Podcasts about while hr

While HR leaders often juggle many challenges, Adam Weber, Host of HR Superstars, suggests that effective people management is one of the most critical issues they face.  Adam shares that strategic HR is not about doing everything yourself but about leveraging the power of your managers. He introduces the fourth secret from the top 5% of HR leaders, highlighting the necessity of activating managers to drive organizational success. Adam also shares compelling statistics that underscore the impact of managerial efficiency on employee engagement and performance while offering practical strategies to empower managers, such as creating clear expectations, providing ongoing support and resources, and implementing a system to assess managerial effectiveness. Join us as we discuss: (00:00) Introduction to the fourth secret of the top 5% of HR leaders   (01:11) The superhero mindset in HR and its drawbacks   (05:05) The importance of activating managers   (05:12) One-third of HR time is spent on issues caused by poor managers   (08:41) Practical steps to support and empower managers     Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, Or tune in on our website. Original podcast track produced by Entheo. Want to connect with thousands of other strategic HR leaders like you? Join the HR Superstars Community! Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player.* Hear Adam's thoughts on elevating your HR career by following him on LinkedIn. Click here to download 15Five's Manager Enablement Playbook! For more on maximizing employee performance, engagement, and retention, click here.

Craig Leen, former Director of the Office of Federal Contract Compliance Programs and now a Partner at K&L Gates, joins The New Talent Code podcast to talk about AI and regulations in HR. Leen says that if we want to ensure long-term stability, responsible and ethical use of AI, we will eventually need federal guidance. While HR leaders wait for federal laws, several cities and states, including Colorado, California, and New York City, have already taken proactive steps to enact laws governing AI. Listen to our episode with Leen to hear more about: - Why federal regulations could be critical to the successful deployment of AI in HR. - The questions you should be asking AI vendors. - And how governance could change responsibility roles with employers and AI vendors.

While HR leaders might be losing sleep over the pace of AI or the return to office debate, Eric Termuende shares that the real concern ought to be the talent crisis. Eric is a keynote speaker and bestselling author of Rethink Work. In this conversation, he reveals the root of the talent problem: a lack of trust between individuals and organizations. Eric explains why trust is at the core of high-performing teams and shares tangible strategies for building trust at scale. Eric also discusses his take on the future of flexibility in the workplace and why he expects company culture to become increasingly nuanced.   Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, Or tune in on our website. Original podcast track produced by Entheo. Want to connect with thousands of other strategic HR leaders like you? Join the HR Superstars Community! Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player. Hear Adam's thoughts on elevating your HR career by following him on LinkedIn. Click here to download 15Five's Performance Review Playbook! For more on maximizing employee performance, engagement, and retention, click here. Eric Termuende's LinkedIn - click here!

By Adam Turteltaub Michelle Nichols (LinkedIn) from the compliance team at Farmer Mac definitely wins the prize for the most unexpected title for a session at the 2024 SCCE Compliance & Ethics Institute: “How Dating in My 50s Made Me a Better Compliance Officer.” As she explains in this podcast, the realization that people bring their past relationship experiences to potential new relationships shed light on a challenge compliance teams need to address starting with the onboarding process. While HR typically handles that process, laying out what the company's policies and expectations are, that doesn't fully address things. Simply stating that an employee gets x days of vacation may mean one thing to a person who came from a company where people took their vacations and another to someone coming from an organization where not taking vacation was a badge of honor. Likewise, the new employee may bring unwanted baggage with him or her when assessing their new employer's culture and commitment to compliance. Listen in to learn more and learn what this means for both compliance teams and managers, and be sure to attend her session at the 2024 SCCE Compliance & Ethics Institute.

