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7 Ways Social Learning Facilitates Knowledge Sharing And Talent Development

November 17, 2019 | 127 views

One of the most amazing benefits of social learning is that it’s all about giving and taking. Employees have the opportunity to share what they know with the team as well as learn from others’ mistakes. Aside from structured online training tools, like demos and tutorials, employee training participants use peer collaboration to bridge personal gaps. Live events, social media groups, and coaching facilitate knowledge sharing and talent development across your organization.

Spotlight

The Recruiting Division

As corporate-side, contract recruiters, we know how to communicate and work with demanding hiring managers. We understand the importance of using company messaging and branding to attract passive candidates, and the need to provide a high-touch candidate experience to all of your applicants. And unlike contingency recruiters, holding ourselves accountable is built into our DNA. We work with the same rigor on every position, every time, no matter how challenging or daunting. That’s why you hire, and what you can expect from, a contract recruiter. ContractRecruiter.com allows you to leverage the power of an entire plug ‘n play recruiting team, including dedicated contract recruiters, sourcers, and delivery managers. We operate with a simple outsourced model that eliminates the costs, complexities and commitments of traditional contingency staffing firms and RPO’s.

OTHER ARTICLES
DIVERSITY AND INCLUSION

Why Do Companies Hire on Third-Party Payroll?

Article | July 5, 2022

While most operators would suggest that salaries and payments are the business’s strategic components since it populates the Sales, General & Administrative line item, a significant portion of businesses across the globe outsource it to third-party service providers. As per a Deloitte survey, 24%-27% of firms across North America, Latin America, EMEA, and APAC outsourced their payroll management function to third-party vendors. Payroll management services generally include a basket of services like: Integrating time-sheets into payable salaries and tax liabilities. Managing tax-deducted at source, tax filings, and deductions. Providing management reports. Managing wage garnishments and other ad hoc requirements. Processing payment discrepancies.

Read More
TALENT MANAGEMENT,HR STRATEGY,RECRUITMENT & RETENTION

HR Compliance: Get Back to Basics During the Great Reset

Article | August 2, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

Read More
TALENT MANAGEMENT

What Unconventional People Analytics Looks Like?

Article | July 20, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

Read More
EMPLOYEE EXPERIENCE

Purposeful Employee Well-being: Making Data-based Decisions

Article | May 19, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

Read More
DIVERSITY AND INCLUSION

Silent Meetings: A New Trend or Inclusivity at its Finest?

Article | July 5, 2022

While most operators would suggest that salaries and payments are the business’s strategic components since it populates the Sales, General & Administrative line item, a significant portion of businesses across the globe outsource it to third-party service providers. As per a Deloitte survey, 24%-27% of firms across North America, Latin America, EMEA, and APAC outsourced their payroll management function to third-party vendors. Payroll management services generally include a basket of services like: Integrating time-sheets into payable salaries and tax liabilities. Managing tax-deducted at source, tax filings, and deductions. Providing management reports. Managing wage garnishments and other ad hoc requirements. Processing payment discrepancies.

Read More
TALENT MANAGEMENT,HR STRATEGY,RECRUITMENT & RETENTION

Candidate Evaluations and 3 Factors to Focus On for Faster Hiring

Article | August 2, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

Read More
TALENT MANAGEMENT

From Talent Management to Talent Engagement

Article | July 20, 2022

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

Read More
EMPLOYEE EXPERIENCE

Purposeful Employee Well-being: Making Data-based Decisions

Article | May 19, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

Read More
MORE ARTICLES

Spotlight

The Recruiting Division

As corporate-side, contract recruiters, we know how to communicate and work with demanding hiring managers. We understand the importance of using company messaging and branding to attract passive candidates, and the need to provide a high-touch candidate experience to all of your applicants. And unlike contingency recruiters, holding ourselves accountable is built into our DNA. We work with the same rigor on every position, every time, no matter how challenging or daunting. That’s why you hire, and what you can expect from, a contract recruiter. ContractRecruiter.com allows you to leverage the power of an entire plug ‘n play recruiting team, including dedicated contract recruiters, sourcers, and delivery managers. We operate with a simple outsourced model that eliminates the costs, complexities and commitments of traditional contingency staffing firms and RPO’s.

