Teens are ready to take on the world. Their urge to achieve objectives independently is also evident when it comes to earning their living. There are many agencies which assist in providing part time job vacancies for students and teens. Many companies, agencies and small scale industries offer internships, part time and seasonal jobs targeted to students during vacation times.

Teen Job Section's Press Contact, Sara Carter, said: 'Teen Job Section offers a wide range of part time jobs where you will find a suitable placement depending on your area of interest. Its main objective is to offer appropriate job opportunities for each and every teen. It is important to find a job which gives job satisfaction and adequate training and experience. The jobs are offered for individuals who seek experience and insight into the world of business.' Teen Job Section also offer teen jobs by criteria such as time lines, age and jobs that are available in plenty during a certain time of the year such as for the festive season or during the summer vacation.

Carter added: 'Teen Job Section also provides supportive information and tips on how to construct a resume, or how to prepare and present oneself during an interview.' Details on labor laws that are applicable to teens and individuals in that work space, steps on how to conduct an employer search and reference material that every teen must be aware during a job search are available.

The student jobs section caters to first time internship and job seekers. It offers tips and important information for find the right first job. Such information helps students to enjoy their first job experience and gather valuable experience rather than be disillusioned and frustrated with a mundane task that may wrongly interfere with the student's career objectives.

About Teen Jobs Section
Teen Jobs Section helps students and young professional to climb the corporate ladder with a deeper insight of their career objective. The multiple sections on the website offer a wide portfolio of career opportunities.

— WebWireID107148 —

The first of these skills highlighted in their new series of books was "High Possibility Thinking", in which readers set great expectations for themselves and essentially equip themselves with positive thinking to reach new heights of success. Their second book focused on dealing with conflict, that most ubiquitous of experiences we all routinely face. Now, in the third book in their series, "Words That Work: Business Writing at Its Best", the authors Davin and Morris tackle what for many is the most intimidating aspect of their jobs – writing.

Comments Morris, 'After years of writing thousands of pages for our business clients, we know what it takes to wrestle the right words to the paper. Today, we're passionate about using the lessons we learned the hard way to save time and boost the business writing confidence of our readers.' Specifically, "Words That Work" shows readers how to zero in on their audience, organize their key points, and write a first draft in a flash. The authors then show readers how to make their writing razor sharp with their Spruce It Up checklist. Perhaps best of all, in a special bonus section called Blockbusting, they show readers how to smash writer's block for good. The result is an essential volume that will make business writing straightforward and painless – indeed a breakthrough for nearly everyone faced with the task.

"Words That Work: Business Writing at Its Best" can be purchased at www.breakthroughskills.com.

Authors: Doug Davin and Diana Morris have been consultants to some of the world's largest companies for twenty-five years, helping people at all levels and career stages reach new heights of success. Their indispensable Breakthrough Skills series includes three books, one workbook, and three journals.

— WebWireID106426 —

Bangalore, India - Infosys Technologies (Infosys), a world leader in Consulting and Information Technology Services, today announced that it has teamed up with Oracle through the 'BPO Powered by Oracle program', and is launching a comprehensive managed services platform for multi-function HR through its Infosys Business Platforms offering.

With this launch, Infosys moves into the next generation of multi-process HR transformational outsourcing. This platform is built on state-of-the-art technology and will enable process transformation, while also being cost-effective. This will help companies streamline their HR operations and reduce operational costs. The Infosys Business Platform for HR frees up significant capital expenditure locked into HR technology and process investments, allowing the HR function to be a strategic enabler of an organization's business objectives.

The Infosys Business Platform for HR is built on Oracle's industry-leading PeopleSoft Enterprise Human Capital Management (HCM) Suite and offers the entire 'Hire-to-Retire' processes and operations such as HR Administration, Payroll and Talent Management functions like Recruitment, Performance Management, and Learning Management in a fully hosted and managed environment.

Clients can take advantage of the scalable IT infrastructure to achieve economies of scale, best practices and variable cost models. Offshore teams will provide integrated technology, process and language support from multiple offshore and near-shore delivery centers. The unique shared services business model helps clients realize transformational benefits by unlocking capital expenditure, streamlining business processes and enhancing operational performance metrics.

"We are excited to team up with Oracle and are already seeing early successes of this model in Australia and New Zealand. The launch will also extend to Asia, Europe and the Americas," said Anantha Radhakrishnan, Vice President, Infosys. "This unique bundling of HR technology, application services, HCM process consulting and BPO delivers transformational value using levers such as global sourcing, technology innovation, process optimization, scale and centralization.'

