HR Gurus for Q1 2019: The A-Z of Human Resources Experts This Quarter [Infographic]

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We are back with our popular A-Z list of HR Gurus and have a very well-rounded, diverse and inclusive mix of people, expertise and skills to show you! We showcased some great HR experts across 2018 in our quarterly A-Z lists and also engaged with a number of our readers that highlighted HR expert’s within their own networks who had not appeared on our radar yet. So we are thankful for the feedback and excited to share some new names with you all. Our multifaceted HR experts include professors, a global inclusion director, diversity specialists, culture transformation advisors, masters of advanced statistics, HR trend hunters, inclusive environment builders and even a stand up comedian who has used stories from his long career in HR as a way to spread humour! Although our Q1 2019 list of A-Z HR Gurus is heavily UK based, we still have experts from all across the globe; Israel, USA, Macedonia, Russia, Latvia, China, South America, Switzerland and India, all of which collectively bring a strong focus on Diversity and Inclusion. Learn more at www.cake.hr

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HR Gurus for Q1 2019: The A-Z of Human Resources Experts This Quarter [Infographic]

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Our year-end wrap-up of the top A-Z HR pros continues to highlight experts in the Human Resources field that we believe are helping influence and shape the trends and growth of the HR function thanks to their innovative solutions, mainly in HR analytics and strategy – a topic that is extremely hot right now due to the shift in how HR operations are now being run. A positive difference you will see between our top A-Z gurus in the previous quarter and our top A-Z gurus in Q4 2017 is a better balance of the genders. Despite the fact most of the HR experts in our A-Z teams already have a large following, we hope that we will continue to see plenty more inspiring content on LinkedIn from the likes of Josh Bersin and the other HR experts that we have listed throughout 2017 to help motivate the rest of us in the way we run our own HR functions. * * * LEARN MORE AT blog.cake.hr

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Here we have compiled an A-Z list of HR guru’s to help you discover which influencers you really should be following right now. It is always good to follow other experts in the Human Resources field and get inspired by new ideas whilst also keeping up to date with current real-time changes in HR trends and legislation. The list of HR leaders and influencers that we have chosen, all have a vast background in Human Resources or promote innovative ways in how they operate HR within their business, so much so that they now have a large following from other HR professionals. So take time to look at all of the HR leaders we have listed below; we have even added links to their LinkedIn profiles to enable you to follow them for yourselves. Team CakeHR ➡️ www.cake.hr

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Ready to define your EVP but don’t know where to start? We’re gonna lead you through it! The process is actually pretty simple; all you need to do is interview your employees and analyze their answers. Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier! Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP. And remember, an EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention – which is ultimately what your Employer Brand aims to do.

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Founded in 2012, CakeHR is a fast growing HR software company that streamlines attendance and performance management for customers in over 1000 cities worldwide including airBaltic, CBS, BDO, Squalio, Twino and 4Finance. Unlike older platforms which can be painfully slow and complex, our innovative and user-friendly tool is designed to be fast and enjoyable to use for employees and managers. This improves employee engagement and identity in the company and the quality of data that they supply without the need for paperwork or spreadsheets. Key functionality of the software: - Leave management - Scheduling and timesheets - Performance appraisal - Onboarding & off-boarding - Centralised employee directory and database - Recruitment management - Organisational chart Learn more by visiting www.cake.hr

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The history of HR technology starts in the 1800s with Frederick Winslow Taylor, an American Engineer whose passion was to increase industry efficiency and one of the first management consultants. Today’s digital applications are really a misnomer because they don’t simply track time off, they’re comprehensive tools that help good managers manage the time in their firms. In the process, they also save everyone involved a great deal of time, freeing them up for more important jobs. Learn more about HR management software CakeHR here >>> cake.hr

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Holacracy is a self-management principle founded on interconnectedness. The term was first coined in 2007 by Brian Roberts but the idea has been around for centuries. It's only been a couple of years since Zappos adopted Holacracy. But it seems that everyone is eager to learn about the results of Hsieh's experiment. Latest speculations (mostly from the press) suggest that Holacracy is failing. Is it? Or maybe it only needs more time to prove its worth? In this Slideshare story deck, we present 5 main reasons why many experts think that Holacracy is failing. And of course to make it a fair fight, we are also proud to show one big reason why we need to give Holacracy more time. Hope you'll find this information useful! - - - Visit our blog for more > > > cake.hr/blog

