Podcasts about hr teams

Wie viel Wandel verträgt HR? Und was passiert, wenn wir Führung neu denken – jenseits von Symbolpolitik und Prozessromantik?Cawa Younosi, ehemaliger Personalvorstand bei SAP und Geschäftsführer von Charta der Vielfalt e.V., spricht mit Johannes Füß über die unbequemen Wahrheiten der Personalarbeit. Er fordert mehr Haltung statt „Sonnenschein-Harmonie“, radikale Klarheit bei Diversity-Zielen und eine HR-Strategie, die ohne falsche Eitelkeit den Fokus auf Wirkung legt.Cawa Younosi blickt dabei nicht nur auf seine beeindruckende persönliche Reise zurück, sondern auch nach vorn: auf innovative HR, die sich selbst überflüssig machen muss, um wirklich relevant zu bleiben.Freue dich auf Impulse zu folgenden Themen:1) Weshalb „No HR“ die Zukunft sein könnte – und was das für HR-Profis bedeutet2) Diversity ohne Schubladen: Warum Neid ein Zeichen für echte Inklusion sein kann3) Wie KI Empathie in der Führung revolutioniert – und warum das kein Widerspruch ist4) Performance-Management als Potenzialverschwendung – und was stattdessen funktioniert5) Warum der Weg zur echten Chancengleichheit nicht ohne Reibung verläuft6) Was Cawa unternehmerischen HR-Teams mitgibt: Mindset, Wirkung und Mut___________Cawa Younosi freut sich über den Austausch rund um Diversity und Leadership.Wenn du dich angesprochen fühlst, dann melde dich bei ihm auf LinkedIn: https://www.linkedin.com/in/cawa-younosi/Cawas Leseempfehlung:Schnelles Denken, langsames Denken von Daniel Kahneman | https://www.amazon.de/Schnelles-Denken-langsames-Daniel-Kahneman/dp/3328100342/ ___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/ 

Human resources is not just about policies anymore, but driving businesses forward in an unpredictable post-pandemic world. Rhiannon Albert, Founder of My Trusted HR, has dedicated herself to building future-proof HR teams. In this conversation with the People Strategy Forum, she discusses why HR departments must always be flexible to keep up with today's rapidly changing work culture, especially after the massive changes brought about by the COVID-19 pandemic. Rhiannon also shares practical tips on how companies should embrace strategic leadership and an employee-first mindset to attract and retain only the best talent.Love the show? Subscribe, rate, review, and share!

In der Podcast-Folge #132 von Klartext HR spricht Stefan Scheller mit Elisa Rehse zum Thema „Interim HR-Management - was ist das?“. Vielen Unternehmen nutzen diese flexible Form des temporären Einsatz von genrealistischen HR-Expert:innen bereits. Dennoch ist Interim Management noch nicht allen HR-Verantwortlichen bekannt. Daher einige Basics und praktische Tipps in dieser Podcast Folge. Mit Elisa diskutiere ich unter anderem darüber, * was man unter „HR Interim Management“ versteht * welche Vorteile Interim Management im Bereich HR hat * welche Herausforderungen für die Interim Person oder auch den HR-Bereich bestehen * welche „Nachteile“ man nicht verschweigen sollte * worauf HR-Verantwortliche bei der Auswahl von HR Interim Managern achten sollten * welche Praxistipps sie sonst noch für uns hat Ein spannender Talk als 15-Minuten-Impuls. Klartext HR - Informieren. Inspirieren. Lernen. Viel Spaß damit! Elisa Rehse begleitet mittelständische Unternehmen bei der digitalen Transformation ihrer HR-Prozesse – von der Strategie bis zur Umsetzung. Als Interim HR Managerin sorgt sie seit 3 Jahren dafür, dass HR-Teams durch Automatisierung und KI effizienter arbeiten und mehr Zeit für strategische Aufgaben gewinnen. Elisa entwickelt maßgeschneiderte KI-Strategien, die HR-Teams entlasten, die Candidate & Employee Experience verbessern und das Unternehmen als modernen Arbeitgeber positionieren. Ob als Beraterin oder Umsetzerin vor Ort – Elisa Rehse bringt Tempo in HR-Projekte. >> LinkedIn-Profil von Elisa Rehse: https://www.linkedin.com/in/elisa-rehse-personalmarketing >> Website von Elisa Rehse: www.fluktuationsbremse.de >> weitere Folgen Klartext HR: https://persoblogger.de/klartext-hr >> Lernen Sie auch das Podcast-Format YOUR HR STAGE von Stefan Scheller kennen: https://persoblogger.de/your-hr-stage

Send us a textDesiree Goldey, Director of Marketing at ZRG Partners and Founder of Do Better Consulting, joins us this episode to discuss how the disconnect between talent and HR teams impacts an organization's employees, both current and future. [0:00] IntroductionWelcome, Desiree!Today's Topic: Fixing the Disconnect Between Talent and HR Teams[4:32] How do we know there's a disconnect between talent and HR?Root causes of talent-HR miscommunicationsChallenges in transforming company cultures[10:53] How does the disconnect impact the recruiting process?How candidates experience a company's confusion and mixed messagingResume insights and advice, including why AI tools are essential in applicant-heavy job markets[24:30] How does the disconnect affect employee engagement?The toll on company culture and moraleChallenges facing remaining employees after a significant layoff[36:10] ClosingThanks for listening!Quick Quote“When there's a state of confusion [within a company], who suffers? It's the employee.”To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Dr. Michael Neal, the visionary behind Build My Team, transforms private practice hiring with insights inspired by industry giants like Disney and the Four Seasons. As a former optometrist, Dr. Neal witnessed firsthand the pitfalls of traditional hiring methods plagued by high turnover and deceptive resumes. Join us as he shares his groundbreaking approach, which focuses on evaluating candidates' natural strengths, such as stress tolerance and learning speed, rather than relying on embellished work histories. This strategy not only enhances employee satisfaction and retention but also revolutionizes the way private practices across North America recruit talent.Discover how Dr. Neal's innovative system redefines efficiency in the hiring process, particularly for medical practices. By using a unique combination of a 15-minute assessment and video interviews, employers can swiftly eliminate unsuitable candidates, saving invaluable time and effort. This episode also delves into profit growth strategies that allow business owners to optimize both work efficiency and profitability. We encourage listener feedback to help us refine our approach and continue providing insights that boost your business success. Whether you're a practice owner or a hiring manager, these insights are invaluable for making informed decisions that lead to long-term success.

In dieser spannenden Episode beim CULTiTALK begrüßt der Gastgeber Georg Wolfgang die beeindruckende Eva Lorenz als Gästin. Eva schildert ihren vielfältigen beruflichen Werdegang, der von der Hotellerie über den Vertrieb bis hin zur Gründung von People Nova reicht. Sie teilt ihre Erkenntnisse und Erfahrungen aus der Unternehmenswelt und erklärt, wie sie in die HR-Welt "hineingestolpert" ist und dort ihre Leidenschaft gefunden hat.Ein zentrales Thema des Gesprächs ist die Bedeutung einer authentischen Unternehmenskultur und wie diese als strategischer Erfolgsfaktor genutzt werden kann. Eva betont die Wichtigkeit von Authentizität und wie sich HR-Professionals mehr Gehör verschaffen können, um strategische Entscheidungen zu beeinflussen. Sie spricht auch über die Herausforderungen, die HR-Teams innerhalb von Unternehmen überwinden müssen, um wirklich als Business-Partner wahrgenommen zu werden.Eva gibt zudem Einblicke in ihre Bachelorarbeit und teilt mit, dass Mitbestimmung und Selbstwirksamkeit entscheidende Faktoren für die Zufriedenheit von HR-Mitarbeitenden sind. Sie hebt hervor, wie entscheidend der Einfluss von Führungskräften auf die Kultur und das Wohlbefinden innerhalb eines Unternehmens ist.Georg und Eva diskutieren auch über den Widerstand gegen patriarchalische Strukturen und wie wichtig es ist, dass Leadership-Teams die Unternehmenswerte authentisch vorleben. Abschließend gibt Eva Einblicke in ihre Gründung von People Nova, einer Plattform, die HR-Professionals und Geschäftsführende mit praxisorientierten Lösungen und einem sicheren Raum für Erfahrungsaustausch unterstützen soll.Diese Episode vom CULTiTALK bietet wertvolle Einsichten in die Herausforderungen und Chancen der HR-Welt und inspiriert dazu, bestehende Strukturen kritisch zu hinterfragen und neue Wege zu gehen. Alle Links zu Eva Lorenz:LinkedIn: https://www.linkedin.com/in/eva-maria-lorenz/ Alle Links zu Georg und dem Culturizer:Georg: https://www.linkedin.com/in/georg-wolfgangCulturizer: https://culturizer.appCULTiTALK: https://cultitalk.de

In dieser Folge des Zielgruppengerecht Podcasts begrüßen wir Sarah, die Chief Marketing Officer (CMO) von HiBob. In einem spannenden Gespräch gibt sie Einblicke in die globale HR-Technologielandschaft, die neuesten Produktentwicklungen bei HiBob und aktuelle Herausforderungen für HR-Teams weltweit.

METRO - Upskilling ist kein Trend, sondern ein Muss – doch wie gelingt es wirklich? In dieser Episode spreche ich mit Volker Schlinge, Geschäftsführer & Arbeitsdirektor, über die Erfolgsfaktoren für Learning & Development. Wir diskutieren, welche Strategien funktionieren, welche Hürden es gibt und wie HR aktiv die Zukunftsfähigkeit der Belegschaft sichert. Volker teilt seine Erfahrungen aus der Praxis und gibt Einblicke, wie METRO Mitarbeitende gezielt weiterentwickelt.Werbepartner der Folge: beyobieWir wissen, dass Analytics nicht gerade für Jubelstürme in HR-Teams sorgt – zumindest noch nicht

By treating candidates like customers and leveraging marketing strategies, HR can reduce hiring expenses and attract top talent. Learn more about your ad choices. Visit podcastchoices.com/adchoices

freenet AG: Heute habe ich zum zweiten Mal das Vergnügen, Nicole Engenhardt-Gillé, Personalvorständin von freenet bei mir begrüßen zu dürfen. Diesmal jedoch live und in Farbe in unserem HR Weekly Video Format. Wir sprechen über das beliebte HR Thema, Transformation. Warum Nicole der Meinung ist, dass HR Teams ihre Produkte effizienter validieren müssen und wie Transformation in Zukunft die Wettbewerbsfähigkeit von Unternehmen bestimmt, erfahrt ihr in dieser Folge. Viel Spaß beim schauen & hören! Ihr wollt noch mehr HR Insights und Behind the Scenes unserer Gäste?

In this episode, we explore what an ideal employee retention rate looks like, breaking down the key factors that influence it, including industry benchmarks, company size, role types, and more. Payroll + HR + Benefits in an all-in-one solution. Request a BerniePortal demo today!https://www.bernieportal.com/get-a-demo/Find us at https://www.bernieportal.com/hr-party-of-one/BerniePortal: The all-in-one HRIS that makes building a business & managing its people easy. http://bit.ly/2NEQ5QbWhat is an HRIS?https://www.bernieportal.com/hris/BernieU: Your free one-stop shop for compelling, convenient, and comprehensive HR training and courses that will keep you up-to-date on all things human resources. Approved for SHRM & HRCI recertification credit hours. Enroll today!https://www.bernieportal.com/bernieu/Join the HR Party of One Community!https://hubs.ly/Q02mNML90▬ Episode Resources & Links ▬▬▬▬▬▬▬▬▬▬BernieU Course– Retention Essentials: How to Keep Your Peoplehttps://www.bernieportal.com/retention-essentials/Employee Retention Strategies for HR Teams to Usehttps://youtu.be/yvMw7OLejgo?si=1dFo71UizvZz_AxKStrategies for Employee Retention https://www.bernieportal.com/strategies-for-employee-retention/How Succession Planning Can Simplify Replacement Hiring and Aid Retention https://blog.bernieportal.com/succession-planning▬ Social Media ▬▬▬▬▬▬▬▬▬▬▬► LinkedIn: https://www.linkedin.com/company/bernieportal▬ Podcast▬▬▬▬▬▬▬▬▬▬▬▬► Apple Podcasts: https://podcasts.apple.com/us/podcast/hr-party-of-one/id1495233115► Spotify: https://open.spotify.com/show/5ViQkKdatT40DPLJkY2pgA► Amazon Music: https://music.amazon.com/podcasts/1874beb8-2a68-4310-8816-e704e6850995/HR-Party-of-One► iHeartRadio: https://www.iheart.com/podcast/269-hr-party-of-one-57127074/#► Pocket Casts: https://pca.st/o6e2auqq►RSS: https://feeds.captivate.fm/hrpartyofone/ ► Other:

Send us a textThe new year is upon us and with it comes an opportunity for a fresh start. Start your 2025 off right with an audit of the top-ten issues that the team has encountered when working with HR Teams. Proactive work on these areas can prevent major headaches later in the year. From I-9 pitfalls (likely important in 2025) to employee handbook updates, you won't want to start 2025 without listening to this episode.Join Chuck and John for a rundown of how to check for these 10 biggest I-9 mistakes in your workplace:Using an outdated version of the I-9 form.Failing to complete the employer section of the form.Omitting the employee's start date.Incomplete or incorrect employee information.Keeping I-9 forms in employee files instead of a separate location.Collecting the wrong combination of documents.Using an old form with outdated lists of valid documentation.Missing forms for some employees.Enrolling in E-Verify but failing to create cases for new hires.Collecting too many supporting documents.Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

Infineon Technologies - Es ist kaum zu glauben: Wir feiern heute die 100. Episode von HR Weekly! Und dafür habe ich zwei ganz besondere Gäste eingeladen: Markus, EVP & CHRO, und Rosanna, Manager HR Strategy & Executive Support bei Infineon Technologies. Gemeinsam sprechen wir über den Wandel von HR – wie gelingt es, HR von einer administrativen Rolle hin zu einem strategischen Partner zu entwickeln? Unsere Gäste teilen wertvolle Einblicke und Strategien aus einem weltweit führenden Technologieunternehmen. Feiere diesen Meilenstein mit uns und lass dich inspirieren! Werbepartner der Folge: beyobie Wir wissen, dass Analytics nicht gerade für Jubelstürme in HR-Teams sorgt – zumindest noch nicht

Ever wondered why your HR team feels like a bunch of separate countries? Tune in as Kelli and Nolan reveal why mixing your People Ops like finger paint might be the secret sauce to scaling – and why that messy feeling means you're actually crushing it.Discover how top HR leaders transformed from "the team in the corner" to invaluable business partners – and how you can, too.*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coFor coaching and advising inquire at https://kellidragovich.com/HR Heretics is a podcast from Turpentine.—

OPTIMAL SYSTEMS Gruppe – In dieser Episode spreche ich mit Jana Blankenhagen, CHRO, über ein Thema, das spätestens seit der Corona-Pandemie viele von uns bewegt: Wie gelingt das hybride Arbeitsmodell? Jana teilt ihre Erfahrungen aus der Praxis – von der richtigen Balance zwischen Homeoffice und Büro – und erklärt, warum sie sich bewusst gegen eine Back-to-the-Office-Kultur entschieden haben. Werbepartner der Folge: beyobie Wir wissen, dass Analytics nicht gerade für Jubelstürme in HR-Teams sorgt – zumindest noch nicht

HRS - In dieser Episode spreche ich mit Alexandra Barth, CHRO, über die Fähigkeiten, die HR-Teams heute und morgen brauchen. Alexandra teilt ihre Erfahrungen und gibt Einblicke, wie sie ihr Team auf die Herausforderungen der Zukunft vorbereitet. Wir diskutieren, warum strategisches Denken, Technologieverständnis und Change-Management essenziell sind – und wie man diese Fähigkeiten im eigenen Team fördert. Werbepartner dieser Folge: :pxtra :pxtra ist die einfache und rechtssichere Lösung für individuelle Mitarbeiter-Benefits. Dank innovativer Plattform und mobiler App können Arbeitgebende die persönlichen Wünsche ihrer Mitarbeitenden erkennen, verstehen und mit den passenden Benefits darauf eingehen. Maximale Mitarbeiter-Zufriedenheit mit minimalem HR-Aufwand.  

