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FinTech Buzz 2020-09-16

Tell us about your role at OneBlinc?Officially, to outsiders, I’m the CEO and founder.

Inside OneBlinc, I’d like to see myself as a coach who always tries to get the best out of each team member, and who never sugarcoats things.

Can you tell us your journey into this market?I ‘grew up’ in global institutions like Citibank, Banco Santander, and MasterCard, mostly in emerging markets, where I learned from some of the most brilliant financial minds in the world, during some of the biggest global crises.

The vision of OneBlinc was made possible due to this combination of our experience in distressed markets and the abundance of motivated, qualified talent.3.

There is a personal touch to every client interaction, and we empower our team to make that conversation their own.

What are the major developments you are planning, in recent times?We have an exciting roadmap ahead, but I’m particularly excited by our upcoming OneBlinc Free Checking accounts for our existing customers.

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FinTech Buzz 2020-09-09

Daya Dimensi Global (DDG) is excited to officially announce their rebranding to HR Path, which will encompass the entire Asia Pacific region that includes HR Path offices in Indonesia, Singapore, Vietnam, Philippines, India and New Caledonia“The launching of HR Path rebranding is a great achievement for our business.

Our three business lines are to advise, implement, and run – combined to create and support the best end-to-end HR performance solutions for our clients.

Expanding through Asia Pacific, with more professional expertise and transferring worldwide knowledge, HR Path joins forces in fulfilling what customers need.” said Francois Boulet, Co-Chief Executive Officer of HR Path.

“We are excited to be officially branded as HR Path and will continue to deliver world class Human Resource transformation projects, staying true to our core values of customer first, quality solutions and end user adoption.

We are looking forward to the new chapter in HR Path and further expansion in the region.

We’re only just getting started.”  said Casper Nel, Managing Director South East Asia, DDGIndonesia’s Managing Director, Andi Wibisono also said, “We have acknowledged that the launching of HR Path brand is an evolution in our business and have established a stronger team, wider connections to opportunities.

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FinTech Buzz 2021-01-05

A new initiative called Project Save Hospitality seeks to shine a light on this hardworking, talented workforce, and show HR professionals and recruiters just how easily their skills can transfer over to other industries.

Project Save Hospitality was founded by Melissa DelBuono and Kingsley Egbuchunam, who were laid off from their jobs in the hotel industry and decided to come together to help their colleagues.

A full recovery is years away.As DelBuono and Egbuchunam started talking to employers outside of hospitality, it became clear that they were unaware of the many skills hospitality workers have and how easily those skills transfer to other careers.

Project Save Hospitality’s goal is to foster professional development, which includes resume-writing assistance, job coaching and the execution of a virtual career fair in conjunction with Brazen, the job fair platform.

We will also focus on our industry’s diversity, with a commitment to achieving equality in the job market for the LGBTQ+ community, all races and genders, and underrepresented/underserved minorities.

“Project Save Hospitality will bring light to a diverse and talented community that is typically passed over,” said Melissa DelBuono, PSH founder & CEO.

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FinTech Buzz 2020-08-25

Women more than men doubt their abilities to make financial decisions, and as a result women often let their husbands, partners, or significant others handle planning for retirement or investing in the stock market, studies show.But 2020 is as good a time as any to change that, says Jeanette Bajalia, a retirement-income planner, founder of Woman’s Worth® (www.womans-worth.com), and the author of such financial books as Wise Up, Women and Retirement Done Right.“Most women are going to be responsible for managing their money at some time in their lives,” Bajalia says.

“They will be widowed or divorced, and at that point are going to have a steep learning curve if they always left the investing responsibilities to others.” To help give themselves a more secure financial future, Bajalia suggests women:Become financially literate.

“I’ve seen too many women suffer because of ill-informed decisions about their money,” Bajalia says.

“Studies have shown that people who become educated about their financial strategies and play an active role in planning and monitoring their assets end up twice as wealthy as those who don’t,” she says.Schedule a financial checkup.

Nearly 60 percent of Americans are missing critical legacy and estate planning documents, such as a will, a trust, a living will, or power-of-attorney documents, Bajalia says.

But lack of a legacy plan can create a burden on those we leave behind.

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FinTech Buzz 2020-10-06

These features are part of Glassdoor’s public commitment to leveraging its product and resources to help achieve equity in and out of the workplace.According to a new Glassdoor survey conducted by The Harris Poll, job seekers and employees report that disparities still exist within companies with respect to experiences with and perceptions of diversity, equity and inclusion in the workplace.

The survey shows that nearly half of Black (47%) and Hispanic (49%) job seekers and employees have quit a job after witnessing or experiencing discrimination at work, significantly higher than white (38%) job seekers and employees.

This is significantly higher for Black job seekers and employees (41%) when compared to white job seekers and employees (30%).“Job seekers and employees today really care about equity, and for too long they’ve lacked access to the information needed to make informed decisions about the companies that are, or are not,  truly inclusive,” said Glassdoor Chief Executive Officer Christian Sutherland-Wong.

The rating will appear alongside the five existing workplace factor ratings3.

So far, Salesforce has the highest D rating among this group according to its employees, with a 4.6 rating4.

