How do we come to terms with the lack of leaders in a world where everyone discusses, preaches and encourages leadership? Something is wrong. That is the background of 'Leadership Diaries'. Whether organizing a birthday party, raising money for flood victims, inviting friends to a party or a soccer game on a Saturday morning, all of these activities require someone to play the leadership role. It seems like some people were born ready to lead while others were not. But everyone has the potential to lead. The question is how to unlock this potential. That is the subject of the new e-book, 'Leadership Diaries', from Brazilian cartoonist, writer and former global executive Luciano Pires, which explains the hypocrisy of today's world in a cheerful, humorous and provocative manner.
This book will help young people who are beginning their careers, as well as more experienced professionals, to understand how the professional universe works, based on the real experiences of an executive who led teams in a multinational corporation. And what's more: the book presents the point of view of a Brazilian, with a cultural background that is different from those of Europeans, Asians or North Americans.
Written in a straightforward and good-humored language, 'Leadership Diaries' surprises readers by presenting what should be obvious yet can no longer be seen, due to our busy agendas.

About the author

Luciano Pires draws on a rare collection of attributes to create a compelling work: he is a cartoonist and writer with 6 published books, most of them focused on developing a critical eye as a way to enhance the ability to make decisions and sound judgments. For 26 years, Luciano was a top executive at a multinational corporation, leading teams of professionals in Brazil and in other countries, and delving deeply into the corporate theatre. He is the irreverent and provocative producer and host of one of Brazil's foremost podcasts, Café Brasil. Luciano has become a prominent speaker who "walks the talk" transforming his calls for innovation into a reality.

'Leadership Diaries', written by Luciano Pires, can be downloaded for free at Amazon.com from May 26 to 28.

— WebWireID175145 —

No other company better understands how to bring the crowdsourcing model to life for premium brands. To learn more about 'No Boundaries, Better Results' and how Arise Virtual Solutions can help you, please visit www.arise.com.

— WebWireID175106 —

653 professionals from 481 different colleges and universities responded to the 2013 Career Services Insights Survey.  Results from the 2013 Career Services Insights Survey will be shared on May 22 at the  2013 CSO Research Training and Networking Conference in Austin, Texas. 

The full 2013 Career Services Insights Report will be available for free download from the CSO Research website in June 2013.
 
The final question of the survey asked 'In your opinion, who are the most visionary and forward-thinking leaders in career services and recruiting today?'
 
223 people responded to this question, naming a total of 194 different career services and recruiting professionals.  The following ten individuals, in rank order, were mentioned most frequently.
 
The 10 most visionary and forward-thinking leaders in career services and recruiting in 2013
 

• #1 Andy Chan, Vice President for Personal & Career Development - Wake Forest University

• #1 Michael True, Director, Internship Center - Messiah Colleg

• #3 O. Ray Angle, Director, University Career Services- University of North Carolina - Chapel Hill

• #3 Manny Contomanolis, Associate Vice President and Director - Office of Cooperative Education and Career Services – Rochester Institute of Technology

• #5 Matt Berndt, Director of Communication and Career Services - CSO Research, Inc.

• #6 Katharine Brooks,  Director of Liberal Arts Career Services – The University of Texas at Austin

• #6 Lindsey Pollak, Career & Workplace Expert / LinkedIn Ambassador - LinkedIn

• #8 Andy Ceperley, Project Director, Careers & Employment - University of Melbourne

• #8 Phil Gardner, Director Collegiate Employment Research Institute - Michigan State Universit

• #8 Sam Ratcliffe, Director, Career Services  - Virginia Military Institute

— WebWireID174914 —

P: Talk a little about the content.
Trained personnel can do the right thing, at the right time, the right way, but I'm concerned with doing the necessary thing, at the necessary time, the necessary way. 'Choosing what is necessary' is much more difficult than 'choosing what is right,' since it involves technical, social, political, cultural and even aesthetic aspects that go far beyond the training companies provide to their employees. To train people in the technical aspects of these processes is to develop only one part of their judgment and decision making skills. This "something more" is what "Leadership Diaries" is about.

About the author:
 
Luciano Pires draws on a rare collection of attributes to create a compelling work: he is a cartoonist and writer with 6 published books, most of them focused on developing a critical eye as a way to enhance the ability to make decisions and sound judgments. For 26 years, Luciano was a top executive at a multinational corporation, leading teams of professionals in Brazil and in other countries, and delving deeply into the corporate theatre. He is the irreverent and provocative producer and host of one of Brazil's foremost podcasts, Café Brasil. Luciano has become a prominent speaker who "walks the talk," transforming his calls for innovation into a reality.
 
The e-book, "Leadership Diaries", is for sale on Amazon.com and will be in a special launching promotion as "free download" from May,26th to 28th.
 

— WebWireID174465 —

This influx of Chinese students to US colleges and universities will mean a lot to these students—but they'll have to get out of their cultural box to make it worthwhile.

