IDC believes it is the responsibility of HR to address and deliver key elements of digital transformation, as well as transforming the HR function itself. To aid organizations in this process, IDC has identified five key trends and actions that support digital transformation and the development of HR. This tool enables HR professionals to understand the delivery roadmaps for realizing these key transformation
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
With the emergence of cloud based HR solutions, HR, traditionally not the main buyer or project leaders, now find themselves thrust into a new position of responsibility, one that is exciting and promising, but also dogged by stories offering false hope for HR transformation.
10 Things | Cloud HR Technology Myths will shine a light on some common misconceptions surrounding cloud based HR technology solutions and reveal some home truths about these new SaaS tools.
HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
How Can Better Collaboration Between HR and Finance Help High -Bandwidth Opt...Bhupesh Chaurasia
Using cloud-based SAP®SuccessFactors®solutions and SAP S/4HANA®, Oclaro put enterprise data at the fingertips of its employees. Now, people can share information in real time,collaborate more effectively, and make decisions confidently
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
With the emergence of cloud based HR solutions, HR, traditionally not the main buyer or project leaders, now find themselves thrust into a new position of responsibility, one that is exciting and promising, but also dogged by stories offering false hope for HR transformation.
10 Things | Cloud HR Technology Myths will shine a light on some common misconceptions surrounding cloud based HR technology solutions and reveal some home truths about these new SaaS tools.
HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
How Can Better Collaboration Between HR and Finance Help High -Bandwidth Opt...Bhupesh Chaurasia
Using cloud-based SAP®SuccessFactors®solutions and SAP S/4HANA®, Oclaro put enterprise data at the fingertips of its employees. Now, people can share information in real time,collaborate more effectively, and make decisions confidently
Digitization of hr slideshare kenny company 2018 pdf versionWill Yen
In 2016, HR technology funding reached record levels with 402 deals worth approximately $2.2B, more than 5 times the funding in 2012. This innovation in the market place has created a new wave of adoption and digitization by HR organizations.
Companies of all sizes are struggling to manage the massive amounts of data related to human resource management. This program will examine the various solutions technology offers to deal with this challenge, and provide examples to increase department efficiency while adding strategic value to the business. The following objectives will be covered during this presentation:
- Learn about the current and future trends in HR technology, including Employee Self Service, Business Intelligence, and Social Media.
- Discover how to harness technology to make strategic business decisions
- Learn how to turn data into knowledge through Key Performance Indicators, Dashboards, and other metrics.
- Learn how to develop a solid business case for HR technology.
Capgemini Consulting: Using Digital Tools to Unlock HR’s True PotentialCapgemini
In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through digital tools.
Kenny & Company Management Consulting - Portfolio Management January 2018Will Yen
What is Portfolio Management?
Project Portfolio Management: “Everyone says they are doing it, but few are, and those that are, are unsure if they are doing it right.”
Agile Transformation promote a disciplined project management process to give high quality product to the clients.So if you are looking for agile training for your team members then choose experienced trainers to improve your company performance.Visit agiletransformation.com
Why HR Service Delivery Is Pivotal for Employee ExperienceWorkday, Inc.
Employee experience continues to be a top priority for the C-suite. And HR service delivery is a critical component of that experience.
In this slide deck, learn how Workday can help you take a more people-centric approach to HR service delivery to make your people feel more connected and supported.
Hr Transformation Roadmap- Aligning with the Business Commercial AgendaChazey Partners
HR touches every aspect of operations and is valued as a critical enabler of business strategy. However, it still struggles with being weighed down by administrative tasks and not having enough bandwidth to drive the kind of added value business operations increasingly demand. As organizations complement a push towards more efficient processes with deploying more effective talent solutions, HR is as much under the spotlight as any other function. This article shares tips on how to structure your HR so that it has a real impact on successful business outcomes.
Performance appraisals strike back - Accelerating productivity on-the-goAlix Bourras
The fast paced, dynamic environment that makes SMBs so attractive to employees is also what prevents managers to give regular feedback to their employees. Yet regular feedback is probably the most important aspect of performance reviews, as those ongoing discussions are what will have the most positive impact on productivity in your business.
Companies such as GE, Accenture, Adobe and Deloitte have recently shifted away from annual performance reviews to an ongoing feedback model, for several reasons:
They are a chore, for managers and employees alike
One central conversation gets all the attention, when frequent, bite-size feedback is the most efficient
Worse, annual reviews tend to promote bad management.
Review this presentation to understand the new paradigm of performance appraisals, and its extended benefits to employee engagement and motivation (if you do it the right way).
HR Leadership now requires an astute understanding of three spheres:
organization's core business drivers, the leadership talent needed to
deliver business results, and the technology platforms that empower your
organization.
Technology platforms of tomorrow will look vastly different than the
administrative systems that HR is familiar with today at all levels: from
the employee or personal level, to the systems level and at the executive
analytics level.
Tomorrow's HR leaders must prepare themselves in unprecedented ways.
In this webinar the Lead speaker Mr. Aadesh Goyal, Chairman & CEO at
PeopleStrong HR Services and Mr. Krish Shankar, Director HR at Bharti Airtel
Ltd. shared the latest insights on Transforming HR Through Technology.
Participants learnt actionable insights into how you can leverage next
generation technologies, from social networking to information systems to
employee engagement tools, and achieve a new level of HR impact and
leadership.
“Where the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,” from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner.
Our engaging e-book draws on the experience and knowledge of some of the most recognized thought leaders in HR today, including Steve Boese (HR Technology Conference & Expo), Ron Thomas (Human Capital Institute), Lisa Rosendahl (WomenofHR.com), Robin Schooling (HR Schoolhouse.com) and Matt Stollak (True Faith HR).
