Compliance is a necessary part of business.
Accounting departments have to be compliant. Manufacturing processes have
regulations they need to follow. Organizations have rules they need to adhere
to. And of course, human resource departments have compliance matters they must
also follow.

The point is, compliance is a part of the work
we do. Today’s Time
Well Spent from our
friends at Kronos illustrates how we should spend our
time finding ways to make compliance easier instead of getting angry,
frustrated, or worried about it.

Technology can help us monitor compliance.
One of the best things about today’s technology solutions is that compliance is
being built in. As a user, we don’t have to remember all of the compliance
related matters because they’re accounted for in the programming. For example, good
technology engages an algorithm when it comes to calculating hours for benefits
eligibility or overtime.

Employees need the right outlook about
compliance. IMHO, there’s no reason to make compliance a
villain. Yes, there will be laws we don’t like, but there will also be some
that we’re very happy to have. Employees should not be placed in a position
where being compliant is drudgery or something that only the “uncool” kids do.
No employee should be asked to bend or break the rules for the company.

Organizations should regularly monitor the
compliance landscape. Compliance is usually legal, or
government related (i.e. laws and legislation). If organizations think that
there are laws which negatively impact their business, they should speak to
their legislators about it. Educate
lawmakers on how proposed (or existing) legislation impacts the business and
employees. Don’t ignore the law, get it changed.

Compliance is always going to be a part of our
jobs. Organizations have the ability to make compliance-related matters less
scary and worrisome by purchasing
technology solutions with compliance built in and letting
employees know that being compliant is important and expected. Also, getting
involved and educating lawmakers can allow us to make a difference in what
types of compliance are created and enforced.
The post Compliance Does Not Have To Be Frightening appeared first on hr bartender.
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Author: hrbartender
Date/time: 31st October 2019, 18:02


In a referendum held at 23 June 2016, Britain voted to leave the European Union (EU) after more than 40 years of membership. The British people voted for change and the establishment of a new type of relationship with the EU. The vote results could have impacts on the world’s economy as it enters a […]
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Date: 31st October 2019 at 15:04
Author: hrinasia – Renny


Mindfulness has become a popular key to decrease stress and improve work-life balance. It is widely used by organisations to help their employees stay engaged and productive in the workplace. Needless to say, many researches also suggested bringing this advertency in order to make staff more alert, belonged, and connected to their job. The good […]
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Date: 31st October 2019 at 15:03
Author: hrinasia – Renny


The Internet is such a useful tool. Want to learn how to make homemade bread? Find thousands of recipes online. Looking for an old pal from grade school? Chances are you can find him online. Want to earn a degree without traveling back and forth to a campus? Yep, you can do that, too. In fact, you can find virtually everything online. Information, banking, education, enjoyment, movies, and more right at your fingertips. If only that was all there was to it.
Before the Internet existed, there was no electronic HR data to be hacked, no web cams or phone cams that could be turned on remotely, no easy access to your personal information. If someone wanted to steal your identity or get involved in your private life, it actually took effort. It was definitely not easy. No longer, though. With the presence of the Internet, privacy is merely an illusion. Now, anyone with some skill can invade your privacy and destroy your life- should they choose. 
It is not so much that I care that a hacker or the government can see that I am looking at someone’s grandma’s homemade biscuit recipe- it simply bothers me that they can see what I am doing. I do not care that people know I bank online, but I do care that they can get into my accounts. Knowing an ex can pay someone to break into my virtual life makes me feel exposed and vulnerable. The fact that people can, in a way, stalk me online and know what I have searched and what bills I have paid is just creepy. There has to be a way to protect ourselves.

Fortunately, there is. They are called VPNs, or Virtual Private Networks, and they are like a brick wall standing tall and strong around your electronic data. Admittedly, there is no way to 100% safeguard yourself or your privacy online, but you can make it much more difficult. If hackers look long enough, they might find a way to climb over the wall or go around it. In all likelihood, though, once they see the wall, they will back off and look for someone who does not have protection. It is usually human nature to go down the path of least resistance.
And, on that note, you can follow that simple path, too. The Surfshark VPN extension is simple to download, and you can connect it to all of your devices. Why should you choose Surfshark over all the other available VPNs? I am glad you asked. Surfshark is dedicated to security, which is the whole point of a VPN, and it is incredibly budget-friendly. 
With the Surfshark VPN extension, you can finally surf the web without ads, trackers, malware and phishing. You do not have to worry about Surfshark monitoring or tracking you- the company has a strict policy against logging your activity. The included Camouflage Mode prevents even your Internet provider from detecting your VPN, so they cannot invade your privacy either. You also get 24/7 expert support, so for those of us still browsing when we should be sleeping, we can still get help if we need it. 
I think one of the most amazing things, though, is that Surfshark really has your back. If you are surfing the web and your VPN connection suddenly drops, so does your activity. This means that your HR data and sensitive information are not exposed due to connection issues. Something that really sets it apart from its competitors is that you can connect it across an unlimited amount of devices while others limit this. This means your whole family can be protected while online. 
As a bonus, Surfshark has servers all over the place. There are more than 1000 servers in 60 countries on 6 continents. You should be covered pretty much anywhere you choose to go. And if all of this is not enough to get you to hit the download button, maybe the information will:
Surfshark hired Cure53, an independent web security testing company, to perform an audit on the Surfshark Chrome and Firefox extensions. After vicious testing, Cure53 found their reliability toe be “extremely rare for VPN browser extensions”. The testers did not find any exposure to any issues in the privacy or general security areas. That is extremely impressive, as most VPNs seem to have some sort of security issue or another.. 
One might expect such security to be expensive, so it is surprising to see that Surfshark costs so little. When you pay for multiple months, the price drops even lower. If you consider the fact that you can connect it across so many devices, the price seems even better. And, even better, they offer a 30-day money back guarantee, so you get plenty of time to test it yourself. Download the Surshark VPN Extension today to start protecting your HR data security.Vanessa.