MEGABAD - In dieser Episode spreche ich mit Lena Sophie Köhler, CPO, darüber, wie HR Veränderungen gestalten kann, ohne das Miteinander im Unternehmen zu gefährden. Lena gibt spannende Einblicke, wie sie strategische Transformationen umsetzt, dabei auf die Werte des Unternehmens achtet und die Mitarbeitenden aktiv einbindet. Ihre praxisnahen Tipps zeigen, wie man Balance zwischen Fortschritt und kultureller Identität schafft. Eine inspirierende Episode für alle, die HR als treibende Kraft für Veränderung und gleichzeitig als Hüterin der Unternehmenskultur sehen. Werbepartner der Folge: beyobie Wir wissen, dass Analytics nicht gerade für Jubelstürme in HR-Teams sorgt – zumindest noch nicht

In this episode we delve into the significance of HR data, featuring Lara Holding Jones, who is the Founder of Pink Jelly People Consultancy. The thought of data analysis will make many run for the hills but through this conversation we learn about Lara's mission to make HR data engaging and accessible. It's not about becoming an analytics expert, Lara's focus is on practices such as learning what and how to input data correctly, simply become more comfortable and confident around data, but also being able to read reports more effectively so you understand what the data is showing.Lara didn't set out with specific goal of becoming a data specialist. Like many people's careers, it was something that kind of just happened along the way. We talk through her career and how she got some amazing exposure to strategic HR very early in her career. However, a chance opportunity to lead on an LMS implementation sent her career down a new path.Over time she began to realise the importance of data in making informed decisions, and wanted to empower HR teams to become more comfortable and proficient with data analysis.Her motivation stemmed from her belief that if HR professionals could improve their understanding of data and statistics, they could significantly enhance their effectiveness and contribute more strategically to their organizations. So she created Pink Jelly People Consultancy - aimed to provide training and resources that help HR teams move from basic data handling to more advanced analytics, ultimately enabling them to make better decisions and drive business outcomes.Notes

FALKE - In dieser Episode spreche ich mit Andreas Heger, CHRO bei FALKE, einem traditionsreichen Unternehmen, das sich aktiv auf den Weg macht, Veränderung voranzutreiben. Andreas gibt spannende Einblicke, wie HR als strategischer Treiber für Wandel agieren kann, und teilt seine Erfahrungen, wie man den Spagat zwischen Tradition und Innovation meistert. Wir diskutieren, welche Rolle HR einnimmt, um Veränderungen nachhaltig zu gestalten, und welche Herausforderungen dabei auf dem Weg liegen. Werbepartner der Folge: beyobie Wir wissen, dass Analytics nicht gerade für Jubelstürme in HR-Teams sorgt – zumindest noch nicht

“Back-to-Office”-Policy hin oder her: Die meisten Arbeitnehmenden arbeiten gerne hybrid. Sie fühlen sich im Homeoffice produktiver und genießen ihre bessere Work-Life-Balance. Arbeitgeber machen sich dagegen Sorgen, dass der Teamzusammenhalt und die Performance leiden. Eine Studie hat jetzt herausgefunden, wie sich hybrides Arbeiten langfristig auswirkt – und deckt die Schattenseiten dieses Arbeitsmodells auf. Susa und Laura beleuchten das Thema von allen Seiten und zeigen auch, was HR-Teams tun können, um hybrides Arbeiten erfolgreich für alle zu gestalten.Außerdem haben unsere Hosts aktuelle Zahlen zur Arbeitszeiterfassung in Deutschland im Gepäck. Die machen deutlich: Trotz Gerichtsurteil wird die Arbeitszeiterfassung hierzulande noch extrem nachlässig umgesetzt. Was das für Folgen haben kann, und wieso es viele Vorteile bringt, ein modernes Tool zur Zeiterfassung einzuführen, erklären Laura und Susa in dieser Folge.Quellen:https://www.tagesschau.de/wirtschaft/hybrides-arbeiten-effekte-100.htmlhttps://www.barmer.de/resource/blob/1155840/7369dfe8f32eeb654ade983840b7f542/social-health-work-studienbericht-2024-data.pdfhttps://www.swr.de/swraktuell/baden-wuerttemberg/mannheim/sap-homeoffice-klage-betriebsrat-100.htmlhttps://www.haufe.de/personal/hr-management/pflicht-zur-arbeitszeiterfassung-wird-nachlaessig-befolgt_80_628416.htmlhttps://www.personio.de/funktionen/arbeitszeiterfassung/https://www.personio.de/hr-lexikon/arbeitszeiterfassung-pflicht/“Das HR-Briefing" ist der wöchentliche HR-Podcast für Personaler:innen und Führungskräfte – powered by Personio. Weitere Infos zum Podcast, den Hosts und Personio findest du hier: https://www.personio.de/hr-briefing/Du hast Fragen, Feedback oder spannende Themen-Vorschläge? Kontaktiere uns unter: hr-briefing@personio.de

In dieser spannenden Episode des "Lebenswege" Podcasts dreht sich alles um das faszinierende Produkt der Audiografie. Diesmal werde ich von der wunderbaren Diane Szauer interviewt und beantworte all eure Fragen rund um die Audiografie. Wir sprechen darüber, was hinter diesem einzigartigen Konzept steht, warum Audio als Medium so kraftvoll ist und welche Vorteile es bietet, Geschichten und Erinnerungen auf diese Weise festzuhalten. Taucht ein in die Welt der Audiografie und erfahrt, wie dieses Produkt nicht nur Erinnerungen bewahrt, sondern auch Emotionen transportiert. Diane Szauer ist eine erfahrene People & Culture-Expertin, die sich auf HR Interim Management, HR Consulting und Leadership Development spezialisiert hat. Als HR Interim Managerin unterstützt sie HR Teams in arbeitsintensiven Phasen und als Consultant und Coach begleitet sie Unternehmen dabei, High Performance und Leichtigkeit zu verbinden! Diane hat ein klare Vision - sie möchte zur Etablierung einer neuen menschenzentrierten Arbeitskultur beitragen. Denn sie ist der Ansicht, dass wir alle ein Arbeitsumfeld verdienen, in dem wir Sinn und Freude bei der Arbeit erleben und gleichzeitig gestärkt aus unseren täglichen Aufgaben hervorgehen. Mehr über Diane erfahrt ihr hier: https://www.interim4hr.at/diane-szauer/https://www.linkedin.com/in/diane-szauer/ Mehr über die Audiografien und meine Kontaktdaten findet ihr hier: https://www.andreadomenig.at/audiografien-privatpersonen/ Ansonsten findet ihr mich auch hier: https://www.facebook.com/Lebenswege-Podcast-103348588053385 https://www.linkedin.com/in/andreadomenig/ https://www.instagram.com/lebenswege_podcast/ Intro: Walk Around by Roa https://soundcloud.com/roa_music1031 Creative Commons — Attribution 3.0 Unported — CC BY 3.0 Free Download / Stream: https://bit.ly/walk-around-roa Music promoted by Audio Library https://youtu.be/BimtUhUirnw

Ever wished there was more than one of you? Build your own team of virtual employees with AIOffices! More details at https://muncheye.com/aioffices MunchEye City: London Address: London Office 15 Harwood Road, , London, England United Kingdom Website: https://muncheye.com/ Phone: +1-302-261-5332 Email: support@ampifire.com

While Ireland is known for its rich diversity and inclusive spirit, the reality is that racism remains an active issue in many organisations. As HR professionals, it's crucial to not only recognise and address these challenges head-on but also to proactively foster a culture of inclusion and respect. So today, we share practical advice on how to effectively combat racism in the workplace - from implementing robust policies and training to conducting fair investigations and driving meaningful change.   Chapters 00:00 Addressing Racism in Irish Workplaces 04:14 Building a Culture of Inclusion 08:01 Proactive Measures Against Racism 12:29 Handling Allegations of Discrimination 16:01 The Importance of Speak Up Policies 19:35 Post-Incident Analysis and Follow-Up 24:02 Advice for HR Teams on Diversity and Inclusion   P.S Check out our new Guide For Employers: Managing Dignity At Work Investigations here!   About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice on how to create the HR systems and workplace culture that's right for your business. If you need any HR support in Ireland, get in touch with us at Insight HR. Whether it's conducting a complex workplace investigation, filling a gap by providing you with a virtual or an onsite HR resource, or providing advice via our HR support line, as an expert HR consultancy in Ireland, we'll help you resolve whatever Human Resources challenge your business is facing.

In this episode, we break down exactly what you should do when you see that one of your top performers is “Open to Work” on LinkedIn. Payroll + HR + Benefits in an all-in-one solution. Request a BerniePortal demo today!https://www.bernieportal.com/get-a-demo/Find us at https://www.bernieportal.com/hr-party-of-one/BerniePortal: The all-in-one HRIS that makes building a business & managing its people easy. http://bit.ly/2NEQ5QbWhat is an HRIS?https://www.bernieportal.com/hris/BernieU: Your free one-stop shop for compelling, convenient, and comprehensive HR training and courses that will keep you up-to-date on all things human resources. Approved for SHRM & HRCI recertification credit hours. Enroll today!https://www.bernieportal.com/bernieu/Join the HR Party of One Community!https://hubs.ly/Q02mNML90▬ Episode Resources & Links ▬▬▬▬▬▬▬▬▬▬Employee Retention Strategies for HR Teams to Usehttps://youtu.be/yvMw7OLejgo?si=8l9Fkih7jJsmdje0Strategies for Employee Retention https://www.bernieportal.com/strategies-for-employee-retention/How Workplace Transparency Boosts Retentionhttps://youtu.be/QAoVTdiD1xE?si=qs2AU5e7JVYBPszUHow Succession Planning Can Simplify Replacement Hiring and Aid Retention https://blog.bernieportal.com/succession-planningWhat Is Employee Burnout?https://youtu.be/2lfURkw6dT8?si=Fq5UqmUTipIj5Na4What Is a Levels Document?https://youtu.be/LVfWDGj5UsM?si=m_WpYRtAqOdd9vpIWhy Your Organization Needs Levels Documentshttps://youtu.be/6oElhfz4Iwc?si=2mQosiwBM1pvCmCr▬ Social Media ▬▬▬▬▬▬▬▬▬▬▬► LinkedIn: https://www.linkedin.com/company/bernieportal▬ Podcast▬▬▬▬▬▬▬▬▬▬▬▬► Apple Podcasts: https://podcasts.apple.com/us/podcast/hr-party-of-one/id1495233115► Spotify: https://open.spotify.com/show/5ViQkKdatT40DPLJkY2pgA► Amazon Music:

Following a recent article from The New York Times with the headline So, Human Resources Is Making You Miserable? (link for subscribers), co-hosts Mark Edgar and Naomi Titleman had the opportunity to share their POV.You can find some LinkedIn posts on the article here:https://www.linkedin.com/posts/daveulrichpro_so-human-resources-is-making-you-miserable-activity-7225655324693741568-BbvlJoin our communityIf you're interested in being part of these conversations, consider joining our foHRsight+ community. You can learn more here.Quick reminderDon't forget to sign up for our weekly newsletter foHRsight at www.futurefoHRward.com/subscribe.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/ Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/ And on Instagram - www.instagram.com/futurefohrward/Support the Show.

Heute blicken wir hinein in die Arbeit eines zentralen Bausteins unseres HR Teams bei cbs – dem Recruiting. Die KollegInnen aus diesem Bereich sind maßgeblich dafür verantwortlich, dass unser Team aus so vielen tollen Talenten besteht und stetig weiter wächst. Dazu haben wir Steffen und Oli zu Gast.

Building a diverse, equitable, and inclusive workplace is more than just a reflection of societal values; it's a strategic necessity that fuels innovation, enhances talent retention, and ensures long-term business success in a competitive global market. Today's guest, Sable Lomax, is a seasoned global DEI expert, consultant, speaker, and facilitator who joins us to share her experience in helping organizations across a wide range of sectors to supercharge their DEI initiatives. With a rich background in facilitating DEI sessions for nonprofit, philanthropic, public multinational, and private companies, Sable partners with stakeholders to develop strategic plans, implement new learning and development programming, and design equitable initiatives that make a real impact. In this episode, you'll find out why DEI isn't just the responsibility of HR professionals (even though many organizations and C-Suite leaders believe so) but a crucial element for building healthy, resilient organizations. Sable also highlights the importance of making DEI a priority, identifies common pitfalls in ineffective (and sometimes harmful) DEI initiatives, and provides actionable advice for fostering truly inclusive workplaces. Tune in today to discover why prioritizing DEI is not just good ethics but also good business and gain invaluable insights to take your organization's DEI efforts to the next level. And don't forget - You Can Watch our Finding Brave episodes on YouTube! You can experience each Finding Brave episode in both audio and video formats! Check out new and recent episodes on my YouTube channel at YouTube.com/kathycaprino. And please subscribe and leave us a comment and a thumbs up if you like the show!   Key Highlights From This Episode: Strategic challenges that HR professionals are struggling with right now. [05:20] Common approaches to DEI and reasons DEI is often overlooked or undervalued. [06:59] Why successful solutions to DEI require time, resources, and multiple iterations. [16:34] The importance of playing to the strengths of internal DEI experts as well as bringing in external support when necessary. [19:50] Ways that ineffective DEI initiatives could actually be harming your organization. [23:04] Actionable, data-driven advice to help companies make DEI a priority. [25:17] The courage and vulnerability needed to build a healthy, thriving, company culture. [30:38] How purpose and self-care can keep you grounded as you work to create change. [36:24] For More Information: Sable Lomax Sable Lomax on LinkedIn   ——————— Are you ready to experience a true breakthrough to become the most confident, inspired, and impactful version of yourself – in your role, leadership, and career? In 17 years of career and leadership coaching with thousands of people, I've observed and researched what I call the “7 most damaging power and confidence gaps” that negatively impact a staggering 98% of professional women, blocking them from reaching their highest and most rewarding career potential. My training helps women of all levels and fields recognize and close these gaps for good. The impact is remarkable, and I've seen that the training can shift everything about how you see yourself, how you operate in the world, and what you're capable of creating and achieving. If you're ready for a more successful and fulfilling professional life, please visit mostpowerfulyou.com/videotraining and register today. I'm honored that a division of the UN has sponsored it for members of its workplace, and many other companies have had me in to train this content live. If your organization offers expert training and tools dedicated to supporting women's success, I hope you'll ask for it in your place of work. Thank you so much and here's to all of us becoming the most positive, powerful, and impactful we can be!   ——————— Need some great podcast production support? Check out We Edit Podcasts! Hi, folks! Kathy here. So, are you thinking of launching a new podcast or have you been at it a while and recognize it's time for more or better production help to create the best podcast you can? I totally understand — I've been podcasting for over 6 years and know how challenging it can be. That's why I'm very excited to share key info about the great product team I'm using called We Edit Podcasts. I've been working with them for well over a year, and I've been so happy with the results! They're a full-service production agency and their services give me access to a wonderful team of seasoned audio engineers and editors who help create a polished, professional sound. And they work hard to ensure that my particular podcasting approach and style comes through in every episode. They also help me make sure my guests are reflected in the best possible light through the creation of terrific show notes, which is an important part of the show for me. Their process is easy and streamlined, and their responsiveness and customer service are terrific too. If you're ready for better production help, definitely check them out and take advantage of their FREE trial episode, allowing you to sample their process and quality to see if it's a great fit for you. I'm confident you'll love them. Just paste this link into your browser: >> http://weeditpodcasts.com/findingbrave

Welcome to part 2 of our “Top Benefits Challenges HR Teams Face Today” webinar, which will include discussions on: How technology is evolving to take work off of HR teams' plates What to look for in a benefits provider Q+A And don't forget to check out our guide on how to overcome the benefits engagement barrier.

In this episode of The Health Literacy 2.0 Podcast, Seth Serxner shares an interview that Tom Chamberlain (CEO of EdLogics) recently did on an HR industry podcast. In the interview, Tom talked about how EdLogics helps employers and HR teams and covered topics such as:☑️ How to boost employee engagement for health benefits.☑️ How EdLogics makes health education fun, engaging, and rewarding.☑️ Boosting engagement and utilization rates of healthcare and wellness programs with EdLogics.☑️ The ease of implementation for clients using the platform.☑️ EdLogics provides personalized content based on age, gender, and subject matter interests.☑️ How data can be gathered in a compliant and secure environment.☑️ And much more.It was an excellent explanation of how the EdLogics platform helps employers and HR teams. Thanks to Ben Geoghegan, host of the A Better HR Business podcast for having Tom on the show.About The Health Literacy 2.0 Podcast from EdLogics - Health Literacy Platform.Improving health literacy — the ability to understand and act on health information — is key to improving health outcomes and lowering costs.Together with business and community leaders, we'll explore effective, behavior-changing solutions that can improve health literacy — and drive engagement in corporate and public health and wellness programs.☑️ Learn About EdLogicsWant to see how EdLogics' gamified platform can boost health literacy, drive engagement in health and wellness programs, and help people live happier, healthier lives?Visit the main EdLogics website. 

From the rising costs of healthcare and benefits packages to retaining and recruiting to helping employees understand their benefits to the ever-changing regulatory landscape, HR teams face many challenges that present obstacles to organizational success. We're opening season 7 of our Benefits Buzz podcast with a webinar covering: Top benefits challenges HR teams face today Strategies HR teams can use to overcome these challenges Real life examples of increasing employee engagement Part 2 of our webinar is coming soon! And don't forget to check out our guide on how to overcome the benefits engagement barrier.