Other companies currently rated in terms of their employee satisfaction with D include:Accenture: 4.2Amazon: 4.1Apple: 4.3Deloitte: 4.0Facebook: 4.0Google: 4.5McDonald’s: 3.8Salesforce: 4.6Starbucks: 4.2Target: 4.1Uber: 3.9Walmart: 3.7Employees & Job Seekers Can Now Voluntarily Share Demographic Information: Glassdoor now enables U.S.-based employees and job seekers to voluntarily and anonymously share their demographic information to help others determine whether a company is actually delivering on its diversity and inclusion commitments.

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FinTech Buzz 2020-08-14
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Hrtech is what the organizations resorted to when the lockdown came into the picture, all thanks to the global pandemic.

Conference rooms got replaced with Zoom calls and punch in became remote logins, among several other reformations became possible due to advancements in hrtech.

Work From Home expansion was the need of the hour, but now, people are coming around the idea of being in the comfort of their homes and working alongside.

This protocol seems to have increased the productivity of the workforce.Infographic for May 2020 survey revealing the sentiment of over 1000 employees who are new to working from home due to COVID-19.

HRTechCube‘s Take on the SameThe above mentioned Infographic from Metova states that employees have been able to adjust their work schedules in alignment with their personal lives by altering their shift timings.

The flip side here is that employees also are experiencing an increasing burnout  due to the dwindling work-life balance.

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FinTech Buzz 2020-12-08

Namely, the leading HR platform for mid-sized companies, today shared details about two upcoming events.

The first, part of the company’s SpeakHer Mind™ series, will take place on Wednesday, December 9, 2020, will include Elisa Steele, chair of Namely’s Board of Directors, in conversation with humanitarian and musical artist Lourds Lane.

The second, scheduled for Wednesday, December 16, 2020, will feature Namely CEO Larry Dunivan alongside bestselling author and Wharton Professor Adam Grant.During “A Speak Her Mind Holiday Bonus: The Power of Your Voice and Giving Back with Lourds Lane,” Steele will interview Lane about her work as an international musician and songwriter as well as the founder of the educational arts-based non-profit SuperYou FUNdation.

Steele and Lane will discuss the power of resilience and how to find – and use – one’s voice to impact change in these uncertain and chaotic times.In “Learning from 2020, Leading for the Future,” Dunivan will sit down with Grant to consider what HR leaders can take away from 2020 and how these lessons can help inform success in 2021.

Dunivan and Grant will talk through what it takes to encourage and motivate employees, teams, and coworkers during and after a crisis, tips for remote communication, and how to lead through change.

Fifty randomly selected attendees will also receive a pre-ordered copy of Grant’s newest book, Think Again: The Power of Knowing What You Don’t Know.Dunivan commented, “Giving is one of our core values at Namely, and knowing that 2020 proved disruptive and challenging for so many, we’re taking time this month to give back and look forward.

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FinTech Buzz 2020-09-29

Talend (NASDAQ: TLND), a global leader in data integration and data integrity, today announced it has named Krishna Tammana, as its Chief Technology Officer (CTO).

Krishna, most recently VP of Engineering at Splunk, will be responsible for scaling the product and engineering organizations to drive innovation and Talend’s continued market growth.“Digital transformation is accelerating at an unprecedented pace, and agile product innovation is more essential than ever to meet the needs of businesses at every step of that journey,” said Christal Bemont, CEO of Talend.

“I’m delighted to welcome Krishna as our new CTO.

He has the background and market experience that’s essential to lead Talend’s engineering organization and ensure that we are consistently at the forefront of innovation and driving the redefinition of the data market.”Most recently, Krishna spent nearly a decade as VP of Engineering & Product Advocacy at Splunk, the market-leading data monitoring, management, and analytics player.

During his tenure, he led global engineering teams and cloud operations during the company’s successful portfolio expansion and transition to the cloud.

Krishna was deeply involved in defining Splunk’s product and cloud strategy during its rapid growth from $80 million in revenue to over $2 billion and expanding the addressable market both organically and inorganically while fostering a culture of agility and innovation.Prior to Splunk, Krishna held engineering management roles at Dun & Bradstreet, YouSendIt, RIGHT90 INC. and E*Trade.“It’s a great time to be joining Talend.

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FinTech Buzz 2020-11-05

This piece explores the shift in the focus of employee relationships building how it should be habituated and implemented on a wider expanse in the HRTech arena.It is a lesser known fact that the lone wolves are not actually interested in being alone.

And it is your responsibility as a manager that you build relationships with each and every one of them, ensuring there’s no lone wolf.

It is highly essential that you share a bond with your employees that goes beyond work, to ensure that they feel welcome and valued while they are at work.So, what can you do to build and maintain meaningful relationships with your employees?Unity in diversity is better than unity in similarities –For managers working with their teams, the first and the foremost step will be developing trust by being inclusive and diverse.

You will have to ensure that there is no discrimination of any kind, in any way, with any of your teammates based on the color of their skin, the socio-economic background they come from, the gender they choose, or anything else for that matter.

We can do our bit by reforming our policies and eliminating workplace discrimination to build a unified ecosystem where people are judged only on the basis of their merit!Mental Health is preserved Wealth –The pandemic is the solo flag bearer of surfacing issues that actually hold value and were previously turned a blind eye to – our health.

Not just physical health, but often overlooked, mental health is now being taken into consideration due to factors that have played a key role in deteriorating mental health such as WFH burnout and surge in stress levels due to uncertainty.

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FinTech Buzz 2021-01-06

This often happens because of either the lack of interest of unrealistic goals.

And, the executive team is always on a loot out for high-tech tools that can get them better results.

