Overcoming IT Barriers to Digital Transformation

Overcoming IT Barriers to Digital Transformation

Written by Elie Dib, Senior Managing Director, METNA at Riverbed

Overcoming IT Barriers to Digital Transformation

Today, the role of the CIO and IT department is more closely aligned than ever to business operations. This is because, in order to ensure a seamless digital transformation, both CIOs and their IT departments have to be able to ensure that business objectives are at the centre of their strategies. In fact, this is critical if they want to drive innovation, deliver better customer satisfaction levels, increase workforce productivity, and reduce bottom line costs during a new project.

Elie Dib, Senior Managing Director METNA at Riverbed
Elie Dib, Senior Managing Director METNA at Riverbed

There is one element of IT delivery that is however often overlooked within all these considerations. This is ensuring excellence in user experience. It is the most fundamental measure of success, as without measuring this before and after any digital transformation programme, there is no empirical metrics to help validate claims of any clear change in the experience with confidence. And user experience often determines increase of productivity, employee engagement, cost savings and can also result in better customer service being delivered.
There are four common barriers to digital transformation initiatives. Below we explore the steps an enterprise can take to overcome them.

1. Operational In-Efficiency

Business unit leaders and IT professionals, are often summoned to a war-room meetings to explain why an IT-related project or change aimed at improving business productivity or customer service resulted in so much negative feeling toward the initiative. Unfortunately, this is often because all parties are not aligned. More often than not, these situations can easily be avoided by first starting at the vantage point of the end-user experience to see how IT services are being consumed.

Both business unit leaders and IT professionals need to sit down together and map out objectives and KPIs for technology changes. The plan could be tested with a small group of end-users. But ultimately if both parties know what the outcome must be, there is no room for confusion in delivery — and it can help both parties to get back to their respective roles in supporting the business.

2. Sub-Optimal Application Performance

Organisations are using hundreds, sometimes thousands of applications. New applications are constantly being deployed, whether the new version are upgrades or replacements for old legacy applications. This all brings risk. Poor application performance can significantly impact competitiveness, and, in sectors such as healthcare, can directly affect patient care or put sensitive data at risk.

Application upgrades can be a key catalyst for issues that impact productivity. With so much variation in hardware, location, network, and user expectation across the business it becomes an ever bigger and more complex task to thoroughly test every combination of how an application could be consumed by different users. Data centre monitoring solutions are partially helpful in reporting on the availability of centrally hosted applications, backed by reports and dashboards with lots of positive results. However, this information alone is rarely indicative of a positive experience for end-users on the receiving end.

By contrast, effective end-user experience monitoring allows benchmarks to be created over time which clearly show precise historic application performance metrics. Then, upon application upgrade or migration, any positive or negative deviation in performance can be viewed immediately with the analytics to show exactly where the change in response time and experience is occurring.

3. Ineffective  Change Management and User Adoption

Adoption is key to the success of products and services. Within Riverbed’s collective frame of reference, users tend to only embrace change when they feel confident and experience an incremental improvement in their interaction with an application or desktop.

Users need to be brought on the journey of change. Reasoning behind the changes need to be explained, and effective training put in place to make any change in strategy or a transformation as positive as possible. In addition, for future change initiatives, empirical evidence in the form of data from monitoring can prove invaluable. Businesses must be able to measure system performance against end-user productivity over time to ensure there’s no real negative impact, but rather only improvement.

4. Pure Visibility of the End-User Experience

The three previous topics can easily be combined within the one single category of poor visibility of the end-user experience: in other words — the visibility gap. In short, this relates to the lack of insight into how IT services or change initiatives and digital transformations actually impact the experience of users, which ultimately impacts business performance.

The key thing to keep in mind is that any effect on end-user experience can only be measured from the end-user’s perspective of how they are consuming IT services — and with proactive alerting so when there is a deviation in performance, IT is notified directly, and doesn’t rely on the workforce calling their IT team or the CIO to complain.

