Now that the race to become GDPR compliant is over, HR departments across Europe may want to sigh a deep sigh of relief. But the pressure has not completely lifted yet. The challenge of staying compliant is acute, and several everyday HR operations have changed to accommodate that aim.
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There is a little over a fortnight to go before the General Data Protection Regulation (GDPR) is finally implemented. But even if your company has fallen behind, and is struggling to meet the May 25 deadline, there is some good news. It is never too late to get GDPR ready.
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During these final weeks before General Data Protection Regulation (GDPR) implementation, you’re surely all but ready to give your boss a long-awaited ‘thumbs up’. But while day-to-day procedures and corporate policies have been updated, have you looked at the company’s Employee Contracts? GDPR expects these to be in order too.
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You have your checklist checked, introduced new procedures and even appointed your Data Protection Officer (DPO). But what about Employee Awareness? As an important part of GDPR compliance, your staff is expected to know its role in making full compliance a reality, underlining the importance of initiating an Employee Awareness Programme.
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Stress at work is already recognized as a damaging influence, and the reason employee well-being is taken so seriously. Of the different sources of stress, finances are the most neglected. But research shows that tending to employee financial wellness can have huge benefits to them and employers alike.
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With the clock ticking, and May 25th peeping above the horizon, the drive to achieve full GDPR compliance has picked up pace. But is your company ready? And what can your HR Department do now to make sure it is in time? Read our latest blog to learn more.
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The evolution of Human Resources has been striking, especially in just the last 10 years. Technology is making a clear mark on the industry. But with so much invested in digitizing Human Resources departments, there is now a growing belief that HR Digitalization is the next evolutionary step for HR Managers.
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For decades, Human Resources has been considered a kind of ‘protector’ of both employees and employers. But changes in modern business philosophy have opened the way for a change in Human Resource manager’s focus, turning its attention to nurturing talent through Human Capital Management.
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With 2017 disappearing behind us, the plans, ambitions and challenges for 2018 are now firmly upon us. But what can HR and recruitment professionals expect to face after the New Year celebrations? Where are the industry trends most likely to impact on them? What are the new challenges to face?
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The carol singers are in full swing which means 2017 is drawing to a close. So, it’s a good time to take a step back and absorb some of the key factors that have impacted on HR Departments over the past 12 months. What lessons have been learned? Were these developments expected? And how might they affect your plans for 2018?
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