WORKFORCE MANAGEMENT

DTEX Systems Unveils New Privacy-First ‘PULSE’ Workforce Cyber Intelligence Product to Enable the Workforce of the Future

DTEX Systems | August 18, 2022 | Read time : 03:33 min

DTEX Systems Unveils New Privacy
DTEX Systems, the leader in Workforce Cyber Intelligence & Security, has announced the general availability of PULSE Workforce Cyber Intelligence. The first-of-its-kind workforce engagement and intelligence solution, designed with privacy as a first priority, will support digital transformation initiatives and related human capital management programs by enabling IT, HR, and Finance teams to learn from employee engagement with organizational assets and identify opportunities for improved work-life balance and operational efficiency.

The Working World Has Changed and So Must Technology
  • Outdated Employee Monitoring solutions that rely on intrusive surveillance techniques breach employee privacy and erode trust. While the intent may be to track activity and productivity towards a goal of professional development and operational efficiency, the net result is often a culture of skepticism, caution, and distrust amongst the workforce.
  • With the Work-from-Anywhere movement here to stay, how can management learn from the workforce in the same way they did when they were able to ‘manage by physical proximity' via meaningful, interpersonal, face-to-face communications? Employee Surveillance is the WRONG answer.


“Employees are not meant to be spied on, watched, and monitored. They are meant to be trusted, relied upon, and to help inform us as leaders about what we can do better to improve personal, professional, and financial outcomes for them and the organization as a whole, Invasive, intrusive, surveillance-motivated technologies that monitor keystrokes, scan email, and record screens are archaic and unnecessary. They accomplish nothing and instead breed a culture of mistrust and skepticism. It is time for a new approach that embraces employees as informed, intelligence-gathering business partners.”

- Bahman Mahbod, President & CEO at DTEX Systems

According to Gartner, Employees who are kept informed about why and how their organizations gather data about them exhibit higher discretionary effort and higher levels of trust relative to peers. In turn, companies with high levels of trust between employees and managers beat average annualized returns for the S&P 500 by a factor of three.

Legacy technologies have failed to answer the most important questions raised by progressive CEOs, and their HR, IT, and Finance leadership, including:
  1. What applications do we have? Are they being utilized? By whom? How often? Are there cost savings and efficiencies to be found in our application stack and licensing agreements?
  2. How is a hybrid work model performing for our organization as a whole? Are we meeting key performance indicators? Are we meeting objectives from a time and deliverables perspective? Do our employees feel engaged, motivated, protected, and respected?
  3. What unsanctioned SaaS applications are being utilized by top performers? What opportunities are there to learn from BYOA and adopting new SaaS apps that could accelerate innovation and efficiency?

DTEX PULSE enables organizations to learn from their workforce by anonymizing an employee’s physical interactions with organizational assets (data, machines, applications, and people), aggregating these interactions across the entire business, and then performing analysis to understand engagement levels without compromising privacy. DTEX PULSE is NOT an employee surveillance tool. DTEX PULSE’s patented pseudonymization technology and unique data minimization techniques ensure employee privacy is maintained, while innovative behavioral machine-learning models help HR, IT, Finance, and Cybersecurity teams deliver better day-to-day experiences and foster better outcomes for employees and the organization.

The future of work is defined by a digitally-enabled, highly intelligent, hybrid workforce who is motivated by respect, privacy, a passion to make meaningful contributions, and innovation, The post-COVID workforce is a factor driving the acceleration of digital transformation initiatives, yet corporate visibility is regressing as operations and employees become decentralized. The goal in developing PULSE was to properly align the digital enterprise with the requirement for employee privacy, while making the workforce a source of operational intelligence and not the subject of surveillance, said Mohan Koo, CTO and Co-founder of DTEX Systems.