ABOUT MEGHAN HENSLEY Meghan has been a Human Resources professional for over 19 years. Working in various environments such as Hospitality, Architecture and Design and most recently Healthcare. As an advocate for the advancement of HR business leaders, she has been a dedicated volunteer in her hometown of Cincinnati, serving as a member of the CincySHRM and most recently joined as a board member and has served the past 7 years on the Ohio State HR Conference Committee in a variety of roles including the Chair of the 50th Anniversary Conference, "HR Unmasking Your Full Potential." She has also been a mentor in the HR space for the University of Cincinnati and Xavier University. While HR is her passion, Meghan has a sense of humor and presence that when she takes the stage, she lights up the room and engages her audience in story and actionable take-a-ways. Throughout the past 7 years, Meghan has presented on a variety of topics to the Midwest Real-estate conference, Mental Health Conference for Attorneys out of Florida, Northern Kentucky HR chapter and she has been a two-time presenter at Disrupt HR in Cincinnati and Columbus. Most recently Meghan was asked to the keynote presenter on a DEI panel for the Ohio State HR Conference. Under the mentorship of HR Speaking Pros such as Jon Petz and Steve Browne, Meghan attributes her success in sharing her knowledge in the HR profession could not be possible without her passion and a great support team. ABOUT HR LIKE A BOSS HR Like a Boss centers around the concept that with the right passion to be and think different, HR and business professionals can do amazingly awesome HR. People who do HR like a boss understand business concepts, what makes people tick, and how to approach HR as more than a compliance or cost center. This podcast builds the foundation for John Bernatovicz's book, "HR Like a Boss." If you're ready to take your HR career to the next level, this is the podcast for you. Share any comments with bridgette@willory.com. --- Send in a voice message: https://podcasters.spotify.com/pod/show/willory/message