Blacklane - In einer Zeit, in der Produktivität eine zentrale Rolle spielt, suchen HR-Teams nach Wegen, mit weniger Mitarbeitenden mehr zu erreichen. Mit Cindy Rubbens, CHRO bei Blacklane, bespreche ich innovative Ansätze und bewährte Strategien, um diese Herausforderung zu meistern. Erfahre, wie die Integration digitaler Tools und Prozesse dazu beitragen kann, die Effizienz in HR zu steigern und die Mitarbeiterzufriedenheit zu fördern. Hier findest du mehr über unsBesuche unsere WebsiteFolge uns auf LinkedInSchreib uns eine Hörermail mit Themenvorschlägen oder Wunschgästen

"Gut gemeint, ist nicht gut umgesetzt." sagt unsere Gästin Andisheh Ebrahimnejad in unserer neuesten Episode, wenn es um den Aufbau und die Entwicklung eines HR-Teams geht.  Als female People and Culture Expertin teilt sie mit uns ihre Perspektive und Erfahrung zum Thema HR, dessen Selbstverständnis und Impact im Unternehmen.Wie groß ist der Einflussbereich von HR? Inwieweit haben HR Teams einen Einfluss auf die Unternehmenskultur? Was sind heutzutage noch Benefits und was wird von Mitarbeitenden schlichtweg erwartet von modernen Unternehmen?Oft sprechen wir gerade aus der People and Culture Sicht über DEI, aber wie divers sind eigentlich heutige HR Teams? Der Fokus liegt im HR natürlicherweise auf den Mitarbeitenden, aber wie intensiv arbeitet man im HR eigentlich im daily business mit Menschen? Und nicht zuletzt gehen wir auch konkret auf spezifische Fragen ein, wie: Was macht ein gutes Bewerbungsgespräch aus und welche Fragen sollten hier gestellt werden?Wir hoffen, dass ihr aus dieser Episode genau so viel mitnehmen könnt wie wir.Infos über Andisheh:https://www.linkedin.com/in/andisheh-ebrahimnejad/www.dastanconsulting.com Andisheh ist Trainerin und Beraterin für strategische HR Themen und Diversity, Equity, Inclusion & Belonging. Sie gründete DASTAN Consulting und hilft Unternehmen, ein modernes und inklusives Arbeitsumfeld zu schaffen. In den letzten acht Jahren half sie Start-ups und Unternehmen, moderne HR-Prozesse zu implementieren und mit hochfunktionalen Teams zu wachsen. Andisheh, geboren im Iran und als Migrantentochter in Deutschland aufgewachsen, möchte mehr Sichtbarkeit gegen Rassismus und Diskriminierung schaffen.Das ist der Podcast von agyleOS - der People & Culture Plattform für Skill-basierte Organisationen. Erfahrt mehr darüber, wie ihr mit agyleOS eine euer Unternehmen entwickeln und visualisieren könnt auf unserer Website. Für die neuesten Updates zu agyleOS folgt uns auch auf LinkedIn.Feedback zum Podcast per Mail oder auf LinkedIn:Erdal: ea@agyleos.com oder LinkedInNino: nc@agyleos.com oder LinkedInPodcast LinkedIn Profil.Musik & Postproduktion:Joscha Grunewald

Introduction: Welcome to another episode of "Art of Consulting" with Andy Fry and Cat Lam. Today, we're diving deep into the transformative magic of active exploration and the incredible ways it can spark creativity and open your mind.   The host, Cat Lam, kicked off another insightful episode in their ERP series. She welcomed Arlene Poon, a seasoned professional with over 15 years of experience in the ERP industry, particularly in large-scale implementations within the construction and utilities sectors. Exploring HCM: Arlene's expertise lies in human capital management (HCM), emphasizing its critical role within ERP systems. HCM encompasses both human resources management and talent management, serving as a foundational layer for various modules. HR's Human Touch: Arlene sheds light on the unique aspects of working as a business analyst in HCM, emphasizing HR's focus on employee well-being and celebrations. The human-centric approach of HR adds warmth and inclusivity to project environments, fostering a sense of community.   Understanding HCM Modules: Arlene delves into the core components of HCM, highlighting employee management as its cornerstone. Core HR information serves as a springboard for other modules such as benefits, performance management, compensation, and recruitment.   Building on Core HR: The conversation touches upon the iterative nature of ERP implementations, starting with core HR and expanding to encompass additional functionalities. Cat and Arlene discuss the foundational layer of HRMS (Human Resources Management System) within Oracle and its evolution over time.   HCM forms the bedrock of ERP systems, encompassing HR and talent management. HR's people-centric approach fosters a supportive and celebratory project environment. Core HR information serves as a basis for various HCM modules, facilitating streamlined operations and decision-making. ERP implementations typically begin with core HR before expanding to incorporate additional functionalities. Evolution of HR Systems: The conversation starts with an overview of the evolution of HR systems, from HRMS to HRIS to HCS, highlighting the integration of core HR and talent management modules. Integration and Third-Party Solutions The hosts discuss the integration of HR systems with third-party solutions like payroll and the considerations involved in choosing between a single system or best-of-breed solutions. Business Needs and Customization They explore how specific business needs, such as complex recruitment processes, may necessitate the adoption of standalone applications tailored to those needs. Position Management and Budgeting The conversation delves into the significance of position management in structuring organizations and aligning budgets with staffing requirements. Successful HR Implementations The hosts outline the key outcomes of successful HR system implementations, emphasizing improved reporting, analysis, and efficiency in managing HR processes. Preparation for Implementations They conclude by discussing the essential legwork organizations should undertake before engaging in an HR system implementation, focusing on documenting current processes and assessing data cleanliness. Data Cleanup: Arlene emphasizes the importance of starting with clean data to simplify conversion and migration processes. Tat agrees, highlighting how consistent data capture leads to smoother transitions. Engaging Business Analysts: They discuss the value of involving business analysts to ensure accurate understanding of business processes and requirements. Common Pitfalls:  Arlene and Tat share experiences of data conversion challenges and delayed implementations due to inadequate planning. They stress the need for a solid data conversion strategy and thorough understanding of business needs. Role of System Integrators:  Cat explains how system integrators, while proficient in technology, may lack deep knowledge of organizational data and processes. Arlene emphasizes the role of intermediaries like themselves in bridging the gap between HR expertise and technical implementation. Listening to Business Requirements:  They highlight the importance of prioritizing business requirements over technical capabilities and caution against overcommitting to system functionalities that may not align with immediate needs.   Patience in Implementation:  Arlene advises patience in HR system implementations, as organizations often phase implementations due to budget constraints. Building valuable data and functionalities takes time.   Conclusion: In this episode, Arlene and Tat delve into the complexities of HR system implementations, discussing both valuable insights and potential pitfalls. They explore the importance of data cleanliness, business process understanding, and effective collaboration between HR experts and system integrators. This episode provides valuable insights into the complexities of HR system implementations and offers practical advice for organizations navigating this critical aspect of HR technology. Arlene and Cat express gratitude for the insightful discussion and look forward to future episodes. They emphasize the importance of understanding business needs and maintaining realistic expectations during system implementations.  

Raisin - Heute widmen wir uns der Frage, wie HR einen Merger erfolgreich managt. Zu Gast ist Dr. Lea Schroeder, VP People and Culture bei Raisin, einem Unternehmen, das sich intensiv mit diesem Thema auseinandergesetzt hat. Ein Merger birgt für HR-Teams zahlreiche Aufgaben und Herausforderungen, denn es geht darum, Mitarbeitende abzuholen und sie über Veränderungen zu informieren.

Sovendus - In dieser Folge widmen wir uns der Frage, was HR-Teams für den Aufbau von Teams im Ausland wissen müssen. Zu Gast ist Amadeus Peters, VP Legal & People bei Sovendus, einem Unternehmen mit dezentralisiertem Vertrieb und Vertriebsteams in vielen EU-Ländern. Amadeus teilt wertvolle Einsichten und Learnings aus der Praxis, die für HR-Teams, die sich mit internationalen Teamaufbau befassen, äußerst relevant sind.

Appinio - In dieser Episode wenden wir uns der Frage zu, wie HR-Teams erfolgreich Hiring Manager in den Recruitingprozess einbinden können. Zu Gast ist Lena Luise Schrock, Senior Talent Acquisition Manager bei Appinio. Wir beleuchten die verschiedenen Strategien, mit denen Hiring Manager aktiv eingebunden werden können, und diskutieren die Vor- und Nachteile dieser Zusammenarbeit.

Sun, 10 Mar 2024 23:23:00 +0000 https://hr-ungeschminkt.podigee.io/4-recruiting 37e5b752bc36435b78640184c76a44fa Staffel 1: Talent Acquisition Hier ist eine kurze Einleitung für die erste Folge von Staffel 1:

Perry Doody is the owner of Above the Rings Consulting and Performance. After over 10 years as the founding partner and president of CompTrak, Perry sought to continue his career in consulting with a newfound approach that combines insights from the worlds of business and fitness. In this episode, Perry talks about how people are an important asset to companies and why it's critical for HR teams to be more strategic. Chapters[0:00 - 6:12] Introduction• Welcome, Perry!• Today's Topic: How HR Teams Can Pivot From Being Tactical to Being Strategic[6:13 - 12:57] What differentiates a good HR department from a great HR department?• The CEO must recognize that HR is a critical component to the overall business• People need to focus on doing less and doing it well, instead of doing a lot of things in a mediocre way[12:58 - 17:07] Is busy work holding HR back from being more strategic?• Adapting legacy systems to new needs can often be more difficult than building new systems from scratch• HR teams should add people from diverse backgrounds[17:08 - 29:27] What enables a company to pivot from being tactical to being more strategic? • What is the CEO's relationship with HR and its goals?• How bad administrative decisions can antagonize HR strategies[29:28 - 30:53] Closing• Thanks for listening!Quotes“People are [a company's] capital—they are an asset, and I don't think every company looks at it that way. The strategic ones do.”“Becoming more strategic involves change, and a lot of us are resistant to change, . . . but the way you get over this is by looking to competitors, other industries, and even your personal life.”Contact:Perry's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!

Bereit für eine HR-Revolution im öffentlichen Personennahverkehr – kurz ÖPNV? Entdecke, wie Vernetzung und Innovation den Sektor prägen. In dieser Episode begrüßen wir Monique Heimann, Leiterin Berufliche Weiterbildung & Digitales Lernen der VDV-Akademie GmbH. Sie erklärt, wie HR-Strategien im ÖPNV neu gestaltet und zukunftsfit gemacht werden können. Das erwartet dich: 1. Wie Diversität in der Belegschaft HR-Strategien prägt. 2. Die Rolle der Weiterbildung für die Mobilitätswende. 3. Bedeutung effektiver Zusammenarbeit in HR-Teams. 4. Kreative Rekrutierungsansätze im ÖPNV. 5. Die Wichtigkeit von Employer Branding für den ÖPNV. ___________Monique interessiert sich dafür, wie People and Culture in Verkehrsunternehmen effizient eingeführt werden können, und ist stets offen für den Netzwerkaustausch.Finde Monique Heimann auf LinkedIn und schreibe ihr: https://www.linkedin.com/in/monique-heimann-03ab7614a/?originalSubdomain=deMoniques Buchempfehlungen:Achtsamkeit und emotionale Intelligenz in Organisationen von Svea von Hehn und Johanna Rauls | https://bit.ly/3wmL7k3Nur wer sichtbar ist, findet auch statt von Tijen Onaran | https://bit.ly/3w5QhRp Moniques Podcast Empfehlungen: Nächster Halt: VDV Akademie | https://bit.ly/4bNcoN9 (Apple) | https://bit.ly/49cIikd (Spotify)Das Biathlon Doppelzimmer | https://bit.ly/3OHj59v (Apple) | https://bit.ly/48jkLwK (Spotify)Talk ohne Gast mit Moritz Neumeier und Till Reiners | https://bit.ly/4bCCsui (Apple) | https://bit.ly/3HYhbO2 (Spotify)___________Webseite: https://www.vdv-akademie.de/home/Branche: Education ManagementGröße: 11–50 BeschäftigteGründung: 2001___________Über unseren Host Johannes Füß:Johannes Füß ist Vice President von EGYM Wellpass, die mit ihrer Firmenfitness den perfekten Corporate Health-Benefit für ein produktives, gesundes und ausgeglichenes Team bietet. Der in München geborene Schokoladen-Liebhaber hat eine große Leidenschaft für die Alpen, das Wandern und Skifahren.Finde Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-füß/ oder schreibe eine E-Mail an johannes.fuess@egym-wellpass.com___________Der Level Up HR Podcast wird von unseren Freunden von SAWOO produziert – https://www.sawoo.io 

 "The more empowered we feel, the more normal we feel and I think sometimes just in that community of support, it really breeds confidence when you have people around us to help us move forward."In this week's episode, I have a seat with guest Kelli Thompson, a leadership coach, author, and speaker, who is on a mission to help women advance with confidence in the workplace. Kelli shares her experiences in male-dominated industries, her transition to entrepreneurship, and her focus on coaching women exclusively. Our conversation delves into systemic issues in the workplace, the importance of creating a community of support for women, and Kelli's book "Closing the Confidence Gap: Boost Your Peace, Your Potential, and Your Paycheck." You will gain valuable insights on addressing confidence and leadership challenges in the workplace and be inspired to connect with Kelli for ongoing wisdom and motivation. Don't miss this empowering and insightful episode!Connect with Kelli:https://www.kelliraethompson.comhttps://www.instagram.com/kelliraethompson/https://www.facebook.com/kelliraethompsonhttps://www.linkedin.com/in/kelliraethompson/Kelli's Book: Closing The Confidence GapSupport the showVisit the Have A Seat website for more conversations or Have A Seat with me and register to be a guest at: www.haveaseatconversations.com.Thanks for listening!

In this episode, Cindi welcomes Megan Coen, VP of HR services at isolved, to explore the evolving landscape of HR augmentation and outsourcing. Megan brings over 17 years of HR expertise, discussing the shift towards augmentation, its impact on employee experience, and its role in enhancing organizational maturity. They navigate the complexities of compliance, the strategic value of outsourcing, and the critical tasks—ranging from compliance management to leave administration and strategic thought partnership—where outsourcing HR can offer significant support. Tune in for a comprehensive discussion on how outsourcing can transform HR functions, streamline processes, and elevate the employee experience.

diva-e - In dieser Episode spreche ich mit Julia Münster, Chief Human Resources Officer über die Digitalisierung von HR als Maßnahme zur Effizienzsteigerung. Wir diskutieren über die Herausforderungen, Chancen und Tools, die HR-Teams zur Verfügung stehen und besprechen, wie KI die HR-Arbeit in Zukunft verändern kann. Werbepartner dieser Folge: :pxtra :pxtra ist die einfache und rechtssichere Lösung für individuelle Mitarbeiter-Benefits. Dank innovativer Plattform und mobiler App können Arbeitgebende die persönlichen Wünsche ihrer Mitarbeitenden erkennen, verstehen und mit den passenden Benefits darauf eingehen. Maximale Mitarbeiter-Zufriedenheit mit minimalem HR-Aufwand. Mehr Informationen zu :pxtra findet ihr unter: ⁠⁠https://pxtra.de?aid=hrweekly

My guest this episode is Daniel Balshaw who has built a HR career combining his two interests - technology and people.Dan was working in his local Sainsbury's store when he was approached by the HR team (personnel back then) to help with letter formatting, as simple as that now sounds, due to his IT skills. This was the early days of computers in the workplace so having the ability to work his way around a PC became advantageous.Sainsburys were one of the first large organisations in the UK to open a Shared Service Centre and Dan was one of the first employees to start there. This was the catalyst to his career taking the direction it has.Dan has run large scale technical and systems implementation but he believes it's vitally important in getting the part right of taking people through that journey, to ensure the tech lands successfully. It's effectively change management and we delve into the factors that ensure change and transformation projects go as smoothly as possible.We also tackle the concept of AI and how it might impact the world of HR in the future.Dan clearly loves what he does and has found a niche within the HR universe that enables him to get a buzz out of what he does each day but also what the future might have in store for all of us through the use of technology in the workplace. I loved chatting with Dan and hope you enjoy listening as much.Support the show

