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HR Latte: Stacey Harris and the 21st Annual Sierra-Cedar HR Systems Survey

Stacey Harris Stops Back by HR Latte

Stacey Harris, VP of Research & Analytics at Sierra Cedar shares the news and expectations  for the latest HR Systems Survey – closes June 8!

Check out the Sierra-Cedar 2018–2019 HR Systems Survey, 21st Annual Edition.
Sierra-Cedar SurveyPlease support this research effort. All responses are anonymous and kept strictly confidential. All collected responses and information are used in the aggregate – privacy is strictly maintained.
“The skillsets of those who take this survey is changing.” – Stacey Harris

Stacey joins Rayanne to discuss these points:

  • This Survey has been around for awhile – 21 years strong!
  • Most interesting finding from last year’s results: Social Responsibility
  • Expectations for this Survey: Still talking about CLOUD Solutions.
  • What to listen for: What stays the same, what changes
  • Emerging Tech: What tools are you using to gather data?
  • Is HR Tech getting easier to use?
  • Benefits those who take the survey and vendors can receive

    Take the survey here.

    “There is still progress in the cloud, particularly internationally.” – Stacey Harris

    To learn more about Sierra-Cedar and their offerings, visit their website and follow their social channels.

    You can connect with Stacey Harris here on LinkedIn.

    On Twitter

    @StaceyHarrisHR
    @Ray_anne
    and @HRLatte

    *Click here for past Episodes 1-66

    HRLatte is made possible by:

    Dovetail Software logoDovetail Software delivers web-based solutions & help desk programs that enable organizations to reduce administrative & support costs, diagnose & resolve complex business problems, and increase efficiency, while improving support.


    Rayanne loves hosting talk radio and continues to hone this craft in every way possible by creating and hosting several educational and promotional radio shows, hosting & moderating webinars and podcasts, as well as a featured host on intrepid.media.

    For more information about how you can use online radio or podcasting to educate your target audience or customer, compliment your marketing efforts, and grow your brand recognition, feel free to message Rayanne on Twitter, LinkedIn, or via email at rayanne@intrepid.media.

BUSINESS, HR

HR Latte: GDPR Compliance for HR Data

GDPR and its Impact on Human Resources

iHR logo

HR Latte, episode 116

General Data Protection Regulation – GOAL: One single privacy law for the EU

grant petersen on GDPR

HR Latte Expert Guest: Grant D. Petersen is a Shareholder at Ogletree Deakins based in Tampa, Florida.
Mr. Petersen Represents and Counsels Employers of:

  • U.S. and International Labor and Employment Laws
  • U.S. and Global Data Privacy and Data Protection Laws
  • Foreign Corrupt Practices Act and other international anti-corruption laws.
  • Founder of Ogletree Deakins’ Data Privacy Practice Group
  • Co-Founder of Ogletree Deakins’ International Practice Group.

Additionally, Mr. Petersen advises clients regarding the impact of global data privacy laws in the workplace, the complexities of international transfers of human resources data, and practical steps for compliance with the upcoming General Data Protection Regulation. He speaks and writes

Grant D. Petersen and Rayanne discuss the impact of the looming GDPR compliance date of May 25, 2018. Tune in for specific details to benefit those in HR who must achieve HR data security compliance.

“Is GDPR compliance for HR Data difficult to achieve? The answer is Yes. Companies will need to tailor their compliance to each EU country where they have a presence.” – Grant D. Petersen

Discussion: What HR Needs to Know about GDPR

  • Most important thing to know
  • Knowing where to start
  • How will GDPR impact HR?
  • Who does it impact?
  • Why does is matter
  • Accountability and Security
  • How to get more help or information

Ogletree Deakins GDPR

On Twitter

@Ogletree
@Ray_anne
@HRLatte
and
@Dovetail

*Click here for past Episodes 1-66

HRLatte is made possible by:

Dovetail Software logoDovetail Software delivers web-based solutions & help desk programs that enable organizations to reduce administrative & support costs, diagnose & resolve complex business problems, and increase efficiency, while improving support.

Rayanne loves hosting talk radio and hones this craft in every way possible by creating and hosting several educational and promotional podcasts, hosting & moderating webinars, as well as a featured host on intrepid.media.

*For more information about how you can use online radio or podcasting to educate your target audience or customer, compliment your marketing efforts, and grow your brand recognition, feel free to message Rayanne on TwitterLinkedIn, or via email at rayanne@intrepid.media.

