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This year of unprecedented challenges has brought a series of big company moments to organisations. This short guide provides advice and tips on how to lead fully remote teams in crisis situations, addressing the challenges that can arise, whilst offering guidance on how to overcome and mitigate them. At Sage HR we recognise the vital role our customers play in leading their organisations and participating in their communities. The part that we play in supporting you in these endeavours is one we’re proud to provide.

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We’ve got a great list of A-Z HR gurus who sure know how to get ahead of the competition (and stay there)! Our HR gurus this time around are based internationally across 11 different countries and are working within some of the world’s most recognisable, leading organisations such as, Uber, Facebook, Google, Nike, Olympics, Volvo, Snapchat and so on; companies which regularly feature on blogs due to having top ranking HR departments that give them a competitive edge. - Pranesh Anthapur, VP HR at Uber - Christer Balle, Turning sales experiences into business excellence - Mario Ceitil, Presidente da APG (Associação Portuguesa de Gestão das Pessoas) - David D’Souza, Director at CIPD - Cortney Erin, Head of Global Talent Intelligence & Selection at Facebook - Amina Fouad, SPHR, HR Manager at Carrier Corporation - Dröfn Guðmundsdóttir, Human Resource Manager at Origo - Lisa A. Holmes MSHR, HR Executive| HR Consultant| Executive Coach| Speaker |Author of Job Hunting - Zainab Iqbal, Consultant | Executive Search at HRSG – Innovative Business Solutions - Volker Jacobs, CEO and Founder of TI People - Armand Kaali-Nagy, Bildung öffnet neue Horizonte - Sharlyn Lauby, Human Resources Management: author, writer, speaker, consultant - Karen May, Vice President, People Development at Google - Vasanthi Naidu, Director HR at Intel Technology India Pvt Ltd - Michelle O’Connor (FCIPD), Group People & Culture Director at Linnaeus Group - Sara Portelli, Head of HR, International Operations at Evolution Gaming - Amybeth (Hale) Quinn, Technical talent sourcing, research, intelligence - Rachel Roethlisberger, HR Manager - Soumyasanto Sen, HR Technology, Transformation & People Analytics Leader and Advisor | Strategist Future of Work | Speaker & Writer - Ona Teerikorpi, VP, Global Talent Acquisition at JUUL Labs - Candace Unger, Human Resources Assistant at Remedy Intelligent Staffing - Ambrosia (Humphrey) Vertesi, VP People Duo Security / Former VP Talent Hootsuite / Co-Founder HROS / Board Member - Maxine Williams, Global Chief Diversity Officer at Facebook - Sophia Xu, HR at Volvo Car Corporation - Deepika Yadav, Self Employed at UVKA Consultant Private Limited - Syedda Anum Zainab, HR Generalist | HR Business Partner Let us know in the comments below, if there is a HR guru that you would like to see on our next A-Z list, that hasn’t been mentioned already.

Human Resources Gurus for Q2 2019: CakeHR’s A-Z HR Experts List for the Secon...

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We are back with our popular A-Z list of HR Gurus and have a very well-rounded, diverse and inclusive mix of people, expertise and skills to show you! We showcased some great HR experts across 2018 in our quarterly A-Z lists and also engaged with a number of our readers that highlighted HR expert’s within their own networks who had not appeared on our radar yet. So we are thankful for the feedback and excited to share some new names with you all. Our multifaceted HR experts include professors, a global inclusion director, diversity specialists, culture transformation advisors, masters of advanced statistics, HR trend hunters, inclusive environment builders and even a stand up comedian who has used stories from his long career in HR as a way to spread humour! Although our Q1 2019 list of A-Z HR Gurus is heavily UK based, we still have experts from all across the globe; Israel, USA, Macedonia, Russia, Latvia, China, South America, Switzerland and India, all of which collectively bring a strong focus on Diversity and Inclusion. Learn more at www.cake.hr

HR Gurus for Q1 2019: The A-Z of Human Resources Experts This Quarter [Infogr...

