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A Publication From BUYER S GUIDE TO HR SOFTWARE
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1 A Publication From BUYER S GUIDE TO HR SOFTWARE
2 BUYER S GUIDE TO HR SOFTWARE This Buyer s Guide will provide a detailed analysis of the human resource (HR) software market, specific HR software use cases, and key points for businesses to consider when choosing and implementing HR technology. Table Of Contents 3 Introduction 4 Categories of HR Software 10 Current Trends 12 Conclusion 12 Have Questions? Click to compare HR Software 2
3 BUYER SGUIDE GUIDETO TOHR HRSOFTWARE SOFTWARE BUYER S Introduction The growing human resources management (HRM) software market is forecast to reach $9.2 billion by 2020 [1]. Often referred to as Human Resources Management Systems (HRMS), or Human Resources Information Systems (HRIS), HRM software is designed to streamline and automate a company s Human Capital Management (HCM) through one central database. Since HR software has evolved with the continually changing functions of HR departments, the market is now at an interesting turning point. There has been little movement in traditional segments of the HRM software market, such as payroll, time and attendance, and benefits management, which means market growth and consolidation is being driven by emerging HR strategies as well as new technology and trends. Organizations often cite the following five reasons for seeking new HRMS[2]: New, better, faster technology solutions on the market (76 percent) Improvements to user experience (73 percent) Inability to get analytics (57 percent) Business goals cannot be addressed with current technology (54 percent) Unable to efficiently integrate with other systems (54 percent) This desire for change and upgraded technology presents businesses with overwhelming options in a swiftly expanding market. There are both integrated suites with sweeping functionality and best-of-breed platforms for extremely specific tasks. This guide examines the three developing categories of HRMS based on features and business function, as well as prominent vendors, and progressive trends. Click to compare HR Software 3
4 3 Categories of HR Software 1. HR Administration It s estimated that 58 percent of HR staff time is spent on administrative tasks - which does not include the additional 20 percent of time spent on activities related to reporting and compliance [3]. HR Administration software is designed to streamline and automate the three traditional pillars of HRM: payroll, time and attendance, and benefits management. Sometimes called Core HR, this segment has shown slow growth recently but continues to make up a large portion of the market. These platforms are generally available either as a package of integrated features or as separate modules focused on specific tasks. Forrester recently named Workday the leading choice for SaaS replacement of traditional on-premises HR systems [4]. The report evaluated HRMS from eight vendors using 60 criteria categorized by current offering, strategy, and market presence. Workday earned a leader position in both the current offering and strategy categories, receiving the highest overall scores in each of the following areas: core human resource management compensation and benefits subcategories customer experience technology > Market Leader: Workday One vendor gaining rapid traction on the HRMS front is Workday. The rising demand for cloud based (or Software-as-a-Service) platforms in both the IT and HR industries has pushed Workday to the top of the market. The depth and breadth of Workday s core HR functionality, along with its advanced integration and real-time analytics make it a good choice for large organizations interested in seeing rapid ROI. The company continues to grow its revenues at more than 70 percent annually as it moves toward $800 million for the current fiscal year. 4
5 Case Study: Flextronics Flextronics is a leading electronics manufacturing services provider. The company was struggling with manual global reporting that often caused inaccuracies. 80 different HR systems existed within the company due to several acquisitions, which made management difficult. Rather than working as a whole, various locations acted more like independent entities. They had separate processes and systems that didn t talk to other parts of the company, resulting in widespread inefficiency. Flextronics implemented Workday s HCM and cloud payroll solutions to create a single record system for their entire global workforce. Workday s self-service features have given managers greater transparency into the organization, including the ability to see how much their employees cost, and what current priorities are. The subscription-based SaaS delivery model also reduced up-front investment, which has helped their organization stay agile. Results: 80 disparate global HR systems replaced by a single system 30 percent reduction in total cost of ownership compared to a packaged solution from a traditional vendor Additionally, by replacing their expensive, fragmented system, Workday helped Flextronic s HR automate transaction-based processes so they could focus on strategic business projects and provide data to company leaders. Flextronics successfully implemented Workday with no help from third-party integration partners. Dave Smoley, the SVP and CIO, considers this upgrade one of the premier accomplishments of his career. Comparable Products Regulatory Compliance Management Accounting & Financing Workday UltiPro Dayforce HCM ADP Expense Management Payroll Management Time Tracking Absence Management Benefits Administration Management Reporting Project Management Analytics Employee Self-Service Portal 5