BUSINESS, HR

Harassment and Assault Prevention with Lauren Roselle

Part 1: Guest Expert Lauren Roselle stops by HR Latte to talk about the HR and workplace issues surrounding sexual harassment and assault. 

iHR logo

HR Latte, episode 113


Series:
Harassment and Assault Prevention 

“The Legal Definition: Unwanted sexual advances or visual, verbal, or physocal conduct that is of a sexual nature.” – Lauren Roselle

Harassment and Assault Prevention

Lauren Roselle is a nationally recognized expert in harassment and assault prevention, having led more than 1,000 workshops. Through her company Esteem, she has reached over 27,000 participants with her lively and enthusiastic teaching style. Lauren’s mission is to empower those around her to walk through the world with less fear and more confidence.

Lauren and Rayanne will address sexual harassment issues in the news today, what has happened at start-ups and tech companies like Uber and how to report, handle, and prevent sexual harassment in the workplace.

EsteemMs. Roselle is offering a discount to listeners who would like to participate in her sexual harassment prevention training, please visit this link at Esteem Communication.

Discussion Points for this episode, Part 1:

  • What is sexual harassment in the workplace?
  • Type 1: Quid Pro Quo, requires the conduct be unwelcome
  • Type 2: Hostile Work Environment, requires the conduct to be unwelcome
  • Identifying what the “reasonable” person would consider harassment
  • Why some companies are having trouble today
  • What can HR do to help address and prevent incidences
  • Sexual Harassment is NOT a personal problem, it is a challenge to the entire organization
  • Executive Leadership needs to say “We do not allow this behavior.”
  • Sexual Harassment Prevention Training for managers is a necessity

Series
Part 1, Harassment and Assault Prevention –  Basics, What HR and Individuals Can / Should Do
Part 2, Harassment and Assault Prevention – Statistics & Personal Experiences
Part 3, Harassment and Assault Prevention,  Verbal Assertive Skills & Holding Management Accountable

On Twitter

@Esteem4u
@Ray_anne
@HRLatte
and
@Dovetail

*Click here for past Episodes 1-66

HRLatte is made possible by:

Dovetail Software logoDovetail Software delivers web-based solutions & help desk programs that enable organizations to reduce administrative & support costs, diagnose & resolve complex business problems, and increase efficiency, while improving support.

Rayanne loves hosting talk radio and continues to hone this craft in every way possible by creating and hosting several educational and promotional radio shows, hosting & moderating webinars and podcasts, as well as a featured host on intrepid.media.

For more information about how you can use online radio or podcasting to educate your target audience or customer, compliment your marketing efforts, and grow your brand recognition, feel free to message Rayanne on Twitter, LinkedIn, or via email at rayanne@intrepid.media.

BUSINESS, HEALTHCARE, HR

Healthcare HR: Ongoing Staffing Shortage, part 2

HR Latte guest Dan White, President of  Workforce Solutions at AMN Healthcare, part 2

Series: Healthcare HR in Crisis 

iHR logo

HR Latte, episode 107

Healthcare HR Today

Dan White, President of Workforce Solutions at AMN Healthcare is an Expert in Workforce Management, including Recruitment Process Outsourcing (RPO), Vendor Managed Services (VMS) and Managed Service Provider (MSP). Dan is known to drive improved business outcomes through innovative solutions which specifically address the workforce.

Dan joins Rayanne as they continue a three-part series on the challenges facing Healthcare HR today by addressing staffing shortages and the issues around that!

“The talent shortage isn’t going to go away any time soon, but just like any other industry, healthcare can look to leverage partners to assist with systems and best practices to attract the kind of people you need..” – Dan White, President of Workforce Solutions at AMN Healthcare

To learn more how AMN Healthcare can assist you with the Healthcare HR and Recruiting challenges you might be facing, visit AMN Healthcare Workforce Solutions.

