RossJuliaRoss Press Releases

Appendix 3Y - Change of Director�s Interest Notice (26KB)

Thu, 9 Mar 2006 00:00:00 UT

Dividend Reinvestment Plan

chris.mcfadden@rosshumandirections.com — Tue, 14 Mar 2006 00:00:00 UT

We wish to advise the market that shareholders who have elected to participate in the Ross Human Directions Limited (RHD) Dividend Reinvestment Plan will receive RHD shares in lieu of receiving a cash dividend. Shares under the Dividend Reinvestment Plan will be issued at a discount of 5% on the ex-dividend volume weighted average price. The discounted volume weighted average share price, based on the five trading days immediately preceding and including 10 March 2006 (the Record Date) is $0.482415.

Chris McFadden
Company Secretary

News Limited Appoints Key Payroll Management Provider

jrosspa@rosshumandirections.com — Thu, 16 Mar 2006 00:00:00 UT

Ross Logic, the BPO and Technology Consulting division of Ross Human Directions (ASX:RHD) has recently been awarded a major contract for the provision of outsourced payroll services to News Limited and its flagship newspapers.

Under the new arrangements, Ross Logic will provide News Limited with a contemporary integrated pay software system capable of dealing with News Limited�s complex and varied award structures; a robust, secure and quality certified IT infrastructure; and an efficient and reliable payroll disbursement system. In addition, Ross Logic will provide News Limited businesses across Australia weekly, fortnightly and monthly payroll reconciliations, high level reporting and system configuration and maintenance capabilities.

In providing the new service, Ross Logic will be supported by its business partners Aurion Corporation, providers of the Aurion HRMIS software, Macquarie Telecom which provides data hosting services and National Australia Bank through which Ross Logic disburses the News Limited payroll covering around 12,000 employees.

Julia Ross, Group Managing Director of Ross Human Directions said: �This new contract is a positive demonstration of Ross�s evolution over recent years from a single-dimension recruitment business to a full-service Human Capital Management provider with the capability to deliver end-to-end solutions ranging from recruitment to human resources services and consulting through outsourced solutions such as payroll administration.

Stephen Rue, Chief Financial Officer of News Limited said the services provided by Ross Logic will not only support News Limited in meeting its management and financial reporting requirements, but also provided News Limited with a single payroll system replacing many disparate legacy systems.

Ross Logic provides high-level technology consulting and management solutions, as well as housing Business Process Outsourcing operations such as payroll and data management solutions.

Notice of Change of Interests of Substantial Holder (43kB)

jrosspa@rosshumandirections.com — Fri, 24 Mar 2006 00:00:00 UT

Appendix 3Y - Change of Director�s Interest Notice (26KB)

jrosspa@rosshumandirections.com — Fri, 31 Mar 2006 00:00:00 UT

Ross Announces New Appointments (1MB)

jrosspa@rosshumandirections.com — Mon, 24 Apr 2006 00:00:00 UT

Final Director's Interest Notice (14kB)

jrosspa@rosshumandirections.com — Thu, 18 May 2006 00:00:00 UT

Appointment of Director (62kB)

chris.mcfadden@rosshumandirections.com — Thu, 29 Jun 2006 00:00:00 UT

Change of Registered Address

+612 8267 4600 — Mon, 31 Jul 2006 00:00:00 UT

31 July 2006
The Manager
Company Announcements Office
Australian Stock Exchange Limited
20 Bridge Street
SYDNEY NSW 2000

Dear Sir/Madam,

Ross Human Directions Limited � Change of Registered Address

Please be advised that the registered office Ross Human Directions Limited has changed to Level 11, 133 Castlereagh Street, Sydney NSW 2000 effective today.
Chris McFadden
Company Secretary

2005/6 Profit Announcement � Result in Line with Market Guidance

chris.mcfadden@rosshumandirections.com — Fri, 18 Aug 2006 00:00:00 UT

The Manager
Company Announcements Office
Australian Stock Exchange Limited
20 Bridge Street
SYDNEY NSW 2000

Dear Sir/Madam,

2005/6 Profit Announcement � result in line with market guidance

Ross Human Directions Limited today announced the company has returned an operating profit after tax of $5.045 million, which is up 5.3% on the prior year result of $4.79 million.

A thorough operational review has resulted in a $3.57 million (-18.7%) improvement in costs over the prior year, with the company set to continue operating from a significantly reduced cost base.

A continued focus on the balance sheet has delivered a considerable improvement in the underlying cash flow of the business, with a net inflow from operating activities of $14.8 million, representing a significant turnaround from the ($1.5 million) outflow of the prior year. This has seen the group�s debt levels almost halved, with interest bearing liabilities down $9.8 million to $10.1 million. Accordingly, borrowing costs are down $0.5 million, with the net gearing ratio dropping to 13%.

Tax losses taken up have delivered reductions in income tax expense for both 2004/5 ($0.6m) and 2005/6 ($0.7m). Offsetting this benefit is a corresponding $1.3 million goodwill impairment charge. The amendment of a prior period tax return delivered a further $0.4 million reduction in the tax expense.

Intangible assets have reduced $1.9 million to $9.0 million, and the remaining tax losses of $18.2 million have not been recognised as a tax asset in the balance sheet at this stage.

The drop in first half revenues was partially offset by a stronger second half, with some significant new clients being won. Revenues for the year were $333.8 million, which was down 6.8% on the prior year result of $358.1 million. Similar to the stronger second half sales performance, there was also a pleasing strengthening of margins in the second half.

Earnings per share for the full year amounted to 6.2 cents equivalent to the EPS for the previous corresponding period.

The directors are pleased to announce that the full year dividend has been maintained at 4.0 (four) cents per share, with a fully franked final dividend of 2.0 cents per share (2005: 2.0 cents) declared to be paid on 13th October 2006. Shareholders may again participate in the Dividend Reinvestment Plan, under which shares will be issued at a discount of 5% on the exdividend volume weighted average price based on the five trading days immediately preceding the 22nd September 2006 (the Record Date).

Chris McFadden
Company Secretary

For further information please contact Chris McFadden on 8267 4603

Appendix 4E - Preliminary Final Report (201kB)

chris.mcfadden@rosshumandirections.com — Fri, 18 Aug 2006 00:00:00 UT

Appendix 3Y - Change in Director's Interest Notice (9kB)

chris.mcfadden@rosshumandirections.com — Wed, 30 Aug 2006 00:00:00 UT

Appendix 3Y - Change in Director's Interest Notice (9kB)

chris.mcfadden@rosshumandirections.com — Wed, 20 Sep 2006 00:00:00 UT

Annual Report 2006 (9kB)

Chris.McFadden@rosshumandirections.com — Tue, 19 Sep 2006 00:00:00 UT

Dividend Reinvestment Plan

chris.mcfadden@rosshumandirections.com — Mon, 25 Sep 2006 00:00:00 UT

25 September 2006

The Manager
Company Announcements Office
Australian Stock Exchange Limited
20 Bridge Street
SYDNEY NSW 2000

Dear Sir/Madam,

Dividend Reinvestment Plan

The discounted volume weighted average share price, based on the five trading days
immediately preceding and including 22 September 2006 (the Record Date) is $0.500648.

Chris McFadden
Company Secretary

Appendix 3Y - Change in Director's Interest Notice (11kB)

chris.mcfadden@rosshumandirections.com — Wed, 27 Sep 2006 00:00:00 UT

Appendix 3B - New issue announcement,application for quotation of additional securities and agreement (37kB)

chris.mcfadden@rosshumandirections.com — Fri, 13 Oct 2006 00:00:00 UT

Ross Human Directions - Proxy Form (336kB)

chris.mcfadden@rosshumandirections.com — Tue, 17 Oct 2006 00:00:00 UT

Ross Human Directions - Annual Report (2MB)

chris.mcfadden@rosshumandirections.com — Tue, 17 Oct 2006 00:00:00 UT

Uninformed Industry Newsletter Article

chris.mcfadden@rosshumandirections.com — Thu, 20 Jul 2006 00:00:00 UT

20th July 2006

The Manager
Company Announcements Office
Australian Stock Exchange Limited
20 Bridge Street
SYDNEY NSW 2000

Dear Sir/Madam,

Uninformed Industry Newsletter Article

Ross Human Directions Limited (ASX: RHD) advises that an article contained in a recent
privately circulated industry publication is NOT an approved RHD statement. We completely
distance ourselves from any information contained in this article.

Chris McFadden
Company Secretary

Chairman's Address to the Annual General meeting of Members

chris.mcfadden@rosshumandirections.com — Fri, 17 Nov 2006 00:00:00 UT

17 November 2006

This year has been a year of re-organisation for Ross Human Directions Limited, which includes strengthening the management team and brand consolidation.

You will note from the year-end accounts that the profit attributable to shareholders for the year was $5,045,000 as compared to $4,790,000 for the previous corresponding period. Earnings per share were steady.

Tax losses taken up have delivered reductions in income tax expense for both 2004/5 ($0.6m) and 2005/6 ($0.7m) both of which are reflected in the result for 2006. Offsetting this benefit is a corresponding $1.3 million goodwill impairment charge. The amendment of a prior period tax return delivered a further $0.4 million reduction in the tax expense for the year under review.

The drop in first half revenues was partially offset by a stronger second half, with some new clients being won. Revenues for the year were $333.8 million, which is down 6.8% on the prior year result of $358.1 million. Similar to the stronger second half sales performance, there was also a welcoming strengthening of margins.

A positive feature of the year was the significant improvement in operating cash flow and a more efficient use of our balance sheet, resulting in a considerable reduction in borrowings and a corresponding reduction in the financing charge.

Dividend in respect of the 2006 year has been maintained at 4 cents per share and again both the interim and final dividends have been fully franked.

All offshore operations provided satisfactory results during the year although challenges exist for our Singapore activities. We continue to look to bring our full range of services into all the markets in which we operate. The growth in our more recently established Dublin office is encouraging.

Shareholders will have noticed our recent marketing campaign where emphasis is being placed on the wide range of recruitment services available under the Ross banner. This reflects delivering more closely co-ordinated services to our client base, as we develop a single culture across the group. Benefits are already apparent from this emerging common culture both internally and in strengthening relationships with our clients.

The challenges in integrating the 2004 acquisition of the Spherion Group Asia Pacific businesses are now complete with significant cost benefits having emerged from this. Management is now addressing the total group productivity and we are beginning to see benefits emerging from this process.

Given our experience last year, and with the varied data on job advertisements and unemployment, we remain cautious regarding the current year. Nevertheless, our organisation is gathering momentum from significant appointments by existing and new clients as well as a consolidation of our culture, the impetus of our refreshed marketing campaign and continuing cost efficiencies. We anticipate that these factors will lead to a satisfactory result for the 2007 year.

During the year Mr. Hugh Henderson was appointed as an additional independent director effective 1 July 2006 and is offering himself for election by members at this meeting.

In accordance with the Constitution Ms Karen Wilson retires as a director and being eligible offers herself for re-election.

The Directors would like to acknowledge the dedication and commitment of our team in interpreting the requirements of our clients with the traditional Ross approach.

Allan McDonald
Chairman

Ross Human Directions - Appendix 4D - Half-year Information (391kB)

glenn.meekin@rosshumandirections.com — Mon, 26 Feb 2007 00:00:00 UT

Appendix 3Y - Change in Director's Interest Notice (11kB)

Glenn.Meekin@rosshumandirections.com — Wed, 28 Feb 2007 00:00:00 UT

Form 604 - Notice of Change of Interests of Substantial Holder (17kB)

Glenn.Meekin@rosshumandirections.com — Wed, 28 Feb 2007 00:00:00 UT

Appendix 3X - Initial Director's Interest Notice (11kB)

glenn.meekin@rosshumandirections.com — Tue, 6 Mar 2007 00:00:00 UT

Appendix 3Y - Initial Director's Interest Notice (11kB)

Glenn.Meekin@rosshumandirections.com — Mon, 12 Mar 2007 00:00:00 UT

Research finds majority of Australians admit to exaggerating in interviews or resumes, even though they believe it�s unethical

Fri, 7 Mar 2003 00:00:00 UT

New Australian research finds nearly 80 per cent of people don�t feel their employers provide enough training Previous experience, salary and the reason for leaving their last job are the areas where most people stretch the truth

Research released today by Spherion Group reveals that more than half of those surveyed admit to exaggerating in an interview or resume (51 percent). The survey, conducted through Spherion�s website www.spherion.com.au, found that people were most likely to exaggerate about their previous experience (35 percent).

Other areas people were likely to exaggerate about include salary (20 percent) and the reason for leaving their last job (20 percent). Only nine percent of respondents said they would exaggerate about their training and a further 13 percent about their personal attributes.

"It�s interesting to note that people are very selective about the areas they are likely to exaggerate about. People always have and always will stretch the truth regarding their experience and salary � these can�t easily be checked," said Jane Beaumont, managing director of Spherion Recruitment Solutions. "However, people know they can�t get away with exaggerating about their training. They either have those skills and the relevant piece of paper or they don�t, and potential employers can always ask to see these."

Surprisingly, although the majority of respondents admitted to exaggerating, when asked if they believed it was unethical to exaggerate, a massive 78 percent stated that they believe it is.

"An interview situation does funny things to many people. The pressure to perform, to outshine their competition, or even to move on from their present job, means many people feel compelled to exaggerate to get the job, even if they feel it�s wrong," said John Rogers. "My advice to people looking for a new job is to be honest.

"The best way to highlight your skills when applying for a job is to choose the most relevant aspects of your experience that will be attractive to potential employers. Highlight your achievements and experiences that will be useful in the new role. The general skills you�ve built throughout your career can be the biggest selling point for potential employers.

"It�s a matter of tailoring your resume and interview skills to match the specific requirements of a role, but without lying."

Have you ever exaggerated in an interview or on your resume?

51% Yes

48% No

What would you be most likely to exaggerate about in an interview/resume?

35% Experience

20% Salary

20% Reason for leaving last job

13% Personal attributes

9% Training

Do you think it�s unethical to exaggerate in an interview/resume?

78% Yes

21% No

--- ENDS ---

These polls were conducted on Spherion�s web site (www.spherion.com.au) during 2002. More than 600 participants responded to each question.

New research suggests Australian workplaces are becoming more casual - and that�s the way we like it

Thu, 23 Jan 2003 00:00:00 UT

New Australian research finds nearly 80 per cent of people don�t feel their employers provide enough training 83% of respondents prefer creative, informal or team-driven work environments

Research released today by Spherion Group suggests that Australian workplaces are becoming more relaxed, with the majority of participants preferring creative, informal or team-driven work environments.

When asked what type of corporate culture they preferred, one third of respondents nominated a team driven culture, 30 percent selected a creative culture and a further 20 percent chose informal. 10 percent of respondents still cling to a rigid corporate culture, preferring a highly structured work environment, while five percent preferred to focus on themselves.

Participants were asked to elect their preferred corporate dress code, with almost two thirds preferring smart casual or casual dress with suits for meetings (37 percent and 28 percent respectively). A surprising 23 percent favoured business attire and an indifferent 10 percent shrugged off corporate dress codes, electing to wear whatever they felt like.

"The casually dressed workforce reflects the shift in thinking from �appearing� professional to performing professionally and getting the job done," said Jane Beaumont, Managing Director of Spherion Recruitment Solutions. "This perceived relaxation of the rules is really a reflection of changes in the way companies today are managed.

"These days, professional employees are more trusted, are given greater responsibility and increased autonomy to act. This trust has brought with it a relaxing of the structured work environment towards a more supportive and cohesive workplace."

Participants in the survey were also asked if they felt they worked better in an open-plan or office environment. Despite the suggested preference for informality with the choice of dress codes and corporate culture, nearly half the participants felt offices were more conducive to work (48 percent), compared with 28 percent who prefer an open plan layout. A further 23 percent of respondents didn�t mind either way.

"The mixed response regarding office layout isn�t surprising. Some people work better with the privacy and fewer distractions afforded by an office, while others will thrive on the busy hustle of open plan," said Jane Beaumont. "However, a good mix of open plan and offices makes the best work environment."

What type of corporate culture do you prefer?

33% Team driven

30% Creative

20% Informal

10% Highly structured

5% Individual driven

Do you feel that you work better in an open plan or office environment?

48% Office

28% Open plan

23% Don�t mind

Which corporate dress code do you prefer?

37% Smart casual

28% casual, but suits for meetings

23% Business attire

10% What ever I feel like

--- ENDS ---

These polls were conducted on Spherion�s web site (www.spherion.com.au) in late 2002. More than 600 participants responded to each question.

Helping Employees Find the Right Work-Life Balance - why employers need to be flexible with work conditions

Wed, 15 Jan 2003 00:00:00 UT

Sydney, Australia, January 15 2003 - The issue of finding and attaining a good balance between work and personal life is a growing trend for employees when making career decisions

Sydney, Australia, January 15 2003 - The issue of finding and attaining a good balance between work and personal life is a growing trend for employees when making career decisions. 60% of employees surveyed in a recent US-based Work/Family Directions Study said the key reason they accepted their current position was its effect on their personal/family life.

Research by the Australian Bureau of Statistics shows that between 1991 and 1998 there was a 50% increase in the number of persons employed in their main job on a part-time, casual or temporary basis. According to Jane Beaumont, Managing Director of Spherion Recruitment Solutions, this change has gradually come about for many reasons.

"Whether they are new parents, students, caretakers for elderly relatives or have simply reached a point in their lives where they are financially stable and want more leisure time, today�s employees demand greater flexibility from employers than ever before," said Jane.

So should employers concern themselves with this issue? A recent Internet poll undertaken by Spherion in Australia found that balancing work and family was the biggest issue effecting working women in Australia (36 percent of respondents). Jane believes that an employer�s willingness to work with employees to develop solutions for work-life challenges reflects the value and importance the individual brings to the organisation. "It can often mean the difference between retaining and losing talented staff," she said.

The 1999 Emerging Workforce Study, conducted by the Spherion Corporation and Louis Harris & Associates, Inc. in the US, found that people who feel their work-life balance has improved over the last five years report a higher level of job satisfaction. They also felt their loyalty had increased and they had a higher level of trust in their employers than those who felt their work-life balance was worse. All of these items impact employee retention, a critical issue in today�s labour market. Companies that want to attract and retain the best talent are increasingly recognising that it is a good business decision to help employees find the balance they seek.

How can employers address this issue?

"Open communication between managers and employees about the company�s business priorities and the employee�s personal priorities are key," said Jane. "The next step is to work together to ensure both sets of priorities are met and be open to experiment with the best ways for employees to do their jobs."

Following are a few options � some relatively new � that employers are offering today. Not all will be appropriate for every organisation, and each situation needs to be evaluated independently.

Flexible scheduling

Allowing workers to vary the times they begin and end their day often makes a critical difference to people with outside obligations, such as those who must take or pick up a child from school.

Flexible scheduling is clearly on the rise. An Australian Bureau of Statistics (ABS) study conducted in November 2000 found that 39% of workers had flexible work schedules. This proportion, which represents more than three million workers, has risen from 37% recorded three years previously in the August 1997 survey.

Reduced workweek and job sharing

Sometimes great employees with a proven track record need to scale back their hours due to personal reasons. In addition to simply reducing hours when possible, job sharing is another option. This occurs when two people work as a team, each on a part-time basis, to fulfill the work usually handled by one full-time employee. The ABS study conducted in November 2000 found that more than 404,000 Australians currently job share.

Telecommuting

According to an estimate from the Gartner Group, by 2003 there will be more than 130 million tele-workers worldwide. Letting employees telecommute or work from home is possible for a number of jobs that require predominantly phone and/or computer work. Many employers today are experimenting with this option by letting employees with special circumstances telecommute on a full-time basis or a few days a week, depending on the nature of their position. Other companies let employees work from home on a short-term basis, such as when they are recuperating from an illness that prevents them from coming into the office.