A lot of times the management integrates a newer technology into the existing workflow of the company with the aim of amplifying the performance.

So, it is important that tech leaders analyze and evaluate their existing tech stack and figure out ways of enhancing it, so that the teams are aided with advancements, but are still in sync with their flow of work.2) I think, again, recruiting has done a lot.

Even the candidates that may be interested in working with the company, might choose to go the other way if they feel that the firm is not in progression with the current times and reforms to DE, making it difficult for organizations to sustain in the society.When George Floyd was kneed in his neck for 8 minutes 46 seconds by the white policeman, Derek Chauvin, he ended up being killed because of the color of his skin.

Improved employee satisfaction translates to better customer experiences, which means larger customer lifetime values (CLTV) and a greater share of wallet, thereby yielding an increase in top- and bottom-line results.– Founder and CEO, Northpass – Stephen CornwellLearning and Development initiatives backed by powerful adaptive solutions is the need of the hour.

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FinTech Buzz 2020-11-11

But, today, it means googling the name of the firm and scrolling through Glassdoor reviews to read about the experiences of different employees (former and present) with the company, its people, and its processes.

But, employee experience will ensure that your employees feel content and satisfied when performing a given task due to its seamless and streamlined nature.Employee experience is what makes the employers facilitate a level of comfort, ease, and simplicity in carrying out an activity, in turn, adding on to the productivity levels.Thanks to innovations in hr tech, it is now possible for organizations to facilitate the delivery of a seamless experience in several procedures and processes that employees have to cater to on a daily basis.Let us look at the top 3 solutions for enhancing the experience of the workforce of your company.HCM Solution Administrative tasks can become a headache pretty soon, especially when it comes to managing the human capital of a company.

There are so many functions that need to be taken care of, such as Payroll, Time and Attendance, Benefits management, Career Development, HR Analytics, and many more.

The list is endless and the tasks are never ending.

All of these tasks have a distinct set of procedures that need to be followed to the t, making it even more significant for automation.HCM solutions can take the pain away by making a single platform available that can operate on all of these functionalities.

Thus, enhancing the experience of the employees at the firm.Some of our favorite HCM solutions –SAP SuccessFactors, Workday HCM, UltiPro, Oracle HCM, ADP WorkforceNow.Collaboration ToolsEarlier, collaborating with the team within the office was a little simpler because of being able to communicate directly, face-to-face and without depending on the internet or a said system.

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FinTech Buzz 2020-12-08

A new platform for executive education has been launched to deliver cost effective upskilling and career development that is accessible online, on any device, at any time, from any location.The platform brings together a portfolio of new digital first, fully accredited, executive education programmes including:The Digital Pilot’s Licence (DPL): the first modular programme aimed at developing a resilient workforce as organisations rethink work and emerge from the COVID-19 crisis.The Digital Marketing Accelerator: An online professional certificate in digital marketing accredited by OMCPBusiness Blockchain Accelerator: The only business-focused blockchain programme which leaves participants well-informed and confident in decision-makingMore programmes will be announced shortly.The programmes have been informed by research carried out amongst organisations of all sizes across multiple sectors to ascertain the skills required for retraining and upskilling employees in today’s markets.

The Accelerator Platform has been designed as a resource for modern managers and workers.

It helps organisations upskill their existing teams and aids executives by enhancing their employability or enabling them to retrain following redundancy.

Consequently, all programmes focus on disruptive business processes or emerging technology.Heather McGregor, Executive Dean, Edinburgh Business School, says:“Right topic, right place, right price.

Three critical aspects to training today.

We are therefore excited by our digital-first Accelerator programmes as they will disrupt the market and fundamentally change how we think about executive short-course training.”The platform and programmes have been created in partnership between Edinburgh Business School, part of Heriot Watt University, Jump Digital, Skills Development Scotland, The Data Lab, Scottish Enterprise, The CDO Club, a number of industry and professional bodies and a Global Advisory Board comprising digital transformation leaders.The programmes can be accessed through Edinburgh Business School’s websiteAdds Claire Gillespie, Digital Technologies Skills Manager at Skills Development Scotland:“This is a great project to be involved in as it offers an effective way for people in business to gain new and vital skills that will help their career while also helping the companies they work for, and in turn the wider economy.

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FinTech Buzz 2020-08-25

companies spend billions of dollars a year on training, but how many of those businesses are seeing positive, measurable results from such a large investment in their employees?Not enough of them, studies and experts say.

One study on workplace training reported that 43 percent of employees found their training to be ineffective.“I doubt that many employees would rate their training as engaging, rigorous, or highly effective,” says Dr. Jim Guilkey (http://www.jimguilkey.com), author of M-Pact Learning: The New Competitive Advantage — What All Executives Need To Know.

“The training is usually developed and delivered by subject-matter experts who have little or no knowledge of instructional design.

Guilkey suggests some new learning solutions and why he thinks they’re more effective than traditional training methods:Problem-based.

“Problem-based learning involves a strategic approach of structuring the learning process within authentic, challenging, and multidisciplinary problems the learner must address,” Guilkey says.

“This results in higher levels of learning than content-based, traditional training, which teaches content with little or no application to authentic, real-world problems.”Continuous learning.

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FinTech Buzz 2020-10-23

Harvey Nash Group, the global technology recruitment and solutions Group, has acquired Latitude 36 as part of its strategic expansion in the U.S., the world’s largest and most dynamic recruitment market.

