PopEntry+ Announces AI-Enabled Health Screening System for Employee Identification

PopID | September 15, 2020

No population has been struck harder by COVID-19 than seniors. PopID, a Pasadena-based company, today announced the installation of its AI-enabled health screening system at its 35th senior living community in the U.S. The fixed biometric device, PopEntry+, is the first true, contact-free platform to combine facial recognition for employee identification, instant fever detection, and hand gesture recognition for health question screening. PopID's latest system was installed this week at Modena Cherry Creek, a newly built 96-unit senior community in Denver owned and operated by Solera Senior Living, which develops, owns and operates many innovative senior communities across the country. The system will serve as a key safety measure to protect this vulnerable demographic. Solera's founder and CEO Adam Kaplan said this: "We are confident that PopEntry+, as part of our overall suite of technology, will continue to be an important protocol for helping keep our residents, staff and family members as safe as possible." He added: "Solera has had no members infected with COVID-19 within any of our properties. I really credit that to our protocols and technology such as PopID's, which has been an important line of defense to keeping this virus outside our walls." The employees at senior communities simply scan their faces into the system via the PopID website. They then can stand before the fixed device to be recognized and have their temperatures taken instantly, hands-free, with or without masks. The device lets them know within seconds whether they have a fever. Additionally, the employee uses a thumbs up or thumbs down hand gesture to answer health questions on the screen, making the process 100% contact-free.

Spotlight

The goal of the report is to assess the current skills for different categories of railway staff, from workers to engineers, railway managers and researchers. The study on socioeconomic aspects of human capital starts with assessing the state of play regarding present employment situation considering work already done on forecasts for human capital in the railways, differentiating between different European regions.


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EMPLOYEE EXPERIENCE

Metafora & Lean Solutions Group Partner to Further the Transportation & Logistics Industry through Technology, Staffing, & Organizational Improvement

Metafora | April 06, 2022

Metafora and Lean Solutions Group are partnering to provide IT consulting and tech development services to companies in the transportation, logistics, and supply chain sectors, the two firms announced today. Metafora, formerly CarrierDirect, is a management consulting and tech development firm. Lean Solutions Group will work with Metafora to provide recruitment, staffing, and team spin-up services delivered from the company's nearshore satellite locations in Latin America. "Like Metafora, our firm is rooted in serving the transportation, logistics and supply chain space, This mutual agreement allows us to work together on behalf of our clients and prospects, leveraging each other's strengths and experience. While there remains a grave talent shortage problem in the United States, Latin America is bulging with strong, successful IT talent with a strong work ethic. Our Lean Staffing division excels at recruiting, building, and retaining tech teams which, operating as extensions of our clients' IT teams in the same time zone, can help businesses more rapidly develop and deploy tech solutions." -Robert Cadena, CEO and co-founder of Lean Solutions Group. "In an increasingly difficult hiring environment, we've seen first hand the tremendous benefits of using nearshore labor like Lean Solutions Group across transportation and logistics businesses. Our partnership with Lean is about helping the top transportation & logistics businesses maximize the value they get from nearshoring, allowing leaders to scale their businesses with incredible cost efficiency. Metafora's 10+ years of consulting on organization and process efficiency and optimization for the top 3PLs, carriers, and forwarders makes this the perfect partnership. We've developed a rapid operating model assessment to quickly identify what parts of an organization are best suited to move nearshore to optimize process and cost efficiency." -Peter Rentschler, CEO of Metafora The staffing crunch challenge in transportation & logistics is not going away anytime soon. This strategic partnership is designed to directly address the labor shortage in our industry by improving processes and getting reliable nearshore talent. About Metafora Metafora, previously "CarrierDirect", is a business consulting and software development firm that exclusively serves the transportation, logistics, and supply chain space. Metafora partners with carriers, shippers, and freight tech vendors to help them optimize their business and develop tech strategy to fuel their growth. Metafora+ is their partnership network. About Lean Solutions Group Lean Solutions Group, established in 2012, and based in Coral Springs, Florida, is a nearshore services provider that has partnered with more than 400 U.S.-based companies to establish their satellite offices in Colombia, South America. Lean Solutions Group's expanded service offerings, provided by a highly scalable and flexible workforce of more than 6,000 employees, include staffing, technology, marketing, sales, and business process outsourcing services, all in one place. By leveraging the right talent, culture, and price that Lean Solutions provide, businesses can lower operational costs and drive business growth.