Many foreign students will feel secure within their cultural group, but have less of a likelihood of reaching out to their American counterparts. This means Chinese and other foreign students who do not assimilate into the whole culture of the environment they are in are less likely to improve spoken English because they are not surrounding themselves with native American English speakers. Because of this, their understanding of English and ability to read and write English may likely be phenomenal, but their ability to interact socially, give a good presentation in English, or be able to communicate well with colleagues, patients, or clients once they have graduated will be hampered by a non-native English accent.

In 2010, Peggy Blumenthal, vice president at the Institute of International Education, suggested Chinese students invest in what they feel gives them any edge over competition, and work hard on English fluency while also attending school.

But fluency in English goes beyond comprehension. Chinese career professionals must be able to speak in a way that native speakers don't have to work to understand them—it's the difference between a slam dunk interview or just having a framed degree on the wall.

Chinese students and career-minded individuals must look to a quality online accent reduction program that can help to reduce a Chinese accent in English and help them sound like a native American English speaker. And the research indicates that everyone from patients to colleagues, and students to coworkers find it easier to communicate, and therefore forge long lasting working relationships with Chinese students and professionals who have been able to reduce foreign accents in spoken English with the help of a trained English speech pathologist and/or American English pronunciation training course online.

At PronunciationPro.com, we work with Chinese students and professionals to reduce thick accents and enhance pronunciation in English to sound like native English speakers. For more information, visit our Prices and Packages page, or try our 7-day FREE trial to get a feel for what we offer Chinese and other foreign students and professionals.

— WebWireID174928 —

• Perspectives of Preparation for the CIH Exam v7.0/RT 236, Wednesday, May 22nd, 1:30-4:30 pm. Sponsored by Students and Early Career Professionals Committee (SECPC).
• ABIH Forum, Wednesday, May 22nd, 10:00 am – noon. ABIH Directors and the Executive Director will discuss certification topics, answer questions and seek audience input.

— WebWireID174898 —

— WebWireID174886 —

To celebrate its 20-year anniversary, PLANSPONSOR honored 20 institutions, including plan sponsors, providers, investment managers, trade groups and government entities that have influenced or changed the retirement industry over the last two decades.

According to PLANSPONSOR, Aon Hewitt merited inclusion in the '20 Institutional Leaders' list for its vast breadth of capabilities. 'Aon Hewitt does just about everything: It is a fitting construct for an industry that demands specialist expertise but prefers unitary, or at least deep, relationships. The combination of Aon and Hewitt [in 2010] produced a company that offers a deep bench of solutions—retirement plan administration (it is the third-largest recordkeeper in terms of assets) consulting, retirement and workplace benefits consulting, human resource (HR) business process outsourcing and risk management services—across a significant swath of business sizes.'

Aon Hewitt helps companies navigate the risks and complexities of retirement benefits through a full range of services, including actuarial, investment consulting, pension risk services, traditional consulting and plan administration.

'For more than 70 years, Aon Hewitt has been an innovator in the HR industry, designing and implementing comprehensive talent, retirement and health solutions that address current workplace trends and anticipate the needs of tomorrow's workers while also navigating retirement risk,' said Paul Rangecroft, U.S. Retirement practice director at Aon Hewitt. 'We are truly honored to receive this recognition from PLANSPONSOR and remain committed to serving our clients and helping change the way America retires.'

Click here to see the full list of PLANSPONSOR's 20 Institutional Leaders of the Past 20 Years.

Sign up for News Alerts: http://aon.mediaroom.com/index.php?s=58
Follow Aon Hewitt on Twitter: @AonHewitt

About Aon Hewitt

Aon Hewitt empowers organizations and individuals to secure a better future through innovative talent, retirement and health solutions. We advise, design and execute a wide range of solutions that enable clients to cultivate talent to drive organizational and personal performance and growth, navigate retirement risk while providing new levels of financial security, and redefine health solutions for greater choice, affordability and wellness. Aon Hewitt is the global leader in human resource solutions, with over 30,000 professionals in 90 countries serving more than 20,000 clients worldwide. For more information on Aon Hewitt, please visit www.aonhewitt.com.

About Aon

Aon plc (NYSE:AON) is the leading global provider of risk management, insurance and reinsurance brokerage, and human resources solutions and outsourcing services. Through its more than 65,000 colleagues worldwide, Aon unites to empower results for clients in over 120 countries via innovative and effective risk and people solutions and through industry-leading global resources and technical expertise. Aon has been named repeatedly as the world's best broker, best insurance intermediary, reinsurance intermediary, captives manager and best employee benefits consulting firm by multiple industry sources. Visit www.aon.com for more information on Aon and www.aon.com/manchesterunited to learn about Aon's global partnership and shirt sponsorship with Manchester United.

If you elect to comment or engage with our content via third-party social media websites, you authorize Aon to have access to certain social media profile information. Please click here to learn more about information that may be collected when using these tools on Aon.com

— WebWireID174859 —

New global report reveals homophobic discrimination and violence is endemic in many countries around the world

- International LGBT2020 Homophobia Report reveals widespread homophobia, violence and harassment of LGBT people in countries all over the world
- Most LGBT people globally are not out at work due to fears of harassment and bullying
- Over half of LGBT people in most countries believe that there are issues of homophobia and transphobia in their own workplace

The Hague, Netherlands (OUTNOW) - May 17, 2013 -- Data released from the world's largest research program into the lives of lesbian, gay, bisexual and transgender (LGBT) people has revealed the extent to which LGBT people suffer harassment, discrimination, refusal of goods and services and violence because of their sexuality.