Episode page with video, transcript, and more My guest for Episode #238 of the My Favorite Mistake podcast is Tom Applegarth, Vice President Human Resources for Preferred CFO, a company that provides Finance, Accounting, HR & Payroll support for small companies. Learn more at PreferredCFO.com. Tom has over 30 years of experience, including serving at high-profile companies such as Goodyear Tires, Payless ShoeSource, and Amoco, with HR experience across the United States as well as Europe, Asia, and Latin America. Tom's experience has brought significant, measurable improvements in employee engagement, attrition reduction, recruitment of the best and the brightest employees, and establishment of high-impact HR processes and improvements. Learning from Career Blunders In the episode, Tom opens up about a costly slip-up early in his career during a sensitive employee termination process involving a plant manager. Why does Tom think he should have elevated the internal conflict about firing (or not firing) that person to the CEO? What led to the company getting sued, which cost them far more than a fair severance would have cost? What were Tom's lessons learned? Questions and Topics: Would it have been risky to go over their heads to the CEO? Do others learn from that story? Yes What happened with the new plant manager? Is HR's role more about protecting the company from lawsuits than helping the employees? A mistake to not have an HR expert – even for very small companies? Firing fast with a paper trail? If employees need to report a problem — mistakes? What's your advice? “Nobody wants to work anymore” — a mistake to say that? Episode Summary Navigating The Tricky Terrain of HR Management in Small Businesses In the complex world of Human Resources (HR), making an error in judgment can have lasting repercussions for companies. For smaller companies, navigating these challenges will require both experience and a nuanced understanding of the HR landscape. Tom Applegarth, a Vice President of Human Resources at Preferred CFO, shares insights from his more than 30 years in HR with some of the most well-known global brands. His journey demonstrates the importance of managing human resources effectively, especially in smaller organizations. Understanding the HR Role The role of HR can sometimes be misunderstood within an organization. While HR ultimately serves the interests of the company, it is also instrumental in creating a healthy and fair working environment for employees. Previous roles in organizations such as Goodyear Tires, Payless Shoe Source, and Amico allowed Tom to develop HR processes that foster higher employee engagement, reduced attrition, and effective recruitment strategies. Throughout his experience, one crucial lesson was the value of taking a balanced approach to decision making. HR should consider the interests of not just the company and customers, but also employees. Balancing the needs of all three constituencies is what differentiates successful companies. Learning from Past Mistakes Tom shares critical lessons from an incident early in his career where he was handling a sensitive termination process. The experience taught him the importance of adhering to corporate policy, reserving a fair chance for employees to improve, and offering decent severance packages, regardless of the pressure from managers focused on immediate PNL impact. This mistake ended up costing the company a million dollars in lawsuit and served as a cautionary tale that has shaped Tom's HR approach throughout his career. Smarter HR Management for Small Companies Unfortunately, many small companies make mistakes in not giving adequate importance to HR management until issues arise. It is often thought that hiring a full-time HR person is too expensive. Alternatively, companies may assign HR tasks to employees that lack the knowledge and experience to effectively navigate the complexities of HR. Preferred CFO provides an effective solution for such companies. They offer necessary HR support, allowing small companies to ensure compliance, manage employee grievances, and build a community within the organization without hiring a full-time HR professional. Avoiding HR-related mistakes and potential lawsuits can save a significant amount of money in the long run. Importance of Whistleblowing Channels Ensuring that employees have the ability to raise ethical or procedural issues in a safe and confidential manner is vital for any organization. A robust protocol should be in place for employees to report issues to supervisors or HR. However, if employees do not feel comfortable reporting directly within the organization, having an external reporting avenue accessible will provide an additional layer of security. A key element in successful human resource management is the continuous improvement of processes, systems, and people. A balanced approach that considers all stakeholders – employees, customers, and investors ¬¬– lays the foundation for successful business operations. Whether it's dealing with a sensitive firing situation or establishing effective whistleblower channels, the role HR plays in small businesses cannot be underestimated. Equipping your small business with the right HR support can prevent costly missteps and promote a healthy corporate culture. Encouraging Anonymity in Employee Grievances Recognizing that not all employees feel comfortable directly reporting ethical or procedural issues to superiors within their organizations, secondary reporting avenues become vital. One method is an anonymous 1800 number, acting as a lifeline for employees enabling them to air their grievances without fear of retribution. This external channel can afford employees some level of anonymity and assurance, especially in situations involving bad managers or problematic HR personnel. Anonymous Reporting Channels: The Intermediary Role The utility of an anonymous reporting channel goes beyond offering mere anonymity. Its role can span as an intermediary between the employee and the organization's leadership. It involves relaying detailed accounts of issues raised by the employees to the leadership without revealing the identity of the employee. This level of confidentiality can encourage more employees to be forthcoming with their concerns, which can help preempt potential problems. Spreading the Word: Promoting the Anonymous Channel Simply providing an anonymous reporting line is not enough; the organization needs to execute a robust communication strategy ensuring that all employees are aware of this avenue. Regular and constant reminders of its existence could range from including details during team meetings to displaying posters around the workplace. The more visible and accessible it is, the greater its utilization and impact on the organization's health and transparency. Trustworthiness of Anonymous Channels Despite the promise of privacy, there's often a level of skepticism among employees regarding the anonymity of their reports, particularly in low trust environments. This doubt can significantly impact the effectiveness of such systems. To counter this, companies could consider having these services administered by external independent entities. This can add a layer of credibility since the external firm has no explicit interest in protecting the company at the expense of the employee. Adapting to Evolving Job Market The current job market has changed significantly from years past, with technology offering transparency regarding job opportunities and pay scales. Today's employees have access to a wealth of information about potential employers, making it far easier to seek competitive salaries and appealing work cultures. Consequently, companies must be competitive – not only concerning remuneration but also in fostering positive workplace cultures and exceptional management. Ensuring Competitive Compensation and Career Satisfaction To attract and retain top talent, businesses must understand current market pay rates and offer ‘in-the-ballpark' compensation packages. Regularly participating in and purchasing salary surveys can allow businesses to stay competitive. But competitive salaries are part of the equation; retention also hugely depends on the work culture and management quality. Regularly evaluating what each employee wants from their career and making an effort to fulfill those needs, particularly for top performers, can significantly enhance employee satisfaction and retention. Ultimately, companies today need to adapt to the evolving job market, nurturing trust, ensuring adequate compensation, and promoting a healthy work culture. As Tom Applegarth from Preferred CFO suggested, avoiding these measures can leave businesses ignorant of potential issues, vulnerable to public exposure, and ill-prepared to retain their best people.  