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HR STRATEGY

Mobile-first Communications Solutions to Empower Diverse Hybrid Workforces

Frost & Sullivan | June 09, 2022

Organizations have shifted to hybrid work models and adopted new mobile communications strategies due to the COVID-19 pandemic. Frost & Sullivan's recent analysis, Evaluating Mobile Communications Solutions for the Hybrid Workforce, finds that companies' increasing adoption of mobile-first communications allows them to address work from anywhere at any time. This helps them achieve crucial goals, such as empowering diverse workforces and retaining employees. Additionally, technology advancements, including 5G connectivity and improving device capabilities, enable better user mobile experiences and increase decision-makers' comfort in adopting mobile solutions. "Organizations are expected to adopt mobile-forward strategies whereby future communications investments will be aligned with permanently shifted work styles and a strong appreciation for the benefits of mobility, Among other approaches to workforce mobile enablement, all-inclusive UCaaS seat licenses that provide mobile access to calling and UC features will drive further fixed-mobile convergence (FMC) adoption." -Elka Popova, Connected Work Vice President at Frost & Sullivan. To capitalize on growth opportunities in the expanding mobile communications solutions market, providers can leverage the following growth strategies: Address users' shifting requirements with tailored bundles that include services and devices that support new use cases. Mobile and desktop apps and mobile UCaaS solutions provide a strong fit for remote workers. Integrate communications and collaboration solutions with Microsoft Teams. The Operator Connect Mobile program creates considerable growth opportunities for mobile operators among Teams users. Leverage existing assets or acquire mobile virtual network operator (MVNO) resources to capitalize on the growing demand for mobile business communications services. Evaluating Mobile Communications Solutions for the Hybrid Workforce is the latest addition to Frost & Sullivan's ICT research and analyses available through the Frost & Sullivan Leadership Council, which helps organizations identify a continuous flow of growth opportunities to succeed in an unpredictable future. About Frost & Sullivan For six decades, Frost & Sullivan has been world-renowned for its role in helping investors, corporate leaders and governments navigate economic changes and identify disruptive technologies, Mega Trends, new business models, and companies to action, resulting in a continuous flow of growth opportunities to drive future success. Contact us: Start the discussion

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EMPLOYEE EXPERIENCE

Oracle Launches Complete Employee Experience Platform For Evolving Workforce Needs