The LGBT2020 study measures these data on a global scale for the very first time.

 The findings released in conjunction with IDAHO day (The International Day Against Homophobia and Transphobia which is held annually on the 17 May, give the clearest picture to date about the widespread levels of harassment and discrimination that LGBT people face on a daily basis in countries right around the world.

The 'Out Now Global LGBT2020 Homophobia Report' http://www.outnowconsulting.com/media/1332/Idaho-discrimination-report-global-V7.pdf  research was conducted by the worldʼs leading LGBT consulting firm Out Now Global as part of the 'Out Now Global LGBT2020 Study'.

This groundbreaking project is the largest global research project into the lives of LGBT people that has ever been undertaken, and to date the LGBT2020 study has collected data in 12 languages from almost 100,000 LGBT respondents in 21 countries around the globe on a variety of topics, include workplace and discrimination issues.



Countries sampled during 2012 for the LGBT2020 research report include: Argentina, Australia, Austria, Brazil, Canada, Chile, Ecuador, France, Germany, India, Ireland, Israel, Japan, Mexico, Netherlands, Peru, Poland, Turkey, United Kingdom, United States, Uruguay. (Those in bold are included in the report released by Out Now for 2013 IDAHO Day.)

The results highlight several key global trends for LGBT people among findings that are relatively consistent across the various countries tested, including the countries in the LGBT2020 study not included in this new report. These data reveal the prevalence of homophobia, which is still endemic and appears to be culturally ingrained in societies globally.



The new 'Out Now Global LGBT2020 Homophobia Report' highlights that discrimination, harassment and violence is occurring to LGBT people because of their sexuality all over the world, and shows that even in the most progressive western countries not everyone who identifies as being either LGB or T is able to be completely 'out' or open about their sexuality either at work, with friends or with family.

The research also reveals that more than 50% of respondents tested believe there are problems of varying degrees of severity for LGBT people in their own workplace. 

While these findings highlight the extent of discrimination and harassment of LGBT people they may only reveal part of the problem.

The research shows that even in a country as socially progressive as the Netherlands for example, the percentage of LGBT people who are able to be out to everyone at work (65%), with family (77%) and with their friends (83%) is not total showing that issues in coming out are real and affect interpersonal relationships across society. This ability to be 'out' drops to just 17% (at work), 21% (with family) and 26% (with friends) in Japan, where cultural norms make it far more 'unacceptable' for LGBT people to be open about their sexuality or gender identity. 



The new LGBT2020 homophobia figures reveal the true lack of visibility for LGBT people in society, particularly in the workplace, where even in a country as reportedly accepting as the Netherlands -  more than one in every three (35%) of all LGBT respondents feel that they are unable to completely be themselves with their colleagues at work. 



This lack of visibility because of reluctance amongst many LGBT people to come out about their sexuality or gender identity is explained by another finding of the research.

There is a very real threat that out and open LGBT people risk harassment, discrimination and violence - both verbal abuse and physical assaults - in the societies in which they live, all over the world due to their sexuality or gender identity. 

The 'Out Now Global LGBT2020 Homophobia Report' shows that there is a particular lack of visibility (known as 'being in the closet') for LGBT people globally which is especially prevalent in certain countries including Japan, Turkey, Mexico, France and Brazil. With fewer visible 'out' LGBT people in these countries the actual levels of homophobia could be far higher than reported as people who feel unable to be out are often adopting this tactic as part of a strategy to minimise homophobic and transphobic incidents against themselves.



There is a strong correlation with how out people are in a particular country in their places of work, with how well they feel LGBT people generally are treated in the workplace, indicating that countries where people are less likely to be out at work are also those countries where LGBT respondents feel LGBT people in the workplace are treated poorly. 

Issues of homophobia and transphobia are not defined by levels of development within nations.

The findings of the new 'Out Now Global LGBT2020 Homophobia Report' show that countries such as the USA, UK, Canada, France and Germany (amongst others) all have significant cultural issues affecting how open LGBT people can be in all levels of society, and respondents from these countries also report worryingly high levels of harassment, violence and discrimination which they suffer because of their sexuality or gender identity.



In the USA for example, 59% of respondents believe that there are issues of concern to them regarding how LGBT people are currently treated while at work, which may go some way to explaining why only 44% of LGBT respondents from the USA are out to everyone in the workplace.Similarly in the UK, only 52% of respondents said that they felt able to be 'out to everyone' at work, and 15% of respondents indicated that they had suffered harassment in the workplace during the past year. 

It appears that no matter where LGBT people live in the world today, too many still run very real daily risks of suffering harassment, bullying, violence and intimidation solely on the basis of their sexual orientation.

