#humanresources — Public Fediverse posts
Live and recent posts from across the Fediverse tagged #humanresources, aggregated by home.social.
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Finland woos India’s tech talent with fast visas and a culture of trust https://www.byteseu.com/2277275/ #AI #Finland #HimadriMajumdar #HR #HumanResources #india #productivity #SemiQon #SkillDevelopment #STEM #TechTalent #Workforce #Workplace
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Finland woos India’s tech talent with fast visas and a culture of trust
As the global hunt for AI and STEM talent heats up, Finland is doubling down on India. Through…
#Finland #FI #Europe #Europa #EU #AI #finland #HimadriMajumdar #hr #humanresources #India #productivity #SemiQon #SkillDevelopment #STEM #Suomi #Techtalent #uutiset #Workforce #workplace
https://www.europesays.com/3193782/ -
Baroda BNP Paribas Mutual Fund names Madhu Nair as CEO
Baroda BNP Paribas Asset Management India has appointed Madhu Nair as chief executive officer. The move signals the…
#France #FR #Europe #EU #BNPParibas #BarodaBNPParibasMutualFund #CEO #ChiefExecutiveOfficer #CHROMovement #Employee #employees #employer #employment #HR #HumanResources #MadhuNair #Workforce #Workplace
https://www.europesays.com/france/65181/ -
https://www.europesays.com/britain/103435/ Barclays faces staff pushback over stricter return-to-office mandate #Barclays #culture #diversity #employee #EmployeeBenefits #EmployeeEngagement #EmployeeStrike #employees #employer #employment #Engagement #HR #HumanResources #Productivity #recruitment #ReturnToOfficeMandate #SkillDevelopment #StaffPushback #Training #workforce #workplace
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https://www.europesays.com/africa/377354/ Civil Service Promotion: Professional Membership Not Compuls #CareerProgression #CivilService #GovernmentPolicy #HumanResources #NCE #Nigeria #ProfessionalBodies #Promotion #PublicSectorReform #PublicService
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https://www.europesays.com/britain/103105/ herSTORY: Manika Awasthi, Chief People Officer, Compass Group #Awasthi #ChiefPeopleOfficer #ChoosingUncertainty #Compass #CompassGroup #CPO #employee #employer #HerStory #herSTORY #HR #HRKathaWomenHRLeaders #HumanResources #lead #Manika #ManikaAwasthi #risks #workforce
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herSTORY: Manika Awasthi, Chief People Officer, Compass Group
Walking away from certainty After 14 years at Sapient, Manika Awasthi had built credibility, strong relationships and a…
#EuropeSays #Britain #Europe #EU #CompassGroup #Awasthi #ChiefPeopleOfficer #choosinguncertainty #Compass #CPO #employee #employer #herstory #herSTORY #HR #HRKathawomenHRleaders #HumanResources #lead #Manika #ManikaAwasthi #risks #workforce
https://www.europesays.com/britain/103105/ -
Khimji Ramdas cuts SAP support costs with Rimini Street
JOSEPH GABR…
#Germany #DE #Europe #EU #Europa #SAP #ApplicationManagement #artificialintelligence(AI) #businesscontinuity #chiefinformationofficer(CIO) #ChiefTechnologyOfficers(CTO) #DataAnalytics #DigitalTransformation #ecommerce #EnterpriseResourcePlanning(ERP) #Humanresources(HR) #ITStrategy #ITsupport #LargeLanguageModels(LLMs) #MiddleEast #Outsourcing #RiminiStreet #Salesforce #sap #SAPS/4HANA
https://www.europesays.com/germany/68181/ -
Sanofi Consumer Healthcare asked employees what was wrong, then actually fixed it
Demergers create a dis…
#France #FR #Europe #EU #Sanofi #culture #development #diversity #Employee #EmployeeBenefits #EmployeeEngagement #employees #employer #employment #Engagement #HR #HRchallenge #HumanResources #lead #LGBTQIA+talent #Productivity #Promotion #Recognition #Recruitment #RomaBindroo #SanofiConsumerHealthcare #skilldevelopment #training #Workforce #Workplace
https://www.europesays.com/france/61160/ -
US Companies Grapple with ‘Helicopter Parents’ Intervening in Adult Children’s Jobs
Photo to aid understanding of the article. Clipart Korea The phenomenon of so-called “helicopter parents” directly intervening in…
#EuropeSays #Korea #KR #Seoul #GenerationZ #helicopterparents #hiringprocess #HumanResources #jobinterviews #labormarket #parentalinvolvement #USworkplace
https://www.europesays.com/korea/107919/ -
https://www.europesays.com/ch/110404/ Chubb and Nordex to create jobs in Chennai. #CH:RO #Chennai #Chubb #Employee #EmployeeBenefits #employees #employer #employment #GCCExpansion #hiring #HR #HumanResources #JobCreation #jobs #Nordex #R&dExpansion #Recruitment #SkillDevelopment #training #Workforce #workplace