"The combination of Oracle's PeopleSoft Enterprise HCM Suite and Infosys' world-class IT and HR capabilities can help global organizations achieve HR process transformation and cost reduction using a 'pay-as-you-go' variable pricing model," said Tibor Beles, Vice President, Oracle Business Process Outsourcing. "We are impressed with Infosys' execution capabilities as demonstrated by winning their first customers on Infosys Business Platform for HR within the first few months of working together."
About Infosys Technologies Limited

Infosys Technologies Limited (NASDAQ: INFY) defines, designs and delivers IT-enabled business solutions that help Global 2000 companies win in a Flat World. These solutions focus on providing strategic differentiation and operational superiority to clients. With Infosys, clients are assured of a transparent business partner, world-class processes, speed of execution and the power to stretch their IT budget by leveraging the Global Delivery Model that Infosys pioneered. Infosys has over 105,000 employees in over 50 offices worldwide. Infosys is part of the NASDAQ-100 Index and The Global Dow. For more information, visit www.infosys.com.
Infosys Safe Harbor

Statements in connection with this release may include forward-looking statements within the meaning of US Securities laws intended to qualify for the "safe harbor" under the Private Securities Litigation Reform Act. These forward-looking statements are subject to risks and uncertainties including those described in our SEC filings available at www.sec.gov Opens in new window including our Annual Report on Form 20-F for the year ended March 31, 2009, and our other recent filings, and actual results may differ materially from those projected by forward-looking statements. We may make additional written and oral forward-looking statements but do not undertake, and disclaim any obligation, to update them.
Trademarks

Oracle® is a registered trademark of Oracle Corporation and/or its affiliates. Other names may be trademarks of their respective owners.

— WebWireID107199 —

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 1 billion subscribers and has a leading position in managed services. The company's portfolio comprises of 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 "to be the prime driver in an all-communicating world" through innovation, technology, and sustainable business solutions. Working in 175 countries, more than 75,000 employees generated revenue of SEK 209 billion (USD 32.2 billion) in 2008. Founded in 1876 with the headquarters in Stockholm, Sweden, Ericsson is listed on OMX NASDAQ, Stockholm and NASDAQ New York.

www.ericsson.com
www.twitter.com/ericssonpress

— WebWireID107168 —

LONDON. – A new survey looking at the working styles of men and women reveals that 45 per cent of working women agreed with the statement that 'women have to be better than men to succeed in the workplace'. In contrast, only 26 per cent of the men questioned believe this to be true. The survey also found that more than half of the men (53 per cent) view ability as more important than personality in the workplace, while only 39 per cent of women rate ability in the workplace higher than personality.
The 'Style of the Sexes' survey, jointly commissioned by Cisco and Gender IQ, addresses issues such as how conflict is dealt with in the workplace, which factors men and women consider important in a job, whether job concerns are shared with co-workers, and whether employees prefer to work in teams of mostly men or mostly women. While the findings indicate that real differences exist in how men and women deal with aspects of their work, organizations that seek to better understand and respect differences in the workplace get the best out of their employees and teams.
Highlights / Key Facts:

On the Makeup of Teams

* The majority of both men and women (88 per cent) prefer to work in roughly equally mixed teams.
* However, both men and women preferred working in mostly male teams (21.6 per cent) rather than mainly female teams (8.1 per cent).

On What's Important

* Generally speaking, women are more demanding than men about what is important in a job, with 79 per cent saying getting training is important, compared with 73 per cent of men, and 75 per cent seeking flexible hours, compared with 69 per cent of the men. The only areas that more men than women find important are chances of promotion and benefits beyond pay.
* Pay ranked first in importance for women, with equipment second. An interesting job role shared third place with flexibility in work location or the ability to work from home. Men rated pay and equipment as most important, followed by an interesting role and flexible work location or the ability to work from home.
* Having a role model was least important for both men and women.

On Dealing with Conflict

* Women are far more likely to have experienced conflict in the workplace: 55 per cent stated they've faced conflict compared with 46 per cent of men.
* Women take longer to recover from conflict as well: 41 per cent of those who had experienced conflict said it took more than a month to recover; 25 per cent of the men needed more than a month to recover.
* In a conflict situation, men and women also respond differently: 73 per cent of the men said they would confront the situation face to face, compared with 63 per cent of the women. Women are also more likely to ask for intervention, with 59 per cent likely to talk to their manager and 39 per cent likely to report the situation to HR, compared with 52 per cent and 35 per cent of the men, respectively.

On Sharing Concerns

* More women share work concerns with colleagues: 75 per cent shared concerns versus 67 per cent of the men.

Quotes:

* Tracy Carr, CEO, Gender IQ

"The Style of the Sexes survey illustrates what we all instinctively know: that there are differences in how men and women think about and approach issues within the workplace. Unfortunately, however, it is still the male brain that tends to dominate the world of work and the way we do business. The importance of understanding differences is not to say one way is more right than another; it is about widening the acceptable range of leadership styles to create an environment where all men and all women enjoy working together and get better results.

"While the perception still may be that women have to work harder to succeed, the good news is that the study also showed that both men and women prefer to work in mixed teams of equal proportions, so we also instinctively understand the power that both parties bring for team success. This is further illustrated by a report from McKinsey on gender diversity as a corporate performance driver, which showed that those companies that had senior teams of which at least a third were women outperformed those companies with no women on senior teams. This is no longer about gender but about improved company performance."

* Nikki Walker, director of Inclusion & Diversity for European Markets, Cisco

"Celebrating a culture of inclusion and diversity where difference is respected and recognized as a key contributor to success not only enables an organization to attract and retain the best talent, but also enables an organization to get the best out of their employees. Understanding the difference between the genders will enable organizations to manage mixed teams more effectively and to connect more effectively with customers.