Latitude 36 Inc. is a leading technology recruitment specialist with operations across the U.S. and India serving an impressive client portfolio.The acquisition, which together with the Group’s existing Harvey Nash operation, creates a combined business that is now one of the top 50 largest IT staffing companies in the U.S., represents a very significant step forward in the Group’s footprint in the important North American market.

It forms part of its wider strategy of becoming a global leader in technology recruitment and solutions, building on Harvey Nash’s significant strength in Europe.Jason Allen, CEO of Harvey Nash Technology Recruitment division Northern Europe, Australia and US, commented: “I am extremely excited about Latitude 36 joining the Harvey Nash Group family.

It represents a step change in our presence in the U.S. and provides wonderful opportunities both for Latitude 36 and our existing business there.”Jason Pyle, President & COO of Latitude 36, commented: “We are thrilled and excited to become part of the Harvey Nash Group.

Combining the businesses provides a platform to become one of the largest and fastest growing staffing firms in the United States, creating more opportunities for our employees, clients, and candidates.”Bev White, CEO of Harvey Nash Group commented: “The Group have bold, ambitious plans for growth internationally, and through taking this significant step we will gain critical mass in the important North American market.

Our U.S. clients will benefit from having access to a much wider range of services, as well as an extended team of technology recruitment experts who can support their needs.”Blackwood Capital Group acted as M advisor to Harvey Nash on this transaction.

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FinTech Buzz 2021-01-11

BambooHR, the industry’s leading cloud-hosted software provider dedicated to powering the strategic evolution of human resources, announced today it was again honored as a top workplace by Utah Business Magazine and the Salt Lake Tribune, receiving top honors from each organization for the seventh consecutive year.“We’re delighted to be recognized for our unique approach to workplace benefits, culture, and values, particularly during 2020,” said Cassie Whitlock, director of HR at BambooHR.

“We saw last year how imperative it is to address employees’ unique needs, which can’t be addressed with simple perks such as free food and time off.

Instead, we relied heavily on our values to work through 2020’s workplace challenges for our employees.”BambooHR was recognized by the Salt Lake Tribune’s “Top Workplaces” award for the seventh year in a row and received the “Top Large Workplace” award for the second year in a row.

The Salt Lake Tribune partners with Philadelphia-based Energage to rank the top workplaces in Utah.

The process is based on a scientific survey of employees who rate their workplace culture on key categories such as alignment, coaching, connection, engagement, leadership, and performance.Utah Business surveyed thousands of employees to determine which companies are best to work for, asking about benefits and company culture.

New questions were added this year to address how employers took steps to address the unique needs of employees during the pandemic.BambooHR employees enjoy traditional benefits in addition to unique benefits such as paid-paid vacation, volunteer time-off, Financial Peace University, and a unique culture and company values.For more such Updates Log on to www.hrtechcube.com

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FinTech Buzz 2020-09-10

The Josh Bersin Academy, the world’s first global professional development academy for HR, today announced its newest program, Resilient HR.

The program, developed in partnership with Accenture, combines theory, practice exercises, timely debates, video interviews with global HR leaders, and 17 supplemental resources in a unique collaborative learning experience.The Resilient HR program is based on independent research studies conducted by both organizations and examines the special role HR plays in driving organizational resilience in the midst of the global pandemic and beyond.“Our research shows resilience – built on trust, agility, continual learning, and empowerment – is critical for business sustainability in this uncertain time,” said Josh Bersin, global industry analyst and dean of the Josh Bersin Academy.

“We are working with hundreds of companies from around the globe, and in all cases, HR is leading the charge when it comes to developing and supporting the practices that lead to organizational and personal resilience and wellbeing.”A recent Academy report, The Big Reset Playbook: What’s Working Now™, describes the response practices of more than 150 HR leaders who met over a six-week period to collaborate on pandemic-related challenges.“These conversations taught us that companies all over the world need to learn new practices for resilience, including the ability to operate under ambiguity, enable faster decisions, and promote continual learning,” said Bersin.

“It’s clear that today’s global crises are impacting the resilience of not only workers, but also the people who lead them.”“We collaborated with the Josh Bersin Academy to develop this much-needed program to help leaders, and their people, develop organizational resilience to help them to survive and thrive, which is especially vital in this global pandemic,” said Eva Sage-Gavin, who leads Accenture’s Global Talent and Organization / Human Potential practice.A Program Designed for the TimesWhile the global pandemic has revealed the importance of resilience in times of crisis, the Resilient HR program goes beyond crisis response to teach HR practitioners how to build it into their ongoing strategies.“When the pandemic hit, we developed our human resilience model of physical, mental, and relational needs with trust at the very top,” said Barbara Spitzer, the lead for Accenture’s Global People Experience and Modern HR.

“We’re very excited that through our partnership with the Josh Bersin Academy, we’ll be able to bring this mindset and skillset to thousands of HR professionals worldwide.”The Resilient HR program is comprised of five field manuals, each of which incorporates key concepts and theories, video interviews with HR leaders, practical exercises, challenges, and debates:Acceleration and TransformationPeople and CultureTechnology and CollaborationProcess and PolicyLeadership and LearningAdditionally, the cohort-based program includes 17 supplemental resources on topics such as black swan theory,  managing talent peaks and valleys, and positive psychology.

Participants also have access to the Academy’s community, where professionals from around the world and across all industry segments collaborate and share best practices.Information on the Academy’s membership options for individuals, which start as low as $25 per month, can be found here, along with details on team and enterprise memberships.