In addition to these options, many employers find providing on-site concierge services like daycare, dry-cleaning, work-out facilities, travel planning and car washing services help people balance their lives by reducing the responsibilities they must attend to after hours. While some of these services are cost-prohibitive for small and mid-sized companies, others are easy to set up with a local vendor, and all contribute to the overall impression that you, the employer, care about your employees and are helping them improve their work-life balance.

"As employers, we have acknowledged the costs, both economical and knowledge-based, of losing skilled employees," said Jane. "It�s now time to take that next step. By providing flexible work conditions, you send a simple message to your employees; that you value their contribution to your business and also respect their personal lives."

RHD Announes Business Rebranding and Profit Guidance

jrosspa@rosshumandirections.com — Fri, 13 May 2005 00:00:00 UT

Following the acquisition of the Spherion business in June 2004, Ross Human Directions Limited (RHD) was permitted to use the Spherion name and brand for a period of twelve months only and we now wish to announce that Spherion has changed its name to Verossity for the recruitment business and Ross Logic for the Technology and Payroll businesses.

We believe that the new name will better reflect the connection with RHD. All clients are being advised and with the simultaneous attention to seamless service levels across all divisions it is anticipated that the new names will have a positive impact.

As part of our focus on continuously improving our services, RHD is implementing a contemporary and fresh new brand structure for all the divisions of the business that will position strong teams in the right areas to enhance client outcomes.

Our re-branding will enhance the way in which the services are delivered. The same teams remain, offering the same high level of expertise and quality of service that has become our hallmark. The rebranding will deliver positive changes in how services are co-ordinated and supported as well as an expansion in the depth and breadth of our offering.

The amalgamation of the Spherion and RHD businesses has gone well operationally, however, the integration of the back offices is taking longer than anticipated resulting in synergies in this back office area not being achieved as quickly as previously anticipated.

Group Managing Director Julia Ross said, �I am especially pleased that revenues for the year are anticipated to be around $360 million which, when compared with last year�s revenues of $165 million, illustrates the benefits of the Spherion acquisition. However, revenue in the January to March quarter not only reflected the traditional January slowdown but also the early Easter break in March. While April revenues have returned to expected levels, the continuing high level of back office costs has meant that RHD will not achieve the forecast improvement in the second half, that was expected when delivering the first half profit announcement�.

Based on current satisfactory trading conditions, RHD is now forecasting a profit after tax of around $5.0 million for the 2005 year compared with $4.0 million in 2004. This result is after absorbing integration costs in the second half similar in amount to those incurred in the first half. On this basis, the final dividend of 2.0c per share is expected to be maintained. The Dividend Reinvestment Plan will remain in operation.

Julia Ross commented, �the businesses within all the brands are sound and, following the brand awareness campaign, are expected to remain so. The back office and duplicated costs are being successfully rationalised, all of which will benefit the 2005/06 financial year�.

In addition, the group is pleased to announce the appointment of the new CFO, Chris McFadden, who joins the group following a successful career in the fast moving consumer goods sector. With more than 15 years� experience at senior levels in that sector, Chris has a sound commercial capacity as well as solid credentials in responding effectively to the changing operational drivers of customer organisations.

The brands that will be operated by the businesses of Ross Human Directions from this month onwards are described below.

	This will remain the parent company of all operating brands and the entity that is listed on the Australian Stock Exchange. This is the entity that acquired Spherion.
	Julia Ross hot will continue to operate in its current form, but with a polished and modern new look. Julia Ross hot specialises in permanent and temporary recruitment in office support, call centre, business support, administration and accounts.
	The Ross Calibre business will operate many of the permanent and contract recruitment services in the Professional sectors previously provided through Ross hd. The professions in which Ross Calibre will provide qualified and experienced specialist recruitment services include: Accounting, Banking, Finance, Sales and Marketing, Engineering and Technical, Human Resources, Legal.
	Verossity is the new name for the Spherion Recruitment business. Verossity will specialise principally in IT recruitment services at both the permanent and contractor level. It also offers boutique services in recruitment.
	Firstwater remains a specialist in executive search and selection and graduate recruitment. These will be its only lines of service, providing absolutely committed expertise in these areas.
	Ross Navigate is the new name for all our services that specialise in the support and development of people: managed training services; outsourcing solutions; people performance development services (PPD) including psychological services, succession planning, coaching/mentoring and career transition management.
	Ross Logic is the name of the business that will include Spherion Technology Solutions, providing technology consulting and management solutions and housing our Business Process Outsourcing operations such as payroll management, data management and mailroom management solutions.

Through this investment in establishing energetic and dynamic new brands, we expect to grow our business and enhance shareholder value.

Announcement to Shareholders

Wed, 3 Dec 2003 00:00:00 UT

As you may recall from our annual general meeting of November 19, 2003, shareholders approved the name change of Julia Ross Recruitment Limited (ASX:JRR) to Ross Human Directions Limited (ASX:RHD).

The name change takes effect on 3 December, 2003, and is designed to better reflect the evolution of our business and the underlying philosophy that drives it.

Your company has historically been regarded as a pioneer in the recruitment industry and it is our intention to remain so. In recent years we have progressively changed the nature of our business from one built on �pink collar� recruitment to a business operating in diverse fields covering a wide spectrum of white collar professions and blue collar trades.

Allied to the diversification of our business is an ongoing need to continually respond to and anticipate change. Trends such as the dilution of employee loyalty to employers, the greater portability of workers and changing management styles are important considerations both for us and our clients.

It is this changing nature of the employee-employer relationship that we broadly refer to as the �human direction� of business. The human sense of direction is within us all in varying degrees. In some of us this sense is a strong, primal instinct. Others need guidance to find their direction. In an organisation, it�s the human element that drives the direction of the business and this connectivity is crucial in determining the organisation�s ultimate success.

The recruitment industry is no longer about human resources, human capital or recruitment � it�s about contributing to the human direction of a company.

It is from this understanding that we have composed our new name, which you may also see reported as Ross hd.

To support the name change we are undertaking a multi-dimensional branding initiative backed by a marketing campaign focused directly on job seekers and employers. It will highlight our ability to understand the changing needs of the market and the need for a more �human� approach.

The campaign will introduce the name change utilising the slogan �Need a change in direction�. Creative elements of the campaign drive home the point that �it�s human� to do many things and we are all in the business of fostering, developing and growing the human spirit in our companies.

Finally, let me reassure you that your management is committed to ensuring the continued profitability of our business and we look forward to reporting a smooth transition to the new name when we next meet.

Certificate of Registration on Change of Name (3MB)

Mon, 8 Dec 2003 00:00:00 UT

AGM 2003 - Results Announcement

Mon, 8 Dec 2003 00:00:00 UT

Appendix 4E - Preliminary Final Report

Mon, 30 Jun 2003 00:00:00 UT

Appointment of Director

jrosspa@rosshumandirections.com — Fri, 22 Jul 2005 00:00:00 UT

Appointment of a Director
We wish to advise that Dr Eileen Joy Doyle was appointed a Director of Ross Human Directions Limited on 22 July 2005.
Yours faithfully
Greg Coolahan
Company Secretary

Appendix 3X - Initial Director's Interest Notice 23KB

jrosspa@rosshumandirections.com — Fri, 22 Jul 2005 00:00:00 UT

Appendix 3Y - Change of Director's Interest Notice 69 KB

jrosspa@rosshumandirections.com — Wed, 24 Aug 2005 00:00:00 UT

Annual Report 670KB

jrosspa@rosshumandirections.com — Tue, 27 Sep 2005 00:00:00 UT

Market Announcement to Australian Stock Exchange - Ross Human Directions Limited

Fri, 4 Nov 2005 00:00:00 UT

Ross Human Directions Limited wishes to advise that following a disappointing first quarter, half year earnings are forecast to be approximately $1.25 million below the previous corresponding period. Assuming no further changes in the business climate, the directors remain confident however, that the result for the full year 2005/6 will exceed that achieved in 2004/5.

The adverse first quarter was impacted by hiring freezes applied by a number of the group’s major clients and a slow start to the period in our non recruitment businesses. These factors are now improving but will not allow a full recovery in the first half.

Based on the current forecast of a full year result in excess of the prior year, the interim dividend is anticipated to be maintained at 2.0 (two) cents per share, on a fully franked basis.

Yours sincerely,

Chris McFadden
Company Secretary
Ross Human Directions Limited

Ross Human Directions Limited Proxy Form (389KB)

jrosspa@rosshumandirections.com — Mon, 17 Oct 2005 00:00:00 UT

Appendix 3B - New Issue Announcement, Application for Auotation of Additional Securities & Agreement (85KB)

jrosspa@rosshumandirections.com — Fri, 14 Oct 2005 00:00:00 UT

Annual Report (glossy version) 855KB

jrosspa@rosshumandirections.com — Mon, 17 Oct 2005 00:00:00 UT

Appendix 3Y - Change of Director's Interest Notice (27KB)

jrosspa@rosshumandirections.com — Mon, 14 Nov 2005 00:00:00 UT

Notice of Annual General Meeting - Ross Human Directions Limited (88KB)

jrosspa@rosshumandirections.com — Mon, 17 Oct 2005 00:00:00 UT

Group Managing Director's Address to the Annual General Meeting of Members

jrosspa@rosshumandirections.com — Fri, 18 Nov 2005 00:00:00 UT

As previously mentioned by the Chairman, this has been a challenging year for Ross Human Directions.

Two years ago we made a strategic decision to diversify and strengthen the group. This was accomplished through the major and important acquisition of Spherion, which also doubled our revenue.

Following the acquisition many cultural differences were anticipated, but the integration process proved more difficult than expected and has caused the total group some setbacks. We do believe, however, that the main objective of building a broader, stronger, more competitive business in order to satisfy our clients' overall HR requirements has been achieved. In addition, the extensive rebranding exercise undertaken this year has been well received.

In the last few years our industry has been under severe margin pressure and we have experienced this in our core business. To counter this trend we have rationalised our client base to align ourselves with those clients with whom we can develop a long-term relationship on a sustainable fee arrangement. Part of the benefit also of the more diversified company is to allow us to strategically balance our business to ensure margin protection.

Moving forward, the group has a strong strategic direction and management is of the firm belief that the team as it stands today will be able to attain a much more positive position. For this reason, both Jane Beaumont and myself have been assisting the operational and national accounts teams to focus on winning and retaining clients. Ian Martin has joined us to help not only with our strategic direction, but also to assist our group in delivering a streamlined service through our technology and by helping us to build a world class team. Chris McFadden, our CFO, has already made significant changes to our back office procedures and we are now seeing the benefits flow into improvements in our financial management.

The team understands that we are in a dynamic and competitive market but are confident that our extensive knowledge and experience, both from within and outside the industry, will enable us to achieve our strategic imperatives, foremost amongst which are to build a world class team, be maniacal in exceeding client expectations and improve our candidate care programme. We believe that this in turn will enable us to achieve our goals.

Julia Ross
Group Managing Director

ASX Announcment - Strategic aquisition will bring growth and diversification

Tue, 2 Oct 2007 00:00:00 UT

Appendix 3Y - Change of Director's Interest Notice (27 KB)

jrosspa@rosshumandirections.com — Tue, 20 Dec 2005 00:00:00 UT

Appendix 3B - New issue announcement application for quotation of additional securities and agreement (83 KB)

jrosspa@rosshumandirections.com — Mon, 9 Jan 2006 00:00:00 UT

Variation to the Commencement Date forPerformance Share Rights Issued to an Executive Director

christopher.mcfadden@rosshumandirections.com — Wed, 11 Jan 2006 00:00:00 UT

We wish to advise the market that the Remuneration Committee has resolved that the commencement date for the 505,545 Performance Share Rights (PSRs) previously granted to Ms Jane Beaumont, an executive director of the Company, has been changed from 19 November 2004 to 1 July 2005. Accordingly, the expiry date for these PSRs has also been changed from 19 November 2009 to 1 July 2010.
All other terms relating to these performance share rights granted to Ms Beaumont are unchanged, as outlined in the 30 June 2005 annual report.
Yours faithfully
Christopher McFadden
Company Secretary

New Appointment to the Senior Management Team

Chris.McFadden@rosshumandirections.com — Wed, 25 Jan 2006 00:00:00 UT

Ross Human Directions Limited today announced the appointment of Christine Shewry as Managing Director, Julia Ross hot, reporting directly to Group Managing Director, Julia Ross. Christine has more than 25 years' Recruitment Industry experience previously holding senior management positions in Australia, UK and USA.
Chris McFadden
Company Secretary

Appendix 3Y - Change of Director�s Interest Notice (11kB)

chris.mcfadden@rosshumandirections.com — Fri, 13 Oct 2006 00:00:00 UT

Expansion Strategy Sets RHD on Target for Growth

Chris.McFadden@rosshumandirections.com — Fri, 3 Feb 2006 00:00:00 UT

Ross Human Directions Limited (ASX:RHD) today announced details of a significant geographic expansion that, together with the recently announced appointment of Christine Shewry to the executive team of the company, will support the growth strategy that is part of the company�s three-year business plan.
The planned geographic expansion will spread the operations of the company�s various Recruitment and Human Capital services brands into new markets both in Australia and overseas. In the first stage of the planned expansion, the company will apply a principle of optimally leveraging present infrastructure and brands by completing a roll-out of existing brands to all established locations, as some locations to do not offer all brands and services. This methodology is expected to maximise efficiencies from existing resources in the current branch network.

The second stage will target international markets, including the United Kingdom, established in 1996, and the more recently acquired Asian businesses, as well as domestic regional centres. Additional presence in the United Kingdom will support the company�s existing operations in London and Dublin, and areas of particular interest in Asia include China. Within Australia, a number of regional hubs are currently under consideration for the establishment of new offices.

It will be a key component of Christine Shewry�s role to develop these local and international growth opportunities for the Julia Ross hot brand as well as for other products and services where the group does not currently have a strong presence.

Christine has more than 25 years' Recruitment Industry experience and most recently Christine held the position of Managing Director of Adecco in Australia. Previously Christine worked with the highly successful Morgan & Banks group as CEO of their call centre/administration recruitment business, Alectus Personnel and Industry Labour LinQ. In 1999/2000 Christine was nominated and awarded NSW Telstra Business Woman of the Year.

Founder and Group Managing Director, Julia Ross said: �Our international expansion strategy is a key plank in our commitment to delivering a far-reaching service to our clients in an increasingly globalised environment. By continuing to invest in the growth of our business and brands into new geographies both at home and abroad, Ross Human Directions is demonstrating our determination to deliver on our strategic plan of strong growth and enhanced shareholder returns. I look forward to our expanded senior management team rolling out our brands including Verossity, Ross Calibre, Firstwater and Julia Ross hot into new and existing locations here and overseas.�
Chris McFadden
Company Secretary

Annual Report 2007

glenn.meekin@rossjuliaross.com — Tue, 16 Oct 2007 00:00:00 UT

Research finds: Good money and challenging work makes a fulfilling career

Tue, 21 Aug 2001 00:00:00 UT
About Spherion Research finds: Good money and challenging work makes IT a fulfilling career

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Independent Omnibus research commissioned by Spherion shows 73 per cent of Australian adults believe careers in IT offer good money. A further 71 per cent believe IT also offers challenging careers.

Mike Clugston, managing director, Spherion Education says, "With the demand for computer qualified professionals still growing at faster rates than other job types, people with the appropriate IT skills are attracting high salaries and have exceptional career prospects.

"There are various challenging careers that people can choose from in the IT industry including: ebusiness, web design, programming, and help desk.

"Interestingly, 69 per cent of respondents believe that a career in IT will give them the option to work from home".

The research found that 64 per cent of people believe a career in IT offers good career prospects with the potential to be promoted. "Ongoing promotion opportunities are important because they give people career progression and help them to set and achieve personal goals," said Mike Clugston.

60 per cent of people surveyed believe careers in IT offer flexible working hours. "Flexible working hours are becoming more and more popular. Many people want careers, but also have family and other commitments. Flexible working hours are attractive because they let employees fit their careers in with other aspects of their lives."

Spherion Education provides training for people who want to work in the IT industry, and IT professionals.

"Spherion Education offers flexible, self-paced IT training and job placement assistance. The training is outcome oriented, which means students can transform into fully qualified, job-ready IT professional, without having any previous IT experience," said Mike Clugston.

The Omnibus research covers 1000 adults aged 18 years and over throughout Australia, including both capital cities and non-capital city areas.

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Notice to Australian Stock ExchangeLR3.16.1 Change Of Office Holder

Tue, 29 Mar 2005 00:00:00 UT

Ross Human Directions Limited advises that further to its announcement on 1 February 2005, Mr Neil Mitchell-Clark has resigned as Chief Financial Officer and Company Secretary effective from 24 March 2005.
Mr Greg Coolahan has been appointed the new Company Secretary for Ross Human Directions Limited effective from 24 March 2005.
Julia Ross
Chief Executive

Appendix 3B - New issue announcement (86.5 KB)

Thu, 24 Mar 2005 00:00:00 UT

Australian Stock Exchange AnnouncementDividend Reinvestment Plan

Fri, 11 Mar 2005 00:00:00 UT

Dear Sirs
Dividend Reinvestment Plan
We wish to advise the market that shareholders who have elected to participate in the Ross Human Directions Limited (RHD) Dividend Reinvestment Plan will receive RHD shares in lieu of receiving a cash dividend. Shares under the Dividend Reinvestment Plan will be issued at a discount of 5% on the ex-dividend volume weighted average price.
The discounted volume weighted average share price, based on the five trading days immediately preceding and including 9 March 2005 (the Record Date) is $0.771539.

Amendment to Dividend Record and Payment Dates

Mon, 28 Feb 2005 00:00:00 UT
Please be advised that pursuant to the Listing Rules, the record date for the interim dividend has been changed to 9 March 2005. As the previously advised dividend payment date of 25 March 2005 is the Good Friday public holiday, the payment date has been changed to 24 March 2005.

10 tips for improving your career prospects in 2002

Wed, 16 Jan 2002 00:00:00 UT
About Spherion Spherion�s tips for improving your career prospects in 2002:

1. Undertake training to upskill

2. Keep on top of industry issues

3. Always act professionally

4. Actively participate in meetings

5. Make yourself known to management

6. Manage your time well

7. Take on more responsibility

8. Work proactively

9. Allow time for family, friends and personal interests

10. Network.

At the beginning of each working year many employees set goals and evaluate their career prospects. Mike Clugston, managing director at Spherion Education explains how to make the most of your career in 2002.

"Be aware of the changing skills and qualifications required for your position and upskill accordingly. Ambitious people often work towards gaining skills for positions they�d like to move to in the future, not just their current role," said Mike Clugston.

"Another good way to get ahead in your career is to know your industry�s hot topics and issues. Employees can keep abreast of this by reading newspapers, trade journals, and publications that are relevant to their industry. Joining industry associations is also a good way to keep on top of industry issues.

"Whether at work, a business function, or with clients, successful business people always act professionally. Today, some meeting environments may have a social feel � it�s important to always remember that you are working and to act accordingly."

Mike said, "It�s also important to stand out, and show your value to clients, coworkers and managers. Actively participating in meetings is a great way of doing this. It can be useful to prepare questions or points that you�d like to raise prior to attending the meeting.

"As well as showing their value in meetings, successful people ensure senior management are aware of their business successes and achievements. You don�t want to be seen as �big noting� yourself, but reporting successes to management can improve career prospects.

"To succeed in business it�s important to get the most out of the time you spend at work. Good organisation and time management is an important skill for all employees. Employees who work long hours, but use their time inefficiently rarely impress managers."