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Do you know that a baby is born with all the brain cells he needs when he becomes an adult? Do you know that a baby creates 700 neural connections every second in the first 1,000 days of his life? A study conducted by Dr. Jim Heckman, a Nobel Laureate in Economics, show that early stimulation of brain function during childhood plays a critical role in a child's social and economic success. Furthermore, the neural pathways and networks that are forged during the first 1,000 days will have lasting impacts on the person's social, emotional and mental capabilities --- very important factors which dictate the kind of lifestyle, job and social interactions he will have in the future. For parents who want nothing but the best for their children, Dr. Heckman's research show that preschool experiences and early interactions with peers and adults provide the highest return in capital investment. The benefits of which decreases dramatically after school due to aging and several other reasons. From an economic standpoint, these words ring true. Early childhood stimulation of brain function develops fluid abilities such as memory, reasoning, speed of thought and problem solving prowess. All of which are interrelated and foreshadows high-level brain function which is key to a happy, successful life. In this Slideshare story deck, CakeHR is proud to present 10 easy, practical ways to develop your kid's brain power. Here you will learn about the importance of play, songs and interactive toys in early childhood brain stimulation. You will also learn that the way your respond to your child's needs and cries will have a direct effect on the development of his cognitive and emotional abilities. Learn more about CakeHR at > > > cake.hr

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This SlideShare will show you 23 awesome tips on how to negotiate with people around the world! ~~~ You can't expect negotiations with the French to be like negotiations with Americans, and the same holds true for every culture around the world. British linguist Richard D. Lewis charted communication patterns as well as leadership styles and cultural identities in his book, "When Cultures Collide," which is now in a third edition. His organization offers classes in cross-cultural communication for clients like Unilever and BMW. Although cultural generalizations can be overly reductive, Lewis, who speaks 10 languages, insists it can be done fairly. "Determining national characteristics is treading a minefield of inaccurate assessment and surprising exception. There is, however, such a thing as a national norm," he writes. "How to Skyrocket Your Communication skills to Irresistible Levels" SlideShare presentation we made thanks to CrossCuture negotiating with people around the world! Enjoy and share your thoughts below! Team CAKE HR.

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Employee appreciation or recognition is the timely acknowledgment of a person’s or team’s “beyond normal” effort, result or behaviour that uphold the company’s goals and values. It can be formal or informal depending on the situation. Appreciation is not learned overnight. In order to be more effective, you need to understand the psychology of praising others and apply it on yourself too. If done right, employee appreciation can be catalytic, causing dramatic positive changes that affect your entire company’s culture. Why do employees need to be appreciated? Kelly Mannard, Chief Marketing and Strategy Officer of Northern Trust, puts it clearly this way: It’s human nature to want to be valued! Most employees respond positively to appreciation because it confirms that their efforts are valued. It gives them that sense of achievement for a job well done — a “pat in the back”. Read more at >>> cake.hr