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Australian job mobility slides to 7.2% as job hugging persists
Workers aged between 25 and 44 years, however, recorded a lower job mobility rate with 8.1%. The decline…
#NewsBeep #News #Australia #AU #Humanresources #jobmobility #retrenchment
https://www.newsbeep.com/au/834798/ -
Australian job mobility slides to 7.2% as job hugging persists
Workers aged between 25 and 44 years, however, recorded a lower job mobility rate with 8.1%. The decline…
#NewsBeep #News #Australia #AU #Humanresources #jobmobility #retrenchment
https://www.newsbeep.com/au/834798/ -
Movie TV Tech Geeks #TVFeatures #HughJackman #HumanResources Hugh Jackman’s Most Unexpected Role Is in Netflix’s Weirdest Overlooked Series http://dlvr.it/TTnMqc
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https://www.europesays.com/ch/109963/ Nestlé India launches ‘Kaabil’ culinary internship programme for the transgender community #CulinaryInternshipProgramme #culture #diversity #Employee #EmployeeBenefits #EmployeeEngagement #employees #employer #employment #engagement #HR #HumanResources #InternshipProgramme #Nestlé #NestléIndia #NestleKaabil #Productivity #Recruitment #SkillDevelopment #training #TransgenderCommunity #Workforce #workplace
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Standard Chartered names Kavita Kulkarni as CTOO
Standard Chartered has appointed Kavita Kulkarni as its new chief technology & operations officer for India and South…
#EuropeSays #Britain #Europe #EU #StandardChartered #chieftechnical&operationsofficer #CHRO #CTOO #employee #HR #HumanResources #KavitaKulkarni #recruitment #standardchartered #workforce #workplace
https://www.europesays.com/britain/93782/ -
https://www.europesays.com/britain/93782/ Standard Chartered names Kavita Kulkarni as CTOO #ChiefTechnical&OperationsOfficer #CHRO #CTOO #employee #HR #HumanResources #KavitaKulkarni #recruitment #StandardChartered #workforce #workplace
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HSBC to hire 200 roles in Singapore with new AI hub
HSBC is doubling down on Singapore, announcing plans to add 200 new roles in the city-state as it…
#EuropeSays #Britain #Europe #EU #HSBC #ai #employee #employeeengagement #employees #employer #employment #Hiring #HR #HSBCBank #HumanResources #recruitment #workforce #workplace
https://www.europesays.com/britain/91923/ -
https://www.europesays.com/britain/91923/ HSBC to hire 200 roles in Singapore with new AI hub #ai #employee #EmployeeEngagement #employees #employer #employment #Hiring #HR #HSBC #HSBCBank #HumanResources #recruitment #workforce #workplace
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https://www.europesays.com/africa/350932/ FG automates civil service postings, promotions with IPPIS #CivilService #DigitalTransformation #FGAutomation #GovernmentTechnology #HumanResources #IPPIS #Nigeria #PublicServiceReform #TinubuAgenda #WorkforceManagement
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ASML to offer €20,000 retention bonus to employees staying through 2030
ASML, the world’s largest manufacturer of semiconductor chipmaking equipment,…
#Netherlands #Nederland #NL #Europe #Europa #EU #ASML #Culture #Diversity #Employee #EmployeeBenefits #EmployeeEngagement #employees #employer #Employment #engagement #Hire #Hiring #HR #HumanResources #JobVacancyinIndia #jobs #productivity #recruitment #SkillDevelopment #Training #workforce #Workplace
https://www.europesays.com/netherlands/32649/ -
Tokyo firm uses rescued cats to boost employee wellbeing
A software company in Tokyo has built an unconventional workplace where cats are as much a part of…
#EuropeSays #Japan #JP #Tokyo #Culture #diversity #Employee #EmployeeBenefits #EmployeeEngagement #employeewellbeing #employees #employer #Employment #Engagement #HR #HumanResources #Productivity #recruitment #SkillDevelopment #Tokyofirm #Training #Workforce #workplace
https://www.europesays.com/japan/61189/ -
NatWest expands India workforce by 43% as global talent strategy evolves
NatWest has increased its workforce in India by 43 per cent over the past five years, making the…
#EuropeSays #Britain #Europe #EU #NatWest #culture #diversity #employee #employeebenefits #employeeengagement #employees #employer #employment #Engagement #globaltalentstrategy #HR #HumanResources #Productivity #recruitment #SkillDevelopment #Training #workforce #workplace