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FinTech Buzz 2020-09-16

Tell us about your role at OneBlinc?Officially, to outsiders, I’m the CEO and founder.

Inside OneBlinc, I’d like to see myself as a coach who always tries to get the best out of each team member, and who never sugarcoats things.

Can you tell us your journey into this market?I ‘grew up’ in global institutions like Citibank, Banco Santander, and MasterCard, mostly in emerging markets, where I learned from some of the most brilliant financial minds in the world, during some of the biggest global crises.

The vision of OneBlinc was made possible due to this combination of our experience in distressed markets and the abundance of motivated, qualified talent.3.

There is a personal touch to every client interaction, and we empower our team to make that conversation their own.

What are the major developments you are planning, in recent times?We have an exciting roadmap ahead, but I’m particularly excited by our upcoming OneBlinc Free Checking accounts for our existing customers.

FinTech Buzz 2021-01-05

A new initiative called Project Save Hospitality seeks to shine a light on this hardworking, talented workforce, and show HR professionals and recruiters just how easily their skills can transfer over to other industries.

Project Save Hospitality was founded by Melissa DelBuono and Kingsley Egbuchunam, who were laid off from their jobs in the hotel industry and decided to come together to help their colleagues.

A full recovery is years away.As DelBuono and Egbuchunam started talking to employers outside of hospitality, it became clear that they were unaware of the many skills hospitality workers have and how easily those skills transfer to other careers.

Project Save Hospitality’s goal is to foster professional development, which includes resume-writing assistance, job coaching and the execution of a virtual career fair in conjunction with Brazen, the job fair platform.

We will also focus on our industry’s diversity, with a commitment to achieving equality in the job market for the LGBTQ+ community, all races and genders, and underrepresented/underserved minorities.

“Project Save Hospitality will bring light to a diverse and talented community that is typically passed over,” said Melissa DelBuono, PSH founder & CEO.

FinTech Buzz 2020-10-06

These features are part of Glassdoor’s public commitment to leveraging its product and resources to help achieve equity in and out of the workplace.According to a new Glassdoor survey conducted by The Harris Poll, job seekers and employees report that disparities still exist within companies with respect to experiences with and perceptions of diversity, equity and inclusion in the workplace.

The survey shows that nearly half of Black (47%) and Hispanic (49%) job seekers and employees have quit a job after witnessing or experiencing discrimination at work, significantly higher than white (38%) job seekers and employees.

This is significantly higher for Black job seekers and employees (41%) when compared to white job seekers and employees (30%).“Job seekers and employees today really care about equity, and for too long they’ve lacked access to the information needed to make informed decisions about the companies that are, or are not,  truly inclusive,” said Glassdoor Chief Executive Officer Christian Sutherland-Wong.

The rating will appear alongside the five existing workplace factor ratings3.

So far, Salesforce has the highest D rating among this group according to its employees, with a 4.6 rating4.

Other companies currently rated in terms of their employee satisfaction with D include:Accenture: 4.2Amazon: 4.1Apple: 4.3Deloitte: 4.0Facebook: 4.0Google: 4.5McDonald’s: 3.8Salesforce: 4.6Starbucks: 4.2Target: 4.1Uber: 3.9Walmart: 3.7Employees & Job Seekers Can Now Voluntarily Share Demographic Information: Glassdoor now enables U.S.-based employees and job seekers to voluntarily and anonymously share their demographic information to help others determine whether a company is actually delivering on its diversity and inclusion commitments.

FinTech Buzz 2020-12-08

Namely, the leading HR platform for mid-sized companies, today shared details about two upcoming events.

The first, part of the company’s SpeakHer Mind™ series, will take place on Wednesday, December 9, 2020, will include Elisa Steele, chair of Namely’s Board of Directors, in conversation with humanitarian and musical artist Lourds Lane.

The second, scheduled for Wednesday, December 16, 2020, will feature Namely CEO Larry Dunivan alongside bestselling author and Wharton Professor Adam Grant.During “A Speak Her Mind Holiday Bonus: The Power of Your Voice and Giving Back with Lourds Lane,” Steele will interview Lane about her work as an international musician and songwriter as well as the founder of the educational arts-based non-profit SuperYou FUNdation.

Steele and Lane will discuss the power of resilience and how to find – and use – one’s voice to impact change in these uncertain and chaotic times.In “Learning from 2020, Leading for the Future,” Dunivan will sit down with Grant to consider what HR leaders can take away from 2020 and how these lessons can help inform success in 2021.

Dunivan and Grant will talk through what it takes to encourage and motivate employees, teams, and coworkers during and after a crisis, tips for remote communication, and how to lead through change.

Fifty randomly selected attendees will also receive a pre-ordered copy of Grant’s newest book, Think Again: The Power of Knowing What You Don’t Know.Dunivan commented, “Giving is one of our core values at Namely, and knowing that 2020 proved disruptive and challenging for so many, we’re taking time this month to give back and look forward.

FinTech Buzz 2020-11-05

This piece explores the shift in the focus of employee relationships building how it should be habituated and implemented on a wider expanse in the HRTech arena.It is a lesser known fact that the lone wolves are not actually interested in being alone.

And it is your responsibility as a manager that you build relationships with each and every one of them, ensuring there’s no lone wolf.

It is highly essential that you share a bond with your employees that goes beyond work, to ensure that they feel welcome and valued while they are at work.So, what can you do to build and maintain meaningful relationships with your employees?Unity in diversity is better than unity in similarities –For managers working with their teams, the first and the foremost step will be developing trust by being inclusive and diverse.