We've got Lia Garvin with us today, a seasoned team operations consultant. Lia's impressive portfolio includes collaborations with industry giants like Google, Microsoft, Apple, and Bank of America. She's here to uncover the essential aspects of team operations that drive business success.First, we explore the challenges of team operations and workplace communication. We stress the need to simplify processes and enhance collaboration. While HR can help, it's not always the ideal solution for resolving team issues. Instead, we discuss the value of assessing team dynamics through operational management.Efficiency and productivity are in the spotlight as we uncover common team challenges such as clarity and accountability. Lia underscores the importance of aligning expectations, priorities, and performance to drive growth and employee satisfaction. We're also diving into how investing in operations (ops) early can help avert future problems like employee turnover. For larger teams, creating an ops playbook streamlines task delegation, expectations, and onboarding. We emphasize the significance of setting expectations before delivering feedback, making conversations more straightforward and productive. Tune in to find out how to improve your team operations and workplace communication today!What you'll hear in this episode:[2:55] Lia Garvin's background in team operations[4:20] HR is not responsible for how a team works together, operations is[6:30] Six areas to look at to assess if your team is working together well[10:05] Importance of connecting the dots between priorities, expectations and performance[11:45] When to invest in operations[16:45] Crosstraining in operations[18:40] Recommended tools and systems[22:20] Lia's life hack for delivering feedback[24:35] How to get the Ops PlaybookListen to Similar Episodes:Leading with Clarity to Chart the Course of ExpectationsTime Saving Systems to Boost Your Output with Leah RemilletUnveiling Your Business's True Potential with Time Tracking* Connect with Lia on IG @lia.garvin* Find more information on Lia's website https://www.LiaGarvin.com* Connect with me on IG @jackie.koch_* Find more information on my website https://www.jackiekoch.com/

Small and medium enterprises (SMEs) in Ireland & the UK feel that HR requirements are overwhelming vital resources, according to a survey commissioned by Meath-based HR tech company HR Duo. In its survey of over 300 SMEs it was found that almost two-thirds (64%) say that trying to keep on top of all elements of HR in their business is extremely challenging. But despite the difficulties in the current business environment, just 10% say their HR function is likely to decrease in the next 12 months, with 45% predicting an increase. This is leading to a perfect storm, where HR requirements are continually increasing while a majority of SMEs feel that they are already overextended. The survey identified that the lack of suitable HR technology for SMEs is central to their struggle to manage the HR workload. Three quarters (74%) feel that automation of manual tasks would be of major benefit to their business, with 66% saying that there are lots of paper processes in need of digitisation. Yet roughly the same amount (67%) feel that addressing HR challenges is very different in SMEs compared to large organisations, meaning that existing options don't address their needs. Indeed a majority (60%) of SMEs feel that HR tech platforms generally are geared towards the needs of larger companies, and adapting these to the needs of SME would be too onerous, with 70% believing they need a lot of expertise to set up and use effectively. The result is time and resources wasted by SMEs in conducting routine HR tasks, which would be better utilised running and growing the business. Jerome Forde, Founder and CEO of HR Duo, commented, "SMEs are the driving force of the Irish economy, employing 1.19 million people - roughly two-thirds of the total workforce - and generating almost half of the turnover in the private sector (source: ISME). But so much time and resources are being wasted on outdated manual tasks, meaning less opportunity to grow the business and hire new people." Unsurprisingly, two-thirds (64%) of SMEs said that increased productivity through better use of automation and tech is a priority for them over the next 12 months. Recent entrants to the market are making this more of a possibility for SMEs and challenging incumbent brands that prioritise larger organisations. Jerome continued, "From speaking to SMEs around the country, it is clear that here is a huge need for a simple but innovative software solution that works for them straight out of the box - time is critical for them and they need a service tailored to their needs. With this in mind we developed HR Duo, a cloud-based platform that automates 80% of routine HR tasks, with the remaining 20% serviced by an expert team to help with more complex issues. HR Duo's easy to use, low cost, and 'always on' proprietary software make it ideal for its target market of SMEs with 50-1,000 employees, acting as a bolt-on support to HR personnel, or indeed as a HR back-up for companies without a dedicated HR department. With subscriptions starting from as little as 10 per employee per month, the service can be scaled up or down as the business requires, with no lengthy, onerous contracts. While HR tech solutions tailored to SMEs are now finally available, this does not mean they intent to reduce or eliminate HR capabilities. Indeed, feedback received during the survey revealed that SMEs don't want a simple 'set and forget' solution - instead, there is a strong desire for a system to build institutional knowledge, with 85% wanting a HR platform that adds to their knowledge base. What SMEs desire is not a silver bullet, but a long-term partner in helping with their HR needs, freeing them up to build and scale their businesses into the future. See more stories here.