Ian Johnson, CEO of Out Now was keen to add context to the research. "The findings of this 'Out Now Global LGBT2020 Homophobia Report' show that we have a long way to go in achieving a society which is truly welcoming and accepting of sexual and gender diversity," Johnson said. "Out Now hopes this data goes some way to helping highlight the very real problems of homophobia and transphobia which many LGBT people encounter every day, in all parts of the world. Of course one of the most important things we say at Out Now is that averages mask diversity. There is no such thing as a 'typical' LGBT person. There are just individuals. At Out Now one of our touchstones is that 'LGBT' spells people. People around the world living diverse lives - yet all having at least one characteristic that unites them - being a member of the minority group within societies known as LGBT".

Joel Bedos from the IDAHO Committee said: "The Out Now Global LGBT2020 Study will no doubt provide renewed momentum for companies to increase their commitment to Human Rights for all, irrespective of sexual orientation and gender identity or expression - not only within their companies, but within the societies at large that they live and work in. By supporting local LGBT advocates who work every day to fight against stigma and discrimination, companies are proving vital in implementing a core component of their broader corporate social responsibility."


REPORT CAN BE DOWNLOADED FREE-OF-CHARGE AT http://www.outnowconsulting.com/media/1332/Idaho-discrimination-report-global-V7.pdf THIS LINK

Media contact:
Darren Cooper, Out Now darren.cooper@OutNowConsulting.com

About Out Now:

http://www.outnowconsulting.com 

Established in 1992, Out Now is the world's leading LGBT marketing organization and has for two decades been relied upon by many of the world's leading brands, organisations and tourism bodies for specialized gay and lesbian marketing insight and expertise. Services include research, training, strategy and communications. Out Now clients include IBM, Toyota, Citibank, German National Tourist Office, TUI, Lufthansa, Berlin Tourism Marketing, Vienna Tourist Board, Visit Manchester, Stockholm Visitors Board and Lloyds TSB Banking Group.

About IDAHO:

http://dayagainsthomophobia.org/about/

The International Day Against Homophobia and Transphobia (IDAHO) was created in 2004 to draw the attention of policymakers, opinion leaders, social movements, the public and the media to this issue.It is not one centralised campaign; rather it is a moment that everyone can take advantage of to take action.

The date of May 17th was specifically chosen to commemorate the World Health Organization's decision in 1990 to declassify homosexuality as a mental disorder.

The International Day against Homophobia and Transphobia is now celebrated in more than 100 countries, in all world regions and in places as diverse as Australia, Iran, Cameroon or Albania.

###ENDS###

— WebWireID174790 —

MINNEAPOLIS, Minn. – Working Mother has selected General Mills as one of 25 'Best Companies for Multicultural Women' in the U.S. for its ability to hire, retain and advance women of color.

'Each of us comes to work with a uniquely different perspective that is born from our experience,' said Ken Charles, vice president of Global Diversity and Inclusion for General Mills. 'We find that a genuinely inclusive environment that acknowledges, respects and values those differences drives greater employee engagement and innovation. Supporting and valuing the talents and perspectives of working moms is critical to our workplace environment, contributing immensely to our success.'

This year marks General Mills' tenth consecutive year on the annual list, and the company received special recognition by ranking among the Top 5 'Best Companies' along with Deloitte, KPMG, PwC and State Farm. The full list appears in the June/July issue of Working Mother magazine and online at WorkingMother.com.

'The Best Companies for Multicultural Women know that a truly diverse workforce makes for an effective team, one that's plugged into the needs and desires of its customers,' said Carol Evans, president of Working Mother Media. 'Grooming female leaders has become a crucial mandate, and great companies are simultaneously weaving diversity into their culture. However, many challenges lie ahead for all U.S. companies to build a pipeline of diverse talent to represent them at every level of decision-making and management.'

In this month's Working Mother magazine, Eliana Wahnon, Global Consumer Insights manager for General Mills, details how her multicultural upbringing has provided inspiration for her current role at General Mills. Wahnon also participated in a Q&A feature discussing the award and her personal experience as a multicultural mom on General Mills' corporate blog, A Taste of General Mills.

The current issue of Working Mother also includes a company profile of General Mills, which highlights the company's success in advancing women of color and its comprehensive employee resources including employee networks and mentoring programs.

Methodology
The Working Mother Best Companies for Multicultural Women requires candidates to have at least 500 employees. The winners were selected based on responses to an extensive questionnaire on representation; hiring, attrition and promotion rates; recruitment, retention and advancement programs; and company culture. The Working Mother Research Institute created a scoring algorithm based on the previous year's benchmark results to determine the winners.

For more information on the Best Companies for Multicultural Women, visit WorkingMother.com.

About General Mills
General Mills is one of the world's leading food companies, operating in more than 100 countries. Its brands include Cheerios, Fiber One, Häagen-Dazs, Nature Valley, Yoplait, Betty Crocker, Pillsbury, Green Giant, Old El Paso, and Wanchai Ferry. Headquartered in Minneapolis, Minn., USA, General Mills had fiscal 2012 worldwide sales of US $16.7 billion.