You will have to ensure that there is no discrimination of any kind, in any way, with any of your teammates based on the color of their skin, the socio-economic background they come from, the gender they choose, or anything else for that matter.

We can do our bit by reforming our policies and eliminating workplace discrimination to build a unified ecosystem where people are judged only on the basis of their merit!Mental Health is preserved Wealth –The pandemic is the solo flag bearer of surfacing issues that actually hold value and were previously turned a blind eye to – our health.

Not just physical health, but often overlooked, mental health is now being taken into consideration due to factors that have played a key role in deteriorating mental health such as WFH burnout and surge in stress levels due to uncertainty.

FinTech Buzz 2020-11-11

But, today, it means googling the name of the firm and scrolling through Glassdoor reviews to read about the experiences of different employees (former and present) with the company, its people, and its processes.

But, employee experience will ensure that your employees feel content and satisfied when performing a given task due to its seamless and streamlined nature.Employee experience is what makes the employers facilitate a level of comfort, ease, and simplicity in carrying out an activity, in turn, adding on to the productivity levels.Thanks to innovations in hr tech, it is now possible for organizations to facilitate the delivery of a seamless experience in several procedures and processes that employees have to cater to on a daily basis.Let us look at the top 3 solutions for enhancing the experience of the workforce of your company.HCM Solution Administrative tasks can become a headache pretty soon, especially when it comes to managing the human capital of a company.

There are so many functions that need to be taken care of, such as Payroll, Time and Attendance, Benefits management, Career Development, HR Analytics, and many more.

The list is endless and the tasks are never ending.

All of these tasks have a distinct set of procedures that need to be followed to the t, making it even more significant for automation.HCM solutions can take the pain away by making a single platform available that can operate on all of these functionalities.

Thus, enhancing the experience of the employees at the firm.Some of our favorite HCM solutions –SAP SuccessFactors, Workday HCM, UltiPro, Oracle HCM, ADP WorkforceNow.Collaboration ToolsEarlier, collaborating with the team within the office was a little simpler because of being able to communicate directly, face-to-face and without depending on the internet or a said system.

FinTech Buzz 2020-08-25

companies spend billions of dollars a year on training, but how many of those businesses are seeing positive, measurable results from such a large investment in their employees?Not enough of them, studies and experts say.

One study on workplace training reported that 43 percent of employees found their training to be ineffective.“I doubt that many employees would rate their training as engaging, rigorous, or highly effective,” says Dr. Jim Guilkey (http://www.jimguilkey.com), author of M-Pact Learning: The New Competitive Advantage — What All Executives Need To Know.

“The training is usually developed and delivered by subject-matter experts who have little or no knowledge of instructional design.

Guilkey suggests some new learning solutions and why he thinks they’re more effective than traditional training methods:Problem-based.

“Problem-based learning involves a strategic approach of structuring the learning process within authentic, challenging, and multidisciplinary problems the learner must address,” Guilkey says.

“This results in higher levels of learning than content-based, traditional training, which teaches content with little or no application to authentic, real-world problems.”Continuous learning.

FinTech Buzz 2021-01-11

BambooHR, the industry’s leading cloud-hosted software provider dedicated to powering the strategic evolution of human resources, announced today it was again honored as a top workplace by Utah Business Magazine and the Salt Lake Tribune, receiving top honors from each organization for the seventh consecutive year.“We’re delighted to be recognized for our unique approach to workplace benefits, culture, and values, particularly during 2020,” said Cassie Whitlock, director of HR at BambooHR.

“We saw last year how imperative it is to address employees’ unique needs, which can’t be addressed with simple perks such as free food and time off.

Instead, we relied heavily on our values to work through 2020’s workplace challenges for our employees.”BambooHR was recognized by the Salt Lake Tribune’s “Top Workplaces” award for the seventh year in a row and received the “Top Large Workplace” award for the second year in a row.

The Salt Lake Tribune partners with Philadelphia-based Energage to rank the top workplaces in Utah.

The process is based on a scientific survey of employees who rate their workplace culture on key categories such as alignment, coaching, connection, engagement, leadership, and performance.Utah Business surveyed thousands of employees to determine which companies are best to work for, asking about benefits and company culture.

New questions were added this year to address how employers took steps to address the unique needs of employees during the pandemic.BambooHR employees enjoy traditional benefits in addition to unique benefits such as paid-paid vacation, volunteer time-off, Financial Peace University, and a unique culture and company values.For more such Updates Log on to www.hrtechcube.com

FinTech Buzz 2020-09-09

Daya Dimensi Global (DDG) is excited to officially announce their rebranding to HR Path, which will encompass the entire Asia Pacific region that includes HR Path offices in Indonesia, Singapore, Vietnam, Philippines, India and New Caledonia“The launching of HR Path rebranding is a great achievement for our business.

Our three business lines are to advise, implement, and run – combined to create and support the best end-to-end HR performance solutions for our clients.

Expanding through Asia Pacific, with more professional expertise and transferring worldwide knowledge, HR Path joins forces in fulfilling what customers need.” said Francois Boulet, Co-Chief Executive Officer of HR Path.

“We are excited to be officially branded as HR Path and will continue to deliver world class Human Resource transformation projects, staying true to our core values of customer first, quality solutions and end user adoption.