6 2. Talent Management Systems Whereas traditional HRMS focuses on administration and transaction processing, talent management systems (TMS) provide a central location and database for recruitment, employee development, and retention efforts. TMS are sometimes called applicant tracking systems (ATS) or even more broadly, strategic HR. They can be standalone or integrated with an HR Administration software suite to provide additional core HR functions. TMS are largely responsible for the recent high growth of the HRMS market. This segment grew by 17 percent last year to become a $5 billion market [6]. Such growth is not surprising when one considers that 83 percent of CEOs list talent management - i.e., managing skills, driving productivity, and retaining employees - as their number one priority [7]. As traditional HRMS have automated many functions of traditional HR departments, many companies have repurposed HR to focus on recruiting top employees. Businesses are now replacing dated systems and paper resumes for social media recruiting, online assessments, and real time analytics. > Market Leader: SuccessFactors SuccessFactors is an SAP company with robust TMS offerings. The company provides solutions for businesses of every size that feature performance management, goal management, employee profiles, and reviews. For enterprise, additional functionality and integrated suites are available to bring together analytics and planning capabilities. By offering talent management along with core HR features and what the company is calling business execution features (analytics, data integration, etc.), SuccessFactors sets itself apart from the competition. SuccessFactors was positioned as a leader in the TMS industry in Gartner s 2013 Magic Quadrant [8] for demonstrating a market-defining vision of how TMS helps enable success, and executing that vision through a wide variety of global customers and vertical industries. SuccessFactor s TMS solution currently has over 4,000 customers with 25 million users. 6
7 Case Study: Yoh Yoh is a technology staffing firm headquartered in Philadelphia that used SuccessFactors to build their recruiting efforts. Before SuccessFactors, the company let individual offices choose which sourcing channels to use. With no centralized control, Yoh estimates that they overspent for job board postings by roughly 30 percent. Additionally, the company was unable to track which efforts were effective. Yoh aimed to track and automate the process, since posting a job involved 18 steps, and 75 percent of their candidates never even made it to the applicant tracking system. Yoh implemented SuccessFactors Recruiting Marketing as the back end of its new career site in order to measure its recruiting campaigns, track applicants throughout the funnel, build a robust talent community, and automate the job posting and application processes. Applicants now go directly into the applicant tracking system, where they re visible to any recruiter across the organization. Within the first year of going live with SuccessFactors, Yoh s career site saw: A 200 percent increase in unique visitors, with 85 percent of traffic driven by SuccessFactors Recruiting Marketing A 350 percent increase in unique candidates, and an 83 percent visitor conversion rate Approximately 10,000 new sign-ups per month for their talent community. All of this has added up to a 15-day reduction in time-to-fill, a $200 reduction in cost-per hire, and a 31.5 percent increase in hires. Comparable Products Applicant Tracing System SuccessFactors Cornerston OnDemand Ascentis Bullhorn Skill Matching Performance Management Goal Management Employee Onboarding Social Integration Mobiligy Analytics 7
8 3. Learning Management Systems Learning Management Systems (LMS) track an employee s education, qualifications, and skills, then outline materials or courses available to develop those skills. Some LMS may function as a part of TMS, but many standalone options are also available. The emerging LMS segment is one of the fastest growing segments of the overall HR software market. It grew more than 11 percent in 2013, with worldwide sales of over $2 billion [10]. BUYER S GUIDE TO HR SOFTWARE LMS allow managers to approve training, budgets, and calendars alongside performance management and appraisal metrics. Most LMS users create their own learning content which then gets hosted on an LMS server. Any department looking to centralize administration, consolidate training initiatives, and customize learning or training content could benefit from this type of program. > Market Leader: Saba Saba s learning and development software has defined the LMS market. Their solution