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We have developed an A-Z list of HR experts every quarter of the year to spotlight some of the human resources industry leaders for our readers to take inspiration from. So let’s take a look at which HR Gurus made our final A-Z list of 2018. Our 2018 Q4 HR experts collectively encompass knowledge and skills across HR technology, culture, global and offshore workforce planning, transformative recruitment, org design, digitalisation and administration. But the most popular theme across the 2018 Q4 list is Change Management. If you are looking for inspiration on how to successfully implement new initiatives, procedures or services within your business and want to develop an organisational change management strategy to support them, then our A-Z list of influencers may be able to offer up some guidance!

A-Z HR Gurus of Q4 2018: See the Current Experts in Human Resources!

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Founded in 2012, CakeHR is a growing HR software company that streamlines attendance and performance management for customers in over 1000 cities worldwide. Unlike older platforms which can be painfully slow and complex, our innovative and user-friendly tool is designed to be fast and enjoyable to use for employees and managers. This improves employee engagement and identity in the company and the quality of data that they supply without the need for paperwork or spreadsheets. > Leave Management > Scheduling & Timesheets > Performance Appraisals > Onboarding & Offboarding > Centralised Employee Directory & Database > Recruitment Management (soon!) > Organisational Chart Find out more at cake.hr 

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Q2 2018 crept up on us fast and there’s a lot to keep up with in the world of HR. So we’re back again to take a look at which HR Gurus we believe you should follow for a competitive advantage! I'm m sure you’ll all agree that 2018 has seen exciting developments take place in the Human Resources sector. Companies across the globe continue the search to transform their workforce with alternative, innovative methods and this year it’s clear that leaders are taking a closer look at the ‘talent experience’ as an attraction and retention strategy. Data from research indicates that the strategy to focus on the talent experience is a priority for 2018 and employers rightfully believe that technology will be a crucial factor in its success, with 51 per cent of businesses increasing their investments in tech to improve the talent experience and 46 per cent increasing tech investments to boost the candidate experience. So whilst there’s no doubt that HR is evolving rapidly and technology is playing a critical role in the current talent experience strategy, the human element is just as important (actually, more so) which is why having access to the advice and guidance of our HR Gurus will allow you to follow their journeys during these ground-breaking times.  Learn more at blog.cake.hr

CakeHR’s A-Z HR Gurus for Q2 2018: Current Experts in Human Resources [Infogr...

Sage HR

It’s a new year, a new quarter, and so we’re taking a fresh look at the A-Z HR Gurus who are inspiring us in 2018! So what is the focus for HR in 2018? This year, focus is on the employee experience and culture. There’s still an on-going race to digitalize human resources and we’ve seen more organizations incorporate people analytics into their business structure. That’s not all. The Agile Organization Model and the Gig Economy is re-defining how workplaces can operate, further highlighting the importance of culture in business. Our top twenty-six as a whole, contain leaders that are developing initiatives for creating value, generating strategic development for programmes and procedures whilst driving digitalization and culture change forward. We also continue to see numerous experts from the Baltic States thanks to the continuing developments we saw in the Nordic region towards the end of last year. We would love to know which HR Leaders inspire you so please tell us who would make your Q1 2018 HR Guru’s list in the comment section below!

HR Experts for Q12018: See the Gurus Who Made This Quarter’s List!

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The recent Facebook-Cambridge Analytica scandal has stirred heated discussions on privacy around the globe. An estimated 87 million people are affected by the data breach. Although the majority of the affected users are in the United States, Facebook published that personal data of over 1 million users in the Philippines, United Kingdom, and Indonesia are also compromised. For the people who ratified the General Data Protection Regulation (GDPR), the answer is a resounding NO. As Reinis Papulis of KRONBERGS ČUKSTE DERLING points out, “today’s level of technological development and role of personal data in the provision of various services has made it impossible to ensure the protection of personal data (privacy of individuals) at an adequate level with a legal act that was adopted in the second half of the 90's.” This has prompted the EU to overhaul its defences against data breaches. Technology changes fast and data collection is at its peak today. Out of the necessity to protect consumers and uphold data privacy, the General Data Protection Regulation is set to be in full effect beginning May 25, 2018. The battle for data privacy is not lost. And the enforcement of GDPR shows that we can still put up a good fight against companies that treat our personal data as commodities. However, there’s still a long way ahead of us.