What you will learn:

  • Ongoing Nursing Shortage: Supply – Demand
  • Demand is driven by the aging population
  • Demand is driven by Stronger Economy
  • Supply is driven by an Aging Workforce and a shift in healthcare job mix
  • Attracting a Qualified Workforce for clinical and non-clinical positions
  • Using the same predictors as similar industries, like hospitality, to rethink efficiency
  • Regional considerations and spikes in seasonality demands
  • Retail, School, Home Health – Areas where healthcare locations are growing
  • Is there a long-term solution to ease staffing solutions?
  • Communicating with talent the way they prefer
  • Listening to and heeding the advice of Experts
  • Patient Care to Talent Care – white paper for our listeners

Healthcare HR on HR Latte series
Part 1, Healthcare HR in Crisis
Part 2, Addressing the Ongoing Staffing Shortage
Part 3, In Crisis Mode

You can connect with Dan White LinkedIn here

On Twitter

@DanWhite_WFM
@Ray_anne
and @HRLatte

*Click here for past Episodes 1-66

HRLatte is made possible by:

Dovetail Software logoDovetail Software delivers web-based solutions & help desk programs that enable organizations to reduce administrative & support costs, diagnose & resolve complex business problems, and increase efficiency, while improving support.

Rayanne loves hosting talk radio and continues to hone this craft in every way possible by creating and hosting several educational and promotional radio shows, hosting & moderating webinars and podcasts, as well as a featured host on intrepid.media.

For more information about how you can use online radio or podcasting to educate your target audience or customer, compliment your marketing efforts, and grow your brand recognition, feel free to message Rayanne on Twitter, LinkedIn, or via email at rayanne@intrepid.media.

BUSINESS, HR

Dwane Lay, “There’s Nobody Busier than the HR Practitioner”

Dwane Lay, “Customer Experience means the Whole Life Cycle of the Customer”

Dwane Lay, VP – Customer Experience – Dovetail Software

“I think that really everything after the sales process, you are building the relationship upfront, but it’s the management piece after that doesn’t always get the attention it deserves. We hear a lot of people talk about their relationship with the vendors never gets better than right before they sign the contract. The whole, You’ll do anything to get me as a customer, why won’t you do anything to keep me as a customer? We try to make sure we do everything to make our customers happy.” – Dwane Lay

Check out this great interview and learn what’s on Dwane’s mind:

  • Customer Experience is a Partnership with the Client
  • Having HR Experience Makes a Difference in how you serve an HR Department
  • How being a Lean Six Sigma Black Belt and Process Designer assists in his role
  • The Biggest Problem with HR Technology
  • HR Experience + Great Developers = Great HR Tech Product
  • Lean HR, eliminating waste to do your job better
  • Retooling HR by John Boudreau
  • Dwane writes about Planning for Long-Term HR System Success.
  • On Twitter: @DwaneLay

On Lean HR: “Lean Tools, generally speaking, they look at our business processes and how do eliminate waste, how do we get better at what we do, how do we get faster, how do we take care of our business operations with fewer resources applied to it – usually it’s just clearing out the nonsense. With Lean HR, it really started as a passion project for me to look at these tools that are available – that quite frankly, are not that complex, but you have to have someone teach you how to use them. We don’t do a good job in HR of teaching people Root Cause Analysis tools, Decision-Making Tools – we don’t tend to include that in the curriculum.” – Dwane Lay

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR

Kane Frisby, “By HR, For HR”

Kane Frisby, “Using HR Data to Serve the Whole Organization”

Kane Frisby, Chief Strategy Officer – Dovetail Software

“The majority of HR teams are probably running unhealthy and getting fit takes a bit of effort. We like to help HR departments run themselves and we keep our product up-to-date.” – Kane Frisby

Check out this great interview and learn what’s on Kane’s mind:

On Getting HR Fit: “If you are running on-premise software or are still using post-it notes and spread sheets, there are products out there for you, like Dovetail to help you get HR fit. You are probably running unfit software, take a good look out there.” – Kane Frisby

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR

Matt Yunker: Sales Ethics and Integrity

Matt Yunker, “Showing Efficiency and Savings”

Matt Yunker, Director of Sales with a Focus in Healthcare

“One of the reasons I came to Dovetail was the integrity of the organization. Ethics is a big deal to me. You just can’t lie to a customer. I see it over and over. And I  think ‘Lies by Omission’ is a big issue in sales, where you just don’ tell them and you let it go and you deal with it later. If I were the customer, how would like to be I like to be sold to? What would I like to know up front? I need to know so that I can make an educated decision.” – Matt Yunker

Check out this great interview and learn what’s on Matt’s mind:

  • Dovetail Employee Engagement Suite
  • Healthcare Focus
  • By HR, for HR
  • A Product that gives HR a voice at the table
  • Organizational Wellness
  • Sales Ethics and Integrity
  • Acting with Integrity can determine Organizational Wellness
  • Efficiency and Savings
  • Why Conference Attendance is important
  • Matt Writes about Sales Ethics

On Integrity: “Those that are operating at an unethical manner or with a lack of integrity? I think it comes from the top down – they are driven by the bottom line and it comes from senior leadership that says, ‘This is what I want to see and I don’t care how you get there.’  And, fortunately, our organization isn’t like that — one of the reasons why I came to Dovetail was I felt our senior leadership had integrity.” – Matt Yunker

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR

Russ Resslhuber: Change is a Constant in HR

Russ Resslhuber, “We can posit that change is constant!!”