So what has enables organisations to embrace IT change for the greater good of the business?

Close the Visibility Gap and Overcome Barriers to Change

The bottom line is that no enterprise business can manage or improve until it can measure. Therefore, the recommendation is equally simple. Measure and benchmark your business’ existing user experience and instantly compare any variations when a change is made.

To conclude, whether the business is looking to change a specific IT component or to enable full-scale digital business transformation (in a positive manner) CIOs, IT professionals and their business unit partners need to ensure the experience for their end-users is optimised as part of the project — in effect, treating them like IT consumers.

What’s more, no business can rely on IT end-users as the primary source to the business to problems. To achieve this, the business needs easy access to real empirical user experience data that enables it to easily compare the before and after of changes. So, the first step in this approach, and for your next IT transformation task, is to start with end-user experience to help ensure a successful outcome.


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CEO’s Corner: Charlene Li on Technology and Employee Experience

Charlene Li

In the end of June 2017 CEO’s Corner post put a spotlight on Charlene Li, Principal Analyst at Altimeter (a Prophet Company) and keynote at this year’s HR TechXpo. Li supports leaders to thrive with disruption, primarily focusing on creating business strategies and developing leadership around digital, social, and emerging technologies. An analyst since 1999, and having seen business, society, and the world undergo seismic changes over the last 18 years, she’s driven to create research and thought leadership that helps to bring greater clarity and inspire audacious actions.

The interview is hosted by Greg Mortona corporate strategy and growth development specialist and Chief Executive Officer of the Northern California HR Association.

Q: You talk about the seismic changes that have recently occurred in the workplace. Besides the obvious impacts of technology, virtual work, and social media, what’s a change you are observing that most people are underestimating? 

A: One of the biggest overlooked opportunities is thinking about the employee experience, as opposed to employee engagement. Employee experience is when you look at a situation through the eyes of the employee, and focus on how the day-to-day experience creates a deeper relationship between the organization and employees. This is a significant shift for HR who must shift from managing transactions (recruiting, hiring, evaluations) and risk mitigation (training and compliance) to nurturing relationships. Technologies makes this easier but it’s only when technology fades into the background, and the relationship work comes forward, that the experience becomes a differentiator to the employee.

Q: What is the biggest takeaway you hope readers get from The Engaged Leader?[i]

A: Relationships form the foundation for leadership and I hope that by reading the book, people understand that digital channels must be part of the repertoire of skills leaders use to develop relationships. My hope is that readers are inspired to hit the pause button on their busy day and take a few minutes to reflect on how they need to be better engaged — even if it means simply listening to the people crucial to the achievement of their goals.

Q: We’re getting ready for our 2nd Annual HR TechXpo which last year was quite an exciting event showcasing the intersection of HR and Technology. You have talked to hundreds of providers, so are probably not easily wowed. What are one or two technological features you have seen in HR solutions that have knocked your socks off?

A: I’m excited to see SaaS-based strategy planning and execution tools getting traction in the market from companies like StrategyBlocks and Cascade. The software makes explicit and transparent the strategic plan of the organization, so that everyone across the organization is connected to the strategy. This means it’s clear how what you do every day impacts the long term strategy. It takes the idea of “connected workforce” and gives it a direction and objective, where the purpose of the connection is a strategic objective. This is exciting for HR because it ties together HR functions (workforce management, performance evaluation) and ties it directly to strategy and business outcomes.

You can find Charlene Li on LinkedIn and on Twitter.

You can find Greg Morton on LinkedIn or on Twitter.

[i] Charlene Li. The Engaged Leader: A Strategy for Your Digital Transformation – Wharton Digital Press, 2015

Banner HR TechXpo 2017

2nd Annual HR TechXpo will take place on August 25, 2017 in Hilton Union Square, San Francisco.

The HR Tech Weekly® readers get a free registration! Enter promo code hrtechweekly at time of checkout when you register here: http://hrtechxpo.com/register.