CakeHR is a one stop shop for your HR management needs. With attention to user experience & making the software easy to use yet packed with loads of features we strive to make your HR management as easy as a piece of cake!
The post VPN (Virtual Portal Networks) Service- How to Protect Your HR Data Security appeared first on CakeHR Blog | Easy to implement HR tips!.
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Author: cake hr uk
Date/time: 31st October 2019, 06:01


Q&A from our Superjobs Dbriefs webinar
Posted by Michael Griffiths and Julie Hiipakka on October 30, 2019.
Participants in our Dbriefs webinars always ask great questions, but we often run out of time to address them. Our recent Superjobs Dbriefs was no exception—so many great questions, so little time. Superjobs are an evolving concept from our 2019 Global Human Capital Trends report, reflecting a future where work is reimagined to enable people and technology to work together in new ways. We previously covered a question about superjobs and remote work. Now we’d like to address a question that asked: How do you see training evolve when trying to prepare employees currently in traditional jobs to be ready for superjobs?

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Superjobs leverage our human capabilities
Superjobs are emerging because technology is evolving to the point where bots and other forms of AI can be taught to take over many repeatable tasks associated with jobs, like number-crunching for an actuary or screening candidates for a recruiter. While this has prompted a fair amount of fear that “the robots are taking our jobs,” a more accurate description might be, “the robots are taking over the more mundane, least interesting parts of our jobs, so people can focus on the work that creates customer and organizational value.”
For example, an actuary may be freed to analyze data to generate business insights or a recruiter to build closer relationships within a talent community. These are activities that require domain skills and also rely on “enduring human capabilities” that are innate in humans.
There’s a lot packed into this phrase “enduring human capabilities”:
Enduring—apply to virtually any job, past, present, and future.
Human—are not qualities that machines can replicate.
Capabilities—do not have a shelf life; unlike skills, which can become obsolete, sometimes rapidly, as technology evolves.
Humans are born with these capabilities. Like muscles, they must be used to grow stronger, and atrophy if not leveraged. This is why capabilities can be amplified (e.g., empathy, curiosity, resilience) as well as developed through experience and practice (e.g., teaming, critical thinking, emotional intelligence).
Performance in any job, super or otherwise, requires both capabilities and skills. Skills are context-specific—for example, assessing the resume of a candidate requires familiarity with the open position, the company, and industry. You can teach someone that information. Giving workers on-demand access to curated resources that let them build skills as they need them in the flow of work is a big part of where Learning & Development is headed. But communicating with the candidate in a way that creates a positive experience requires empathy and curiosity—innate capabilities that are demonstrated more with practice. Along with that is helping workers nurture their adaptability and resilience, so workers engage in continual learning as a part of life (not just work) to help make today’s environment of constant change be less stressful and more engaging.
Training for superjobs means nurturing capabilities unique to us as humans
Starting to train for superjobs means rethinking work itself. That starts with understanding the outcomes you want to see from the work, and then cascading down into what roles, what tasks, and what skills and capabilities are needed to generate those outcomes.
One of the biggest challenges organizations face is how to bridge the gap from where they are to where they should be—and we won’t lie, it’s not easy. This “should be” needs to be based in the context of the organization/industry/market and consider what skills and capabilities are needed for the future, given how work is changing.
Nurturing enduring human capabilities might use some of the tools used for learning, but in different ways. An example? A digital bootcamp experience where people can evaluate themselves and practice working with others in contextual learning experiences, supported by peers in a cohort setting. For example, Deloitte’s AdeptPro participants bring their own problems to work on in the digital bootcamp. The actual experience of solving a problem in context, aided by coaching from both peers and moderators, develops those enduring human capabilities—things like how to break down decision-making, demonstrating teaming and team-building, showing that you can creatively think through solutions, applying what you know from your past experiences, and putting the mirror back on yourself to understand your strengths and needs.
Another approach is to leverage virtual or augmented reality (VR/AR) to provide greater scalability and richer, more dynamic and “real” scenarios that let people see themselves as others see them, as well as take another person’s point of view in a conversation.
Building muscle that endures
Enduring human capabilities are something everyone is born with, but just like muscles, they can wither from lack of use. Practicing and nurturing these capabilities are ways to future-proof yourself to be able to thrive in the future of work—and not just in superjobs or even knowledge work. As machines take over the mundane aspects of more jobs, workers across industries will have the opportunity to do more value-added, satisfying work—whether that’s engaging with customers in a quick-service restaurant or assisting shoppers in a retail setting.
Certainly different work requires different combinations and strengths of capabilities. And, as we said, there’s value in individuals knowing for themselves where their strengths and weaknesses lie and how much practice or nurturing they might need in a particular area. Just as you might wear a fitness tracker or work with a personal trainer to become more in tune with your physical self, learning experiences that help you understand and build your mental/emotional/ “soft skills” self are a valuable way to guide and gauge your progress and fitness for the jobs of the future.

Michael Griffiths is a principal in Deloitte Consulting LLP and leads Deloitte’s Learning Consulting practice in North America.
Julie Hiipakka is a vice president and the learning research leader at Bersin, Deloitte Consulting LLP.

The post Training for superjobs: How can you help people be ready? appeared first on Capital H Blog.
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Author: hrtimesblog
Date/time: 31st October 2019, 00:02