"Cisco has long understood the benefits of a diverse, integrated workforce and has worked hard to create a positive working environment that respects diversity. Cisco is executing on our commitment to diversity through best-practice initiatives that include the Global Inclusion and Diversity Council, which integrates inclusion and diversity into business processes and operations at all levels of the organization. We also hold roundtables to build more understanding around specific issues including gender differences, and run a number of employee networks that are designed to help people communicate within their own peer groups as well as with team members and managers to develop better working practices.

"We've moved this away from being an issue of sexual stereotypes to being a mainstream business imperative where everyone needs to be involved for greater business success."

— WebWireID107118 —

BELGIUM, WI – Nov. 3, 2009 – A Vita Career Management, a resume writing and career coaching firm, has launched a new program to help job seekers combat rejection. 'Great Impressions Get Interviews' is a month long program for job seekers that offers a resume and coaching package along with one month of online coaching support.

'Great Impressions Get Interviews will help equip job seekers with the tools and resources needed to get in the door and get hired," said Patricia Erickson, Owner of A Vita Group. "This program was specifically designed to help job seekers become much more marketable despite the current down economy.'

Program participants will receive a resume written by a certified professional and a one-on-one coaching session. In addition, participants gain access to career management articles, receive a comprehensive job search plan, and 30 days of online support to stay on track and maintain accountability.

The group is limited to 20 participants.

For more information, go to www.avitacareermanagement.com/ Questions can be directed to Patricia Erickson at (262) 546-1716 or email: perickson@avitacareermanagement.com.

Founded in 2006, A Vita Career Management is a resume writing and career coaching firm that works with job seekers all over the world to focus on making great impressions, getting interviews, and finding ideal jobs. Owner and Coach Patricia Erickson works with clients to craft high impact resumes, supercharge their interview skills, and create job search plans that get them in the door and hired. View program details at: http://www.avitacareermanagement.com/ResumeWritingServices/GreatImpressionsGetInterviewsProgram.html

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— WebWireID106965 —

Logue will succeed Douglas G. Duncan, president and chief executive officer of FedEx Freight Corp., who is retiring effective Feb. 28, 2010. To facilitate a smooth transition, Logue will serve as president of FedEx Freight beginning December 1, 2009, and will assume the CEO role upon Duncan's retirement. A seasoned leader, Logue joined FedEx Express in 1989 through the Flying Tiger acquisition. In his current role at FedEx Express, Logue serves as executive vice president, chief operating officer, FedEx Express-United States, where he is responsible for FedEx Express Air Operations, Air Ground and Freight Services, Central Support Services and Domestic Ground Operations Divisions.

In his new position, Logue will be responsible for the leadership and strategic direction of the FedEx Freight Segment, which includes FedEx Freight, FedEx National LTL and FedEx Custom Critical.

"Bill's demonstrated ability to lead complex organizations and his in-depth transport operations experience make him an excellent choice as the new president and CEO of the FedEx Freight Segment," said Frederick W. Smith, chairman, president and chief executive officer of FedEx Corp. "I want to recognize Doug Duncan for his many contributions in helping FedEx build our excellent LTL services. These capabilities have strengthened the FedEx portfolio and I am confident that Bill's leadership will further enhance our performance in this key market."

About FedEx Freight

Within FedEx Corp., the FedEx Freight Segment had annual revenues of $4.4 billion in fiscal year 2009. With corporate offices in Memphis, Tenn., the Segment includes FedEx Freight, a leading U.S. provider of regional LTL freight services; FedEx National LTL, a leading U.S. provider of long-haul LTL services; FedEx Freight Canada, an LTL operating company serving most points in Canada; and FedEx Custom Critical, North America's largest time-specific, critical shipment carrier. For more information, visit the FedEx web site, www.fedex.com.

About FedEx

FedEx Corp. (NYSE: FDX) provides customers and businesses worldwide with a broad portfolio of transportation, e-commerce and business services. With annual revenues of $34 billion, the company offers integrated business applications through operating companies competing collectively and managed collaboratively, under the respected FedEx brand. Consistently ranked among the world's most admired and trusted employers, FedEx inspires its more than 275,000 team members to remain "absolutely, positively" focused on safety, the highest ethical and professional standards and the needs of their customers and communities. For more information, visit news.fedex.com.