Description: Explore the intersection of HR and cutting-edge technology in this week's episode of 30 minute THRIVE. Join us as our expert guest, Tricia Shields, VP of HR at MRA member company Naviant, Inc., delves into how AI and technology are transforming HR practices, addressing challenges, and shaping the future of work. Tricia shares valuable insights, examples, and tips for HR professionals navigating this exciting landscape. Resources: Naviant - Human Resource Process Solutions  MRA Membership  About MRA  Let's Connect: Guest LinkedIn Profile - Tricia Shields  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:05 - 00:00:46:12 Unknown Now it's time to thrive. Well, hello everybody, and welcome to this episode of 30 Minute THRIVE. So episode 65, actually. So it's kind of a special one today. But today we're really going to be exploring the intersection of HR and cutting edge technology. So I'm joined with our expert guests on the topic. Tricia Shields. She's a vice president of HR at MRA member company NAVIENT. 00:00:46:14 - 00:00:57:14 Unknown And Navient actually provides business process and digital transformation consultations. So it's a perfect topic to talk with you today. Tricia I'm excited you're here. 00:00:57:14 - 00:01:11:09 Unknown Yeah. Thank you. Sophia. I'm glad to be here, actually. And i know you actually talked on this topic at our HR Conference this past year, too, and this topic has just been a really highly requested one from our listeners to on the podcast. 00:01:11:09 - 00:01:34:11 Unknown So i'm excited to just hear your insights and tips and any advice you really have for professionals that are starting to or in the middle of kind of navigating this landscape. So could you provide just a quick overview on how technology has really evolved over the years and kind of where we are today with technology and in the field of HR 00:01:34:11 - 00:01:38:21 Unknown Specifically? Yeah, that sounds great. Thanks again for having me. 00:01:38:21 - 00:01:59:17 Unknown Yes, i kind of think about the history in a lot of ways. I feel like I've kind of grown up with technology now that technology's always been available to me. But if I think about the beginning of my career, which is just kind of over 20 years ago now, when I was first interacting with technology as it relates to HR, I really wasn't interacting with it at all. 00:01:59:17 - 00:02:25:06 Unknown So, you know, I think about my first job out of college when I needed to do something from an HR perspective, from an employee perspective, I was walking down to the HR department and I was filling out a piece of paper. And that HR professional was taking that information and maybe just storing it in their filing cabinet. Maybe they were untreated it into the system. 00:02:25:07 - 00:02:53:17 Unknown So certainly HR systems were around in that kind of late nineties time. Some organizations had adopted those and kind of the availability of the types of technologies that were available in them was vastly different across different organizations. So certainly we've seen a lot with the evolution of HR systems over the last 20 years and how we're utilizing those within our organizations. 00:02:53:19 - 00:03:26:12 Unknown We've also seen a lot evolve as it relates to process specific technologies. So, you know, thinking about things like our applicant tracking systems or performance management systems, maybe our learning management systems, but we've seen a lot more technologies coming on to the market to help support some of those key focus areas within HR. And then I think about today and just the rapid expansion that's happened maybe over the last five, seven years. 00:03:26:14 - 00:03:46:20 Unknown You know, we're talking about these more robust human capital management systems that are really taking care of a broad scope of a lot of the work we're doing within HR. You know, I commonly am in conversations about integrations and how do we integrate all these technologies so that they're talking to each other. 00:03:46:20 - 00:03:53:22 Unknown Automation technologies is is huge. That's a lot of where we're seeing a lot of the time savings 00:03:53:22 - 00:03:58:17 Unknown and and maybe more of the A.I. components of HR technology. 00:03:58:17 - 00:04:34:02 Unknown And we're hearing a lot more around the automation technology space. So definitely, you know, seemingly more complex technologies. But their technology is nowadays that if we're able to adapt to them and lean in, they should be making our lives easier as HR Professionals know. Absolutely. And i, i would just add on to that just communication like in general, like, I'm just thinking of our HR team here, and, I mean, if our internal HR team needs anything from me or any employee in the organization, I'll get a little chat from them. 00:04:34:02 - 00:04:42:16 Unknown It's not like they need to come walking down and grab me, right? It's just so quick and easy, like you mentioned. And even the two. 00:04:42:16 - 00:04:48:04 Unknown Just like that. Quick, easy automated messaging, like you mentioned tools. Yeah, changed. 00:04:48:04 - 00:04:58:15 Unknown We're kind of just going off of that conversation. Can you provide or do you have any examples of how these technologies today are being utilized in HR? 00:04:58:17 - 00:05:18:15 Unknown Yeah, I mean, even maybe before speaking specifically to any sold technology, you know, I think digitization is a really big foundational piece in the HR space as it relates to technology and how we're going to use technology within our organization. So just that whole, 00:05:18:15 - 00:05:34:00 Unknown you know, we made a commitment certainly at Navient and a lot of organizations have to digitizing their documents so that we're no longer kind of tied to paper processes and the manual process that really comes along with that. 00:05:34:00 - 00:06:01:15 Unknown So just finding opportunities and this was always my question as I built out our automation and technology usage at Navient was, all right, I have paper documents. Do they need to be in paper form? I mean, I'm excited to share that we're 100% paperless at Navient. And, you know, organizations absolutely have the ability to do that. And once your documents are digitized, there's so much more that you can do with those from a technology perspective. 00:06:01:16 - 00:06:28:16 Unknown So I would like to share that kind of kind of as a kind of based or within HR Some of the technologies and I'll just name a few. I mean, we're using technologies for all aspects of HR, so I could really rattle on like, the entire candidate and employee experience and how we're using technology. But one example that I'll give is performance management system at Navient, we call them our quarterly check ins. 00:06:28:16 - 00:06:52:13 Unknown I know some organizations will do those annually, some different timeframes as we do those from a quarterly perspective. And I think about how did that look historically. When I started in my role at Navient 15 years ago, it was a piece of paper and I printed it and I walked it to the manager's office with their kind of stack for their employees, and they gave it to their employee to fill out their portion. 00:06:52:13 - 00:07:14:08 Unknown The employee gave it back to the manager. Hopefully the manager gave it back to the HR Professional performance management was always such a big lift. And HR, like all HR Professionals that had to go through that had it in those historic days will speak to that. You had to be kind of a nagra department nagging people like i got to get these back. 00:07:14:14 - 00:07:40:15 Unknown But now if i look at how we're utilizing technology, so we're utilizing and process automation technology that essentially is taking that digitized document and it's it's, it's re re rerouted that flow or not reroute it, but it's kind of it's designed that flow around how we used to do that manually. So I actually don't even see that performance management process in action. 00:07:40:17 - 00:07:44:18 Unknown The forms are provided to the managers and the employees real time 00:07:44:18 - 00:08:12:10 Unknown specific to some predefined dates and how we want that process structured. Now as an HR Professional, i'm no longer having a follow up on those manual processes, but i also have the information available to me if i do need it. So if i want to look in and maybe have access to the final results when those are completed each quarter or an annual result, i can create my access into that system to see that as well. 00:08:12:10 - 00:08:24:16 Unknown So that's a great example of how we can use technology within that performance management space. I'll even just say on the employee data management side, and you made a great reference to that, Sofi, with 00:08:24:16 - 00:08:41:10 Unknown how you're interacting with HR And I look at just these self-serve options that are available within a lot of the platforms that we're utilizing, whether that's your system or some other type of employee technology system that you've adopted organizationally, 00:08:41:10 - 00:08:49:07 Unknown you know, back in the day, i used to, you know, fill out a piece of paper of my address, change and hand that into HR 00:08:49:09 - 00:09:15:00 Unknown Well, I don't need that anymore. I don't want to spend time collecting that paperwork, needing to store it, doing the data entry into the different systems. Instead, I can utilize technology to give the employee a self-serve option that they can go in whenever it's convenient for them, make those changes, and then really train the technology to make the appropriate updates. 00:09:15:02 - 00:09:42:05 Unknown Like I may never need to know if you just moved from one neighborhood within the same city to the next that navient We're 100% remote and hub remote company across the nation, so i do need to know or one of our HR Professionals does need to know if they're moving multistate and so we can set up that notification within the technology to really give us the information that we need real time for each one of those users. 00:09:42:07 - 00:09:49:13 Unknown Yeah, I love that you brought up the notification aspect, too, because I know personally that's just something that's helped me a lot 00:09:49:13 - 00:10:06:17 Unknown with any anything HR Related time sheets or goal setting or goal setting system. You know, you get your notification every week or so. Hey, make sure. Yeah. So it's not so much a job of nagging people anymore. 00:10:06:17 - 00:10:32:16 Unknown It's like an automated. Hey, make sure you fill this out like an email each week, which is so nice and right. We don't have to, like, manually remember these things either. Yeah, absolutely. And like with our goal setting system, like my manager is able to tell when I go in there and edit something or change something. So I don't always have to be like, Hey, can you go in there and work and write my goals or anything? 00:10:32:16 - 00:10:36:07 Unknown So yeah, examples. But 00:10:36:07 - 00:11:07:00 Unknown kind of going off of that, do you see any specific challenges or really pain points in HR That technology is really helping to improve or address? Yeah. I mean, i would definitely say, you know, one of the key drivers is time. You know, just the scope of what HR Professionals has is working on has really evolved over all the time that all this technology has been available to us. 00:11:07:01 - 00:11:41:14 Unknown You know, i would think back to kind of my early years of HR I was doing kind of the things that HR professionals typically do as far as managing, you know, specific processes. But our world has changed and we're being asked to find ways to be more strategic and how are we being strategic and bringing in really solid candidates to the organization and how are we being strategic to have a really whole employee experience so that we're retain in our top talent And so we need time to do that. 00:11:41:14 - 00:12:02:15 Unknown So if we're still manually processing tasks and and entering things in multiple systems and trying to manage that data, we don't really have that time to be strategic. I just think about, you know, my interaction with other HR professionals during the pandemic and all the things that came up that were kind of additional duties for us to do during that time. 00:12:02:17 - 00:12:17:14 Unknown You know, how do we have time to be strategic? And my answer is lean in and technology, because these pieces are available to help save you time so that you can, you know, spend more time being strategic. My kind of tagline or one 00:12:17:14 - 00:12:25:06 Unknown piece that I always like to say is utilizing technology is allowing us to put the human back in human resources. 00:12:25:06 - 00:12:46:21 Unknown So I don't want to spend my time updating an employee's address or moving, you know, a piece of data from one place in the organization to the other. I want to have meaningful conversations with our employees and with our candidates. And I really feel like, you know, leading edge technology allows us to do that. 00:12:46:21 - 00:12:51:07 Unknown Just that. And the other piece I would bring up is just kind of the management of the amount of data. 00:12:51:07 - 00:12:57:12 Unknown I mean, we are holding so much data within HR And it's hard to keep that all straight 00:12:57:12 - 00:13:07:22 Unknown as far as where the data should be stored. How long should we be storing it for? Who should have access to the data, who needs it at these different periods of time 00:13:07:22 - 00:13:12:23 Unknown to try to do that from a manual perspective or not utilizing technology? 00:13:13:00 - 00:13:21:02 Unknown Maybe it's even in an Excel spreadsheet that you're kind of keeping track of this. There's just so many more opportunities for there to be error with that 00:13:21:02 - 00:13:33:19 Unknown that I feel like, you know, that the managed utilizing technology to manage the data is a huge benefit of these HR Technologies. And I even think about that from a compliance perspective, right? 00:13:33:21 - 00:13:54:13 Unknown It used to be that we would hand out employee handbooks in a paper form and then we'd ask them to sign a piece of paper to say that you received the new employee handbook for the year and turn that back into HR Well, did i get everybody's form back? Did I miss an employee that maybe started while i was doing that process? 00:13:54:13 - 00:14:20:08 Unknown So being able to leverage technology for pieces like that from a compliance perspective is is priceless. Yeah, those are all great, great points. And I'm, I guess I'm curious to know what you're doing at Navient too. Can you share any examples of successful HR Technology implementations that have really positively impacted your organization? Yeah, 00:14:20:08 - 00:14:22:05 Unknown you know, our applicant tracking system. 00:14:22:05 - 00:14:30:24 Unknown So we're utilizing an applicant tracking system to manage our candidate experience. You know, historically, prior to utilizing that technology, 00:14:30:24 - 00:14:46:08 Unknown we were manually managing that. So just, you know, thinking about the number of candidates that we see at any given time for our organization, we're getting flooded with candidates when we open a new requisition. I know that's not the case for everybody. 00:14:46:08 - 00:14:56:13 Unknown And every industry, but certainly being a remote company in the technology space that's opening our candidate pool to the entire nation, that makes a significant difference. 00:14:56:13 - 00:15:10:17 Unknown So that's a challenge. We need to figure out how we're going to manage all the data points that come with that. So, you know, this technology is handling the posting and its handling the communication with candidates. 00:15:10:19 - 00:15:33:08 Unknown It's handling the communication with our internal staff. And that would always be kind of a exchange of emails. And did I send this person this email to communicate that or not about this specific candidate or that's all happening right within the it's platform. You know, this technology can handle scheduling, which can be complex, especially when you get multi interviewers and things like that. 00:15:33:08 - 00:15:40:21 Unknown We're also using that technology for our offer management, so we want it to be paperless and seamless with that process as well. 00:15:40:21 - 00:15:48:17 Unknown And then we have other built in integrations with that for like our assessment tool that we have all new or all candidates complete 00:15:48:17 - 00:16:15:18 Unknown as well as our recorded interview. So that's another one that I'll share. So in this came off of a partnership with Amira is we were introduced to the idea and the concept of utilizing video technology in lieu of recorded or in lieu of phone screenings, which is kind of how all of our organizations, I think historically did that was have an HR professional call and ask questions, not really sharing 00:16:15:18 - 00:16:26:03 Unknown a lot at that time, but just asking questions and receiving the information, Well, why wouldn't we utilize a video technology to do that instead? There are so many wins that come along with that. 00:16:26:03 - 00:16:28:19 Unknown So that's another one that I'll mention. 00:16:28:19 - 00:16:37:18 Unknown And then I guess the last piece just kind of on talking specifically about the Navy and technologies that we utilized is really our employee process automation. 00:16:37:18 - 00:16:41:10 Unknown So in it's candidate and employee, but 00:16:41:10 - 00:16:42:15 Unknown it's a little, 00:16:42:15 - 00:17:06:04 Unknown you know, I guess I'll explain it like these are the technologies like Navient specifically is using a technology called OnBase and OnBase is what is flowing our data through our organization. And you can have different applications, but what's really creating the process flow that in a professional or somebody else in the organization would historically be doing. 00:17:06:06 - 00:17:18:18 Unknown So this automation technology, we've kind of trained it to do the manual repeatable things that HR Professionals or others in the organization have historically been doing. 00:17:18:18 - 00:17:33:09 Unknown So it's everything from the higher process through retire. So it's our performance management system. It's where our new hire surveys are tracked. It's where HR Is communicating with our internal i.t. Team to say we have a new employee. 00:17:33:09 - 00:17:55:11 Unknown Let's make sure that all their i.t. Things are set up prior to their first days. So that's been probably the biggest component of our technology offering and really what's made a big significant difference on an hourly perspective. Absolutely. That's those are awesome ideas and that's great to hear that they're there working out for your organization. They're successful. 00:17:55:11 - 00:17:58:22 Unknown And I know working with technology isn't always easy. 00:17:58:22 - 00:18:25:18 Unknown And some people may say they are like tech savvy or some people are just uncomfortable, or some organizations even are uncomfortable with kind of moving forward with technology. So do you have any or I guess have you seen any like common misconceptions or concerns that HR Professionals have about adopting technology into into their work? Yeah. 00:18:25:18 - 00:18:29:24 Unknown I'll address this one in a really short way and hopefully this is reflective. 00:18:29:24 - 00:19:04:04 Unknown And it's not just any it's not just HR Professionals. I think it's anyone that might be a bit hesitant. Technology. One of my favorite quotes that i heard kind of just working in this space is we're not going to be replaced by technology. So if that's a concern that maybe the technology is going to do my job going forward and the organization will need me, we're going to be replaced by people that have adopted technology and leaned into it and really explored how they can use it, because technology is here and just more of this is coming. 00:19:04:04 - 00:19:24:02 Unknown So your ability to adapt and be open minded to how you can utilize technology and how you can use it to your benefit to potentially be more strategic is a huge benefit to each of us. That's that's a great point too. I feel like I hear that all the time. Like we're all going to get replaced by tech, right? 00:19:24:04 - 00:19:53:03 Unknown But that's like the opposite. Like you want to know everything you can about technology to use that and better yourself and in your organization. Yeah, absolutely. So we've talked about how technology has evolved throughout the years, but how about the role of HR Professionals? How has how is that evolved with the integration of technology and what new skills are really becoming essential now nowadays? 00:19:53:05 - 00:20:25:04 Unknown Yeah. Good question. I think about that even with the question prior, you know, our our role has how that's evolved is we're no longer managing data at a micro level. So hopefully. Right. That's the case and that's certainly how our HR kind of experience is evolving. You know, I may never touch someone's benefit election form where that was likely a multi-touch historically before I was utilizing technology 00:20:25:04 - 00:20:35:09 Unknown and then really kind of what skills can we adapt to be more essential in our roles is becoming more technical and strategic. 00:20:35:09 - 00:21:01:16 Unknown And I know that's kind of a very generic answer, but, you know, HR is not doing what HR used to do. Yes, those core functionalities fall within our space, but our day to day work is really changing. And so finding ways to kind of think outside the box and I think we'll talk in a little bit as well about some of those key skills about how to embrace and engage technology. 00:21:01:18 - 00:21:30:08 Unknown Absolutely. And how about now looking at kind of at a different angle, are there any ethical or privacy considerations that HR Professionals need to be aware of one kind of going through this technological landscape and process. Yeah, definitely. I mean, you know, i think about that ethical and privacy consideration. It's huge in HR Right. We are holding some of the most confidential data within the organization. 00:21:30:08 - 00:21:54:14 Unknown You know, people's personal information is kind of within the realm of what we have in our systems. And really it's the same rules apply as have always applied. You know, we've always had that sensitivity piece and actually it's many more rules because there's a lot more state and federal compliance pieces that are coming out around employment law that we need to track and sure, we're being sensitive to. 00:21:54:14 - 00:21:58:20 Unknown So, you know, I think that piece absolutely still applies. 00:21:58:20 - 00:22:13:03 Unknown I think our own s as HR Professionals as really to ensure that we understand those and ensure that they're supported within the technology cases that we're using and ask those questions of the vendors and partners that we're working with. 00:22:13:03 - 00:22:16:12 Unknown You know, I think about even just digitizing filing cabinets. 00:22:16:12 - 00:22:40:03 Unknown And i think i spoke a little bit to that earlier. And what technology are you going to store that data and who's going to have access to the different types of file? Certainly not always the same people to all the different types of data. How are you doing document retention in a digitized system versus how we used to do that and more of a paper system. 00:22:40:05 - 00:22:45:21 Unknown So certainly employer employee filing cabinets is a significant piece of that as well. 00:22:45:21 - 00:23:08:06 Unknown I'm going to give just a little warning here. So I would say don't avoid technology and the benefits that you can get from utilizing technology because of these fears almost heighten your experience and your curiosity, the technology that you're going to use or thinking about using based on that fear. 00:23:08:06 - 00:23:31:01 Unknown Right. Ask questions, do research, you know, talk to your peers, talk to other partners, like Emory is a great partner. You know, what are they doing from a technology perspective? Certainly when I'm looking to evaluate a new technology, I'm ensuring that I'm feeling pretty confident that those things are answered prior to investing in that technology. 00:23:31:01 - 00:23:34:24 Unknown Absolutely. And I guess that's a perfect way into the next question. 00:23:35:01 - 00:24:00:08 Unknown Some organizations or HR Teams may have not tapped into any technology yet. So do you have any best practices or advice for teams looking to start incorporating technology into their organizations? Yeah. And actually, when we did the MRA conference last year, we did a poll to kind of see where people at from that technology adoption or adoption perspective. 00:24:00:08 - 00:24:26:09 Unknown So, you know, kind of core is digitizing and like finding opportunities to digitize. Are there documents that are in paper form that can be digitized and identifying what those are and kind of moving forward with that? I would say utilizing your vendors so vendors, partners, you know, who is really speaking in that HR Technology space trusted partners that you can lean on to help 00:24:26:09 - 00:24:28:05 Unknown help you with that incorporation. 00:24:28:05 - 00:24:49:10 Unknown You don't have to be a technology expert, but you need to have kind of the right partners and the right vendors that kind of talked about, you know, be curious, you know, look at look at your current processes. I think about that almost every day. Is there a process that I'm doing that I don't need to do because it's very manual and it's not using my human element in order to achieve that? 00:24:49:12 - 00:24:53:02 Unknown Is that something I can put within one of the technologies that are available? 00:24:53:02 - 00:25:06:22 Unknown Yeah. And so kind of that B curious piece. The other thing I'll add to that real quick is, you know, like I remember last year everyone was talking about or me was earlier this year, everyone was talking about techy beauty and what does that technology mean and how are we going to utilize that? 00:25:06:22 - 00:25:27:05 Unknown And I mean, that was true for me too. I was asked by a fellow up here, what did I think about chat and how that was going to change the landscape of human resources and how we adopt technology. And I don't know. So then I look into that. I talk to people who's using chatbot for HR What are they using it for? 00:25:27:07 - 00:25:50:05 Unknown Are there opportunities? You know, and i kind of ask myself these questions rather than why shouldn't i use that you and how should I use that? Or how could I use that? And who else is using it in a really successful way? And would that make sense within our organization? Yeah, absolutely. I always be curious and always be reevaluating your current processes. 00:25:50:07 - 00:26:07:10 Unknown Absolutely. So we've talked a lot about HR Technology implementation with the organization and the employer specifically. But how about from an employee perspective, what are really the benefits of an employee using technology? 00:26:07:10 - 00:26:22:17 Unknown Yes, i think two things i would point out here. One, we've kind of already cover, which is the self-service piece. I mean, there's such a huge value in employees being able to have the data that they want real time, whether that's going in to have access to a system to update their address or is it? 00:26:22:17 - 00:26:34:05 Unknown I want to see what my manager and I collaborated on around performance management last quarter, just to refresh myself, if I'm, you know, kind of keeping up with what we had talked about, 00:26:34:05 - 00:26:46:09 Unknown there's just a huge value in them having real time information and self-serve options. The other piece that I would say is a potential benefit is really how HR 00:26:46:09 - 00:27:07:04 Unknown Can be utilized within your organization. You know, i don't really want to talk to employees about like, here's a copy of last year's w-4. I want them to have access to that so that I can be having really meaningful conversations with our employees. You know, my day is primarily spent talking to employees about, you know, how are they driving their careers forward? 00:27:07:06 - 00:27:35:19 Unknown Are there communication challenges that they're having within the organization that we can walk through and help to strengthen that development for them? How are they learning and growing or things like that that are more of the human element side of HR For sure. Well, you kind of mentioned this chat to bettina. Last question, but everyone always wants to know, like, what's the next biggest technology thing? 00:27:35:19 - 00:28:08:00 Unknown What's the latest and greatest thing? So I guess what trends do you really foresee in the future of our technology and do you have any advice on how HR Professionals can really prepare for these changes? Yeah, you know, i don't know that i would speak to any one specific technology. I think we're going to continue to see more growth in some of our more robust like the risks or hcm technologies we're going to be hearing more about. 00:28:08:02 - 00:28:37:01 Unknown I mean, I think we've just cracked the surface and I don't even know that we're fully utilized in that to its full capabilities within HR So i think more around that artificial intelligence, certainly the automation space as we see our organizations adopting to more automation type technologies for their core line of business. I think our professionals are going to have opportunity to really tap into that, to provide automations for the work that they do. 00:28:37:03 - 00:28:40:12 Unknown Definitely more around integrations. We're seeing a lot with 00:28:40:12 - 00:28:58:07 Unknown technologies that have the ability to integrate with other technologies, but we're also still using some technologies that won't integrate, or they have very limited integration capabilities. So I think we're going to see more around that. And then certainly some of these emerging technologies, you know, and catch up would certainly be an example of that. 00:28:58:07 - 00:29:01:01 Unknown And then I guess maybe I'll answer on the preparing for, 00:29:01:01 - 00:29:03:13 Unknown you know, and I think this kind of just goes back to, 00:29:03:13 - 00:29:23:15 Unknown you know, lean in now so that it almost eases that lift later on. So what aren't you familiar with in the technology space right now, or what gives you hesitation in the technology space? Have, you know, have dialog and learn more about that now because it's not going to get scaled back and it's not going to stay the same. 00:29:23:17 - 00:29:43:19 Unknown We're going to continue to grow this technology experience as we're seen in kind of all areas of our lives. And so kind of jumping on that and starting to take just some initial steps will absolutely benefit folks as they can to as we continue to go. Yeah, absolutely. And there's great resources out there and we'll provide some resources on 00:29:43:19 - 00:29:47:10 Unknown just specific tools or different HR 00:29:47:11 - 00:30:08:10 Unknown Technologies that you can learn more about. But as we wrap wrap up here, are there any other specific platforms, tools or resources that you want to recommend to our listeners and our HR Professionals who are interested in kind of exploring technology in their work. Yeah, absolutely. So, i mean, i would say some of the standard ones, you know, HR 00:30:08:12 - 00:30:35:23 Unknown I asked tools, whatever that might be. Explore what you have, explore what the offering is within that certainly app our applicant tracking systems. I will kind of do a shout out for the recorded interviews where using a technology called badge and we got that through. We got that partnership through our partnership with MRA. But it's been a game changer on the candidate side, both in the candidate experience as well as our internal experience. 00:30:36:00 - 00:30:52:04 Unknown And then I think just this whole piece around document management technologies and automation technologies. So I mentioned we're utilizing OnBase as the technology that we're utilizing. But I think just leaning into those automation processes, it's it's a significant 00:30:52:04 - 00:30:59:00 Unknown value on the side. Yeah, No, that's helpful to hear kind of where you're at and what's been successful for you. 00:30:59:00 - 00:31:19:17 Unknown So that's that's great. But Tricia, I want to thank you for being on the podcast today and really sharing your expertise and tips on the latest in HR Technology. So to our listeners, if you liked our chat and topic today, i would urge you to comment something new that you learn or anything that you really want to add on to this conversation. 00:31:19:18 - 00:31:43:00 Unknown We want to hear what you're doing. What are your trends? What are your ideas? And don't forget to share out this episode and consider joining MRA. If you aren't a member or member already. We have all the resources you need in the show Notes below, including resources on our topic today and Tricia's contact information. If you want to get in touch with her or ask any follow up questions otherwise. 00:31:43:00 - 00:32:03:03 Unknown Thank you so much for tuning in today. And Tricia, thank you again. And that wraps up our content for this episode. Be sure to reference the show notes where you can sign them to connect. For more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minute Thrive so you don't miss out. 00:32:03:04 - 00:32:07:21 Unknown Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.  