https://www.europesays.com/britain/84810/ -
https://www.europesays.com/britain/84810/ NatWest expands India workforce by 43% as global talent strategy evolves #culture #diversity #employee #EmployeeBenefits #EmployeeEngagement #employees #employer #employment #Engagement #GlobalTalentStrategy #HR #HumanResources #NatWest #Productivity #recruitment #SkillDevelopment #Training #workforce #workplace
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https://www.europesays.com/ch/104132/ Novartis Appoints Pankhuri Garg as Director, Talent & Development #CH:RO #CHROMovement #director #Employee #employer #EnterpriseInnovation&Solution #Garg #HR #HumanResources #Novartis #Pankhuri #PankhuriGarg #Recruitment #TalentDevelopment #Workforce #workplace
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Should Companies Audit What Employees Post on Social Media?
Workplace discussions around responsible social media use are becoming a key part of modern corporate governance. Photo: Vitaly Gariev via Unsplash.Dear Cherubs, every employee has a smartphone, a social media account, and, occasionally, the confidence to post something that makes the legal department reach for the aspirin. The question isn’t whether companies notice anymore. It’s whether they should actively monitor what relevant employees post online.
The answer, in many cases, is yes—but with boundaries.
WHO COUNTS?
Not every employee represents a company in the same way. The warehouse worker posting holiday photos isn’t in the same position as the CEO announcing “exciting news” before the stock market opens. A software engineer leaking confidential product details isn’t the same as someone sharing pictures of their dog wearing a tiny hat.
Roles matter. Executives, senior managers, public relations staff, salespeople, recruiters, customer service representatives, and anyone with access to sensitive information can significantly affect a company’s reputation or even its legal standing.
According to the U.S. Securities and Exchange Commission, companies must ensure material information is disclosed fairly to investors. One careless post from a senior executive could create regulatory headaches and market confusion.
THE FINE LINE
Auditing social media shouldn’t mean turning into Big Brother with a Wi-Fi connection.
Employers generally have legitimate reasons to monitor public posts when they relate directly to company interests, such as confidential information, harassment, discrimination, threats, or conduct that damages the business. What employees discuss privately with friends or within lawful private spaces is a different matter and may be protected by employment laws or privacy legislation depending on the country.
That’s where many companies stumble. The goal isn’t to police opinions. It’s to manage risk.
A sensible social media audit focuses on business-related concerns rather than personal beliefs unrelated to work. Otherwise, the company risks becoming the story instead of preventing one.
COMMON SENSE WINS
According to the Society for Human Resource Management (SHRM), many employers already include social media expectations in workplace policies. The best policies are surprisingly boring—and that’s a compliment.
They explain what confidential information is.
They remind employees not to imply they speak for the company unless authorised.
They encourage respectful online behaviour.
And they outline what happens if someone ignores those rules.
No mystery. No secret surveillance. Just expectations.
Training may actually be more valuable than monitoring. Many social media disasters aren’t malicious—they’re accidental. A frustrated employee vents after work. An enthusiastic executive posts too early. Someone shares a client story without realising confidentiality applies online just as much as it does in the office.
According to thisclaimer.com, digital reputation has become one of the fastest-moving business risks because online content spreads globally in minutes while apologies travel considerably slower.
The smartest companies therefore treat social media governance like cybersecurity: prevention first, enforcement second.
Ultimately, companies absolutely should pay attention to what relevant employees publicly post when those posts could affect customers, shareholders, confidential information or the organisation’s reputation. But auditing should never become blanket surveillance of employees’ personal lives.
