions in the United States, Japan, Latin America, Asia Pacific, Europe and the Middle East. For more information, visit www.metlife.com .

William J. Conaty Elected to Goodyear Board

2011-08-13T21:00:00.001-07:00

William J. Conaty Elected to Goodyear Board

AKRON, Ohio, Aug. 1, 2011 /PRNewswire/ -- William J. Conaty, retired senior vice president of human resources for the General Electric Company, has been elected to the Board of Directors of The Goodyear Tire & Rubber Company (NYSE: GT).

(Logo: http://photos.prnewswire.com/prnh/20050204/GTLOGO )

"Bill Conaty is one of the most highly respected people in his field and is a true business leader," said Goodyear Chairman and Chief Executive Officer Richard J. Kramer. "Bill's experience in coaching and developing leaders and teams will be a tremendous asset to both our board of directors and our company."

Conaty served as GE's chief human resources officer from 1993 to 2007. He joined GE in 1967 and in his 40-year career, moved through a progression of leadership roles in the company's transportation, aerospace and aircraft engines businesses.

Following his retirement from GE, he formed Conaty Consulting LLC and joined Clayton, Dubilier & Rice as an advisory operating partner. Other clients have included The Procter & Gamble Company, Dell Inc. and The Boeing Company. He is the co-author with business advisor Ram Charan of The Talent Masters: Why Smart Leaders Put People Before Numbers, which was published in 2010.

Conaty, 65, holds a bachelor's degree in business administration from Bryant University in Smithfield, Rhode Island where he currently is a trustee of the university. He served as Chairman of both the National Academy of Human Resources and the HR Policy Association from 2001-2007 and continues to serve on the advisory board of Cornell University's Center for Advanced Human Resource Studies. Conaty is also currently on the Board of Trustees at Dartmouth-Hitchcock Hospital in Lebanon, New Hampshire.

The election of Conaty brings the size of Goodyear's board to 13 members.

Goodyear is one of the world's largest tire companies. It employs approximately 73,000 people and manufactures its products in 54 facilities in 22 countries around the world. Its two Innovation Centers in Akron, Ohio and Colmar-Berg, Luxembourg strive to develop state-of-the-art products and services that set the technology and performance standard for the industry. For more information about Goodyear and its products, go to www.goodyear.com.

Debbie Pollock-Berry Joins XO Communications as Senior Vice President of Human Resources

2011-08-13T20:54:00.001-07:00

Debbie Pollock-Berry Joins XO Communications as Senior Vice President of Human Resources

HERNDON, VA, Aug 08, 2011 (MARKETWIRE via COMTEX) -- XO Communications XOHO -0.74% today announced the hiring of Debbie Pollock-Berry as senior vice president of human resources. A seasoned professional, Pollock-Berry brings more than 20 years of broad-based, operational experience in human resources.

"After a thorough search to find the right candidate to lead our corporate human resources (HR) function, I'm pleased to announce that we selected an outstanding professional to join the XO senior leadership team," said XO Chief Financial Officer Laura W. Thomas.

Most recently Debbie served as Chief People Officer for the North American Energy Alliance (NAEA) where she focused on understanding and responding to employee concerns, as well as developing and retaining key talent, implementing leadership succession planning and strategic programs to poise the company for growth. Prior to NAEA, Debbie spent nearly seven years with AOL in a variety of positions, ultimately becoming Vice President, Global Human Resources. Having fostered her career in companies such as Verizon, PSINet, and Qwest, Debbie brings a wealth of knowledge of the communications industry to her role.

Debbie earned her Bachelor of Arts degree from Francis Marion University in Florence, South Carolina; and has also successfully completed a variety of professional leadership development programs including the "Strategic Leadership for Women Program" at the Simmons School of Management. She is also a member of the Society for Human Resource Management (SHRM).

About XO Communications XO Communications, a subsidiary of XO Holdings, Inc.XOHO -0.74% , is a leading nationwide provider of advanced broadband communications services and solutions for businesses, enterprises, government, carriers and service providers. Its customers include more than half of the Fortune 500, in addition to leading cable companies, carriers, content providers and mobile network operators. Utilizing its unique combination of high-capacity nationwide and metro networks and broadband wireless capabilities, XO Communications offers customers a broad range of managed voice, data and IP services with proven performance, scalability and value in more than 85 metropolitan markets across the United States. For more information, visit www.xo.com .

Susan McLauchlan Names Chief Human Resources Officer at Stewart Information Services Corp.

2011-07-09T17:31:00.001-07:00

Stewart Announces Hire of Chief Human Resources Officer

HOUSTON, Jul 07, 2011 (BUSINESS WIRE) -- Stewart Information Services Corp. (NYSE-STC) is pleased to announce the addition of Susan McLauchlan as chief human resources officer.

McLauchlan comes to Stewart with extensive experience in human resource management, having served both large publicly traded and middle-market private companies in numerous countries. Her expertise spans business strategy, human capital investment, strategic change, compensation and benefits, international business, management and employee development and Human Resources Information Systems. Using extensive knowledge of localized cultural and political issues, she has spearheaded a variety of projects, including organizational redesign and reengineering efforts resulting in process improvement and expense reduction.

"We are thrilled to have Susan on board to further our focus and dedication to associate effectiveness," noted Matthew W. Morris, senior executive vice president for Stewart. "With her impressive background in human resources, she will undoubtedly be an outstanding asset to our company as we drive excellence through a human resources strategy that aligns with the mission and vision of Stewart."

McLauchlan most recently served as the director of human resources for UHY Advisors TX, LLC, where she created and implemented a blueprint for human resources transformation that resulted in increased retention and achievement of Houston Business Journal's "Best Places to Work" four years in a row. Prior to UHY, McLauchlan held senior human resource positions at Dynegy, Shell Oil Company and Amoco. McLauchlan holds a Masters in Educational/Industrial Psychology from the University of Houston and a Bachelor of Science from the University of Texas.

About Stewart

Stewart Information Services Corp. (NYSE-STC) is a customer-driven, technology-enabled, strategically competitive, real estate information, title insurance and transaction management company. Stewart provides title insurance and related information services required for settlement by the real estate and mortgage industries throughout the United States and international markets. Stewart also provides post-closing lender services, automated county clerk land records, property ownership mapping, geographic information systems, property information reports, flood certificates, document preparation, background checks and expertise in tax-deferred exchanges. More information can be found at http://www.stewart.com , subscribe to the Stewart blog at http://blog.stewart.com or follow Stewart on Twitter @stewarttitleco.

SOURCE: Stewart Information Services Corp.

SAP HR Chief - Angelika Damman Resigns Unexpectedly

2011-07-09T17:29:00.000-07:00

SAP Human-Resources Chief Dammann to Leave for Personal Reasons

By Cornelius Rahn - Jul 8, 2011 7:25 AM PT

SAP AG (SAP), the world’s biggest maker of business software, said Angelika Dammann, the head of human resources, is leaving at her own request after a year in office.

Dammann will depart the company “without major delay,” Christoph Liedtke, an SAP spokesman, said by phone today, adding that the executive chose to be closer to her family in Hamburg. Chief Financial Officer Werner Brandt will assume her duties on an interim basis, the company said in a statement.

The 51-year-old lawyer assumed the position in July 2010 after overseeing human resources atUnilever NV (UNA)’s operations in Germany, Austria and Switzerland. She also previously worked at Royal Dutch Shell Plc. (RDSA) SAP yesterday extended the contracts of co-Chief Executive Officers Bill McDermott and Jim Hagemann Snabe, and of Chief Operating Officer Gerhard Oswald.

Dammann’s use of commercial and company jets “conformed with company policy” and she hadn’t practiced as a lawyer while working for SAP, Liedtke said, responding to a report in Der Spiegel magazine yesterday that she had wanted to extend her personal flight privileges. The Walldorf, Germany-based company and Dammann will come to a mutual agreement regarding her compensation, Liedtke said, declining to comment further.

The announcement of Dammann’s departure comes 6 1/2 weeks after Snabe set a goal at the annual shareholder’s meeting of increasing the ratio of women in management to 25 percent by 2017 from 18 percent currently. Dammann, whose contract was scheduled to expire in 2013, was the only female member of SAP’s six-person management board.

How To Fix The HR Profession?

2011-04-18T18:50:00.000-07:00

The seminal mockery of HR as a profession is the widely read article by Keith Hammonds in FAST COMPANY MAGAZINE entitled, "WHY WE HATE HR?". Take a moment to read the article if you have not had the pleasure. Hammonds' sardonic tone struck a sensitive chord throughout the HR world and was widely passed around the web for a few months and then was quietly swept under the rug and left largely unaddressed by the HR community. The truth hurts, and without question, Hammond had laid bare some ugly realities about the state of the profession.

As an apologist for the HR profession I whole-heartedly disagree with some of his main points and feel like his writing and arguments are riddled with logical fallacies -- however, I concede that HR as a profession does have serious opportunities for development and improvement and within that context I will share a few thoughts inspired by his article.