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How Volkswagen Mocked Corporate Social Responsibility: “DieselGate” Outs Sustainable Business Sham In September 2015, the automotive industry played witness to the largest scandal among its ranks in recent history, as Volkswagen was caught cheating with its pants down. The German car manufacturer had recently overtaken Toyota in sales, in the first half of 2015, to establish itself as the leader of the global car market. Though, this shouldn't have been a surprise to anyone, since VW was largely leading the automotive industry in terms of revenues, profits, and assets even in 2013. The world was left with jaws agape in early September, as the German giant admitted to placing “cheat” software in roughly 11 million of its diesel-engined cars worldwide. Carried out since 2009 onwards, this subterfuge was perpetrated in an effort to deceive pollutant emissions testing in developed markets like US and EU. As investigations into the fraud continue, the primary reason seems to be that Volkswagen did not wish to install a Urea-based exhaust system marketed as AdBlue – roughly $336 per unit – into the “clean diesel” engines which they'd spent years developing for their 2009 models. In-house testing into the engines revealed that they emitted roughly 35 to 40 times the amount of nitrogen oxide, linked to smog, acid rain, asthma, and other illnesses, above the limits allowed by clean air legislation in developed nations. Suddenly, the car manufacturer was faced with two options – go back to the drawing board and miss out on the 2009 car season, or spend exorbitant amounts of money to fix the problem by retro-fitting their engines with AdBlue. They chose option three – cheat through a “defeat device” software. Ironically, the test which ultimately uncovered the deception was carried out by independent American researchers – working for an NGO, rather than the EPA or other bigwig agencies – to show their European counterparts that diesel engines can be used with cleaner emissions. Despite their published efforts coming to light in 2014, however, the EPA was unable to make Volkswagen admit to the cheat till September 2015 – after threatening to withhold approval for VW's and Audi's 2016 diesel models. Now, after having lost its CEO in the wake of the scandal alongwith almost a fifth of its share value, Volkswagen is looking at criminal investigations from the US and Chinese governments, a legal penalty for $18 billion for the roughly 482,000 cars it sold in US, and class-action lawsuits from owners of post-2009 VW Jetta, Golf, Beetle, and Passat, as well as similar Audi diesel models. Even though the firm has set aside roughly $7.3 billion to deal with this scandal, early projections show that this amount may be grossly insufficient. By now, we're sure that you have a flood of unanswered questions – What are these “defeat devices”? How do they affect the car's performance? For more visit > > > cake.hr

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There’s always been an old adage in the advertising world – “All publicity is good publicity” – however the sheer stupidity of that statement is enough to give old PR hands heartburn. And the prime examples to prove its invalidity are the ups and downs of ex-Reddit interim CEO, Ellen Pao. Since 2012, Ellen Pao has gone through an unbelievable series of highs and lows worthy of earning its own mini-series, starting with her $16 million case against former employer – Silicon Valley venture capital firm, Kleiner Perkins Caulfield & Byers. Her current peak ended on Friday with her resignation from her post at Reddit, in the face of overwhelming negative responses from Redditors’ hivemind, a roughly 213,000 signature-strong petition demanding her resignation on Change.org, and the official reason of differences with higher ups over the future growth rate of the website. And now, the statements coming in from Reddit Board of Directors and ex-head honchos possibly suggest that Pao may have simply ended up being a patsy for the decisions of others, rendering her pain and humiliation at the hands of disgruntled Redditors entirely pointless. One obvious fact visible to anyone who followed this high-octane drama over the last month is that none of Pao’s decisions were evaluated at face value, and instead she faced constant uphill battles due to her sexual discrimination (not harassment; there’s a difference, people) lawsuit against KPCB, with accusations of everything from “suing her way to the top” to gilding her own comments on Reddit (the ultimate taboo) flying around left and right. Over the last few months, we’ve seen this story unfold and encompass everything from gender discrimination in big-money Silicon Valley, to the insidious power of trolls on the Internet. So, let’s take a quick look at the past few years of Ellen Pao, and let you readers evaluate facts as you would.

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The Rise and Fall of Ellen Pao. Perpetrator or Victim?

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Get checklists, templates, forms, and more! Recruiting and hiring the right candidates takes time and energy, especially if you work in a small or medium sized business. To help you save time and effort, we've developed an easy-to-use hiring toolbox filled with checklists, templates, forms, and best practices for finding and hiring top talent. This free resource offers: - Recruiting and onboarding checklists: A downloadable checklist of to-do's for you to use during pre and post hire. - Forms and interview templates: Templates that assist with interviewing, assessments, team alignment, and more. - Top technologies and features: A review of the most impactful products and features successful hiring professionals use. - Creative tips: Tips and tricks for creating a positive on-site interview experience Download your free copy to help speed up productivity and improve your hiring process!

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Legislation provides that any dismissals that are due to the transfer of an undertaking or, except for certain prescribed reasons, are for a reason connected with the transfer, will be automatically unfair, and prescribes which employer will be liable. It is important that organisations understand where liability rests, not least so that, if desired, they can come to a private agreement to apportion any liability between them. This XpertHR “how to” guide sets out the legal considerations that both the transferor and the transferee should take into account when dismissals are proposed in the context of a transfer and addresses some practical scenarios that may arise.

