ComplianceLine to Attend HCCA Conference 3.29 – 4.1

ComplianceLine | January 05, 2021

ComplianceLine to Attend HCCA Conference 3.29 – 4.1
The Compliance Institute offers the latest updates and trends in all areas of healthcare compliance and ComplianceLine will showcase the latest products and services to support compliance professionals. ComplianceLine will be located at Booths #424 & #390

Join ComplianceLine and more than 2,500+ peers at the primary educational and networking event for healthcare compliance professionals!  The 2020 CI includes 180 educational sessions broken into 15 learning tracks, an exhibit hall with 85+ solution providers, and ample networking opportunities. Attendees have the opportunity to obtain live CEUs.

Be recognized for your experience and knowledge in compliance and ethics. Take advantage of the opportunity to sit for an optional Certified in Healthcare Compliance (CHC)® or Certified in Healthcare Privacy Compliance (CHPC®) or Certified in Healthcare Research Compliance (CHRC)® exam on the last day of the conference.


This infographic shares key facts from RiseSmart’s latest report, Insights on Job Seekers in Transition: What Every Employer Needs to Know.

Other News

68% of UK workers say they’ve sent emails to the wrong recipient

Egress Software Technologies | June 10, 2020

The latest Data Breach Incident Report from the Information Commissioner’s Office (ICO) revealed that misdirected emails were the number one cause of data breach incidents during Q4 2019, accounting for 20% more reported incidents than phishing attacks. In response to these findings, Egress commissioned a straw poll with CitizenMe to learn more about these email errors with 300 email users in the UK and 300 in the US. Our poll found that almost two-thirds (64.5%) of respondents admitted to sending emails to the wrong recipients, with everything from confidential figures to court documents going astray. Here's what else this quick poll showed us.

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LOWE'S COMPANIES, INC. | August 11, 2020

It’s 2:00 in the afternoon when Jacinthe Galpin answers a call to discuss the role the Command Center has played in helping Lowe’s navigate these challenging times. The affable Australian starts off by admitting she’s still in her pajamas. “We’ve been working since 5 a.m. today to move product,” she says before a laugh, “so putting on actual clothes has not been an option.” Welcome to life as manager of the Lowe’s Command Center in 2020. Before diving into the unique challenges this year has presented, Galpin provided an overview of what exactly the Command Center does. “The Lowe’s Command Center is a rapid response group when we have severe weather events. Hurricanes, tornados, snowstorms, wildfires – that kind of event,” Galpin said. “We will mobilize resources across the organization so that we have a coordinated approach.

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Workforce Insight Acquires SMK Workforce Solutions

Workforce Insight | July 01, 2019

Founded in 2006, Workforce Insight delivers workforce management advisory, analytics, and implementation services to large enterprise organizations, with focus on healthcare, manufacturing, retail, business and consumer services sectors. “SMK Workforce Solutions excels at helping retail and experience-focused organizations build the optimal labor model to deliver a consistent customer experience,” said Tony Santora, CEO for Workforce Insight. “The collective strengths of our combined organizations set a new industry standard, with breadth and depth of labor optimization capabilities and expertise that is second to none. Timing could not be better in response to increasing demand from our customers and partners for industry-specific analytics extensions, operational excellence models, implementation capabilities and innovative adoption approaches that drive sustainable value.”

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IT Workers Will Be Hard to Find and Keep in 2022

SHRM | December 14, 2021

Three recently published reports suggest that while the demand for technology will remain high in 2022, skilled IT workers will be hard to find and difficult to keep. These trends will disrupt technology projects, but they will also close the gap between technology and HR leaders according to a survey report titled The Impact of Technology in 2022 and Beyond: an IEEE Global Study. The report reveals that 97 percent of IT leaders agree that their team is working more closely than ever with human resource leaders to implement workplace technologies—though it may take longer than usual due to the staffing shortages. The Institute of Electrical and Electronics Engineers (IEEE) report, which was published in November, relied on 350 chief information officers, chief technology officers, IT directors and other technology leaders in the U.S., China, U.K., India and Brazil who work at organizations with more than 1,000 employees across multiple sectors. The IT leaders shared their views on the state of HR technology as the impact of COVID-19 continues to change the workplace. Respondents predict that in 2022 they'll have a plethora of difficult IT problems to solve: Maintaining strong cybersecurity for a hybrid workforce of remote and in-office workers (83 percent). Managing return-to-office health and safety protocols, software, apps and data (73 percent). Deciding what technologies are necessary for their company in the post-pandemic future (68 percent). Recruiting technologists and filling open tech positions will be difficult to do in the year ahead (73 percent). A survey published in October by TalentLMS, part of the Epignosis Group of Companies, and recruiting software company, Workable, suggests there's more trouble ahead. The companies polled 1,200 IT workers for its report and found 72 percent of respondents in the U.S. said they are thinking of quitting their jobs in the next 12 months. Respondents cited several reasons to quit, with 41 percent saying their jobs had limited career progression, 40 percent noting a lack of flexibility in working hours, and 39 percent citing a toxic work environment. "The percentage of IT workers [who] are thinking about quitting their jobs is higher than I would imagine," - Periklis Venakis, chief technology officer at Epignosis. Venakis said employers will have to adapt to remote work, which will continue after the pandemic ends. He added that HR should see this as an opportunity because companies can find employees in markets that were closed to them prior to the pandemic. One company that is watching its IT staff turnover rates is Cloudflare Inc., an infrastructure and website security company based in San Francisco. According to Janet Van Huysse, Cloudflare's senior vice president and chief people officer, since the pandemic began, the company's employee turnover rate peaked in May 2021. Cloudflare has more than 2,200 employees and an IT organization of 964 workers globally. "Since March 2020, the IT organization accounted for approximately 30 percent of all our terminations, most of which were voluntary, Primarily, these were due to either career progression, opportunities elsewhere, or because of performance or capabilities fit," -Janet Van Huysse, Cloudflare's senior vice president and chief people officer She agreed with the 2021-2023 Emerging Technology Roadmap for Large Enterprises report from Gartner Inc., published in September, in which 64 percent of IT executives cite talent shortages as the most significant barrier to the adoption of emerging technology, compared with only 4 percent in 2020. Gartner's survey also showed that among the technology areas affected by IT talent shortages are computer infrastructure and platform services, network, security, digital workplace, IT automation, storage and database systems. IT executives cited talent availability as the main adoption risk factor for the majority of IT automation technologies (75 percent) and nearly half of digital workplace technologies (41 percent). Yet across all technology domains, 58 percent of respondents reported either an increase or a plan to increase emerging technology investment in 2021, compared with 29 percent in 2020. As companies seek IT skills, Huysse said HR leaders need to be open-minded about where talent comes from and embrace unconventional paths to tech by using more inclusive hiring strategies. She added that looking in unconventional areas for talent also means seeking applicants from more geographies. While a larger talent pool diversifies the candidate pipeline, it also creates more complexities for organizations. HR leaders must be flexible in their approach and be ready to support teams and leaders as they make this transition.

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