Hammond's argument is summarized in four main points:

1. HR people aren't the smartest tacks in the box
2. HR pursues efficiency instead of value
3. HR is not working for you
4. The corner office does not get HR and vice-versa

In this post I want to explore in depth argument #1 regarding the "theorized relative stupidity of HR people" and another day I will address his other three points.

To set the stage (and boil the blood) -- a couple of quotes straight from Mr. Hammond:

"HR people aren't the sharpest tacks in the box...If you are an ambitious young thing newly graduated from a top college of Business School with your eye on a rewarding career in business, your first instinct is not to join the human-resources dance...Says a management professor at one leading business school, "The best and the brightest don't go into HR."
(OUCH!)

"HR doesn't tend to hire a lot of independent thinkers or people who stand up as moral compasses. Some HR people (sic) are exiles from the corporate mainstream. They've fared poorly in meatier roles -- but not poorly enough to be fired. For them, and for their employers, HR represents a relatively low-risk parking spot. (GRIMACE!)

Most human-resources managers aren't particularly interested in, or equipped for, doing business. And in a business, that's sort of a problem. As guardians of a company's talent, HR has to understand how people serve corporate objectives. Instead, "business acumen is the single biggest factor that HR professionals in the U.S. lack today".
(SQUIRM IN YOUR SEAT!)

Are HR people generally unintelligent or relatively less mentally able when compared with their peers in other functions? In other words -- to candidly pose Hammond's question, "Are HR people stupid?"

I don't think so --

If you look at intelligence as a measure of business competence it is important to look to some sort of quantifiable and measurable standard in order to verify Hammond's assertion. Graduate schools use tests like the GRE, GMAT, LSAT etc. to test quantitative and analytical reasoning of potential candidates. In two other posts I have written at length regarding the best places to pursue a Masters in HR or a MBA with a HR emphasis. Those two posts are the most popular on this site and contain what I believe is the only current ranking of HR graduate programs.

HR professionals who pursue master degree level education in HR from these top schools are required to take the same standardized tests as those who pursue careers in other business functions. While the GRE may be perceived as a simpler test than the GMAT -- many of these schools accept either score. It is wildly unfair to categorize these HR people as unintelligent. Now is it possible that candidates for the top business schools in the countries have better test scores than candidates for the top HR programs? Yes -- but again it depends on the student.

I think the broader problem is that while the MBA is a standard proving ground for entry and advancement into some of the largest and richest companies in the world -- the same can not be said of HR. It is highly unlikely that you would scan the halls of a General Electric or IBM finance department and find non-credentialed executives.

HR is still a vastly different story and this is why Hammond's criticism strikes a nerve. While the academic credentials of HR leaders are continuing to improve over time - it is still common to find corporate HR departments full of serendiptious HR people i/e HR people that wandered into the profession without methodic intent. A HR professional who pursued a HR masters degree is a completely different animal than someone who started out as an administrative assistant, wandered their way into a staffing or recruiting role and then before they knew it sits as a HR Manager in a company. While this generalization may be offensive, it is apparent that this unintentional HR professional still prowls the halls of corporate america and brings down the rest of the profession.

Hammond nails this point when he cites a Society of Human Resource Management study that, "a considerably smaller proportion of HR professionals today have some education beyond a bachelor's degree than in 1990." That type of data causes the profession to regress as the quality of the HR people has not kept up with the strategic awareness and intent of 21st century HR.

What's the solution?
1. We need more intentional HR people. We need to market the profession to a new generation of academically qualified and trained HR professionals who can bolster the HR brand and improve the functions effectiveness in corporations across America.

2. We need the HR Masters programs to modernize themselves and assure they are providing rigorous quantitative and qualitative training to assure the graduates can hit the ground running. We the need the HR Masters programs to market themselves better to undergraduate students and current HR workers. We need them to attract higher caliber talent and assure they are producing a product that competes head to head with MBA programs. If the HR Masters programs fail to improve and adapt a day will come when the MBA will become the standard credential for HR pro's.

3. We need to continue HR transformation efforts within our companies. The function can not be effective with the same stodgy staff that had plugged along year after year. If people lack the necessary quantitative skills, executive presence, action/results orientation etc...Then they need to move on.

I realize HR work varies depending on company size and industry and that is difficult to write a post that captures all levels of thought on the topic -- but I feel strongly that Hammond's jabs should not go without response. If HR people are not the smartest tacks in the box as he claims, then it is our responsibility to refute his claims as strongly as possible.

What do you think?

DuPont Names Benito Cachinero-Sanchez as Senior Vice President of Human Resources

2011-03-26T21:13:00.000-07:00

DuPont Names Benito Cachinero-Sanchez as Senior Vice President of Human Resources

WILMINGTON, Del., March 15, 2011 /PRNewswire/ -- DuPont (NYSE: DD) has named Benito Cachinero-Sanchez as senior vice president of Human Resources, effective April 8. He replaces W. Donald Johnson, who retired.

Cachinero-Sanchez, 52, has held a range of Human Resources (HR) leadership positions with progressive responsibilities during his career. Prior to DuPont, Cachinero-Sanchez was vice president of HR at Automatic Data Processing where he was responsible for HR and organizational issues of a market-leading business with 50,000 employees around the world. In addition, his previous experiences involved HR leadership roles in several science-based businesses, including Johnson & Johnson.

DuPont (www.dupont.com) is a science-based products and services company. Founded in 1802, DuPont puts science to work by creating sustainable solutions essential to a better, safer, healthier life for people everywhere. Operating in more than 90 countries, DuPont offers a wide range of innovative products and services for markets including agriculture and food; building and construction; communications; and transportation.

For a high-resolution photo, click here.

HP Names Tracy Keogh, Executive Vice President of Human Resources

2011-03-26T20:57:00.000-07:00

HP Names Tracy Keogh Executive Vice President of Human Resources

PALO ALTO, Calif., March 24, 2011

HP today announced it has appointed Tracy Keogh to serve as executive vice president of human resources, effective April 25.

Keogh will report to HP President and Chief Executive Officer Léo Apotheker and lead the key global human resources initiatives and people strategies needed to deliver the most value to the company’s more than 320,000 employees worldwide.

“Tracy brings to HP not only a deep expertise in human resources and people development, but also a passion for unleashing the potential of great talent,” said Apotheker. “I am thrilled we can bring in a leader of Tracy’s caliber and experience to fill this critical position.”

Keogh has more than 20 years of leadership experience that spans beyond driving global HR strategy and talent initiatives to include operations, sales, marketing and consulting for a number of organizations. Most recently, she was senior vice president of Human Resources at Hewitt Associates, where she created an award-winning virtual learning and development network, implemented a disciplined global succession planning process and designed a comprehensive program that improved employee engagement globally.

She holds a master’s degree in business administration from Harvard Graduate School of Business Administration and a bachelor’s degree in psychology from Smith College. Keogh succeeds Marcela Perez de Alonso, who is retiring from HP.

About HP

HP creates new possibilities for technology to have a meaningful impact on people, businesses, governments and society. The world’s largest technology company, HP brings together a portfolio that spans printing, personal computing, software, services and IT infrastructure to solve customer problems. More information about HP (NYSE: HPQ) is available at http://www.hp.com/.

General Motors Appoints HR Chief, Mary Barra, to Key Product Development Position

2011-01-22T15:21:00.000-08:00

GM Promotes First Female Head of Vehicle Development

By David Welch and Craig Trudell - Jan 20, 2011 1:08 PM PT

Mary T. Barra was named senior vice president of global product development at General Motors Co. Photographer: John F. Martin /General Motors Co. via Bloomberg

General Motors Co. Chief Executive Officer Dan Akerson named human-resources head Mary Barra senior vice president of global product development, going outside the current vehicle team for his new leader on future models.

Barra replaces Tom Stephens, who was named the top technical officer yesterday. Before she became vice president of global human resources in July 2009, Barra had been vice president of global manufacturing engineering since February 2008, GM said in a statement today.

Barra’s manufacturing background gives her deep knowledge of GM’s network of 171 factories that stamp steel, make engines and assemble vehicles for sale in 120 countries, said Jim Hall, principal of 2953 Analytics Inc., an auto-industry consulting firm in Birmingham, Michigan. This may let Detroit-based GM more quickly deliver models catered to regional tastes.

“The challenge is going to be executing on a timely basis and communicating with management that has zero experience in the industry about the process of bringing product to market,” Dennis Virag, president of Automotive Consulting Group in Ann Arbor, Michigan, said in a telephone interview.

Akerson and Ed Whitacre, a former CEO at AT&T Inc., spent their careers mostly in telecommunications and were made GM directors by President Barack Obama’s Automotive Task Force in 2009. Chris Liddell, GM’s chief financial officer and former Microsoft Corp. executive, is another executive without automotive experience who joined GM after its 2009 bankruptcy.

Executive Changes

The promotion marks the third round of executive changes by Akerson since he replaced Whitacre as CEO Sept. 1 and led an initial public offering in November. Akerson promoted Joel Ewanick, formerly vice president of U.S. marketing, to global chief marketing officer in December and named a new president of GM’s OnStar communications technology unit on Jan. 18.