provides personal and relevant class recommendations, social learning opportunities, and coaching tools. For companies that do not create their own learning content, Saba s LMS solution integrates with most major content providers, including Skillsoft. Saba has a sophisticated compliance and certification system, along with collaborative and social learning features. A few facts about the company: Saba has over 2,200 total customers, 700 of which are using talent related products. Over 800 of Saba s customers are now on the cloud, and many are moving from single-license to cloud subscriptions Saba has 31 million licensed users, one of the largest talent management footprints In the last 12 months 60 percent of the company s new customers were mid-market or SMB. By acquiring innovative software companies and continually expanding their offerings, Saba is now positioned as a frontrunner in the LMS market. 8
9 Case Study: Discovery Discovery is a prominent South Africa-based insurance company that provides health insurance, life insurance, wellness programs, investment services, and credit card services. The company needed to provide professional learning and development courses to a distributed workforce in order to foster company success and meet regulatory compliance requirements. Discovery implemented Saba to automate the management and reporting of all learning for their growing workforce to efficiently meet those goals. After deployment, the company: Reached 18 percent more learners while reducing the time devoted to training by 98,559 hours in one year Realized significant ROI of more than five times the original technology cost Reduced overall costs by more than two million USD. Additionally, Saba provided Discovery with a variety of collaborative tools for adding to the company s collective knowledge bank. The LMS also enables Discovery to easily produce engaging, interactive learning content in-house at a reduced cost. Comparable Products Saba SumTotal GreenLight Coaching Tools Real-Time Analysis Personalized Recommendations Certifications Smart Lists to Group Users Social Collaboration Mobility Gamification Elements Virtual Learning 9
10 Current Trends As the HR software market grows and changes, there are a few additional considerations to make when choosing a solution. Features such as analytics, social integration, and mobile capabilities are becoming standard issue for most platforms rather than innovative selling points. Here are the two most prominent and ongoing HR software trends: Integrated Systems vs. Best of Breed Though the solutions in this guide have been referenced in three categories, many vendors offer integrated systems. This means one vendor could provide core HR, TMS, and LMS as an all-in-one, or best of suite solution. Advantages of this approach include a seamless user interface, easy access to data across the system, and comprehensive analytics. Best of breed refers to a specific software used for a specialized area. So rather than choosing software with several HR functionalities, it s possible to simply purchase a great payroll system for your business. Advantages can include tailored functionality for specific job functions and competitive upgrades to solve niche problems. On average, companies manage over eight HR and payroll systems. However, over 33 percent would be willing to sacrifice features in order to get a single vendor solution [12]. While the debate is ongoing, and unique to each company, buyers should focus on defining their needs and must-have features. What is missing from your existing system? What do you wish your current tools could do? Defining what you need and why you need it will help determine which solution is best for your business. Software-as-a-service (SaaS) Perhaps the biggest trend in HR software is the move away from on-premise solutions. Rather than buying a one-time license and housing an HR system onsite, business are choosing to use cloud-based systems instead. This SaaS model allows companies to pay a subscription fee (generally per month or year) in order to use the software. 10
11 According to IDG Connect, almost half of companies surveyed have already migrated to cloud HR software. Of the companies who haven t already moved away from on premise HR, 56 percent planned to migrate to cloud solutions within a year [13]. Contributing factors to the switch include: Lower capital expenditure Reduced administration costs Rapid deployment Scalability Better functionality Less drain on internal IT departments Additionally, over half of respondents suggested their desire to change systems was driven by competitors who already had cloud HR solutions. BUYER S GUIDE TO HR SOFTWARE 11
12 Conclusion This analysis of the HRMS market, prominent categories, leading software providers, and current trends can be used as a starting point for your HRMS decision. It s also important to read individual reviews of the software you re considering, or to speak with an expert. If you d like to sort products based on the features you need, you can use the TechnologyAdvice Product Selection Tool at no cost, or call to speak with an in-house tech advisor. Have Questions? Our team of experts is ready to help!