Speedinvest - Wenn ein Unternehmen innerhalb kürzester Zeit schnell und stark wächst, braucht es ein HR Team, dass nicht nur die besten Menschen findet, sondern auch am strategischem Geschehen des Unternehmens mitwirkt. In dieser Folge spreche ich mit Aurélie Mädje, ehem. Director of People bei refurbed und nun Portfolio Success beim VC Found Speedinvest. Aurélie kennt sich bestens auf dem Gebiet "Hypergrowth" aus. In nur drei Jahren hat sie in ihrer Rolle beim Wachstum von 60 auf 300 Mitarbeitenden mitgewirkt. Wie sie das mit ihrem Team gestemmt hat und was ihre lessons learned dabei waren, erzählt sie uns in dieser Folge.

Robert Brezosky is a highly experienced Global Human Resources Executive with a successful record of transformational leadership across multiple areas of HR - including HR Operations, Talent Mobility, Early Career Development Programs, Recruiting, and HR Teams, in large multinational organizations, including PwC, The Walt Disney Company, and most recently Netflix. Robert is considered a Visionary Leader who sees possibilities, reimagines the future, and generates excitement and buy-in for a new vision at all levels. In all of Robert's leadership roles, he's built and inspired high-performing teams - he accomplishes this using the approach of “individualization” which means he takes the time to understand and invest in making each team member successful, ultimately enabling his team to perform beyond what was ever imagined. Robert is as committed to his own development as he is to that of his team's development. He's always looking for new ways to contribute to an organization, especially when that involves seeking new and exciting challenges. For example, in January of 2022 with COVID cases surging and Amsterdam on lockdown, Robert packed up and moved there for a one-year assignment to lead HR Operations for Netflix's EMEA region where he quickly set a vision, built a team, and formed trusting relationships to evolve and grow the function. Robert is a master at building relationships, bringing a unique level of candor and authenticity to every interaction, ultimately advancing and accelerating desired business outcomes. One of the things that truly sets Robert apart as a leader is his unique ability to balance empathy with the needs of the business, bringing just the right balance of business acumen and a human element connection to every interaction.Robert is a huge dog lover, and outside of work he is actively engaged in supporting an LA-based dog rescue that he recently helped to establish, known as “Hope for China Dogs Rescue.” His favorite creative outlets are baking, cooking, and hosting parties for friends & family. And, his favorite way to foster a healthy state of mind and body is through regularly hiking some of the beautiful LA trails.email address - ctcadc@gmail.comIn each episode, Jeff and Eric will talk about what emotional intelligence, or understanding your emotions, can do for you in your daily and work life. For more information, contact Eric or Jeff at info@spiritofeq.com, or go to their website, Spirit of EQ.You can follow The Spirit of EQ Podcast on Apple Podcasts, Android, or on your favorite podcast player.New episodes are available on the 2nd and 4th Mondays every month!Please review our podcast on iTunes. Click on the link for an easy, step-by-step tutorial.Music from Uppbeathttps://uppbeat.io/t/roo-walker/deeperLicense code: LB1BTATHVF4VIFGQSpirit of EQ

HR Pioneers - Sustainable HR ist im besten Fall nicht nur ein Schlagwort, sondern Teil der Strategie. Denn spätestens seitdem größere Unternehmen verpflichtet sind, sogenannte ESG Reportings zu machen - und in wenigen Jahren auch kleine Unternehmen mitziehen müssen - werden auch Daten rund um das Soziale im Unternehmen immer relevanter. Mein heutiger Gast ist André Häusling, Founder und CEO der HR Pioneers GmbH. Gemeinsam sprechen wir über den Sustainable HR Trend, wie sich HR Teams heute bereits auf die ESG Reportings vorbereiten können und warum HR das Thema Nachhaltigkeit eine gute Chance für HR sein kann, sich strategisch um Unternehmen zu platzieren.

alphin - Learning & Development ist ein Thema, was aktuell viele HR Verantwortliche beschäftigt. Aber was braucht es wirklich, um die berufliche Entwicklung der Mitarbeitenden zu fördern? In dieser Episode spreche ich mit Peter Kleinert, Head of HR DACH darüber, wie er mit seinem Team ein Weiterbildungsangebot geschaffen hat, das Mitarbeitende motiviert, aktiv ihre berufliche Entwicklung voranzutreiben. Peter gewährt uns wertvolle Einblicke in seine Erfahrung mit Weiterbildungsangeboten und er verrät uns, warum er der Meinung ist, dass HR Teams, gerade in der Projektarbeit, noch viel mehr mit Thesen arbeiten sollten.

In today's episode Aj breaks down his opinion on how HR Teams need to lean into learning more then finding efficiencies.

Many companies have a small HR department, maybe even a couple of people, to handle HR for the entire business. It can be tricky to manage as a small team, but we've put together some best practices to help. In this HR Unplugged episode, we welcomed Lisa Lindsey, Founder, Consultant & Coach of Peale Piper, to share her tips and tricks for small HR teams. Key Moments: What a small HR team looks like When to hire another HR professional Why you should think about company goals How to deal with a lack of leadership support Interview questions to ask before taking a new HR role Why you need to speak the language of the business How to walk away from a role Challenges for small HR teams Why HR teams should embrace technology Key Links: Connect with Lisa on LinkedIn: https://www.linkedin.com/in/llindsey/

I'm so excited to talk to my first guest in this series! I sat down with Jack W. Milligan, a certified Senior Professional in Human Resources (SPHR), and as a Global Professional in Human Resources (GPHR), who I met in 2003. I was taking a class taught by Jack, who throughout his career certified over 1,400 HR professionals.  Jack is an inspiring leader in the HR space, and he shares his background, experience, and what led to his passion to do this for his career that included a major portion in Arizona with ITT. We talk about some of the most significant changes in HR over the last 25 years, and I ask him about his advice for someone coming into this HR world today. Jack talks about the most important thing to have as an HR professional, learning from good and bad bosses, and the values to look for in those you call mentors. We talk about his book, Make More Money!, which talks about negotiating salary and so much more. He discusses the three promises that he makes in the book that are critical to negotiating for yourself. Jack's LinkedIn page can be found here. The link to learn more about Jack's book, click here. For more episodes, visit StacieBaird.com.

In this new episode of the Pearls of Wisdom Podcast we speak to three wonderful people. Debbie Hickman, Pete Thomas and Joe Thomas Please listen and share this episode far and wide. Joe is running 100 miles to raise money for the MDS charity UK. His father Pete has recently been diagnosed with MDS. Donate to Joe's Just giving page here https://www.justgiving.com/page/joe-thomas-ndw100 You can find details of all the guests below: Pete Thomas Pete is a former  Civil Servant who led operational teams and more recently headed up a number of HR Teams in the Treasury, Home Office and the former Department of International Trade. He retired after 43 years service following his MDS diagnosis.   He now is a volunteer at MDS UK. He spends his free time, staying fit in the gym, travelling, learning spanish, climbing boulders and attempting to play golf. Joe Thomas I am a leveraged finance banker who works for Mizuho Financial Group in London. Outside of work, I spend time with my Dad when he's not staying fit in the gym, travelling, learning spanish, climbing boulders and attempting to play golf. You can give to he's Just Giving page that is raising funds for the MDS charity UK here https://www.justgiving.com/page/joe-thomas-ndw100 Debbie Hickman Debbie Hickman is currently Acting CEO of MDS UK.   After nearly four decades as a business manager and entrepreneur, mostly in the bookselling and artisan food sectors, I sold the family businesses and embarked on a creative writing degree in 2018.  Halfway through, and just a few weeks before lockdown, my husband Neil was diagnosed with intermediate-level MDS.  Thankfully I discovered the charity, which proved to be a lifeline for us during the pandemic, especially as I was unable to accompany Neil to clinic appointments or visit him in hospital whilst he recovered from three separate bouts of neutropenic sepsis. Strangely for such a rare disease, my mum had also been diagnosed with low-risk MDS a few years before, but Neil's was considerably more complex.  Tragically, we lost them both on the same day in August 2021.  Raising awareness of MDS, promoting stem cell donation and optimising the care and support of those affected by blood cancers, are causes very close to the hearts of my family and friends.  You can read more of our story at https://mdspatientsupport.org.uk/mds-stories/mds-awareness-day-2021-our-story-by-debbie-hickman/

In der Nachmittagsfolge begrüßen wir heute Julia Kahle, Co-Founder von Heynannyly, und sprechen mit ihr über die erfolgreich abgeschlossene Seed-Finanzierungsrunde in Höhe von 1,6 Millionen Euro.Heynannyly hat eine On-Demand-Plattform entwickelt, die u.a. ausführlich geprüfte und versicherte Kinderbetreuung anbietet. Die Nannys können auf der Plattform für Babysitting oder Hausaufgabenbetreuung gebucht werden. Hierfür können Eltern nach den für sie passenden Kriterien wie Wohnort oder Sprachkenntnisse filtern und gemeinsam mit den Kindern anhand eines Vorstellungsvideos entscheiden, welche Nanny zur Betreuung kommen soll. Die Buchung und der erste Austausch finden ebenfalls auf der Plattform statt. Heynannyly stellt Unternehmen ein HR-Dashboard zur Verfügung, welches es ihnen ermöglicht, Kinderbetreuungszeiten finanziell zu subventionieren und so die Vereinbarkeit von Beruf und Familie in der Firma zu unterstützen. Außerdem hat das Startup sein Portfolio auch um die Betreuung älterer Menschen erweitert, womit es nun den gesamten Lebenszyklus von Mitarbeitenden abdeckt. Mit diesem Angebot können Unternehmen ihre Mitarbeiter regelmäßig und kurzfristig entlasten, Ausfallzeiten reduzieren und die Zufriedenheit steigern. Heynannyly erleichtert die Arbeit von HR-Teams mit einem Rundum-Programm, welches auch eine Erstberatung und Urlaubsprogramme beinhaltet. Das HR-Tech-Unternehmen wurde im Jahr 2022 von Anna Schneider und Julia Kahle in München gegründet. Mittlerweile zählen u.a. RTL, Böhringer Ingelheim, Codecentric, TÜV Süd, Hellmann Worldwide Logistics und die Deutsche Bahn zum Kundenportfolio. Heynannyly wurde auf dem Founder Summit 2022 als Startup des Jahres ausgezeichnet.In einer Seed-Runde konnte das Münchner Unternehmen nun 1,6 Millionen Euro einsammeln. Zu den Kapitalgebern zählen Allygatr, ein auf das Personalwesen spezialisiertes Berliner Family Office, der Hamburger Multi-Corporate-Investor NCA und zahlreiche Business Angels wie der Co-Founder von Clark namens Dr. Marco Adelt sowie die ehemalige Personalleiterin von VW und TUI namens Dr. Elke Eller. Das frische Kapital soll u.a. für den Markteintritt in Österreich eingesetzt werden, der für den Herbst 2023 geplant ist.