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Introducing you to the top 112 HR Analytics experts [infographic]

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Our year-end wrap-up of the top A-Z HR pros continues to highlight experts in the Human Resources field that we believe are helping influence and shape the trends and growth of the HR function thanks to their innovative solutions, mainly in HR analytics and strategy – a topic that is extremely hot right now due to the shift in how HR operations are now being run. A positive difference you will see between our top A-Z gurus in the previous quarter and our top A-Z gurus in Q4 2017 is a better balance of the genders. Despite the fact most of the HR experts in our A-Z teams already have a large following, we hope that we will continue to see plenty more inspiring content on LinkedIn from the likes of Josh Bersin and the other HR experts that we have listed throughout 2017 to help motivate the rest of us in the way we run our own HR functions. * * * LEARN MORE AT blog.cake.hr

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Sage HR

Here we have compiled an A-Z list of HR guru’s to help you discover which influencers you really should be following right now. It is always good to follow other experts in the Human Resources field and get inspired by new ideas whilst also keeping up to date with current real-time changes in HR trends and legislation. The list of HR leaders and influencers that we have chosen, all have a vast background in Human Resources or promote innovative ways in how they operate HR within their business, so much so that they now have a large following from other HR professionals. So take time to look at all of the HR leaders we have listed below; we have even added links to their LinkedIn profiles to enable you to follow them for yourselves. Team CakeHR ➡️ www.cake.hr

Human Resource’s Gurus: Picking HR’s Ultimate A-Z Team | Q3 2017

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Ready to define your EVP but don’t know where to start? We’re gonna lead you through it! The process is actually pretty simple; all you need to do is interview your employees and analyze their answers. Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier! Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP. And remember, an EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention – which is ultimately what your Employer Brand aims to do.

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Founded in 2012, CakeHR is a fast growing HR software company that streamlines attendance and performance management for customers in over 1000 cities worldwide including airBaltic, CBS, BDO, Squalio, Twino and 4Finance. Unlike older platforms which can be painfully slow and complex, our innovative and user-friendly tool is designed to be fast and enjoyable to use for employees and managers. This improves employee engagement and identity in the company and the quality of data that they supply without the need for paperwork or spreadsheets. Key functionality of the software: - Leave management - Scheduling and timesheets - Performance appraisal - Onboarding & off-boarding - Centralised employee directory and database - Recruitment management - Organisational chart Learn more by visiting www.cake.hr

Introduction to the HR management software CakeHR

Sage HR

The history of HR technology starts in the 1800s with Frederick Winslow Taylor, an American Engineer whose passion was to increase industry efficiency and one of the first management consultants. Today’s digital applications are really a misnomer because they don’t simply track time off, they’re comprehensive tools that help good managers manage the time in their firms. In the process, they also save everyone involved a great deal of time, freeing them up for more important jobs. Learn more about HR management software CakeHR here >>> cake.hr

Technology in HR - Human Resources Management Software

Sage HR

Do you know that a baby is born with all the brain cells he needs when he becomes an adult? Do you know that a baby creates 700 neural connections every second in the first 1,000 days of his life? A study conducted by Dr. Jim Heckman, a Nobel Laureate in Economics, show that early stimulation of brain function during childhood plays a critical role in a child's social and economic success. Furthermore, the neural pathways and networks that are forged during the first 1,000 days will have lasting impacts on the person's social, emotional and mental capabilities --- very important factors which dictate the kind of lifestyle, job and social interactions he will have in the future. For parents who want nothing but the best for their children, Dr. Heckman's research show that preschool experiences and early interactions with peers and adults provide the highest return in capital investment. The benefits of which decreases dramatically after school due to aging and several other reasons. From an economic standpoint, these words ring true. Early childhood stimulation of brain function develops fluid abilities such as memory, reasoning, speed of thought and problem solving prowess. All of which are interrelated and foreshadows high-level brain function which is key to a happy, successful life. In this Slideshare story deck, CakeHR is proud to present 10 easy, practical ways to develop your kid's brain power. Here you will learn about the importance of play, songs and interactive toys in early childhood brain stimulation. You will also learn that the way your respond to your child's needs and cries will have a direct effect on the development of his cognitive and emotional abilities. Learn more about CakeHR at > > > cake.hr

