382 episodes

Listen to the HRchat podcast from The HR Gazette (https://hr-gazette.com) to get insights, strategies, and anecdotes to help you get more from the world of work. Show topics covered include HR Tech, Leadership, Talent, Recruitment, Employee Engagement, Recognition and Company Culture.Hosted by Bill Banham and other HR enthusiasts, the HRchat show publishes interviews with influencers, leaders, analysts, and those in the HR trenches. New episodes are published 1-2 times each week and shows are typically 15 to 30 minutes.Past guests are from organizations including ADP, SAP, Ceridian, IBM, Deloitte Consulting LLP, Simon Sinek Inc, NASA, SHRM, Government of Canada, Hacking HR, Ultimate Software, McLean & Company, InnovateWork, Shopify, Culture Summit, DisruptHR, Talent Board, Gallagher Benefit Services Group, Virgin Pulse, WorkTango, Small Improvements, Make-A-Wish Foundation, and Coca-Cola Beverages Company.Podcast Music Credit"Funky One"Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 3.0http://creativecommons.org/licenses/by/3.0/Want to be featured on the show? Contact publisher@hr-gazette.comSupport us on Patreon: https://www.patreon.com/hrchat

HRchat Podcast - Interviews with HR, Talent and Tech Experts The HR Gazette

    • Business

Listen to the HRchat podcast from The HR Gazette (https://hr-gazette.com) to get insights, strategies, and anecdotes to help you get more from the world of work. Show topics covered include HR Tech, Leadership, Talent, Recruitment, Employee Engagement, Recognition and Company Culture.Hosted by Bill Banham and other HR enthusiasts, the HRchat show publishes interviews with influencers, leaders, analysts, and those in the HR trenches. New episodes are published 1-2 times each week and shows are typically 15 to 30 minutes.Past guests are from organizations including ADP, SAP, Ceridian, IBM, Deloitte Consulting LLP, Simon Sinek Inc, NASA, SHRM, Government of Canada, Hacking HR, Ultimate Software, McLean & Company, InnovateWork, Shopify, Culture Summit, DisruptHR, Talent Board, Gallagher Benefit Services Group, Virgin Pulse, WorkTango, Small Improvements, Make-A-Wish Foundation, and Coca-Cola Beverages Company.Podcast Music Credit"Funky One"Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 3.0http://creativecommons.org/licenses/by/3.0/Want to be featured on the show? Contact publisher@hr-gazette.comSupport us on Patreon: https://www.patreon.com/hrchat

    #350: How to Achieve a 5-Star Career w/ Penelope Przekop, PDC Pharma Strategy

    #350: How to Achieve a 5-Star Career w/ Penelope Przekop, PDC Pharma Strategy

    We live in a world dominated by ratings. We generally prefer to purchase 5-star products, read 5-star books, eat at 5-star restaurants, and watch 5-star movies. Why then would you settle for anything less than a 5-star career? Today’s guest says you absolutely should not, and offers ways to be your best self at work and in your personal life.
    In this HRchat episode, we hear from Penelope Przekop, a corporate quality management expert, entrepreneur, and writer. Throughout her 30+ year career, Penelope has worked with numerous Fortune 100 pharma companies, including Pfizer, Merck, Lilly, and Glaxo Smith Kline, and held leadership positions at Novartis, Covance, Wyeth, and Johnson & Johnson.
    Penelope is the founder and CEO of PDC Pharma Strategy and serves as the Chief Compliance Officer for Engrail Therapeutics.
    She is also the author of Six Sigma for Business Excellence (McGraw-Hill), four novels: Please Love Me, Aberrations, Centerpieces, and Dust and she has a new book coming out in November called 5-Star Career: Define and Build Yours Using the Science of Quality Management: amazon.com/5-Star-Career-Science-Quality-Management/
    Questions Include:
    Let’s begin by understanding a bit about you. While struggling to overcome a troubling childhood, become the best version of yourself, and build a career, you began incorporating quality management concepts into your personal thought process at home and at work. As a result, you say you found what proved for you to be “the missing link” between all of your hard work and feeling rewarded. Tell me more.Why do people settle for mediocracy? Is it laziness (too much ‘Netflix and chill’ time)? Is it a lack of opportunity? Is it the system keeping us down? Is it something else?Why do you believe one’s career is, essentially, what we make of it? Talk to me about the concept of a person’s career being a product created by their own process. Share too, how to improve that process by learning to manage all the parts as an integrated, unified whole.In your new book, you suggest it’s possible for us to each clearly define what a quality career means. Tell us about that process. As part of that answer, perhaps you can explain what you mean when you explain that a ‘successful career is not just about money and that it’s vital to shift one’s personal philosophy, mindset, and operating system to support developing it?You stress the critical role data plays in making decisions that can produce a 5-star career. How can data guide us along our career journeys and help us to avoid impulsive leaps and be more honest with ourselves?


    We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

    • 22 min
    #349: How to Better Onboard New Hires w/ Thomas Kottukapally, EMP Trust

    #349: How to Better Onboard New Hires w/ Thomas Kottukapally, EMP Trust

    The labor market is buoyant and demand for talent is at a high. In this HRchat we focus on how to onboard salaried and hourly workers at scale and consider some of the main recruiting trends of 2021.