13 Sources 1. Human Resources (HR) Software Market Forecast Market Analysis. Accessed on October 16, Managing Talent Through Technology: HCM Buying Trends in Bersin by Deloitte. April After the Transformation: Achieving Strategic HR. ADP. Accessed on October 16, MASWhitePapers/MASWhitePapersProtected/AchievingHR_final.ashx 4. Hamerman, Paul D. The Forrester Wave : SaaS HR Management Systems, Q4 2014, Forrester Research Inc. October 1, document/110447/oid/1-s2p4qt 5. Flextronics and Workday: Simplicity as Competitive Edge. Workday. Accessed on October 16, The Talent Management Systems Market Surges Ahead. Bersin by Deloitte. June 26, Surges-Ahead.aspx 7. People in the Cloud: Trends in Human Capital Management. ADP. May 8, SuccessFactors Positioned as A Leader in the 2013 Magic Quadrant for Talent Management Suites. SuccessFactors press release. en_us/company/press-releases/2013/gartner-mq.html 9. With SuccessFactors, Yoh Builds a Talent-Attraction Machine. SuccessFactors. Accessed on October 16, en_us/resources/case-studies/yoh-cs.pdf 10. Is Saba Coming Back?. Bersin by Deloitte. April 13, post/2014/04/is-saba-coming-back.aspx 11. Discovery Health: Reducing costs by over 2 million USD. Saba. Accessed on October 16, Fairchild, Micah. HR System Integration: Suites Versus Best-of-Breed. HRlab. Accessed on October 16,
14 13. Market research into cloud HR software. XCDHR. April 1, com/features/market-research-into-cloud-hr-software/ Guide Photography Credits 14. arper aston office chairs + custom conference table by Incase used under CC BY / 15. SPECIAL SET 16x hi-res Neourban Hipster Office by Markus Spiske used under CC 16. BY / desaturated from original 17. Detail from Meeting by David Wall used under CC BY / desaturated from original 18. Dusted Studio by David Wall used under CC BY / desaturated from original 19. Dusted Office by David Wall used under CC BY / desaturated from original 20. Colliding Corners by KarenB Photography used under CC BY / desaturated from original 21. Human Highway by Kevin Dooley used under CC BY / desaturated from original 14
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You've already heard the obvious lies Brett Kavanaugh has told about the definitions of "boof" or "Devil's triangle," those are small potatoes. Saying he had no connections at Yale, when his grandfather went there is also not huge, although taken together even these seemingly unimportant infractions of truth seem to display a pattern of Kavanaugh wanting to impose his own version of events over how things actually were or how they took place. Some of the lies are simply silly, like telling Kamala Harris that he didn't watch Dr. Ford's testimony before the senate when in fact he did. Here are more. Medium:
Kavanaugh argued that "none of those gatherings included the group of people that Dr. Ford has identified."
A July 1 calendar entry included the exact group of people that Dr. Blasey Ford said attended the gathering.
Kavanaugh claimed in his opening statement on September 27, "Dr. Ford's allegations are not merely uncorroborated, it's refuted by the very people she says were there."
Associated Press: "THE FACTS: The statements in question do not corroborate Ford's allegations, but they also do not exonerate Kavanaugh. They leave open the possibility that people at the small gathering forgot about it or were not in position to witness the assault."
Those are about his personal life. His professional lies are much worse.
During his 2006 confirmation hearing for his D.C. Circuit Court nomination, Kavanaugh assured members of the Senate Judiciary Committee that he would "follow Roe v. Wade faithfully and fully."
A decade later, and just one year after the Supreme Court once again reaffirmed Roe v. Wade in Whole Woman's Health v. Hellerstedt, Kavanaugh ruled to deny a woman the right to get an abortion without obstruction by the federal government.