Good governance protects both the company and its people. Bad governance simply creates another PR crisis waiting to trend.
The Thisclaimer logo blends a classic warning symbol with a brain icon to represent critical thinking, curiosity, and thoughtful disclaimers. #businessEthics #Compliance #corporateGovernance #employees #humanResources #leadership #privacy #reputationManagement #socialMedia #Workplace -
Should Companies Audit What Employees Post on Social Media?
Workplace discussions around responsible social media use are becoming a key part of modern corporate governance. Photo: Vitaly Gariev via Unsplash.Dear Cherubs, every employee has a smartphone, a social media account, and, occasionally, the confidence to post something that makes the legal department reach for the aspirin. The question isn’t whether companies notice anymore. It’s whether they should actively monitor what relevant employees post online.
The answer, in many cases, is yes—but with boundaries.
WHO COUNTS?
Not every employee represents a company in the same way. The warehouse worker posting holiday photos isn’t in the same position as the CEO announcing “exciting news” before the stock market opens. A software engineer leaking confidential product details isn’t the same as someone sharing pictures of their dog wearing a tiny hat.
Roles matter. Executives, senior managers, public relations staff, salespeople, recruiters, customer service representatives, and anyone with access to sensitive information can significantly affect a company’s reputation or even its legal standing.
According to the U.S. Securities and Exchange Commission, companies must ensure material information is disclosed fairly to investors. One careless post from a senior executive could create regulatory headaches and market confusion.
THE FINE LINE
Auditing social media shouldn’t mean turning into Big Brother with a Wi-Fi connection.
Employers generally have legitimate reasons to monitor public posts when they relate directly to company interests, such as confidential information, harassment, discrimination, threats, or conduct that damages the business. What employees discuss privately with friends or within lawful private spaces is a different matter and may be protected by employment laws or privacy legislation depending on the country.
That’s where many companies stumble. The goal isn’t to police opinions. It’s to manage risk.
A sensible social media audit focuses on business-related concerns rather than personal beliefs unrelated to work. Otherwise, the company risks becoming the story instead of preventing one.
COMMON SENSE WINS
According to the Society for Human Resource Management (SHRM), many employers already include social media expectations in workplace policies. The best policies are surprisingly boring—and that’s a compliment.
They explain what confidential information is.
They remind employees not to imply they speak for the company unless authorised.
They encourage respectful online behaviour.
And they outline what happens if someone ignores those rules.
No mystery. No secret surveillance. Just expectations.
Training may actually be more valuable than monitoring. Many social media disasters aren’t malicious—they’re accidental. A frustrated employee vents after work. An enthusiastic executive posts too early. Someone shares a client story without realising confidentiality applies online just as much as it does in the office.
According to thisclaimer.com, digital reputation has become one of the fastest-moving business risks because online content spreads globally in minutes while apologies travel considerably slower.
The smartest companies therefore treat social media governance like cybersecurity: prevention first, enforcement second.
Ultimately, companies absolutely should pay attention to what relevant employees publicly post when those posts could affect customers, shareholders, confidential information or the organisation’s reputation. But auditing should never become blanket surveillance of employees’ personal lives.
Good governance protects both the company and its people. Bad governance simply creates another PR crisis waiting to trend.
The Thisclaimer logo blends a classic warning symbol with a brain icon to represent critical thinking, curiosity, and thoughtful disclaimers. #businessEthics #Compliance #corporateGovernance #employees #humanResources #leadership #privacy #reputationManagement #socialMedia #Workplace -
Should Companies Audit What Employees Post on Social Media?
Workplace discussions around responsible social media use are becoming a key part of modern corporate governance. Photo: Vitaly Gariev via Unsplash.Dear Cherubs, every employee has a smartphone, a social media account, and, occasionally, the confidence to post something that makes the legal department reach for the aspirin. The question isn’t whether companies notice anymore. It’s whether they should actively monitor what relevant employees post online.
The answer, in many cases, is yes—but with boundaries.
WHO COUNTS?
Not every employee represents a company in the same way. The warehouse worker posting holiday photos isn’t in the same position as the CEO announcing “exciting news” before the stock market opens. A software engineer leaking confidential product details isn’t the same as someone sharing pictures of their dog wearing a tiny hat.