— WebWireID106958 —

HR compliance can be time consuming and difficult. HR advice can be expensive and there are few legal firms that specialize in the unique needs of auto, truck, and equipment dealers. Yet non-compliance with state and federal HR regulations all but guarantees costly fines and employment litigation. The Society for Human Resource Management (SHRM) reports that there has been an exponential increase in employment related lawsuits in the last ten years. According to SHRM companies are spending hundreds of thousands of dollars on legal fees. HotlinkHR™ simplifies the HR compliance process and reduces the risk of litigation through a combination of forced compliance through automation and on demand HR advice.
HotlinkHR ™ includes HR advice by phone, or by an email. The request is routed to one of two of the nation's leading law firms with experience in the auto, truck and equipment dealer market, Fine, Boggs and Perkins LLP, and now Ford & Harrison LLP. Ford & Harrison is a labor and employment law firm with a national practice in all aspects of labor and employment law. More than 200 labor and employment lawyers in 18 offices across the country strive to provide clients with sound legal advice, practical counseling and excellent client service. Chambers USA 2009 ranked Ford & Harrison LLP, as one of the top labor and employment firms nationally.
'We are elated to partner with Ford & Harrison to offer our clients access to one of the foremost labor and employment firms in the country through HotlinkHR™' said Vane Clayton, President and CEO, KPA. 'Having not one but two law firms for on-demand HR advice increases the level of expertise available to clients. Ford & Harrison has more than 25 years of experience working with dealerships and many of the attorneys are members of the National Association of Dealer Counsel.'
Jim Hendricks, a partner with Ford & Harrison LLP in Chicago, and recently named one of the Top 100 Labor Attorneys in the United States for 2009 by the Labor Relations Institute, Inc. adds, 'The HotlinkHR™ system's ability to force HR compliance through automation can significantly reduce the risk of employment related litigation for clients'.
A free recorded webinar on the Essential of Wage and Hour Law for Dealerships presented by Jim Hendricks is available on the KPA website. The webinar is part of KPA's EHS and HR monthly compliance webinar series. To register for any of KPA's webinars go to http://www.kpaonline.com/webinars.

For more information please contact: Kathryn Carlson, Director Product Marketing HotlinkHR, at kcarlson@KPAonline.com or 303-228-8765
About KPA
KPA is the nation's compliance expert on safety, environmental, and human resources management, serving more than 3000 client nationwide since 1986.
For more information please visit the company's website at www.kpaonline.com
About Ford & Harrison
Ford & Harrison is a labor and employment law firm with a national practice in all aspects of labor and employment law. More than 200 labor and employment lawyers in 18 offices across the country strive to provide clients with sound legal advice, practical counseling and excellent client service.
For more information please visit the company's website at www.fordharrison.com
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— WebWireID106887 —

Philadelphia, PA. – ARAMARK, a global provider of professional services, has received the 2009 Theodore Roosevelt Workers' Compensation and Disability Management Award for its employee safety and claims management programs.

The award is given by Risk & Insurance magazine, a leading publication in the risk management industry, to honor organizations for their efforts to reduce the frequency and severity of injuries to workers. The magazine recognizes only one company, one nonprofit organization, and one federal agency annually. This is the 16th year the awards have been given.

ARAMARK employs approximately 260,000 people who provide food, facility and uniform management services to thousands of organizations in millions of locations globally. Consistent with its long history of caring for its people, the company initiated a new approach to employee safety, workers' compensation and disability management in 2004. Since then, ARAMARK has reduced the number of employee injury claims – as well as the number of days its people lose because of injuries – by 50 percent.

'At ARAMARK, our vision is to provide a work environment in which no one gets hurt,' said Debbie Rodgers, vice president of global risk management for ARAMARK. 'Not only do we feel our approach is the right thing to do, we believe it is essential to creating a company where the best people want to work. We are honored by this recognition, which is a testament to our commitment to our people.'

ARAMARK has instituted a holistic approach to employee safety and risk management, in which all elements of safety, workers' compensation, disability management, risk management, and return-to-work are managed centrally. This award-winning approach comprises:

* A continued commitment from the company's leadership team to work toward an environment in which no one gets hurt.
* A portfolio of education and recognition programs to encourage managers and employees to maintain a safe environment.
* Integrated data and communications technology to allow a thorough analysis of when and why accidents happen, so that they can be prevented in the future.
* A triage process to allow the company to respond to reports of employee injuries quickly.
* Easy-to-understand literature to educate injured employees about resources available to them.
* Education and support for both supervisors and employees to speed up employees' recovery and ability to return to work.

ARAMARK has been recognized as an employer of choice by several organizations. It has been listed as one of the Best Places to Launch a Career by BusinessWeek, one of the Best Employers for Healthy Lifestyles by the National Business Group on Health, and as a top employer in many regions nationally. The company also ranked first in its industry on FORTUNE magazine's 2009 list of "World's Most Admired Companies," and it is consistently on the Global Outsourcing 100, a list of the world's most prestigious outsourcing service providers.

— WebWireID106870 —

Mountain View, Calif. – The nation's unemployment rate may have hit a 26-year high in September but many small business owners are getting ready to hire.

The latest Intuit Payroll survey from Intuit Inc. (Nasdaq: INTU) finds that nearly half of the small business owners surveyed, 44 percent, are planning to hire new employees within the next 12 months. At the same time, many small business owners believe that benefits are key to attracting new hires but are finding them difficult to afford.

"Economists may have declared the recession over, but on Main Street, unemployment figures are what really matter,' said Nora Denzel, senior vice president of Intuit's Employee Management Solutions Division, which helps more than 1 million small businesses easily and affordably manage their payroll. 'There are struggles ahead, nobody is uncorking the champagne bottle quite yet, but we are starting to see small signs of optimism."

