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	<title>TalentFramework.com</title>
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	<description>Recruit &#124; Engage &#124; Retain</description>
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		<title>TURNING CRITICISM INTO CREATIVITY</title>
		<link>http://talentframework.com/?p=687&amp;utm_source=rss&amp;utm_medium=rss&amp;utm_campaign=turning-criticism-into-creativity</link>
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		<pubDate>Tue, 23 Jun 2009 18:10:57 +0000</pubDate>
		<dc:creator>SteveC</dc:creator>
				<category><![CDATA[Articles for Employers]]></category>
		<category><![CDATA[Community Blog]]></category>
		<category><![CDATA[creativity]]></category>
		<category><![CDATA[employment]]></category>

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		<description><![CDATA[Every situation has the potential to reveal hidden opportunities to grow your business.]]></description>
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		<title>Workplace Diversity</title>
		<link>http://talentframework.com/?p=433&amp;utm_source=rss&amp;utm_medium=rss&amp;utm_campaign=workplace-diversity</link>
		<comments>http://talentframework.com/?p=433#comments</comments>
		<pubDate>Fri, 27 Mar 2009 20:19:01 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Community Blog]]></category>
		<category><![CDATA[Workplace Diversity]]></category>

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		<description><![CDATA[There has been a steady evolution in the workplace in terms of how businesses regard diversity. Historically, diversity was associated with affirmative action plans requiring some businesses to hire and promote under-represented groups of women and minorities. The goal of affirmative action was to assure the workforce demographics of businesses were representative of the population demographics in the communities where the businesses operated.]]></description>
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		<title>Fun Stuff from The Freeman Institute</title>
		<link>http://talentframework.com/?p=431&amp;utm_source=rss&amp;utm_medium=rss&amp;utm_campaign=fun-stuff-from-the-freeman-institute</link>
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		<pubDate>Fri, 27 Mar 2009 20:18:10 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Community Blog]]></category>
		<category><![CDATA[The Freeman Institute]]></category>

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		<description><![CDATA[&#8220;HR  S P E A K&#8221;
&#8211;&#8221;ENTRY-LEVEL POSITION:&#8221; You&#8217;ll be making under $7 an hour.
&#8211;&#8221;ENTRY-LEVEL POSITION IN AN UP-AND-COMING COMPANY:&#8221; You&#8217;ll be making under $7 an hour; we&#8217;ll be bankrupt in a year.
&#8211;&#8221;AN UP-AND-COMING SOFTWARE COMPANY:&#8221; We want you to get your hopes up, but there&#8217;s no chance in hell we&#8217;ll be the next Microsoft.
&#8211;&#8221;PROFIT-SHARING [...]]]></description>
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		<title>More Fun From Freeman</title>
		<link>http://talentframework.com/?p=429&amp;utm_source=rss&amp;utm_medium=rss&amp;utm_campaign=more-fun-from-freeman</link>
		<comments>http://talentframework.com/?p=429#comments</comments>
		<pubDate>Fri, 27 Mar 2009 20:17:28 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Community Blog]]></category>
		<category><![CDATA[More Fun From Freeman]]></category>

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		<description><![CDATA[Ever been asked to write a letter of recommendation for someone with few skills to recommend? There&#8217;s a way around it &#8212; wordsmithing. Read on, and you&#8217;ll see what we mean:
To describe a person who is extremely lazy: &#8220;In my opinion you will be very fortunate to get this person to work for you.&#8221;
To describe [...]]]></description>
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		<title>Hiring Smart: 7 Steps to Hiring for a Critical Position</title>
		<link>http://talentframework.com/?p=427&amp;utm_source=rss&amp;utm_medium=rss&amp;utm_campaign=hiring-smart-7-steps-to-hiring-for-a-critical-position</link>
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		<pubDate>Fri, 27 Mar 2009 20:16:48 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Community Blog]]></category>
		<category><![CDATA[7 Steps to Hiring]]></category>