Mike continued, "Taking on more responsibility is a useful strategy for employees who want to be promoted. By taking on more responsibility, you can show your manager your capabilities. If your current employer does not promote you, you will still gain experience that you can take to your next role.

"Another important strategy for improving your career prospect is to work proactively. Try to look at tasks with a fresh perspective, don�t always rely on the �tried and tested� way of doing things � always be aware that there is room for improvement.

"A common trait of successful people is being able to balance business, family, friends and personal interests. Everyone is different, so employees need to work out the right individual balance for themselves. People who don�t allow time for outside interests often burn out in the long run.

"Networking is a fantastic tool that employees can use to improve their career prospects. Networking can be useful to gather market intelligence and find new opportunities throughout your career," said Mike Clugston.

Make the most of job interviews � how to prepare, present and follow up

Thu, 13 Dec 2001 00:00:00 UT
Spherion explains how to get the job during the interview Spherion explains how to get the job during the interview

Employers often decide if you are the right person to join their organisation or not during the short time you are allocated for an interview. No matter how good your career record or experience is, it�s vital that you make a good impression quickly.

Mike Clugston, managing director, Education from Spherion said, "If you are a job hunter you need to understand the interview process so you can perform at your best. The interviewer will already have reviewed your resume, which basically provides the hard facts of your employment history and skills. In an interview, your objective is to make a good impression.

"Job hunters need to portray sincerely and enthusiastically that they are knowledgable about the organisation and have something to offer it.

" Be prepared to explain, using examples, skills shown on your resume. You may say that you are a team player, but what have you worked on in the past that displays this?"

Mike Clugston said, "You also need to be prepared for the questions the interviewer may ask. Remember that they are not trying to catch you out, they are just trying to determine if you are the right person for the job.

"You may be asked questions about yourself, your work history, why you want the job, why you are leaving your current job, your work style, career goals and more. During your preparation, think carefully about the role you are going for with these types of questions in mind.

Just as important is what happens after the interview said Mike Clugston, "After your interview make notes. This will help you keep the important points of the interview clear in your mind, especially if you are applying for various positions. You can also send a thank you note to the interviewers."

Poll finds: Salary is the most important factor when deciding to relocate for work

Thu, 7 Feb 2002 00:00:00 UT
About Spherion What would you be most likely to relocate for?

48% Higher salary

14% Flexible working conditions

13% Promotion

12% Partner

9% New industry

4% Would never relocate

Poll results released today by Spherion have found that 48 per cent of respondents named a higher salary as the main reason they�d decide to relocate for work.

Jane Beaumont, managing director, Spherion Recruitment Solutions said, "Almost half of our respondents said that a higher salary is the main reason they�d relocate. Most people work hard and expect to be compensated well for their efforts. Employers often put together inventive packages to entice sought after candidates, so it�s interesting to note that money is now the most important factor for employees."

A further 14 per cent of respondents said they�d be likely to relocate for flexible working conditions.

"Flexible working conditions are becoming increasingly popular as more and more employees try to balance a career with family and/or study commitments," said Jane Beaumont.

13 per cent of people said they�d relocate if their new job was a promotion, followed by 12 per cent of respondents nominating their partner as their main motivation to relocate.

9 per cent of respondents would relocate if they were able to break into a new industry, and only 4 per cent of respondents said they would never relocate.

"People working in today�s mobile business environment have opportunities to use their skills working almost anywhere. This gives workers greater freedom and flexibility in their working lives. Previously employees joined a company for most of their working lives, now people have many more career options, "said Jane Beaumont.

This poll was conducted on Spherion�s website (www.spherion.com.au) during November 2001. Over 660 participants voted.

Australian Stock Exchange AnnouncementAppointment of a Director

Fri, 25 Feb 2005 00:00:00 UT
We wish to advise that Jane Maree Beaumont was appointed a Director of Ross Human Directions Limited on 25 February 2005.

AGM 2004 - Chairman's Address

Fri, 19 Nov 2004 00:00:00 UT

CHAIRMAN’S ADDRESS TO THE ANNUAL GENERAL MEETING TO BE HELD AT THE WESLEY CONFERENCE CENTRE AT 10.00am ON FRIDAY, 19 NOVEMBER 2004

Good morning Ladies and Gentlemen.

The year under review has been an exciting one for Ross Human Directions Limited. Our revenues have increased, our profits are showing an increasing trend and we have made a major leap in critical mass in the acquisition of Spherion.

The profit after tax for the year was $3,956,000 compared with $1,112,000 in 2003. Importantly, this was made up of $1,503,000 in the first half and a much improved $2,453,000 in the second half. The result for the year is a significant increase over 2003 and our management and staff are to be congratulated.

Revenue increased from $145 million in 2003 to $165 million in 2004 and our cash flow from operations was positive by $3,963,000 compared with $1,689,000 in the previous year.

Directors declared a final dividend of 2 cents per share which was paid on 15 October 2004 and this, with the interim dividend of 1.5 cents per share paid in March 2004 makes a total payment in respect of the 2004 year of 3.5 cents per share. This is a payout of 61.4% of after tax profits.

I should also point out that our London office remained profitable in 2003 / 2004 and during the year a new office was opened in Dublin. Initial indications are that the Dublin office is trading in line with our expectations.

As shareholders know from our reports we acquired the Spherion group of companies in late June 2004. The Accounts of Spherion were not consolidated with the group as the Corporations Act permitted us to close off prior to the acquisition date, the few days trading would be immaterial and it avoided an impossible strain on our accounting resources. Future accounts will fully reflect the combined operations.

Whilst the Spherion group have a similar base business to our traditional activities, Spherion operate in areas of activity both geographically and functionally different and are accordingly complementary in all but a few minor areas. As was indicated in our acquisition documentation there will be integration costs of some magnitude in bringing the two organisations together.

The acquisition price of Spherion of up to $31 million reflects $19 million of net tangible assets and $12 million of future earnings from their relationships and contracts. $5 million of the payment is deferred until September 2005 and a further $6 million is based on an earn-out formula tied to gross profit.

The Spherion Group of companies has unutilised tax losses of some $40m. We are advised that these tax losses may be able to be utilised in the group in 2004/05 and beyond. However until such time as the ATO provide specific guidance on the treatment of tax losses under the tax consolidation regime and we can determine whether or not there is virtual certainty as to the recoverability, no benefit will be taken up in our accounts. In the event that these losses can be used, it will significantly reduce if not altogether eliminate the goodwill on acquisition, which in turn will reduce the annual charge for goodwill amortisation relating to the acquisition. Under present accounting rules, the goodwill amortisation charge relating to the Spherion business for the first quarter amounted to $48,000.

The most important aspect of the acquisition is the people of Spherion; we welcome them to our group and trust that they will find continued motivation and satisfaction as part of the Ross Human Directions Limited organisation. We now have a management team that is able to address the growth ambitions of the organisation. To better reflect the structure going forward and to accommodate the expanded size of the group a number of appointments are being made and the Managing Director will comment on these in a moment. These appointments will allow the Managing Director to step back from the day to day management of the organisation and devote her energies to the strategic direction of the group, major client relationships and the realisation of the goals set in the Spherion acquisition.

Our after tax unaudited profits for the first quarter amounted to $2.0 million and our forecast indicates that the full year will show an earnings per share increase over 2004. This is in accordance with the prediction made at the time of the Spherion acquisition.

In closing I would like to thank the management and employees of our enlarged organisation for the dedication being shown in bringing the two groups together and for their efforts in building an organisation of which we can all be proud.

On behalf of the Board
Neil Mitchell-Clark
Company Secretary

Appendix 3B (320 KB)

Fri, 19 Nov 2004 00:00:00 UT

Appendix 3B (311 KB)

Fri, 15 Oct 2004 00:00:00 UT

Appendix 3Y Change of Director's Interest Notice (136 KB)

Fri, 15 Oct 2004 00:00:00 UT

Appendix 3B (311 KB)

Fri, 15 Oct 2004 00:00:00 UT

Annual Report 2004 (3 MB)

Fri, 24 Sep 2004 00:00:00 UT

Research finds: 75 per cent of people have changed careers since high school

Wed, 9 Jan 2002 00:00:00 UT
About Spherion Not having the required skills most often stops people from changing careers

Research released today by Spherion has found that 75 per cent of survey respondents have changed careers since high school.

Of those 75 per cent, 20 per cent have changed once, 21 per cent have changed twice, and 34 per cent have changed more than twice.

A further 17 per cent of voters said they hadn�t changed careers since high school, but would like to. Only 8 per cent of voters said they were happy with the path that they selected when they finished school.

When asked what was stopping them from changing careers, over half of the respondents (52 per cent) said they don�t have the skills needed for their desired career.

A further 23 per cent said they don�t have spare time to study.

Mike Clugston, managing director, Spherion Education said, "These days, it�s quite normal for people to have several careers during their working life. It can be difficult to decide on a life-long career path when you�ve just finished school and don�t have any work experience.

"In the past, people have found it difficult to fit the required training for a career change into their schedules. Spherion offers a flexible, self-paced learning environment which is ideal for career-minded people who want to gain new IT qualifications, but need to continue working. It lets them combine the demands of study, work and family commitments, a flexibility which is not available with other more traditional educational institutions", said Mike Clugston.
These polls were conducted on Spherion�s website (www.spherion.com.au) during November 2001. Over 500 participants responded to each question.

Appendix 3Y Change of Director's Interest Notice

Tue, 31 Aug 2004 00:00:00 UT
Appendix 3Y Change of Director's Interest Notice
Frank Harvey Burke (133 KB)
Fergus Allan McDonald (135 KB)
Karen Lynne Wilson (133 KB)

Research finds: Job satisfaction is more important than money for career changers in 2002

Tue, 7 May 2002 00:00:00 UT

Research shows a significant shift in career changers� priorities from 2001 to 2002

7^th May, 2002: Independent Omnibus research commissioned by Spherion has found that 23 per cent of career changers in 2002 believe job satisfaction is the most influential factor when deciding to change careers. 18 per cent of those surveyed rated good money as the most important thing to them.

This is a significant shift in career changers� priorities from 2001, when good money rated highest (33 per cent) and job satisfaction rated only five per cent.

Mike Clugston, managing director, Spherion Education said, "In today�s competitive business environment people are spending more and more time at work and want to gain satisfaction for their efforts".

"The continuing development of the Australian IT industry offers people who want to change careers various satisfying career options".

In 2002, ranking in importance after job satisfaction and good money, were challenging work (16 per cent), job security (12 per cent), flexible working hours (7 per cent) and working with good people (6 per cent).

Mike Clugston said, "It�s easier than ever before for people to change careers because they have the option of upskilling in flexible, self-paced learning environments. This means that career changers can continue to earn an income to support themselves and their family while gaining skills for their dream job".

"Our research shows that people are no longer prepared to put up with unsatisfactory working conditions. Spherion has hundreds of career changers enrolling each month. More and more we are hearing the reason for changing careers is not just about money, but more often about getting into an industry that offers challenge and adaptability," said Mike Clugston.

This study was conducted for Spherion via the Woolcott Research Omnibus survey, 8^th-10^th February, 2002. The Omnibus covers 1,000 adults aged 18 years and over throughout Australia including both capital city and non-capital city areas.

Form 604 - Notice of Change of Interests of Substantial Holder (152 KB)

Tue, 31 Aug 2004 00:00:00 UT

Appendix 3B New Issue Announcement (312 KB)

Wed, 25 Aug 2004 00:00:00 UT

Share Purchase Plan Substantially Over-Subscribed

Fri, 20 Aug 2004 00:00:00 UT

Ross Human Directions Limited is pleased to report that the Share Purchase Plan (SPP), offered to its shareholders, has been over-subscribed with the receipt of applications totalling $4.67 million.

In view of the demand for shares the company�s major shareholder and Managing Director, Julia Ross, has agreed to dilute her personal shareholding and allow the Board to accept all applications.

As a result, no applications will be scaled back.

It was planned to raise $3.2 million through the SPP at a subscription price of 67 cents a share, a significant discount to yesterday�s closing price of 85 cents a share.

The decision to not scale back applications was made in response to the difficulty of smaller shareholders in gaining parcels of shares and the pressure of institutional investors to maintain their shareholdings.

�The support of shareholders in what has been a tough market over the past couple of years has been phenomenal and has led to the decision to surrender some of my personal shareholding,� said Julia Ross.

�The response from shareholders to the Share Purchase Plan has been overwhelming, with many subscribing for the full $5,000. The scale-transforming acquisition of Spherion (ACT) Pty Ltd and the market�s positive reaction to this complementary business has resulted in an increase in demand for shares and a sharp increase in the share price.�

Ms Ross� decision to reduce her shareholding will open the way for shareholders to capitalise on the improved share price.

�Julia Ross financially supported the acquisition of Spherion in the Asia Pacific region when it was critical to the deal and her decision to give up some of her entitlement under the second placement represents a considerable personal financial sacrifice,� said Allan McDonald, Chairman of Ross Human Directions Limited.

�The Board acknowledges this move as a fine gesture taken in the interests of participating shareholders.�

The issue of shares under a second placement underwritten by Julia Ross, of $3.75 million, will be scaled back to $2.5 million.

Shares from the second placement will be made available to major institutional shareholders in proportion to their holding at 25 June 2004, immediately prior to the Trading Halt that preceded the announcement of the Spherion acquisition.

Ms Ross will take the balance of the shares under the second placement, which will result in the dilution of her interest in the company from 56.4%, held immediately prior to the acquisition, to approximately 46.8% following both share issues.

On behalf of the Board
Julia Ross
Managing Director

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Research finds: 69% of people believe there is a gender-based glass ceiling

Wed, 4 Sep 2002 00:00:00 UT
About Spherion
Research released today by Spherion has found that 69 per cent of survey respondents believe a gender-based glass ceiling exists in the Australian workforce.

"49 per cent of our poll respondents believe there is a glass ceiling with another 20 per cent saying yes, a glass ceiling exists but it is disappearing," said Jane Beaumont, managing director, Spherion Recruitment Solutions.

16 per cent of respondents said they did not believe in a glass ceiling and another 13 per cent said they didn�t believe in a glass ceiling and it has never existed.

Interestingly, when asked what are the biggest issues effecting working women today, equal pay did not receive a majority of votes. Only 13 per cent of respondents said equal pay was the biggest issue for working women while 36 per cent of respondents said that balancing work and a family was the biggest issue for women in the workforce.

Jane Beaumont said, "The poll results show that gaining recognition and respect is a high priority for women in the workforce with 25 per cent of respondents saying this was the biggest issue. 15 per cent felt the issues that effected working women were the same that effected working men and nine per cent felt that different communication styles was the biggest issue for working women."
Do you believe in the �glass ceiling�?

49% Yes

20% Yes, but it�s disappearing

16% No

13% No, it never existed
What are the biggest issues effecting working women today?

36% Balancing work and a family

25% Recognition and respect

15% The same that effect males

13% Equal pay

9% Different communication styles
This poll was conducted on Spherion�s website (www.spherion.com.au) during 2002. Over 550 participants responded to the survey.

New Australian research finds nearly 80 per cent of people don�t feel their employers provide enough training

Wed, 2 Oct 2002 00:00:00 UT
New Australian research finds nearly 80 per cent of people don�t feel their employers provide enough training Cost of training, lack of organisation and little value placed on staff were named as the main reasons for employers not providing adequate training

2 October, 2002: Research released today by Spherion Group has found that 78 per cent of survey respondents feel their employers do not provide enough training for them to do their jobs effectively. Conducted via Spherion�s web site, the survey was completed by more than 795 people.

When asked why their employers aren�t providing the training they need, 24 per cent cited that it cost too much and 19 per cent felt their employers did not value their staff. Another 21 per cent of respondents believe the need for someone to organise training was preventing their employer from providing any.

According to Richard Melouney, General Manager of Spherion Education, Australia, "The overwhelming perception by employees that their companies do not provide enough training isn�t surprising. What is surprising is that only six per cent of respondents cited the training budget has been cut. This implies that many employers simply don�t value training or their staff, and this is a dangerous and short-term view."

Only 11 per cent of respondents felt their employers deemed training to be the responsibility of the individual while eight per cent stated their employers felt training wasted work time.

"Training provides employees with the opportunity to develop and expand upon their existing skills, which is beneficial not just to the individual, but also to the company," Richard added.

"Research conducted by the Saratoga Institute* shows that lack of training and education opportunities makes employees four times as likely to look for another job within 12 months," said Richard. "Employers that don�t plan for the long term development of their staff risk losing those people once the current economic downturn picks up."
Do you think your company provides you with enough training to do your job?

78% No

21% Yes
If you think your company does not provide enough training to do your job effectively, why?

24% It costs too much

21% It needs someone organising it

19% They don�t value their staff

11% They want you to self educate

8% They think it wastes work time

7% I disagree. The training is OK

6% The training budget�s been cut

These polls were conducted on Spherion�s web site (www.spherion.com.au) throughout 2002. More than 795 participants responded to each question.

--- ENDS ---

* The Saratoga Institute is a division of Spherion that benchmarks HR data and provides the insight needed to improve employee and organisational performance.

Taking the stress out of the dreaded job interview

Tue, 5 Nov 2002 00:00:00 UT
About Spherion
Looking for work or changing jobs can be very stressful, but Spherion�s experienced recruitment consultants can help make the process as simple as possible.

One of the most important aspects of looking for a job is the dreaded interview. We all have to go through it, but nobody enjoys it. Increasingly today, employers will ask behavioural-based questions, assessing your skills and attributes in relation to that particular job and the organisation�s culture.

To help you feel comfortable about your next interview and also to improve your chances of getting the job, Jane Beaumont, Managing Director of Spherion Recruitment Solutions, offers the following advice:

The employer�s requirements and the attributes they are seeking are usually outlined in the job description and selection criteria. Review these carefully prior to the interview so you have an idea of the tasks involved and are prepared to answer questions related to these.

Typical behavioural questions focus on conflict resolution, stressful situations, communication, time management, problem solving and leadership. You will most likely be asked to describe a situation relating to these attributes and explain how you overcame or resolved any issues. Prepare these answers before going to your interview. Use specific dates, times, places and numbers to lend credibility to your responses.

Practise and prepare answers for common interview questions such as: tell me about yourself, your goals, your strengths and weaknesses, describe your ideal job, why are you looking for a new position. Practice your interview technique as presentation is very important in creating a positive first impression.

Thoroughly prepare for your interview; research the organisation, its performance in the market, its competitors and the company�s key management. Use the internet to locate and research recent media articles about the company and the industry.

According to Jane, another important resource job seekers should keep in mind is the power of networking, "never underestimate the value of your contacts," she said.

"Networking is communicating on a professional level with people relevant to your career. It can be a powerful tool to gather market intelligence and help you along your career path."

Spherion has established reliable and trusting relationships in the industry and is constantly approached by organisations to recruit contractors, temporary and permanent personnel. With its reputation for supplying a high calibre of candidates, Spherion is able to demand and receive high rates of pay for its candidates. With clients from private and public sectors, Spherion recruits for positions that incorporate a broad range of skills and levels in ICT, administration, legal, marketing, office personnel, call centres and executive.

Retaining staff in a depressed economy � why employers should care

Thu, 7 Nov 2002 00:00:00 UT

Spherion explains the drivers of employee commitment in the workplace

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Staff turnover is extremely costly, particularly when losing high performers who typically have greater job options. Research from the Saratoga Institute (a division of Spherion that benchmarks HR data and provides the insight needed to improve employee and organisational performance) has shown that the loss of one competent person costs on average, the equivalent of at least a year�s pay and benefits. To save recruitment dollars as well as time, businesses must examine retention issues and employee satisfaction.

According to Jane Beaumont, Managing Director of Spherion Recruitment Solutions, although recent market restructuring has created a temporary calm for employers in the turbulent employment market, businesses should be planning and implementing staff retention strategies now.