Oracle | April 18, 2022

Oracle announced Oracle ME, a complete employee experience platform to help organizations increase employee engagement and ensure employee success. Part of Oracle Fusion Cloud Human Capital Management (HCM), Oracle ME enables HR and business leaders to streamline communications across the organization, increase productivity by guiding employees through complex tasks, and improve talent retention by developing a more supportive and trusted environment at work. The events over the past two years have changed the game for the global workforce – people's expectations for what they want and need from their employers have evolved. According to the most recent Oracle AI@Work study, 85 percent of the global workforce are not satisfied with their employer's support for their careers, and 87 percent believe their organization should be doing more to listen to the needs of its workforce. This has put increasing pressure on organizations to prioritize the employee experience, but without truly understanding the needs of individual workers, it's difficult for HR and business leaders to design workplace experiences that support their employees through their careers and help them thrive personally and professionally. Personal priorities are driving professional decisions and workers are looking for guidance on how to succeed in their careers while balancing personal demands. "Employees want to feel heard, empowered, and part of a culture they believe in. To meet these expectations, organizations need to step up and design experiences that meet the unique needs of their talent – or risk losing them to competitors that do, Part of designing better experiences involves seeing employees as unique individuals with their own needs, goals, and ways of getting things done. Oracle ME is all about converging workers' information, critical insights, workflows, and preferences with a technology-enabled solution to give each individual something they can call 'my experience'. It's the only complete employee experience platform focused on understanding the 'me' behind every worker, providing organizations new ways to listen to, communicate with, support, and develop their hybrid workforce." -Yvette Cameron, senior vice president of global product strategy, Oracle Cloud HCM. Oracle ME delivers a better way to work by providing contextual and guided experiences that strengthen workplace relationships and allow employees to provide continuous feedback with their managers. Oracle ME also enables managers to track and act on real-time employee sentiment, while helping HR teams deliver personalized employee communications and support their entire workforce with direct access to the tools they need, when they need them. Oracle ME includes the following Oracle Cloud HCM solutions: Oracle Touchpoints is a new employee listening solution that helps managers strengthen relationships with their employees and better support workforce wellbeing and success. Natively developed within Oracle Cloud HCM, Oracle Touchpoints allows managers to regularly capture, track, and act on employee sentiment to build trust with their teams and promote an inclusive work environment. Managers get continuous employee insights through pulse surveys and receive recommended next actions to take, such as scheduling check-ins, providing feedback, or celebrating moments that matter. The employee engagement center within Oracle Touchpoints allows employees to take an active role in their success and satisfaction by providing a single place to define and organize topics for check-ins, review meeting history, provide ongoing feedback, and access suggested actions. Oracle HCM Communicate is a new employee outreach solution that allows HR teams to design, send, monitor, and measure the impact of communications. Built directly into Oracle Cloud HCM, HCM Communicate is connected to an organization's workforce data, making it easy for HR teams to create and target personalized communications to groups with highly specific characteristics. For example, HR teams can send a message to workers in a specific city or country who are within two years of employment and enrolled in a particular training course. With HCM Communicate, HR teams can also measure engagement with the content through open rate analysis and seamlessly send follow ups or set up ongoing campaigns to drive more effective and engaging communications. Oracle Journeys is a workflow solution that simplifies complex tasks with step-by-step processes and personalized guidance that helps employees navigate personal, professional, administrative, and operational activities, including onboarding, returning to work safely, growing career opportunities, managing team compensation, or opening a new facility. New enhancements help employees make informed decisions by surfacing personally relevant instructions, training, and analytics along their guided digital journey. Oracle Journeys can be extended to include workflow actions and resources from other Oracle and third-party applications to deliver guidance for different business needs across the organization. Oracle Connections is an interactive workforce directory and organization chart that fosters collaboration and increases opportunities for inclusion and internal mobility by making it easier for employees to search for and connect with others across the organization. Employees can import their LinkedIn profiles, record video introductions, highlight their unique skills and accomplishments, and share feedback on each other's walls to better learn about one another and grow their professional network. Oracle HR Help Desk is a service request management solution that makes it easy for all workers to get the answers they need and for HR to effortlessly track cases without the risk of sensitive data getting into the wrong hands. Employees can search for content, securely submit inquiries, and open help tickets through multiple channels including Oracle Digital Assistant, SMS, email, and social platforms. Oracle Digital Assistant is an HR chatbot that provides a conversational interface for employees to get immediate answers to questions and easily complete transactions directly through voice or text. HR teams can deploy Oracle Digital Assistant quickly to support over 90 prebuilt transactions and can extend the solution to support new processes or requirements. Oracle ME is an open platform that extends across the Oracle Fusion Cloud Applications Suite. It also connects to and automates processes with third-party systems and works across multiple channels such as email, SMS, web browser, collaboration tools, and video conferencing. HR teams and business leaders can easily manage changes within Oracle ME to adjust to the changing work environment without the need for IT support, making it easier to deliver employee experiences that reflect a company's unique culture. "Oracle ME is the birth of a new category. Everyone has an answer to Employee Experience these days, but Oracle is taking the conversation a step further, What we've treated as a luxury when it comes to personalized support and workforce communication is now a necessity. Oracle is meeting modern employee expectations and then some - and they're not calling it a nice-to-have. Proactive listening, contextual guidance, and personalized communication is exactly what the workforce needs and deserves, and Oracle ME delivers." -Jason Averbook, industry analyst, co-founder and CEO of Leapgen. About Oracle Oracle offers integrated suites of applications plus secure, autonomous infrastructure in the Oracle Cloud.