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The current economic slowdown has made it increasingly difficult for companies to reward their employees with raises in salary and bonuses. Corporations can no longer only rely on augmenting employee compensation to retain experienced and engaged employees. Companies may, however, overcome this challenge by implementing an effective recognition program. Yet opinions differ concerning the ideal elements of a recognition program. For example, programs vary widely in both the number and type of award items offered. Determining the optimal elements of a recognition program can help companies more effectively increase employee engagement and company loyalty without relying on increasing salary and bonuses. In 2010, we (researchers at The Cicero Group) were commissioned by OC Tanner to identify the characteristics of an employee recognition program that cause an employee to feel most appreciated by their employer. We conducted a rigorous study to specifically answer three key questions: (1) To what degree, if at all, do award items contribute to the recognition experience? (2) What is the ideal number of award items to choose from? (3) Do award items create a better recognition experience than their cash equivalent? In this paper we will demonstrate that award items not only contribute to the recognition experience, but are perhaps the most critical element in helping employees feel appreciated. We also show that too many award choices in a catalog can detract from the experience, and that the ideal number is likely in the range of 100 to 500 items. Lastly, we present our findings which suggest that awards create longer lasting feelings of being appreciated than cash. We show that because of the fleeting nature of a cash award, more than half of employees feel more appreciated by receiving an award item than by receiving cash.

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Engaged employees give a company its greatest competitive advantage. But retaining top talent may require you to reconsider the way that you think about employee engagement. After all, in today’s business environment working for you isn’t the only option your employees have. Disengagement costs the UK £52-£70 Billion per year in lost productivity. Only 17% of the UK workforce is engaged, and 26% of the UK workforce are actively disengaged. This is a higher disengagement level than any other country in Western Europe. And what about the remaining 57%? They’re not really engaged either, feeling no meaningful attachment to their job and/or company. Now, more than ever, it is important for UK organisations to engage their workforce. With 2014 annual job vacancies reported at 559,600 in England (up 45% on 2009), and skills shortage vacancies nearly doubling in the same period, a battle for talent is on the horizon, and recruiting, retaining and engaging talent will be of paramount importance.

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WISDOM FROM 73 THOUGHT LEADERS. Every contributor to this remarkable volume has graciously donated ideas and time to the over 1 million global HR professionals who want to make a difference. First, on behalf of our more than 140,000 certificants and the HR Certification Institute (HRCI) board and staff, I would like to thank Dr. Dave Ulrich, Dr. Bill Schiemann, GPHR, and Libby Sartain, SPHR, for contributing hundreds of hours of their personal time to ensuring that this book illuminates the value and impact that HR professionals bring to organizations every day. As the industry’s foremost voice for human resources certification, HRCI has brought together the world’s leading HR experts to share insights on our profession through this inaugural Institute-sponsored publication that is being distributed globally in an effort to advance the HR profession. Seventy-three human resources thought leaders from across the globe volunteered to contribute their expertise to this compilation of wisdom regarding the HR profession. Together, their contributions offer a comprehensive look into the critical issues transforming human resources—one of the fastest-growing professions in the workplace and one that is being influenced by many factors, including technological developments and globalization.

The Rise of HR

Global Human Capital Trends 2015. Leading in the new world of work. GLOBAL organizations today must navigate a “new world of work”—one that requires a dramatic change in strategies for leadership,talent, and human resources. In this new world of work, the barriers between work and life have been all but eliminated. Employees are “always on”—hyper- connected to their jobs through pervasive mobile technology.

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Global Human Capital Trends 2015

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Global competition for talent, outsourcing labor, compliance legislation, remote workers, aging populations – these are just a few of the daunting challenges faced by HR organizations today. Yet the most commonly monitored workforce metrics do very little to deliver true insight into these topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions. By graduating from metrics to analytics, HR professionals and leaders can better understand the contributing factors that are impacting their organization, and take the right actions to implement programs that will provide a true competitive advantage.

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An analytics revolution is upon us. Knowledge workers are in short supply, the competition for talent has gone global; turnover is rising; and employee engagement is stagnant at best. How can companies attract, retain, and develop employees who can drive business results and have the data to back up these decisions? A recent PwC survey found more than 80% of respondents said that they needed talent-related insights to make business decisions. Yet most enterprises still base talent decisions on gut feeling. Few can offer analytic evidence to support their hunches. Now, finally, analytics are beginning to drive decisions about people. This is a must-read report for all HR leaders, HR practitioners, and business leaders.

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