This e-book gives you succinct and revealing insight into how HR can better understand and rise to daily challenges, such as:
-Assuming too much about what employees think and feel.
-Meeting the increasing demand for workforce transparency and accuracy.
-Understanding the essential characteristics of employees, beyond job skills and goals
-Building your rewards program on your organization's culture
-Adapting to cultural developments and trends
-Using social media to assess the employee experience
-Embracing data to prove HR effectiveness
-Getting real-world use out of the newest HR technology
Digitization of hr slideshare kenny company 2018 pdf versionWill Yen
In 2016, HR technology funding reached record levels with 402 deals worth approximately $2.2B, more than 5 times the funding in 2012. This innovation in the market place has created a new wave of adoption and digitization by HR organizations.
Companies of all sizes are struggling to manage the massive amounts of data related to human resource management. This program will examine the various solutions technology offers to deal with this challenge, and provide examples to increase department efficiency while adding strategic value to the business. The following objectives will be covered during this presentation:
- Learn about the current and future trends in HR technology, including Employee Self Service, Business Intelligence, and Social Media.
- Discover how to harness technology to make strategic business decisions
- Learn how to turn data into knowledge through Key Performance Indicators, Dashboards, and other metrics.
- Learn how to develop a solid business case for HR technology.
Capgemini Consulting: Using Digital Tools to Unlock HR’s True PotentialCapgemini
In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through digital tools.
Kenny & Company Management Consulting - Portfolio Management January 2018Will Yen
What is Portfolio Management?
Project Portfolio Management: “Everyone says they are doing it, but few are, and those that are, are unsure if they are doing it right.”
Agile Transformation promote a disciplined project management process to give high quality product to the clients.So if you are looking for agile training for your team members then choose experienced trainers to improve your company performance.Visit agiletransformation.com
Why HR Service Delivery Is Pivotal for Employee ExperienceWorkday, Inc.
Employee experience continues to be a top priority for the C-suite. And HR service delivery is a critical component of that experience.
In this slide deck, learn how Workday can help you take a more people-centric approach to HR service delivery to make your people feel more connected and supported.
Hr Transformation Roadmap- Aligning with the Business Commercial AgendaChazey Partners
HR touches every aspect of operations and is valued as a critical enabler of business strategy. However, it still struggles with being weighed down by administrative tasks and not having enough bandwidth to drive the kind of added value business operations increasingly demand. As organizations complement a push towards more efficient processes with deploying more effective talent solutions, HR is as much under the spotlight as any other function. This article shares tips on how to structure your HR so that it has a real impact on successful business outcomes.
Performance appraisals strike back - Accelerating productivity on-the-goAlix Bourras
The fast paced, dynamic environment that makes SMBs so attractive to employees is also what prevents managers to give regular feedback to their employees. Yet regular feedback is probably the most important aspect of performance reviews, as those ongoing discussions are what will have the most positive impact on productivity in your business.
Companies such as GE, Accenture, Adobe and Deloitte have recently shifted away from annual performance reviews to an ongoing feedback model, for several reasons:
They are a chore, for managers and employees alike
One central conversation gets all the attention, when frequent, bite-size feedback is the most efficient
Worse, annual reviews tend to promote bad management.
Review this presentation to understand the new paradigm of performance appraisals, and its extended benefits to employee engagement and motivation (if you do it the right way).
HR Leadership now requires an astute understanding of three spheres:
organization's core business drivers, the leadership talent needed to
deliver business results, and the technology platforms that empower your
organization.
Technology platforms of tomorrow will look vastly different than the
administrative systems that HR is familiar with today at all levels: from
the employee or personal level, to the systems level and at the executive
analytics level.
Tomorrow's HR leaders must prepare themselves in unprecedented ways.
In this webinar the Lead speaker Mr. Aadesh Goyal, Chairman & CEO at
PeopleStrong HR Services and Mr. Krish Shankar, Director HR at Bharti Airtel
Ltd. shared the latest insights on Transforming HR Through Technology.
Participants learnt actionable insights into how you can leverage next
generation technologies, from social networking to information systems to
employee engagement tools, and achieve a new level of HR impact and
leadership.
“Where the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,” from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner.
Our engaging e-book draws on the experience and knowledge of some of the most recognized thought leaders in HR today, including Steve Boese (HR Technology Conference & Expo), Ron Thomas (Human Capital Institute), Lisa Rosendahl (WomenofHR.com), Robin Schooling (HR Schoolhouse.com) and Matt Stollak (True Faith HR).
This e-book gives you succinct and revealing insight into how HR can better understand and rise to daily challenges, such as:
-Assuming too much about what employees think and feel.
-Meeting the increasing demand for workforce transparency and accuracy.
-Understanding the essential characteristics of employees, beyond job skills and goals
-Building your rewards program on your organization's culture
-Adapting to cultural developments and trends
-Using social media to assess the employee experience
-Embracing data to prove HR effectiveness
-Getting real-world use out of the newest HR technology
To maximize return on investment in Human Resources, top performing organizations are integrating what have traditionally been separate HR initiatives into a cohesive human capital management strategy. This approach enables HR to deliver relevant services that produce quantifiable results.
Findley Davies has leveraged the insights and expertise of thought leaders from its Compensation and Rewards Management, Communications and Change Management, and HR Innovation Practices to develop a distinctive blueprint for how to build a cohesive human capital strategy.
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/sap-and-change-management/
As a “seasoned” Change Manager, I have been involved in many diverse projects focusing on managing the business aspect of technology implementations; e.g. ERP (SAP, Oracle, Microsoft Dynamics), Core Banking Systems, Business Intelligence, Case Working and Knowledge Management solutions, and the like.