For the Intuit Payroll survey respondents, these 12-month hiring plans coincide with a somewhat optimistic view of their own prospects for growth. Sixty percent expect their business to grow in the next year. Newer businesses are the most bullish: 80 percent of companies founded less than three years ago expect to grow over the next year, compared to roughly half that have been in operation for 10 years or more.

When it comes to hiring, small business owners are looking for candidates with a broader skill set. Fifty percent of the small business respondents said they were looking for a "people person" or "jack of all trades," over a "creative genius" (11 percent) or "mathematical wizard" (4 percent).

To help small businesses as they prepare to hire, Intuit Payroll provides useful hiring and employee management tips and resources at: http://intuitonlinepayroll.com/hire.
Benefits Key to Attracting Talent

While small business owners get ready to hire, many of them are in a quandary when it comes to attracting talent. Nearly 90 percent of survey participants said that health insurance benefits are important to attracting and retaining good employees. Yet 58 percent don't offer healthcare insurance, with nearly 50 percent stating that they can't afford it.

Employer-provided retirement plans are even scarcer. Among the businesses surveyed just one-fourth offer retirement benefits. Of those who don't, nearly two-thirds said they don't have a responsibility to do so while the remainder said that they can't find an affordable plan.

"There's a widening gap of expectations," said Denzel. "On one hand, we as a society assume that health and retirement benefits are part of every employee's compensation package. And yet even as these small businesses gear up to hire, according to our results, small businesses are leery about what those benefits will cost."
Additional Findings

The survey also found that:

* Friends and family matter. Seventy-nine percent of small business owners surveyed have hired a friend or family member and only 22 percent said that this was a bad decision. The reason may have to do with trust, which was cited as one of the two biggest hiring challenges, along with finding employees with the right experience.
* Long-term relationships are important. Forty-four percent of the small business owner respondents reported that their first employee still works for them.
* Stimulus funds not a factor. Consistent with the previous Intuit Payroll Survey conducted three months ago, only 1 percent of respondents reported receiving federal stimulus money. Yet 74 percent admit that they are probably not taking advantage of all the benefits available to their business under the federal economic stimulus plan.

"Small business owners are busy people and it's not surprising that they don't know all that's available to them under the federal economic stimulus plan," said Denzel. "But in the end they could be leaving money on the table."

Further information on the availability of stimulus money can be found on the IRS Web site, www.irs.gov. For more information on starting, running and growing a business, including hiring employees, register to attend one of the upcoming online events at: http://IntuitCommunity.com/events.
Survey Methodology

The third-quarter 2009 Intuit Payroll Survey was conducted by Global Strategy Group from Sept. 21-30, with 1,004 Intuit Payroll customers who participated in the online survey. The margin of error for this survey at the 95 percent confidence level is plus or minus 3.1 percentage points on the overall sample. The margin of error on sub-samples is greater. More survey findings can be found at www.intuitpayrollblog.com.

— WebWireID106703 —

Some workers think their workplace is scary because their bosses bear a strong resemblance to famous Halloween characters. When asked which popular characters best reflect their boss's behavior, workers said the following:

* Glenda the Good Witch, liked and respected by all - 20 percent

* The Wolf Man, is fine one minute, howling the next - 11 percent

* The Invisible Man, never around - 10 percent

* Casper the Friendly Ghost, eager to help, but often misunderstood - 9 percent

* Dracula, constantly sucking the life right out of you - 6 percent

* Wicked Witch of the West, always acting conniving and sending out minions to do his/her dirty work - 5 percent

* The Mummy, slow-moving and has an ancient thought process - 4 percent

* Grim Reaper, constantly delivers bad news and inspires fear among workers - 3 percent

* Frankenstein, green with envy - 1 percent

In addition to spooky bosses, when asked what the scariest part of their job was, workers reported the following fear-inducing activities:

* Workload - 18 percent

* Performance reviews - 9 percent

* Tight deadlines - 9 percent

* Hours worked - 8 percent

* Their boss or supervisor - 7 percent

* Sitting through meetings - 6 percent

Survey Methodology
This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder.com among 4,285 U.S. workers (employed full-time; not self-employed; and non-government); ages 18 and over between August 20 and September 9, 2009 (percentages for some questions are based on a subset, based on their responses to certain questions). With a pure probability sample of 4,285 one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.5 percentage points. Sampling error for data from sub-samples is higher and varies.

— WebWireID106687 —

Off Limits Policies

To prevent this from happening off limits policies are created and agreed to by both parties. This assures that the headhunter will not attempt to recruit people from the client company during the course of the assignment and for a designated period after the assignment is finished. There is no doubt that these off limits policies are required and should be respected.

The Challenge

The challenges become how these off limits policies are enforced and how they impact the headhunter's ability to serve its new client. As a result, before a company selects a headhunter, it should ask the firm about its off limits policy, including questions about how long the off limits policy lasts and if it effects the entire company or only a division or geographical area.

The new client must also consider the impact of this off limits policy in relation to its search needs. Large executive search firms may have a few hundred (or even thousand) clients and if the firm has off limits agreements with most of these clients, will the firm really be able to provide a thorough, objective search of the marketplace?