— WebWireID174772 —

The Working Mother Research Institute, which conducted the study, found a significant jump in participation rates for the Best Companies' education programs. For example, 42 percent of all employees participated in gender diversity education this year, up from 23 percent in 2012. A total of 76 percent of the Best Companies have mandatory diversity training for their workforces.

'As a global company, CA Technologies is committed to diversity and recognize that our ability to increase innovation, improve execution and act with greater speed depends on our people and diverse perspectives,' said Beth Conway, vice president, Human Resources, CA Technologies. 'Working Mother has once again recognized the company's commitment to diversity and we are honored to be acknowledged for the third consecutive year.'

Carol Evans, president of Working Mother Media, says, 'The Best Companies for Multicultural Women know that a truly diverse workforce makes for an effective team, one that's plugged into the needs and desires of its customers. Grooming female leaders has become a crucial mandate, and great companies are simultaneously weaving diversity into their culture. However, many challenges lie ahead for all U.S. companies to build a pipeline of diverse talent to represent them at every level of decision-making and management.'

Key findings of the 2013 Working Mother report can be found on workingmother.com.

Methodology

The Working Mother Best Companies for Multicultural Women requires candidates to have at least 500 employees. The winners were selected based on their answers to an extensive questionnaire on representation; hiring, attrition and promotion rates; recruitment, retention and advancement programs; and company culture. The Working Mother Research Institute created a scoring algorithm based on the previous year's benchmark results to determine the winners.

About Working Mother

Working Mother magazine reaches 2.2 million readers and is the only national magazine for career-committed mothers; WorkingMother.com (workingmother.com) gives working mothers @home and @work advice, solutions, and ideas. This year marks the 28th anniversary of Working Mother's signature research initiative, the Working Mother 100 Best Companies, and the eleventh year of the Best Companies for Multicultural Women. Working Mother Media, a division of Bonnier Corporation (bonnier.com), includes the National Association for Female Executives (NAFE, nafe.com), Diversity Best Practices (diversitybestpractices.com), and the Working Mother Research Institute. Working Mother Media's mission is to serve as a champion of culture change.

About CA Technologies

CA Technologies (NASDAQ: CA) provides IT management solutions that help customers manage and secure complex IT environments to support agile business services. Organizations leverage CA Technologies software and SaaS solutions to accelerate innovation, transform infrastructure and secure data and identities, from the data center to the cloud. Learn more about CA Technologies at www.ca.com.

Legal Notices

Copyright © 2013 CA. All Rights Reserved. One CA Plaza, Islandia, N.Y. 11749. All other trademarks, trade names, service marks, and logos referenced herein belong to their respective companies.

— WebWireID174727 —

On June 14th is a one day workshop in Portland, Oregon.
Open to anyone who is willing to give feedback at the end of the day.  

Lunch included!

Participants will:
• Learn an empowering 5-step formula to convert your passion and ideas to money.
• Understand what it means to leverage.
• Find out why it's not all about how to get more clients. 

To register go to: http://www.awakeningbusiness.com/5-steps-to-awaken-your-money-stream/

— WebWireID174702 —

With the creation of a new Orange Campus site in Senegal, the France Telecom-Orange Group, which is present in some 20 African countries, reaffirms its commitment to strengthening its worldwide managerial community and to supporting managers in their daily responsibilities.

Located in the Dakar technology park, the first priority of the Orange Campus international site will be to offer development programmes to the 1,000 managers of the Group's subsidiaries in Western Africa (Mali, Guinea, Guinea-Bissau, Niger, Côte d'Ivoire and Senegal). Managers from other Orange subsidiaries in French-speaking Africa – the Central African Republic, Cameroon and the Democratic Republic of the Congo – may also benefit from the programmes on offer. In addition, the site will host managers from all of the Group's countries through its international programmes, fostering diversity, which is integral to Orange Campus's identity.

In 2013, more than 20 different managerial development programmes are scheduled at Orange Campus Dakar
The new Orange Campus site consists of several classrooms, a library area and an amphitheatre, and was designed to be configurable to the different teaching methods used during the sessions. Located next to the Orange-Sonatel Competency Development Centre, the site's surface area of more than 300m2 can accommodate up to 160 people.

The programmes to be offered at the Orange Campus Dakar site are focused on three main priorities that are designed to strengthen the international approach favoured in Africa. These include:

• basic courses to give new managers the ability to take up their responsibilities quickly
• collective development programmes – the 'collective challenges' – to enable executive managers to mobilize and develop their teams
• individual development programmes and management fundamentals to reinforce key managerial practices

In addition, a 'made-to-measure' offering builds on existing programmes while targeting the managerial priorities of each country and adapting to the number of managers participating in the session.

The creation of Orange Campus Dakar is an expression of the Group's commitment to preparing its international subsidiaries to take charge of certain training events directly by supplying them with all the necessary educational components and offering them special training sessions for local instructors, both internal and external. Eight internal instructors have already been certified in Africa. These measures will be applied to each country, based on their needs and resources. Each country will receive the necessary support to allow them to independently deploy the Orange Campus programmes.