The new product development chief’s job will be to work closely with Stephens and global Chief Marketing Officer Joel Ewanick to get a consumer voice in GM’s future models and decide which technologies should be used in those cars, Barra, 49, said in a telephone interview. The three will work as a team to develop GM’s product strategy, she said.

“My job is to work closely with those two to make sure we’re working from the customer’s perspective and leveraging technology,” Barra said. “We will look to make sure the product is right and get vehicles to market as quickly as possible.”

Coordinating Efforts

When Barra was running global vehicle engineering, one of her jobs was to get vehicles and plants coordinated so the company can modify models from different regions for sale in other markets, she said. Barra worked on the Opel Insignia in Europe, which went on sale late last year in the U.S. and China as the Buick Regal.

Barra went to all of GM’s global engineering centers before taking over human resources and said she wants to “step up and accelerate the process” of bringing new products to market.

“Dan said this is an opportunity to strengthen the way we go to market,” said Barra. “Job number one is we have several vehicles that we’re going to launch this year that we’ve announced, and others we haven’t yet.”

GM has only a few critical holes in its lineup, said David Cole, chairman emeritus of the Center for Automotive Research in Ann Arbor, Michigan.

“They have work to do in the midsized truck, they have weakness in the Impala full-sized car that needs to be updated fairly quickly, and they have to accelerate the replacement for the full-sized pickup truck,” he said.

First Woman

She is the first woman to lead product development at GM.

“Every individual brings different perspectives,” Barra said of being a woman in a job traditionally held by male executives. “If this motivates young women to pursue math and science, that would be very fulfilling.”

Akerson, the 62-year-old former CEO of Nextel Communications Inc., is modeling GM’s leadership structure after a technology or telecommunications company, said Stephens, who has worked at GM for 42 years.

“This is somewhat different than you typically see in our automotive industry, but commonplace in telecommunications or other high-tech industries,” Stephens said yesterday in an interview. “We’re kind of copying that model.”

Stephens said his responsibilities will include positioning GM to meet fuel-economy and emissions rules, developing advanced propulsion technology such as what is used in GM’sChevrolet Volt, and improving safety and connectivity features.

Stephens, 62, had succeeded Vice Chairman Bob Lutz as product chief in April 2009.

Appointing Barra, a longtime manufacturing engineer, to run product development could also help get the different areas of the company working together, Hall said.

‘Nuking The Fiefdoms’

“Managing GM is about getting rid of fiefdoms,” Hall said in a telephone interview. “Cross-breeding executives could be a way of nuking the fiefdoms.”

Including former CEO Rick Wagoner, who was fired in March 2009, GM has had four CEOs in less than two years. Whitacre reassigned more than 35 managers during his eight-month tenure running the company.

Promoting Barra is a risky move for Akerson, because GM hasn’t replaced leadership in product development with the kind of expertise that Lutz brought to the company, said Maryann Keller, founder of Maryann Keller & Associates, a consulting firm in Stamford, Connecticut.

“The appointment is strange,” Keller said in a telephone interview. “Why does GM have anything that people are excited about? Because of Bob Lutz. I’m not sure that she has the background for this job.”

GM fell 22 cents, or 0.6 percent, to $37.18 at 4 p.m. in New York Stock Exchange trading. The shares have gained 13 percent since the IPO.

To contact the reporters on this story: David Welch in Southfield, Michigan atdwelch12@bloomberg.net; Craig Trudell in Southfield, Michigan, at ctrudell1@bloomberg.net.

To contact the editors responsible for this story: Jamie Butters at jbutters@bloomberg.net.

Google’s Global Head of HR Joins Evolv’s Board of Directors

2011-01-08T11:45:00.000-08:00

Google’s Global Head of HR Joins Evolv’s Board of Directors

Ian V. Ziskin Joins the Center for Advanced Human Resource Studies (CAHRS)

2010-10-21T08:06:00.000-07:00

Ian V. Ziskin Joins the Center for Advanced Human Resource Studies

(CAHRS) as Executive Director and Executive in Residence

The Cornell Center for Advanced Human Resource Studies (CAHRS) is pleased to announce that Ian V. Ziskin has joined the Center as Executive Director and Executive in Residence. In this part-time role, Ziskin will be responsible for working with corporate partners, Cornell ILR School faculty, students, and alumni to execute the Center’s mission and priorities. He will also teach classes, coach students, and work with faculty on connecting their teaching and research to the business community’s needs.

Ziskin, an alumnus of the Cornell ILR School (MILR ’82), is uniquely qualified to serve as CAHRS’ Executive in Residence, bringing 28 years of business and human resources experience and a long association with Cornell and the ILR School. Ziskin has extensive global leadership experience, which includes serving most recently as Corporate Vice President, Chief Human Resources & Administrative Officer at Northrop Grumman Corporation, as well as in other senior roles with three Fortune 100 corporations—Northrop Grumman, Qwest Communications, and TRW. Ziskin is also an author and speaker, and has been a guest lecturer at Cornell and many other universities. He is a current or past board member or participant in several professional organizations including the Center for Advanced Human Resource Studies, USC Marshall School of Business and Center for Effective Organizations, HR Policy Association, Personnel Round Table, HR People & Strategy, HR50, and the CHRO Board Academy. Ziskin is President of EXec EXcel Group LLC, a consulting firm he founded following a highly successful business career.

In 1988, Human Resource Executive® magazine named Ziskin one of twelve “Up and Comers in HR.” In 2007, he was elected a Fellow of the National Academy of Human Resources, considered to be the highest honor in the HR profession.

Ziskin received a Master of Industrial and Labor Relations degree from Cornell University, where he held a research and teaching assistantship based on scholastic achievement, and holds a Bachelor of Science degree from Binghamton University, where he graduated magna cum laude.

How To Get Promoted

2010-10-16T20:44:00.000-07:00

I just read an insightful article from Andy Porter at the Fistful of Talent Blog about "How to get a promoted" within an organization. His main points are:
1. Don't expect spelled out criteria on how to get promoted -- There will always be ambiguity and subjectivity in the process.
2. It's not what you know, but who you now. Organizational politics matter.
3. Organizations move very slowly to promote from within. Be patient.

I like this post, but I thought I would add a few criteria that are absolutely essential:

A. BE EXTRAORDINARILY COMPETENT AT WHAT YOU DO --

B. QUANTIFY YOUR IMPACT ON THE ORGANIZATION'S FINANCIAL METRICS --

C. WORK HARDER AND SMARTER THAN EVERYONE ELSE --

D. BE A TEAM PLAYER --

E. HELP OTHERS IN THE ORGANIZATION SUCCEED --

F. BE CRYSTAL CLEAR REGARDING YOUR CAREER AMBITIONS AND GOALS TO YOUR BOSS, UPPER MANAGEMENT AND THE HR DEPARTMENT

H. IDENTIFY AND PROCURE A SENIOR LEVEL EXECUTIVE SPONSOR/MENTOR

I. QUIT AND GO TO ANOTHER COMPANY IF YOU HAVE TO

Carl Hauch Named Senior Vice President of Human Resources At Advance Auto Parts

2010-10-16T15:38:00.000-07:00

Advance Auto Parts Names Carl Hauch, Senior Vice President, to Lead Human Resource

ROANOKE, Va., Oct 13, 2010 (BUSINESS WIRE) -- Advance Auto Parts, Inc., (AAP 60.96, +1.17, +1.96%), a leading automotive aftermarket retailer of parts, batteries, accessories, and maintenance items, today announced Carl Hauch will transition to the role of Senior Vice President, Team Member Excellence. Mr. Hauch will be responsible for leading Human Resources and for guiding Team Member development strategies, systems and processes. Mr. Hauch will report to Tami Kozikowski, Chief Development Officer and will re-locate to Roanoke, Virginia.

"Carl brings an impressive blend of strategic leadership skills, experience in store operations and a keen understanding of customers to his new role. Advance's success requires a continued and intense focus on enabling, empowering and inspiring our Team Members," said Kozikowski. "With his more than 20 years of leadership experience, Carl has a proven track record for achieving results. He will be instrumental in creating a culture where every Team Member reaches excellence in their performance with their customers, their team, and in their career with Advance."

Mr. Hauch joined Advance in June 2008 serving as Senior Vice President, Operations -- West. Prior to joining Advance, Mr. Hauch worked for Starbucks Coffee Company, where he ultimately served as Vice President, Operations responsible for the strategic direction and profitability of 650 stores across nine states in the Mountain Region of the United States. Prior to that, he served as an International Managing Director and CEO for Starbucks in Switzerland and Austria, where he was responsible for setting strategic direction and overseeing the turnaround of operations in both countries. Mr. Hauch attended the Rutgers Graduate School of Management and holds a Bachelor of Arts in English with a minor in Economics from Rutgers College.