"In such an uncertain economy, workers are more apprehensive about changing jobs, so many employers feel that retention strategies aren�t relevant. How employers choose to address retention during this down cycle may determine whether employees stay or go when times improve," said Jane. "Businesses that reduced retention efforts may face a complex turnover predicament when the economy improves and the labour shortage regains momentum."
Listening to explanations for leaving

From 1999-2000, the Saratoga Institute surveyed thousands of current and former employees at various companies to understand the reasons behind employees deciding to stay or leave. The study revealed the top reasons employees give for leaving are: pay, work environment, management and career development.

However, focusing on these reasons alone does not reveal the whole picture. Employees may give one simple reason to summarise why they leave, but their comments on questionnaires and candid commentaries in focus groups reveal more complex rationales. Their explanations demonstrate how the factors that influence retention interconnect.
It�s rarely just the money

The reason most often given for leaving a company is level of pay, which leads many businesses to focus their retention efforts entirely on compensation issues.

Jane believes the difficulty with this approach is that employees place a different value on pay from employers. People at work don�t view compensation in isolation from the workplace, which can be evidenced by their responses to the question "Why did you leave?"

"I have to jump through too many hoops and put up with too much for the money I get," is a typical response highlighting the relationship between the environment (high stress) and pay rates (too little for the trouble).

Satisfaction with compensation is rarely equal to the amount paid. "I worked hard to provide excellent customer service, and I never received a bonus or even a pat on the back," complains an employee, revealing how equitable pay and recognition of performance are nearly equivalent in the minds of some workers. Other employees show frustration with the way compensation practices are implemented, "Even though I had more experience and five years with the company, I was paid a lot less than the new programmer."

These explanations for dissatisfaction with pay reveal multiple organisational weaknesses that could not be solved by throwing money at employees.

The Management Factor

Another traditional approach to increasing retention is to give management the responsibility for reducing staff turnover. Although good managers are great resources for building commitment, they, like compensation, are not a solution for high turnover.

In the past, managers were powerful retention forces and employees would endure workplace hardships to work for an exceptional manager. The complexity of today�s work environments has changed this. The dynamic nature of business and technology today combined with a less hierarchical structure in organisations, has complicated the managers role. Today, managers have less time to interact with staff; as a result the ability to closely monitor morale and workplace issues has been reduced.

The Saratoga Institute study demonstrated that numerous employees believe their manager lacked the skills necessary to manage an organisation well. This is a frequent complaint as young and often inexperienced workers are quickly progressing into management roles. This points to not one, but three organisational weaknesses (management competency, promotion policies and executive training practices).

The Big Picture

When employers use data alone and take traditional approaches to develop retention programs, they overlook crucial underlying correlations and create inadequate or misdirected retention solutions.

"Traditional retention programs that concentrate exclusively on the most frequent turnover catalysts, without understanding how these relate to and affect underlying organisational and retention issues, are highly inefficient," said Jane. "Not only does this waste precious time and money, but also the staff losses due to misguided programs are costly."

Through strategic staff surveys and workforce analysis, businesses can gain a comprehensive understanding of how turnover factors interrelate within their organisation, identify the common company-wide deficiencies that drive turnover, and establish smart retention programs that target the most problematic factors across the organisation. As the most destructive turnover forces are lessened and eventually eliminated, an organisation can move on to improve and develop as an employer of choice, and will be prepared for the impending talent crunch of better economic times.

Appendix 4E Preliminary Final Report for RHD (842 KB)

Wed, 18 Aug 2004 00:00:00 UT

ASX/Media AnnouncementRoss Human Directions on Growth Path

Wed, 18 Aug 2004 00:00:00 UT

The Board of Directors of Ross Human Directions Limited is pleased to announce that the Company has returned a net profit after tax of $3.956 million for the period from 1 July 2003 to 25 June 2004.

The result is a 255.8% increase on the $1.112 million NPAT recorded in the year to 30 June 2003. It also is slightly ahead of the $3.6 million to $3.8 million guidance issued by the Company in June 2004.

Operating profit before income tax expense was $5.613 million for the period, an increase of 250% compared with the previous year.

Revenues at $164.945 million were up 14.0% on the prior year.

The result for the period reflects a number of factors including:

Improved business conditions.

Improving trend of margins in provision of temporary staff.

Increase in permanent revenues.

Profitability of London operations.

The Directors believe that the traditional business is well positioned to take advantage of improved business conditions. Management is confident that the strategy of diversification into specialist products and also specialist parts of the market � such as banking, finance, accounting, information technology, legal, career transition and outsourcing - through the Julia Ross hot, Ross hd and Firstwater brands, will result in improved earnings that are less vulnerable to cyclic fluctuations. The diversification will also better support the sustained long-term growth of the business.

In addition, as part of its planned diversification strategy, on 28 June 2004 the Company acquired all of the issued shares of Spherion (ACT) Pty Limited and its Asia Pacific controlled entities (Spherion) for up to $31 million. The deal will effectively double Ross Human Directions Limited�s revenue to approximately $350 million per annum, broaden its geographical span and significantly enhance its product offerings to clients. Spherion has operations in Australia, Hong Kong, Singapore and New Zealand and comprises three divisions � Recruitment Solutions, Technology Solutions and HR Outsourcing Solutions.

The Directors have declared a final fully franked dividend for the 2004 period of 2.0 cents per share, taking the full-year dividend to 3.5 cents per share. This represents a payout of 61% of earnings after tax. This compares with last year�s final dividend of 1.5 cents per share and full year dividend of 4.5 cents per share. Shareholders may again participate in the Dividend Reinvestment Plan, under which shares will be issued at a discount of 5% on the ex-dividend volume weighted average price based on the five trading days immediately preceding 24 September 2004 (the Record Date).

Commenting on the result, the Managing Director, Julia Ross said:

�We are pleased with the result and feel that our strategies have placed the organisation well to take advantage of a discernable improvement in business conditions over the past year which has led to a strengthening in the white collar recruitment market.

�Our acquisition of Spherion Asia Pacific was an important step for the group�s market position and will allow further expansion through cross-leveraging opportunities due to a wider product offering and entry into new markets.

�We are confident that although challenging, Management will successfully integrate the Spherion activities and, as indicated previously, the Directors remain confident the acquisition will be earnings per share positive for shareholders in the current 2005 year. This outlook is supported by an enhancement of our Julia Ross, Firstwater and Ross hd brands as well as the anticipated contribution from Spherion.�

On behalf of the Board
Julia Ross
Managing Director

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Results of Extraordinary General Meeting (171 KB)

Thu, 19 Aug 2004 00:00:00 UT

Acquisition of Spherion Presentation (664 KB)

Tue, 6 Jul 2004 00:00:00 UT

Appendix 3B New Issue Announcement (281 KB)

Mon, 28 Jun 2004 00:00:00 UT

Research finds the line between work and personal life continues to blur

Fri, 6 Jun 2003 00:00:00 UT
New Australian research finds nearly 80 per cent of people don�t feel their employers provide enough training
95 percent of workers spend their personal time thinking about work, affecting health, fitness and relationships

Research released today by Spherion Group shows that the line between work and personal life is becoming increasingly blurred, with 95 percent of Australian workers spending at least one hour of their personal time each week thinking about work issues. Startlingly, 51 percent of workers spent more than seven hours each week thinking about work outside office hours.

The study, conducted through Spherion�s website, also found that 12 percent of workers donated five to seven hours of their personal time, while 19 percent gave three to five hours, thinking about work related issues each week. A fortunate five percent didn�t spend any of their personal time on work issues, while 11 percent only needed to use one to two personal hours concentrating on work.

Alarmingly, more than half the respondents felt their family and relationships (32 percent) and health and fitness (27 percent) were being affected by their careers. A further 20 percent found work was affecting their sex lives, while leisure and hobby activities were affected for another 20 percent of participants.

Andrea Galloway, President and Group Managing Director of Spherion, said, "It�s no surprise that employees feel work is having an affect on their personal lives. In the past, there was a defined nine-to-five workday and once you clocked out, that was it, your time was your own. These days the boundaries aren�t as defined, work and personal life are intermingling, and more often than not it is work that dominates."

While workers are donating more and more of their own time to work demands, more than two thirds of participants spent very little work time dealing with personal calls and emails. 51 percent of respondents spent less than half an hour each day on personal tasks, while 16 percent did not spend any time at work on personal calls or emails. 30 percent of participants spent an hour a day or more dealing with personal communications.

"Most workers today still experience guilt over the so-called misuse of work time, when the reality is that we are probably giving more personal time to work than we take back," said Andrea. "Right now, we are witnessing a change in the way we view �personal� activities during work hours. For better or worse, work is no longer the nine-to-five shift it used to be, and it often impinges on our personal time. As workers are given more responsibility, they are trusted to allocate their time in the most efficient manner.

"As the line between work and life continues to blur, managers are acknowledging the personal time employees sacrifice to work and accept a certain amount of personal communication during work hours. It�s only fair that time goes both ways."
How much of your personal time do you spend thinking about work each week?

51% More than 7 hours

12% 5-7 hours

19% 3-5 hours

11% 1-2 hours

5% None
How much time do you spend on personal calls/emails at work?

19% More than one hour per day

11% One hour per day

51% Less than half an hour per day

16% None
What part of your personal life does your career have the most effect on?

32% Family and relationships

27% Health and fitness

20% Leisure and hobbies

20% Sex life

ASX AnnouncementCompany Announcement - Trading Halt

Fri, 25 Jun 2004 00:00:00 UT

Ross Human Directions ("RHD") requests that the ASX halt trading in the trading of its shares on the ASX (ASX Code RHD) with effect from 10:00 am today.
In accordance with Listing Rule 17.1, RHD advises that the reason for the request is that RHD is in advanced negotiations with respect to a substantial acquisition, and, if successful, will also be conducting a placement of its shares from Monday 28 June 2004. RHD therefore requests that the trading halt lasts until the commencement of normal trading on Tuesday 29 June.
RHD is not aware of any reason why the trading halt should not be granted.
Yours faithfully
Neil Mitchell-Clark
Company Secretary

ASX Confirmation of Release - Appendix 3B Dividend Reinvestment Plan (270 KB)

Fri, 25 Jun 2004 00:00:00 UT

Appendix 3Y Change of Director's Interest Notice

Fri, 25 Jun 2004 00:00:00 UT

Julia Mary Ross (130 KB)
Karen Lynne Wilson (130 KB)
Fergus Allan McDonald (130 KB)

ASX Confirmation of Release - Appendix 3B (87 KB)

Mon, 11 Apr 2005 00:00:00 UT
Please click on the Press Release title above to view this information.

Change of Director's Interest Notice (27 KB)

Tue, 29 Mar 2005 00:00:00 UT

New Australian research finds more than 80 per cent of people aren�t happy at work

Tue, 30 Jul 2002 00:00:00 UT
About Spherion
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38 per cent said being valued and respected by their employers is the most important factor in job satisfaction

(30 July, 2002): Research released today by Spherion Group has found that 82 per cent of survey respondents are not happy with their current jobs, compared to only 16 per cent that are happy. More than 700 people participated in the research which was conducted via Spherion�s web site.

When asked what was most important to them in a job, 38 per cent responded that enjoying their work was a major factor, while 15 per cent said learning and developing was important. Only 13 per cent of respondents felt challenging work was important.

Least important was making a difference, with only eight per cent of survey participants stating this, followed by 11 per cent who preferred doing something they are good at. Only 12 per cent of respondents cited that good pay was a major factor in their job satisfaction.

Participants in the survey were also asked what they found most appealing in an employer, with 38 per cent responding that being valued and respected was most important.

With only three per cent of respondents preferring large and profitable companies and just six per cent valuing successful, known brands, it seems that successful companies aren�t always attractive to prospective employees. Low down on the scale of importance is social responsibility, chosen by only five per cent of respondents.

Jane Beaumont, managing director, Spherion Recruitment Solutions said: "More and more, workers are placing greater emphasis on a balanced lifestyle, pursuing careers that bring them happiness. This means that employers have to begin looking at changing their corporate culture in order to assist their staff to achieve this balance."

"This is a growing trend among the candidates and clients that come to Spherion Recruitment Solutions. It has meant that some businesses have had to undergo a major shift in their attitude towards staff and working environments. This is great news for employees. "

Are you happy with your current job?

16% Yes

83% No
What is most important in your job?

11% Doing something I�m good at

38% Enjoying the work

13% Challenging work

8% Making a difference

12% Good pay

15% Learning and developing
What do you find most appealing in employers?

6% successful, known brand

5% Social responsibility

38% Values and respects employees

3% Large and profitable

22% Innovative and growing company

24% Invests in employee growth

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These polls were conducted on Spherion�s website (www.spherion.com.au) throughout 2002. More than 700 participants responded to each question.

Appendix 3B - New issue announcement (87 KB)

Thu, 24 Mar 2005 00:00:00 UT

Interim Reporting Period Results to 31 December 2004

Mon, 28 Feb 2005 00:00:00 UT

The Board of Directors of Ross Human Directions Limited (ASX:RHD) announces that the company has returned an operating profit after tax and after non recurrent items, for the first half of $2.811 million. This is in line with expectations following the acquisition of Spherion and represents an increase of 87% when compared with the result for the corresponding period in 2003/2004 of $1.503 million.

Earnings before tax amounted to $3.872 million. Earnings per share for the period amounted to 3.8 cents compared to 2.6 cents for the previous corresponding period.

Earnings before interest and tax amounted to $4.548 million.

At $181.2 million for the half year, sales revenue increased 127% compared with the previous corresponding period. The result reflects a number of factors including:

Continued improvement in the performance of the temporary and contract recruitment businesses;

Growth in permanent revenues, particularly in the Ross hd business;

Positive outcomes from the successful integration of Spherion and RHD teams, IP and infrastructure;

Restructuring costs of some $785,000 incurred in the integration of Ross Human Directions and Spherion backoffices and other integration initiatives; and

Continued growth in profitability of the London operation.

The Directors believe that the business is well positioned to take advantage of the strength in the market and to leverage the expected continued positive economic environment. The Directors remain confident that the objectives associated with the acquisition of Spherion are being achieved.

An interim dividend of 2.0 (two) cents per share has been declared to be paid on 25 March 2005. The dividend will be fully franked at the 30% tax rate. Shareholders may again participate in the Dividend Reinvestment Plan, under which shares will be issued at a discount of 5% on the ex-dividend volume weighted average price based on the five trading days immediately preceding the 4 March 2005 (the Record Date). The Company has entered into an agreement with Wilson htm to fully underwrite the Dividend Reinvestment Plan, in relation to this dividend.

Commenting on the result, Group Managing Director, Julia Ross said:

“This period has necessarily seen substantial management commitment to bringing the two businesses together and has resulted in meeting our profit expectations. I am confident that our objective of the Spherion acquisition being earnings accretive from the first year is being achieved and we are well placed to leverage the benefits anticipated in the acquisition strategy.

Shareholders will be aware from the previous announcement that the right to use the Spherion name expires at the end of June 2005. We have, therefore, taken the opportunity to do a complete review of our total Brand Strategy within the Ross Human Directions Group. The results of this will be announced to the Market shortly. Spherion will then migrate to its new position and name within the total Group.

On 25 February the Directors appointed Jane Beaumont as an additional director to the Board. Jane has many years experience in the industry with over 3 years with Spherion and before that with global recruitment organisations”.

Julia Ross commented: “My thanks to the management group and their teams for their hard work during this period of change”.

On behalf of the Board

Julia Ross
Managing Director

Appendix 4D - Half Year Information (307 KB)

Mon, 28 Feb 2005 00:00:00 UT

Appendix 3B - New issue announcement, application for quotation of additional securities and agreement (320 KB)

Tue, 7 Dec 2004 00:00:00 UT

Ross Human Directions Doubles in Size Through the Acquisition of Spherion Group in Asia Pacific

Mon, 28 Jun 2004 00:00:00 UT

Ross Human Directions Limited (ASX:RHD), a leading recruitment and human resource management firm, has today announced its acquisition of technology, human resource outsourcing and top-tier recruitment company Spherion Group Limited in Asia Pacific, a subsidiary of US-based Spherion Corp (NYSE:SFN), for up to AUD$31 million.
This price consists of a $20 million upfront payment with a further $5 million payable on September 30, 2005. In addition, there is a further payment of up to $6 million payable based on the performance of the business in the 2005 fiscal year. Spherion Group has net tangible assets of $19 million represented by working capital.
The deal, the most notable acquisition by Ross Human Directions, doubles the organisation�s revenue to approximately $350 million per annum, broadens its geographic span and significantly enhances its product offerings to clients.
The acquisition is expected to be earnings per share accretive in year one.
Spherion Group employs around 250 people and has operations in 11 locations in Australia, Hong Kong, New Zealand and Singapore with a revenue base of approximately $170 million.
�Spherion Group has an excellent reputation in the industry, a solid and substantial customer base and highly qualified staff, which will be instrumental in growing the business,� said Julia Ross, Managing Director, Ross Human Directions Limited.
�This acquisition represents a significant consolidation step that will position Ross Human Directions as a major player in recruitment, technology and HR outsourcing in Australia, with further growth opportunities in the Asian region.
�With the size and position of the combined client base, there will be cross-leveraging opportunities in terms of product offerings and entry to new markets.�
Spherion�s management team is confident that the acquisition by the public-listed Ross Human Directions will offer stability and growth for the organisation.
�Ross Human Directions was the logical choice as buyer,� said Andrea Galloway, Chief Executive Officer of Spherion Group in Asia Pacific.
�Our management team is excited about the opportunity to provide enhanced services and solutions to our clients through our complementary suite of offerings with that of Ross Human Directions.�
Spherion Group will become a separate business division of Ross Human Directions Limited.
The acquisition will take effect from 26 June 2004.
The transaction has been funded through credit lines with National Australia Bank.
In order to take advantage of the market opportunities that this acquisition creates, Ross Human Directions intends to raise $12 million in new equity.
Jack Cowin, founder of the Hungry Jack�s restaurant chain, has subscribed for approximately 7.84 million shares at an issue price of 67 cents per share raising $5.25 million.
A second placement of approximately 5.60 million shares at an issue price of 67 cents per share will be made in late August raising $3.75 million, subject to shareholder approval of Julia Ross as an underwriter to this placement.
In addition, all shareholders will have the opportunity to increase their investment in the Company through a Share Purchase Plan aimed at raising $3 million at $0.67 per share. Further details of this Share Purchase Plan will be released shortly.
Ross Human Directions also wishes to provide guidance to the market that its likely net profit after tax for the twelve months to 30 June 2004 will be between $3.6 million to $3.8 million.
About Ross Human Directions:

Founded by Julia Ross in 1988, Ross Human Directions (formerly Julia Ross Recruitment) is an industry leader in recruitment and human resource solutions. In 2001, the company listed on the Australian Stock Exchange (ASX:RHD) and became the first solely owned company to list. Ross Human Directions provides a broad continuum of services under the brands Julia Ross hot! (support and call center), Ross hd (specialists and outsourcing) and Firstwater (executive and consultancy). The company is located Australia, United Kingdom and Ireland and employs over 200 full time staff.
Note: For the purposes of the placement to interests associated with Jack Cowin (being COROM Pty Ltd) and pursuant to Section 713(5) of the Corporations Act, the Company announces that it has no further information that would be required to be disclosed that would have a material effect on the price or value of the Company�s shares.
This announcement lifts the trading halt.