During Kavanaugh's 2006 confirmation hearing, he lied under oath about his work on warrantless wiretapping. Kavanaugh denied involvement in a controversial Bush-era surveillance program and said that he didn't know about it until the program was revealed by the New York Times.
A newly released email shows that Kavanaugh asked the Justice Department about the constitutionality of "random/constant surveillance of phone and email conversations of non-citizens who are in the United States when the purpose of the surveillance is to prevent terrorist/criminal violence."
Kavanaugh claimed that his previous testimony about his work in the Bush White House was "100 percent accurate."
As Leahy detailed, "There is evidence that Mr. Miranda provided you with materials that were stolen from me," Mr. Leahy said at the hearing. "And that would contradict your prior testimony. It is also clear from public emails — and I'm refraining from going into nonpublic ones — that you had reason to believe materials were obtained inappropriately at the time."
Kavanaugh's value system is getting what he wants, regardless of ethics or legality.
Jeff Flake said on 60 Minutes that if the FBI investigation proved that Kavanaugh lied to the Senate Judiciary Committee that he would not be confirmed. Good. Let's see Flake and the rest of the GOP stand behind that assertion now. There are going to be a lot more lies added to this tally as the days go by.
Please follow me on Twitter @ursulafaw56


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COVID-19 Update
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Why support us?
We believe that every person experiencing disability, poverty or social exclusion in this country should have timely and reliable access to the support they need.
Charities are the unsung heroes of UK society. According to recent research 98% of us will access at least one charitable service in our lifetime. As a nation, we depend on our charities to support us with a range of health and social issues.
That is why we deliver free expert management consultancy, tailored HR advice, mentoring and guidance to small charities – enabling and empowering them to flourish.
Everything we do at Cranfield Trust is to ensure that frontline charities continue to thrive and succeed in delivering and developing vital, life transforming services to those who need it.
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2020-03-02 11:13:41
Superb remote. Very practical for all age group. Uses AA batteries which means no replacements for long period of time. Value for money and looks good too. Very easy to program this remote.
2020-01-05 20:33:36
excellent service. fast delivery
2019-11-04 12:19:00
This remote is pretty good. It could handle IR codes from an old preamplifier, which several 'universal' remotes from other brands, for more than double the price, couldn't handle... I'm satisfied...
2019-10-02 03:27:51
Easy to program. Works fine. Absolutely valuable for the price.
2019-05-21 02:47:24
very easy to learn, great price.
2019-04-11 08:24:58
2019-04-08 08:32:53
Отличный пульт для пожилых. Брал для связки телевизор+ресивер.
2019-03-09 08:08:46
Sturdy, works great. Real easy to copy/program from the original remote control to that one. Delivery took around 40 days to Canada, but that was expected.
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3 Railway Avenue. Railway Estate, Qld 4810
Alternatively call on 0475 773 650
If you have recently lost a loved one, we would like to take this moment to offer our condolences for your loss.
At Townsville Cremations, we are leaders in all aspects of funeral care. We provide on service excellence and provide families with options that will make the funeral a memorable one for all the right reasons.
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Price: €295,000 €
Type: Townhouse
Complex: OASIS DE FAÑABE
Location: El Madronal
Reference: A2CF868
2 Bedrooms
2 Bathrooms
» Views:
» Distance to Sea:
» Community Swimming Pool
» Furnished
» Standard Furnishings
» Standard Fitted Kitchen
» Open Kitchen
» Garage
» Private Garage
Energy Certificate Pending
Townhouse OASIS DE FAÑABE El Madronal €295,000 €
For sale a very nice small townhouse with 2 bedrooms, 2 bathrooms, distributed on different levels, has 2 terraces (1 with external jacuzzi), there is a small open and fully equipped kitchen, a living room and private garage.
The complex has a communal pool and is located in a residential area easily accessible from the highway.
The house is sold fully furnished.
Community: $48
El Madronal Map
The map shows the general location of El Madronal.