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Sage HR

This SlideShare will show you 23 awesome tips on how to negotiate with people around the world! ~~~ You can't expect negotiations with the French to be like negotiations with Americans, and the same holds true for every culture around the world. British linguist Richard D. Lewis charted communication patterns as well as leadership styles and cultural identities in his book, "When Cultures Collide," which is now in a third edition. His organization offers classes in cross-cultural communication for clients like Unilever and BMW. Although cultural generalizations can be overly reductive, Lewis, who speaks 10 languages, insists it can be done fairly. "Determining national characteristics is treading a minefield of inaccurate assessment and surprising exception. There is, however, such a thing as a national norm," he writes. "How to Skyrocket Your Communication skills to Irresistible Levels" SlideShare presentation we made thanks to CrossCuture negotiating with people around the world! Enjoy and share your thoughts below! Team CAKE HR.

How to Skyrocket Your Communication Skills - 23 Awesome Tips!

Sage HR

Employee appreciation or recognition is the timely acknowledgment of a person’s or team’s “beyond normal” effort, result or behaviour that uphold the company’s goals and values. It can be formal or informal depending on the situation. Appreciation is not learned overnight. In order to be more effective, you need to understand the psychology of praising others and apply it on yourself too. If done right, employee appreciation can be catalytic, causing dramatic positive changes that affect your entire company’s culture. Why do employees need to be appreciated? Kelly Mannard, Chief Marketing and Strategy Officer of Northern Trust, puts it clearly this way: It’s human nature to want to be valued! Most employees respond positively to appreciation because it confirms that their efforts are valued. It gives them that sense of achievement for a job well done — a “pat in the back”. Read more at >>> cake.hr

The Power of Employee Appreciation. 5 Best Practices in Employee Recognition.

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How Volkswagen Mocked Corporate Social Responsibility: “DieselGate” Outs Sustainable Business Sham In September 2015, the automotive industry played witness to the largest scandal among its ranks in recent history, as Volkswagen was caught cheating with its pants down. The German car manufacturer had recently overtaken Toyota in sales, in the first half of 2015, to establish itself as the leader of the global car market. Though, this shouldn't have been a surprise to anyone, since VW was largely leading the automotive industry in terms of revenues, profits, and assets even in 2013. The world was left with jaws agape in early September, as the German giant admitted to placing “cheat” software in roughly 11 million of its diesel-engined cars worldwide. Carried out since 2009 onwards, this subterfuge was perpetrated in an effort to deceive pollutant emissions testing in developed markets like US and EU. As investigations into the fraud continue, the primary reason seems to be that Volkswagen did not wish to install a Urea-based exhaust system marketed as AdBlue – roughly $336 per unit – into the “clean diesel” engines which they'd spent years developing for their 2009 models. In-house testing into the engines revealed that they emitted roughly 35 to 40 times the amount of nitrogen oxide, linked to smog, acid rain, asthma, and other illnesses, above the limits allowed by clean air legislation in developed nations. Suddenly, the car manufacturer was faced with two options – go back to the drawing board and miss out on the 2009 car season, or spend exorbitant amounts of money to fix the problem by retro-fitting their engines with AdBlue. They chose option three – cheat through a “defeat device” software. Ironically, the test which ultimately uncovered the deception was carried out by independent American researchers – working for an NGO, rather than the EPA or other bigwig agencies – to show their European counterparts that diesel engines can be used with cleaner emissions. Despite their published efforts coming to light in 2014, however, the EPA was unable to make Volkswagen admit to the cheat till September 2015 – after threatening to withhold approval for VW's and Audi's 2016 diesel models. Now, after having lost its CEO in the wake of the scandal alongwith almost a fifth of its share value, Volkswagen is looking at criminal investigations from the US and Chinese governments, a legal penalty for $18 billion for the roughly 482,000 cars it sold in US, and class-action lawsuits from owners of post-2009 VW Jetta, Golf, Beetle, and Passat, as well as similar Audi diesel models. Even though the firm has set aside roughly $7.3 billion to deal with this scandal, early projections show that this amount may be grossly insufficient. By now, we're sure that you have a flood of unanswered questions – What are these “defeat devices”? How do they affect the car's performance? For more visit > > > cake.hr