We are looking forward to the new chapter in HR Path and further expansion in the region.

We’re only just getting started.”  said Casper Nel, Managing Director South East Asia, DDGIndonesia’s Managing Director, Andi Wibisono also said, “We have acknowledged that the launching of HR Path brand is an evolution in our business and have established a stronger team, wider connections to opportunities.

FinTech Buzz 2020-08-25

Women more than men doubt their abilities to make financial decisions, and as a result women often let their husbands, partners, or significant others handle planning for retirement or investing in the stock market, studies show.But 2020 is as good a time as any to change that, says Jeanette Bajalia, a retirement-income planner, founder of Woman’s Worth® (www.womans-worth.com), and the author of such financial books as Wise Up, Women and Retirement Done Right.“Most women are going to be responsible for managing their money at some time in their lives,” Bajalia says.

“They will be widowed or divorced, and at that point are going to have a steep learning curve if they always left the investing responsibilities to others.” To help give themselves a more secure financial future, Bajalia suggests women:Become financially literate.

“I’ve seen too many women suffer because of ill-informed decisions about their money,” Bajalia says.

“Studies have shown that people who become educated about their financial strategies and play an active role in planning and monitoring their assets end up twice as wealthy as those who don’t,” she says.Schedule a financial checkup.

Nearly 60 percent of Americans are missing critical legacy and estate planning documents, such as a will, a trust, a living will, or power-of-attorney documents, Bajalia says.

But lack of a legacy plan can create a burden on those we leave behind.

FinTech Buzz 2020-08-14
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Hrtech is what the organizations resorted to when the lockdown came into the picture, all thanks to the global pandemic.

Conference rooms got replaced with Zoom calls and punch in became remote logins, among several other reformations became possible due to advancements in hrtech.

Work From Home expansion was the need of the hour, but now, people are coming around the idea of being in the comfort of their homes and working alongside.

This protocol seems to have increased the productivity of the workforce.Infographic for May 2020 survey revealing the sentiment of over 1000 employees who are new to working from home due to COVID-19.

HRTechCube‘s Take on the SameThe above mentioned Infographic from Metova states that employees have been able to adjust their work schedules in alignment with their personal lives by altering their shift timings.

The flip side here is that employees also are experiencing an increasing burnout  due to the dwindling work-life balance.

FinTech Buzz 2020-09-29

Talend (NASDAQ: TLND), a global leader in data integration and data integrity, today announced it has named Krishna Tammana, as its Chief Technology Officer (CTO).

Krishna, most recently VP of Engineering at Splunk, will be responsible for scaling the product and engineering organizations to drive innovation and Talend’s continued market growth.“Digital transformation is accelerating at an unprecedented pace, and agile product innovation is more essential than ever to meet the needs of businesses at every step of that journey,” said Christal Bemont, CEO of Talend.

“I’m delighted to welcome Krishna as our new CTO.

He has the background and market experience that’s essential to lead Talend’s engineering organization and ensure that we are consistently at the forefront of innovation and driving the redefinition of the data market.”Most recently, Krishna spent nearly a decade as VP of Engineering & Product Advocacy at Splunk, the market-leading data monitoring, management, and analytics player.

During his tenure, he led global engineering teams and cloud operations during the company’s successful portfolio expansion and transition to the cloud.

Krishna was deeply involved in defining Splunk’s product and cloud strategy during its rapid growth from $80 million in revenue to over $2 billion and expanding the addressable market both organically and inorganically while fostering a culture of agility and innovation.Prior to Splunk, Krishna held engineering management roles at Dun & Bradstreet, YouSendIt, RIGHT90 INC. and E*Trade.“It’s a great time to be joining Talend.

FinTech Buzz 2021-01-06

This often happens because of either the lack of interest of unrealistic goals.

And, the executive team is always on a loot out for high-tech tools that can get them better results.

A lot of times the management integrates a newer technology into the existing workflow of the company with the aim of amplifying the performance.

So, it is important that tech leaders analyze and evaluate their existing tech stack and figure out ways of enhancing it, so that the teams are aided with advancements, but are still in sync with their flow of work.2) I think, again, recruiting has done a lot.

Even the candidates that may be interested in working with the company, might choose to go the other way if they feel that the firm is not in progression with the current times and reforms to DE, making it difficult for organizations to sustain in the society.When George Floyd was kneed in his neck for 8 minutes 46 seconds by the white policeman, Derek Chauvin, he ended up being killed because of the color of his skin.

Improved employee satisfaction translates to better customer experiences, which means larger customer lifetime values (CLTV) and a greater share of wallet, thereby yielding an increase in top- and bottom-line results.– Founder and CEO, Northpass – Stephen CornwellLearning and Development initiatives backed by powerful adaptive solutions is the need of the hour.

FinTech Buzz 2020-12-08

A new platform for executive education has been launched to deliver cost effective upskilling and career development that is accessible online, on any device, at any time, from any location.The platform brings together a portfolio of new digital first, fully accredited, executive education programmes including:The Digital Pilot’s Licence (DPL): the first modular programme aimed at developing a resilient workforce as organisations rethink work and emerge from the COVID-19 crisis.The Digital Marketing Accelerator: An online professional certificate in digital marketing accredited by OMCPBusiness Blockchain Accelerator: The only business-focused blockchain programme which leaves participants well-informed and confident in decision-makingMore programmes will be announced shortly.The programmes have been informed by research carried out amongst organisations of all sizes across multiple sectors to ascertain the skills required for retraining and upskilling employees in today’s markets.