The A Better HR Business podcast looks at how consultants and tech firms in the broad Human Resources field grow their businesses; and how they help employers get the best out of their people. Today we're joined on the show by Adam Botterill,  Co-Founder and CEO of Equal Employer®, an exciting new software company aiming to reduce or remove bias in the hiring and promotion processes, through a human-guided approach. In April 2021, together with a friend, Adam set out to improve workplace equality after being frustrated by employers ticking boxes and using people as tokens to validate their stance on EDI. Equal Employer® is a groundbreaking solution that empowers employers to overcome bias during the hiring process and select the most qualified candidates. Their comprehensive software suite includes an applicant tracking system (ATS) auditing tool, which ensures organizations can identify and address bias in their hiring practices. With the Equal Employer® ATS, organizations benefit from a guided and streamlined hiring and promotion process, saving both time and money. The software maintains the human element in decision-making while implementing robust standards to remove bias. Through a user-friendly mobile and web application, organizations can easily monitor and audit their hiring practices to ensure fairness at every step. Equal Employer® is committed to providing equal opportunities for all candidates. Their unique process ensures that every decision-making junction offers an unbiased chance to each individual, allowing organizations to attract and select the most suitable and successful candidates for their businesses. As a recognition of an organization's commitment to fair and ethical recruitment, Equal Employer® offers the highly regarded Equal Employer certification. This certification brings a range of benefits, including performance improvement, cost-saving efficiencies, commitment to DE&I recognition, increased employee retention, enhanced candidate experience, and contribution to an equal society. Equal Employer® serves as a trusted partner in achieving fair hiring practices and creating a more inclusive workplace. Their mission is to unlock the transformative power of equality and diversity within organizations. Thanks, Adam! For show notes and to see details of my previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast WANT MORE CUSTOMERS OR CLIENTS? Want more clients for your HR-related consultancy or HR Tech business? Check out: www.GetMoreHRClients.com/Services. WANT TO START AN HR BUSINESS? Want to launch your own consulting business in the broad Human Resources sector? Check out: www.GetMoreHRClients.com/Start for resources.

In today's episode Aj breaks down a few key points that he hopes HR leaders comprehend and put into action!

Wussten Sie, dass 78 % ihre aktuelle Stelle verlassen würden, wenn das Arbeitsumfeld schlecht für die psychische Gesundheit ist? Zu dem Ergebnis kam unsere HR-Studie, der Recruiting Pulse Check 2023. Anlässlich dieses Ergebnisses sprechen wir in dieser Folge unseres Podcasts mit Jelena Klingenberg zu den Themen mentale Gesundheit am Arbeitsplatz, Employee Wellbeing und Führungskultur. Unter anderem erfahren Sie mehr zu den folgenden Themen: Einflussfaktoren auf die mentale Gesundheit am Arbeitsplatz Wo fängt man an, um dafür zu sorgen, dass es den Mitarbeitenden gut geht? (Präventive) Maßnahmen, die eine langfristige Ausgelassenheit am Arbeitsplatz gewährleisten Was Führungskräfte tun können und müssen Wie man den Spagat zwischen allgemeinen und individuellen Angeboten schafft Jelena ist Gründerin und CEO von hppyppl, einem HR Start-up, dass sich auf menschenzentrierte Unternehmensführung spezialisiert hat. Sie ist Psychologin, erfahrene Führungskraft, Strategin und Coach und verfügt über jahrelange Erfahrung sowohl in Konzernstrukturen, als auch im Aufbau von HR-Teams & Start-ups. Sie ist zweifache Mama und tut alles was sie tut mit Herzblut. Als Keynote Speakerin spricht sie über Fehlerkultur, Organisationsaufbau und Kulturentwicklung. // Zu Jelena Klingenbergs Linkedin-Profil Zur Website von hppyppl Zum Recruiting Pulse Check 2023

Ziegert Group - Meine heutige Gästin ist Svetlana Stockmann, Chief People Office bei der Ziegert Group. Svetlana war schon immer der festen Überzeugung, dass HR ins C-Level gehört und ist selbst nie müde geworden, sich in ihrem Unternehmen genau dafür einzusetzen - mit Erfolg! In dieser Episode sprechen wir darüber, warum eine strategisch ausgerichtete Personalabteilung mit einem C-Level-Repräsentatnen hilfreich ist und was es braucht, um als Unternehmen genau da hinzukommen.

Du bist auf Job-Suche oder willst dir einen Überblick über die besten Arbeitgeber der Startup-Szene verschaffen? Dann bist Du vielleicht bei Personio genau richtig!Personio bietet eine ganzheitliche HR-Plattform für kleine und mittelständische Unternehmen mit 10 bis 2.000 Mitarbeitenden und hat weit über 6.000 Kunden. Der Softwareanbieter hat Standorte in München, Berlin, Madrid, Barcelona, London, Dublin und Amsterdam und verfolgt das Ziel Personalprozesse so transparent und effizient wie möglich zu gestalten, damit sich HR-Teams auf das Wichtigste konzentrieren können: die Mitarbeitenden. Erst im Juni 2022 erhielt Personio in einer erweiterten Serie E insgesamt 470 Millionen US-Dollar mit einer Bewertung von 8,5 Milliarden US-Dollar.In der dritten Folge von Work with Us bekommst Du spannende Insights von Personio und kannst genau abgleichen, ob das achtfache Unicorn auch mit Deinen Vorstellungen übereinstimmt. Unsere Moderatorin Anita Knappe trifft dafür Cassandra Hoermann, Head of People Experience bei Personio, die das Unternehmen in einem ausführlichen Unternehmensporträt vorstellt.In der Folge werden unter anderem folgende Fragen beantwortet:Was macht Personio?Was kennzeichnet eure Unternehmenskultur?Was macht Euch besonders?Was bietet ihr Euren Mitarbeitenden?Work with Us ist die neue Podcast-Reihe von Startup Insider (www.startup-insider.com). Hier findest Du ab sofort Porträts der besten Arbeitgeber der deutschen Startup-Szene, vorgestellt von unserer Moderatorin Anita Knappe. Schau doch gerne mal im eigenen Podcast-Channel "Work With Us" vorbei. Falls auch Du dein Unternehmen vorstellen möchtest, schreibe gerne an podcast@startup-insider.com Mehr zu Personio:Website: (https://www.personio.de/)Offene Stellen: (https://personio.jobs.personio.de/)Startup Insider Podcast-Interview mit Christian Eggert, Head of Product bei Personio, über die Series-E-Runde i.H.v. ingesamt 470 Mio. US-Dollar : (https://lnk.to/personio-back)

It's no secret that emotional intelligence (EI) is a key ingredient to success. After all, how can you lead and inspire others if you can't relate to them emotionally? Join Bethany Adams and host Shari Simpson as they discuss what exactly emotional intelligence is and how you can develop it in yourself and your team. Guest: Bethany J. Adams, MA, SHRM-SCP, Associate Director - Marketing & Strategy, Villanova University Bethany Adams has more than 15 years of experience in HR and education.  She began her career working in training and development and HR in the restaurant and retail industries. She has experience in both small, privately-owned businesses and large, Fortune 500 organizations. Bethany holds a BA in Psychology, MA in Organizational Management, and the SHRM-SCP certification.  She currently teaches at Villanova University and serves as the Associate Director of Marketing & Strategy for the Villanova Graduate Programs in Human Resource Development.  Bethany has spoken at a wide variety of HR & education conferences throughout the country on topics including strategic HR, design thinking, diversity, equity, and inclusion, and emotional intelligence.  Bethany hosts an HR podcast called HR Tea. Mentioned in the episode: Book: No Hard Feelings: https://amzn.to/3HimeK0 Book: Atlas of the Heart: https://amzn.to/3P50UJT Brene Brown Podcast: https://brenebrown.com/podcasts/ Bethany Adams: https://www.linkedin.com/in/bethanyjadams/

DELTACON - Mein heutiger Gast ist Oliver Hohmann. Oliver ist Geschäftsführer bei Deltacon und ein echter Experte für Executive Search in der Digital-, Medien- und Werbebranche. In dieser Podcastfolge sprechen wir über Do's and Don'ts beim Recruiting und warum Headhunter sowie HR-Teams ein Verständnis für die Unternehmenskultur und ein umfassendes Branchen-Know-how haben müssen. Link zur Trendstudie: GRID 2022 - Die wichtigsten Trends in der Recruitingbranche

Today I'm joined on the show by Brenda Laughlin and Brian Turk, Managing Partners and Co-Founders at Enavrio, a global HR Transformation and Technology consulting network, independent collective, and solution marketplace —a space for all HR Technology Experts. Enavrio was founded by Brenda Laughlin and Brian Turk - leaders with extensive histories working in HR, HR technology, and consulting services - based on a desire to consolidate, align, and leverage the best of what the HR tech industry has to offer. Enavrio serves four distinct audiences: HR leaders and HR teams seeking external support and expertise. Independent HR Tech consultants wanting to work on cool projects. HR Tech vendors seeking help with implementation projects for clients. Consultancies seeking additional support. Visit Enavrio.  For show notes and to see details of my previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast.

Wie findet sich der erfolgreichste Freiwasserschwimmer der Welt als Personalchef zurecht? Gut, wie unser Dialog mit Thomas Lurz, HR Director bei s. Oliver, zeigt. Das könnte allerdings auch am ausgeprägten Pragmatismus des zwölfmaligen Weltmeisters liegen – und seiner Zielstrebigkeit. Perfektionist sei er nicht, aber jemand, der sich mit Erfolg gegen Selbstzweifel zu stemmen gelernt hat. Neben seiner HR-Verantwortung motiviert und coacht Lurz Manager und Führungskräfte, sein Marketing bewirbt ihn als „den härtesten unter den harten Kerlen“. Aufgeben? Keine Option! „Wenn ein Mensch ein Ziel vor Augen hat, gibt ihm das immer wieder neue Kraft“, sagt Thomas im Gespräch mit Personalwirtschaft-Chefredakteur Cliff Lehnen. Das seinige: „Ich möchte jeden Tag ein bisschen besser werden und meinem Team sowie den Mitarbeitenden dabei helfen, dasselbe zu tun.“ Doch Härte und Selbstdisziplin sind nicht alles im Leben des HR Directors. Ironie, Spaß, die Familie und das Netzwerken dürften auch nicht zu kurz kommen – und Regeneration. Denn Erfolg kann nur haben, wer Ruhepausen einlegt – etwas, woran Thomas Lurz eigenen Aussagen nach noch arbeitet. Diese Folge wird präsentiert von stellenanzeigen.de – und das darf sich gern auch lohnen. Dein 10-%-Gutscheincode von stellenanzeigen.de: Erhalte 10 % Rabatt auf den Kauf einer Online-Stellenanzeige (Laufzeit 60 Tage) mit dem Code „Highlight“ im https://www.stellenanzeigen.de/arbeitgeber/stellenanzeige-schalten?utm_source=personalwirtschaft&utm_medium=podcast&utm_campaign=highlight (Online-Shop). Stellenanzeigen.de – Machen Sie Ihren Job zum Highlight für Bewerber. Genug gehört? Natürlich haben wir auch etwas zum Lesen: Was sonst noch in der HR-Szene geschieht, erfährst du in unseren anderen Medienangeboten – ständig aktuell unter https://www.personalwirtschaft.de/ (www.personalwirtschaft.de), wöchentlich mit unserem https://www.personalwirtschaft.de/newsletter.html (Newsletter )oder natürlich monatlich in unseren https://magazin.personalwirtschaft.de/ (Magazinen) (E-Paper und Printversion). HR-Teams ab zwei Personen empfehlen wir unser https://magazin.personalwirtschaft.de/ (Team-Abo): Erhaltet einen Rabatt von 40 % und mehr!

In der Mittagsfolge sprechen wir heute mit Hanna Asmussen, CEO und Co-Founder von Localyze, über die erfolgreich abgeschlossene Series-B-Finanzierungsrunde in Höhe von 35 Millionen US-Dollar. Localyze hat eine Softwarelösung entwickelt, die alle Aspekte der Mobilität von Mitarbeitenden vereinfachen soll. Diese reicht in ihrem Umfang von internationalen Relocations bis hin zu temporären Versetzungen. Die All-in-One Lösung hilft HR-Teams bei den administrativen Herausforderungen, die den steigenden Anforderungen von Mitarbeitenden an die Standort-Flexibilität gerecht werden müssen. Zum Angebotsportfolio gehört somit auch die Automatisierung von Visums- und Anmeldungsprozessen sowie die Unterstützung bei der Einrichtung eines Bankkontos oder dem Abschließen einer Versicherung. Localyze wurde im Jahr 2018 von Hanna Asmussen, Lisa Dahlke und Franzi Löw in Hamburg gegründet. Seit der Series-A-Finanzierungsrunde im Jahr 2021 hat sich der Umsatz des Unternehmens versechsfacht und der Kundenstamm mehr als verdreifacht. Bis 2030 möchte das Unternehmen 100 Millionen Menschen ermöglichen, über Grenzen hinweg zu arbeiten. Nun hat das Software-Startup bekanntgegeben, dass es in einer Series-B-Finanzierungsrunde unter der Führung von General Catalyst 35 Millionen US-Dollar eingesammelt hat. General Catalyst ist eine Risikokapitalgesellschaft, die Frühphasen- und Wachstumsinvestitionen in Unternehmen tätigt, die einen positiven Einfluss auf die Gesellschaft haben. Zum Portfolio gehören u.a. Airbnb, GitLab, Kayak, Deliveroo, Spinny, Snapchat, Qumas, Highfive, Fundbox, Cozy, Big Fish, AiDoc und Stripe. Zudem beteiligten sich u.a. auch der Visionaries Club, der Web Summit Fund, Frontline Ventures sowie Business Angel und CEO von Remote namens Job van der Voort an der Serie B. Das Global Mobility Unternehmen möchte bis Ende des Jahres in die USA und Kanada expandieren und im Jahr 2023 die ersten Länder in Asien erschließen. Neben der Marktexpansion wird Localyze auch stark in die Produktentwicklung investieren, um die Userexperience weiter zu verbessern. Um diese ambitionierten Ziele zu erreichen, initiierte Localyze die Übernahme von Trueplan, welches ein Portfoliounternehmen von Lead Investor General Catalyst ist. Die neu dazugewonnenen Mitarbeitenden aus den Engineering- und Sales-Abteilungen werden das Hamburger Jungunternehmen dabei unterstützen, das Produkt zu verbessern und den US-Markt zu erschließen. One more thing wird präsentiert von OMR Reviews – Finde die richtige Software für Dein Business. Wenn auch Du Dein Lieblingstool bewerten willst, schreibe eine Review auf OMR Reviews unter https://moin.omr.com/insider. Dafür erhältst du einen 20€ Amazon Gutschein.

In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Luke Switkowski about the impact of the economic downturn on HR teams. With more than a decade of Workday experience and as the CEO and co-founder of Kognitiv, Luke (https://www.linkedin.com/in/luke-switkowski/) oversees sales and emerging services/products for Kognitiv. Most notably Rooster, a candidate scheduling platform that is fully integrated with Workday. Prior to co-founding Kognitiv in 2016, Luke spent 5 years managing the Workday post-production practice at Meteorix (acquired by IBM). Luke holds a BS from Georgia Tech and has spent time growing up in Europe, and in the Midwest and South of the US. Please consider supporting the podcast on Patreon and leaving a review wherever you listen to your podcasts! Head over to setapp.com/podcast to listen to Ahead of Its Time. Check out BetterHelp.com/HCI to explore plans and options! Go to cardiotabs.com/innovations and use code innovations to get a free Mental Health Pack featuring Cardiotabs Omega-3 Lemon Minis and Curcumin when you sign up for a subscription. Check out Zapier.com/HCI to explore their business automations! Check out the HCI Academy: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn Alchemizing Human Capital Newsletter. Check out Dr. Westover's book, The Future Leader. Check out Dr. Westover's book, 'Bluer than Indigo' Leadership. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership. Check out the latest issue of the Human Capital Leadership magazine. Each HCI Podcast episode (Program, ID No. 592296) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Learn more about your ad choices. Visit megaphone.fm/adchoices

In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Guy Atzmon about ways HR teams can utilize video platforms to level up amongst stakeholders. See the video here: https://youtu.be/rw1Q6dDfZL8. Guy Atzmon ( https://www.linkedin.com/in/gatzmon/) joined SundaySky to form and lead the in-house creative department. Today, he oversees personalized video solutions for global brands, implementing them into our vertical offerings and platform strategy. Guy started his career as a freelance print, web and video graphic designer for the fashion, nightlife and film industries in New York. In 2003, Guy joined RhinoFX, a top visual effects and design studio. His work at RhinoFX gained him the prestigious “First Boards Award” for up-and-coming talent in the motion graphics field. His work was also featured in online and print publications such as Shots, Boards, motionographer.com and many more. In 2007, Guy joined the creative department of BBDO Israel, one of the top advertising agencies in the world. Guy graduated with honors from the computer arts department of the School of Visual Arts in New York. Please consider supporting the podcast on Patreon and leaving a review wherever you listen to your podcasts! Head over to setapp.com/podcast to listen to Ahead of Its Time. Check out BetterHelp.com/HCI to explore plans and options! Go to cardiotabs.com/innovations and use code innovations to get a free Mental Health Pack featuring Cardiotabs Omega-3 Lemon Minis and Curcumin when you sign up for a subscription. Check out Zapier.com/HCI to explore their business automations! Check out the HCI Academy: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn Alchemizing Human Capital Newsletter. Check out Dr. Westover's book, The Future Leader. Check out Dr. Westover's book, 'Bluer than Indigo' Leadership. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership. Check out the latest issue of the Human Capital Leadership magazine. Each HCI Podcast episode (Program, ID No. 592296) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Learn more about your ad choices. Visit megaphone.fm/adchoices

Karina Bensko, SPHR, Director, HR Business Partner at Brightcove, joins us to discuss why HR teams need to do more,

Welcome to Reimagining Company Culture, a series discussing emerging trends and priorities shaping the future of workplace culture and employee wellbeing. We highlight thought leaders who are constantly evolving their strategy and can provide insight to folks about how to address new business challenges.  AllVoices is on a mission to create safe, happy, and healthy workplaces for all, and we're excited to learn from experts who share our mission. In this episode of Reimagining Company Culture, we're chatting with  Necole Jones, Global Human Resources Leader.  Necole is a certified human resources professional offering more than 20 years in human resources competencies in both large corporate and small non-profit settings with a client base including non-exempt, exempt, sales, corporate support functions, Vice Presidents.Tune in to learn Necole's thoughts on patterns in the evolution of people and talent, identifying hidden dangers, showing up for the full lives of employees,  and more!About AllVoices In today's workforce, people often don't feel empowered to speak up and voice their opinions about workplace issues, including harassment, bias, and other culture issues. This prevents company leadership from making necessary changes, and prevents people from feeling fulfilled, recognized, and included at work. At AllVoices, we want to change that by providing a completely safe, anonymous way for people to report issues directly to company leaders. This allows company leadership real transparency into what's happening in their companies—and the motivation to address issues quickly. Our goal is to help create safer, more inclusive companies.

