TM - April 2008 - (Page 33)

Find, Hire and Retain Top Talent. These strategic challenges require an accurate, efficient and cost-effective solution. Selecti on can be this From entry-level to professional and executive, Select International offers assessments,Virtual Job Auditions™ and recruitment process outsourcing for companies who want to maximize their talent ROI. Discover what many Global 2000 companies already know - Select International is the OBVIOUS choice. Call 1.800.786.8595 or log on to www.selectinternational.com. obvious. PRODUCTS • SYSTEMS • OUTSOURCING http://www.selectinternational.com http://www.selectinternational.com Table of Contents for the Digital Edition of TM - April 2008TM - April 2008Editor's LetterContentsLetters to the EditorHuman Performance - When Business Declines, Focus on AlterationsLeading Edge - Playing the Futures MarketFoundations - The New LoyaltyWould the Best Candidate Please Step Forward?The Power of Analytics in Human Capital ManagementUsing Tuition Assistance as a Tool for Recruitment and RetentionMake Every Person Count: Customizing Talent ManagementFoundational Traits vs. Accelerators: What Can and Can't Be TaughtFrom Here to InternityHumana: Ensuring Success in Changing TimesOsram Sylvania Shines New Light on Recruiting With AutomationCorporate Responsibility’s Impact on Talent ManagementTalent Management May Be More Popular, Useful in Tough EconomyAdvertisers' IndexEditorial ResourcesFull Potential - Excuses, ExcusesTM - April 2008TM - April 2008 - (Page Intro)TM - April 2008 - TM - April 2008 (Page Cover1)TM - April 2008 - TM - April 2008 (Page Cover2)TM - April 2008 - TM - April 2008 (Page 3)TM - April 2008 - Editor's Letter (Page 4)TM - April 2008 - Editor's Letter (Page 5)TM - April 2008 - Editor's Letter (Page 6)TM - April 2008 - Editor's Letter (Page 7)TM - April 2008 - Editor's Letter (Page 8)TM - April 2008 - Contents (Page 9)TM - April 2008 - Contents (Page 10)TM - April 2008 - Contents (Page 11)TM - April 2008 - Letters to the Editor (Page 12)TM - April 2008 - Letters to the Editor (Page 13)TM - April 2008 - Letters to the Editor (Page 14)TM - April 2008 - Letters to the Editor (Page 15)TM - April 2008 - Human Performance - When Business Declines, Focus on Alterations (Page 16)TM - April 2008 - Human Performance - When Business Declines, Focus on Alterations (Page 17)TM - April 2008 - Leading Edge - Playing the Futures Market (Page 18)TM - April 2008 - Leading Edge - Playing the Futures Market (Page 19)TM - April 2008 - Foundations - The New Loyalty (Page 20)TM - April 2008 - Foundations - The New Loyalty (Page 21)TM - April 2008 - Foundations - The New Loyalty (Page 22)TM - April 2008 - Foundations - The New Loyalty (Page 23)TM - April 2008 - Would the Best Candidate Please Step Forward? (Page 24)TM - April 2008 - Would the Best Candidate Please Step Forward? (Page 25)TM - April 2008 - Would the Best Candidate Please Step Forward? (Page 26)TM - April 2008 - Would the Best Candidate Please Step Forward? (Page 27)TM - April 2008 - Would the Best Candidate Please Step Forward? (Page 28)TM - April 2008 - Would the Best Candidate Please Step Forward? (Page 29)TM - April 2008 - The Power of Analytics in Human Capital Management (Page 30)TM - April 2008 - The Power of Analytics in Human Capital Management (Page 31)TM - April 2008 - The Power of Analytics in Human Capital Management (Page 32)TM - April 2008 - The Power of Analytics in Human Capital Management (Page 33)TM - April 2008 - The Power of Analytics in Human Capital Management (Page 34)TM - April 2008 - The Power of Analytics in Human Capital Management (Page 35)TM - April 2008 - Using Tuition Assistance as a Tool for Recruitment and Retention (Page 36)TM - April 2008 - Using Tuition Assistance as a Tool for Recruitment and Retention (Page 37)TM - April 2008 - Make Every Person Count: Customizing Talent Management (Page 38)TM - April 2008 - Make Every Person Count: Customizing Talent Management (Page 39)TM - April 2008 - Make Every Person Count: Customizing Talent Management (Page 40)TM - April 2008 - Make Every Person Count: Customizing Talent Management (Page 41)TM - April 2008 - Foundational Traits vs. Accelerators: What Can and Can't Be Taught (Page 42)TM - April 2008 - Foundational Traits vs. Accelerators: What Can and Can't Be Taught (Page 43)TM - April 2008 - From Here to Internity (Page 44)TM - April 2008 - From Here to Internity (Page 45)TM - April 2008 - From Here to Internity (Page 46)TM - April 2008 - From Here to Internity (Page 47)TM - April 2008 - From Here to Internity (Page 48)TM - April 2008 - From Here to Internity (Page 49)TM - April 2008 - Humana: Ensuring Success in Changing Times (Page 50)TM - April 2008 - Humana: Ensuring Success in Changing Times (Page 51)TM - April 2008 - Humana: Ensuring Success in Changing Times (Page 52)TM - April 2008 - Humana: Ensuring Success in Changing Times (Page 53)TM - April 2008 - Osram Sylvania Shines New Light on Recruiting With Automation (Page 54)TM - April 2008 - Osram Sylvania Shines New Light on Recruiting With Automation (Page 55)TM - April 2008 - Corporate Responsibility’s Impact on Talent Management (Page 56)TM - April 2008 - Corporate Responsibility’s Impact on Talent Management (Page 57)TM - April 2008 - Corporate Responsibility’s Impact on Talent Management (Page 58)TM - April 2008 - Corporate Responsibility’s Impact on Talent Management (Page 59)TM - April 2008 - Talent Management May Be More Popular, Useful in Tough Economy (Page 60)TM - April 2008 - Talent Management May Be More Popular, Useful in Tough Economy (Page 61)TM - April 2008 - Talent Management May Be More Popular, Useful in Tough Economy (Page 62)TM - April 2008 - Talent Management May Be More Popular, Useful in Tough Economy (Page 63)TM - April 2008 - Talent Management May Be More Popular, Useful in Tough Economy (Page 64)TM - April 2008 - Editorial Resources (Page 65)TM - April 2008 - Full Potential - Excuses, Excuses (Page 66)TM - April 2008 - Full Potential - Excuses, Excuses (Page Cover3)TM - April 2008 - Full Potential - Excuses, Excuses (Page Cover4)http://www.nxtbookMEDIA.com

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