To this day, I continue to be asked why is there a need to have involvement from a Change Manager, because a technology implementation “is what it is” and once implemented, the business should just be able to “get on and work with it.” But, it’s not quite as simple as that, because if you break down the impact of a technology implementation on a business, it would go something like this:
• It will change the way a business operates.
• Key stakeholders will want and need to be involved and communicated with.
• Processes will change.
• Organisation structures will change.
• The readiness of the business will need to be measured to ensure a smooth go-live.
• There will be a need to train and educate people in new ways of working.
• Business benefits as set out in the business case will need to be tracked.
• Once people gain competence with the new technology they should be encouraged to continuously improve ways of working into the future.
That sounds very simple, but actually it’s not, because all of these things involve people and they will need to have their expectations and perceptions managed.
Technology implementations aimed at making an organisation more efficient have become larger and more critical in recent years and now represent a major challenge for organisations. Despite improved technical functionality and reliability there are still project overruns, delays and sometimes downright failure. Research continues to show that between 30% and 70% of technology implementations either fail to meet their targeted benefits or stall and/or overrun. Problems are typically not related to the system or to technical issues surrounding the software but instead are often due to business related issues. One of the main reasons cited for this failure rate is that projects are usually managed from a technical perspective by Project Managers who are driven by milestones and deliverables but lack the necessary “soft skills” to deal effectively with the people side of change.
Webinar – Transition Your Organization
- Introduction to the Panel
- Definition of Transition
- Transformation at Microsoft
- Transition Methodology
- People and Transitioning
- Executive Sponsor Role
- Keys to Success
Making compensation pay: Increasing the ROI from monetary investments spent o...Bhupesh Chaurasia
Recent transformations in performance management and compensation practices are making it possible for companies to rethink traditional compensation approaches and reward employees in more meaningful ways. This paper shares insights from business leaders, compensation professionals, managers and front-line employees regarding the current and future state of monetary and non-monetary rewards. #hr #hrtechnology #hrm #humanresources #hrtech #hrms #humancapital #hrblogs #HCM #HRIS
A discussion of how to manage employee performance taking into account how people’s actions affect and are influenced by the behaviors of their fellow team members, work groups and organizations.
To drive workforce performance, pay decisions must be perceived as being fair and appropriate by employees. This requires that decisions be transparently and effectively communicated to employees. Learn how you can redesign compensation training to ensure these potentially difficult but necessary conversations between employees and managers are successful.
The field of performance management is experiencing a transformation. But for compensation professionals, these changes can be concerning as they can directly impact processes used to allocate pay and rewards. Learn how companies are overcoming these challenges and are successfully managing compensation in this changing performance management climate.
Managing the Next Generation of Compensation StrategiesBhupesh Chaurasia
Compensation practices are starting to go through a major transformation. To survive major shifts in pay philosophy and practice, companies must be proactive in preparing for them. This may require significant adjustments in how companies plan for, monitor, and communicate compensation decisions in general. Here is a peek into four lessons learned so far.
Digitalization” is used to describe the integration of computerized technology into virtually every aspect of life and
work. Technology is transforming our lives in ways ranging from how we shop to how we build social relationships.
This transformation is happening both at home and at work.
Finance, marketing, human resources, supply chain, procurement, manufacturing, customer service, and all other areas of business operations are being radically rethought
due to technological innovations such as cloud platforms, machine learning, mobile solutions, the Internet of Things,
and blockchain
Utility companies are constantly threatened by bad actors seeking to hack into their systems and probing for weaknesses to exploit. For utility HR and IT departments, mitigating this threat while protecting employees’ personally identifiable information (PII) is more critical than ever. As the threats to utilities increase, utility companies need systems that reduce overall vulnerability and protect employee privacy and the trust of citizens.
Does a multi-tenant SaaS learning management system
(LMS) have a role in a compliance-driven, highly
regulated work environment? Organizations in
regulated industries such as life sciences, medical
device manufacturers, and pharmaceuticals struggle
with adopting SaaS learning solutions because of the
need to comply with a range of Good Practice
requirements — generally known as GxP.
This document isn’t simply about improving diversity, although there are many reasons why you should – starting with research that shows more diverse teams are more successful and
more productive. It’s also about understanding why bias happens and how to address it. The issues that start with bias in business are the same issues that undermine employee commitment, performance, and retention. So, creating more inclusive cultures isn’t just about improving social fairness and equity; it is also about improving business performance and growth.
Effective employee performance management remains one of the biggest challenges for today’s organizations. On one hand, performance management is critical for the engagement, retention, and productivity of today’s workforce. On the other hand, it is becoming more and more clear that today’s performance management processes are almost never sufficient to support managers in driving the best possible performance from their employees.
Welthungerhilfe: How Do You Bring Together the Right People to Help End Hunger? Bhupesh Chaurasia
Every year, Welthungerhilfe helps millions of people in need by providing vital humanitarian aid to victims of poverty, inequality, conflict, and natural disaster. It works with development partners to support such people so they can lead independent lives with dignity. One of the largest nonprofit organizations in
Germany, Welthungerhilfe’s 2,523 employees work in 39 countries around the globe to deliver everything from rapid disaster relief to long-term development cooperation projects – all with the ultimate goal of eradicating hunger and malnutrition worldwide by 2030. The nature of this mission means employees are often thrown into extremely challenging situations and must work under harsh conditions. Finding people with the right skills, experience, and dedication is a top priority.