About Advance Auto Parts

Headquartered in Roanoke, Va., Advance Auto Parts, a leading automotive aftermarket retailer of parts, accessories, batteries, and maintenance items in the United States, serves both the do-it-yourself and professional installer markets. As of July 17, 2010, the Company operated 3,497 stores in 40 states, Puerto Rico, and the Virgin Islands. Additional information about the Company, employment opportunities, customer services, and on-line shopping for parts and accessories can be found on the Company's web site at www.AdvanceAutoParts.com.

SOURCE: Advance Auto Parts, Inc

Rebecca Ray has been named Managing Director of Human Capital at The Conference Board

2010-10-12T22:52:00.001-07:00

The Conference Board Names New Managing Director of Human Capital

by TMT Newswire

Rebecca Ray has been named Managing Director of Human Capital at The Conference Board, the global business membership and research organization.

Ray was previously Senior Vice President, Global Talent Management & Development for MasterCard Worldwide, where she was responsible for organizational learning, training, management and leadership development, employee engagement, performance management, executive assessment, coaching, organizational development, and succession planning. She also has held executive roles at Comcast, American Skandia, Prudential Securities, and Merrill Lynch, and an academic appointment at New York University. In addition, she led a consulting practice for many years, offering leadership assessment and development services to Fortune 500 companies.

"Rebecca has a wealth of experience in both the theory and the practice of Human Capital," said Jon Spector, CEO of The Conference Board. "Like The Conference Board itself, she represents a bridge between the research and the practitioners who must understand how to use that research to better serve their organizations."

"We have found exactly the right person to lead our global Human Capital program to the next level," said Bart van Ark, Senior Vice President, Chief Economist and Head of Research at The Conference Board.

"I am thrilled to join The Conference Board, and at the opportunity to build on its rich heritage, tap brilliant minds, partner with business leaders and practitioners, and contribute to the field of Human Capital," said Ray. "This is a particularly challenging time for global business. Corporate leaders are expected to set strategy amidst shifting political and legislative winds, and drive business results against the challenges of a global economy in crisis, all while serving as role models for corporate behavior and ethics. Helping leaders understand the ways they can build global talent and best utilize all aspects of Human Capital to achieve business and societal success will be a cornerstone of what we do."

Ray has been named Chief Learning Officer of the Year by Chief Learning Officer magazine, and one of the "Top 100 People in Leadership Development" by Warren Bennis' Leadership Excellence magazine. She serves on the Advisory Boards for New York University's Program in Higher Education/Business Education at The Steinhardt School of Education, and the University of Pennsylvania Wharton/GSE's Executive Program in Work-Based Learning Leadership. The author of two books and several plays, she holds a doctorate from New York University.

A longtime member of The Conference Board Learning, Development and Organizational Performance Council, Ray begins her new role on October 25, 2010.

The Conference Board Human Capital research and programming is grouped into five main focus areas: Strategic Workforce Planning, Talent Management, Evidence-Based HR, Diversity & Inclusion, and Workforce Readiness. In addition to published research, related products and services include peer-to-peer learning networks, conferences, webcasts, and experiential and other executive events.

About The Conference Board

The Conference Board is a global, independent business-membership and research association working in the public interest. Our mission is unique: To provide the world's leading organizations with the practical knowledge they need to improve their performance and better serve society. The Conference Board is a non-advocacy, not-for-profit entity holding 501(c)(3) tax-exempt status in the United States.

American Staffing Association Names Volt Co-Founder Jerome Shaw to Leadership Hall of Fame

2010-10-10T23:02:00.001-07:00

American Staffing Association Names Volt Co-Founder Jerome Shaw to Leadership Hall of Fame

ORANGE, Calif., Oct 04, 2010 (BUSINESS WIRE) -- Volt Workforce Solutions, the staffing business unit of Volt Information Sciences, Inc., announced that Jerome "Jerry" Shaw, Executive Vice President and Co-founder, has been named to the Leadership Hall of Fame by the American Staffing Association (ASA).

Created in 1985, the ASA Leadership Hall of Fame award acknowledges outstanding individual contributions and dedicated service to the American Staffing Association and the staffing industry. As the highest honor bestowed by the ASA, the Leadership Hall of Fame award is intended to help build and document the history of the staffing industry by recognizing the individuals who helped shape that history. To date, this award has been presented to 37 individuals.

"Jerry Shaw has surely earned a place of honor among the founders of the modern temporary help industry when he launched Volt in 1950," said Richard Wahlquist, ASA President and CEO. "In presenting this award, ASA wishes to recognize Mr. Shaw for more than six decades of service to our industry. It is the enduring commitment and leadership of individuals like Jerry Shaw which will provide inspiration to future generations of men and women who choose a career in the staffing industry."

"In my career at Volt, I've had the remarkable opportunity to help build the staffing industry from its inception, and ASA has been there for Volt all along the way, with professional guidance and peer support," said Jerry Shaw. "To be recognized by ASA among our industry's most distinguished leaders is truly a pinnacle honor. I accept this award with utmost humility and extend my deepest gratitude to the award committee and the entire membership of ASA."

Steven Shaw, President and CEO of Volt Information Sciences commented, "Jerry epitomizes the American success story. With only $13 dollars, he persisted in the face of tremendous challenges to build one of the world's leading staffing organizations. Throughout his entire career, Jerry has focused on the importance of work and the ability for meaningful employment to transform people's lives. The entire Volt family congratulates Jerry on his induction into ASA's Leadership Hall of Fame, which is the culmination of his life's work. His determination and courage are an inspiration to us all."

The Leadership Hall of Fame Award will be presented to Mr. Shaw on Oct. 13 in Las Vegas during a special ceremony at Staffing World 2010, the ASA convention and expo attended by hundreds of staffing professionals from around the world.

Founded in 1950, Volt delivers innovative talent, technology and consulting solutions, operating through an international network servicing North and South America, Europe and Asia Pacific.

About Volt Workforce Solutions

Volt Workforce Solutions is one of the world's largest recruitment organizations. A business unit of Volt Information Sciences, Inc. (VOL 7.90, +0.30, +3.95%), Volt Workforce Solutions delivers contingent/temporary professionals in all skill categories with a strategic focus on talent consulting, IT staffing management, managed service solutions, recruitment process outsourcing (RPO), independent contractor management and payroll services. Professional recruiters, operating through servicing locations in North America, South America, Europe and Asia, assign hundreds of thousands of employees annually. Visit www.volt.com.

About the American Staffing Association

The American Staffing Association promotes legal, ethical, and professional practices for the $61 billion U.S. staffing industry. ASA members account for 85% of U.S. staffing industry sales and operate some 14,000 offices throughout the nation. Two million Americans go to work for U.S. staffing companies every business day.

Founded to promote flexible employment opportunities and ensure the quality of staffing services, ASA has been the voice of the U.S. staffing industry since 1966. Members provide a wide range of employment services and solutions, including temporary and contract staffing, recruiting and permanent placement, outplacement and outsourcing, training, and human resource consulting. ASA and its affiliated chapters promote the interests of the industry through legal and legislative advocacy, public relations, education, and the establishment of high standards of ethical conduct. Visitwww.americanstaffing.net.

Deloitte and Workday Enter Strategic Alliance To Deliver Human Resources Transformation-Related Services

2010-10-10T22:50:00.001-07:00

Deloitte and Workday Enter Strategic Alliance To Deliver Human Resources Transformation-Related Services

NEW YORK, Oct. 8 /PRNewswire/ -- Deloitte and Workday, a leading provider of SaaS-based enterprise human resources (HR) and financial solutions, today announced a strategic alliance. Under this agreement, Deloitte will provide HR transformation and implementation related services to clients deploying tools such as Workday's human capital management (HCM), talent management and spend management solutions.

"Our alliance with Workday allows Deloitte to differentiate itself among boutique HR consultancies and system integrators," said Jason Geller, principal, Deloitte Consulting LLP and global HR transformation leader. "Working together, Deloitte will leverage its business-driven HR approach, global reach, functional depth and SaaS experience to accelerate both the business value associated with HR transformation, as well as process and technology cost saving efficiencies."

Deloitte has made a long-term investment in building Workday capabilities and has specially trained practitioners deployed throughout the Deloitte Touche Tohmatsu Limited global network of member firms. From strategy, assessment, planning, and business case development to complete Workday implementations, Deloitte will deliver value across various industries, including consumer and industrial products, energy, financial services, life sciences and health care, public sector and technology, media and telecommunications.

With Workday, companies can harness the power of the SaaS model, resulting in a comprehensive HCM, Talent Management and Spend Management solution to help organizations acquire, equip, measure, develop, deploy and retain their global workforce — generally at lower cost than typical on-premise enterprise resource planning solutions.

Workday technology offers an enterprise system that can be configured and reconfigured at any time and covers critical aspects of staffing, development, compensation, benefits, performance, payroll, projects and absence. Workday operates as a hub for critical personnel and corporate data, using modern, open APIs based on clear industry standards to connect with secondary systems.

"Deloitte's reputation and demonstrated track record for helping the world's largest organizations transform their HR operations makes them an ideal alliance for Workday and our customers," said Mike Stankey, president and COO, Workday. "We look forward to a close alliance, helping our customers achieve both the fundamental cost savings of SaaS-based enterprise systems and the rich value delivered through real-time analytics and smart business processes that fuel modern organizations."