Please use #HRTechXpo to share the news about this exciting event showcasing the intersection of HR and Technology.

If you’d like to comment or have further questions for Charlene Li or Greg Morton, you are welcome to leave your reply here or post on social media adding #CEOCorner.


Source: CEO’s Corner: Charlene Li on Technology and Employee Experience

Robots Are Taking Over Human Resources

Robots Are Taking Over Human Resources – NCHRA TechXpo Pushing Technology Envelope for Industry

HireMojo LogoSan Francisco, CA, August 11, 2017HireMojo, Inc., the Hiring Automation Platform (TM), announced the unveiling of it’s latest hiring “robot” at the Northern California Human Resources Association (NCHRA) HR TechXpo on August 25, 2017. With this invitation, the NCHRA event demonstrates leadership at the intersection of Human Resources (HR) and technology.

Beyond simple automation, complete functions are being transformed with Robotic Process Automation (RPA). According to a recent PWC Research Report, robots will replace up to 38% of U.S. jobs by 2030. Until now, HR functions have been largely insulated from this wave of technology. The introduction of HireMojo’s robot, which makes it possible for nearly anyone to find candidates and fill jobs without needing industry specific knowledge or resources, sets the NCHRA August event apart.

“We are delighted to see the NCHRA lead the way for technology innovation among HR leaders across the country.” said John Younger, HireMojo’s CEO. “Advancing the balance between human and machine actually makes the entire hiring process more intimate, scalable and effective. We applaud the NCHRA for their efforts to pull HireMojo and others together. ”

“By bringing together some of the most transformative technologies for the HR industry, our goal is to help attendees learn to incorporate these advances into their departments.” emphasized Greg Morton, CEO of NCHRA. “HireMojo’s process automation is a good example of a technology most thought was not possible in the recruiting and hiring function, yet it’s here and it works.”

About HireMojo:

HireMojo (http://www.hiremojo.com) develops a subscription-based automation software for the recruiting and hiring function. Based on the data from filling tens of thousands of jobs with millions of applicants, it’s Hiring Automation Platform (TM) incorporates a constellation of resources and performs many of the routine activities needed to make hiring predictable, fast and easy.

About NCHRA:

The Northern California HR Association, one of the nation’s largest HR associations, has been advancing organizations through human resources since 1960. Delivering nearly 200 programs annually, the association is dedicated to connecting human resources professionals with practice resources, leading California-specific training, legal and legislative developments, quality service providers, and each other–forming career-long networks and partnerships.

Contact: Laurie Pehar Borsh
lauriepeharborsh@lpbpr.com
800.915.2151 x706


The HR Tech Weekly readers get a free registration to HR TechXpo in SF on August 25th! Enter promo code hrtechweekly at time of checkout when you register here: http://hrtechxpo.com/register

Airport Singapore

Human Capital Management for Airports Summit 2017 — Press Release

1st Global Summit on Human Capital Management for Airports | The HR Tech Weekly®

Singapore, August 11, 2017 — Sustainable financial performance, aviation safety & security and employer’s responsibilities are at the heart of airport operations. As human capital amalgamates intrinsically with an airport’s overall business performance, the implications of Human Capital Management practices go beyond influences and responsibilities of human resources, recruitment, learning & development units. Employees’ performance, talent development, leadership management, organisational design and succession planning are without doubt critical factors ensuring high standards in safety, aeronautical/non-aeronautical revenues, customer expectation and employer’s reputation.

Taking place in Singapore between 21-24 November 2017, Human Capital Management for Airports Summit 2017 is the platform focused on achieving business sustainability and employer reputation for visionary airport operators. It’s the product of airport operators’ desire to uphold key business objectives through fostering a valued workforce of maximized performance, effectively utilized talents and competent leadership.