Roles matter. Executives, senior managers, public relations staff, salespeople, recruiters, customer service representatives, and anyone with access to sensitive information can significantly affect a company’s reputation or even its legal standing.
According to the U.S. Securities and Exchange Commission, companies must ensure material information is disclosed fairly to investors. One careless post from a senior executive could create regulatory headaches and market confusion.
THE FINE LINE
Auditing social media shouldn’t mean turning into Big Brother with a Wi-Fi connection.
Employers generally have legitimate reasons to monitor public posts when they relate directly to company interests, such as confidential information, harassment, discrimination, threats, or conduct that damages the business. What employees discuss privately with friends or within lawful private spaces is a different matter and may be protected by employment laws or privacy legislation depending on the country.
That’s where many companies stumble. The goal isn’t to police opinions. It’s to manage risk.
A sensible social media audit focuses on business-related concerns rather than personal beliefs unrelated to work. Otherwise, the company risks becoming the story instead of preventing one.
COMMON SENSE WINS
According to the Society for Human Resource Management (SHRM), many employers already include social media expectations in workplace policies. The best policies are surprisingly boring—and that’s a compliment.
They explain what confidential information is.
They remind employees not to imply they speak for the company unless authorised.
They encourage respectful online behaviour.
And they outline what happens if someone ignores those rules.
No mystery. No secret surveillance. Just expectations.
Training may actually be more valuable than monitoring. Many social media disasters aren’t malicious—they’re accidental. A frustrated employee vents after work. An enthusiastic executive posts too early. Someone shares a client story without realising confidentiality applies online just as much as it does in the office.
According to thisclaimer.com, digital reputation has become one of the fastest-moving business risks because online content spreads globally in minutes while apologies travel considerably slower.
The smartest companies therefore treat social media governance like cybersecurity: prevention first, enforcement second.
Ultimately, companies absolutely should pay attention to what relevant employees publicly post when those posts could affect customers, shareholders, confidential information or the organisation’s reputation. But auditing should never become blanket surveillance of employees’ personal lives.
Good governance protects both the company and its people. Bad governance simply creates another PR crisis waiting to trend.
The Thisclaimer logo blends a classic warning symbol with a brain icon to represent critical thinking, curiosity, and thoughtful disclaimers. #Compliance #privacy #employees #socialMedia #Workplace #leadership #corporateGovernance #businessEthics #reputationManagement #humanResources -
All the other kinds of Emacs are inhuman.
Or unhuman.
Or both.
This kind of Emacs, though, is a proud hominid.Ha ha only serious.
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All the other kinds of Emacs are inhuman.
Or unhuman.
Or both.
This kind of Emacs, though, is a proud hominid.Ha ha only serious.
-
All the other kinds of Emacs are inhuman.
Or unhuman.
Or both.
This kind of Emacs, though, is a proud hominid.Ha ha only serious.
-
All the other kinds of Emacs are inhuman.
Or unhuman.
Or both.
This kind of Emacs, though, is a proud hominid.Ha ha only serious.
-
All the other kinds of Emacs are inhuman.
Or unhuman.
Or both.
This kind of Emacs, though, is a proud hominid.Ha ha only serious.
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SUGGESTED READS FOR JULY 14, 2026
24 HRS IN PHOTOS by Kessel Kramer Asking AI for personal advice is a bad idea, Stanford study shows Personal Encyclopedias — this has blown up my mind, really. When Marketing meets HRhttps://nicolalosito.it/2026/07/14/suggested-reads-for-july-14-2026/
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SUGGESTED READS FOR JULY 14, 2026
24 HRS IN PHOTOS by Kessel Kramer Asking AI for personal advice is a bad idea, Stanford study shows Personal Encyclopedias — this has blown up my mind, really. When Marketing meets HRhttps://nicolalosito.it/2026/07/14/suggested-reads-for-july-14-2026/
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SUGGESTED READS FOR JULY 14, 2026
24 HRS IN PHOTOS by Kessel Kramer Asking AI for personal advice is a bad idea, Stanford study shows Personal Encyclopedias — this has blown up my mind, really. When Marketing meets HRhttps://nicolalosito.it/2026/07/14/suggested-reads-for-july-14-2026/
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Call For Applications: Schneider Electric Learnership Programme 2027 –
The Federal Government has launched a nationwide vocational an…
#France #FR #Europe #EU #SchneiderElectric #CareerDevelopment #EarlyCareers #EngineeringGraduates #GraduateProgramme #HumanResources #ITGraduates #LearnershipProgramme2027 #ProfessionalTraining #projectmanagement #SchneiderElectricLearnership #SouthAfricaOpportunities #TechnologyJobs #WorkplaceTraining #YouthOpportunities
https://www.europesays.com/france/51116/ -
SAP Is Reinventing People Analytics with SAP BDC
SAP’s internal IT organization—specifically its People Analytics team—acts as “customer zero,” serving as the first adopter of new…
#Germany #DE #Europe #EU #Europa #SAP #Humanresources(HR) #PeopleIntelligence #sap #SAPBusinessDataCloud(SAPBDC)
https://www.europesays.com/germany/51109/ -
I am still amazed at how quickly someone will ask at work, which campground I was at. And repeatedly.