Notice to Australian Stock ExchangeLR3.16.1 Change Of Office Holder

Tue, 1 Feb 2005 00:00:00 UT

Ross Human Directions Limited advises that its Chief Financial Officer and Company Secretary, Neil Mitchell-Clark, has tendered his resignation.
Mr Mitchell-Clark has given 3 months� notice and his employment with the company is expected to cease on 7 May 2005. He will continue to work during this period in his current position, ensuring a smooth and effective handover.
Ross Human Directions� chief executive Julia Ross thanked Mr Mitchell-Clark for his contribution to the company over more than five years during a period of considerable change and growth. �Neil has been with the company since before its public listing and he has been a significant part of its progress and development from a small-medium sized Australian recruitment business to a multi-national provider of broad-spectrum human resources management and consulting services,� said Ms Ross. �The commitment of Neil and his team has contributed positively to the business�s outcomes and I thank him for his endeavours over the past years.�
Mr Mitchell-Clark said he had enjoyed many positive opportunities during his years with the company. �During my time here the company has grown from a privately owned predominantly domestic recruitment operation to a multi-branded publicly-listed company with global operations,� said Mr Mitchell-Clark. �The group has made significant acquisitions, doubled in size and added operations in Singapore, Hong Kong, Malaysia and New Zealand whilst I have been CFO, and these have been exciting experiences. The company remains in a strong financial position and, after weighing up family considerations and work issues, I feel the time is right to move on.�
Ross Human Directions will issue further advice upon a new appointment being made, and offers its best wishes to Mr. Mitchell-Clark and his family for their future.
Julia Ross
Chief Executive

Survey reveals organisations are ill-prepared for Generation Y

Thu, 28 Apr 2005 00:00:00 UT

According to a new survey commissioned by leading recruitment, technology and human resource management organisation, Ross Human Directions (RHD), over 58 per cent of organisations in Australia have experienced a shift in employer/employee expectations amongst its younger workforce. However, of those organisations that identified a shift in the expectations of employers and their Generation Y employees, only 21 per cent believe they are managing this shift successfully.
The survey, which was completed by senior HR and operational executives from some 65 organisations across a range of industries, also found that a third (32 per cent) of organisations believe there is tension between managers and Generation Y employees. Of the organisations surveyed some 12 per cent of respondents claim their leaders just can�t understand the work ethic of the younger generation while another 20 per cent believe the expectations of managers and younger employees do not reconcile, leading to frustration for both groups.
Generation Y is the 4.5 million Australians born between 1978 and 1994. The survey, �Thriving (and surviving) with Generation Y in the workforce� provides insight into how organisations are acknowledging, understanding and managing the expectations of the youngest generation in the workforce.
Diane Moynihan, director of marketing, Ross Human Directions said, "This survey demonstrates that organisations are beginning to acknowledge the values, beliefs and expectations of Generation Y employees. However, it also brings to light the fact that many organisations are not quite sure how to attract, retain and manage Generation Y or what the impact might be on their business.
�With a large number of Generation Y yet to enter the workforce, organisations need to address how they manage Generation Y while harnessing the potential of this creative, innovative and inspired generation," concluded Moynihan.
Peter Sheahan, a talent specialist and Generation Y expert said,�Generation Y employees are fast becoming the ambassadors of organisations� brands and reputation. With soaring attrition rates, and Australia's aging workforce, there has never been a more crucial time to engage this generation. �Thriving (and surviving) with Generation Y in the workforce� reveals that while some organisations are beginning to adapt to meet the needs of Generation Y, many have a long way to go.�
Other highlights from �Thriving (and surviving) with Generation Y in the workforce� include:

Of the 58 per cent of respondents who acknowledged a shift in employer/employee expectations amongst its younger workforce, 50 per cent said that they had noticed a shift which may be affecting them but are yet to understand its impact. Another 29 per cent felt that there has been a significant shift in people�s expectations which needed to be seriously addressed
Generation Y employees rate personal development (80 per cent), career progression (79 per cent) and remuneration and benefits (81 per cent) above things such as stability and security (49 per cent) in their jobs, according to the survey�s respondents. This is in stark contrast to baby boomers (born between 1950-1964) who rank stability and security at 87 per cent in importance, while career progression and personal development flounder at 36 and 37 per cent respectively
More than 50 per cent of respondents said they had modified their recruitment and selection processes (51 per cent) as well as their reward and recognition programs (51 per cent) to better cater for Generation Y, while 49 per cent of respondents stated they had made changes in employee training.

AGM 2004 - Managing Director's Address

Fri, 19 Nov 2004 00:00:00 UT

MANAGING DIRECTOR’S ADDRESS TO THE ANNUAL GENERAL MEETING TO BE HELD AT THE WESLEY CONFERENCE CENTRE AT 10.00am ON FRIDAY, 19 NOVEMBER 2004

Thank You Allan.

Fellow shareholders.

The period under review was encouraging and saw a return of much more consistent trading conditions during the second half. Although we see no further deterioration of margins it is difficult to achieve the return on revenue that we enjoyed before the downturn. Nevertheless increasing our return on revenue remains a key goal and one that I believe is achievable with the increased critical mass and ability to spread our shared service costs across a much larger organisation.

The Chairman has commented on the results and the acquisition of Spherion, but I would like to focus on what it means for us strategically.

The acquisition of Spherion has effectively doubled the size of the company, making us one of the largest, if not the largest white-collar recruiter in Australia. It is not uncommon following acquisitions of this scale in the industry to experience significant leakage of both revenue and staff. Notably, whilst it is early days, we have suffered neither and I attribute much of this to the fact the businesses were complementary and therefore neither part of the business felt or should have felt threatened by the merger.

The acquisition is very important for us strategically, extending our product range into IT recruitment, outsourced education, payroll management services and technology consulting. This supports the fulfillment of our long term strategies to be well positioned to deliver a client with a total solution and look after all of our candidate needs from “cradle to grave”. Our clients and candidates now have a significantly stronger focus on staff retention and the correct fit so our products around Talent management and our Technology to support this are all very exciting.

The acquisition also extended our geographic reach into New Zealand and Asia, provided a client base that is complementary with that of our traditional business and importantly added significant depth of management.

The depth of Spherion management, combined with the experienced management team who worked with me within RHD, have come together to provide a much broader team with the experience and skill sets to now take ownership of driving the day to day operations of the business.

Post acquisition we have made a number of important appointments including:

Jane Beaumont, Managing Director of Recruitment.

Peter Madden. Director of Technology Solutions.

Neil Mitchell-Clark, Chief Financial Officer.

Along with a team of HR, Marketing and Operational heads.

This has facilitated a greater strategic emphasis in my role in guiding the group. There is now significant opportunity for the business to grow organically, leveraging both the broader client and product bases. There is also opportunity for growth in Asia and Europe where margins have remained higher than in Australia.

We see significant benefits going forward from deriving synergies through better utilization of office space and have already achieved efficiency improvements through our shared services facilities. Pay, billing and finance are being progressively integrated in Sydney and will continue to deliver cost efficiencies.

Much time has been spent in understanding the two cultures and communicating with members of each division to gain a clear insight into the way forward. A staff survey has been conducted to enable us to match our staff benefits closely to their expectations.

During the second half we will take all of our surveys and experience to bring the brands together under the parent in a cohesive manner whilst not losing any individual brand collateral.

Giving our staff time to get to know one another has been essential in gaining their trust that we will protect each individual brand whilst creating an overall group culture and developing structures which facilitate cross pollination to enhance revenues.

An overall brand strategy is being developed and will be brought to the market early in the new year so that the market in general will understand our complementary range of services. This will include a look and feel for each brand and a corporate set of values for the group.

The group’s vision is to secure the No1 market position not only in Australia but in the Australasian region and to be the most diverse white collar human resource organization. In order to deliver on this promise we will ensure the best levels of service through highly qualified staff, remunerated and benefited to the highest level in the industry, through our systems and procedures including the latest in technology solutions and through an innovative brand strategy and marketing campaign.

On behalf of the Board
Neil Mitchell-Clark
Company Secretary

Published Annual Report (513 KB)

Tue, 19 Oct 2004 00:00:00 UT

ASX AnnouncementHalf Year Results to 31 December 2003

Tue, 17 Feb 2004 00:00:00 UT

The Board of Directors of Ross Human Directions Limited announces that the company has returned an operating profit after tax for the first half of $1.503 million. This is slightly better than the forecast presented at the Annual General Meeting, representing an increase 4.2% when compared with the result for the corresponding period in 2002/2003 of $1.442 million.

Earnings before tax amounted to $2.165 million.

Revenues at $79.853 million for the half year were 10.1% up in comparison with the previous corresponding period.

The result for the period reflects a number of factors including:

Improved business conditions.

Stabilisation of margins in provision of temporary staff.

Increase in permanent revenues.

Profitability of Firstwater.

Profitability of London operations.

The Directors believe that the traditional business is well positioned to take advantage of a sustained improvement in business conditions and are confident that the strategy of diversification into specialist products and also specialist parts of the market (eg accounting and finance, health, legal), through both Firstwater and the new Ross Human Directions brand, will result in earnings that are less vulnerable to the cyclic fluctuations and sustained long term growth of the business.

The Directors have declared an interim dividend of one and a half (1.5) cents per share to be paid on 26 March 2004. The dividend will be fully franked at the 30% tax rate. Shareholders may again participate in the Dividend Reinvestment Plan, under which shares will be issued at a discount of 5% on the ex-dividend volume weighted average price based on the five trading days immediately preceding 5 March 2004 (the Record Date).

Commenting on the result, the Managing Director, Julia Ross said;

� The result is pleasing. Whilst the uncertainty of the last 18-24 months leads one to be cautious, there is certainly a discernable improvement in business conditions which has led to a strengthening in the white collar recruitment market.

Our rebranding as Ross Human Directions was an important milestone for the group and positions the company to be able to develop the non-traditional parts of our business more effectively�.

The indications remain positive and the Directors expect that the second half will deliver an improved result over that achieved in the first half.

On behalf of the Board
Julia Ross
Managing Director

ASX AnnouncementChange of ASX Code

Mon, 8 Dec 2003 00:00:00 UT
We advise that following the change of name from Julia Ross Recruitment Limited to Ross Human Directions Limited, the ASX code will change from JRR to RHD with effect from commencement of trade on Thursday, 11th December 2003.

AGM 2003 - Managing Director's Address

Mon, 8 Dec 2003 00:00:00 UT

Of my 22 years working in the recruitment sector, the past year has presented the most difficult market conditions I have experienced in the industry. However, we also understand that it would be inappropriate to suggest the lower than expected returns by the company in the 2003 year are purely the result of market conditions.

The management team has therefore taken steps in a range of areas to create an operating environment where we are well placed for the future.

Initiatives we have instigated include:

the implementation of computer systems that are expected to match the requirements and growth of our business;

diversification of our product range;

an investment in employing, training and retaining senior staff across the business.

The implementation of these initiatives has been particularly challenging over the recent period, as this downturn has not followed previous patterns, but has been characterised by unpredictable and volatile activity and sluggishness following global uncertainty due to terrorist and health events.

One common factor, however, has been the effect on white and pink collar recruitment due to the lack of activity within the corporate sector of Australia. This, of course, is our traditional sector. It is for this reason that management has sought to broaden our market focus so that we may take advantage of other sectors and place the company in a more secure position for future sectoral downturns.

At this point I’d like to provide some greater background on the past year. Firstly, during the 2003 year, more than 20% of net revenue was earned from the non-traditional businesses and products in the group - that is the Outsourcing, Outplacement, Executive, IT, Accounting and Finance recruitment businesses. This diversified growth is consistent with our broader business plan, and we will focus on the continuing growth of these businesses to become a proportionately larger part of our business in the future.

Secondly, in the 2003 financial year, our top three clients represented 25% of our gross margin. This is against the situation in 2000, when our top three clients represented approximately 40% of our gross margin. This shows the success of our long-term business diversification strategy, and demonstrates clearly the fact that the business no longer has the single product orientation that it had 3-4 years ago. I believe that a continuing application of our strategy of broadening our revenue streams will position the business strongly for any future economic downturns.

I’ll now talk in a little more detail about some of the initiatives I outlined.

Firstly, the implementation of new software systems. For us, as with many companies when revamping their internal infrastructure, this process was disruptive and not without its challenges. However, with the commitment and valuable input of our IT and finance team directed by Neil Mitchell-Clark, supported by Albert Tong in IT and Glenn Meekin, Financial Controller and significant front end operational input from senior managers such as Phil Kerry, Chief Operating Officer, Kylie Saunders, National Manager Julia Ross hot and Ian Briggs, National Manager Firstwater - this has now been successfully completed. Our IT platform now consists of:

Siebel 7 Customer Relationship Management system, which is expected to significantly enhance our customer data mining and processing capabilities;

Chrispay payroll systems to streamline reliable and accurate payment of our large temporary workforce;

Great Plains financials

It remains too early to quantify the potential efficiencies from this integrated systems solution, but management will be working to deliver the best outcomes possible.

Secondly, to better equip the company moving forward, our management team seeks to broaden our market focus so that we may take advantage of activity in other sectors and more securely insulate the company against sectoral downturns in the future. As you will be aware from the documentation, we have sought your approval at this meeting to change the name of the parent company to Ross Human Directions Limited. This will allow us to leverage our valuable brand more effectively when engaging in planned brand extension activity.

These planned brand extensions will take the company into newer operating areas which are less strongly aligned with the pink collar recruitment activity with which the Julia Ross brand traditionally associates so powerfully. For example, initially we anticipate establishing specialist divisions such as Ross Works to undertake our activities in the more industrial and blue collar sectors, Ross Plus for the recruitment and HR services provided to the banking and finance sector and Ross Fusion for our services to Outsourcing. Communication as part of these initiatives both internally and externally to the market will be carried out by Tracey Hardy, Communications Manager.

Client Acquisition teams headed by Michael Dimopoulos delivered a range of important new accounts to the business in the 2003 year, and supported by Service Delivery teams headed by Rachel Pierro, this will ensure this important strategic initiative will facilitate our penetration into other recruitment and Human Resources Management markets. Such markets are where we may achieve greater margins and deliver solutions to our clients that are more highly valued and more comprehensively infiltrate their businesses. We have demonstrated our ability to diversify in this manner with our successful development of the Firstwater brand, which is profitable and steadily increasing its market presence.

Lastly, we have invested in the attraction, training and retention of senior staff to assist me in guiding the company forward in the coming years. We have instigated programs which include quarterly personal days off for our staff who traditionally work long hours in a demanding sales environment. Retention of highly skilled employees we see as the lynch pin of our future growth.

Having provided that detail on the foundation stones for our new branding strategy, I’d like to now look at other plans we have for the coming year to expand the business. These plans are primarily in three areas:

geographic expansion

services expansion

acquisition of new clients and new businesses

We are progressing well with our plans for geographic expansion in the UK and into New Zealand during the 2004 year. Under Maria Jones – initially with us in Australia and now leading our UK enterprise, we have built a solid team in the UK with the necessary depth to sustain growth long term. Our intention to establish a new office in Dublin is designed to capitalise on strengths in that part of the world as well as providing additional candidate sourcing as the employment marketplace in Australia is predicted to tighten in the coming 12 to 24 months.

In respect of services expansion, my earlier discussion on our brand extension strategy covers off a good part of that, but I would add that under the talented management of long-term executive John Solomons and his team, our Outsourcing business is becoming a significant contributor to the company as the market shows increasing acceptance of this form of business process re-engineering. We expect to show increased growth in this space in the coming year.

We remain interested in seeking out positive acquisition opportunities that will add value to the business, particularly in the area of enhancing our critical mass, however, we continue to approach these opportunities with caution, being cognisant of the well known challenges in integrating cultures and operating methodologies.

Finally, I’d like to reiterate the Chairman’s comments regarding earnings. Since June, we have experienced a noticeable and importantly a consistent firming in the markets we service. Barring any unforeseen events, we anticipate delivering to our shareholders a result for the first half of this year that is similar to that delivered in the same period last year.

I believe the company is well positioned to take advantage of any sustained pick up in the market based on our robust cash flows and strong balance sheet. During a time when we have made the significant investments in the future of the group as I’ve outlined today, we feel encouraged that we are now in a strong position to move forward in what we are optimistic will be a more positive and progressive climate for the business.

On behalf of the Board
Neil Mitchell-Clark
Company Secretary

ASX/Media Release - 2003 Results

Thu, 21 Aug 2003 00:00:00 UT

Annual Report - 2003 (474KB)

Mon, 30 Jun 2003 00:00:00 UT

RHD Full Year Results Announcement

jrosspa@rosshumandirections.com — Fri, 19 Aug 2005 00:00:00 UT

ROSS HUMAN DIRECTIONS LIMITED
ACN 003 758 709
ASX RELEASE

RHD FULL YEAR RESULTS ANNOUCEMENT

Ross Human Directions Limited (ASX: RHD) today announced that its revenue for the period to 30 June 2005 was $358 million. This figure represents an increase of 117% on the previous year and reflects the inclusion of the businesses acquired from Spherion Inc.

The company has also returned an increase in net profit after tax which, at $5.031 million for 2004/5, was up 27% on the previous corresponding period.

Earnings per share (EPS) of 6.5 cents for the period ended 30 June 2005 represents a slight decrease on the previous corresponding period (2004: 6.8 cents) despite improved earnings, due to the increase in the level of share capital issued to partially fund the acquisition of the Spherion Asia Pacific business.

A fully franked interim dividend of 2.0 cents per share (2004: 1.5 cents) was paid on 25 March 2005. A fully franked final dividend of 2.0 cents per share (2004: 2.0 cents) has been declared by the directors.

EBITDA for the period increased by 63% against the previous corresponding period to $11.77 million.

Group Managing Director, Julia Ross said: “Today’s results announcement is a reflection of the scale-transforming acquisition of the Spherion Asia Pacific operations, together with improved profitability and revenue in the original operations of Ross Human Directions.

Ross Human Directions has a long-term strategy to broaden its base of business. This year has seen significant developments towards this objective. The re-branding of the group is now complete and will assist us to move forward with a single culture, helping management to create a positive, cohesive team, whom I thank for their commitment over this past year.”

On behalf of the Board
Julia Ross
Managing Director

Appendix 4E - Preliminary Final Report 241 KB

jrosspa@rosshumandirections.com — Thu, 30 Jun 2005 00:00:00 UT

Dividend Reinvestment Plan

jrosspa@rosshumandirections.com — Mon, 26 Sep 2005 00:00:00 UT
We wish to advise the market that shareholders who have elected to participate in the Ross Human Directions Limited (RHD) Dividend Reinvestment Plan will receive RHD shares in lieu of receiving a cash dividend. Shares under the Dividend Reinvestment Plan will be issued at a discount of 5% on the ex-dividend volume weighted average price.

The discounted volume weighted average share price, based on the five trading days immediately preceding and including 23 September 2005 (the Record Date) is $0.651862.

Yours faithfully
Greg Coolahan
Company Secretary

Notice to Australian Stock ExchangeLR3.16.1 Change Of Office Holder

jrosspa@rosshumandirections.com — Fri, 30 Sep 2005 00:00:00 UT
Ross Human Directions Limited advises that Mr Greg Coolahan has resigned as Company Secretary effective from 30 September 2005.

Mr Chris McFadden, Chief Financial Officer, has been appointed the new Company Secretary for Ross Human Directions Limited effective from 30 September 2005.

Julia Ross
Group Managing Director

Appendix 3Y - Change of Director's Interest Notice (27KB)

jrosspa@rosshumandirections.com — Fri, 14 Oct 2005 00:00:00 UT

Chairman's Address to the Annual General Meeting of Members

jrosspa@rosshumandirections.com — Fri, 18 Nov 2005 00:00:00 UT

The year under review has been a challenging one for Ross Human Directions Limited in that we had to integrate two businesses. This involved not only the normal back office rationalization and client communication but a rebranding necessitated by the arrangements with Spherion and a harmonization of cultures.

In the year ended 30 June 2005 revenues were $358 million compared with $165 million in 2004. This reflects some organic growth in our Julia Ross traditionally branded businesses and the addition of the Spherion businesses now rebranded as Verossity, Ross Logic and Ross Navigate.