The Accelerator Platform has been designed as a resource for modern managers and workers.

It helps organisations upskill their existing teams and aids executives by enhancing their employability or enabling them to retrain following redundancy.

Consequently, all programmes focus on disruptive business processes or emerging technology.Heather McGregor, Executive Dean, Edinburgh Business School, says:“Right topic, right place, right price.

Three critical aspects to training today.

We are therefore excited by our digital-first Accelerator programmes as they will disrupt the market and fundamentally change how we think about executive short-course training.”The platform and programmes have been created in partnership between Edinburgh Business School, part of Heriot Watt University, Jump Digital, Skills Development Scotland, The Data Lab, Scottish Enterprise, The CDO Club, a number of industry and professional bodies and a Global Advisory Board comprising digital transformation leaders.The programmes can be accessed through Edinburgh Business School’s websiteAdds Claire Gillespie, Digital Technologies Skills Manager at Skills Development Scotland:“This is a great project to be involved in as it offers an effective way for people in business to gain new and vital skills that will help their career while also helping the companies they work for, and in turn the wider economy.

FinTech Buzz 2020-10-23

Harvey Nash Group, the global technology recruitment and solutions Group, has acquired Latitude 36 as part of its strategic expansion in the U.S., the world’s largest and most dynamic recruitment market.

Latitude 36 Inc. is a leading technology recruitment specialist with operations across the U.S. and India serving an impressive client portfolio.The acquisition, which together with the Group’s existing Harvey Nash operation, creates a combined business that is now one of the top 50 largest IT staffing companies in the U.S., represents a very significant step forward in the Group’s footprint in the important North American market.

It forms part of its wider strategy of becoming a global leader in technology recruitment and solutions, building on Harvey Nash’s significant strength in Europe.Jason Allen, CEO of Harvey Nash Technology Recruitment division Northern Europe, Australia and US, commented: “I am extremely excited about Latitude 36 joining the Harvey Nash Group family.

It represents a step change in our presence in the U.S. and provides wonderful opportunities both for Latitude 36 and our existing business there.”Jason Pyle, President & COO of Latitude 36, commented: “We are thrilled and excited to become part of the Harvey Nash Group.

Combining the businesses provides a platform to become one of the largest and fastest growing staffing firms in the United States, creating more opportunities for our employees, clients, and candidates.”Bev White, CEO of Harvey Nash Group commented: “The Group have bold, ambitious plans for growth internationally, and through taking this significant step we will gain critical mass in the important North American market.

Our U.S. clients will benefit from having access to a much wider range of services, as well as an extended team of technology recruitment experts who can support their needs.”Blackwood Capital Group acted as M advisor to Harvey Nash on this transaction.

FinTech Buzz 2020-09-10

The Josh Bersin Academy, the world’s first global professional development academy for HR, today announced its newest program, Resilient HR.

The program, developed in partnership with Accenture, combines theory, practice exercises, timely debates, video interviews with global HR leaders, and 17 supplemental resources in a unique collaborative learning experience.The Resilient HR program is based on independent research studies conducted by both organizations and examines the special role HR plays in driving organizational resilience in the midst of the global pandemic and beyond.“Our research shows resilience – built on trust, agility, continual learning, and empowerment – is critical for business sustainability in this uncertain time,” said Josh Bersin, global industry analyst and dean of the Josh Bersin Academy.

“We are working with hundreds of companies from around the globe, and in all cases, HR is leading the charge when it comes to developing and supporting the practices that lead to organizational and personal resilience and wellbeing.”A recent Academy report, The Big Reset Playbook: What’s Working Now™, describes the response practices of more than 150 HR leaders who met over a six-week period to collaborate on pandemic-related challenges.“These conversations taught us that companies all over the world need to learn new practices for resilience, including the ability to operate under ambiguity, enable faster decisions, and promote continual learning,” said Bersin.

“It’s clear that today’s global crises are impacting the resilience of not only workers, but also the people who lead them.”“We collaborated with the Josh Bersin Academy to develop this much-needed program to help leaders, and their people, develop organizational resilience to help them to survive and thrive, which is especially vital in this global pandemic,” said Eva Sage-Gavin, who leads Accenture’s Global Talent and Organization / Human Potential practice.A Program Designed for the TimesWhile the global pandemic has revealed the importance of resilience in times of crisis, the Resilient HR program goes beyond crisis response to teach HR practitioners how to build it into their ongoing strategies.“When the pandemic hit, we developed our human resilience model of physical, mental, and relational needs with trust at the very top,” said Barbara Spitzer, the lead for Accenture’s Global People Experience and Modern HR.

“We’re very excited that through our partnership with the Josh Bersin Academy, we’ll be able to bring this mindset and skillset to thousands of HR professionals worldwide.”The Resilient HR program is comprised of five field manuals, each of which incorporates key concepts and theories, video interviews with HR leaders, practical exercises, challenges, and debates:Acceleration and TransformationPeople and CultureTechnology and CollaborationProcess and PolicyLeadership and LearningAdditionally, the cohort-based program includes 17 supplemental resources on topics such as black swan theory,  managing talent peaks and valleys, and positive psychology.

Participants also have access to the Academy’s community, where professionals from around the world and across all industry segments collaborate and share best practices.Information on the Academy’s membership options for individuals, which start as low as $25 per month, can be found here, along with details on team and enterprise memberships.

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