Businesses today need to take advantage of every conceivable angle and opportunity to stack the deck in their favor if they are to become major players in their industries . One often overlooked tactic is to utilize compensation, not as a traditional reward and recognition system, but as a strategic tool. Leading organizations recognize that taking a strategic approach to compensation can play a major role in their ongoing success.This line of thinking is getting a lot of attention in the world of compensation leadership. For example, recent Aberdeen research demonstrates that creating a formalized compensation strategy is rapidly becoming a best practice among top performing organizations. In fact, Best-in-Class companies are 12% more likely than Average organizations and 57% more likely than Laggard organizations to have a formal compensation strategy in place.
Learning is essential to any organization’s success because it improves business results,boosts productivity, and increases organizational competitiveness. Learning helps produce positive business outcomes in critical areas and at key moments in an organization’s development, such as during mergers and acquisitions, restructurings, and product launches. Outdated LMSs are holding organizations back, yet they’re often one of the last enterprise software systems to be replaced. For some, it’s seen as a cost center or simply a compliance exercise that only requires the bare minimum investment. That puts the onus on learning leaders and stakeholders to make a strong business case for upgrading. In this white paper, we’ll cover:
Indications that you might need a new LMS
Benefits of a next-generation LMS
Building your LMS business case
Preparing for the transition
Learning partnerships are powerful tools for development because they enable and support employee growth in multiple ways. This includes providing constructive feedback, emotional support, knowledge and skills sharing, access to career building
relationships, enhanced employee socialization, cultural adaptation, and increased motivation, to
name a few.
Getting People to Talk : Creating a Culture of Continuous Performance Manage...Bhupesh Chaurasia
The need to more effectively engage employees coupled with advances in social, mobile, and cloud technology have created an explosion of innovation in continuous performance management methods. The primary goal of continuous performance management is to create effective ongoing conversations and feedback between employees, managers,and coworkers to drive agile and continuous performance improvement and development.Putting continuous performance management into practice involves much more than creating a new
process or deploying a new application.
Using Calibration Effectively - Total Workforce Performance ManagementBhupesh Chaurasia
This paper discusses research studying methods for total workforce performance management. The term “total workforce” is used to emphasize performance management processes designed to guide decisions regarding the management of groups of employees. This can be contrasted to methods designed to manage and develop the performance of individual employees in isolation. While aspects of total
workforce and individual performance management overlap, certain elements of total workforce management are
inherently distinct from methods used for individual performance management. Foremost is the need to manage
individual differences in performance found across different employees working in the same group.That is the focus of this paper.
In May 2016, the European Union (EU) adopted a newly harmonized data protection law called the General Data Protection Regulation (GDPR). As of May 25, 2018, the GDPR will be in force throughout all EU member states and in the European Economic Area. Any organization that collects or processes
personal data of an individual within the Union is subject to this regulation, regardless of the organization’s location. While the GDPR does not introduce many substantially new concepts, it
substantially increases the compliance requirements of data controllers and processors regarding their handling of personal data.
Mitigate cybersecurity risk with FedRAMP-certified HR solutions Bhupesh Chaurasia
Government agencies and branch locations are under increasing pressure to attract, hire, and retain the best talent in the face of bad actors who are constantly trying to hack personnel data. Learn how to protect your employees with FedRAMP-certified cloud applications that deliver the federal cybersecurity standards your agency requires.
Once Is Not Enough - Infusing Continuous Rewards Into Your Compensation Str...Bhupesh Chaurasia
Compensation should not be something that just happens once a year. Annual compensation methods are not bad, they are just not enough. Shifting to more frequent rewards tied to objective achievements can help drive positive employee behavior and engagement due to shorter line-of-sight. In this paper, we will discuss the key considerations for introducing more frequent rewards into your compensation strategy.
Software Engineering, Software Consulting, Tech Lead.
Spring Boot, Spring Cloud, Spring Core, Spring JDBC, Spring Security,
Spring Transaction, Spring MVC,
Log4j, REST/SOAP WEB-SERVICES.
First Steps with Globus Compute Multi-User EndpointsGlobus
In this presentation we will share our experiences around getting started with the Globus Compute multi-user endpoint. Working with the Pharmacology group at the University of Auckland, we have previously written an application using Globus Compute that can offload computationally expensive steps in the researcher's workflows, which they wish to manage from their familiar Windows environments, onto the NeSI (New Zealand eScience Infrastructure) cluster. Some of the challenges we have encountered were that each researcher had to set up and manage their own single-user globus compute endpoint and that the workloads had varying resource requirements (CPUs, memory and wall time) between different runs. We hope that the multi-user endpoint will help to address these challenges and share an update on our progress here.
How to Position Your Globus Data Portal for Success Ten Good PracticesGlobus
Science gateways allow science and engineering communities to access shared data, software, computing services, and instruments. Science gateways have gained a lot of traction in the last twenty years, as evidenced by projects such as the Science Gateways Community Institute (SGCI) and the Center of Excellence on Science Gateways (SGX3) in the US, The Australian Research Data Commons (ARDC) and its platforms in Australia, and the projects around Virtual Research Environments in Europe. A few mature frameworks have evolved with their different strengths and foci and have been taken up by a larger community such as the Globus Data Portal, Hubzero, Tapis, and Galaxy. However, even when gateways are built on successful frameworks, they continue to face the challenges of ongoing maintenance costs and how to meet the ever-expanding needs of the community they serve with enhanced features. It is not uncommon that gateways with compelling use cases are nonetheless unable to get past the prototype phase and become a full production service, or if they do, they don't survive more than a couple of years. While there is no guaranteed pathway to success, it seems likely that for any gateway there is a need for a strong community and/or solid funding streams to create and sustain its success. With over twenty years of examples to draw from, this presentation goes into detail for ten factors common to successful and enduring gateways that effectively serve as best practices for any new or developing gateway.