Net profit after tax for 2004/ 2005 was $5.031million compared with $3.956 million previously. However disappointingly earnings per share of 6.5 cents was less than achieved in the previous corresponding period because of the increase in number of shares issued to partially fund the Spherion acquisition and for the Dividend Reinvestment Plan issues.

Dividend for the year was maintained at 4 cents per share fully franked.

As shareholders would be aware from our ASX announcement on November 3,
the first quarter of the current year has been most disappointing and caused us to revise the forecast first half earnings to be approximately $1.25 million below the previous corresponding period of $2.811 million.

The first quarter was adversely impacted by hiring freezes introduced by a number of our major clients and a slow start to the year in our non recruitment businesses. Both of these factors are now improving but unfortunately too late to allow a full recovery in the first half.

However, assuming no dramatic changes in the business climate, your Directors remain confident that the result for the full 2005/ 2006 financial year will exceed that achieved in 2004 / 2005. Based on this forecast we anticipate that the interim dividend will be maintained at two cents per share fully franked.

Our accounting staff is addressing the implications of the introduction of the Australian International Financial Standards and the impact on the first half accounts. As indicated in the Annual Report the likely overall impact will be relatively minor but it does involve significant work for our accounting team.

Last year I mentioned that the Spherion Group of Companies had unutilized tax losses of some $40 million and that preliminary advice was that we may be able to utilize these within the group. Obtaining definitive advice is proving challenging and accordingly we are unable to give any time frame when this issue is likely to be resolved.

The rebranding of the group activities has been successful with enthusiastic acceptance by our staff and a greater understanding by our clients of the wide range and depth of recruitment and ancillary services provided by our organization. The momentum from this is positively empowering our employees to deliver service and achieve the bottom line results demanded by Management.

Dr. Frank Burke is not seeking re-election at this Annual General Meeting. Dr. Burke was a Director at the time of the IPO of Ross Human Directions and has devoted himself to the governance and direction of the company since that time. He has chaired our Audit Committee since our quotation and has also been a member of our Remuneration Committee. Dr. Burke was intimately involved with the Spherion acquisition which entailed an enormous amount of work. We will miss his wise counsel at the board table and wish him well in the future.

Dr. Eileen Doyle was appointed to the Board in July and I will say a little more about Dr. Doyle when we reach her election on the agenda.

Last year it was appropriate to welcome the people of Spherion but this year I acknowledge them as part of my thank you to the entire Ross Human Directions team for the dedication shown in addressing the needs of our clients in the traditional Julia Ross manner.

Allan McDonald
Chairman

Appendix 3Z Final Director’s Interest Notice

Ross Human Directions Limited — Fri, 18 Nov 2005 00:00:00 UT

Appendix 3Y - Change of Director’s Interest Notice (27KB)

jrosspa@rosshumandirections.com — Fri, 18 Nov 2005 00:00:00 UT

Appendix 4D Interim Report (245KB)

Tue, 21 Feb 2006 00:00:00 UT

Interim Reporting Period Results to 31 December 2005

rhiannon.haughee@rosshumandirections.com — Tue, 21 Feb 2006 00:00:00 UT

Ross Human Directions Limited (ASX: RHD) today announced that the company has returned an operating profit after tax, for the first half of $1.648 million, in line with the profit guidance provided to the market on 3rd November 2005. Revenues for this period were $166.8 million.

Earnings per share for the period amounted to 2.0 cents compared to 3.9 cents for the previous corresponding period.

The directors are pleased to announce that the interim dividend has been maintained at 2.0 (two) cents per share. The dividend will be fully franked at the 30% tax rate, and has been declared to be paid on 31 March 2006. Shareholders may again participate in the Dividend Reinvestment Plan, under which shares will be issued at a discount of 5% on the ex-dividend volume weighted average price based on the five trading days immediately preceding the 10 March 2006 (the Record Date).

Since the announcement of 3rd November, conditions have improved but did not allow for a full recovery in the period. Assuming no adverse changes in the business climate, the directors believe that the result for the full year 2005/6 will approximate that achieved in 2004/5.

Particularly pleasing was the significant improvement in the underlying cash flow of the business, with a net cash inflow from operating activities of $7.15 million, which is a significant turnaround from the ($4.70 million) outflow experienced in the first half of 2004/5.

A significant focus on debtors has seen in excess of $9 million freed up from the group�s debtor�s book since June 2005. This strong cash flow has seen a significant reduction in the group�s debt levels in the first six months of 2005/6, with interest bearing liabilities down $5.3 million, despite the payment of the final $5 million payment related to the Spherion acquisition. Accordingly, net gearing levels have dropped to 29% down from 46% as at yearend 2004/5.

Commenting on the result, Group Managing Director, Julia Ross said: �During this period we have been successful in building an organisation which is both flexible and robust. We are now well positioned as a total human resources provider, allowing us to deliver on our clients� more diverse needs.�

Chris McFadden
Company Secretary

Appendix 3Y - Change of Director�s Interest Notice (26KB)

Wed, 22 Feb 2006 00:00:00 UT

Appendix 3Y - Change of Director�s Interest Notice (26KB)

rhiannon.haughee@rosshumandirections.com — Wed, 1 Mar 2006 00:00:00 UT

Edinburgh Beats Expansion Tattoo for Major Recruiter

rhiannon.haughee@rosshumandirections.com — Mon, 6 Mar 2006 00:00:00 UT

Major Australian-based international Recruitment and Human Capital Management company Ross Human Directions (ASX:RHD) today announced the expansion of its Julia Ross hot brand into Edinburgh, Scotland.

With 50 operations currently throughout the Asia Pacific and in the UK, this latest move is part of Ross’s broader strategic growth strategy, which includes a planned geographic expansion that spreads the operations of the company's various Recruitment and Human Capital services brands into new international markets.

Amanda James, a key team member who has formerly worked in both the London and Dublin offices of Julia Ross hot, will run the office with Maria Jones overseeing the operation in her role as UK & Ireland Operations Manager.

The Julia Ross hot division specialises principally in permanent and temporary recruitment in office support, business support, call centre, accounts and administration.

Group Managing Director, Julia Ross, said: “We are pleased to establish a presence within Scotland as part of our European expansion plan. Amanda has six years in the recruitment industry and I am confident that under her expertise the business will thrive.”

For more information please contact:

Australia
Julia Ross
T:02 8267 4534
jrosspa@rosshumandirections.com

Dublin
Maria Jones
T: 01 671 4433
Maria.jones@juliaross.com

Appendix 3Y - Change of Director�s Interest Notice (26KB)

chris.mcfadden@rosshumandirections.com — Thu, 16 Mar 2006 00:00:00 UT

Appendix 3B - New issue announcement application for quotation of additional securities and agreement (91 KB)

jrosspa@rosshumandirections.com — Fri, 31 Mar 2006 00:00:00 UT

WorkChoices - Nearly 70% Feel More Vulnerable

jrosspa@rosshumandirections.com — Thu, 8 Jun 2006 00:00:00 UT

Leading Australian international Recruitment and Human Capital Consulting organisation, Ross Human Directions, today released fresh research results regarding how comfortable members of the workforce feel about the federal government�s WorkChoices legislation.

In response to direct questioning, hundreds of workforce participants said that they have concerns that they are or may be more vulnerable due to the new WorkChoices industrial relations changes. Of the individuals surveyed, more than 68.5% indicated potential concern that as an employee they maybe more vulnerable than previously.

Whether these concerns are well-founded or not, it is critical to the successful roll out of the benefits of WorkChoices that the community feel confident with the legislation.

Group Managing Director, Julia Ross, said �WorkChoices offers both employees and employers significant advantages but we�re concerned that the positive messages about it don�t seem to be reaching the workforce. The fact that Ross Research shows that the majority still do not feel confident is a significant concern to employers and should also be to the government. WorkChoices does offer a number of benefits but if the community lacks confidence in it, those benefits will be difficult for business and employees to realise.�

Appendix 3X - Initial Director's Interest Notice (22kB)

jrosspa@rosshumandirections.com — Thu, 29 Jun 2006 00:00:00 UT

Appendix 3Y - Change in Director's Interest Notice (9kB)

chris.mcfadden@rosshumandirections.com — Wed, 20 Sep 2006 00:00:00 UT

Notice of Annual General Meeting (395kB)

chris.mcfadden@rosshumandirections.com — Tue, 17 Oct 2006 00:00:00 UT

Results of Annual General Meeting

Fri, 17 Nov 2006 00:00:00 UT

Ross Human Directions Limited wishes to advise that all resolutions on the Notice of Annual General Meeting were unanimously passed today on a show of hands at the Annual General Meeting of the Company. As required by section 251AA(2) of the Corporations Act, the following statistics are provided in respect of each motion on the agenda. In respect to each motion, the total number of votes exercisable by all validly appointed proxies was:

RESOLUTION 2 � RE-ELECTION OF MS KAREN WILSON AS A DIRECTOR
The instructions given to validly appointed proxies in respect of the resolution were as follows:

In Favour Against Abstention Proxy�s discretion

3,612,343 127,650 0 1,171,097

RESOLUTION 3 �ELECTION OF MR HUGH HENDERSON AS A DIRECTOR
The instructions given to validly appointed proxies in respect of the resolution were as follows:

In Favour Against Abstention Proxy�s discretion

3,707,067 30,926 2,000 1,171,097

RESOLUTION 4 � TO ADOPT THE REMUNERATION REPORT FOR THE YEAR ENDED 30 JUNE 2006
The instructions given to validly appointed proxies in respect of the resolution were as follows:

In Favour Against Abstention Proxy�s discretion

3,211,386 335,847 178,510 1,185,347

Chris McFadden
Company Secretary

Ross Reports Improved Performance

glenn.meekin@rosshumandirections.com — Mon, 26 Feb 2007 00:00:00 UT

The Manager
Company Announcements Office
Australian Securities Exchange Limited
20 Bridge Street
SYDNEY NSW 2000
Dear Sir/Madam,

Ross Reports Improved Performance
– NPAT up 27% for the Half-Year Ended 31 December 2006

Ross Human Directions Limited (ASX: RHD) today announced that the company has returned
an operating profit after tax, for the first half of 2006/7 of $2.095 million, an improvement of
27.1% on the corresponding period for 2005/6. Revenues for the period were $170.0 million,
up 2.0% on the previous corresponding half-year.

A higher proportion of permanent placement revenue, as well as a general strengthening in
temporary and contractor margins, has seen an overall lift at a gross profit level, which has
contributed to the strong result achieved.

The underlying cash flow of the business has remained strong in line with recent results, with
a net cash inflow from operating activities of $1.95 million. Debt remains at low levels with a
net gearing ratio of 16.1%.

Earnings per share for the period amounted to 2.5 cents, which is up 25% on the 2.0 cents
result for the previous corresponding period.

The directors are pleased to announce that the interim dividend has been maintained at 2.0
(two) cents per share. The dividend will be fully franked at the 30% tax rate, and has been
declared to be paid on 30 March 2007. Shareholders may again participate in the Dividend
Reinvestment Plan, under which shares will be issued at a discount of 5% on the ex-dividend
volume weighted average price based on the five trading days immediately preceding
9 March 2006 (the Record Date).

Today the Board is pleased to announce the appointment of Mr Glenn Meekin to the position
of CFO and Company Secretary following the resignation of Chris McFadden as Company
Secretary and CFO. Glenn has been with the organisation for 6 years as Group Financial
Controller and he is a member of the Institute of Chartered Accountants.

For further information, please contact Ms Julia Ross on (02) 8267 4534.

Glenn Meekin
Company Secretary

Deputy Chairman and Group Managing Director Appointments

Glenn.Meekin@rosshumandirections.com — Tue, 6 Mar 2007 00:00:00 UT

5 March 2007

The Manager
Company Announcements Office
Australian Securities Exchange Limited
20 Bridge Street
SYDNEY NSW 2000

Dear Sir/Madam,

Deputy Chairman and Group Managing Director Appointments
The Board of Ross Human Directions has today appointed Mr Ralph Shreeve as Group Managing Director. Ralph joins the Board after ten months with the Organisation managing the Specialist & IT Recruitment Divisions along with its Consulting; Managed Training; Payroll Outsourcing and Technology Solutions Businesses.

Ralph's recent roles include CEO/Managing Director of IPN Ltd and Managing Partner of the Asia Pacific operations of Sibson & Company, a leading strategy and human capital consulting firm. IPN is Australia's largest listed primary healthcare company which Ralph led through a high profile turnaround. Prior to joining Sibson & Company, Ralph was a senior executive with Morgan & Banks, where he was responsible for a number of major profit centres and geographic regions. Ralph's early career included military service in the United Kingdom and overseas, as well as line management roles in the energy and materials and
financial services industries.

Ross Human Directions' founder, Julia Ross will remain an Executive Director of the company and will take up the position of Executive Deputy Chairman after twenty years as Group Managing Director. Ralph Shreeve will take up full responsibility for the organisation's management, operations and performance, facilitating additional focus by Julia Ross on the strategic development of the group with special attention to International operations.

For further information, please contact Ms Julia Ross on (02) 8267 4534.

Glenn Meekin
Company Secretary

Dividend Reinvestment Plan

Glenn.Meekin@rosshumandirections.com — Mon, 12 Mar 2007 00:00:00 UT

12 March 2007
The Manager
Company Announcements Office
Australian Securities Exchange Limited
20 Bridge Street
SYDNEY NSW 2000

Dear Sir/Madam,

Dividend Reinvestment Plan

We wish to advise the market that shareholders who have elected to participate in the Ross
Human Directions Limited (RHD) Dividend Reinvestment Plan will receive RHD shares in lieu
of receiving a cash dividend. Shares under the Dividend Reinvestment Plan will be issued at
a discount of 5% on the ex-dividend volume weighted average price.

The discounted volume weighted average share price, based on the five trading days
immediately preceding and including 9 March 2007 (the Record Date) is $0.634043.

Glenn Meekin
Company Secretary

Appendix 3Y - Change of Director's Interest Notice (11kB)

glenn.meekin@rosshumandirections.com — Fri, 23 Mar 2007 00:00:00 UT

Notice to Shareholders - Suspension of Ross Human Directions Limited Dividend Reinvestment Plan (11kB)

glenn.meekin@rosshumandirections.com — Fri, 11 May 2007 00:00:00 UT

Appendix 4E Profit Announcement (179kB)

Tue, 21 Aug 2007 00:00:00 UT

Appendix 3B - New issue notice

Tue, 2 Oct 2007 00:00:00 UT

ASX Announcement: Change of Corporate Officer and Director

caroline.vickers-willis@rossjuliaross.com — Fri, 19 Oct 2007 00:00:00 UT
Ross Human Directions Limited (ASX:RHD) wishes to announce that the employment of Mr Ralph Edward Shreeve as Chief Executive Officer of the company has been terminated today, effective immediately.
Mr Shreeve has also resigned as a director of the company and its subsidiaries, effective immediately.
At the request of the Board, Ms. Julia Ross has consented to add the role of Acting Chief Executive to her current role of Executive Deputy Chairman.
By order of the Board
Greg Coolahan
Joint Company Secretary

Chairman�s Address to the Annual General Meeting of Members

caroline.vickers-willis@rossjuliaross.com — Fri, 16 Nov 2007 00:00:00 UT

Announcement to the Australian Stock Exchange
By Ross Human Directions Limited (ASX:RHD)

In accordance with amendments to the Companies Act our 2007 Annual Report has been made available to shareholders on our web site.� Hard copies have been posted to those who requested them.

From the Report you will note that the profit available to shareholders in respect of the year ended 30 June 2007 was $5,005,000 compared with $5,045,000 in the previous year.� Earnings per share was 6.1 cents per share compared with 6.2 cents per share previously.

As was the situation in 2006, tax losses of prior periods have resulted in a reduction in income tax expense and the benefit this year was $400,000. Offsetting this benefit is a corresponding goodwill impairment charge of the same amount.

Revenues for the year were $354 million which is 6.1 % up on revenues in 2006. Temporary recruitment revenues increased 4% whilst Permanent placement revenues increased by 22%. This was the outcome of the company�s implementation of a clear strategy to develop permanent placements income which is less vulnerable to margin pressure and creates a more balanced revenue flow.

Cash flow from operating activities for the year was positive but impacted by the growth in debtors arising from the increased activity levels referred to above.

Dividend in respect of the 2007 year has been maintained at 4 cents per share and again both the interim and final dividends have been fully franked. The final dividend of 2 cents per share fully franked was paid on 12 October 2007.

In early October we announced the acquisition of Aurion Corporation Pty Ltd for a total consideration of $9 million. This was funded with equity issued to founding shareholders of $350,000 with the balance in cash. The joining of Aurion with the RHD group provides a proven technology platform to underpin a highly competitive complete Human Resources Outsourcing solution for clients and will provide synergistic benefits to our Payroll Services division. It is anticipated that the acquisition will be earnings per share accretive in year one.

In accordance with the Company�s constitution both Julia Ross and I retire at this years Annual General Meeting and offer ourselves for re-election.

As well as being Executive Deputy Chair, Julia Ross is also presently acting as Chief Executive Officer.� The position of Chief Executive is presently under review by the board and we are fortunate that Julia Ross has consented to act for the time being.

Investments are presently being made for the future with the implementation of market-leading initiatives including employee retention programs and enhanced professional development opportunities. These investments also include refreshing our technology infrastructure in terms of both hardware and software. The planning and development of this program has been underway for a considerable period and our roll out in the second half is expected to provide a platform that will build the company�s competitive edge long term.

Current trading would indicate that the result for the half year to 31 December 2007 will be around that achieved in the previous corresponding period.

Directors would like to acknowledge the commitment of the Ross Human Directions team which is unique in our markets in addressing the requirements of our clients.

�

Allan McDonald
Chairman

Media Release - Industry Rationalisation and Market Changes Bring Opportunities

Thu, 20 Dec 2007 00:00:00 UT

Leading ASX-listed global Recruitment, HR Services and Technology Consulting firm Ross Human Directions Limited (ASX: RHD) looks forward to a positive second half of fiscal 2007. Deputy Executive Chairman Julia Ross said that she views the shift from an employer-driven employment environment to a candidate-driven one as offering plenty of opportunities to agile recruitment firms. Ross commented, �A candidate-driven dynamic is one which many employers are inexperienced in managing. Our reputation and expertise provides an excellent platform for continued growth in this environment in 2008.�

Industry rationalisation and market changes over the years have seen the disappearance of some older, well-known brands and the emergence of others that are less familiar. �In a candidate-driven environment, brand trust and familiarity and critical. Candidates want to engage with recruiters they trust and relate to. As one of few global companies that is home-grown and has been successful for two decades, established brands like our Ross and Julia Ross brands have a considerable advantage over newer, unknown brands�, said Ross.

Investments by the company in new IT platforms, employee learning and development, multiple successes at tender and increasing services penetration into existing clients have been features of the last few months at Ross Human Directions that will allow the company to further capitalise on these opportunities.

A new systems installation is one of a number of strategic development plans the company is implementing. The installation is progressing well and is expected to be largely complete by the end of the March quarter. It is expected to improve the company�s productivity, facilitate better candidate and client support, and enhance its competitive offering in the recruitment services marketplace.