The most common use cases for DTEX PULSE include:
  • Remote Workforce Analytics to help quantify the impact of employees and teams working remotely by analyzing application usage and access to data, both on and off the corporate VPN.
  • Software License Optimization to help answer why, how, when and for how long employees use enterprise assets by providing contextual intelligence related to actual software utilization. This helps IT and procurement teams analyze the human habits that drive and disrupt workflows, and helps them understand what’s working, what’s not, and how they can adapt their strategies to support a more efficient workforce.
  • Bring Your Own Application Awareness analyzes SaaS application usage data by top performers to discover authorized and unauthorized SaaS applications which support technology, efficiency, and innovation goals, without compromising a strong security posture.

About DTEX Systems
DTEX Systems helps hundreds of organizations worldwide better understand their workforce, protect their data, and make human-centric operational investments. Its Workforce Cyber Intelligence & Security platform brings together next-generation DLP, UEBA, digital forensics, user activity monitoring and insider threat management in one scalable, cloud-native platform. Through its patented and privacy-compliant meta-data collection and analytics engine, the DTEX platform surfaces abnormal behavioral ‘indicators of intent’ to mitigate risk of data and IP loss, enabling SOC enrichment with human sensors and empowering enterprises to make smarter business decisions quickly.

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"Once an organization leverages their resources to source the best candidates, they have to make the most of the hiring process. Since hiring hourly employees can be competitive, organizations need to have a selection process that both effectively and efficiently accomplishes two things: 1. allow the company to select the best candidate for the job 2. allow the candidate to select the company"


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EMPLOYEE EXPERIENCE, EMPLOYEE BENEFITS

HR for Health Launches First-Ever HR Hotline for Employers

HR for Health | November 02, 2022

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Employee Mental Health in an Uncertain World: Shifting From a State of Crisis to a Culture of Mental Wellness

Modern Health | September 08, 2022

Modern Health, a leading workplace mental health platform supporting enterprises globally, today published a wide-ranging study of executives, HR decision makers, managers and employees to examine the state of employee mental health in the workplace. The research, commissioned by Modern Health and conducted by Forrester Consulting for the second year in a row, set out to uncover how employers are responding to employees' dramatically increasing needs for mental health support after several years of an unrelenting global pandemic, political and social unrest, economic uncertainty, and much more. The survey of 1,700+ employees, including managers, non-manager employees, C-level executives, and HR leaders, found that employees and employers both recognize that mental health benefits are an integral part of a healthy, productive workplace culture, but have widely differing perceptions of if and how the current standard of benefits is meeting employee needs. While 84% of employers plan to increase or enhance employee mental health benefits in the next year, there is still a significant gap in how employees perceive their employer's commitment to mental health and wellness. Seventy-four percent of employees report wanting their employer to care about their mental health, but only half (53%) feel that they actually do. "The past few years have left many of us feeling burnt out, exhausted, and stressed, so it's not surprising that the topic of mental health has been forced into the spotlight. We're seeing a bigger need for support as more people speak out about their mental health challenges but despite this progress, people around the world are still struggling to access care that meets their needs, We are at a critical inflection point where organizations need to shift from the mindset of providing mental health support as a crisis response to it being an integrated and strategic part of the employee experience. 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According to our research, 85% of employers feel they actively listen to the needs of employees, but only 51% of employees agree. Similarly, only 46% of employees believe their company invests enough in the mental health of employees, while a significant 81% of employers believe they invest enough. Additionally, while around two in three employees report feeling connected, supported, and seen at work, when employers were asked the same question, they significantly overstated how their employees feel by at least 20% on every metric. For example, only 59% of employees reported feeling seen by their company and colleagues for their unique contributions to work, while 85% of employers said their employees felt seen. The Need to Clear a Path In order to create a workforce that is creative, adaptive, and resilient, the report advises that business leaders need to create a path that allows employees to use their mental health benefits without fear of reprisal or negative stigma. For employee behavior to scale across the organization, that behavior needs to be messaged, modeled, enabled, and permitted repeatedly to employees. One troublesome finding is that only 51% of employees feel safe in their role if their mental health status were to be revealed. Compared to the 2021 study, employees are even more desperate for a culture that embraces mental health acceptance and support. A year ago, employees were asking for more mental health support in the workplace. Today, their desire goes beyond simply implementing benefits—they want to feel empowered and encouraged to utilize these tools and want their leaders to acknowledge and reduce barriers to access. Last year, 64% of employees felt they had workday flexibility to care for mental health needs, while only 54% feel that way today. And more than two thirds (68%) of employees felt like their work culture was a safe place to discuss mental health and ask for support in 2021, but only 51% agree today. These trends are moving in the wrong direction. According to our findings, a full 77% of employers say they will provide mental health support to their employees, but they think it's up to the employee to use their benefits and managers shouldn't be expected to encourage them. Leadership modeling is also a critical component to employees feeling comfortable using mental health benefits to their fullest. According to the survey, the vast majority of leaders (80%) feel like they are expressing their own vulnerability when it comes to mental health, but employees do not see, hear, or feel that vulnerability coming through, since only 30% of employees agree. At the same time, 74% of employers think employees are uncomfortable hearing about their colleagues' mental health, but only 31% of employees said it actually makes them uncomfortable. Now is Not the Time to Lose The High Performers In an increasingly uncertain economic environment, companies can't afford to lose their high performing employees. Making up a third of the global workforce, high performers can be described as highly engaged, deeply committed and able to do their job consistently well. When examining the high performers in the study, it found that they are working more hours and are even more productive than last year, but are also burnt out. Despite a reported high enthusiasm for their jobs (76%), more than half (53%) of these high performers report feeling burned out in their roles. The good news is that employees reported again this year they would be more likely to stay at a company that provides high-quality resources for them to care for their mental health. The Cost of Doing Nothing While part of the case for mental health benefits is a positive return on the company bottom line, 72% of employers fear that focusing on mental health could have a reverse ROI with employees working fewer hours in order to care for their mental health and being less available. The research shares that the cost of supporting employees' mental health is a fraction of the cost that a company will bear over the long run if its workforce doesn't have the appropriate mental, physical, and emotional resources to excel at work. The benefits of a whole, complete, and "well" workforce reach far beyond incremental productivity improvements. In fact, the impacts can be felt across talent acquisition and retention, belonging, performance, engagement, profitability, and long-term growth. 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Founded in 2017, Modern Health incorporates evidence-based psychology principles and seamless technology to serve the needs of companies globally. Headquartered in San Francisco, Modern Health has raised more than $172 million from Founders Fund, Battery Ventures, Felicis Ventures, Kleiner Perkins, Afore Capital, MGV, Frederic Kerrest (co-founder of Okta), and 01 Advisors.