Related News

TALENT MANAGEMENT

BairesDev Giveback Program Provides Access to Tech Training and Resources to More Than 1,500 Talented People

BairesDev | August 09, 2022

BairesDev, a leading technology solutions company, announced the conclusion of the latest edition of its Giveback Program, focused on promoting diversity and inclusion in the technology industry by investing in the tech talent of tomorrow. In this opportunity, BairesDev partnered with its clients to make 224 donations to 29 different NPOs, 60% more compared to the previous edition. Twice a year, the company selects a list of NPOs that share its vision of building a more inclusive tech industry and teams up with clients to allow them to choose causes for BairesDev to donate funds. In this edition, BairesDev donated funds to Womxn in Power, EveryoneOn, NPower, Close the Gap, and LaunchCode, among other NPOs, which focus on closing the digital breach faced by many talented people around the world. Beneficiaries highlighted the relevance of these programs in supporting underrepresented communities and addressing unequal access to opportunities in the tech industry. With BairesDev donations, more than 1,500 talented people from diverse backgrounds will have access to industry certifications, computers, digital training, among others. "We at BairesDev know firsthand the importance of a diverse and inclusive tech industry and are committed to providing equal opportunities for talented people, wherever they may be, It's inspiring to partner with so many of our clients who are committed to helping close the digital gap facing underrepresented communities." -Nacho De Marco, CEO and co-founder of BairesDev BairesDev donations have provided enough to underwrite industry certification testing for all of the women in the next Silicon Valley training cohort. This will give roughly 40 women the industry-recognized certification essential to landing their first job in tech, Said NPower Inc. Thanks to BairesDev, Close the Gap can fully equip a computer lab in Africa with 30 computers and offer training to local personnel of a school that is in need of ICT devices. The hardware will be installed in a dedicated computer room where on average 20 individual students will make use of each computer. Thanks to your contributions, 600 students who would otherwise be excluded from digital education will now gain digital literacy, said Close the Gap. The BairesDev Giveback Program, formerly called B-Grants, recently won a Stevie® Award for Corporate Responsibility Program of the Year. Through the program, the organization shows its commitment to helping create opportunities for the tech talent of tomorrow. The next edition of the program will be launched before the end of 2022. About BairesDev BairesDev is a leading nearshore technology solutions company that architects and engineers scalable and high-performing software solutions to meet all kinds of business challenges. Using its deep tech expertise and cross-industry experience, BairesDev evolves digital transformation into digital acceleration. The ultimate goal is to create lasting value throughout the entire digital transformation journey. With 5,000+ seasoned engineers in 36 countries, BairesDev provides time zone aligned services to empower Fortune 500 companies and leading brands. Working for clients like Google, Rolls-Royce, Johnson & Johnson, Pinterest, and ViacomCBS, the company has been reimagining the tech landscape for over a decade.