You should attend if you are General Managers / Directors / Chief / Heads / Managers / Team Leaders / Supervisors from Airports Operators and Aviation Authorities dealing with:

  • Operations – C-Level Executives, COO, Executive Directors
  • Human Capital Management / HR
  • Units heads: Engineering, Airside Operations, Terminal Operations, Commercial Development, Special Projects, Planning & Development, Customer services, etc.
  • Learning & Development
  • Talent & Leadership
  • Succession Planning
  • Career Development
  • Training

Join the World’s Leading Human Capital Management for Airports Summit 2017 in Singapore!

4 Exclusive Workshops ALSO available in this 4-Day Summit programme.

Event Name: Human Capital Management for Airports Summit 2017

Event Date: 21 – 24 November 2017

Event Location: Singapore

Contact Email: enquiry@equip-global.com

Event Website: http://www.equip-global.com/human-capital-management-for-airports

About Equip Global:

Equip Global

Equip Global is the trusted global provider of business intelligence through conferences and trainings to the world’s leading businesses, governments and institutions.

Our scale, scope, knowledge and reach allow us to put together conferences and trainings which address our clients’ problems that no one else can. Using our deep functional and industry expertise, strong connections across industries as well as breadth of geographical reach, our conferences and trainings constantly help our clients transform into sharper, smarter and more efficient enterprises.

Each time we develop a conference or training for our clients, we put ourselves in their shoes with their objectives in mind and invest significant amount of time and effort researching, unlocking and understanding their real challenges.

We strive to provide only tailored solutions that help our clients achieve true results with minimal effort. We do not believe in conferences and trainings that provide standard industry answers or theoretical knowledge. Inviting only leading practitioners and domain experts who can offer information that help solve our clients’ challenges , our conferences and trainings focus on providing only solutions that have met the concrete test of application and have proven to improve an organization’s productivity and performance. We know that custom solutions yield the greatest competitive advantage and value for our clients and always ensure that we are only providing our clients with information and connections that matter.


** EXCLUSIVE DISCOUNTS are available for Subscribers of The HR Tech Weekly. Email to enquiry@equip-global.com to find out more!

DevScore Introduces Developer Acquisition Functionality

Candidate_Notes

Finding the right software developer just got a lot easier for HRs, recruiters, & hiring managers.

DevScore’s new Acquisition functionality enables HR staff to easily source and vet talented developers that are actively looking for work.

Recruiters can now literally source, vet, & interview developers in minutes.

3 August 2017 — DevScore, the software developer skills-assessment SaaS (Software-as-a-Service) that launched earlier this year at HR Tech World, has introduced a brand new Acquisition feature — one that complements and works seamlessly with its existing functionality — bringing recruiters, hiring managers, and HR a complete candidate-matching, acquisition, assessing, and digital screening service.

Customers can now make targeted developer searches based on actual coding experience; an industry first — a feature that just didn’t exist before in HR tech. They can also filter results by skills, experience, and geographical location easily; allowing them to cherry pick the exact software development talent they need for their business’ individual requirements.

Sourcing_Results

DevScore’s unique and rapidly growing database contains millions of developers. The new Acquisition function finds and connects with those that are actively looking for work.

“In the fast-paced world of software development, acquisition, assessing, and hiring great people quickly is business-critical,” explains DevScore founder, Peter Cummings. “With the new Acquisition feature, recruiters can now literally go from initial sourcing to potentially interviewing a candidate in minutes.”

The Acquisition function is a direct challenge to job boards and candidate sourcing companies that lack the depth of understanding needed to make fully-informed hiring recommendations. These platforms largely use simplistic text-based matching software and lack any sort of advanced assessment and selection criteria. However, up until now coding analysis just hasn’t been available to recruiters.

Candidate_Profile

“There are loads of sites where you can hire recruiters and freelancers,” says Cummings. “But it’s important that you can qualify how good a developer is. There’s always a chance some will exaggerate their CVs, but without any form of code analysis, recruiters can’t get an accurate picture of what a developer can and can’t do. DevScore can literally see what the coder has created and assesses the quality of their code; which enables us to understand how they stack up among their peers.”

