On the CatalystOne blog we cover subjects regarding HR technology, HR systems, HR processes, Performance & Talent Management and more. (6)
A year into the Covid-19 pandemic here in Europe, isolation, illness, grief, and worry is taking its toll. A McKinsey report states that 62% of workers worldwide consider mental health “a top challenge”.
If you're forced by circumstance to carry out employee offboarding remotely, there are several things to consider. First, your organisation is at greater risk of giving both a poor experience to your leaver, and second, you may be exposing your company to the risk of sensitive data falling into the wrong hands and wasting money on erroneous access and licensing. Completing the employment lifecycle with as much emphasis on good offboarding as onboarding creates an atmosphere of respect and professionalism while giving invaluable insight into your employee churn and protecting against data security risks.
People don’t just talk about their first day at a new job, they broadcast it. With global social media usage increasing at startling rates in 2020, the coronavirus pandemic has all but ensured that your new employees will share their early experiences of your organisation with their friends and followers, especially if they're being onboarded remotely. And if they’re really happy, they’ll keep talking about it in the weeks and months to come. This is your chance to turn your latest hire into your newest brand ambassador.
There’s no question that making the change to digital recruitment saves time and money, but what does a digitalised process say to your candidates? For jobseekers in today's remote-working world, an intuitive, self-service approach to hiring hints that you have embraced technology and flexible working conditions. With this in mind, the question becomes: is this hint a promise you can fulfil?
When the first wave of corona virus-related lockdowns hit Europe in March 2020, we all had the impression it was a storm to be weathered: rough for a while, but one that would pass within a few months. But then, as much of Europe once again tightened restrictions amid surges in COVID cases, the realisation dawned that even now after the one year mark, this up-and-down situation may continue for some time. Vaccine distribution has started, but the reality is that they will take time to reach us all and for the pandemic to be considered truly over.
Here at CatalystOne, we started 2020 strong, like many companies did. Our plans for continued growth were somewhat derailed in March with the onset of the corona virus pandemic – along with the rest of the world, of course. But we found our feet again quite quickly as the demand for digital systems increased during lockdowns and remote work, and the second half of the year has been busy, to say the least.
How Kolonial.no rose to meet the pandemic challenge When Lars Due-Sørensen signed on to become Kolonial.no’s new People Business Partner in December 2019, he couldn’t imagine that by his first day of work in April 2020, he’d be tackling some of the biggest and most unexpected challenges the company had ever seen.
The coronavirus crisis has given us all pause. Things changed suddenly for everyone—individuals, employees and businesses alike. But it isn’t the only large-scale change of recent times, nor will it be the last. Some disruptions happen slowly, like the generational shift to a new workforce population, and some happen with a fixed deadline, like the GDPR. What these changes have in common, however, is that for businesses they bring both challenges and opportunities.
Following the release of our report, The Scandinavian HR-IT Report 2020, we recently ran a webinar that explored current access management and data security concerns. Our guest speakers were Ole Tom Seierstad, National Security Officer at Microsoft, and Arne Bergesen, Manager Architects at Crayon.
While parts of the Nordics cautiously reopen after three months of varying levels of lockdown, it’s a good time to look back and think about what worked and what didn’t, what could have been better, and what you would have put in place if you could go back and prepare your business for the challenges you faced.