For all that, the development of the Group's managers in Africa is not new. Since 2011, more than 1,000 managers in 11 countries of Africa, the Middle East and Asia have already benefitted from Orange Campus programmes through sessions organized within the subsidiaries.

About Orange Campus

The Orange Campus concept was created in January 2011 to promote cooperation, interaction and a shared foundation of knowledge and managerial practices common to all of the Group's managers. Under the leadership of Stéphane Richard, Chairman and Chief Executive Officer of France Telecom-Orange, Orange Campus plays a central role in managerial renewal, with the Group's men and women forming the core of the organization.
All Orange Campus programmes are now carried out at five dedicated sites in Paris, Serock (Poland), Madrid, Marseille (southern France) and Dakar, as well as in two Asia Pacific and Indian Ocean hubs serving several countries which bring together optimum managerial density and diversity.
In two years, more than 20,000 participants with 42 different nationalities have already benefitted from the managerial development activities offered by Orange Campus.

about Orange

France Telecom-Orange is one of the world's leading telecommunications operators with sales of 43.5 billion euros in 2012 and has 170,000 employees worldwide at 31 March 2013, including 104 000 employees in France. Present in 32 countries, the Group has a total customer base close to 230 million customers at 31 March 2013, including 172 million mobile customers and 15 million broadband internet (ADSL, fibre) customers worldwide. Orange is one of the main European operators for mobile and broadband internet services and, under the brand Orange Business Services, is one of the world leaders in providing telecommunication services to multinational companies.

With its industrial project, "conquests 2015", Orange is simultaneously addressing its employees, customers and shareholders, as well as the society in which the company operates, through a concrete set of action plans. These commitments are expressed through a new vision of human resources for employees; through the deployment of a network infrastructure upon which the Group will build its future growth; through the Group's ambition to offer a superior customer experience thanks in particular to improved quality of service; and through the acceleration of international development.

France Telecom (NYSE:FTE) is listed on NYSE Euronext Paris (compartment A) and on the New York Stock Exchange.

For more information (on the internet and on your mobile): www.orange.com, www.orange-business.com, www.orange-innovation.tv or to follow us on Twitter: @presseorange.
Orange and any other Orange product or service names included in this material are trade marks of Orange Brand Services Limited, Orange France or France Telecom.

— WebWireID174706 —

A certified healthcare worker providing services bolsters the confidence that a patient is getting quality care in their rehabilitation and has implications in employer's decisions on disability, benefits and cases involved in litigation.

         "What we have found, through our own feedback and outreach, is that attorneys and legal aids are now looking at this certification as a card in hand, so to speak, something that can measure a rehab professional's competency, having certified therapists is a step a rehab facility can take to ensure all therapists are up to the task." Says Andrew Teunis, Director of Development at ISPA and one of the developers of the CWcHP certification.
This certification and examination arose out of the need for therapists and trainers to show competency in the delivery of services to workers' compensation patients.

'In a previous research study we conducted, nurse case managers declared this need for certification by even stronger percentages. Certification of physical therapists and all health care professionals is necessary in workers' compensation rehabilitation cases to ensure that the health care professional is well versed on the clinical needs, the legal issues, and the employment needs required in these cases.' Says Dr. John Mayer, President of ISPA.

To obtain the CWcHP™ applicants must be in the fields of physical therapy, occupational therapy or athletic training and they must pass the certification exam. The exam covers three areas of competency: clinical issues, legal issues and employer based knowledge. The test took two years to develop and utilizes the knowledge of leading physical therapy providers as well as state-of-the-art research in this field.

After passing the examination a professional can use the initials, CWcHP™ after his/her name and on promotional materials.
'This certification holds healthcare providers to a higher standard as well as advances their careers as distinguished providers of excellence,' explains Andrew Teunis, also the certification test developer.

Complete information on the new certification and the exam can be found at: www.workcompcertification.com or the certifying association's web site: www.theISPA.org. 
 
 
The International Sports Professionals Association (ISPA™) is the world's largest credentialing service for professionals in sports. The ISPA sets standards for its membership by providing professional services to the sports world spanning from children's' sports to professional athletes. The ISPA includes a wide variety of professional occupations from coaches, sport psychologists, physicians, accountants, agents, physical therapists, chiropractors, nutritionists, sport physiologists, trainers, and more. ISPA designates that member professionals adhere to a strict code of ethics and have met the highest standards in their fields to provide professional services to athletes and to sports.

###

— WebWireID174660 —

ROSELAND, N.J. – – ADP®, a leading provider of human capital management services, today announced the addition of two new capabilities to ADP Tax Credits, including SECURE Document Submission and Voice Signature. These new capabilities provide employers more choices in their efforts to improve the security, efficiency and ease of screening, verification and document submission required for the federal Work Opportunity Tax Credit (WOTC), accelerating the process to capture credits.

SECURE Document Submission and Voice Signature are the latest additions to an already comprehensive suite of ADP WOTC screening and delivery solutions that offer superior flexibility, including Web-in (with electronic signature), Call-in and IVR (with voice signature, fax and email form delivery) and Mail-in programs. These services help enable companies to take full advantage of available tax credits and incentives to help reduce a company's overall tax liability.