About Workday

Workday is the leader in SaaS-based enterprise solutions for human resources and financial management, providing new levels of business agility for a fraction of the cost of buying, deploying and maintaining legacy on-premise systems. More than 160 customers, spanning mid-sized organizations to global Fortune 500 businesses, have selected Workday. Workday Human Capital Management and Workday Financial Management use modern, standards-based technologies to provide an unparalleled level of agility, ease-of-use, and integration capability. For more information about Workday, please visitwww.workday.com.

As used in this document, "Deloitte" means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please seewww.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.

Bersin & Associates Names Halogen a Leader in Customer Satisfaction for the Second Consecutive Year

2010-10-10T22:49:00.001-07:00

Bersin & Associates Names Halogen a Leader in Customer Satisfaction for the Second Consecutive Year

Halogen Shines Across All Categories for Integrated Talent Management Systems Customer Satisfaction

OTTAWA, ONTARIO--(Marketwire - Oct. 7, 2010) - Halogen Software was named a customer satisfaction leader for the second consecutive year in Bersin & Associates' latest research bulletin, Customer Satisfaction with Talent Management Systems: Our Initial Findings. The Oakland, Calif.-based research and consulting firm released these preliminary findings on customer satisfaction with talent management systems providers during the HR Technology Annual Conference and Exposition last week in Chicago. Final results will be shared in the second annual client satisfaction study, planned for late November.

According to Bersin & Associates' preliminary published results from its comprehensive survey of 16 vendors' clients, Halogen emerged as a clear leader in every satisfaction area measured – product quality, implementation, service and business partnership. Halogen was also the leader for the midmarket (organizations with up to 5,000 employees and less than $1 billion in revenue) – the fastest growing market for integrated talent management systems today.

"This consistent level of customer satisfaction shows that Halogen has built a world-class solution and is a customer-centric company," said Josh Bersin, chief executive officer, Bersin & Associates. "Its organically built, integrated talent management solution is very well received by the midmarket, and we congratulate Halogen again for this achievement."

Halogen customers from across all industries were surveyed as part of Bersin & Associates' methodology, which included significant quantitative and qualitative responses and analysis. Not only did Halogen score the top mark in each of the four categories, but the company also scored the top mark in 12 out of 13 sub-categories analyzed in the report, unmistakably supporting that Halogen continues to deliver on its commitment to a brilliant customer experience. The Bersin survey preliminary findings demonstrated a correlation between overall customer satisfaction and a customer's willingness to recommend their talent management vendor, a metric that also showed Halogen far ahead of all 16 vendors.

"Halogen consistently exceeds our expectations and is a true partner in our success," said Linda Shamlin, HR Information Systems for Douglas County School District. "Our experience with everyone across the Halogen organization has been outstanding. From product management to client services - all areas of the company are customer focused, professional and highly responsive – they are a pleasure to do business with."

"We are thrilled to be named the leader in talent management systems customer satisfaction by Bersin & Associates again this year," said Paul Loucks, President and CEO, Halogen Software. "We've established an unrelenting goal to deliver a world class customer experience, but it's our clients who make this constant goal of striving for excellence very easy for us. We work with the best customers in the industry – and we thank them in particular for this honor."

About Halogen Software

Halogen Software is recognized as a market leader by industry analysts and is strongly endorsed by the thousands of HR professionals who use their Talent Management solutions. The company offers a complete suite of web-based products that automate, simplify and integrate performance appraisals, 360 degree feedback, compensation management,succession planning, job descriptions and learning management. Halogen's offering makes HR best-practices accessible to companies of all sizes and its healthcare, education, manufacturing, public sector, hospitality, financial services and professional services specific suites meet the unique needs of these industries. Halogen is consistently recognized by the industry and its customers for its exceptional implementation and support services, and has won multiple awards for its corporate leadership and product innovation, including HR Technology Product of the Year. For more information, visit www.halogensoftware.com.

Iain McLaughlin Appointed the New Head of Recruitment for KPMG

2010-10-10T22:47:00.001-07:00

GlaxoSmithKline talent management leader joins KPMG

The professional services firm has appointed a new Head of Recruitment.

Iain McLaughlin (pictured left) joins KPMG from the global pharmaceutical firm GlaxoSmithKline (GSK) where he held a number of roles across its HR and talent management functions during the past six years. Most recently he was GSK's Global Talent Business Leader, and in this capacity he worked closely with a number of commercial businesses in the emerging markets.

Michelle Quest, UK Head of People, KPMG, comments: “I am very pleased that someone of Iain’s calibre and experience is joining us. Recruitment is central to our growth plans and an effective recruitment function can provide a business with a real competitive advantage.”

McLaughlin adds: “I am delighted to be joining KPMG, a major employer and one of the biggest graduate recruiters in the country. The recruitment market has become more buoyant across the board in recent months. Demand has grown and so has supply, as people have become more confident about leaving their present position for other jobs.

“I look forward to making sure that KPMG’s recruitment function can continue to be one of the best in the market, providing the business with the responsive and flexible tools it needs.”

The appointment comes at a time when the auditor is planning to increase the headcount of its European workforce from 30,000 to 38,000 over the next three years. In the UK alone KPMG is intending to increase its headcount by 3,000.

Stefan Steger Joins Korn/Ferry as Managing Director of Switzerland

2010-10-10T22:46:00.001-07:00

Stefan Steger Joins Korn/Ferry as Managing Director of Switzerland

ZURICH, Oct 07, 2010 /PRNewswire via COMTEX/ -- Korn/Ferry International (KFY 16.74, +0.38, +2.32%), a premier global provider of talent management solutions, today announced that Stefan Steger has joined the Firm as Managing Director of Switzerland.

Mr. Steger joins Korn/Ferry after more than 10 years at Heidrick & Struggles, where he served as a Managing Partner in Austria and Central and Eastern Europe, working with executives at the highest levels of organizations throughout the region. Throughout his career, he has built a broad expertise in executive recruiting, leadership consulting, senior leadership reviews and effectiveness analysis. Mr. Steger has also worked closely with industrial services organizations, with a strong focus on process industries, oil and gas.

A multicultural professional, with Austrian and Swiss credentials and experience, Mr. Steger is fluent in German, English and French, and speaks Italian. He was previously the managing director of a Swiss subsidiary of VA TECH, one of Austria's largest global industrial groups. Earlier in his career, Mr. Steger was a lawyer in a public notary's office in Austria and later worked for Bank Austria in London.

"Stefan's vast European talent management credentials and relationships, combined with his deep roots in the Swiss market are an ideal fit for Korn/Ferry's ambitious strategy to capture even more share of market in Switzerland and throughout the region," said Bernard Zen-Ruffinen, president of EMEA for Korn/Ferry International. "We're excited that Stefan is joining the firm and bringing our clients even more experience to meet their diversified talent needs."

Mr. Steger is Austrian and holds a doctorate in law from the University Paris II - Assas and the University of Salzburg. He also earned his M.B.A. from IMD Lausanne.

About Korn/Ferry International

Korn/Ferry International, with a presence throughout the Americas, Asia Pacific, Europe, the Middle East and Africa, is a premier global provider of talent management solutions. Based in Los Angeles, the firm delivers an array of solutions that help clients to attract, develop, retain and sustain their talent. Visit www.kornferry.com for more information on the Korn/Ferry International family of companies, and www.kornferryinstitute.com for thought leadership, intellectual property and research.

Jay Posze Joins Rayonier As VP of Human Resources

2010-10-10T22:44:00.000-07:00

Rayonier, an international forest products company, announced that Jay Posze has joined the company as vice president of human resources. Posze most recently served as global director of human resources for the Asia Pacific for Albemarle Corp., a Baton Rouge, La.-based manufacturer of polymers and fine chemicals.

Posze has more than 22 years of human resources and management experience, Rayonier said in a press release. He holds a bachelor’s degree in management from Western Kentucky University.

Rayonier owns, leases or manages 2.5 million acres of timber and land in the U.S. and New Zealand, according to its Web site. Its three core businesses include timber, real estate and performance fibers.

Google's Laszlo Bock Named 2010 HR Executive of the Year

2010-10-10T22:40:00.001-07:00

Google's Laszlo Bock Named 2010 HR Executive of the Year

HR Leaders at Leviton Manufacturing, Crowe Horwath and Abbott Named to HR Honor Roll

HORSHAM, PA--(Marketwire - October 1, 2010) - Human Resource Executive^®, the leading HR business magazine, named Laszlo Bock, vice president of people operations for Google, its 2010 HR Executive of the Year.

In addition, the magazine named to its HR Honor Roll Mark Fogel, vice president of human resources and administration for Leviton Manufacturing Co.; Julie Wood, chief people officer for Crowe Horwath; and Steve Fussell, senior vice president of human resources for Abbott.

Winners were recognized on Sept. 30 during a special awards dinner sponsored by Monster at the University Club of Chicago.