Ironically, even one of the leaders of a large executive search firm admits: "The single biggest operational issue we have is the off limits issue, because it prevents us from going after a lot of the best and the brightest. The more business we get, the more talent is blocked for us. "

Forbes magazine in a recent article cautioned: "The largest recruitment firms are handicapped in doing the very job for which they are hired. "

What About Smaller Specialized Search Firms?

Off limits policies may also impact smaller executive search firms that specialize in a particular industry or functional area. These firms often have so many clients in their particular discipline or practice area that they too are blocked from providing new clients with a thorough and objective search of the marketplace.

Conclusion

Since most companies do not make key management level or one-of-a-kind hires frequently, it is that much more important to make sure their headhunter, recruiter or executive search firm is able to perform an objective and thorough search of the marketplace. Companies should not have limited options because the headhunter cannot approach one or more target companies in the marketplace.

About the Author

Carl Taylor is the president of Carl J. Taylor & Co., an executive search firm based in Dallas. For over 20 years, the firm has successfully completed challenging search assignments for clients of all sizes in Texas and around the country. For more information about this or other executive search related topics, please call Carl Taylor at (972) 490-7697 or email him at ctaylor@carltaylorco.com. The company website is www.carltaylorco.com.

— WebWireID106564 —

Helm's appointment reflects the growing importance of this sector within Weber Shandwick's food and nutrition offering and the growth of the firm's client portfolio in this space, which includes some of the country's highest-profile category and branded campaigns. She is regularly sought out by clients and others for her point-of-view on emerging food trends and is known for her vast network of nutrition influencers and her ability to translate nutrition research into useful information for consumers. Her work for clients ranges from strategy development to identification and vetting of nutrition/health claims.

'Janet brings so much to our work in food and nutrition – she's a strategist, a scientist and a masterful communicator and marketer,' said Cathy Calhoun, president, Weber Shandwick North America. 'She brings a very important perspective to the work we do for our clients and it is wonderful to be able to recognize her with this expanded role.'

Helm is highly regarded in nutrition circles. She is a registered dietitian and former national media spokesperson for the American Dietetic Association, a contributor to the Chicago Tribune and writes a well-read blog, Nutrition Unplugged (www.nutritionunplugged.com), which was recently named among the top 100 most influential nutrition blogs. She is recognized for her leadership in the social media space among the country's dietitians and is a sought-after speaker on the topic.

'I am thrilled to continue to advance Weber Shandwick's leadership in the food and nutrition sector to benefit our clients as they confront the gamut of issues, trends and opportunities in this space,' said Janet Helm.

The Weber Shandwick Food and Nutrition Team includes veteran Washington Post nutrition reporter Sally Squires; food issues expert Susan Ruland; and an integrated team that includes four registered dietitians, two Ph.D. nutrition scientists and two trained chefs.

About Weber Shandwick
Weber Shandwick is a leading global public relations agency with offices in 77 markets around the world. The firm's success is built on its deep commitment to client service, creativity, collaboration and harnessing the power of Advocates - engaging stakeholders in new and creative ways to build brands and reputation. Weber Shandwick provides strategy and execution across practices such as consumer marketing, healthcare, technology, public affairs, corporate/financial and crisis management. Its specialized services include digital/social media, advocacy advertising, market research, and corporate responsibility. Weber Shandwick was recognized as PRWeek's 2009 Global Agency Report Card Gold Medal Winner, named Global Agency of the Year by The Holmes Report and Large PR Firm of the Year by PR News in 2008. The firm also won the United Nations Grand Award for Outstanding Achievement in Public Relations for a lifestyles educational campaign in India. Weber Shandwick is part of the Interpublic Group (NYSE: IPG). For more information, visit http://www.webershandwick.com.

— WebWireID106532 —

Guest Authors Needed for Facebook, Video Marketing & Blogging

'Following the essential need in providing more fresh content on other topics, we still need some more guest authors writing on Facebook, video marketing and blogging' says Rahman Mehraby, the SEO expert at Site Booster. 'This will open up more chapters at our blog to help website owners with their website promotion requirements.'

In return, a profile page with 5 links and a photo will be provided for authors that will receive internal links from their posts. We will build a professional profile for them that could be used as an introduction from an authority site on their topics.

Copywriting Posts at Site Booster

Bob McClain, a web copywriting expert has been invited to help Site Booster with content on how to best write for the web to attract and retain as many loyal visitors, readers and customers as possible on the web. As a result of his writing, his profile page is being populated with a wealth of valuable internal links pointing to his profile.

Twitter Posts at Site Booster

Phyllis Zimbler Miller, a Twitter marketing expert has been invited to write on this vital social media and how to use it for business and other purposes online. She has written posts on Twitter from basic level and is continuing to the advanced level. Her profile page is a good indication of the extensive range of posts written on this subject.

About Site Booster

Site Booster is a website promotion company providing SEO services for its clients conducting keyword discovery, content writing, article marketing, press release and social media marketing. It provides monthly reports to inform the clients of the results achieved every month.

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"Singh is an ideal choice to continue moving our global ecosystem forward," said Schwarz. "We are tremendously grateful for the contributions made by Zia during his tenure with the company. I am confident that Singh's leadership skills, strategic knowledge and comprehensive experience will build on the success of the ecosystem and make SAP the leading partner of choice."