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UKG Announces 2022 Innovation Award Winners at UKG Aspire

UKG | November 25, 2022

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WORKFORCE MANAGEMENT,EMPLOYEE EXPERIENCE

Chicago Tribune Names SilkRoad Technology As Best Places to Work in 2022

SilkRoad Technology | November 11, 2022

SilkRoad Technology has been named one of the Chicago Tribune’s 2022 Top Workplaces, first among HR technology providers of all sizes. Results are based entirely on an anonymous employee feedback survey conducted by a third party, Energage, from April to July 2022. The survey measures 15 drivers of engaged work cultures, including connection, alignment, and execution. This year, SilkRoad ranked 25th on the list of smaller organizations, defined as having under 249 employees. “We are proud to continue to be recognized as a top workplace in Chicago for our approach to engaging and retaining talent, As Chicago continues to see interest and investments as a tech hub and prized talent pool, competition will increasingly heighten. We will continue to invest in employees, encourage them to commit to their craft and provide opportunities for new benefits and a rewarding work-life balance.” -Kate O’Neill, Chief Financial and People Officer of SilkRoad Technology As an HR technology provider, it’s important that we practice what we preach to our clients in terms of delivering compelling experiences to our employees, Now more than ever, people want to work for a culture that exemplifies excellence. We look forward to continuing to set the bar in Chicago and abroad,said Robert Tsao, Chief Executive Officer of SilkRoad Technology. About SilkRoad Technology Since 2003, SilkRoad has set the standard for talent acquisition innovation with scalable, configurable, branded experiences that attract, retain and align people to their business. SilkRoad delivers personalized experiences for employees to drive engagement across the employment lifecycle, enabling measurable and improved business outcomes.

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