Innovating Inference - Remote Triggering of Large Language Models on HPC Clus...Globus
Large Language Models (LLMs) are currently the center of attention in the tech world, particularly for their potential to advance research. In this presentation, we'll explore a straightforward and effective method for quickly initiating inference runs on supercomputers using the vLLM tool with Globus Compute, specifically on the Polaris system at ALCF. We'll begin by briefly discussing the popularity and applications of LLMs in various fields. Following this, we will introduce the vLLM tool, and explain how it integrates with Globus Compute to efficiently manage LLM operations on Polaris. Attendees will learn the practical aspects of setting up and remotely triggering LLMs from local machines, focusing on ease of use and efficiency. This talk is ideal for researchers and practitioners looking to leverage the power of LLMs in their work, offering a clear guide to harnessing supercomputing resources for quick and effective LLM inference.
SOCRadar Research Team: Latest Activities of IntelBrokerSOCRadar
The European Union Agency for Law Enforcement Cooperation (Europol) has suffered an alleged data breach after a notorious threat actor claimed to have exfiltrated data from its systems. Infamous data leaker IntelBroker posted on the even more infamous BreachForums hacking forum, saying that Europol suffered a data breach this month.
The alleged breach affected Europol agencies CCSE, EC3, Europol Platform for Experts, Law Enforcement Forum, and SIRIUS. Infiltration of these entities can disrupt ongoing investigations and compromise sensitive intelligence shared among international law enforcement agencies.
However, this is neither the first nor the last activity of IntekBroker. We have compiled for you what happened in the last few days. To track such hacker activities on dark web sources like hacker forums, private Telegram channels, and other hidden platforms where cyber threats often originate, you can check SOCRadar’s Dark Web News.
Stay Informed on Threat Actors’ Activity on the Dark Web with SOCRadar!
Globus Connect Server Deep Dive - GlobusWorld 2024Globus
We explore the Globus Connect Server (GCS) architecture and experiment with advanced configuration options and use cases. This content is targeted at system administrators who are familiar with GCS and currently operate—or are planning to operate—broader deployments at their institution.
Climate Science Flows: Enabling Petabyte-Scale Climate Analysis with the Eart...Globus
The Earth System Grid Federation (ESGF) is a global network of data servers that archives and distributes the planet’s largest collection of Earth system model output for thousands of climate and environmental scientists worldwide. Many of these petabyte-scale data archives are located in proximity to large high-performance computing (HPC) or cloud computing resources, but the primary workflow for data users consists of transferring data, and applying computations on a different system. As a part of the ESGF 2.0 US project (funded by the United States Department of Energy Office of Science), we developed pre-defined data workflows, which can be run on-demand, capable of applying many data reduction and data analysis to the large ESGF data archives, transferring only the resultant analysis (ex. visualizations, smaller data files). In this talk, we will showcase a few of these workflows, highlighting how Globus Flows can be used for petabyte-scale climate analysis.
Into the Box Keynote Day 2: Unveiling amazing updates and announcements for modern CFML developers! Get ready for exciting releases and updates on Ortus tools and products. Stay tuned for cutting-edge innovations designed to boost your productivity.
Navigating the Metaverse: A Journey into Virtual Evolution"Donna Lenk
Join us for an exploration of the Metaverse's evolution, where innovation meets imagination. Discover new dimensions of virtual events, engage with thought-provoking discussions, and witness the transformative power of digital realms."
top nidhi software solution freedownloadvrstrong314
This presentation emphasizes the importance of data security and legal compliance for Nidhi companies in India. It highlights how online Nidhi software solutions, like Vector Nidhi Software, offer advanced features tailored to these needs. Key aspects include encryption, access controls, and audit trails to ensure data security. The software complies with regulatory guidelines from the MCA and RBI and adheres to Nidhi Rules, 2014. With customizable, user-friendly interfaces and real-time features, these Nidhi software solutions enhance efficiency, support growth, and provide exceptional member services. The presentation concludes with contact information for further inquiries.
A Comprehensive Look at Generative AI in Retail App Testing.pdfkalichargn70th171
Traditional software testing methods are being challenged in retail, where customer expectations and technological advancements continually shape the landscape. Enter generative AI—a transformative subset of artificial intelligence technologies poised to revolutionize software testing.
Prosigns: Transforming Business with Tailored Technology SolutionsProsigns
Unlocking Business Potential: Tailored Technology Solutions by Prosigns
Discover how Prosigns, a leading technology solutions provider, partners with businesses to drive innovation and success. Our presentation showcases our comprehensive range of services, including custom software development, web and mobile app development, AI & ML solutions, blockchain integration, DevOps services, and Microsoft Dynamics 365 support.
Custom Software Development: Prosigns specializes in creating bespoke software solutions that cater to your unique business needs. Our team of experts works closely with you to understand your requirements and deliver tailor-made software that enhances efficiency and drives growth.
Web and Mobile App Development: From responsive websites to intuitive mobile applications, Prosigns develops cutting-edge solutions that engage users and deliver seamless experiences across devices.
AI & ML Solutions: Harnessing the power of Artificial Intelligence and Machine Learning, Prosigns provides smart solutions that automate processes, provide valuable insights, and drive informed decision-making.
Blockchain Integration: Prosigns offers comprehensive blockchain solutions, including development, integration, and consulting services, enabling businesses to leverage blockchain technology for enhanced security, transparency, and efficiency.
DevOps Services: Prosigns' DevOps services streamline development and operations processes, ensuring faster and more reliable software delivery through automation and continuous integration.