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Athletics NZ's new High Performance Throws Co-ordinator Dale Stevenson started work in his new job in Christchurch on Monday. Steve Landells caught up with the former Australian international shot putter to talk more about his new role.
What was your motivation to apply for the job?
DS: There were two main reasons. Firstly, I have a passion for athletics. I've had many great experiences and met some great people in the sport. The second reason is New Zealand is currently a very fertile place for throwing. I feel like New Zealand has some good times ahead in the throws led quite capably by Valerie Adams and supported by Tom Walsh - not forgetting the likes of Beatrice Faumuina, who succeeded before them. There is plenty of talent, will and resources here that can make New Zealand a real powerhouse in the throws.
Why do you feel New Zealand is enjoying so much success in the throws?
DS: There is no one single reason in the same way that there is no one single reason why Jamaicans are so good at sprinting or Kenyans at distance running. There are biological, geographical and sociological reasons and it seems at the moment as if a lot of these factors have lined up in New Zealand for the throws. The country has the talent physically, it has some great role models to follow and there is an established pathway, which is something I know Athletics NZ are working to hard to further develop.
What will your role entail?
DS: Primarily I'm here as a support facility for the athletes and coaches in the New Zealand throws community focusing on the juniors, the development ranks right through to high performance and the elite level. I will be working directly with the athletes and established coaches to make sure they continue to develop and grow their skill set. We also hope to get a talent ID programme off the ground, where we will hope to maybe find a few new faces. I'll probably have a clearer idea of how the role will develop over the next six months or so.
Will you also be working closely with Tom Walsh?
DS: Yes, particularly when Tom is overseas. I've got a long established relationship with Tom. I competed against him for many years. Tom's also been coming over and staying with me in Melbourne for a number of years to compete on the Australian circuit. We've got a good rapport. He has proved himself to be world-class thrower and I hope to be able to help him take the next step at the World Championships in Beijing on to the Rio Olympics. When he is overseas I will be with him to provide some unified coaching support. On the road competing in Europe for months on end can present its challenges. Hopefully I can act as another set of eyes during technical sessions and I hope to be able to help him out in other ways in his quest to win medals on the world stage.
Were you surprised by Tom's breakthrough success in 2014?
DS: I was not surprised by his success but his breakthrough was a shock – and I think Tom will admit that. The fact he managed to sneak on the podium (at World Indoors) came as a surprise but it was not unbelievable when you know the guy, what he does behind the scenes and his dedication and work ethic. He really has a love and passion for his event and wants to expand his knowledge further.
Is it true he built you deck when he stayed in Melbourne with you earlier this year?
DS: Yes, he built the deck in exchange for free board and food. It was a good way to build a rapport.
What are some of the biggest challenges you expect to face in your role?
DS: My biggest challenge will be not having a huge breadth of knowledge in direct coaching. I will have to make sure I am considered and listen much more than I speak. I'll be working with other elite coaches, who are much more experienced than me. I feel like I am prepared for that and I think I'm going to spend a big part of my initial role listening and finding out about people and their hopes and dreams for throwing in New Zealand.
What is your previous experience of New Zealand?
DS: I've been here a few times and last year competed in Timaru after Tom invited me over for the multi-event throwing competition – which was fantastic and one of the most fun meets I've ever done. I came over with my partner, Lauren, and Tom's father loaned us a car for a week. We drove around the South Island - it was fantastic. Even before this role came up I said if I had to live somewhere other than Australia then the South Island would be a pretty strong contender. The stars have now aligned to make this happen.
You officially retired from athletics after the London Olympics, but are still aged only 26 are you comfortable as a retired athlete?
DS: I am very comfortable. My motivation for being involved in athletics was different at the beginning compared to the end of my career and it got to a point when I wasn't enjoying the sport. That was part of the reason I stepped away from athletics. Yet it was good for me. It made me realign those values for why I first got involved in the sport. I feel like my competitive days are over but I still feel like I have a lot to give the sport.