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TALENT MANAGEMENT

Leading EOR and HXM Platform Strengthens C-Suite with Strategic Leadership Hires

Atlas | June 14, 2022

Atlas, a global Human Experience Management (HXM) technology company that simplifies global expansion with unified software and solutions, including Employer of Record (EOR), expands its executive leadership team with the addition of two strategic hires: Ruairi Kelleher as general manager (GM) of Europe, and Michelle Mesina as chief people officer (CPO). As GM of Europe, Ruairi Kelleher will lead Atlas' business operations and oversee expanded development within the region. As CPO, Michelle Mesina will direct Atlas' internal people strategy to deepen global impact while cultivating rewarding employee experiences for an increasingly diverse workforce. "Strengthening our foundational leadership team is essential as Atlas continues to evolve our best-in-class HXM technology solution to meet the demands of our customers and launch us into our next phase of growth, The addition of Ruairi reflects our commitment to meeting the increased demand for global expansion solutions in the untapped market of Europe. Additionally, Michelle's extensive experience in organizational design, cultural alignment and employee wellbeing, will further enhance Atlas' reputation as a purpose-driven employer." -Rick Hammell, CEO of Atlas. Kelleher brings more than 15 years of experience building and scaling innovative companies via operations, technology, strategy, revenue and M&A activity. Prior to joining Atlas, he served as CEO at global payroll technology company Immedis where he oversaw its 2016 launch and repositioning. Under his stewardship, Immedis emerged as a leader in the payroll space with more than 400 employees and year-over-year growth of more than 100%. As chief executive officer, Kelleher spearheaded the successful Series A and B funding rounds at Immedis and led the commercial practice for expat tax mobility within the Group. Additional previous experience includes consulting for international firms, where he focused on delivering business growth through corporate relationship solutions. Michelle Mesina, SPHR, comes to Atlas with over 20 years of experience from start-up, high- growth and transformative environments, helping organizations to scale quickly. She joins Atlas' C-suite following a series of high-profile positions leading HR and people ops for such dynamic companies as Gensler, PowerReviews, project44 and Hazel Technologies. At Hazel Technologies, she had overall responsibility for thought leadership strategies and solutions to attract, engage and retain the best talent. The largest direct employer of record (EOR), Atlas brings experience and localized expertise into an enterprise-grade technology platform that empowers innovative companies to onboard, manage and pay global talent. The HXM platform delivers end-to-end EOR solutions with self-service capabilities, real-time insights that optimize business outcomes and human touchpoints along the way. The expansion of the leadership team furthers Atlas' position as the leader in simplifying global people operations in the thriving work-from-anywhere world. About Atlas Atlas enables innovative companies to compete in a global economy, believing that businesses should employ whomever they want, wherever the talent exists. As the largest direct employer of record (EOR) with entities in over 160 countries, Atlas is a technology platform that is supported by experts and delivers flexibility for companies to expand across borders, onboard talent, manage compliance, and pay their global workforce without the need for a local entity. Atlas was built on years of experience navigating the challenges of quickly deploying and paying international employees while ensuring compliance with local regulations. This experience brings localized experience and expertise into an enterprise-grade technology platform that supports thousands of companies and remote teams. The Atlas platform is uniquely designed to deliver end-to-end EOR solutions and empowered user experiences that provide self-service capabilities and real-time insights that lead to improved business outcomes.

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Spotlight

The goal of the report is to assess the current skills for different categories of railway staff, from workers to engineers, railway managers and researchers. The study on socioeconomic aspects of human capital starts with assessing the state of play regarding present employment situation considering work already done on forecasts for human capital in the railways, differentiating between different European regions.

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