RHD has also secured a number of new contracted supply agreements in recent months with clients including Angus & Robertson, Centrelink, Morgan Stanley and MYOB as well as expanding existing services with National Australia Bank, Qantas, Commonwealth Bank, Citi and Department of Defence.
Ends
Further information: Caroline Vickers-Willis, Group Marketing Director, 0488200506

Media Release - Continued Trend to HR Outsourcing Drives Exports, Growth

Thu, 27 Dec 2007 00:00:00 UT
Aurion Corporation, one of Australia�s leading HRMS providers and a wholly owned subsidiary of Ross Human Directions Limited (ASX:RHD), is building the profile and expertise of Australian HR Outsourcing capability in the growing and profitable HR Outsourcing space internationally.
Aurion specialises in payroll and human resources software solutions for medium and large corporations. During the past two years, Aurion�s Asian penetration in particular has significantly deepened, its reach now extending through Singapore, Laos, PNG, Hong Kong and China. �Our customers wanted to use Aurion in the other countries where they operate so we extended the software to support local payroll requirements,� said Aurion Managing Director, Silvano Basso.
Aurion�s latest collaboration is with Pan Australian Resources who are establishing copper mines in Laos. Aurion is working with Pan to adapt its software for Laos.
The acquisition of Aurion in October this year by global Recruitment, HR Services and Technology Consulting organisation Ross Human Directions Limited, offers a platform for further growth in Asia and Europe through Ross� presence in these regions.
Basso believes the future is in technology-based HR services. Technology is increasingly a differentiator in optimising the productivity improvements delivered by effective and reliable outsourced solutions. Aurion 10 (due out in June 2008) will complete the transformation of Aurion�s current software into a full HR business process application. �Today it�s all about integration between business processes and applications,� said Basso. �We already have automated transaction processing; the next wave of productivity improvement will come from automating business process. Increased automation of repetitive, regular processes means we can deploy our valuable skilled workers to more effective tasks. This is particularly relevant in today�s skills-short environment.�
The very high level of customer satisfaction with its products has underpinned Aurion�s export success. �Increasing numbers of our clients are extending their use of our technology platform to their international locations and more than 80% of clients are happy to recommend us to other businesses. This together with the continuous improvements to -- and added functionality in -- our solution, means we are confident in bringing increasing export dollars into Australia in the future,� said Basso. This is reflected in Aurion�s growth where this year alone, the company has added 23 new clients to its portfolio.
More information:
www.aurion.com.au; Paul MacRae, telephone: 07 3368 9644 or mobile +61 400 826080

Media Release - Key Appointment Deepens RossJuliaRoss HR Solutions Capability

caroline.vickers-willis@rossjuliaross.com — Thu, 17 Jan 2008 00:00:00 UT
Ross Human Directions Limited (ASX:RHD) today announced the appointment of Ms Kylie Saunders as Head of Group Sales, working across all group brands and business units. Reporting to the Executive Deputy Chairman, Ms Julia Ross, Ms Saunders has a global remit targeted at adding to the company�s capability in cross-brand sales and business development.
With around a decade working with international HR Services organisations � including several years in previous operational and business development roles with Ross and Julia Ross � Ms Saunders� impressive background in Sales, Major Accounts and Business Development in HR Solutions across all sectors will provide substantial additional support to the existing leadership team in Ross and Julia Ross. Her most recent role was a senior leadership position in sales and business development with one of the world�s largest recruitment organisations.
Julia Ross, Executive Deputy Chairman of RossJuliaRoss, said, �Across the group we have many clients ready to benefit from our ability to deliver more complex and sophisticated strategic, whole-of-business solutions. A key component of the new role being taken up by Kylie Saunders will be to design bespoke, packaged, end-to-end HR Services solutions across all our capabilities including recruitment; payroll management; managed services; vendor-on-premises, HR consulting and technology solutions.�
Key strengths Ms Saunders will bring to the organisation include the ability to quickly evolve and deliver significant cross-border supply arrangements together with skills in HRO solution design. HR Outsourcing is one of the fastest growing fields of business process outsourcing and the appointment of Ms Saunders is expected to considerably enhance RossJuliaRoss� capabilities in this area.
RossJuliaRoss is one of Australia�s leading global Recruitment and HR Services organsations with operations throughout Australia, New Zealand, Asia and Europe.

RHD increases profit and revenue by 20%

greg.coolahan@rossjuliaross.com — Fri, 15 Feb 2008 00:00:00 UT

Full Year Profit Guidance

Wed, 21 May 2008 00:00:00 UT
Following a ten month year-to date review, Ross Human Directions Limited today reaffirmed its strategy of diversification and growth within the human resources sector.
Revenues for the ten months to end April are tracking at 17% above last year, with EBITDA tracking at 14% up on the corresponding prior year period.
Julia Ross said: �It is pleasing to see the top line operating results continue strongly during what can only be described as an uncertain global environment.�
Over recent months the organisation has made a significant investment in a major IT infrastructure upgrade to improve operating efficiencies and when combined with additional debt requirement needed to fund increased revenues, this has increased the cost of finance. This will result in a likely reduction in NPAT of approximately 15-20% range for the full year 07/08 compared to full year 06/07.
The company has also recently appointed Mr Philip Beck as Group Chief Operating Officer and Ms Sheryle Moon as Director of Australia and New Zealand. Both individuals have an impeccable track record within recruitment and business leadership. Their appointments along with our investment in technology and a range of staff benefits, including an extensive learning and development program accredited by the RCSA, have been made to effectively position the company for the future. These new appointments along with a strong commitment from the staff within the organisation, bring a renewed vigour to the company.
Julia Ross
Executive Deputy Chairman

Improved Revenue Delivers EBITDA Growth of 11.4%

Glenn.Meekin@rossjuliaross.com — Fri, 15 Aug 2008 00:00:00 UT

Recruitment Industry needs better Environmental Credentials

Tue, 2 Sep 2008 00:00:00 UT

Recruitment Industry needs better Environmental Credentials

�

At this week�s RCSA Conference in New Zealand, industry leader Sheryle Moon, President Australia New Zealand at RossJuliaRoss, will call for the RCSA to encourage members to demonstrate greater leadership in environmental consciousness and sustainability.

Moon�s speech will focus on what the industry can do to change �operational habits� to be more environmentally sustainable. She will lead a discussion of the choices for individuals and organisations, alongside the role the RCSA can take as the peak body.

According to Moon, the industry�s choices come down to being merely compliant; being innovative by looking for ways to use technology better; or to be a leader - where planetary impacts become a pervasive priority in all strategy, policy and tactical practices.

Moon said, �I�m looking forward to our industry taking a leadership role in environmental sustainability in business. Through our extensive interactions with government, the private sector and individual candidates, we touch a lot of people. This provides a unique opportunity to demonstrate the reputational, ecological and economic benefits of environmentally sustainable business to a wide range of stakeholders.

RossJuliaRoss is in the process of achieving Green Accreditation and will be the first global Australian HR Solutions organisation to do so. I�m keen to encourage all industry participants to take a similar initiative.�

RossJuliaRoss is a leading global HR Services organisations with operations throughout Australia, New Zealand, Asia and Europe.

More information:
www.rossjuliaross.com
Caroline Vickers-Willis��
Group Marketing Director��
caroline.vickers-willis@rossjuliaross.com��
+613 8613 1202��

Sheryle Moon
President Australia New Zealand
sheryle.moon@rossjuliaross.com
+612 8267 4631

Annual Report 2008

Fri, 26 Sep 2008 00:00:00 UT

RHD Proxy Form

Caroline Vickers-Willis — Fri, 17 Oct 2008 00:00:00 UT

RossJuliaRoss is delighted to support the Bledisloe Cup

caroline.vickers-willis@rossjuliaross.com — Sat, 1 Nov 2008 00:00:00 UT

RossJuliaRoss was delighted to support the Bledisloe Cup match in Hong Kong on 1st November, 2008

Chairman�s Address to Annual General Meeting Ross Human Directions Limited 2008

Tue, 18 Nov 2008 00:00:00 UT

ANNOUNCEMENT TO AUSTRALIAN STOCK EXCHANGE LR3.16.1 � CHANGE OF OFFICE HOLDER

Fri, 12 Dec 2008 00:00:00 UT

Ross Human Directions Limited (ASX:RHD) wishes to advise that Ms Karen Wilson is retiring from her position as Non-Executive Director of the Company. At this time, the Board does not anticipate replacing Ms Wilson.

Chairman Allan McDonald and Managing Director Julia Ross, express their gratitude and appreciation to Ms Wilson for her committed services over a period of more than eight years as Non-Executive director.

Ms Ross said �Karen was one of our founding Directors and we will miss her valuable contribution over a lengthy period of time�.

Ms Wilson�s resignation is effective immediately.

On behalf of the Board,
Gregory J. Coolahan
Company Secretary
12TH December, 2008

RossJuliaRoss Wins Back to Back Industry Awards

Fri, 22 May 2009 00:00:00 UT

One of Australia�s leading recruitment firms, RossJuliaRoss, was last night a multi-award winner at the RCSA Corporate Citizenship Awards, for the second year running.

Despite challenging economic conditions for the Recruitment and HR Services industry, RossJuliaRoss� high focus on positive corporate citizenship has not waned and this has been reflected in their winning two awards at last night�s signature industry event, designed to acknowledge and celebrate achievements in corporate social responsibility in the on-hire, recruitment and workforce solutions sector in Australia and New Zealand.

From a field of highly competitive entries, RossJuliaRoss walked away with the RCSA Diversity Champion Award for the exceptional accomplishments delivered by their Indigenous Employment Program.

Even more significant, RossJuliaRoss was also awarded the overall RCSA Corporate Citizenship Award for Australia and New Zealand for 2009.

Managing Director Julia Ross said, �It is a real honour to receive this award from the RCSA, which recognises the dedication of our teams to positive outcomes, not only for our organisation but for the communities in which we operate. We�ve been proactive in the Diversity and Corporate Citizenship space for many years now, and we�re extremely proud of the programs we have put in place over that time.

Ross went on to say, �I�m delighted to see our teams� commitment recognised across the industry and we applaud the RCSA for its determination to keep such significant issues on the agenda .�

CEO of RCSA Australia and New Zealand Julie Mills said, �RossJuliaRoss was amongst several outstanding entries, however a key factor that really separated them in the Diversity category was the actual outcomes they achieved for Indigenous Australians as described by their client referees.�

In describing RossJuliaRoss being awarded the Overall Corporate Citizenship Award, Mills recognised the organisation�s long term commitment and industry leadership in the field.

To interview Julia Ross or for any further information, please contact Lewis Khan on 0416 623 306 or lewis@marksonsparks.com
-ENDS-

Notes to the editor:
RossJuliaRoss is a leading global recruitment and HR services organisation with operations throughout Australia, New Zealand, Asia and Europe. Celebrating its 20 year anniversary in June 2009, RossJuliaRoss offers comprehensive consulting services such as Technology consulting services, Managed training services, Psychological and Assessment services, Strategic HR planning, and Career Transition and Outplacement services.

ROSS HUMAN DIRECTIONS: STEADY REVENUE, INCREASE IN PROFIT

Fri, 14 Aug 2009 00:00:00 UT

Amongst some of the most challenging market conditions in a decade, Ross Human Directions Limited (RHD) is pleased to announce that Net Profit after tax for the year ended 30 June 2009 increased by 1.7% compared with the previous corresponding period. Profit was $4.073 million and earnings were 4.9 cents per share.
Earnings before interest, tax, depreciation and amortisation (EBITDA) of $12.04 million showed a slight increase of $107,000 over the previous corresponding period and this was achieved on a decrease in revenue of 3.3% to $392.97 million.
Permanent placements revenue decreased, reflecting the decline in hiring consequent on the global financial crisis. The company�s pursuit of a strategy of diversification for some years, has been particularly beneficial in this climate, with notable growth in both revenues and profit from our Outsourcing and Managed Services business, as well as positive impacts from a full year of revenue from the Aurion subsidiary. During the year Aurion successfully launched Version 10 � the third generation - of its successful human resources and payroll management solution, the first Web 2.0-rich internet HR application.
Julia Ross, Managing Director, said, �A big part of our value proposition to our clients is that the unambiguously high quality of our services stands us apart, and it is pleasing for us to be able to deliver a result to our shareholders reflecting that. This has been a year of considerable challenge but it has also presented opportunities. Our strategy to remain client focused and quality-driven has helped us deliver steady results in spite of the economic conditions. We are grateful for the unwavering support of our clients during this period.�
As reported previously, the organisation has been implementing a decisive debt reduction strategy alongside tactical cash flow management activities resulting in positive net cashflow from operations of $22.71 million during the year. Consequently, net debt has reduced by $20.60 million since 30 June 2008, leaving a sound net debt to equity position.
A fully franked interim dividend of 1.0 cents per share has been declared and is payable on 9 October 2009 to shareholders registered on 18 September 2009. Total dividend for the year of 1.75 cps represents a payout ratio for the full year of 36%, which is considered prudent with continuing market uncertainty.

Appointment of Director

caroline.vickers-willis@rossjuliaross.com — Tue, 22 Sep 2009 00:00:00 UT

Chairman's Address to Annual General Meeting

caroline.vickers-willis@rossjuliaross.com — Wed, 28 Oct 2009 00:00:00 UT

Improved revenue delivers EBITDA growth of 16%

Glenn.Meekin@rossjuliaross.com — Tue, 21 Aug 2007 00:00:00 UT

Ross Human Directions Limited today announced revenue for fiscal 2007 of $354.2 million, which is up 6.1% on the prior year�s result of $333.8 million. Revenue from temporary recruitment increased by 4% and permanent placements recorded a 22% improvement in revenue. This translated to an increase of 10%, or $5.9 million, in gross margin.
The EBITDA result of $10.3 million for the 2007 year, represents an improvement of $1.5 million, or 16%, on the previous year. This was the result of the implementation of a successful strategy to strengthen gross margin levels in the business. Second half EBITDA showed a 38% increase over the first half. Tax expense of $1.7 million was $2.0 million higher than the $0.3 million tax benefit in the previous year. This was impacted mainly by the recovery of tax losses, delivering a tax benefit of $0.4 million in the current year compared with $1.3 million last year, where tax losses were recouped for both the 2004/5 and 2005/6 years. This is offset in part by the necessity to amortise goodwill by $0.4 million (2006: $1.3 million).
The resultant net profit after tax of $5.005 million is in line with the prior year�s result of $5.045 million. Earnings per share for the full year amounted to 6.1 cents, consistent with the EPS achieved for the previous corresponding period of 6.2 cents.
The directors are pleased to announce a fully franked final dividend of 2.0 cents per share (2006: 2.0 cents) declared to be paid on 12th October 2007. Together with the interim dividend of 2.0 cents per share, this equates to a full year dividend of 4.0 (four) cents per share (2006: 4.0 (four) cents per share).

Appendix 3Y Change of Director�s Interest Notice (11kB)

Wed, 22 Aug 2007 00:00:00 UT

Appendix 3Y Change of Director's Interest Notice (15kB)

Fri, 24 Aug 2007 00:00:00 UT

Appendix 3B - New Issue Notice

Sat, 10 Feb 2007 00:00:00 UT

Notice of AGM and Proxy Form 2

glenn.meekin@rossjuliaross.com — Tue, 16 Oct 2007 00:00:00 UT

Media Release - HR Consolidation Means Sees Locals Depart

Wed, 2 Jan 2008 00:00:00 UT

Ross Human Directions Limited (ASX:RHD) subsidiary, Aurion Corporation, says increasing consolidation in the Tier-2 HRMS software space is resulting in substantial growth opportunities for medium sized local players, but also leading to the demise of smaller and less efficient local providers in outsourced Payroll and HR Software solutions.

The Australian market continues to drive the growth of Aurion, however Managing Director Silvano Basso has identified that some smaller local providers have not been able to meet the service and product development expectations of clients who now have access to a greater selection of HR Outsource solutions. �In the Australian market, the barriers to entry are high due to the customisation of solutions required to address the complexity of the Australian market,� said Basso.

According to Basso, some global market participants withdrew from a direct local presence due to the distinct complexities required by the Australian legislative environment, while others neglected their local customer base pursuing overseas growth.� In addition, �Customers are moving away from smaller local incumbent suppliers because of poor service or their product investment is not keeping up with modern requirements� added Basso. Aurion has released six new modules in the last four years which Basso says is a testament to the company�s focus on globally-competitive product development.

Consequent on its on-going investments in developing international-standard software solutions, Aurion�s local customers are leading its growth into international markets. Aurion is moving into Asia as it follows customers who are growing their business in the region. Aurion has customers in New Zealand, PNG and Singapore and the software is ready for Hong Kong and China. �Our customers wanted to use Aurion in the other countries where they operate so we extended the software to support local payroll requirements� says Basso.

The acquisition of Aurion in October this year by listed Recruitment, HR Services and Consulting company Ross Human Directions provides another platform for growth into Asia and longer term into the UK market. With offices in Singapore and Hong Kong, Ross provides the local presence that is essential to doing business in Asia.

The acquisition by Ross Human Directions transformed Aurion into a �one-stop-shop� for HR solutions. �Our group can service our customers across the spectrum from inhouse to fully outsourced and provide other HR services such as managed recruitment and training� says Basso.

More information:
www.aurion.com.au; Paul MacRae, 07 3368 9644 or +61 400 826080

Appendix 4E - Preliminary Final Report

Glenn.Meekin@rossjuliaross.com — Fri, 15 Aug 2008 00:00:00 UT

Ross Appoints Industry Identity to Lead Asia

caroline.vickers-willis@rossjuliaross.com — Tue, 2 Sep 2008 00:00:00 UT

ROSS APPOINTS INDUSTRY IDENTITY TO LEAD ASIA

Ross Human Directions Limited (ASX:RHD) today announced the appointment of Mr. Greg Macdonald to the new position of President � Asia, with a remit across all group brands and operating business units in the region.

Greg Macdonald was formerly Managing Director and Vendor of Lloyd Morgan, acquired by listed group Clarius in 2006. Based in Singapore, Macdonald has previous experience throughout Asia and will focus on growing the company's presence across the region. Macdonald sees Ross� Hong Kong operations as a solid foundation for entry in to China whilst the Singapore location provides an excellent launchpad into South East Asia and the Middle East.

With a proven track record in delivering profitable growth to established businesses Macdonald will be a strong addition to the Ross Human Directions executive team.

Managing Director, Julia Ross, said �Greg�s strong industry background and proven success in business leadership, together with his experience in the region, brings to us exceptional expertise in continuing the growth of our business in this very important geography.�

Macdonald commented "Ross is going through a very exciting period and in my opinion has outstanding opportunity in the region. I have been so impressed with the management team and the company's broad capability that for me it was a compelling decision to join the team. After 15 months off its time to get back to work and this is a great company to re-join the industry with."

As Macdonald has a robust non-compete clause covering the Australian market as part of the sale of Lloyd Morgan, his role will be solely focused on the company's Asian operations. He has recognised that the growth in Ross Asia has been limited by tight competition for exceptional talent, and his first priority will be creatively source talented, ambitious executives to join his team as part of his aggressive growth strategy.

Julia Ross further commented that, �Whilst we are amongst the best known HR Solutions brands on our home turf of Australia, it�s time we grew our recognition in other geographies. Greg�s experience in taking a lesser known brand and building it into a formidable competitor, together with his experience and capability will support the continued positive momentum of the organisation outside Australia.�

RossJuliaRoss is a leading global Recruitment and HR Services organisations with operations throughout Australia, New Zealand, Asia and Europe.

ASX Announcement: Ross Human Directions Results Steady in "Tough" Market

Fri, 13 Feb 2009 00:00:00 UT

Appendix 4D: Half-year information

Fri, 13 Feb 2009 00:00:00 UT

RHD Annual Report 2009

caroline.vickers-willis@rossjuliaross.com — Wed, 23 Sep 2009 00:00:00 UT

RHD Annual Report 2009 (glossy)

caroline.vickers-willis@rossjuliaross.com — Wed, 28 Oct 2009 00:00:00 UT

Top Ten Do's and Don't's for the Office Christmas Party

Mon, 11 Jan 2010 00:00:00 UT

With the silly season just around the corner, December is the month when careers can be made or broken at the annual office Christmas party; which has prompted the experts at RossJuliaRoss to release a list of top ten Do�s and Don�ts for your office Christmas function this year.