"Where" and then "Which campground"? Sometimes even "Yeah, but which campground?"I just keep answering
about the region
or proximity to
or borders near
or ...I make them figure out after six times that I'm never going to give them a name.
#conversation w/ #HumanResources -
I am still amazed at how quickly someone will ask at work, which campground I was at. And repeatedly.
"Where" and then "Which campground"? Sometimes even "Yeah, but which campground?"I just keep answering
about the region
or proximity to
or borders near
or ...I make them figure out after six times that I'm never going to give them a name.
#conversation w/ #HumanResources -
I am still amazed at how quickly someone will ask at work, which campground I was at. And repeatedly.
"Where" and then "Which campground"? Sometimes even "Yeah, but which campground?"I just keep answering
about the region
or proximity to
or borders near
or ...I make them figure out after six times that I'm never going to give them a name.
#conversation w/ #HumanResources -
I am still amazed at how quickly someone will ask at work, which campground I was at. And repeatedly.
"Where" and then "Which campground"? Sometimes even "Yeah, but which campground?"I just keep answering
about the region
or proximity to
or borders near
or ...I make them figure out after six times that I'm never going to give them a name.
#conversation w/ #HumanResources -
KI zur Bewertung von Bewerbungsunterlagen?
Nein Dankehttps://danunparsed.com/p/hackerrank-open-source-ats
#recruiting #hr #hackernews #dankinsky #humanresources #developer #softwareengineering
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KI zur Bewertung von Bewerbungsunterlagen?
Nein Dankehttps://danunparsed.com/p/hackerrank-open-source-ats
#recruiting #hr #hackernews #dankinsky #humanresources #developer #softwareengineering
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KI zur Bewertung von Bewerbungsunterlagen?
Nein Dankehttps://danunparsed.com/p/hackerrank-open-source-ats
#recruiting #hr #hackernews #dankinsky #humanresources #developer #softwareengineering
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KI zur Bewertung von Bewerbungsunterlagen?
Nein Dankehttps://danunparsed.com/p/hackerrank-open-source-ats
#recruiting #hr #hackernews #dankinsky #humanresources #developer #softwareengineering
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HRPGD.com
A concise, professional domain with strong potential for HR, people management, professional development, recruitment, payroll, training, or enterprise solutions.
Short. Professional. Business-ready.
Build a trusted brand on a name designed for growth.
#HRPGD #HRTech #HumanResources #Business #DomainName #Branding
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HRPGD.com
A concise, professional domain with strong potential for HR, people management, professional development, recruitment, payroll, training, or enterprise solutions.
Short. Professional. Business-ready.
Build a trusted brand on a name designed for growth.
#HRPGD #HRTech #HumanResources #Business #DomainName #Branding
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Question for anyone who does hiring #HR #HumanResources for #tech or tech-adjacent positions: My company is doing a reorg, and my job title is being changed from "Database Administrator" to "Research Data Analyst Senior" (I work in biomedical research). How do you think this might influence future job prospects, given that my skills are much more aligned with expectations of a DBA than a data analyst? Idk how AI pre-screening and all that works.
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Question for anyone who does hiring #HR #HumanResources for #tech or tech-adjacent positions: My company is doing a reorg, and my job title is being changed from "Database Administrator" to "Research Data Analyst Senior" (I work in biomedical research). How do you think this might influence future job prospects, given that my skills are much more aligned with expectations of a DBA than a data analyst? Idk how AI pre-screening and all that works.