In Mecker's previous position as head of the Global Software and Technology Partner organization at SAP, he was responsible for managing all activities of SAP technology and software partners globally. In addition, he oversaw all business development activity with independent software vendor (ISV) and technology partners, including the global portfolio of third-party solutions driving revenue for SAP and its partners. Mecker has a long and distinguished career in enterprise software. Prior to joining SAP, he served as senior vice president of Global Solutions and Alliances for BearingPoint. Previously, he was CEO at Valdero Corporation (acquired by One Network). Mecker also has extensive prior corporate experience serving as a partner at KPMG Consulting and in various management roles at PeopleSoft and Oracle. Mecker holds a master's degree in industrial engineering and management from Virginia Tech, in the U.S., and a bachelor's degree in engineering from Punjab University, India.

Over the last several years, SAP has fostered a thriving network of communities, launched and grown the SAP® PartnerEdge™ program, formed strategic partnerships with services and system integrator partners as well as software and technology partners, and launched the SAP® EcoHub solution marketplace, among other innovative programs. Today, with nearly two million members in its SAP® Community Networks online communities and an integrated and robust portfolio of over 6,900 partners, the SAP ecosystem is widely recognized as an industry-leading network that continuously drives growth for SAP and additional value to SAP customers.

SAP® TechEd 2009 in Phoenix, Vienna, Shanghai and Bangalore
More than 12,000 SAP customers, partners and technical experts are convening at SAP® TechEd 2009, the company's largest ecosystem education event, to gain the inspiration and skills needed to maximize impact on their organizations at a time when companies need both skilled professionals and agile, efficient IT solutions that can efficiently adapt to change. Now in its 13th year, SAP TechEd 2009 was held in Phoenix, Arizona, from October 13-16 and will be held in Vienna, Austria, on October 27-29; Shanghai, China, on November 11-12; and Bangalore, India, on November 18-20. For more information, please visit www.sapteched.com. Join the conversation via Twitter at #sapteched09.

Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as "anticipate," "believe," "estimate," "expect," "forecast," "intend," "may," "plan," "project," "predict," "should" and "will" and similar expressions as they relate to SAP are intended to identify such forward-looking statements. SAP undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP's future financial results are discussed more fully in SAP's filings with the U.S. Securities and Exchange Commission ("SEC"), including SAP's most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.

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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 1 billion subscribers and has a leading position in managed services. The company's portfolio comprises of 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 "to be the prime driver in an all-communicating world" through innovation, technology, and sustainable business solutions. Working in 175 countries, more than 75,000 employees generated revenue of SEK 209 billion (USD 32.2 billion) in 2008. Founded in 1876 with the headquarters in Stockholm, Sweden, Ericsson is listed on OMX NASDAQ, Stockholm and NASDAQ New York.

www.ericsson.com
www.ericsson.mobi
www.twitter.com/ericssonpress

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The most affected areas for nursing jobs are in critical care (ITU), A&E, theatre, intensive care (ICU) and accident and emergency medicine nurses, with skill shortages also apparent for obstetrician and gynaecologist, orthopaedic, anaesthetic and recovery nurses.

"The available talent from abroad throws an important lifeline to the UK given the pressing need for skilled nurses. Around 10% of nurses working in the UK have trained abroad and the shortage of skills can only be adequately filled by targeted international recruitment," commented Simon Hudson, Director of Hays Global Resourcing at Hays Healthcare.

A combination of more effective utilisation and retention of skilled nurses, increased emphasis on training new nurses and, in the short term, increased international recruitment, would seem to provide the optimal solution to the nursing jobs crisis.

"While most of our temporary and permanent recruitment is carried out locally, the demand for certain skills has outstripped supply. It is therefore our responsibility to help clients attract these key professionals from outside their local market," stressed Hudson.

An international presence in 28 countries enables Hays to reach and target this extended pool of nursing professionals. "Our office network means we can source candidates from abroad and assist UK employers in finding correctly qualified nursing staff to meet their requirements," added Hudson.

Hays Healthcare has now added a comprehensive project methodology programme, LOCATE, to its portfolio to provide further support to employers via its global network.

"This gives employers extra confidence to partner with us to fill the gaps in their workforce," explained Hudson. "The new methodology, within an international recruitment context, helps our clients through the process - it is innovative and comprehensive, detailing exactly how each project will be handled to ensure that it is a success every time."

The problems facing the nursing sector in the UK are further compounded by an ageing domestic workforce - around 60% of the worker population is due to retire over the next decade. However, the shortage of nurses is not just limited to the UK with demand outstripping supply across the world, which in turn fuels a cyclical international movement of labour in the nursing profession. Many UK nurses are leaving to go and work abroad, to destinations such as Canada, Australia, the Middle East and the United States. Hudson explained: "Clearly, lifestyle and financial reasons rather than an inability to find a job in the UK are two of the key motivators."

Hays has also launched the Hays Healthclub, which supports existing and new workers. It provides new Hays members and those who refer others for roles, which are suffering from skill shortages with a £250 Healthclub bonus.