In this episode of the HRchat podcast, we ask: What is stopping HR from becoming culture catalysts and driving innovation and how can HR do a better job of attracting diverse talent into organizations? Bill Banham's guest today is Margaret Spence, CEO and Founder of The Inclusion Learning Lab. With expertise in HR compliance, talent management, women's leadership development, and DEI, she empowers organizations to create inclusive work environments. As a top HR speaker, author, facilitator, and content creator, recognized for her thought leadership with top industry awards including the Diversity Innovators award. Margaret is shaping the future of workplace inclusion. It is Margaret's unwavering belief that inclusion drives innovation, and sustainable change while empowering individuals and organizations to thrive.Questions for Margaret include: What stops HR from becoming effective culture catalysts to drive innovation?While HR typically focuses on building inclusion within the organization do you feel that there is enough focus on how the functional role of HR supports inclusion?How can HR do a better job of attracting diverse talent into organizations? How can the C-suite help to ensure HR has the support needed to create more diversity in the workplace? How does HR utilize AI-powered talent data to tell better stories that engage leaders and drive change and make better decisions around candidate attraction, hiring, and retention decisions?Why do you believe SHRM is a great resource for HR pros? What are the specific steps HR can take to not only become trusted advisors, change agents, and culture catalysts and develop inclusive leadership skills?More About Margaret Spence, Founder – The Inclusion Learning LabMargaret Spence is a transformational keynote speaker, author, business strategist, and visionary dedicateThis episode is supported by Right Management North America and ManpowerGroup. For 40+ years, Right Management has transformed organizations across more than 75 countries by evaluating, developing, and transitioning their talent. Their strong pool of coaches and leadership experts works closely with candidates to help them identify their strengths, develop new capabilities, or transition to new careers.Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here and contact sales@hr-gazette.com. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

“There's a huge difference between HR and People. While HR is more focused on healthy workplaces, the People team excels in creating a better understanding and interpersonal connection with employees."This latest episode of The Shape of Work introduces our listeners to Shubhra Singh, People Operations Manager at Nautilus Labs, a technology partner that pioneers the decarbonization of the ocean supply chain. Shubhra has an overall work experience of over seven years. She has worked at multiple organisations such as Opentalk, PopcornStay, A B Architect, Yumzy, Bricshare, etc She did her Bachelor of Engineering from Maharashtra Institute of Technology.In this episode, Shubhra sheds light on stress and anxiety at work and what it's like to work at a people's domain.Episode HighlightsStress and anxiety at workHandling emotional and mental healthHow are the dynamics at the workplace changing?What is the most rewarding part of being a people operation manager?Follow Shubhra on LinkedinProduced by: Priya BhattPodcast Host: Aparajeeta BoroAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

While HR technology has made significant advances in the past few years, HR leaders still face challenges in delivering value to the organization through technology. Marcia Morales-Jaffe offers a path forward and shares insights from her experience as the former Chief People Officer of PayPal and World Fuel Services. Morales-Jaffe outlines how HR leaders can make the most of their technology investment and discusses the role that manager development, culture and change management play in the success of HR technology. Marcia Morales-Jaffe is a retired CHRO and Emeritus Member of the Gartner CHRO Global Leadership Board. She currently serves as Senior Advisor at McKinsey & Company's People & Organizational Performance Practice. Until 2017, Marcia was SVP, Chief People Officer at PayPal where she played an integral role in shaping culture and advancing its transformational business vision and social mission. Peter Aykens is Chief of Research in Gartner's Human Resources practice. Mr. Aykens is responsible for defining research coverage within the practice and building and leading research teams addressing client's key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy producing numerous studies that addressed business strategy, channel, marketing, customer experience and product issues in financial services. He holds a B.A. in Political Science from St. Olaf College; a MSc.(Econ) degree in International Politics from the University College of Wales, Aberystwyth; and a MA and Ph.D. in Political Science from Brown University.