Within the Acquisition tool, users can create a customise specific search; filtering developer information by numerous criteria — including experience, flexibility, skills, and location. In addition, searches can be saved and lists can be easily downloaded by users. And where no exact data immediately exists for a chosen set of criteria, customers can create a notification that will let them know when there’s a specific match. Also, API integration makes it easy to pull in DevScore functionality to any job board or talent acquisition tool.

“Everyone who wants to be a developer, can be,” says Cummings. “It’s unlike most other jobs. Your contributions and experience are highly visible. The Acquisition module can help determine which who’s an expert and who’s a novice — reducing the time-to-hire and increasing the quality-of-hire.”

About DevScore:

DevScore enables recruiters and HR staff – even the non-tech savvy – to accurately assess and validate a developer’s skills and experience in an easy understandable format. No need to scan every resume anymore – now you can compile a shortlist with the right candidates in record time.

We scan code repositories across the internet, and analyse the code that developers have submitted. Using our analytics engine we are able to find out how many months the developer has actually used a language, framework, or a development style for. We then assign the developer a score – the DevScore – and from that provide a rank for the developer both worldwide and in the country where they live.

The Best Technology To Help Overcome HR Management Problems

The Best Technology To Help Overcome HR Management Problems

In this increasingly digital age, technology is apparent in just about every industry, none more so than Human Resources, or HR. Team and data management is one area that is well serviced by some of that new tech and could help make your HR problems a thing of the past.

Whether you’re an old hand at HR management or a new starter, there’s a whole host of software, hardware and programs designed to help you overcome problems, so you can manage your new project smoothly. Because we’re supporters of all the great tech that’s out there – new and not-so-new – here’s a top 5 of free-to-use team, data and project management tools, perfect for any HR department.

Wrike

While micromanaging can be offputting for a new team of staff, Wrike’s software means your HR team or manager, can see what everyone has done and what they’re working on, all on a single platform. Although you have to pay for the more advanced options that are available, the free version is great starting point and gives you a lot of useful tools. It integrates with third-party programs and, while it’s easy to see what everyone is doing, with regards to any project or regular work, there are handy privacy settings and options, too.

Gantt Project

A flexible and well-appointed app, Gantt Project is a tool that works for HR managers and teams across numerous industries. No aspect of it falls behind a paywall and there are some useful small details – such as the ability to insert milestones or add dependency constraints for moving forward – which can be helpful when creating staff reports and managing development. It can seem a little complex at times, but, there’s a lot of ability here that will help you overcome any previous problems you’ve experienced in monitoring staff anmd keeping on top of thier achievments.

Bitrix 24

If you keep your user count to 12 or under, then this program will remain free, making it the ideal team, data or project management solution for small businesses. This app allows your entire team to communicate easily regardless of their location. And, it comes with free cloud storage too. There are some more useful details in this project management suite of tools, but you might have to pay to access the best of them. It will likely be worth it, though.

Harvest

The world of HR has numerous challenges, no matter which industry you’re working in. That’s why Harvest is a great option for many professionals. It provides an easy-to-use interface that incorporates:

  • Time-tracking.
  • Report creation.
  • Invoicing.
  • Expenses tracking.
  • Is available on mobile, laptop and tablet.

An intuitive tool that makes it easier to keep on top of everything that’s going on, no matter where you are.

Trello

Now, this program has been around since 2011, so is probably familiar to many of you. However, that doesn’t make it any less of a great option for your HR team needs. This piece of tech has grown a lot over the past six years, incorporating multiple add-ins that increase its flexibility and make it useful for multiple industries and specific needs. The interface means it’s easy to see what’s going on at-a-glance, while the real-time updates make sure the whole HR team is always on the same page as the relevant company staff.