"The Healthclub not only allows us to say a huge thank you to those who have been loyal but also encourages workers to recommend others to find work through Hays. This support is critical in light of the ongoing shortages in many areas of healthcare, especially nursing," concluded Hudson.

-ends-

About Hays Healthcare:
Hays Healthcare is part of Hays plc (the 'Group'), the leading global specialist recruitment group. It is market leader in the UK and Australia, and one of the market leaders in Continental Europe. The Group employs 6,933 staff operating from 345 offices in 28 countries across 17 specialisms. For the year ended 30 June 2009:
– the Group had revenues of £2.4 billion, net fees of £670.8 million and operating profit of £158.0 million;
– the Group placed around 50,000 candidates into permanent jobs and around 270,000 people into temporary assignments; and
– the temporary placement business represented 56% of net fees and the permanent placement business represented 44% of net fees.

For further press information please contact:
Alexandra Tucker
Hays Plc.
2nd Floor, Stockley House
130 Wilton Road
London
SW1V 1LQ
020 7630 4282
www.hays.com/healthcare

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Make A Difference Day provided a key moment to celebrate the new swell of volunteers flocking to improve the quality of their communities. According to the Corporation for National and Community Service, neighborhood engagement levels have risen sharply since 2007, with a 31 percent increase in the number of people who worked with their neighbors to fix a community problem.

President Obama has made the call to get citizens involved in service through the United We Serve campaign and the Edward M. Kennedy Serve America Act. This important bipartisan legislation will change the course of civic responsibility in our nation. Prioritized funding through the Volunteer Generation Fund will help ensure that non-profit organizations can actually train, equip and mobilize people, our greatest national resource, to change their communities and country.

We clearly see that mobilization is happening. People from all sectors are answering the presidential call to service to tackle the nation's toughest problems. Now we need to strengthen our civic infrastructure and ensure that we take advantage of the upsurge in volunteerism and engaged citizenry as partners with the public and private sectors is vital to our nation's social and economic health.

Creating more volunteer leaders is an essential step to maintain this momentum. We must train a vast volunteer network to lead efforts, develop additional leaders and motivate others to engage in service.

University of Phoenix is answering the presidential call through a partnership with HandsOn Network to help develop this new nation of leaders. In addition to supporting HandsOn Network's activation for Make A Difference Day, University of Phoenix will be the premier partner of HandsOn University, creating a volunteer leader certification program and holding a self-organizing summit to empower those who stand ready to focus on specific community needs.

If you see a need in your community, you can address it. It starts with a single step: Go to www.handsonnetwork.org to get started. Think about how to use your passion and skills to make a difference.

As a volunteer, you will truly get more than you give.

Michelle Nunn is CEO of the Points of Light Institute, which inspires, equips and mobilizes people to take action that changes the world and operates three business units: HandsOn Network, MissionFish and the Civic Incubator. Chas Edelstein is Co-Chief Executive Officer of Apollo Group, Inc. in Phoenix, Arizona, a leading provider of higher education programs for working adults.

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In the new Marketplace, each learning content creator (Author) can create a short video describing the course, themselves and their expertise. In addition, on the main page of the Marketplace will be a featured video of a particular instructor.

"We feel that the new Marketplace main page design will enable learners to search and find relevant courses more easily," says Coggno VP Tod Browndorf, "as well as enable Coggno content creators more functionality and facility around conveying their expertise."

Coggno's former Marketplace page displayed course titles and a short description in order according to their date of uploading. However, on Coggno's new Online Training Marketplace, visitors can browse the available courses and training modules by category. The new Marketplace is designed to be more intuitive and user-friendly.

The greater ease in searching for courses combined with more opportunities for Authors to be seen and heard make the new Marketplace an exciting improvement on the Coggno site.

Coggno's Online Training Marketplace is a meeting point for creators of learning content and those who wish to acquire it. The Marketplace showcases courses covering a range of training topics, including those created by top e-learning authors like SilkWeb.

And since Coggno uses a pay-per-use business model, it is easy to load and reload learning content as required for relevant, up-to-date training. The model allows organizations and individuals to gain the skills and knowledge they desire when they need it, within a period of time that they determine.

The Coggno Marketplace provides a range of easy-to-use, robust courseware, such as certification programs offered by Supply Knowledge, which providers learners with sourcing, procurement and management courses for professionals. Coggno's marketplace includes a wide variety of online training modules for a broadening demographic of skill-seekers.

Coggno's LMS allows users to create and deliver customized training solutions. Users can make training their own, with the option to display their logo as well as a unique color scheme. Course authors are also able to upload and deliver training for in-house purposes or syndicate their learning content for a wider audience.

Coggno's new Online Training Marketplace allows visitors to browse a large collection of training material designed by hundreds of business professionals and other subject matter experts.

About Coggno: Based in San Jose, CA, Coggno is an LMS/LCMS toolkit and marketplace which facilitates the transfer of intellectual property between course creators and those who wish to acquire it. Coggno designs and delivers online solutions for e-learning, training, assessments, and courseware for organizations, corporations, associations, academic institutions, and subject matter experts. For more information, visit www.coggno.com.

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