In our latest Scaling Stories podcast, we caught up with Yanilda Gonzalez, head of Global Talent Acquisition Operations at Contentsquare, the leading platform in digital experience, intelligence and analytics. Contentsquare recently closed a $600m growth investment round, and any recruiter – especially those working in a company experiencing hypergrowth – will be interested in what Yanilda has to say about operational excellence in hiring.How can you build a strong and consistent talent operation? Here are just some of the pearls of wisdom from our discussion with Yanilda:Consider building a university recruitment programme (which Yanilda is busily developing at Contentsquare).Have a sourcing team that is “dedicated to the top of the funnel” and “building that candidate pipeline”.Aim for “relationship based collaboration between the hiring manager and TA” – this can include “enablement sessions and training”, and holding office hours so that anyone can ask questions.Set targets, review your teams' capacity, and introduce a hiring manager survey – these are just some of the “guardrails and processes to ensure that people are doing things the way they're supposed to”.Think global. Yanilda's sourcing team is “fully distributed” – from Tokyo to Tel Aviv – which helps them “break into markets” and “hone in on those niche roles”.Embrace “streamlined standard onboarding that's consistent across the board”. This means that regardless of where your recruiters are based, they're aligned and have access to the same training and data insights.Embed tools – Yanilda's team embraces channels like Gem, Phenom and LinkedIn Recruiter to “augment and expand our reach”. While HR is often seen as the last place to digitise (compared to sales and marketing ops which have been around since the dinosaurs), embedding tools company-wide can have a huge impact if hiring managers use them properly.Please like, share, or subscribe, thanks for tuning in!

Managing a situation where an increasing percentage of any company's workforce is composed of external, contingent workers is a challenge that many companies are already dealing with. While many more will have to figure this out pretty soon too, as they move to a more flexible labour model with the advent of the "gig economy". How to mange this digitally, to both ensure compliant onboarding of consultancies, contractors and freelancers, as well as streamlining the administrative hassle associated with this? Tobi Schmidt and Igor Putrenko from external workforce management platform Eqip are my guests to discuss this. Digitally managing the Contingent Workforce: Compliant onboarding, payroll and cost management Managing this process using dozens of different recruitment agencies, or even using individual interim managers directly, isn't realistically an efficient strategy that larger businesses can manage at scale. So, there's a recognised need to manage this more effectively. What is already out there in terms of existing technology? Enterprise Resource Planning tools (ERPs) such as SAP and Oracle tend to be used more for matters relating to the internal workforce. Payroll, salary info, taxes, deductions, compliance requirements and so on. Vendor Management Systems as Igor calls them, or VMS for short, have systems and records for all external providers of services. Examples here in the more traditional enterprise software space are SAP Fieldglass, AgileOne and Beeline. Cost and lack of intuitiveness when it comes to ease of use are cited as being pitfalls of these platforms. Whereas on the other end of the spectrum, platforms such as Upwork and Fiverr are the go-to websites for managing more traditional freelancer and small agency relationships. These are popular in the tech startup and lifestyle business space, but would not be considered as rigorous when ti comes to the needs of larger businesses with compliance and due diligence requirements. How does Eqip differentiate their offering? Eqip is a B2B marketplace which incorporates proper screening process, and also caters to more niche, white collar consultancy or expert professions. This is essentially the differentiation between them and more generic freelancer marketplaces. In terms of the legacy enterprise software, they attempt to also provide this in one platform but in a more agile way, enabling a faster onboarding process for vendors. Hard-to-find skills, such as cybersecurity experts, can be very tough to find through traditional recruitment agencies. The existing enterprise software doesn't really provide the tech to enable cross-border talent scouting and a solution to compliantly onboard them. Eqip saw a gap in the market to fix this, by enabling Swiss companies originally to recruit hard-to-find contractors and consultants from a talent pool in Central and Eastern Europe. Furthermore, it also enables them to manage these workers if they are performing the work remotely from their home countries rather than actually needing to be on site at the client. What are the emerging trends in this market? On the one hand, companies struggle to find workers in their own country and simultaneously are becoming more comfortable with remote work. This is leading to more geo-arbitrage when it comes to recruitment, especially in the contingent workforce. Whereas on the other hand, Eqip is also seeing an increasing demand on the platform for more "operational" consulting requirements from companies who would typically perform the work on site. Igor also mentions the increasing erosion of the "job for life" concept and a move towards a larger percentage of a company's total workforce being contingent rather than permanent, salaried employees. Is HR the key stakeholder, and how open are they to change? While HR teams are a cog in the wheel, Tobi and Igor actually say that their sales and business development strategy is usually focusing on...