Tech Tools for Every HR Management Problem

Only five HR, team, data and project management technology tools have been discussed here, yet there are many more excellent options out there. It’s always helpful, though, to have the benefits of existing options pointed out. Not only does it help you identify what problems you foresee or are experiencing, but you can also see what might not be as relevant to your specific needs.

HR is an important and complex role, so don’t shy away from using some of the great tech that’s been designed to make it that little bit easier for you.

Written by Jackie Edwards, specially for The HR Tech Weekly®

Attract and Retain Millennial Employees with Workplace Technology

Attract and Retain Millennial Employees with Workplace Technology

Written by Atif Siddiqi, Founder and CEO at Branch Messenger.

Business People Group Talking

When was the last time you saw a Millennial take out a piece of paper and write a note on it?

It probably took you a moment to think about that. It’s because Millennials usually take notes on their phones. They are the first generation to grow up using mobile devices and technology as their primary means of communication. As they enter the workforce, they expect to be able to communicate using technology and in the most modern ways possible. They want to have the newest, bestest technologies that allow them to operate as efficiently as possible.

How do you get these uber-efficient employees in the door and keep them? I’ll explain three ways to figure out the specific workplace technologies you will need and then cover four workplace technologies Millennials expect from all employers.

3 ways to figure out the workplace technologies you need:

  • Ask your current Millennial employees which technologies they are already using on the job. Your best source of figuring out what a Millennial wants is from other Millennials. Once you know the technologies they are already using, evaluate whether or not it would be appropriate to officially roll out the technologies to every worker.
  • Literally no Millennials in your workforce? Ask your peers in similar workplaces which technologies they are using and couldn’t live without. Once again, evaluate if it would be a good fit for your specific business and then implement!
  • Visit the app store and view the top apps in the category it is obvious your company is behind-the-times with. Read the reviews. Download a few free ones that people are generally raving about. Give them a spin yourself and then decide which ones are the best in your opinion. Ask a few of your employees to download your top picks, use them for a bit, and then report back to you which ones they thought were the best. Pick the one the vast majority of employees are now chomping at the bit to use and implement throughout your company.

4 workplace technologies Millennials expect:

  • Mobile devices

Millennials want to be able to access information at a moment’s notice while they are working and not near a stationary resource (computer or phone). Mobile devices allow them to quickly find the information required so they don’t need to drop everything, walk to the front of the store, log into a computer, and look it up.

  • Digital communication platform

Millennials are used to chatting with their peers in group messages. They want to be able to pick up their mobile devices and instantly communicate with their co-workers.

  • Digital scheduling

Remember that whole Millennials-take-notes-on-their-phones thing I previously mentioned? Same goes for their schedules. They put their schedules on their phones and set reminders. Make it easier for them to automatically access their schedule by posting it on an internal website or using a scheduling app.

  • Wi-Fi

Technology is basically useless without access to the internet. Wi-Fi is necessary so that employees don’t need to use their own data networks while at work, which are often not the same speed and spotty for service. With company Wi-Fi, everyone has equal access.

By going through these steps, you are sure to have the technologies in place to entice Millennial workers.

About the Author:

Atif Siddiqi, Founder and CEO at Branch Messenger

Atif Siddiqi is the Founder and CEO at Branch Messenger, a free team messaging and engagement app for shift workers. An LA native, Atif relocated the company to Minnesota to participate in the TechStars & Target Retail Accelerator Program. Branch has thousands of employees that rely on the app from companies like Target, Taco Bell, AutoZone, 24 Hour Fitness and more.

You may contact Atif on LinkedIn and Twitter.


If you want to share this article the reference to Atif Siddiqi and The HR Tech Weekly® is obligatory.