In der Mittagsfolge begrüßen wir heute Christian Eggert, Head of Product von Personio (ehemalig CEO und Co-Founder von Back), und sprechen mit ihm über eine erfolgreiche Aufstockung der Finanzierungsrunde von 200 auf 470 Millionen US-Dollar sowie über die Übernahme des Employee Experience Startups Back. Personio entwickelt eine HR-Plattform für Unternehmen zwischen 10 und 2.000 Mitarbeitenden. Dabei verfolgt der Software-Anbieter einen holistischen Ansatz und bietet eine All-in-One Lösung von Recruiting über Personalverwaltung bis hin zur Lohnabrechnung an. Das Startup wurde im Jahr 2015 von Ignaz Forstmeier, Hanno Renner, Roman Schumacher und Arseniy Vershinin in München gegründet. Mittlerweile hat die ganzheitliche HR-Plattform noch weitere Sitze in Berlin, Madrid, Barcelona, London, Dublin und Amsterdam. Mit der People Workflow Automation wird ein Kundenstamm aus über 6.000 Unternehmen betreut. Das Münchner Startup hat die Übernahme des Berliner Startups Back angekündigt. Das junge Unternehmen bietet eine Employee Experience Lösung an, die wichtige Personalprozesse automatisiert. Mithilfe eines interaktiven Ticketsystems sowie von Wissensmanagement und Workflow-Automatisierung hilft die Software von Back Personalabteilungen bei der Bearbeitung von Mitarbeiteranfragen über alltägliche Kommunikationskanäle wie Slack oder Microsoft Teams und versendet automatisierte Antworten auf häufig gestellte Fragen. Diese Lösung lässt sich mit dem Ansatz der People Workflow Automation von Personio verbinden, um HR-Teams zu ermöglichen, abteilungs- und toolübergreifend zu arbeiten. Back wurde im Jahr 2018 von Christian Eggert und James Lafa gegründet. Nachdem Personio im Oktober 2021 eine Series-E-Finanzierungsrunde in Höhe von 200 Millionen US-Dollar abgeschlossen hatte, haben sie nun eine Aufstockung der Serie E auf 470 Millionen US-Dollar bekanntgegeben. Die zuletzt im Oktober 2021 ermittelte Unternehmensbewertung steigt damit im selben Zug von 6,3 Milliarden US-Dollar auf 8,5 Milliarden US-Dollar. Die erneute Finanzierungsrunde wurde von dem Bestandsinvestor Greenoaks angeführt. Der US-amerikanische Early-Stage Investor hat u.a. Canva, Discord, Deliveroo, Klaviyo, Zetwerk, Wiz, Vercel, TripActions, Toast, Tipalti, Sea, Scale.ai, Robinhood, Rippling, QuintoAndar, Papaya Global, Motive,Kavak, Flipkart, Databricks, Coupang, Cockroach Labs, Checkout.com, Brex, Airwallex, Airtable und Stripe im Portfolio. Das frische Kapital soll für die team- und applikationsübergreifende Automatisierung von Personalprozessen eingesetzt werden.

Karina Bensko, SPHR, Director, HR Business Partner at Brightcove, joins us to discuss why HR teams need to do more,

Felicitas von Kyaw war Personalchefin bei Vattenfall, Coca-Cola und ist nun bei Vodafone. All ihre Stationen waren und sind geprägt von Change-Management-Aufgaben. Ob das mit einer bewegten Kindheit als Diplomatentochter zusammenhängt? Jedenfalls haben ihre Eltern und deren Diplomatenleben sie viel dessen gelehrt, was heute ihr Steckenpferd ist: der Umgang mit Wandel und ihre Funktion als Brückenbauerin. Auch als Coach ist sie vom Thema Transformation fasziniert und vom Menschen an sich. Deshalb zieht es sie immer wieder in neue Umfelder, fremde geografische Gebiete und hin zu neuen Facetten eines Themas, die sie zuvor noch nicht erkundet hatte. Das kann manchmal anstrengend werden. Doch Feli hat im Malen und im Miteinander mit Familie und Freunden ihre Methoden zum Krafttanken gefunden, wie sie Personalwirtschaft-Chefredakteur Cliff Lehnen im Gespräch sagt. Eine Loyalität, die im Kontrast zu ihrem abwechslungsreichen Leben stehen könnte, es aber als Ruhepol ergänzt. So kann sie sich ihrer heutigen Leidenschaft, der beruflichen Auseinandersetzung mit Transformation und ständigem Aufbruch, gestärkt widmen. Diese Folge wird präsentiert von stellenanzeigen.de – und das darf sich gern auch lohnen. Dein 10-%-Gutscheincode von stellenanzeigen.de: Erhalte 10 % Rabatt auf den Kauf einer Online-Stellenanzeige (Laufzeit 60 Tage) mit dem Code „Highlight“ im https://www.stellenanzeigen.de/arbeitgeber/stellenanzeige-schalten?utm_source=personalwirtschaft&utm_medium=podcast&utm_campaign=highlight (Online-Shop). Stellenanzeigen.de – Machen Sie Ihren Job zum Highlight für Bewerber. Genug gehört? Zur Abwechslung haben wir auch etwas zum Lesen: Was sonst noch in der HR-Szene geschieht, erfährst du in unseren anderen Medienangeboten – ständig aktuell unter http://www.personalwirtschaft.de/ (www.personalwirtschaft.de), wöchentlich mit unserem https://www.personalwirtschaft.de/newsletter.html (Newsletter) oder natürlich monatlich in unseren https://magazin.personalwirtschaft.de/ (Magazinen) (E-Paper und Printversion). HR-Teams ab zwei Personen empfehlen wir unser https://magazin.personalwirtschaft.de/ (Team-Abo): Erhaltet einen Rabatt von 40 % und mehr!

Karina Bensko, SPHR, Director, HR Business Partner at Brightcove, joins us to discuss why HR teams need to do more,

Ob als Netzwerker auf Veranstaltungen, HR-Experte in Australien, Google-Personalchef für Nordeuropa oder aktuell als BPM-Präsidiumsmitglied und Personalleiter der Zeit Verlagsgruppe – Frank Kohl-Boas ist auf einer ständigen Reise, um seine Grenzen stets einen Schritt weit zu überqueren. Dabei fühlt er sich gerne „uncomfortably excited“ und entwickelt sich bestenfalls parallel zu seinem Arbeitgeber und seinen Kolleginnen und Kollegen weiter. Das Zusammenspiel zwischen Macht und Fairness fasziniert ihn. „Ich habe immer wieder erlebt, dass Mitarbeitende für Aufgaben zuständig sind, aber gar nicht die Befugnis haben, diese wirklich anzugehen“, sagt er im Gespräch mit Personalwirtschaft-Chefredakteur Cliff Lehnen. Wir lernen Frank Kohl-Boas als Weltenbummler, leidenschaftlichen HR-Netzwerker und versierten Juristen kennen – und erfahren, was seine größte Schwäche ist und in wen er sich neu verliebt hat… Diese Folge wird präsentiert von stellenanzeigen.de – und das darf sich gern auch lohnen. Dein 10-%-Gutscheincode von stellenanzeigen.de: Erhalte 10 % Rabatt auf den Kauf einer Online-Stellenanzeige (Laufzeit 60 Tage) mit dem Code „Highlight“ im https://www.stellenanzeigen.de/arbeitgeber/stellenanzeige-schalten?utm_source=personalwirtschaft&utm_medium=podcast&utm_campaign=highlight (Online-Shop). Stellenanzeigen.de – Machen Sie Ihren Job zum Highlight für Bewerber. Genug gehört? Zur Abwechslung haben wir auch etwas zum Lesen: Was sonst noch in der HR-Szene geschieht, erfährst du in unseren anderen Medienangeboten – ständig aktuell unter http://www.personalwirtschaft.de/ (www.personalwirtschaft.de), wöchentlich mit unserem https://www.personalwirtschaft.de/newsletter.html (Newsletter) oder natürlich monatlich in unseren https://magazin.personalwirtschaft.de/ (Magazinen) (E-Paper und Printversion). HR-Teams ab zwei Personen empfehlen wir unser https://magazin.personalwirtschaft.de/ (Team-Abo): Erhaltet einen Rabatt von 40 % und mehr!

In this episode of the RecruitingDaily Podcast, William speaks with Mark Fordham of CareerArc about how Covid has affected HR teams in different regions.Mark is the chief revenue and client officer at CareerArc, where he leads an exceptional team of client-centric sales professionals, onboarding specialists, support gurus, and client success fanatics.What's next for many of us is changing. Your company's ability to hire great talent is as important as ever – so you'll be ready for whatever's ahead. Whether you need to scale your team quickly or improve your hiring process, Greenhouse gives you the right technology, know-how and support to take on what's next.

In unserer Mittagsfolge sprechen wir heute mit Jonas Rieke, COO von Personio, unter anderem über die aktuellste Finanzierungsrunde in Höhe von 270 Millionen US-Dollar, durch die das Unternehmen zu einem der wertvollsten Startups Deutschlands geworden ist. Das Münchener Startup entwickelt Softwarelösungen, durch die es Unternehmen möglich sein soll, alle Prozesse im Bereich Human Recources zu digitalisieren und zu vereinfachen. Laut Personio nutzen bereits 5.000 Kundinnen und Kunden die Tools des HR-Entwicklers. Mit seiner Series-E-Finanzierungsrunde im Oktober konnte das Startup weitere Investoren von sich überzeugen und 270 Millionen US-Dollar einsammeln. Die Runde wird von Greenoaks Capital Partners angeführt. Altimeter und Alkeon Capital sind ebenfalls beteiligt. Sie folgte auf eine Series D im Januar 2021 in Höhe von 125 Millionen US-Dollar, durch die es den Unicorn-Status erlangt hatte. Mit dem frischen Kapital befindet sich Personio mit einer Bewertung von 6,3 Milliarden US-Dollar neben Celonis und N26 unter den wertvollsten Startups Deutschlands. Im Gespräch mit Jonas geht es neben der Finanzierungsrunde auch um die Expansion in weitere europäische Märkte sowie die Produkterweiterungen bei Personio. Zu den neuen Produkten zählt unter anderem das sogenannte People Workflow Automation, das es HR-Teams das Arbeiten über Teams und Tools hinweg ermöglichen soll, indem es fragmentierte Personalprozesse in automatisierte Workflows umwandelt. Durch Jonas erhalten wir einen spannenden Einblick in HR-Prozesse und die Entstehungsgeschichte von Personio. One more thing wird präsentiert von OMR Reviews – Finde die richtige Software für Dein Business. Wenn auch Du Dein Lieblingstool bewerten willst, schreibe eine Review auf OMR Reviews unter https://moin.omr.com/insider. Dafür erhältst du einen 20€ Amazon Gutschein.

HR pros know you've got to celebrate the wins. In this episode, Sarah reflects on this year in HR, counts down our top five videos of the year, and celebrates our 100th episode! Find us at https://www.bernieportal.com/hr-party-of-one/ (https://www.bernieportal.com/hr-party-of-one/) BerniePortal: The all-in-one HRIS that makes building a business & managing its people easy.  http://bit.ly/2NEQ5Qb (http://bit.ly/2NEQ5Qb) What is an HRIS? https://bit.ly/what-is-an-hris (https://bit.ly/what-is-an-hris) BernieU: Your free one-stop shop for compelling, convenient, and comprehensive HR training and courses that will keep you up-to-date on all things human resources.  Approved for SHRM & HRCI recertification credit hours. Enroll today! https://university.bernieportal.com/ (https://university.bernieportal.com/) The HR Party of One Blog https://blog.bernieportal.com/en/hr-party-of-one?hsCtaTracking=b3b92578-8739-4cfd-b1ca-97b75053c111%7Cfc88f7d2-eafe-4e2f-b269-3cd9d1d6950c (https://blog.bernieportal.com/en/hr-party-of-one?hsCtaTracking=b3b92578-8739-4cfd-b1ca-97b75053c111%7Cfc88f7d2-eafe-4e2f-b269-3cd9d1d6950c) Join the HR Party of One Linkedin Group! https://www.linkedin.com/groups/12527070/ (https://www.linkedin.com/groups/12527070/) ▬ Episode Resources & Links ▬▬▬▬▬▬▬▬▬▬ COBRA Subsidy: Who's Eligible, How it's Funded, and How to Deliver Notices to Employees https://youtu.be/Ff--5-YgazI (https://youtu.be/Ff--5-YgazI) How Expiring Federal Unemployment Benefits Could Impact Employers https://youtu.be/LFlqJZeMHLM (https://youtu.be/LFlqJZeMHLM) What HR Needs to Know About the Federal Vaccine Mandate https://youtu.be/kXk_TmaLZEs (https://youtu.be/kXk_TmaLZEs) OSHA Releases Biden's Vaccine Mandate: How to Do It Right https://youtu.be/UpBsk3zhOl8 (https://youtu.be/UpBsk3zhOl8) Employee Retention Strategies for HR Teams to Use in 2021 https://youtu.be/yvMw7OLejgo (https://youtu.be/yvMw7OLejgo) Holidays with HR: How to Plan Your Office Party and Why https://youtu.be/8HFJTlrY1rc (https://youtu.be/8HFJTlrY1rc) How Workplace Transparency Boosts Retention https://youtu.be/QAoVTdiD1xE (https://youtu.be/QAoVTdiD1xE) Satisfaction and Retention: How Taking Surveys Can Help You Keep Employees https://youtu.be/aqiYvK2_95M How to Conduct a Phone Interview Best Practices https://youtu.be/hMJXVXEHPnk (https://youtu.be/hMJXVXEHPnk) How to Conduct a Face to Face Interview Tutorial https://youtu.be/56KG2Sb-w6I (https://youtu.be/56KG2Sb-w6I) How to Conduct the Recruitment Process: 7 Stages of Hiring https://youtu.be/rsG2K9zGW8I (https://youtu.be/rsG2K9zGW8I) How HR Can Help Train Managers to Be Better at Coaching, Recruiting, and Compliance https://youtu.be/r24zjMYi5wM (https://youtu.be/r24zjMYi5wM) How to Take Over as the New HR Professional in an Organization https://youtu.be/NzvPWR2n0MA (https://youtu.be/NzvPWR2n0MA) 5 HR Tips You Need to Make Your Company More Effective https://youtu.be/Jdm39pFktEU (https://youtu.be/Jdm39pFktEU) What is a Hybrid Work Model? https://youtu.be/ut-TBdHQAiw (https://youtu.be/ut-TBdHQAiw) OSHA Releases Biden's Vaccine Mandate: How to Do It Right https://youtu.be/UpBsk3zhOl8 (https://youtu.be/UpBsk3zhOl8) HSA and HDHP Limits for 2022 https://youtu.be/KqbCYNheofQ (https://youtu.be/KqbCYNheofQ) FAQ: How to Fill Out the EEO-1 Form https://youtu.be/QJCyraBsbLY (https://youtu.be/QJCyraBsbLY) Best HR Certifications Human Resources Pros Need in 2022 https://youtu.be/BOXIg2Meq-8 (https://youtu.be/BOXIg2Meq-8) Employee Retention Strategies for HR Teams to Use in 2021 https://youtu.be/yvMw7OLejgo (https://youtu.be/yvMw7OLejgo) ▬ Social Media ▬▬▬▬▬▬▬▬▬▬▬ ► LinkedIn: https://www.linkedin.com/company/bernieportal (https://www.linkedin.com/company/bernieportal) ► Twitter: https://twitter.com/HRPartyofOne (https://twitter.com/HRPartyofOne) ►...