How Volkswagen Mocked Corporate Social Responsibility: “Diesel Gate” Outs Sus...

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There’s always been an old adage in the advertising world – “All publicity is good publicity” – however the sheer stupidity of that statement is enough to give old PR hands heartburn. And the prime examples to prove its invalidity are the ups and downs of ex-Reddit interim CEO, Ellen Pao. Since 2012, Ellen Pao has gone through an unbelievable series of highs and lows worthy of earning its own mini-series, starting with her $16 million case against former employer – Silicon Valley venture capital firm, Kleiner Perkins Caulfield & Byers. Her current peak ended on Friday with her resignation from her post at Reddit, in the face of overwhelming negative responses from Redditors’ hivemind, a roughly 213,000 signature-strong petition demanding her resignation on Change.org, and the official reason of differences with higher ups over the future growth rate of the website. And now, the statements coming in from Reddit Board of Directors and ex-head honchos possibly suggest that Pao may have simply ended up being a patsy for the decisions of others, rendering her pain and humiliation at the hands of disgruntled Redditors entirely pointless. One obvious fact visible to anyone who followed this high-octane drama over the last month is that none of Pao’s decisions were evaluated at face value, and instead she faced constant uphill battles due to her sexual discrimination (not harassment; there’s a difference, people) lawsuit against KPCB, with accusations of everything from “suing her way to the top” to gilding her own comments on Reddit (the ultimate taboo) flying around left and right. Over the last few months, we’ve seen this story unfold and encompass everything from gender discrimination in big-money Silicon Valley, to the insidious power of trolls on the Internet. So, let’s take a quick look at the past few years of Ellen Pao, and let you readers evaluate facts as you would.

The Rise and Fall of Ellen Pao. Perpetrator or Victim?

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Insurance IoT is a social good! Because: 🔵 Expected losses can be reduced structured programs with both real-time mitigation actions to solve a specific situation, and behavioral change mechanisms to promote safer behaviors (both in personal and commercial lines) 🔵 Rate can be matched to risks better: - Smaller and more accurate pricing clusters allow a large part of profiles to receive a lower rate - Even with the ability to price the individual probability of loss (cluster of one) the insurance foundation isn’t canceled (The risk of each policy will contribute to the expected losses of the portfolio; The premiums paid by many lucky policyholders will be used to pay the claims of the few unlucky policyholders who had an accident in a period of coverage) 🔵 IoT data can be used to increase the effectiveness and efficiency of the claim process, so improving the combined ratio ceteris paribus ⏩ Large part of the policyholders will pay less (and portfolios currently difficult to insure will become more insurable) Insurance IoT (and telematics) is not about providing a discount Insurance IoT (and telematics) is about creating economic value using the data and sharing part of this value with policyholders (and agents & brokers) An integrated holistic adoption of the IoT paradigm is a game changer for your insurance business and a social good: ◾ it allows to improve the availability and affordability of insurance coverages ◾while allowing the sector to write a profitable business Below you can enjoy a selection of best practices in both personal and commercial lines - written with some of the IoT Insurance Observatory members - that have already started to obtain results from their IoT business transformation journeys

Insurers' journeys to build a mastery in the IoT usage

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