Read More

TALENT ACQUISITION,RECRUITMENT & RETENTION

OMNIPRESENT LAUNCHES OMNIACADEMY TO EMPOWER HR PROS TO HIRE AND ONBOARD GLOBAL TALENT

OMNIPRESENT | August 05, 2022

Global employment partner Omnipresent today launches the OmniAcademy, a free online learning platform dedicated to helping HR professionals and senior leaders to grow successful, international businesses with ease. Developed by Omnipresent's team of HR experts, the OmniAcademy's first course - 'Everything you need to know about international hiring' - comprises 13 step-by-step videos with downloadable guides for time-strapped teams. This is the first in a series of courses, and those who complete them will receive certification for the skills developed in each course. 'We founded Omnipresent on the belief that borderless hiring is a key component in the future of work. And with organisations looking increasingly further afield to hire the best talent in a competitive market, HR leaders need to be equipped with the right information to guarantee a positive employee experience, wherever their employees are based. However, we know first hand that this can be extremely complex - our team of over 400 is currently based in 53 countries, so we've had to navigate these very challenges ourselves. This is why we've created the OmniAcademy: to help HR teams make the most of global work and create a seamless experience for their employees." -CEO and Co-founder of Omnipresent, Matthew Wilson The launch of the OmniAcademy comes at a time when 96% of HR professionals are facing challenges with 'future of work initiatives', but 47% 'don't know the best tactics or tools to overcome these issues'. All this in a post-pandemic world where they are tasked with delivering hybrid and remote set-ups, while maintaining a positive employee experience. About Omnipresent Founded in 2019, Global employment partner Omnipresent provides client-focused, tech-enabled business solutions combined with personalized expertise to support hiring people globally. Businesses looking to go global can hire and manage employees compliantly in more than 160 countries through the OmniPlatform, Omnipresent's proprietary digital platform and SaaS product. Companies can easily integrate HR administrative duties, including payroll, expenses, taxes, and benefits, to let them focus on growing their business. As a fully remote company with no corporate headquarters, Omnipresent has grown from a team of two to more than 400 people in 50+ countries worldwide.

Read More

TALENT MANAGEMENT,EMPLOYEE BENEFITS

WorkFaith Launches WorkFaith Now

WorkFaith | August 03, 2022

WorkFaith announced WorkFaith Now, a new online learning platform for job seekers and employees. WorkFaith Now offers self-paced job readiness and career development courses at no cost to both individuals looking for work and staffing agencies who want to upskill their clients. "WorkFaith Now is a transformative digital platform that gives 24/7 access to faith-based training and coaching opportunities. No longer is time or transportation a barrier for those who need immediate access to critical job resources, When you access WorkFaith Now, you can expect to receive essential job training skills that have helped thousands of individuals obtain employment over the years. WorkFaith is an industry leader in workforce development, and has a vetted process that caters to individuals looking for long-term employment." -Nick Hardy, Chief Program Officer at WorkFaith Features of WorkFaith Now include: 24/7 access from a smart device Engaging on-demand content No cost to the user WorkFaith Now will be available starting August 1. About WorkFaith: WorkFaith is a organization that provides faith-based training and coaching for anyone who desires long-term employment. WorkFaith has helped thousands of people find work and achieve long-term success for over 16 years.

Read More

TALENT MANAGEMENT

BairesDev Giveback Program Provides Access to Tech Training and Resources to More Than 1,500 Talented People

BairesDev | August 09, 2022

BairesDev, a leading technology solutions company, announced the conclusion of the latest edition of its Giveback Program, focused on promoting diversity and inclusion in the technology industry by investing in the tech talent of tomorrow. In this opportunity, BairesDev partnered with its clients to make 224 donations to 29 different NPOs, 60% more compared to the previous edition. Twice a year, the company selects a list of NPOs that share its vision of building a more inclusive tech industry and teams up with clients to allow them to choose causes for BairesDev to donate funds. In this edition, BairesDev donated funds to Womxn in Power, EveryoneOn, NPower, Close the Gap, and LaunchCode, among other NPOs, which focus on closing the digital breach faced by many talented people around the world. Beneficiaries highlighted the relevance of these programs in supporting underrepresented communities and addressing unequal access to opportunities in the tech industry. With BairesDev donations, more than 1,500 talented people from diverse backgrounds will have access to industry certifications, computers, digital training, among others. "We at BairesDev know firsthand the importance of a diverse and inclusive tech industry and are committed to providing equal opportunities for talented people, wherever they may be, It's inspiring to partner with so many of our clients who are committed to helping close the digital gap facing underrepresented communities." -Nacho De Marco, CEO and co-founder of BairesDev BairesDev donations have provided enough to underwrite industry certification testing for all of the women in the next Silicon Valley training cohort. This will give roughly 40 women the industry-recognized certification essential to landing their first job in tech, Said NPower Inc. Thanks to BairesDev, Close the Gap can fully equip a computer lab in Africa with 30 computers and offer training to local personnel of a school that is in need of ICT devices. The hardware will be installed in a dedicated computer room where on average 20 individual students will make use of each computer. Thanks to your contributions, 600 students who would otherwise be excluded from digital education will now gain digital literacy, said Close the Gap. The BairesDev Giveback Program, formerly called B-Grants, recently won a Stevie® Award for Corporate Responsibility Program of the Year. Through the program, the organization shows its commitment to helping create opportunities for the tech talent of tomorrow. The next edition of the program will be launched before the end of 2022. About BairesDev BairesDev is a leading nearshore technology solutions company that architects and engineers scalable and high-performing software solutions to meet all kinds of business challenges. Using its deep tech expertise and cross-industry experience, BairesDev evolves digital transformation into digital acceleration. The ultimate goal is to create lasting value throughout the entire digital transformation journey. With 5,000+ seasoned engineers in 36 countries, BairesDev provides time zone aligned services to empower Fortune 500 companies and leading brands. Working for clients like Google, Rolls-Royce, Johnson & Johnson, Pinterest, and ViacomCBS, the company has been reimagining the tech landscape for over a decade.