Conferences

5th Compensation & Benefits Summit 2017, Kuala Lumpur Malaysia — Press Release

Equip Global - 5th Compensation and Benefits Summit 2017, Kuala Lumpur Malaysia

Kuala Lumpur, July 20, 2017 — Establishing effective compensation and benefits packages in a competitive environment remains as a challenge for most of the organizations today. With the impact of economy crisis, globalization, increasing governmental regulations, rapid technological advances, it is the nightmare for all HR personnel to design and administer effective and cost-efficient compensation and benefit plans. HR, C&B, Rewards Professionals across organizations are struggling to come out with a remuneration package with flexible benefits that suit all employees and at the same time align with business goals. If this is not handled well, the organization will lose its market competitiveness and face talent attrition.

With thorough understanding of what all HR personnel are facing and looking at moving forward, the 5th Compensation & Benefits Summit 2017 have come out with this one-of-its kind summit to address the MOST DIFFICULT & COMPLICATED issues in managing employee compensation and benefits packages. Our expert speakers will share successful case studies on designing and implementing compensation & benefits plans and processes that allow you to manage costs, improve performance, attract, motivate and retain employees.

You should attend if you are Heads / Vice Presidents / Directors / Assistant Vice Presidents / Managers dealing with:

  • Compensation & Benefits
  • Human Resources
  • Performance & Rewards
  • Finance & Administration
  • Organizational Development
  • Talent Management/Development

4 Exclusive Workshops ALSO available in the 4-Day Summit programme.

Event Name: Compensation & Benefits Summit

Event Date: 13 – 16 November 2017

Event Location: Kuala Lumpur, Malaysia

Contact Email: enquiry@equip-global.com

Event Website: http://www.equip-global.com/compensation-and-benefits-summit

About Equip Global:

Equip Global

Equip Global is the trusted global provider of business intelligence through conferences and trainings to the world’s leading businesses, governments and institutions.

Our scale, scope, knowledge and reach allow us to put together conferences and trainings which address our clients’ problems that no one else can. Using our deep functional and industry expertise, strong connections across industries as well as breadth of geographical reach, our conferences and trainings constantly help our clients transform into sharper, smarter and more efficient enterprises.

Each time we develop a conference or training for our clients, we put ourselves in their shoes with their objectives in mind and invest significant amount of time and effort researching, unlocking and understanding their real challenges.

We strive to provide only tailored solutions that help our clients achieve true results with minimal effort. We do not believe in conferences and trainings that provide standard industry answers or theoretical knowledge. Inviting only leading practitioners and domain experts who can offer information that help solve our clients’ challenges , our conferences and trainings focus on providing only solutions that have met the concrete test of application and have proven to improve an organization’s productivity and performance. We know that custom solutions yield the greatest competitive advantage and value for our clients and always ensure that we are only providing our clients with information and connections that matter.

In a nutshell, Equip global conferences and trainings drive tangible bottom-line results whilst equipping our clients with the business connections that help you achieve long term success. We provide only what our clients need and want.


** EXCLUSIVE DISCOUNTS are available for Subscribers of The HR Tech Weekly. Email to enquiry@equip-global.com to find out more!

marcus evans: Professional business training

Employee Engagement: 27-29 September 2017, Amsterdam, Netherlands — Press Release

Marcus Evans: Employee Engagement | The HR Tech Weekly®

Amsterdam, July 18, 2017 — Employee engagement has a direct impact on employee branding, an engaged employee will always praise his company and its achievement and can become a brand ambassador.

Companies increase their efforts to better understand the reasons beyond employee engagement. Although multiple tools can be used ranking from basic surveys to sophisticated games or applications, not many companies combine their findings with HR data about employee absenteeism, turnover rate and other data to gain a deeper insight about employee engagement trends. Predictive analytics can also help companies determine the source of hire sources, evaluate the ROI of employees and optimise the hiring process.

The Employee Engagement conference organised by marcus evans on the 27th-29th of September, 2017 in Amsterdam will provide a pan-European insight in employee engagement and its development. It is a unique opportunity for Employee Engagement specialists and Human Resources Experts to discuss the challenges of engaging employees. Practical cases will be presented to highlight the link between employee engagement and the organisational performance, the impact of internal communication, leadership and organisational culture on employee engagement. This conference will also explore the means by which we can guarantee employee engagement through the entire employee life cycle and turn it into employee experience.

