This is the third post in our series, Meet the People Behind PeopleDoc, where we let you in on what makes PeopleDoc a truly great company—our employees.
Robin Sendrow joined PeopleDoc 7 months ago to manage our newest service, HR Compliance Assist. She’s constantly keeping up-to-date on compliance topics across numerous countries so she can counsel our customers on what they need to do to be compliant. Basically, she does all the information digging and tough research so they can focus on the job of HR. Read on to learn how Robin’s career took her from career counselor to entrepreneur to HR Compliance Assist Manager (and get inspired by her newfound French baking skills).
In the past year, we’ve seen Amazon acquire WholeFoods, CVS buy Aetna, and T-Mobile and Sprint announce their merger. Global M&A hit a 17 year high in the first quarter of 2018. Clearly, M&A is a critical growth strategy for many organizations—but they’re not always successful. More than half of all M&A deals ultimately fail. While the decision to acquire a new company comes from the top of the organization, HR can play an important role in ensuring the overall success of an M&A. This blog details 3 ways HR can support the business strategy and help drive value from an M&A.
Have you ever thought about how often you give a genuine “thank you” to your team or acknowledge their contributions? Gratitude in the workplace is rarely top of mind for HR professionals because it sounds too simple (read: likely ineffective). Researchers have recently begun diving into this topic and they’ve found that an appreciative workplace tends to positively impact employee motivation, retention and engagement. Gratitude has even been called “the single most sustainable motivator.” Gratitude can have small impacts when used on its own, but when operationalized strategically in an organization’s culture, that’s where change can happen on a large scale.
It seems like every week there is a news blast on how data has been misunderstood, misused or abused. From Cambridge Analytica’s purposeful abuse of personal data to Strava’s unintentional reveal of military bases, 2018 has brought the consequences of personal data collection to the forefront. That said, it’s important not to forget that with proper use, personal data can have a huge, positive impact on your HR practices. Employers have used personal data to make better hiring decisions, help employees get healthy and address biases in the workplace.
AI, natural language processing, machine learning, robotic process automation, blockchain…there is no shortage of exciting new technology trends. While it’s easy to get caught up in the excitement, it can be challenging for people who don’t work in the software industry to really understand these deeply technical concepts. For example, what does “robotic process automation” actually mean? And what can it do for HR?
Of all the lawful bases a company can have for processing employee data under GDPR, consent can be a tricky one. Just look to Facebook and the Cambridge Analytica incident. Facebook faces controversy for failing to protect personal data and not being fully transparent around how data could be shared with third parties. As a result, governments around the world are investigating the company and users are dropping the service.
The cyber threat landscape is ubiquitous and changing more than ever. From 2016 to 2017, the number of breaches nearly doubled. While these threats make it challenging for businesses to secure HR data, storing data in the cloud can help mitigate some of this risk. Contrary to what you may think, it’s secure and more efficient to store data with a SaaS provider.
SaaS solutions allow you more functionality, advanced technology and faster updates than on-premise or home grown solutions. However, because they are online they do pose some risk. Providers acknowledge this and most continuously improve their security metrics and heavily invest in keeping your data safe—their business model depends on it.