"The HR Executive of the Year award recognizes human resource leaders who have made outstanding contributions to their organizations and who exemplify the increasingly strategic role of HR in business today," says David Shadovitz, editor of Human Resource Executive^®.

Laszlo Bock joined Google in 2006 to become the company's first-ever HR leader. At the time, Google was experiencing explosive growth, thanks, in part, to its reputation for innovation. As Google's HR leader, Bock has not only significantly helped the company preserve and enhance its standing as an innovator, but also created an HR function that is itself a model of innovation.

To address Google's HR challenges, Bock embraced what he calls a "Three Thirds Model." One-third of his team consists of traditional HR professionals; one-third, high-end strategic-consulting professionals; and one-third, master's and doctorate-level analytics professionals. Thanks to this mix of diverse backgrounds, Google's HR function has a firm grasp of what the company's line managers need and is better able to meet those needs.

The three executives named to the 2010 HR Honor Roll were recognized for, among other things, the following contributions and achievements:

Mark Fogel, vice president of human resources and administration for Leviton Manufacturing Co., has successfully reshaped the HR function to be more strategic and globally focused, which is especially critical as the company expands into new markets overseas and fosters closer ties with its global partners. At the same time, Fogel played a key role in the construction last year of Leviton's state-of-the-art, environmentally friendly headquarters complex in Melville, N.Y., and was instrumental in launching a low-cost, highly effective leadership-development program.
As chief people officer for Crowe Horwath, Julie Wood played a key role in reducing the firm's payroll costs, improving efficiency and boosting employee-retention rates to record highs. Among her numerous achievements, she developed an alternative-staffing arrangement that preserved full-time jobs while cutting roughly $3.5 million in payroll costs. She also was instrumental in forming People Resource Networks, affinity groups that help brand the firm as a diverse employer of choice; and in aligning training initiatives with the firm's business strategy.
Steve Fussell, senior vice president of human resources for Abbott, has been instrumental in helping his company streamline processes across locations in 100 countries, thereby helping the company realize roughly $100 million in savings. At the same time, he played a leadership role in creating global Business Advisory Councils, giving leaders a forum in which they can discuss people and business issues. His accomplishments also include instituting initiatives and programs that enable Abbott workers to develop their skills and successfully pass on their knowledge.

Judges for this year's contest were Mirian Graddick-Weir, executive vice president of human resources at Merck & Co. and winner of the 2000 HR Executive of the Year award; Dennis Donovan, senior advisor for Cerberus Operations & Advisory Co., and the 2003 HR Executive of the Year winner; Fred Foulkes, director of the Human Resource Policy Institute and professor of management policy at the Boston University School of Management; Dr. Jac Fitz-enz, president of the Human Capital Source; and Human Resource Executive^®Editor David Shadovitz.

The judges based their selections on the following criteria: the candidate's ability to handle significant problems or obstacles in the human resource field, the candidate's role and/or success in establishing the human resource function as an integral part of his or her organization, the candidate's management skills as demonstrated within the human resource function, and his or her contributions to the HR profession as a whole.

The 2010 HR Executive of the Year and HR Honor Roll winners are profiled in the Oct. 2 issue ofHuman Resource Executive^®, which has a circulation of more than 75,000 HR vice presidents and directors. It is published by LRP Publications and is based in Horsham, Pa. On the Web, it can be found at www.HREOnline.com.

Actuant Names Sheri Grissom Vice President, Human Resources

2010-10-10T22:39:00.001-07:00

Actuant Names Grissom Vice President, Human Resources

MILWAUKEE, Sep 20, 2010 (BUSINESS WIRE) -- Actuant Corporation (ATU 23.27, +0.39, +1.70%) announced that it has named Sheri Grissom as Vice President Human Resources. She comes to Actuant from Johnson Controls where she was Vice President Human Resources for the Service, Energy Solution and Global Workplace Solutions business within the Building Efficiency segment.

Ms. Grissom will report jointly to Robert Arzbaecher, CEO and Mark Goldstein, COO, and will work closely with the Actuant executive committee to implement initiatives to drive the Company's organizational performance. "As we continue to expand our global business and drive continuous improvement initiatives, our human resources focus becomes more critical than ever in terms of hiring, developing and retaining the best talent to support our strategic vision," said Arzbaecher. "Sheri's broad-based, global experience as a human resources leader made her a perfect fit to lead this key strategic area within Actuant."

Prior to Johnson Controls, Ms. Grissom held increasingly responsible human resources positions with several leading global organizations including Johns Manville, McKechnie Group and General Electric. She holds a Bachelor of Business degree from Wichita State University.

About Actuant

Actuant Corporation is a diversified industrial company with operations in more than 30 countries. The Actuant businesses are leaders in a broad array of niche markets including branded hydraulic and electrical tools and supplies; specialized products and services for energy related industries and highly engineered position and motion control systems. The Company was founded in 1910 and is headquartered in Butler, Wisconsin. Actuant trades on the NYSE under the symbol ATU. For further information on Actuant and its businesses, visit the Company's website at www.actuant.com.

Celia R. Brown Appointed As Executive Vice President of Human Resources for Willis Group Holdings

2010-10-10T22:38:00.001-07:00

Willis Appoints Celia R. Brown as Executive Vice President, Group Human Resources Director

NEW YORK, Sep 20, 2010 (BUSINESS WIRE) -- Willis Group Holdings (WSH 31.23, +0.14, +0.45%), the global insurance broker, today announced that Celia Brown has been appointed Executive Vice President, Group Human Resources Director with responsibilities to drive the development of its global HR function and deliver world-class, strategic HR support to the company. Ms. Brown will report to Tim Wright, Chief Operating Officer, Willis Group, and will be based in New York. This appointment is effective immediately.

Ms. Brown has extensive global HR and legal experience. She was an executive of financial services company XL Group plc (and its predecessor NAC Re Corp) for 20 years in a series of senior roles. In 2006, she was appointed Head of Global HR and Corporate Relations, a role which she held until 2009. After leaving XL, Ms. Brown formed an independent management consultancy, providing human resources services to not-for-profit, corporate, and individual clients.

Welcoming Ms. Brown to Willis, Joe Plumeri, Willis Group Chairman and CEO, said, "Our people are our most important assets. Celia's distinguished record in managing human capital in the insurance industry will strengthen our global HR function, ensuring that we grow, reward, develop, and manage our Associates in a manner that supports our culture and is responsive to the diverse needs of our businesses."

Mr. Wright added, "Celia has helped guide companies like ours through cultural and organizational evolution. Her experience in designing global employment platforms will be invaluable in helping Willis meet its goals and objectives."

Ms. Brown added, "I am excited to be joining Willis, with its great reputation for transparency and integrity, and once again to be a part of a dynamic, world-class organization that places the highest value on its people."

Ms. Brown holds a law degree from the University of North Carolina School of Law, Chapel Hill, NC, and a Bachelor of Arts degree from Emory University, Atlanta, Georgia. She serves on the board of The Way to Work, an organization that provides education, vocational training, job placement, and mentoring to underprivileged and underserved New York City youth.

Willis Group Holdings plc is a leading global insurance broker. Through its subsidiaries, Willis develops and delivers professional insurance, reinsurance, risk management, financial and human resource consulting and actuarial services to corporations, public entities and institutions around the world. Willis has more than 400 offices in nearly 120 countries, with a global team of approximately 17,000 employees serving clients in virtually every part of the world. Additional information on Willis may be found atwww.willis.com.

Bina Chaurasia Chosen As New Head of Human Resources For Ericsson

2010-10-10T22:32:00.000-07:00

Bina Chaurasia new head of Human Resources

* Bina Chaurasia appointed head of Human Resources and Organization

*  A new member of Ericsson Executive Leadership Team
  * Effective as of November 15, 2010

Bina Chaurasia has been appointed Senior Vice President and Head of Group Function Human Resources and Organization at Ericsson (NASDAQ: ERIC), effective as of November 15, 2010. Chaurasia brings to Ericsson more than 15 years experience in human resources from multinational corporations.

"With presence in 175 countries, Ericsson is a truly global company, working in an exciting industry, which impacts billions of people," says Chaurasia. "I am looking forward to joining the company."

Hans Vestberg, President and CEO at Ericsson, says: "We are a knowledge- based company with people being our core asset. To maintain our leading position we have to attract, develop and retain the talent and Bina's experience will be key in this effort."

Chaurasia has experience across different industries, including IT and retail. She joins Ericsson from Hewlett Packard where she is the Vice President of Global Talent responsible for talent management, learning and development, executive development, diversity, and staffing. Chaurasia has been with HP since 2007.

Chaurasia joined HP from Gap where she was the Vice President of Global Human Resources. Chaurasia also held senior HR leadership roles at Sun Microsystems and PepsiCo/Yum.

Chaurasia holds a Master of Science in Management and Human Resources from the Ohio State University and a Masters of Arts in Philosophy from the University of Wisconsin. She was born in India.