Attending this premier marcus evans conference will enable you to:

  • Improve the employer branding and communicate about the company’s values to the employees
  • Put the company’s culture at the service of employee engagement
  • Create a sense of belonging among the employees
  • Use predictive analytics to improve employee engagement
  • Maintain employee engagement after a M&A or a strategic transformation

About marcus evans Group:

marcus evans Group | The HR Tech Weekly®

marcus evans specialises in the research and development of strategic events for senior business executives. From our international network of 63 offices, marcus evans produces over 1000 event days a year on strategic issues in corporate finance, telecommunications, technology, health, transportation, capital markets, human resources and business improvement.

Above all, marcus evans provides clients with business information and knowledge which enables them to sustain a valuable competitive advantage and makes a positive contribution to their success.


If you would like to receive more information regarding this event please email Constandinos Vinall at ConstandinosV@marcusevanscy.com or visit the website here.

Unemployment in Changing Times – Are Seasonal Workers Protected?

Written by Jackie Edwards, specially for The HR Tech Weekly® ▸

Unemployment in Changing Times - Are Seasonal Workers Protected?

In many industries, there is an ever shrinking demarcation of the traditional working day. The fact is, we live in a 24/7 consumer society, and those demands are cascaded through to businesses throughout the value chain. This is particularly the case in the tech industry, where the growing trend in flexible and remote workers means the boundary between home and work balance is becoming ever more blurred. When it comes down to it, the 9-5 working day and 35 hour week with time off for good behavior that was the norm for our parents and grandparents is actually quite a rarity today.

But flexible working practices do not just mean fitting hours to suit personal and business needs, and seeking that holy grail of 21st century existence, the mythical work life balance. Seasonal work is also becoming more common in industries outside the traditional farming and recreational sectors, and is starting to be seen in everything from retail to back office to academia. Here, we take a look at how employment law applies to workers falling into this ever widening category.

Claiming Unemployment Benefit

Even for those who have been in regular employment within the HR tech industry, the rules might seem complex due to variations between states, but the underlying principles are simple enough. If the worker has been laid off through no fault of his or her own, and meets the requirements for the amount of time he or she was in work, then benefits are available.

For seasonal workers, the same principles are in play, but they are a little more complicated to navigate. Specifically, the lack of work at certain times is an understood and acknowledged part of the deal. As such, workers are not actually unemployed, and so many states will not subsidize them during this “lull” period.

States that have a more generous attitude towards seasonal workers, typically those with a significant tourist sector and therefore a larger proportion of people falling into this category, calculate the amount payable on the basis of what was earned during the base period, just as they would for someone who had been in full time employment.

How about Contractors?

Almost three quarters of employers use contractors to provide tech support at one time or another, so how is this sector affected? Only an employee can claim benefits, and in the vast majority of cases, contractors are considered to be self employed, and are therefore ineligible. Even more complex is where the contractor hires seasonal assistance. In this case, however, the key word is “hires” – the assistant is not considered an employee any more than the contractor is, and therefore is not generally going to be able to claim unemployment.

If in doubt, ask

The above all suggests that where unemployment benefits are concerned, the deck is clearly stacked in favor of full time workers, and it could be argued that seasonal employees are not as fairly treated as they could be. Ultimately, though, it is important to remember that rules can vary significantly, so if you are unsure regarding an individual’s eligibility to claim, it always makes sense to check with your state unemployment office to get specific advice.


Not everyone fits the traditional, eight-to-five, year-round job scenario. Seasonal employees work for defined, often short periods of time during specific times of the year. This phenomenon is created by variations in certain industries that are affected by seasonal shifts in demand or weather-related impediments.

Click here to learn more: Unemployment Rules for Seasonal Workers | AboutUnemployment.org