ADP's new SECURE Document Submission and Voice Signature solutions offer additional methods to help companies of all sizes improve the efficiency of their WOTC administration:

-SECURE Document Submission allows companies to upload WOTC required forms to ADP's dedicated secure online portal to significantly help enhance the security of their WOTC documentation process. Whereas previously employers provided forms and documentation via mail, fax or email, companies can now upload those forms and supporting documentation directly to ADP's secure, dedicated tax credit online portal.
-Voice Signature allows employees to 'sign' forms over the phone, streamlining the WOTC call-in screening and verification process by reducing the need to capture physical signatures on forms and mail, fax or email documents. This new capability provides additional flexibility for the employer and employee, allowing form completion in a single phone call. Voice Signature adds to the current signature options, which include internet-based electronic signature, 'wet signature' with fax/email forms delivery or hard copy mailing.

'The WOTC employee administration process can be complicated and labor intensive, particularly when done manually or using traditional methods. The level of detail and documentation required can make it difficult for companies to submit the necessary documents within the 28-day window required by the IRS,' Jim Brown, Senior Division Vice President and General Manager, ADP Tax Credits. 'By streamlining the entire process, these new capabilities make it easy for companies to efficiently capture and realize the WOTC credits they're eligible for – all while helping to maintain compliance with new and changing regulations.'

ADP Tax Credits is one component of the recently released ADP SmartComplianceSM platform. A cloud-based unified platform of outsourced services, ADP SmartCompliance helps medium and large businesses better manage employment-related tax and payment compliance. The platform helps companies save time and money by bringing together and streamlining compliance management for employment tax, tax credits, wage payments, wage garnishments, employment verification, unemployment claims and W2 management.

For more information about ADP Tax Credits, visit www.adp.com/taxcredits.

About ADP®
ADP® (NASDAQ: ADP), with more than $10 billion in revenues and approximately 600,000 clients, is one of the world's largest providers of business outsourcing and human capital management solutions. Leveraging over 60 years of experience and a global footprint spanning more than 40 countries, ADP offers a wide range of human resource, payroll, talent management, tax and benefits administration solutions from a single source, and helps clients comply with regulatory and legislative changes, such as the Affordable Care Act (ACA). ADP's easy-to-use solutions for employers provide superior value to companies of all types and sizes. ADP is also a leading provider of integrated computing solutions to auto, truck, motorcycle, marine, recreational vehicle, and heavy equipment dealers throughout the world. For more information about ADP SmartComplianceSM or to contact a local ADP sales office, reach us at 1.855.237.4236 or visit the company's Web site at www.adp.com/SmartCompliance.

— WebWireID174639 —

— WebWireID174595 —

The experience is one of the many reasons that people who are looking for bodyguards in Los Angeles should choose The Officers Group. People have chosen this company for TV shows, film studios, private auction houses and celebrities. This company also offers private security services.

Additionally, the security guards have been trained to help prevent emergency situations from happening. Their top priority is protecting you in every way that they can.

People who are interested in the Officers Group, may visit their website at OfficersGroup.com.

— WebWireID174522 —

Recently, I was talking with a long-time business acquaintance—a hard-working, results-focused, successful executive—about the Millennial generation. In the course of our conversation, I gave him a copy of the book 'Managing the Millennials,' a research-based study of managers who were successful (and those who were less successful) when it came to managing Millennial employees. The next time I saw my friend, his comments surprised me! He said: 'I read the book you gave me. It just made me mad. If those Millennials were working for me, I would fire them all! Companies cannot just cave into their demands. Companies stay in business by producing results!'

My friend's response to the book was based on the fact that Millennials have a set of values different from those of older generations. This leads to different behaviors and expectations in the workplace. It is no surprise that Millennials' behavior supports their values in the same way that the behavior of older generations is in support of their values, and less surprising that this clash of what's important sometimes causes a schism between the two.

This friend's response is not at all uncommon or different from the many responses we get from older executives. These sentiments come from hard working, successful employees who have learned the rules of the business world and worked their way up within the established system. Essentially they're saying: 'This younger generation has to learn that they have to do it our way. There aren't any short cuts.'  Fall in line, learn the rules, and pay your dues.

Buried in my friend's comments and the familiar things we hear from executives is an unchangeable truth—organizations last and succeed because they produce results. Once we mutually agree on this truth we have to ask ourselves if we want to hold on to the belief that the way we do it as an organization or manager is the best or only way to succeed.

But here's something important to think about: Millennials are not asking for a 'get-out-of-jail-free' card when it comes to producing results. But they do want an opportunity to shape how results are created and they do want to find ways to work that are consistent with their values. We understand that when it comes to generations, these are fairly general statements. Of course you will find in every generation those who are more inclined to be accountable for results than others. There is no expectation that organizations should 'dumb down' accountability or lessen the results that are expected. On the contrary!

In today's multi-generational business world, organizations need to be careful about where they push for conformity from their younger employees. Conformity depresses creativity and despite statements about just getting Millennials to 'live by the rules', conformity isn't really what executives want. It is precisely the companies that learn how to integrate Millennials into their organizations that will flourish. Managers are simply the fulcrum in the equation; they make all the difference as they gain specific management skills and learn to draw out the very best from their young employees.