NOTES TO EDITORS:

Bina Chaurasia's biography and photos:www.ericsson.com/ericsson/corpinfo/management/bina_chaurasia.shtml

Ericsson is the world's leading provider of technology and services to telecom operators. Ericsson is the leader in 2G, 3G and 4G mobile technologies, and provides support for networks with over 2 billion subscribers and has the leading position in managed services. The company's portfolio comprises mobile and fixed network infrastructure, telecom services, software, broadband and multimedia solutions for operators, enterprises and the media industry. The Sony Ericsson and ST-Ericsson joint ventures provide consumers with feature-rich personal mobile devices.

Ericsson is advancing its vision of being the "prime driver in an all-communicating world" through innovation, technology, and sustainable business solutions. Working in 175 countries, more than 80,000 employees generated revenue ofSEK 206.5 billion (USD 27.1 billion) in 2009. Founded in 1876 with the headquarters in Stockholm, Sweden, Ericsson is listed on OMX NASDAQ, Stockholm and NASDAQ New York.

NOBS Proposed by Seth Godin

2010-09-05T07:03:00.000-07:00

Anyone who is thinking about attending business school should read the blog post at the attached link from successful blogger Seth Godin. He cleverly breaks down the actual value of a an MBA and proposes a radical solution.

I think he really hits a bone with his commentary.

NOBS, The End of the MBA by Seth Godin

LinkedIn interviews Dr. Robert Sapolsky about stress

2010-08-27T22:41:00.000-07:00

Dan Brennan Appointed Head of Group Human Resources for ISS World; The World's Fifth Largest Employer (490,000 Employees)

2010-08-02T21:50:00.000-07:00

World’s fifth largest private employer appoints Group Human Resource Director

23-06-2010

^{ISS A/S appoints Daniel Brennan (54) as head of Group Human Resources for the ISS Group effective August 9, 2010. He will join ISS’ Group Management Board.}

Daniel joins ISS from Hewlett-Packard, where he was most recently Vice President, Human Resources, Americas in the Imaging and Printing Group. Previously he held senior leadership positions in Electronic Data Systems, Radian Communications Ser-vices and Xerox Corporation. He has worked and lived in Canada, the United King-dom, and the United States.

"Dan has the experience and international profile which is essential on the ISS Group Management Board. Dan will focus on leveraging our strong leadership culture and principles as a people business with 490,000 employees. Leadership and Human Resource management is the key to satisfied customers and our continued success. Today, ISS has a strong financial culture and with the ISS Way Strategy as a founda-tion we aim at making our sales and human resource culture equally strong," says Jeff Gravenhorst, Group CEO.

Brennan says: "I look forward to joining ISS. This company has strong management principles and an unparalleled history of leadership in the facility services industry. Leveraging the ISS leadership culture and principles combined with working with pro-fessionals in more than 50 countries around the world is one of the most exciting op-portunities in the human resources field."

CIT Appoints Lisa D. Zonino Global Head of Human Resources

2010-07-13T12:55:00.000-07:00

CIT Appoints Lisa D. Zonino Global Head of Human Resources

NEW YORK, Jul 13, 2010 (BUSINESS WIRE) -- CIT Group Inc. (CIT 37.00, +0.02, +0.05%), a leading provider of financing to small businesses and middle market companies, today announced the appointment of Lisa D. Zonino as Executive Vice President, Global Head of Human Resources effective immediately. She will report directly to Chairman and Chief Executive Officer John A. Thain.

Mr. Thain said, "Our employees serve as a key differentiator for CIT in the marketplace and Lisa's prior experience in talent management will play an important role as we position ourselves for future success. I look forward to working with Lisa as we develop and implement best-in-class employee programs that not only attract top-talent to CIT, but develop and strengthen the skills of our existing employees."

Ms. Zonino will be responsible for CIT's human capital strategy including the development and implementation of the company's global employee programs, policies and benefits initiatives.

Ms. Zonino most recently led the Global Risk Practice for Egon Zehnder International, a global executive search firm, where she was responsible for recruiting and talent assessment in the financial services sector. Prior to joining Egon Zehnder she held senior administrative and operating roles in the risk and finance functions at Morgan Stanley. Ms. Zonino began her career at Bankers Trust Company where she held various business management roles in Risk Advisory, Capital Markets and Private Wealth Management.

Individuals interested in receiving future updates on CIT via e-mail can register athttp://newsalerts.cit.com.

About CIT

Founded in 1908 and headquartered in New York City, CIT (CIT 37.00, +0.02, +0.05%) is a bank holding company with approximately $45 billion in finance and leasing assets that provides financial products and advisory services to small and middle market businesses. Operating in more than 50 countries across 30 industries, CIT provides an unparalleled combination of relationship, intellectual, and financial capital to its customers worldwide. CIT maintains leadership positions in small business and middle market lending, factoring, retail finance, aerospace, equipment and rail leasing, and vendor finance. www.cit.com

SOURCE: CIT Group Inc.

How Recent College Grads Should Use Linkedin

2010-07-10T19:29:00.000-07:00

This video is a very valuable five minute investment of time for recent college grads. This is a basic step by step tutorial on how to maximize Linkedin. Feel free to pass this along.

Bon Jovi "Hallelujah"

2010-07-09T22:54:00.000-07:00

TALEO Appoints Shail Khiyara As Chief Marketing Officer

2010-07-04T10:57:00.001-07:00

Taleo, a provider of on-demand talent management solutions, has announced that Shail Khiyara, a global technology executive with more than 15 years of experience, has been appointed Taleo's Senior Vice President and Chief Marketing Officer.

Khiyara brings rich executive leadership expertise to Taleo. He has demonstrated success in sales and marketing, strategy and corporate development across domestic and international SaaS markets.

"Taleo is at an inflection point in our company's history in terms of market leadership, growth and potential," said Michael Gregoire, Chairman and Chief Executive Officer at Taleo. "We have in place a full suite of innovative products, a blue-chip customer base and healthy business fundamentals. We're in a unique position now to invest in sales and marketing to drive exponential growth in our own business, as we help businesses worldwide drive their own growth through better talent management. Shail's broad-based strategic and operational expertise extends Taleo's ability to catalyze and scale our expansion efforts. We are extremely pleased to add him to our management team."

Before joining Taleo, Khiyara was Senior Vice President and General Manager at i365, the cloud services business unit of Seagate. There he drove innovative product positioning and marketing, put a successful channel strategy in place and achieved 40% revenue growth in 12 months. Previously, Khiyara was Managing Director at VeriSign where he established the European go-to-market strategy and managed Verisign's brand and product positioning, sales, marketing and operations in Europe. His prior experience includes leadership roles at Autodesk and Bechtel. Khiyara is also a founding member of the Cloud Security Alliance, which promotes best practices for providing security assurance within Cloud Computing. Khiyara holds an MBA from Yale University, completed the Strategic Leadership Program from Harvard Business School and has an MS in Engineering.

"Taleo has built a formidable business by delivering the industry's first on-demand, integrated talent management suite that serves thousands of global businesses of all sizes," said Khiyara. "The need for companies to turn their workforce into a competitive asset creates extraordinary potential for Taleo. I am thrilled to be part of a business that has laid a fantastic foundation upon which to build our sales and marketing efforts and is poised to expand its leadership position globally, in a rapidly evolving space."

Taleo has headquarters in California and offices in the UK, France, Netherlands, Australia and Singapore. Taleo was recently named as a talent management market leader in the IDC MarketScape: Worldwide Integrated Talent Management 2010 Vendor Analysis report and as the revenue and market share leader in the Bersin & Associates Talent Management Systems 2010 report.

Towers Watson HR Service Delivery Study 2010

2010-07-04T10:55:00.000-07:00

Talent Management Systems Taking on "Must Have" Status for Human Resources Professionals in the Post-Recession Era

Annual Towers Watson HR Service Delivery Study affirms talent management as a top HR priority

NEW YORK, Jun 28, 2010 (BUSINESS WIRE) -- Though workforces may be leaner following the recession, HR professionals across the U.S. and Canada are supporting the drive for peak employee performance by expanding their commitment to talent management and the technologies that support it. According to the13th annual survey by global professional services company Towers Watson (TW 38.35, -0.25, -0.65%)on HR service delivery trends and practices, HR departments are more confident than ever in the value and efficiencies made possible through enhanced talent management systems. In fact, 42% of the more than 450 companies polled listed "talent/performance systems" as one of their top three HR service delivery issues for 2010. This was not only the most frequently selected issue among respondents, but it was also ranked as the top issue by the largest margin ever in the survey's history.

"Talent management technologies have unquestionably become one of the best ways for companies and HR departments to drive better employee performance and enterprise success following the recession," said Tom Keebler, Global Practice Leader with Towers Watson's HR Service Delivery and Technology practice. "In spite of the initial costs, organizations are increasingly deploying new or enhanced systems, recognizing that efficient and effective HR processes enable the flexibility and agility employers need in an uncertain but growth-oriented business environment."