Group Marketing Manager of RossJuliaRoss Caroline Vickers-Willis, says, �DO attend the annual Christmas party if you can � it�s a great opportunity for everyone to engage with each other in a less structured and busy environment and build those relationships that are so important to enjoy our time at work.

�DO make sure you enjoy yourself, but also conduct yourself professionally at all times. Although office parties are intended as social events to reward employees and raise morale, they remain strictly business events and your colleagues will have long memories!

�DON�T use the office party as an excuse to blow off steam, serve a log of complaints or compare the boss to Santa because he only works one day per year! It�s still a company function, so proper etiquette and decorum matter.

�Definitely DON�T get into your favorite nightclub outfit for the event � and DO ask whether the dress is formal or casual. The party is still a work function, so conservative party clothes are a good choice � nothing too revealing � the best way to stand out is by showing off your style and good taste.

�Another definite DO is keep your hands to yourself. The office party is not the time to end your career with the company by doing something inappropriate or illegal and just because the event is business related, DON�T spend all evening talking business � you will end up with a reputation as the office bore.

�Make sure you keep all conversations positive and upbeat and don�t spend the whole evening complaining, bragging, correcting, whining or ridiculing and DO avoid controversial subjects such as religion and politics.

�Always be gracious and thank co-workers and team members for their help and hard work during the past year and don�t even think about gossiping about others. Meanwhile, be tolerant and respectful of those who don�t celebrate Christmas and pick a more appropriate time for a religious or philosophical debate.

�Finally a great thing to remember at the office party is to keep your drink in your left hand, so that your right is dry and free to shake everyone�s hand.� she concluded

Founded in 1988, RossJuliaRoss is a globally recognized organization specializing in recruitment and specialist human resources services along with a growing number of outsource services including; payroll, management, technology and HR consulting with offices in Australia, New Zealand, Singapore, Hong Kong, London and Dublin.

For further information about RossJuliaRoss go to: www.juliaross.com.au
MEDIA: To interview Caroline Vickers-Willis, please contact Luke Ratcliffe from Markson Sparks! on 02 9699 2000 / 0414 235 801 or luke@marksonsparks.com

TOP TEN DO�S AND DON�TS FOR THE 2009 OFFICE CHRISTMAS PARTY

Do attend if you can - it's a great opportunity for everyone to engage with each other in a less structured and busy environment and build those relationships that are so important to enjoying our time at work.

Do�make sure you enjoy yourself, but also conduct yourself professionally at all times.�Although office parties are intended as social events to reward employees and raise morale, they remain strictly business events and your colleagues will have long memories!

Don't use the office party as an excuse to blow off steam, serve a log of complaints�or compare the boss to Santa�because he only works one day per year!�It's still a company function, so proper etiquette and decorum matter.

Don't�get into your favourite nightclub�outfit for the event -- and do ask whether the�dress is formal or casual. The party is still a business function, so conservative party clothes are a good choice - nothing too revealing�- the best thing to show off is your style and good taste.

Do keep your hands to yourself. The office party is not the time to end your career with the company by doing something inappropriate or illegal.

Just because it is a business event, Don't spend all evening talking business - you'll end up with a reputation as the office bore.

Do keep all conversations positive and upbeat. Don't spend the evening complaining, bragging, correcting, whining, or ridiculing. And do avoid controversial subjects (such as religion, politics, etc.)

Do be gracious and thank co-workers and team members for their help and hard work during the past year. And don't even think about gossiping about others.

Do keep your drink in your left hand, so your right is dry AND�free to shake everyone's hand.

Do be�tolerant and respectful of those who don't celebrate Christmas - pick a more appropriate time for a religious or philosophical debate.�

RossJuliaRoss�s Top Ten Tips for Changing Careers in 2010

Tue, 12 Jan 2010 00:00:00 UT

The start of January brings with it New Year resolutions, promises of healthier living and for many people a change in career. Recent research carried out by the Victoria University show that 46% of people are planning to leave their current role within the first six months of 2010 � prompting the HR experts at RossJuliaRoss to release their top ten list of do�s and don�ts to be prepared for a career change and find that perfect job.
Group Marketing Director of RossJuliaRoss Caroline Vickers-Willis, says, �When you�re interviewing with a potential employer, DO ask if it�s possible to meet a number of your potential future colleagues � it�s important to your happiness at work to like the people you work with.
�DO think about the types of problems you enjoy solving and the types of tasks you feel challenged by � this well help you identify the type of role that�s best for you.
�It�s very important that you DON�T just send out the same standard CV for every role to which you apply � you really need to personalise your CV to suit the different roles you apply for as a good recruiter and/or employer will be able to spot a stock standard CV every time.
�DO think about the email address that you provide on your CV. It shouldn�t be a current work address, and it should sound professional � sexypants@gmail.com might be fun for your friends but it really doesn�t sound appealing to a potential employer.
�It is important that you DO consider your top three work priorities. What is most important to you in your next job � career development opportunities? Location? Flexible hours? Salary level? � know what�s most important to you and target companies whose priorities align with yours.
�Make sure you DON�T be modest when being interviewed. Know what your strengths are and be comfortable talking about them.
�DO be ready to talk about the value you can add to a potential employer by giving specific examples of successes you�ve achieved in previous roles and DO always remember that first impressions count � when you�re meeting with an employer with whom you�re interested in working, smile warmly and communicate clearly.
�If you�ve identified an organisation or role you�re keen on, DO be prepared to present yourself appropriately for the role and organisation � much like a professional actor may do for a casting, make sure you too get into character.
�Most importantly if you�re thinking about a job change, DON�T go into it unprepared. Plan for your job search to take more than just a few weeks and ensure you allow time for research, attending interviews and making follow up calls,� she concluded.
The Complete List of Top Ten Do�s and Don�ts for job seekers are;

DO ask a potential employer if it�s possible to meet a number of your potential future colleagues � it�s important to your happiness at work, to like the people you work with.
DO think about the types of problems you enjoy solving and the types of tasks you feel challenged by � this will help you identify the type of role that�s best for you.
DON�T just send out the same standard CV for every role to which you apply.
DO think about the email address you provide on your CV. It shouldn�t be a current work address, and it should sound professional � sexypants@gmail.com might be fun for your friends but �..
DO consider your top three work priorities. What is most important to you in your next job � career development opportunities? location? flexible hours? salary level? Know what�s most important to you and target companies whose priorities align with yours.
DON�T be modest when being interviewed. Know what your strengths are and be comfortable talking about them.
DO be ready to talk about the value you can add to a potential employer by giving specific examples of successes you�ve achieved in previous roles.
DO remember that first impressions count � when you�re meeting an employer with whom you�re interested in working, smile warmly and communicate clearly.
DO be prepared to present yourself appropriately for the role and organization you are interviewing with.
If you�re thinking about a job change, DON�T go into it unprepared. Plan for your jobsearch to take more than just a few weeks and ensure you allow time for research, attending interviews and making follow up calls.

Market Update Reveals Profit Boost

Fri, 29 Jan 2010 00:00:00 UT

ROSSJULIAROSS LAUNCHES COMPREHENSIVE DIVERSITY RESEARCH

luke@marksonsparks.com — Wed, 20 Jan 2010 00:00:00 UT
Globally recognised recruitment and HR specialist RossJuliaRoss is proud to announce a new research project designed to measure and report, from a unique multilateral perspective, on Workplace Diversity in major Australian corporations, with the launch of the inaugural RossJuliaRoss Diversity Report commencing in early February 2010.
Unlike a number of reports currently available, this new research will measure not only the proportion of females in the boardroom and in the management team, but will also report on the progress of ASX 300 companies in other components of diversity significant to the future, such as:

the age of boards

the proportion of indigenous Australians employed by our largest corporations

the prevalence of workers with a disability in the workforces of our largest corporations; and

their proportion of culturally and linguistically diverse workers

Julia Ross, Managing Director, RossJuliaRoss says, �As a public company director with decades of HR experience gathered from around the world, it greatly concerns me to see the loss of opportunity that is simply not being addressed by policy makers and corporations in Australia. Corporate failure to take advantage of the full breadth of human endeavour that our community has to offer, results in significant productivity losses; negative effects in the community; and social and economic disadvantage. Consequent on the lack of diversity that characterises our workforces � especially at management levels � everyone is losing out, including those corporations.
�We hope that by bringing together in one comprehensive report, a number of important components of the important diversity equation, policy makers and corporate leaders will use it as a tool on which to base real action for Australia�s future. I am extremely happy that RossJuliaRoss has the opportunity to support the crucial research that will be reported in the RossJuliaRoss Diversity Report, and that the results will be widely used to gain insight into diversity within the Australian workforce,� Ms Ross concluded. Founded in 1988, RossJuliaRoss is a globally recognised organisation specialising in recruitment and specialist human resources services along with a growing number of outsource services including; payroll, management, technology and HR consulting with offices in Australia, New Zealand, Singapore, Hong Kong, London and Dublin.
For further information about RossJuliaRoss go to: www.rossjuliaross.com.au
MEDIA: For interviews, please contact Luke Ratcliffe from Markson Sparks! on 02 9699 2000 / 0414 235 801 or luke@marksonsparks.com

ASX Release: Ross Human Directions Limited Full Year Profit Upgrade

Wed, 21 Apr 2010 00:00:00 UT
Ross Human Directions Limited (RHD) wishes to provide the market with updated profit guidance for the year ended 30 June 2010.
The Board of Directors of Ross Human Directions Limited today advised that management results to the end of March 2010 indicate profitable performance has continued into the second half of 2010. Accordingly, the Company at this time expects to achieve profit results for the year ended 30 June 2010 at least 22% above the prior year ended 30 June 2009 which is consistent with the profit increase reported by the Company for the half year ended 31 December 2009.
For the prior year ended 30 June 2009 the Company reported a net profit after tax of $4.073 million.
Greg Coolahan
Company Secretary
For further shareholder information please contact:
Julia Ross
+612 8267 4631
jrosspa@rossjuliaross.com

David Marshall � Chief Financial Officer
+612 8267 4549
david.marshall@rossjuliaross.com

Analyst Presentation - May 2010

Thu, 20 May 2010 00:00:00 UT

ASX Profit Guidance June 2010

Mon, 21 Jun 2010 00:00:00 UT

Proposed Acquisition of Ross Human Directions by Peoplebank - Takeovers Panel Proceedings

Thu, 9 Sep 2010 00:00:00 UT

TOV: Ross Human Directions Ltd Panel Accepts Undertakings

Thu, 9 Sep 2010 00:00:00 UT

Notification of Expression of Interest

Thu, 9 Sep 2010 00:00:00 UT

Annual Report 2010

Tue, 28 Sep 2010 00:00:00 UT

Correction to Appendix 4E

Wed, 1 Sep 2010 00:00:00 UT

Change in Substantial Holding

Thu, 26 Aug 2010 00:00:00 UT

Ross Human Directions Ltd Panel Receives Application

Wed, 25 Aug 2010 00:00:00 UT

Change in Substantial Holding

Wed, 25 Aug 2010 00:00:00 UT

Peoplebank Scheme Timetable and Update on Corom Expression of Interest

Fri, 24 Sep 2010 00:00:00 UT

Notice of Annual General Meeting

Mon, 18 Oct 2010 00:00:00 UT

Trading Update

Tue, 19 Oct 2010 00:00:00 UT

Peoplebank�s Offer Price "Best and Final"

Mon, 1 Nov 2010 00:00:00 UT

Notification of Approach from Chandler Macleod

Thu, 11 Nov 2010 00:00:00 UT

Chairman�s Address to Scheme Meeting of Shareholders

Thu, 11 Nov 2010 00:00:00 UT

Updated Expression of Interest Received from Chandler Macleod Group Limited

Mon, 15 Nov 2010 00:00:00 UT

Ross Human Directions Announcement

Mon, 16 Feb 2009 00:00:00 UT

What is RossJuliaRoss doing to to support bushfire victims?

caroline.vickers-willis@rossjuliaross.com — Fri, 13 Feb 2009 00:00:00 UT
Like all Australians, the RossJuliaRoss have been devastated by the tragedy in Victoria and our employees are supporting victims of the Victorian bushfires through a range of measures including fund raising, donations of goods and community support. Thus far our financial support is targeted to exceed ten thousand dollars and all funds raised will be donated equally to the Salvation Army and Red Cross bushfire appeals.

RHD Reports 22% Increase in Profit

Tue, 23 Feb 2010 00:00:00 UT

Appendix 4 - Half Year Information

Tue, 23 Feb 2010 00:00:00 UT

Peoplebank Proposal - Scheme Implementation Agreement

Tue, 20 Jul 2010 00:00:00 UT

Update on Chandler Macleod Proposal

Wed, 24 Nov 2010 00:00:00 UT

Chairman's Address to the 2010 Annual General Meeting

Wed, 24 Nov 2010 00:00:00 UT

2010 Annual General Meeting Results

Wed, 24 Nov 2010 00:00:00 UT

RHD Board Recommends CMG Takeover Bid

Mon, 6 Dec 2010 00:00:00 UT

Target's Statement

Mon, 13 Dec 2010 00:00:00 UT

CMG Bidder's Statement

Sun, 12 Dec 2010 00:00:00 UT

First Supplementary Target�s Statement

Tue, 21 Dec 2010 00:00:00 UT

RossJuliaRoss Reports on Diversity in the ASX300

Thu, 25 Mar 2010 00:00:00 UT

Globally recognised recruitment and HR specialist RossJuliaRoss has just completed the first report in its Diversity Research Program to measure and report, from a unique multilateral perspective, on Workplace Diversity in major Australian corporations.

Unlike a number of reports currently available, this new research measured not only the proportion of females in the boardroom and in the management team, but �also reported on the progress of ASX 300 companies in other components of diversity significant to the future, such as:

the age of boards

the proportion of indigenous Australians employed by our largest corporations

the prevalence of workers with a disability in the workforces of our largest corporations; and

their proportion of culturally and linguistically diverse workers .

Interestingly, ASX300 companies appear to be facing a growing gap between their consumer marketplace and those developing their strategic direction with research showing that while Baby Boomers comprise less than half (approximately 43 per cent) of Australia�s current workforce, they are over-represented at Board level, with the significant majority (63 per cent) of respondents showing that less than 50 per cent of their board is under 55 years.

Results also showed that years of government focus on supporting multi-culturalism and positive employment outcomes for migrants appears to have had a measurable impact with 22 per cent of respondents employing a workforce made up of 30 per cent of employees with a culturally or linguistically diverse background.

Julia Ross, Managing Director, RossJuliaRoss says, �As a publicly listed company director with decades of HR experience gathered from around the world I am surprised by some but not all of the results from our first Diversity Report.

�It shocked me to realise that in 2010 so few of the ASX300 companies in Australia have programmes containing practical policy mechanisms, rather than simply statements of intent, to actively support the promotion of women to senior executive roles. These results are surprising considering the recent focus on productivity and female participation that has characterised the debate in recent times.

�What came as no surprise were the results we received pertaining to Indigenous Australians employed by the ASX300. Despite the fact that unemployment rates of Australian�s identifying as Indigenous sit at around 14 per cent in major city areas, no member of the list has more than 12 per cent of employees who are indigenous, therefore providing an untapped resource pool at a time when Australia needs to improve its national productivity.� Ms Ross concluded.

The RossJuliaRoss March 2010 Diversity Research Report was the first in a series of research reports expected in 2010.

Founded in 1988, RossJuliaRoss is a globally recognised organisation specialising in recruitment and specialist human resources services along with a growing number of outsource services including; payroll, management, technology and HR consulting with offices in Australia, New Zealand, Singapore, Hong Kong, London and Dublin.

For further information about RossJuliaRoss go to: www.rossjuliaross.com.au

MEDIA: For a full copy of the report, to interview Managing Director, Julia Ross, or Marketing Director Caroline Vickers-Willis about the survey and results, please contact Luke Ratcliffe from Markson Sparks! on 02 9699 2000 / 0414 235 801 or luke@marksonsparks.com or click here

�

Change in Substantial Holding

Fri, 3 Sep 2010 00:00:00 UT

Notice of resignation of Julia Mary Ross, Founder, Managing Director and Deputy Chairman

Fri, 21 Jan 2011 00:00:00 UT

Securities Listing Policy

Fri, 21 Jan 2011 00:00:00 UT

RHD Reports 45% Increase in Underlying NPAT

Thu, 10 Feb 2011 00:00:00 UT

Proposed Acquisition of RHD by Peoplebank

Tue, 20 Jul 2010 00:00:00 UT

RHD Reports 70% Increase in Profit

Fri, 13 Aug 2010 00:00:00 UT

ASX RELEASE: ROSS HUMAN DIRECTIONS LIMITED (ASX:RHD)

RHD REPORTS 70% INCREASE IN PROFIT

The Board of Directors of Ross Human Directions Limited is pleased to inform the market that the Company continues to achieve improvements in profits. The Company today reported fiscal 2010 results of net profit after tax to 30 June 2010 of $6.906 million. This represents an increase of 70% against net profit achieved in FY09. The profit result of $6.906 was achieved off total revenue of $373.9 million.

The Company is in a positive net cash position at balance date, representing a further significant improvement against the previous period. This is demonstrated by a $10.5 million turnaround achieved in the company�s net cash position during the year. The on-going progress in the management of working capital has been achieved alongside effective cost base management.

Julia Ross, Managing Director of Ross Human Directions, said �It has been pleasing to observe accelerated levels of interest from clients in the services offered by our Managed Services division and we expect to see increasing uptake by our clients of these more sophisticated and complex HR solutions outside recruitment. The improved profitability of this division in this reporting period reflects this trend. Whilst our Recruitment business remains a key driver of revenue, Managed Services has once again been a significant contributor to this profit result.�

Earnings per share reflect the increase in net profit, and the directors have announced a dividend of 2c per share, to be paid on 8 October, 2010.

Greg Coolahan
Company Secretary

Appendix 4E - Preliminary Final Report

Fri, 13 Aug 2010 00:00:00 UT

TOV: Ross Human Directions Panel Receives Review Application

Mon, 13 Sep 2010 00:00:00 UT

Change in Substantial Holding

Thu, 12 Aug 2010 00:00:00 UT

Adjournment of Scheme Meeting

Thu, 11 Nov 2010 00:00:00 UT

Despatch of Target's Statement

Wed, 15 Dec 2010 00:00:00 UT

Letter to Shareholders - Chandler Macleod Offer Unconditional

Fri, 24 Dec 2010 00:00:00 UT

Notice of Resignation of Allan McDonald as a Director

Mon, 14 Feb 2011 00:00:00 UT

Peoplebank Increases Offer to RHD Shareholders

Mon, 13 Sep 2010 00:00:00 UT

Supplementary Independent Expert's Report

Mon, 25 Oct 2010 00:00:00 UT

ASX Market Release: Trading Halt

Thu, 11 Nov 2010 00:00:00 UT

Chairman's Address to Scheme Meeting of Shareholders

Thu, 25 Nov 2010 00:00:00 UT

Ross Human Directions Adjournment of Scheme Meeting

Thu, 25 Nov 2010 00:00:00 UT

Chandler Macleod declares bid unconditional

Tue, 21 Dec 2010 00:00:00 UT

Announcement: Release of Scheme Booklet

Tue, 5 Oct 2010 00:00:00 UT

Release of Supplementary Booklet

Thu, 28 Oct 2010 00:00:00 UT

Appendix 4D

Thu, 10 Feb 2011 00:00:00 UT

Proposed Takeover Bid by Chandler Macleod Group Limited

Wed, 1 Dec 2010 00:00:00 UT

In Favour	Against	Abstention	Proxy�s discretion
3,612,343	127,650	0	1,171,097