Austin runs solo today and going into detailed discussion why it is so important to train, stay healthy and stay prepared. Details on the new DHS advisory stating that anti authority violent extremist are the top threat priority along with anyone not agreeing with Covid restrictions. While HR 4980 bill has been introduced which directs DHS to ensure ever person who gets on a plane in the US must have the experimental injection. Was Afghanistan a planned failure? Are we seeing once again , Free machine guns for terrorist but more 2nd amendment violations from the ATF for Americans? US military pushing back hard against mandated shots and Multiple attorneys file lawsuit against Hawaii for attempting to mandate injection. Meanwhile China shuts down major port because ONE person tested positive. More supply line shortages coming? Plus much more…

Are you in HR and interested in supporting or building a safety culture at work? This video shares tips for HR from someone who has won awards for safety transformation. Culture is critical to safety success so Paula Bernat and I talk about this quite a bit. We also discuss roles, joint occupational health and safety committees and barriers to safety success. While HR professionals are sometimes intimidated by safety, we can and should play a role.

In our latest podcast, Catherine Chan discusses the type of workplace environment that promotes mental health and wellness. Wellness is a complex topic that combines external and internal factors that align with culture and engagement in an organization. While HR has a role to play, management also needs to balance privacy with steps to creating a healthy work environment. To this end, managers can learn to recognize and create wellness options for employees. Podcast host: James Bowen, is an author, professor, and CEO of Experiential Simulations, a producer of simulations for teaching entrepreneurship and ethics. Know someone that is insightful in a professional context and would be a great podcast guest? Topics are organizational or professional in nature and provide the listener with insight and conclusions derived from experience and thoughtful analysis of observations. Contact James Bowen jamesbowen2017@gmail.com

Did Google just strike another blow to recruitment marketing? While HR is still trying to figure out Google for Jobs, Google just threw another wrench into recruiting strategy: mobile-first indexing. How will it impact your company's ability to attract top talent? Listen to SEO experts Cyrus Shepard (MOZ), Megan Boyd (Main Street SEO), and recruitment marketing expert Ira S Wolfe (The Googlization Guy) share essential SEO advice for Google for Jobs, Mobile-First Indexing and Google My Business.This show is broadcast live on Wednesday's at 1PM ET on W4CY Radio – (www.w4cy.com) part of Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

Robin Schooling is ‘America’s HR Lady’ and has been Laurie’s dear friend for quite some time. Despite that, Laurie has been putting off the HR episode because, frankly, HR has a bad reputation for fixing work. It took someone like Robin, who is breaking stereotypes around the globe, to make this episode possible. In today’s episode, Laurie and Robin talk about a slew of HR-related issues, from discrimination to whether HR is really needed. What does it take to get the title, ‘America’s HR Lady,’ from Laurie? Robin has been in the HR profession for a long time. During her two decades of HR experience, she worked across many fields: healthcare, academia, banking, gaming, and that’s just to name a few. In other words, she’s pretty much done it all. And when asked how to fix work, Robin’s first question was how we would fix HR. Robin has a fantastic analogy on the state of work – it’s a hemophiliac who has fallen down too often and gotten too many bruises. Work might be broken, but it’s in the ER and needs urgent care if it’s going to be saved. Robin shares how she thinks we got there, based on her wide breadth of experience. She also dives into the power shift happening between job seekers, employees, and employers. The day of reckoning is at hand. Robin admits that HR is certainly part of the problem of work being broken, and the reason she gives is that HR as a department isn’t really sure where to place itself in the conversation. It started out as being very insular, and over the years, things have improved. But not enough. While HR departments have come to understand business, the next step is for them to understand the world. And what does that mean exactly? Robin explains. There’s also a fine line that many HR people must straddle: the needs of the employees and the needs of the business. Sound familiar? Robin says it’s a ‘cop out’ in many ways. Sure, there might be a bit of truth in it, but ultimately, being an advocate for both the business and the employees isn’t mutually exclusive. It’s not one or the other, and that’s where many HR people struggle. You’ve heard it many times – employees are fighting HR to get something they need. So why should anyone care about HR? Robin reminds us all that HR isn’t a faceless mass out to get you. They are your co-workers and they are people, too. In fact, Robin’s experience with other HR people is that they got into it for the right reasons and with a good heart. Recruiting is a huge part of human resources; it’s one of the happiest times for both HR and employee. But according to Robin, those good feelings don’t carry over. She offers the great idea of doing the same with employees as they navigate within the company, whether it’s handling health care, mediating disagreements, or even changing positions within the company. Ultimately, this little-by-little change is fueled by people caring for one another. And equally as important, HR people need to bring the stories of employee realities to leaders. Laurie asks if she’s naïve for believing that if we fix ourselves, we wouldn’t need HR, and Robin’s reply is priceless. In truth, HR as we know it will always be there. It has to be to ensure things are done according to legal requirements. Even with the automation that is becoming far more common, and Robin talks about why humans will always be needed in human resources. What is the future of HR? Robin sees it splitting into two separate departments or having two divisions within the same department: administration and people. The administration side deals with compliance, payroll, PTO, and the other dry things, while the people department works with employees to help them understand what’s happening, as well as growth and development. Are businesses and their HR departments ready for the reckoning that is coming? In fact, Robin believes that HR, at least, is poised for the shift. So what positions are in danger? Is the generalist here to stay? What about the firefighter? Robin shares her thoughts on who had better be ready to adapt to new roles and dive into specialties in the near future. So what does the future of HR look like? Robin has settled on a phrase: she is an advocate of the workplace revolution. It’s time to change – not only should you be an advocate and ally of the people who hired you, you should also be an advocate and ally to those who come to you with their work-related issues. It sounds simple, right? Robin reveals what it actually entails. The DIY HR Handbook Wouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free! Robin Schooling Website LinkedIn Twitter Carnival of HR