What are your aims and ambitions in the role?
DS: I hope to create a real sense of community among the throwers – both athletes and coaches. This can go a long way to achieving good results through building an enjoyable training environment for athletes to work in. My biggest goal is to help athletes and coaches achieve their goals, and if I do that I'll be immensely satisfied.
Name: Dale Stevenson
Age: 26
From: Melbourne
Achievements: 2010 Commonwealth Games shot put bronze medal, 2012 London Olympics 25th.
Also a former Melbourne Harlequins Rugby Union loose-head prop.
Number of views (2984) Comments (0)


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Primary Research:
The primary sources involve the industry experts from the Global Centrifugal Subsea Pumps industry including the management organizations, processing organizations, analytics service providers of the industry's value chain. All primary sources were interviewed to gather and authenticate qualitative & quantitative information and determine future prospects.
In the extensive primary research process undertaken for this study, the primary sources – industry experts such as CEOs, vice presidents, marketing director, technology & innovation directors, founders and related key executives from various key companies and organizations in the Global Centrifugal Subsea Pumps in the industry have been interviewed to obtain and verify both qualitative and quantitative aspects of this research study.
Secondary Research:
In Secondary research crucial information about the industry value chain, the total pool of key players, and application areas. It also assisted in market segmentation according to industry trends to the bottom-most level, geographical markets and key developments from both market and technology oriented perspectives.
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Definitions for "ISBD"
Keywords: bibliographic, punctuation, cataloging, nbm, ifla
International Standard Bibliographic Description. ISBD describes the punctuation to be used in formatting MARC records. Refer to Table of ISBD(G) from Lois Mai Chan -- see outline and chart.
International Standard Bibliographic Description An internationally agreed upon framework for cataloging rules for description that states what essential items of information must appear in the bib record, the order in which those items will be given, and the standard punctuation that must be used.
International Standard Bibliographic Description. There are seven specific ISBDs as well as the general ISBD(G): monographs -(M), serial publications -(S), cartographic material -(CM), non-book material -(NBM), printed music -(PM), antiquarian publications -(A), computer files -(CF).


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Research Article
Rhythmic engagement with music in infancy
Marcel Zentner and Tuomas Eerola
PNAS March 30, 2010 107 (13) 5768-5773; https://doi.org/10.1073/pnas.1000121107
Edited by Dale Purves, Duke University Medical Center, Durham, NC, and approved February 10, 2010 (received for review January 7, 2010)
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Rhythmic engagement with music in infancy
Marcel Zentner, Tuomas Eerola
Proceedings of the National Academy of Sciences Mar 2010, 107 (13) 5768-5773; DOI: 10.1073/pnas.1000121107
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4520 Gordon Point Dr, Saanich East
This gorgeous home boasts a main floor of over 2300 sq ft of opulent living space & a very versatile open floor-plan. Built in 2018 this home has 4 bed, 4 bath, with approx. 3700 sq ft of luxurious living space. Some of the wonderful features include a coffered ceiling open foyer, gorgeous hwd floors, 15 vaulted ceilings, stunning imported Italian marble floating feature fireplace, gourmet country size kitchen c/w quality appliances, Schonbek crystal chandeliers just to name a few. The master suite will wow your senses at over 600 sq ft of spa style finishing and makes you feel like your in a retreat after a long day. Two more bedrooms, another bathroom and laundry room round out this spacious main floor. Downstairs is a media room, wine cellar, a separate 1 bed legal suite, or just utilize the extra space for your personal needs. The lot is fenced, slightly elevated,, 13000 sq ft, private, sun drenched, sprinklered, and located on a quiet cup de sac just a few steps to beach access.
Flrs/Wood, Cathedral Entry, Ceil Vaulted, Dining Area, Eating Space, French Doors, Screens, Soaker Tub, Whl Chr Access, Wine Storage, Skylight, Light Pipe
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Insulation Ceiling, Insulation Walls, Windows Thermo, Frame Wood 2x6
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