Read More

TALENT ACQUISITION,RECRUITMENT & RETENTION

OMNIPRESENT LAUNCHES OMNIACADEMY TO EMPOWER HR PROS TO HIRE AND ONBOARD GLOBAL TALENT

OMNIPRESENT | August 05, 2022

Global employment partner Omnipresent today launches the OmniAcademy, a free online learning platform dedicated to helping HR professionals and senior leaders to grow successful, international businesses with ease. Developed by Omnipresent's team of HR experts, the OmniAcademy's first course - 'Everything you need to know about international hiring' - comprises 13 step-by-step videos with downloadable guides for time-strapped teams. This is the first in a series of courses, and those who complete them will receive certification for the skills developed in each course. 'We founded Omnipresent on the belief that borderless hiring is a key component in the future of work. And with organisations looking increasingly further afield to hire the best talent in a competitive market, HR leaders need to be equipped with the right information to guarantee a positive employee experience, wherever their employees are based. However, we know first hand that this can be extremely complex - our team of over 400 is currently based in 53 countries, so we've had to navigate these very challenges ourselves. This is why we've created the OmniAcademy: to help HR teams make the most of global work and create a seamless experience for their employees." -CEO and Co-founder of Omnipresent, Matthew Wilson The launch of the OmniAcademy comes at a time when 96% of HR professionals are facing challenges with 'future of work initiatives', but 47% 'don't know the best tactics or tools to overcome these issues'. All this in a post-pandemic world where they are tasked with delivering hybrid and remote set-ups, while maintaining a positive employee experience. About Omnipresent Founded in 2019, Global employment partner Omnipresent provides client-focused, tech-enabled business solutions combined with personalized expertise to support hiring people globally. Businesses looking to go global can hire and manage employees compliantly in more than 160 countries through the OmniPlatform, Omnipresent's proprietary digital platform and SaaS product. Companies can easily integrate HR administrative duties, including payroll, expenses, taxes, and benefits, to let them focus on growing their business. As a fully remote company with no corporate headquarters, Omnipresent has grown from a team of two to more than 400 people in 50+ countries worldwide.

Read More

TALENT MANAGEMENT,EMPLOYEE BENEFITS

WorkFaith Launches WorkFaith Now

WorkFaith | August 03, 2022

WorkFaith announced WorkFaith Now, a new online learning platform for job seekers and employees. WorkFaith Now offers self-paced job readiness and career development courses at no cost to both individuals looking for work and staffing agencies who want to upskill their clients. "WorkFaith Now is a transformative digital platform that gives 24/7 access to faith-based training and coaching opportunities. No longer is time or transportation a barrier for those who need immediate access to critical job resources, When you access WorkFaith Now, you can expect to receive essential job training skills that have helped thousands of individuals obtain employment over the years. WorkFaith is an industry leader in workforce development, and has a vetted process that caters to individuals looking for long-term employment." -Nick Hardy, Chief Program Officer at WorkFaith Features of WorkFaith Now include: 24/7 access from a smart device Engaging on-demand content No cost to the user WorkFaith Now will be available starting August 1. About WorkFaith: WorkFaith is a organization that provides faith-based training and coaching for anyone who desires long-term employment. WorkFaith has helped thousands of people find work and achieve long-term success for over 16 years.

Read More

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