Millennials are not exempt from the equation, they also need to develop workplace skills. What used to work at school, in college, or on the soccer team is not enough for a successful start in the work place. For managers and Millennials to pull in the same direction, organizations need to equip managers to develop new employees. And Millennials need to learn that some skills only come with time and experience.

To learn how managers and Millennials can build skills for success in the workplace, visit: www.redtreeleadership.com/millennials

— WebWireID174488 —

The Global Outsourcing 100 is an annual ranking representing the standard of excellence in outsourcing, in which NCR's Services team stands as one of the top outsourcing service providers. NCR demonstrated excellence in evaluation categories such as global presence, customer references, company recognitions and certifications and executive leadership.

'NCR's performance in the Global Outsourcing 100 list is a testament to our continued focus on delivering a next-in-class customer service experience,' said Peter Dorsman, NCR executive vice president and chief quality officer. 'Customers trust NCR to not only deploy innovative solutions but also to manage their infrastructure -- enabling them to focus on their core business. We are honored to be ranked in the top 10 for the third consecutive year among the world's elite outsourcing providers.'

NCR received additional recognition sub-lists, including:

• Best 10 Leaders – Services; Best 20 Leaders - Retail & Consumer Goods;
• Best 20 Leaders – Financial Services (Banking, Markets);
• Best 20 Leaders - Industry-Specific Services;
• Best 20 Leaders – Information/Comm. Technology Services;
• Best 10 Leaders in Southeast Asia;
• Best 20 Leaders in US;
• Best 20 Leaders in Western Europe.

As one of the world's leading providers of support and managed services, NCR performs 11 million service actions per year and maintains more than 3 million points of service worldwide.

'As applicants continually raise the bar and as the outsourcing industry continues to grow and mature in many markets, competition is tougher,' said Jag Dalal, chief advisor of Thought Leadership, IAOP and chairman of the judges' panel. 'Being named to The Global Outsourcing 100 and The World's Best Outsourcing Advisors is a great achievement, particularly given the strong competition, and we are proud to recognize NCR for their excellence.'

NCR's managed services and outsourcing portfolios include predictive services, network management, hardware and software maintenance, incident management, software distribution and end point security services. NCR provides technical help desk services in multiple languages from 16 Services Centers of Excellence globally. NCR provides value added services to 19 of the world's top 20 banks, 7 of the top 10 retailers, 8 of the top 10 telecom firms and 3 of the top 5 airlines.

The 2013 Global Outsourcing 100 and The World's Best Outsourcing Advisors recognizes the world's best outsourcing service providers and advisors. These rankings are based on applications received and evaluated by an independent judging panel organized by IAOP.

About IAOP
The International Association of Outsourcing Professionals® (IAOP®) is the global, standard-setting organization and advocate for the outsourcing profession. With more than 120,000 members and affiliates worldwide, IAOP helps companies increase their outsourcing success rate, improve their outsourcing ROI, and expand the opportunities for outsourcing across their businesses. To learn more, visit http://www.IAOP.org.
© 2013 IAOP. All Rights Reserved.

About NCR Corporation
NCR Corporation (NYSE: NCR) is the global leader in consumer transaction technologies, turning everyday interactions with businesses into exceptional experiences. With its software, hardware, and portfolio of services, NCR enables more than 300 million transactions daily across the retail, financial, travel, hospitality, telecom and technology industries. NCR solutions run the everyday transactions that make your life easier.

NCR is headquartered in Duluth, Georgia with over 26,000 employees and does business in 180 countries. NCR is a trademark of NCR Corporation in the United States and other countries.

— WebWireID174455 —

Step 1 - Digest
Read through the Data Book.  Note the statistics most relevant to your organization.
 
Step 2 - Adapt
Adapt the statistics to reflect your workforce characteristics. Use age and income in your company to extrapolate the adoption level of technologies, such as mobile and social media. Based on the data, determine whether your organization is using the communication technologies your employees find engaging.

Step 3 - Engage
If you determine that your organization isn't using the communication technologies your employees are using, share the data with your leadership and colleagues.  Use the stats in the Data Book to help lead the conversation. If it's hard to get everyone together in a room, consider using a tool like screenr.com to record a five-minute video of your thoughts. It will help demonstrate that you're resourceful and adept at using the types of communication technologies you're advocating for.
 
'There is now a wide array of technology-enabled tools to help resource-constrained HR departments be more efficient and effective in making communications of programs, benefits and processes more engaging and efficient.  The data contained in the April 2013 Data Book helps HR professionals make a compelling case for why their organization should be using these tools,' Vlad concluded.

 
About H.Engage
Founded in early 2011, H.Engage lets employers easily create and increase participation in initiatives using targeted mobile messages and game techniques to inspire peer-to-peer influence and behavior change.  Real-time analytics enable employers to track participation and measure ROI. Additional information about H.Engage may be found at www.hengage.com.
 

— WebWireID174386 —