Microsoft Dynamics 365 Support: Prosigns provides comprehensive support and maintenance services for Microsoft Dynamics 365, ensuring your system is always up-to-date, secure, and running smoothly.
Learn how our collaborative approach and dedication to excellence help businesses achieve their goals and stay ahead in today's digital landscape. From concept to deployment, Prosigns is your trusted partner for transforming ideas into reality and unlocking the full potential of your business.
Join us on a journey of innovation and growth. Let's partner for success with Prosigns.
Providing Globus Services to Users of JASMIN for Environmental Data AnalysisGlobus
JASMIN is the UK’s high-performance data analysis platform for environmental science, operated by STFC on behalf of the UK Natural Environment Research Council (NERC). In addition to its role in hosting the CEDA Archive (NERC’s long-term repository for climate, atmospheric science & Earth observation data in the UK), JASMIN provides a collaborative platform to a community of around 2,000 scientists in the UK and beyond, providing nearly 400 environmental science projects with working space, compute resources and tools to facilitate their work. High-performance data transfer into and out of JASMIN has always been a key feature, with many scientists bringing model outputs from supercomputers elsewhere in the UK, to analyse against observational or other model data in the CEDA Archive. A growing number of JASMIN users are now realising the benefits of using the Globus service to provide reliable and efficient data movement and other tasks in this and other contexts. Further use cases involve long-distance (intercontinental) transfers to and from JASMIN, and collecting results from a mobile atmospheric radar system, pushing data to JASMIN via a lightweight Globus deployment. We provide details of how Globus fits into our current infrastructure, our experience of the recent migration to GCSv5.4, and of our interest in developing use of the wider ecosystem of Globus services for the benefit of our user community.
Custom Healthcare Software for Managing Chronic Conditions and Remote Patient...Mind IT Systems
Healthcare providers often struggle with the complexities of chronic conditions and remote patient monitoring, as each patient requires personalized care and ongoing monitoring. Off-the-shelf solutions may not meet these diverse needs, leading to inefficiencies and gaps in care. It’s here, custom healthcare software offers a tailored solution, ensuring improved care and effectiveness.
Field Employee Tracking System| MiTrack App| Best Employee Tracking Solution|...informapgpstrackings
Keep tabs on your field staff effortlessly with Informap Technology Centre LLC. Real-time tracking, task assignment, and smart features for efficient management. Request a live demo today!
For more details, visit us : https://informapuae.com/field-staff-tracking/
Top Features to Include in Your Winzo Clone App for Business Growth (4).pptxrickgrimesss22
Discover the essential features to incorporate in your Winzo clone app to boost business growth, enhance user engagement, and drive revenue. Learn how to create a compelling gaming experience that stands out in the competitive market.
Enterprise Resource Planning System includes various modules that reduce any business's workload. Additionally, it organizes the workflows, which drives towards enhancing productivity. Here are a detailed explanation of the ERP modules. Going through the points will help you understand how the software is changing the work dynamics.
To know more details here: https://blogs.nyggs.com/nyggs/enterprise-resource-planning-erp-system-modules/
May Marketo Masterclass, London MUG May 22 2024.pdfAdele Miller
Can't make Adobe Summit in Vegas? No sweat because the EMEA Marketo Engage Champions are coming to London to share their Summit sessions, insights and more!
This is a MUG with a twist you don't want to miss.
Large Language Models and the End of ProgrammingMatt Welsh
Talk by Matt Welsh at Craft Conference 2024 on the impact that Large Language Models will have on the future of software development. In this talk, I discuss the ways in which LLMs will impact the software industry, from replacing human software developers with AI, to replacing conventional software with models that perform reasoning, computation, and problem-solving.
1. HR TRANSFORMATION:
Delivery Roadmaps
IDC believes it is the responsibility of HR to address and
deliver key elements of digital transformation, as well as
transforming the HR function itself.
To aid organizations in this process, IDC has identified five
key trends and actions that support digital transformation
and the development of HR.
This tool enables HR professionals to understand the
delivery roadmaps for realizing these key transformation
objectives, starting today.
Most notably, how to follow a logical approach to delivery
change:
2. Empowering HR Across the Business
Understanding Your Company Needs Forming a Working Group for Change
Defining the HR Applications Needed
Empowering HR across the business requires tools that address
the following:
Understand Progress and Deliver Results
By empowering managers and employees with self-service HR tools, organizations can streamline processes and free up
HR resources to focus on transformation
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LOB managers have to interface with HR to
get information on everything: from KPIs
to training programs to time off.
HR departments don't have time or
resources to micromanage the workforce.
C-suite treats the CHRO as a back-office
manager without business impact.
Employees have to jump through hoops to
get even basic HR tasks done.
Empower LOB managers with real-time
control and an overview of their workforce.
Enable HR to focus on long-term
challenges and drive cultural change.
C-suite wants the HR department to
future-proof the business.
Employees want more self-service and
more control over their HR tasks.
What you have: What you want: Ensure C-suite and IT support Explain and communicate change
Create task groups to lead key elements Determine investment to meet goals
Drive the HR empowerment agenda up the
business and outline the impact and value
to top-level objectives: productivity, agility,
innovation, expansion, cost-control, talent
retention and attraction, as well as
knowledge management.
Create a "burning platform" as to why HR
capability needs to be distributed: digital
transformation, changing business
models, new ways of working, empowering
and engaging employees. Demonstrate the
benefits of change for the wider workforce.
Create agents of change and pick elements
of the business with rapid turnover, or
demand for self-service. Where are the
quick wins and the proof of concepts that
can be rolled out to the wider business?
What do you have and what's missing?
Quickly establish the tools and systems
that can make or break success in
distributing HR across elements of the
business now and the entire business in
the future.