Russ Resslhuber, Senior Sales Engineer with Dovetail Software

Russ, what is the best part of your job:

“It’s never the same — every prospect we meet with – though they may have the same fundamental needs, will have a different perspective on them, on what matters the most , on how they want to tackle solving them. And sometimes, you do encounter new problems you haven’t seen before, new questions that haven’t come up. And that is what keeps it interesting, it is never the same thing twice.  I’m also really pleased that the produce we have, Dovetail Employee Engagement Suite, designed as we like to point out ‘Designed HR, for HR‘ – really does address virtually all of the needs we encounter. We have very rarely come up with a situation where we not able to come up with a really good solution for a problem that was presented to us by a prospect.”

Check out this great interview and learn what’s on Russ’s mind:

  • Dovetail Employee Engagement Suite
  • Common Issues and Challenges for HR departments today
  • Updates and Upgrades to software today that benefits HR
  • The Advances of SaaS and HR Tech today
  • Impacting Organization wellness
  • “We can posit that change is a constant”
  • Data – Is HR doing enough with the data they collect?
  • Automation: keeping current with changes
  • “Measuring what’s of interest today”
  • The importance of configureable technology to the HR departments of today

On HR Case Management: “Fundamentally – what HR Case Management is about, is understanding what’s going on. It’s developing data that is precise and detailed about what kind of issues employees are encountering, what kind of questions are they asking, how are we responding to them. It really is fundamental in being able to even answer the question, how are we doing? what are we doing right? what are we doing wrong? where can we get the biggest bang for our buck?”  – Russ Resslhuber

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR, WELLNESS

Dan Erickson: Company Culture DNA

Dan Erickson, “The eHarmony of Jobs is actually eHarmony!”

Dan Erickson, Vice President of Elevated Careers by eHarmony. Elevated Careers was created to match job seekers / candidates with employers based on the three vital components of compatibility: competency, core work values, and personality fit with hiring manager.

“It’s all about cutting back on that regrettable turnover, finding the quality candidates and job seekers that will fit in with your culture, based on engagement – those who will have that emotional and meaningful connection to their work and to your company – so it’s not just about happiness, necessarily, it’s engagement – it’s about finding meaning in your job and your company.” 

Check out this great interview and learn what’s on Dan’s mind:

  • Measuring Engagement at Work
  • Redefining “Work is Work”
  • The shift in how we think about work
  • The Evolution of Culture
  • 70% of US Workers are actively NOT engaged in their work
  • Wellness – Organizational and Individual
  • HR & Recruiting: Become a Profit Center instead of a Cost Center
  • Elevated Careers: Creating a Company Culture DNA

On Engagement: “Engagement at work effects everything at a company, not just the working relationships, but right down to the bottom line. Studies show that companies with engage employees outperform those without by over 202% – plus a 35% swing to the stock price of public companies – it effects the bottom line, it effects the actual productivity.”  – Dan Erickson

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR

Charlie Judy: Unleashing Human Potential

Charlie Judy on intrepidHR!

Charlie Judy, Founding Partner with Work XO, LLC, talks about the work he does at Work XO – a “culture shop” – at a genetic level providing data and intelligence to helping clients align culture with potential and growth.

Human doesn’t happen organically, it is a little ironic and – but it doesn’t happen when its enveloped in this institution we call work.” 

Check out this great interview and learn what’s on Charlie’s mind:

  • Being Intentional about Your Culture
  • The Right Culture
  • The reinforcement and clarification of Culture
  • The Evolution of Culture
  • The Institution of Work
  • Remaining Relevant in the World of Work
  • Tuning Out the Noise
  • Unleashing Human Potential

On Culture: “You can’t look at your employee engagement score and say that ‘we have a strong culture’ or ‘we don’t’ – that is an indicator but you need to get deeper and understand which behaviors in your culture are actually driving your success.”  – Charlie Judy

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.