Nathan Charles, head of customer experience at cyber security training provider OryxAlign, explains how cyber security training for staff is just as important as any threat prevention software, why it should be prioritised for new recruits and how consistency is key.
Article by 5 May 2023
The future for HR in financial services will be digital and data driven. At least, that’s the Wall Street consensus. But, while the pandemic enhanced the strategic importance of the Chief Human Resources Officer in many firms, it also exposed HR’s lack of readiness for a data-driven future.
Article by 11 May 2022
Two-thirds of business leaders have mentioned in a recent survey that if their company does not digitalize more soon, it will no longer be competitive. But when it comes to digitizing organizations, it might change the way we work completely. The HR team will be expected to make sure these big changes do not affect the employees anyway and should be able to solve problems arising.
Article by 11 March 2022
Lately, HR departments have regained their strategic role, as well as the trust of employees and management. Thus, more and more organizations are starting to adopt HR metrics as a crucial standpoint of their business strategy. Here are the top 10 predominant HR metrics in 2021!
Article by 30 October 2021
2020 was a big year for human resources/ people teams. HR played a pivotal role in responding to Covid-19, shifting to remote work, engaging the workforce and maintaining workplace equity. However, 2021 will test HR teams to the max — many challenges still need to be addressed such as employee experience, employee well-being in both remote and hybrid workplaces and continued adoption of technology in HR.
Article by 28 June 2021
Over the past year, we have witnessed companies adopt digital transformation and collaboration and it has been no different for the HR sector either. The move towards adopting people analytics comes amid a sea of changes in the way people work given the ongoing crisis, additionally, there has been a need to break away from manual interventions in HR, which prove to be costly and ineffective in the long-term.
Article by 23 June 2021
While COVID-19 has resulted in many companies reducing their overhead and/or streamlining headcount, it has also driven demand for specific technical and analytical skillsets as companies revise their strategic priorities to respond to and recover from the crisis.
Article by 12 June 2020
Meaningful information has become critical for companies that are jostling for relevancy and competitiveness in the Digital Age. The ability to synthesize huge influx of data to facilitate astute insights and sagacious decision-making has led to a mushrooming of new functions that have evolved from largely-marginalized roles in earlier times, e.g., Statisticians have shed their backroom persona of a solemn data-cruncher to become effervescent Data Scientists as the front-end face of innovation-driven progressiveness. Terms like ‘Big Data’, ‘Machine Learning’, ‘Deep Learning’, ‘Neural Networks’, etc., have permeated the corporate landscape to proactively overcome any foreseen/unforeseen challenges that an organization is liable to face in the race to excellence.
Article by 5 May 2020
Finding the right talent for the Digital Age has become increasingly critical for competitive organizations as the relevant dynamic demands keep revising the roles/skill sets that are needed to succeed in the future. The steady influx of AI-enabled entities in the workplace has been a key factor in the respective context as the notion of the ‘right talent mix’ now involves both ‘human’ and ‘non-human’ team members. Consequently, this has put significant strain on the historically cozy and secure relationship between recruiting firms, especially, in the ‘retained’ category, and their corporate clients as conventional/unconventional recruitment approaches favoring induction of ‘human talent’ are not deemed to be in optimized congruence with the organizational imperatives of higher efficiency, faster productivity, refined timeliness, seamless manufacturing/services, and consistently innovative offerings to remain relevant in the face of disruptive influences/competitors.
Article by 5 February 2019
Across all the business departments, Human Resources has potentially the most to gain from the intelligent use of analytics. From improved resourcing and performance reviews to identifying problem areas that can improve policies, data analytics can drive deeper insights into management and operational issues that can improve overall organisational performance, argues
Article by 21 June 2018