Jannis Tsalikis ist Personaler by heart und by training: Nicht nur übt er den Job HR seit rund 20 Jahren aus – er hat vorab auch BWL mit Personal-Schwerpunkt studiert. Seit mehr als zehn Jahren ist er bekannt als einer der führenden Netzwerker der HR-Szene. Aktuell hinterlässt er als HR Director bei Lautsprecher Teufel, Autor des Buchs „HR True Story“ und Mitveranstalter des HR-Barcamps seine Spuren. Das Entwickeln innovativer Lösungen und Teamarbeit auf Augenhöhe sind ihm wichtig. Sein Handeln beschreibt er als „tendenziell unkonventionell“. Weniger eindeutig ist seine Beziehung zur Aufmerksamkeit. Zum einen sucht er das Rampenlicht, zum anderen beäugt er selbstkritisch, was er in der Öffentlichkeit sagt und tut. Vor etwa fünf Jahren hatten wir mit Jannis bereits über seinen Werdegang gesprochen – damals war er, nach diversen Stationen in der Werbe- und Kreativwirtschaft, HR Director bei VICE Media in Berlin. Seinen CV und unsere Fragen dazu findet ihr unter http://www.pwgo.de/cv-jannis (www.pwgo.de/cv-jannis). Übrigens: Was sonst noch in der HR-Szene geschieht, erfährst du in unseren anderen Medienangeboten – ständig aktuell unter http://www.personalwirtschaft.de/ (www.personalwirtschaft.de), wöchentlich mit unserem https://www.personalwirtschaft.de/newsletter.html (Newsletter) oder natürlich monatlich in unseren https://magazin.personalwirtschaft.de/?utm_source=Newsletter&utm_medium=Banner&utm_campaign=Magazin%20Gratismonat (Magazinen) (E-Paper und Printversion). Ganz neu: Unser Team-Abo. HR-Teams ab zwei Personen erhalten einen Rabatt von 40 Prozent und mehr auf unser Abonnement. Testet das einmonatige Probe-Abo oder das günstige Team-Abo gerne unter https://magazin.personalwirtschaft.de/ (https://magazin.personalwirtschaft.de/). --- Diese Folge wird präsentiert von http://www.stellenanzeigen.de/ (stellenanzeigen.de)– Machen Sie Ihren Job zum Highlight für Bewerber! stellenanzeigen.de bietet die individuelle Erstellung Ihrer Online-Stellenanzeige. So ist Ihr Unternehmen optimal präsentiert, passend in Ihrem Corporate Design. Die Schaltung Ihrer Anzeigen innerhalb von 24 Stunden ermöglicht schnelle Ergebnisse, eine schnelle Bewerberansprache und somit eine zeitnahe Besetzung Ihrer offenen Stellen. 10-Prozent-Gutscheincode von stellenanzeigen.de: Erhalten Sie 10 Prozent Rabatt auf den Kauf einer Online-Stellenanzeige (Laufzeit 60 Tage) mit dem Code „Highlight“ im https://www.stellenanzeigen.de/arbeitgeber/stellenanzeige-schalten?utm_source=personalwirtschaft&utm_medium=podcast&utm_campaign=highlight (Online-Shop).

Als Recruiting-Chefin stellt sie mit ihrem Team jedes Jahr für die Deutsche Bahn derart viele Menschen ein, dass diese eine Kleinstadt formen könnten. Dabei geht Kerstin als HR-Pionierin immer wieder neue Wege, führt rund 800 Mitarbeitende motiviert und zielstrebig in neues Terrain und gilt als eine der Verfechterinnen von Frauenförderung in der Unternehmenswelt. Diese Dinge sind herausfordernd. Auf ihre Frohnatur mit Ansteckungspotential aber wirkt sich dieser Berg an Arbeit laut Kolleg:innen und Bekannten nicht aus. Wie sie das scheinbar Unmögliche möglich macht, und trotzdem ihre gute Laune behält, erzählt Kerstin im Gespräch: „Es ist wichtig, dass man selbst an etwas glaubt und begeistert ist. Wenn ich für etwas brenne, kann ich auch andere für das Thema entzünden.“ Man kann die Oberschwäbin aber auch aus dem Konzept bringen: Wenn sie auf Lern- und Potenzialverweigerer oder unambitionierte Menschen trifft, muss sie ihren Ärger in Zaum halten. Zur Abwechslung haben wir auch etwas zum Lesen: Was sonst noch in der HR-Szene geschieht, erfährst du in unseren anderen Medienangeboten – ständig aktuell unter http://www.personalwirtschaft.de/ (www.personalwirtschaft.de), wöchentlich mit unserem https://www.personalwirtschaft.de/newsletter.html (Newsletter) oder natürlich monatlich in unseren Magazinen (E-Paper und Printversion). Ganz neu: Unser Team-Abo. HR-Teams ab zwei Personen erhalten einen Rabatt von 40 % und mehr auf unsere E-Paper/Print-Abos. Testet das einmonatige Probe-Abo oder das günstige Team-Abo gerne unter https://magazin.personalwirtschaft.de/ (https://magazin.personalwirtschaft.de/). Diese Folge wird präsentiert von stellenanzeigen.de. Dein 10-%-Gutscheincode von stellenanzeigen.de: Erhalte 10 % Rabatt auf den Kauf einer Online-Stellenanzeige (Laufzeit 60 Tage) mit dem Code „Highlight“ im https://www.stellenanzeigen.de/arbeitgeber/stellenanzeige-schalten?utm_source=personalwirtschaft&utm_medium=podcast&utm_campaign=highlight (Online-Shop). Stellenanzeigen.de – Machen Sie Ihren Job zum Highlight für Bewerber.

Der Personalchef von SAP Deutschland ist mit seinen HR-Projekten nicht nur Vorreiter in der HR-Szene, sondern auch als Business Influencer in den Sozialen Medien. Kein:e aktive Personaler:in bewegt die HR-Gemüter so wie Cawa. Klingt nach einem stressigen Hauptjob und vielen Nebenspielplätzen, auf denen man sich leicht verzetteln könnte. Doch Cawa wirkt tiefenentspannt. In unsere Aufnahme kommt er mit virtuell aufgesetzter Affenmaske – obwohl er wenige Minuten zuvor noch vor 400 Führungskräften einer großen Bank gesprochen hat. Ein Tausendsassa, ohne Frage – einer aber, der gelernt hat, auf sich zu achten: „Mein Hauptjob“, sagt Cawa im Gespräch, „ist es, in meiner Mitte zu sein und auf mich selbst zu achten.“ Cawa weiß, wovon er spricht, befand er sich vor ein paar Jahren kurz vor einem Burnout und hatte eine bewegende und nicht immer leichte Vergangenheit. Seinen Mitarbeitenden schenkt er viel Vertrauen und hohe Freiheitsgrade – und gönnt sich auch selbst Freiraum. Und wenn alles mal nicht so läuft, gibt es noch getrocknete Mangos. Zur Abwechslung haben wir auch etwas zum Lesen: Was sonst noch in der HR-Szene geschieht, erfährst du in unseren anderen Medienangeboten – ständig aktuell unter http://www.personalwirtschaft.de/ (www.personalwirtschaft.de), wöchentlich mit unserem regelmäßigen https://www.personalwirtschaft.de/newsletter.html (Newsletter) oder natürlich monatlich in unseren Magazinen (E-Paper und Printversion). Ganz neu: Unser Team-Abo. HR-Teams ab 2 Personen erhalten einen Rabatt von 40% und mehr auf unsere E-Paper/Print-Abos. Testet das einmonatige Probe-Abo oder das günstige Team-Abo gern unter https://magazin.personalwirtschaft.de/ (https://magazin.personalwirtschaft.de/)! Diese Folge wird präsentiert von http://www.stellenanzeigen.de/ (stellenanzeigen.de ) Dein 10-%-Gutscheincode von stellenanzeigen.de: Erhalte 10 % Rabatt auf den Kauf einer Online-Stellenanzeige (Laufzeit 60 Tage) mit dem Code „Highlight“ im https://www.stellenanzeigen.de/arbeitgeber/stellenanzeige-schalten?utm_source=personalwirtschaft&utm_medium=podcast&utm_campaign=highlight (Online-Shop). Stellenanzeigen.de – Machen Sie Ihren Job zum Highlight für Bewerber.

On this episode of The Shape of Work podcast, our guest is Praveen Dalal, Director HR at Nabler - a data analytics consultancy.Having worked in the HR function for more than ten years, Praveen has traversed many different industries. With a passion for design thinking for HR teams, he discusses with us:The secrets to successful strategy executionTips to create a conducive work environmentAsynchronous Communication: the real reason why remote workers are more productiveStrategies for standing out in a competitive job market apart from just providing fancy salaries and perksEPISODE HIGHLIGHTS:Creating an environment of transparency and collaboration:In order to build transparency and collaboration, an effective environment needs to be built. An individual can get really affected by the social environment, that is, the colleagues, peers, and seniors. If the environment of an organization can be influenced, it can have a great place to work. Praveen talks about how it is the CEO of an organization who builds this culture which is then followed by others. Moreover, these leaders need to preach what they say in order to motivate others to do the same. This environment should be created from the beginning of any startup as it can be difficult to integrate later.Async communication in a remote work environment:Async communication is of great importance especially in a remote work environment. It allows keeping things transparent. Working remotely, people expect flexibility. They require free time and it can be in between the working hours as well. Async communication can be even better with certain channels like Slack. Documentation of things can help people maintain a repository for communication. Effective execution of policies:Praveen feels that the Indians are good planners but not too good at execution. They do not monitor things after the planning stage. In his organization, they define the success criteria/parameters and measure if it is going to be achievable or not. If their analysis does not show fruitful results, they cut down the expenses.In order to make this entire process a success, they require a strong leader, different people, test out things, and a lot of communication. They gather people from different operations to give them feedback. Hence, the Implementation of policies becomes easier.Perks and benefits in smaller companies:Many companies use perks and benefits as a means of branding to create a gesture. However, apart from that, these gestures are really needed in the market. The problem here is the expense that adds to it.Hence, small companies can focus on the benefits from their culture while the larger companies focus on other options like training and development. Companies should focus on the experience range of people they are hiring and decide perks accordingly.Follow Praveen on LinkedInProduced by: Priya BhattPodcast host: Rohan Mankad

"An HR manager can do whatever they need to do.  We do have a vision, and the vision is that all administrative tasks should be done in less than 15 seconds." Leila Laidani, Aconso   We're Only Human -- Episode 122   In the last year, companies have shifted much of their work processes to a digital format. However, legacy files and workflows don't always transition so easily.  In this episode, Ben talks with the team from Aconso about how using secure, digital storage solutions can help HR leaders to not only protect and preserve sensitive information, but use their time more effectively than shuffling paper and documents.    Learn more:  Check out the Aconso website: https://www.aconso.com/  Check out the We're Only Human archives, subscribe, and more: https://lhra.io/podcast 

In this episode of HR Party of One, host Sarah Hecht discusses why so many organizations overlook retention—and explains seven expert retention strategies for human resources professionals to use in 2021.  Find us at https://www.bernieportal.com/hr-party-of-one/ (https://www.bernieportal.com/hr-party-of-one/) BerniePortal: The all-in-one HRIS that makes building a business & managing its people easy.  http://bit.ly/2NEQ5Qb (http://bit.ly/2NEQ5Qb) What is an HRIS? https://bit.ly/what-is-an-hris (https://bit.ly/what-is-an-hris) BernieU: Your free one-stop shop for compelling, convenient, and comprehensive HR training and courses that will keep you up-to-date on all things human resources.  Approved for SHRM & HRCI recertification credit hours. Enroll today! https://university.bernieportal.com/ (https://university.bernieportal.com/) The HR Party of One Blog https://blog.bernieportal.com/en/hr-party-of-one?hsCtaTracking=b3b92578-8739-4cfd-b1ca-97b75053c111%7Cfc88f7d2-eafe-4e2f-b269-3cd9d1d6950c (https://blog.bernieportal.com/en/hr-party-of-one?hsCtaTracking=b3b92578-8739-4cfd-b1ca-97b75053c111%7Cfc88f7d2-eafe-4e2f-b269-3cd9d1d6950c) ▬ Episode Resources & Links ▬▬▬▬▬▬▬▬▬▬ Referenced Episode: Why Most Employee Handbooks Are So Bad - And How You Can Change Yours for the Better https://www.bernieportal.com/hr-party-of-one/#episode-41 (https://www.bernieportal.com/hr-party-of-one/#episode-41)  Referenced Episode: How HR Should Structure & Implement 1:1 Meetings https://www.bernieportal.com/hr-party-of-one/#episode-46 (https://www.bernieportal.com/hr-party-of-one/#episode-46) Related Episode: Onboarding Training Tips & Best Practices https://www.bernieportal.com/hr-party-of-one/#episode-67 (https://www.bernieportal.com/hr-party-of-one/#episode-67) ▬ Social Media ▬▬▬▬▬▬▬▬▬▬▬ ► LinkedIn: https://www.linkedin.com/company/bernieportal (https://www.linkedin.com/company/bernieportal) ► Twitter: https://twitter.com/HRPartyofOne (https://twitter.com/HRPartyofOne) ► Facebook: https://www.facebook.com/BerniePortal (https://www.facebook.com/BerniePortal) ► Instagram: https://www.instagram.com/bernieportal/ (https://www.instagram.com/bernieportal/) ▬ Podcast▬▬▬▬▬▬▬▬▬▬▬▬ ► Apple Podcasts: https://podcasts.apple.com/us/podcast/hr-party-of-one/id1495233115 (https://podcasts.apple.com/us/podcast/hr-party-of-one/id1495233115) ► Spotify: https://open.spotify.com/show/5ViQkKdatT40DPLJkY2pgA (https://open.spotify.com/show/5ViQkKdatT40DPLJkY2pgA) ► Google Podcast: https://www.google.com/podcasts?feed=aHR0cHM6Ly9mZWVkcy5jYXB0aXZhdGUuZm0vaHJwYXJ0eW9mb25lLw%3D%3D (https://www.google.com/podcasts?feed=aHR0cHM6Ly9mZWVkcy5jYXB0aXZhdGUuZm0vaHJwYXJ0eW9mb25lLw%3D%3D) ► Amazon Music: https://music.amazon.com/podcasts/1874beb8-2a68-4310-8816-e704e6850995/HR-Party-of-One (https://music.amazon.com/podcasts/1874beb8-2a68-4310-8816-e704e6850995/HR-Party-of-One) ► iHeartRadio: https://www.iheart.com/podcast/269-hr-party-of-one-57127074/# (https://www.iheart.com/podcast/269-hr-party-of-one-57127074/#) ► Pocket Casts: https://pca.st/o6e2auqq (https://pca.st/o6e2auqq) ►RSS: https://feeds.captivate.fm/hrpartyofone/ (https://feeds.captivate.fm/hrpartyofone/ ) ► Other: https://hrpartyofone.captivate.fm/listen (https://hrpartyofone.captivate.fm/listen) #HR, #HumanResources, #HRTips, #HumanResourcesTips, #SmallBusiness, #HRPartyOfOne, #turnover

In this episode, Ricklyn chats to Irene Asare, International Human Capital Expert with 25 years' experience across multi-geographies across Africa & Europe. Irene is the Founder and CEO of CarvinClay People Development; a leading-edge HR and People practice Consultancy in Ghana offering unique HR Advisory, HR Transformation, Executive Recruitment, Training and HR Business Support. As a Change Agent, Irene's focus on transformation is evident as she has led significant organizational change & effective programmes in the oil & gas, banking and telecommunications industries. In this episode, you will learn:  How you can establish trust with employees How to assess your HR team, identify gaps and develop individually How coaching will make you a better HR leader   Connect with our host:  LinkedIn  Website   Connect with our guest:  Website LinkedIn

In this episode of the HR Leaders podcast, I'm joined by my guest Serena Huang, Global Head of People Analytics at Kraft Heinz.Thanks to Paylocity for supporting the show!Download a copy of their FREE Global Human Capital Trends report to learn how to estimate the ROI of a HCM solution : http://bit.ly/Global-Human-Capital-TrendsEpisode highlights00:00 - Intro05:06 - How have you seen HR change over the years?06:32 - Recognising payroll heroes07:43 - How are you supporting your remote teams13:42 - Maintaining high levels of empathy15:16 - Building a sense of inclusiveness during virtual calls17:50 - Tip for keeping engagement during larger meetings18:32 - How technology has helped manage hybrid teams19:59 - How are you upskilling your HR Teams?22:03 - Advice for leaders running similar sessions24:30 - How are these sessions captured, stored, and distributed?32:00 - Keeping tabs on employee burnout36:06 - Accessing global safety parameters when returning to work39:27 - HR Leaders Quick Fire RoundIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access the resources mentioned: www.hrdleaders.com/podcast

In this special episode of HR on the Offensive, Chris from LACE Partners talks to Paul Chamberlain, Head of Employment at JMW Solicitors, about some of the key employment-related announcements in the Chancellor's March 2021 budget. Immigration, tax exemptions for remote workers, as well as self employment updates, all included in today's podcast.

How "HR" has changed over the years. From what started it's life as the "Personnel" department to a function that now adds value across so many areas ... from resource planning to recruitment to training to retention to performance management to reward/recognition to exit management ... and so much more in between.We hope you enjoy this discussion with a great guest; Chris Prince on what we have entitled "Human Resources; The Secret Weapon in The Leaders Arsenal".