Easy-to-use interface with
social interaction capabilities
Delivered via a browser
across all devices and at any
time
Dashboards, team views,
data comparisons and
analytics
Easy to export, easy to
disseminate, no hassle
reporting and auditing
Total HR
Collect Frequent and Consistent Feedback
Ensure C-suite and LOB managers, as well as IT,
provide constant inputs
Ensure employees and HR itself are given the
opportunity to feedback on progress, on what's
working well and what is not ...
Communicate Regularly with Stakeholders
Publicize the wins and the achievements of the
change program and what they are delivering
to the business
Set realistic and continuous goals. Show where
and how these were met, then expand and
progress on from them
Reshape and Recalibrate HR Metrics
Bring engagement and satisfaction to the top
of the measurement pile
Demonstrate productivity as a key outcome of
HR transformation
BACK
3. BACK
Impactful HR Decision Making
Understanding Your Company Needs Forming a Working Group for Change
Defining the HR Applications Needed
Impactful HR decision making requires HR tools that address
the following:
Understand Progress and Deliver Results
The use of analytics throughout the employee life cycle enables organizations to identify issues and drive increased
levels of productivity and engagement
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LOB managers with limited visibility on
KPIs, goals, progress, and team data. Role
assignment is intuitive.
HR departments do not have data-driven
insights into the workforce, performance,
and objectives, including issues.
Leadership lack access to centralized HR
data and struggle to make decisions. The
result is a limited ability to foster
long-term planning.
LOB managers empowered with analytics
for optimal role assignment and the
design of recruitment policy.
Transparency in the pockets of
disengagement, attrition, and
performance issues.
Senior managers with deep analytics to
identify risks associated with succession
planning and specific skill retention.
What you have: What you want: Demonstrate the business outcomes
of analytics
Determine the LOB and HR requirements
Interface with IT to ensure access to data Invest in a tool that makes HR more impactful
Show the wider business the power of
deeper understanding of the workforce.
Demonstrate how one clear view of HR will
drive business outcomes, specifically
productivity, innovation, and agility, and
contribute to overall success.
Determine what the bigger picture view of
HR needs to be. What will it predominantly
be used for and how will it deliver on
business requirements? What can we use
to be proactive and pre-emptive in HR
decision making? What data is required?
Success in this area rests with accessing
the right data, quickly and accurately, and
with consistency. Ask IT how "we" can
create a powerful and scalable approach to
working with HR data.
Focus on the HR investments that drive
positive business outcomes. Also focus on
pain points (talent, resource, agility). How
can we plan our workforce future and
maintain high performance?
Interface with existing
databases with ease, extract
data, and offer fast insights
Deliver easy-to-use analytics
tools, with custom views and
dashboards
Integrate with workforce
performance management,
compensation, and L&D
Export in different formats,
and provide smart
recommendations based on
data insights
HR Analytics
Compare and Contrast Insights With the Past
Provide insight to HR, but ensure it can roll-up
to LOB management and C-suite
Collect all insight between line of business and
employees, including past data
Apply Analysis-Based Recommendations
Focus on succession planning and attrition as
a key starting point and where maximum value
can be created early
Create workforce planning and workforce
projection outcomes, to show actionable
results to LOB and senior management
Common Starting Point and Frame of Reference
Prepare, plan, and execute longer-term HR
strategy with greater access to insights and
trends
Use this to streamline HR resources across
departments and divisions and demonstrate
efficiency gains to the board
4. BACK
Managing a Flexible Workforce
Understanding Your Company Needs Forming a Working Group for Change
Defining the HR Applications Needed
Managing a flexible workforce requires HR tools that address
the following:
Understand Progress and Deliver Results
Contingent, seasonal, or even virtual workers are now part of the talent ecosystem, but they are not part of the HR
process. They need to be managed as if they were FTEs.
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Contingent labor is treated as temporary
staff and is managed at "arm's length"
with limited engagement.
HR focus is on FTEs and as a result the
business does not fully utilize wider talent
nor potential of flexible staff.
LOB is not empowered to change this
process and does not have the skills or
tools to manage flexible workers. Agile and
project-based work is suffering.
For contingent workers to feel engaged
and valued, as key members of the talent
pool and culture.
For HR to enable LOB to connect and
match talent with opportunities across
the organization's needs.
For the wider business to tap the best
talent anywhere and anytime,
transforming their needs into outcomes.
What you have: What you want:
Drive the C-level business case for
flexible talent
Determine the skills needed and how
they are to be used
Define the processes to support
this contingent labor
Select an evolving and easy-access
software tool
Communicate the changing workspace
and how employee requirements are
evolving. Focus on the business outcomes,
such as a wider talent pool allowing the
organization to be flexible at all times and
react to market challenges and
opportunities.
Demonstrate the requirement for FTEs and
departments to tap into wider skills —
either flexibly, or the skills of workers who
prefer "gig-based" roles. Engage with LOBs
on what is missing from their
requirements and what could be met with
short-term or flexible resource.
Focus in on the question how HR and LOB
manage, evaluate, and build relationships
and engagement with contingent workers.
What tools and processes are needed to
support this and how do they differ to what
is already in place?
To achieve this look for software tools that
facilitate transactions, are totally
transparent, and allow frequent feedback
and evaluation. Focus on the same tools
and processes for employees whatever
their position.