The most critical HR service delivery issues respondents face in 2010 include:

-- Talent/performance management systems (42% versus 35% in 2009)

-- Streamlining processes/systems (35% versus 35% in 2009, unchanged)

-- Increased involvement in strategic business-driven issues (27% versus 23% in 2009)

-- Defining human capital metrics and dashboards (22% versus 17% in 2009)

-- Recruiting/staffing services/systems (21% versus 12% in 2009)

A Business Case for Talent Management Technologies

Interestingly, "cost" has fallen off the list of top HR service delivery issues just one year after it was listed as one of the top three most pressing challenges among those polled. In addition, HR professionals report their technology budgets were not severely affected by the recession's many funding cuts. In 2009, only 36% of respondents reported a decreased budget for HR technology. For 2010, respondents report even more bullish outlooks, with fully 83% increasing or maintaining their technology budgets year over year (54% and 29%, respectively).

"HR's reliance on technology to achieve greater efficiency and cost savings during the recession allowed it to maintain and even grow HR technology budgets in a challenging business environment," said Keebler. "As companies recover and budgets expand once again, leaders appear ready to make a forward-looking commitment to talent management systems that will reap substantial long-term rewards for the HR department, line managers and the broader organization."

"In this environment, talent management technology has become a 'must have' competitive element, allowing managers and HR professionals to identify and develop talent through a more rigorous focus on performance and human capital metrics," said Keebler.

"In our experience, companies are able to achieve greater satisfaction with the effectiveness and efficiency of their talent management systems when planned for holistically," Keebler continued. "HR leaders who determine their integrated needs and clearly articulate their business strategy before making buying and implementation decisions are better equipped to differentiate among various options, make informed selections and align the HR function's needs with business objectives."

Engaging Employees Through Self-Service

As greater numbers of organizations roll out talent management programs and technologies, manager self-service (MSS) and employee self-service (ESS) features are becoming more common in the workplace.

While ESS and MSS result in faster, more accurate transactions for more than 70% of organizations, they may also factor into greater engagement and employee satisfaction among the workforce.

"Past Towers Watson research, including the 2010 Global Workforce Study, has shown employees' and managers' desire for on-the-job empowerment," said Keebler. "By implementing self-service options for critical career and rewards categories, organizations are simultaneously creating an environment of ownership and self-reliance that employees can build upon."

These features are also more efficient for the HR function, reducing work in almost every instance. In total, 68% of HR generalist/specialists and HR service centers/administrators report that ESS programs have resulted in less work, while fewer than 15% report an increase.

About the Survey

The13th annual HR Service Delivery Survey polled HR and HRIT executives from 456 organizations for their insight on topics and trends impacting the year ahead. Fifty-one percent consider themselves multinational/global companies. Sixty-four percent of respondents have more than 5,000 employees.

About Towers Watson

Towers Watson (TW 38.35, -0.25, -0.65%) is a leading global professional services company that helps organizations improve performance through effective people, risk and financial management. The company offers solutions in the areas of employee benefits, talent management, rewards, and risk and capital management. Towers Watson has 14,000 associates around the world and is located on the web atwww.towerswatson.com.

SOURCE: Towers Watson

Mindspeed Appoints 37 year old Allison Garcia as Senior Vice-President of Human Resources

2010-06-28T19:21:00.000-07:00

Mindspeed Appoints Allison Garcia as Senior Vice President, Human Resources

NEWPORT BEACH, Calif., Jun 28, 2010 (BUSINESS WIRE) -- Mindspeed Technologies, Inc.(MSPD 8.45, +0.17, +2.05%), a leading supplier of semiconductor solutions for network infrastructure applications, today announced the appointment of Allison K. Garcia, 37, as senior vice president, human resources, effective June 21, 2010. Garcia joins the company from Lantronix, Inc., where she served for two years, most recently as vice president of human resources. Garcia will report directly to Raouf Halim, Mindspeed's chief executive officer.

"We are delighted to appoint a new head of human resources of Allison's caliber and demonstrated track record. She brings in-depth employee compensation experience and human capital management expertise, enabling her to immediately impact our global operating platform," said Halim. "I look forward to working closely with Allison as we pursue the growth opportunities ahead of us and continue to strengthen the culture of engineering excellence that has made us a leader in the exciting high-growth markets of telecommunications and networking."

"Mindspeed has a strong management team, market-leading products and a well-established presence in North America, Europe and Asia," said Garcia. "I am excited about joining the company, and contributing my experience to enhance the performance and mission of Mindspeed employees throughout the world."

Garcia has a 16-year record of success in managing compensation, recruitment and workforce operations at high-growth international companies. Prior to her association with Lantronix, Inc., Garcia held increasingly senior positions at leading global companies, including Quicksilver, Inc., Cendant Corporation and The Boeing Company.

Garcia received a bachelor's degree in psychology from California State University, Long Beach, and a master's degree in business administration from Pepperdine University.

Mindspeed also announced that on June 25, 2010, the compensation and management development committee of its board of directors granted Ms. Garcia an award of stock options for 30,000 shares of Mindspeed common stock, and an award of 15,000 shares of restricted stock. The stock options will vest 25% on the first anniversary of the grant date and yearly thereafter and have an exercise price of $8.28, which was the closing price of Mindspeed's common stock on the date of grant. The option grant has an expiration date of June 25, 2018. The restricted stock grant will vest 25% on August 1, 2011 and 6.25% quarterly thereafter.

Mindspeed's compensation and management development committee, which is solely comprised of independent directors, approved the grant of stock options and shares of restricted stock pursuant to stand-alone option and restricted stock agreements and in accordance with NASDAQ Listing Rule 5635(c)(4).

About Mindspeed Technologies

Mindspeed Technologies, Inc. designs, develops and sells semiconductor solutions for communications applications in the wireline and wireless network infrastructure, which includes today's separate but interrelated and converging enterprise, broadband access, metropolitan and wide area networks. Our products are classified into three focused product families: communications convergence processing, high-performance analog and wide area networking communications. Our products are sold to original equipment manufacturers (OEMs) for use in a variety of network infrastructure equipment, including voice and media gateways, high-speed routers, switches, access multiplexers, cross-connect systems, add-drop multiplexers, digital loop carrier equipment, IP private branch exchanges (PBXs), optical modules, broadcast video systems and wireless base station equipment.

Tennessee Valley Authority Appoints Steve McMillen as the Vice President of Talent Management

2010-06-26T19:35:00.000-07:00

KNOXVILLE -- Steve McMillen has been named the new vice president of the Tennessee Valley Authority’s Talent Management group, TVA said Thursday.

McMillen will oversee work force planning, leadership development, performance and competency management, succession planning, learning and development and compensation models.

“Steve has proven his ability to identify, promote, develop, and retain talent in several major companies, including Hillenbrand Industries, the Thompson Corp. and O’Charley’s,” Janet Herrin, executive vice president of TVA’s People and Performance organization, said in a statement.

McMillen brings more than 20 years of experience in talent management and leadership development. He also holds a bachelor’s degree in psychology from Northern Kentucky University and a doctorate in education from the University of Cincinnati.

McMillen succeeds Susan Stout, who had served as acting vice president of Talent Management since December 2009. Stout returned to a previous position with TVA as senior manager of Talent Sourcing and Support Services group.

AMETEK Names Gregory J. Kelble as Senior Vice President- Human Resources

2010-06-25T19:44:00.001-07:00

AMETEK Names Gregory J. Kelble as Senior Vice President- Human Resources

PAOLI, Pa., June 25 /PRNewswire-FirstCall/ -- AMETEK, Inc. (NYSE: AME) today announced that it has named Gregory J. Kelbleas Senior Vice President-Human Resources. Mr. Kelble comes to AMETEK from MSCI Barra, where he was Managing Director and Chief Human Resources Officer.

Frank Hermance, AMETEK Chairman and Chief Executive Officer, said, "I am pleased to welcome Greg to AMETEK. We are fortunate to have a senior executive with his strong background in all facets of human resource management to lead our worldwide human resources organization."

Prior to MSCI Barra, Mr. Kelble held increasingly responsible human resources positions with several leading global industrial companies. He was Vice President, Human Resources, Communications, and Six Sigma Plus for Honeywell Automation & Control Solutions and Vice President, Corporate Human Resources, for Honeywell, Inc.

Prior to Honeywell, Mr. Kelble was with BOC Group, plc, where he held several roles, including Vice President, Human Resources, for BOC Process Gas Solutions and BOC Process Plants as well as Vice President, Training and Organizational Development. He previously held training, management and organizational development positions at Pepsi-Cola, Textron, Inc. and United Technologies Corporation. He started his career as a Research Psychologist with the University of DaytonResearch Institute.

Mr. Kelble holds a Bachelor of Arts degree in Psychology from Marquette University and a Master of Arts in Organizational/Industrial Psychology from the University of West Florida.

Corporate Profile

AMETEK is a leading global manufacturer of electronic instruments and electromechanical devices with 2009 sales of $2.1 billion. AMETEK's Corporate Growth Plan is based on Four Key Strategies: Operational Excellence, Strategic Acquisitions & Alliances, Global & Market Expansion and New Products. AMETEK's objective is double-digit percentage growth in earnings per share over the business cycle and a superior return on total capital. The common stock of AMETEK is a component of the S&P MidCap 400 and the Russell 1000 Indices.