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		<description><![CDATA[As seen in the Northern Nevada Business Weekly &#8211; this article provides seven concrete steps for finding and securing the very best talent to fill a critical vacancy within your organization.
Hiring Smart
One bad hire can cost your company tens of thousands of dollars. Failure and underperformance strip time, resources, and profits from the bottom line. [...]]]></description>
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		<title>Change and the Power of Performance Management</title>
		<link>http://talentframework.com/?p=425&amp;utm_source=rss&amp;utm_medium=rss&amp;utm_campaign=change-and-the-power-of-performance-management</link>
		<comments>http://talentframework.com/?p=425#comments</comments>
		<pubDate>Fri, 27 Mar 2009 20:15:33 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Community Blog]]></category>
		<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[As seen in page 7 of the Northern Nevada Human Resources Association Newsletter
By, Connie Johnson, SPHR Managing Director Accustaff/Talent Framework
This is the story of a major change initiative driven through the development of a performance-based culture. The story has been modified to protect the innocent as this journey was long and about as pleasant as [...]]]></description>
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		<title>The Employee Is Always Right</title>
		<link>http://talentframework.com/?p=356&amp;utm_source=rss&amp;utm_medium=rss&amp;utm_campaign=the-employee-is-always-right</link>
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		<pubDate>Fri, 27 Mar 2009 17:56:55 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Resource Library: Articles and Research]]></category>
		<category><![CDATA[The Employee Is Always Right]]></category>

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The Employee Is Always Right
At India&#8217;s HCL Technologies, workers get to grade the boss, and everybody can see the ratings
by Jena McGregor, Business Week
Vineet Nayar, CEO of Indian outsourcer HCL Technologies, needs to work on his time-management skills. Last year, his team rated him 3.6 out of 5 for how well he keeps projects running [...]]]></description>
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		<title>Four Steps to Making Talent Management a Core Competence</title>
		<link>http://talentframework.com/?p=353&amp;utm_source=rss&amp;utm_medium=rss&amp;utm_campaign=four-steps-to-making-talent-management-a-core-competence</link>
		<comments>http://talentframework.com/?p=353#comments</comments>
		<pubDate>Fri, 27 Mar 2009 17:55:18 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Resource Library: Articles and Research]]></category>
		<category><![CDATA[Four Steps to Making Talent Management a Core Competence]]></category>

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		<description><![CDATA[Resources
By Tony DiRomualdo, Next Generation Consulting
According to a study reported in the June 2005 issue of the Harvard Business Review, &#8216;people-driven&#8217; businesses are now predominant. But many companies, even in people businesses, don&#8217;t yet have the talent management processes they need to excel. While organizations have perfected sophisticated techniques for managing capital investments, suppliers and [...]]]></description>
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		<title>Top 8 Employee Motivation Tricks</title>
		<link>http://talentframework.com/?p=341&amp;utm_source=rss&amp;utm_medium=rss&amp;utm_campaign=top-8-employee-motivation-tricks</link>
		<comments>http://talentframework.com/?p=341#comments</comments>
		<pubDate>Fri, 27 Mar 2009 17:47:47 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Articles for Job Seekers]]></category>
		<category><![CDATA[Top 8 Employee Motivation Tricks]]></category>

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		<description><![CDATA[Articles and Research
Source: Careerbuilder.com
Are your employees performing at an above average level? Or, do you sometimes feel like they are working too slowly? What about quality, does your staff strive for excellence, or are they satisfied with mediocrity? Applying a few simple employee motivation techniques can make a huge difference in your team&#8217;s level of performance.
The [...]]]></description>
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		<title>Reasons Employees Leave Go Deeper Than Paycheck</title>
		<link>http://talentframework.com/?p=337&amp;utm_source=rss&amp;utm_medium=rss&amp;utm_campaign=reasons-employees-leave-go-deeper-than-paycheck</link>
		<comments>http://talentframework.com/?p=337#comments</comments>
		<pubDate>Fri, 27 Mar 2009 17:46:24 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Articles for Job Seekers]]></category>
		<category><![CDATA[Reasons Employees Leave Go Deeper Than Paycheck]]></category>

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		<description><![CDATA[Articles and Research
By Kathy Gurchiek, HR News
Money is not the real reason people choose to leave their jobs.
Along the way they become disengaged and disillusioned, Leigh Branham, SPHR, told HR professionals attending the session, “The 7 Hidden Reasons Employees Leave: Recognize the Subtle Signs and Act Before It’s Too Late,” at the SHRM Annual Conference.
He [...]]]></description>
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