Integrate contingent,
seasonal, and virtual workers
across the wider talent pool
Monitor and provide accurate
feedback on performance,
past experience, and skills
Is easy to use, benefits FTEs,
and enables the organization
to tap talent anywhere and
at anytime
Delivers smart
recommendations to
managers for best-fit, to
specific requirements
Contingent Labor
Redefine Processes to Include Flexible Workers
Empower HR with the tools and requirements
that engage these flexible employees
Deliver easy-to-use and self-service tools for
LOBs to conduct this process themselves and
benefit quickly as a result
Collect Feedback to Curate a Talent Pool
Widen the approach to collecting, storing,
integrating, and acting on feedback; not just
line managers, but project-based
Use this insight beyond managing flexible
workers, for wider strategic planning and
workforce projection
Common Starting Point and Frame of Reference
Use this approach to enable the company to
prepare, plan, and execute its longer-term HR
strategy
Use the process to begin a rationalization of HR
resources across departments and divisions
5. BACK
Continuous Employee Engagement
Understanding Your Company Needs Forming a Working Group for Change
Defining the HR Applications Needed
Continuous employee engagement requires HR tools that
address the following:
Understand Progress and Deliver Results
Existing evaluations are sporadic, time consuming, and expensive. Regular and distributed feedback from across the
business delivers constant improvements.
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Performance reviews often force
managers to condense 12 months of work
into one meaningful session.
Coordinated performance review "season"
results in an inundated HR department,
struggling to manage the process, while
addressing other objectives.
Line-of-business managers lack timely
feedback on employee performance and
project-based outcomes.
Timely inputs based on team feedback,
delivered at the end of projects and on a
frequent basis.
HR has a complete and real-time view of
employee performance so issues can be
acted on immediately.
Employees with flexible relationships and
insight from many leaders, mentors, and
team peers.
What you have: What you want:
Reexamine your evaluation culture
and its impact
Collect requirements from managers
and employees
Involve IT in determining workflows
and process
Select an easy to access and user-focused
solution
Ask yourself and the organization whether
the process of yearly evaluation is keeping
pace with the changing business. Is it
caught up in the processes that define it,
rather than being the correct approach to
take?
Dig into the effectiveness of this process
and ask employees if they still see value in
it. Understand that these requirements will
vary by department and employee. Ask LOB
how the business can move away from the
yearly review model.
Position the transition to continuous
engagement as a way to build touchpoints
with employees. Determine what tools and
processes are needed to generate timely
and accurate feedback.
What tools already exist that could be
utilized to manage this process? What is
now required and does it fit the needs?
Decide how to use that to drive better
engagement and increase productivity.
Are easy to use and export
data across team and project
setting
Flexible and agile and can
aggregate to create the
complete picture
Easily integrated with other
HCM modules, such as
compensation, L&D, and KPI
setting
Deliver recommendations to
managers based on
benchmarks and team
dynamics
Continuous Engagement
A Process That Integrates Multiple Inputs
Ensure employee performance is measured
across the organization and from a number of
sources
As well as line managers, ensure project inputs
and team feedback is included in the process
Feedback Drives Productivity and Efficiency
Use this feedback to reward wider sources of
success and performance — across teams and
wider aspects
Provide the business with wider inputs on
performance and skills, as well as linking these
to business outcomes overall
Continuous Successful Engagement
Employees learn from their experience and
improve on key skills
Lines of business build expert teams, provide
timely inputs, and achieve better results
6. BACK
Social and Collaborative Learning
Understanding Your Company Needs Forming a Working Group for Change
Defining the HR Applications Needed
Social and collaborative learning requires HR tools that address
the following:
Understand Progress and Deliver Results
Social learning can turn everyone into both teachers and students, empowering knowledge sharing across the business
and making L&D far more engaging
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A system with role-based learning, and no
collaborative or social capabilities.
Contains inflexible, repetitive, or
mandated content, with little clear benefit
or motivation.
HR departments struggle to create
engaging content to help the workforce
engage with learning materials.
No ability for employees to demonstrate or
share their expertise or locate experts.
A platform that increases job satisfaction
and motivation by offering employees an
engaging and collaborative learning
environment.
A culture and environment that leverages
employees as both students and teachers.
An easy-to-use and well maintained
archive of content that also retains wider
employee knowledge.
What you have: What you want:
Review learning content, importance,
and ease of use
Introduce a culture of collaborative
learning
Engage IT on best way to collect and
deliver learning
Position learning as a key feature
of success
While content may be vast and exhaustive,
how is it being accessed and how often?
Demonstrate to the business that
knowledge sharing is the essence of talent
development and the combined
intellectual capital of the business.
Demonstrate how sharing knowledge and
teaching others empowers the recipient,
but also empowers and motivates the
teacher. Highlight the need for
collaborative learning as a cornerstone of
company culture.
Engage with IT to establish what tools are
available to support this kind of
distributed learning. Can HR measure
learning outcomes and, if not, what are the
metrics needed to demonstrate value and
productivity gains?
Demonstrate some quick wins and show
how the performance of learning platforms
and the use of collaborative learning
across the business are contributing to
both performance and employee
engagement.
Easy access to regular
training, via any kind of
platform and at any time
The ability to share, rate, and
review content, and participate in
learning communities
Connects to a learning
database where materials
can be classified by topic,
creator, and rating
Uses AI to recommend learning
based on role, position,
project, and KPIs
Distributed Learning
Foster a Culture of Sharing Expertise
Drive and foster a culture of employee-created
content and sharing of knowledge
Begin by shifting line of business away from
being centers of expertise, to centers of sharing
and knowledge transfer
Reinforce Culture and Embed Best Practice
Use highly rated content to begin to identify
subject matter experts and conversely
skills-gaps and talent concerns
Soon, documented best practices become
common knowledge to employees, and talent
and skills are built
Distribute Learning as a Force Multiplier
Employees learn from their peers and use their
experiences to improve performance
Organizations curate knowledge and reward
high-flying individuals that help with business
outcomes