This document provides an overview of topics relevant to human resources professionals. It begins with an introduction to the training and consulting firm Toronto Training and HR. The rest of the document outlines various HR topics like regional differences, global trends, key insights, independent contractors, employment agreements, and data breaches. It also discusses topics such as reward issues, employability, gamification, virtual work, and perspectives from a salesperson. The document concludes with a summary and questions section.
4. Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers
Page 4
9. Global
human
capital
trends
2 of 2
• Branding in the workplace
• The aging workforce
• New ways of managing
performance
• Human capital analytics
Page 9
11. Key insights • Balancing a global, local,
flexible virtual workforce
to consider
creates new challenges
1 of 2
and opportunities
• Attracting, retaining and
engaging top talent is
crucial to business
success
• Rapid changes in
technology accelerates
HR’s ability to transform
Page 11
12. Key insights • Seizing the opportunity
to transform HR into a
to consider
strategic player
2 of 2
Page 12
24. •
HR in the
Arab Middle •
•
East 1 of 5
National factors
Contingent variables
Organizational strategies
Page 24
25. ISSUES IN THE PUBLIC
HR in the
SECTOR
Arab Middle
• Limiting the size and fiscal
East 2 of 5
weight of the civil
• Restructuring the civil
service
• Increasing performance
and ensuring merit in
recruitment and promotion
• Setting and implementing
anti-corruption and
integrity standards
Page 25
26. ISSUES IN THE PUBLIC
HR in the
SECTOR (CONTINUED)
Arab Middle
• Making the anti-corruption
East 3 of 5
institutional procedural
framework effective
• Improving scrutiny over
government and civil
service action
Page 26
27. HR in the
Arab
Middle East
4 of 5
WHERE POLICIES, PRACTICES
AND REGULATIONS FALL DOWN
• The overall institutional
framework
• Absence of HR planning/data
• Absence of a fair, equal and
transparent recruitment policy
• Absence of sound selection
and placement policies based
on merit and competence
• Weak performance
management
Page 27
28. HR in the
Arab Middle
East 5 of 5
WHERE POLICIES,
PRACTICES AND
REGULATIONS FALL DOWN
(CONTINUED)
• Discrimination in
compensation may lead to
conflict
• Training and development
may also be subject to
abuse and corruption
• Promotions and career
advancement may also be
based on personal/political
criteria
30. Issues
around
reward
SALARY INCREASES
• Global situation
• Canada and Ontario
• Manufacturing
• Service sector
• Construction
• Power and oil
• Pharmaceutical and
medical devices
• Funds and asset
management
Page 30
32. Employability
and
adaptability
POLICIES
• Hiring employees for
explicit "tours of duty“
• Encouraging employees
to build networks and
expertise outside the
organization
• Establishing active
alumni networks to
maintain career-long
relationships
Page 32
34. Data
breaches
1 of 6
HOW BAD IS THE PROBLEM?
• Exploitation of weak or
stolen credentials
• Malware
• Physical attacks such as
ATM skimming
• Social engineering attacks
such as phishing
Page 34
35. Data
breaches
2 of 6
BEING MOBILE
• Exploitation of weak or
stolen credentials
• Malware
• Physical attacks such as
ATM skimming
• Social engineering attacks
such as phishing
Page 35
36. Data
breaches
3 of 6
TIPS FOR MOBILE SECURITY
• Install a mobile anti-virus
product from a leading vendor
• Download applications only
from reputable stores
• Realize that even if an app
comes from a reputable app
store, it may not be safe
• Consider any communication to
be suspicious that asks you to
download an application
Page 36
37. Data
breaches
4 of 6
TIPS FOR MOBILE SECURITY
(CONTINUED)
• Treat as suspicious any
notification of a problem with
an account that requests a
phone call or a visit to a
website to provide account
information.
• Report spam and other
unwanted text messages
Page 37
38. Data
breaches
5 of 6
HOW TO MAKE DATA MORE
SECURE
• Use firewalls and virus
protection software
• Establish and enforce a variety
of password policies
• Restrict network access for
departing employees
• Use encryption software
Page 38
39. Data
breaches
6 of 6
HOW TO MAKE DATA MORE
SECURE (CONTINUED)
• Make sure backup systems are
in place, and have onsite and
offsite storage, in case of an
attack
• Make sure employees log off or
lock computers when not in use
Page 39
41. Gamification
1 of 2
•
•
•
•
Definition of gamification
Game elements
Game design techniques
Non-game context
• Barriers to gamification
• Looking forward
Page 41
42. Gamification
2 of 2
•
•
•
•
What is a game?
Good game design
PBL
Intrinsic and extrinsic
motivation
• “Playbor”
• Criticisms of gamification
Page 42
45. Working
virtually
2 of 3
CAPITALIZING ON WAVE
THREE
• Strategy
• Settings in which work is
done
• Organization
• Technology
• Degree of customization
Page 45
46. Working
virtually
3 of 3
MAKING THE CHANGE
• Focus on collaboration
• Reconceive physical
workspaces
• Reconstruct workflows to
tap into remote talent
• Invest in intuitive
technology
• Recognize idiosyncrasy
Page 46
48. A
•
salesperson’s
•
perspective
What qualities do you value
most in a salesperson?
Do you think our company
is true to its mission, vision
and values statements?
• What behaviours does our
company exhibit that
demonstrate we are living
those statements?
• Would you be more
committed to the company
if it acted on your
feedback?