When starting your dental practice, the list of things you “need to do” is virtually endless. You need to hire your first employee. You need to setup your website. You need to find the perfect office location. And in all the chaos of getting things up and running, many dentists neglect one of the most important components of successful dental practice. Human Resources. Which is a huge mistake. While HR can often be complicated and overwhelming, the truth is, not having the right foundation can really come back to cost you and your practice. There are plenty of things you can put off for later, but HR is not one of them. Today I’m excited to sit down with Chris Lessard of CEDR HR. Chris is a California barred attorney and knows a thing or two about how to handle HR and successfully grow your practice. Chris and I met at a CE event a few months back and I just knew I had him on the show. His day to day role involves advising dental practices all across the country about their specific HR needs. Here are a few things you'll discover in today's episode How HR” affects virtually every part of your dental practice. Chris’s definition of HR and why it’s important. The secret to avoiding costly “HR landmines” that could derail your practice. Why it’s so hard to remain compliant in today’s fast-paced dentistry world. Common mistakes new dentists make when making their first hires… And much more... If you’re feeling a little overwhelmed with HR, you definitely won’t want to miss today’s episode. Now here’s my interview with Chris Lessard from CEDR HR. Enjoy the interview!

Stoner Virgo whether or not you practice yoga, or make a weekly trip to the gym, it will be important for you to remain flexible this month. Just like the seasons, your surroundings are constantly changing. As long as you are willing and able to adapt, you will be ready to handle any curve ball the cosmos throws your way. With your chakras properly aligned, you will be able to share good vibes and great ganja with your closest partners-in-chronic. It is recommended you stick to the sticky indicas this month stoner Virgo. Feel the body, ease the mind, and when needed use those calming herbs to stay grounded. Others are counting on you this month to be the stone which anchors them through rough winds. However, this does not mean you are responsible for their plight. As long as you are willing to stick with them through the highs and the lows, you will provide the support needed. Just do not over-promise! Be sure you are willing to go the distance, wherever the journey takes you. Otherwise you will hinder, not help, your fellow cosmic travelers. For stoner Virgos who are responsible for leading others, it will be of the utmost importance to take stock of employees' concerns. While HR may not be the most exciting part of work life, your response to dilemmas can mean the difference between setbacks or success. Stay calm, cool and collected when dealing with subordinates. An open heart and mind will inspire those around you, and will help to elevate the crew to an even higher level. If you are a stoner Virgo whose responsibility is to grind hard, keep crushing the workload. Even if you don't hold a leadership position, your efforts and aspirations will inspire your peers to become the best version of themselves. Some say the sky’s the limit, but you have bigger plans and greater goals. While some may shoot for the moon, you should look beyond and set your sights on the stars! Your inner light will burn bright throughout the month of November, and it will brighten the spirits of all those who cross your starry path. Be forewarned stoner Virgo, this period of prosperity comes with one tale of caution: Know your limits! While you may want to help everyone in your smoke circle, you can't fire up others if you let your own flame burn out. https://stonerhoroscope.com/wp-content/uploads/2018/10/NovemberVirgo.mp3 Tweet