    Bill's guest is Thomas Mathew Kottukapally, Sr. Director and Partner at EMP Trust HR, a software technology company that provides HR solutions and services in 40+ countries. 
    Questions Include:
    Tell us about EMP Trust Solutions
    Talk to me about the complexities associated with managing employees across multiple worksites, job locations, and countries. How is it further complicated by the needs of salaried v hourly workers? Increased engagement, lower costs, improved retention, and a shorter hiring process are a few of the benefits of a shift to internal mobility. We'll talk about hiring from outside the org shortly. But first, are companies prioritizing internal hiring? If so why? - New skills are the top growth competency for recruiters. These skills are focused on diversity and inclusion, making decisions, and learning how to use an HR strategy. They need to be able to bring clear and continuous talent data to the marketplace, implement a new employer brand, and streamline the virtual hiring process. Tell me more about how recruiting has dramatically changed over the past couple of years. Organizations across the globe have reshaped their talent acquisition procedures with increased use of Automated HR tools and AI. Many employers believe that the entire recruitment process will be automated by the end of the 2020s. What's your take?In the wake of the pandemic, we have seen a dramatic increase in the hiring of recent graduates and first-timers. Wages have gone up too. "According to a recent report from the National Association of Colleges and Employers, the average starting salary for the college Class of 2020 was $55,260 — 2.5% higher than that of the Class of 2019 ($53,889 ) and 8.5% higher than the Class of ’18 ($50,944). Among graduates who majored in science, technology, engineering and mathematics fields, average earnings were even higher."  Why are companies so reliant on grads to fill the talent gaps?   "The concept of a successful onboarding process was fundamentally redefined by the pandemic and remote work." Can you wrap up today by sharing what you're seeing that's working when it comes to making employees feel welcomed as part of the onboarding process?


    We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

    • 21 min
    #348: Crossover Special with Jamie Allison Featuring Digit Murphy, RUTH

    #348: Crossover Special with Jamie Allison Featuring Digit Murphy, RUTH

    In this special crossover podcast episode co-hosted by Bill Banham and Jamie Allison, host of the Big Idea Big Moves podcast, we speak with the leader of an organization that helps women professional athletes leverage the skills they’ve developed through high-level sports to transition into careers with top companies.

    Our guest today is Digit Murphy, President, and Head Coach at RUTH, President of the Premier Hockey Federation (formerly NWHL) Toronto Six franchise, LegendaryBrown University Coach, and member of the Cornell Hall of Fame, and a bunch more!

    Questions Include:
    Tell us about the NWHL rebrand launch and how “women’s” was intentionally removed to focus on it being a social statement by taking out gender from the title; defining them by their talent and not their gender.  You have a deep background in sports coaching and management - Why the departure into the talent space and entrepreneurship? Was that challenging for you?You have noticed a difference in the networks and opportunities available to high-level female athletes vs. their male counterparts.  Tell us about that  You are very networked in the College and University system – why do those gaps in the network exist? What do you see as the major differences and gaps and how are you trying to address them through RUTH?What is the potential value to an employer brand of having ex/current professional athletes as part of their team and acting as advocates on social media and elsewhere?You have been a strong advocate for women and women in leadership roles for a long time.  How have your own experiences shaped your approach and passion to bring RUTH to fruition?   How has it landed so far with the athletes and leaders you have spoken to?Knowing how many successful Fortune 500 leaders come from that background, What is unique about how Ruth bridges the gap between collegiate and professional athletics over to the workplace?

    We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc

    • 17 min
    #347: Talent, Culture and Diversity w/ Ebonee Davis, Bridgestone Americas

    #347: Talent, Culture and Diversity w/ Ebonee Davis, Bridgestone Americas

    In this HRchat we talk about what it took to hold things together in larger organizations during the height of the Covid Crisis. We'll also consider ways top leaders are bouncing back with new ideas and improved approaches to DEI. 

    Bill's guest this time is Ebonee Davis, Executive Director, Talent, Culture & Diversity at Bridgestone Americas. She leads a team of HR professionals across the United States and Latin America that support enterprise initiatives to help attract, retain, and develop talent. 

    In addition to talent management, Ebonee also leads DE&I at Bridgestone and is responsible for creating the strategy and implementing best practices throughout the organization. 

    Ebonee was also listed as one of Engagedly’s list of the Top 100 HR influencers for 2021.
    Questions For Ebonee Include:
    In your bio, you say that what defines you is not the summation of your credentials but the summation of your character. Talk to me about showing vulnerability as a leader and the role it plays in team engagement and DE&I effortsCan you share your experiences, as a senior HR and Talent pro at Bridgestone, of the pandemic, it’s effects on employees, operations of the company, and how you've had to adapt? As part of this discussion, you were keen to focus on the E in DE&I. How do companies focus on this while not diminishing inclusion efforts? What are you doing over at     Bridgestone to ensure an equitable culture? 
    We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.

    • 24 min
    #346: Managing HR Tech in SMBs w/ Jean-Simon Bolduc, Folks

    #346: Managing HR Tech in SMBs w/ Jean-Simon Bolduc, Folks

    In this HRchat we focus on the challenges faced SMBs and how HR tech can help to fill some gaps to keep employees happy and on track.

    Bill's guest today is Jean-Simon Bolduc, Technical Director, Associate at Folks, a company on a mission to provide SMBs with HR software solutions adapted to their financial reality.
     
    Questions Include: 
    Introduce yourself and tell us about Folks, a company that has been developing HR software solutions for Canadian SMBs for more than 10 yearsThe needs of employees and how HR tries to meet them are very different in SMBs compared to larger organizations. Can you share some of the unique challenges faced by HR in SMBs when it comes to managing their people and ensuring a positive employee experience? What do you believe are the top 5 most important questions an HR department needs to ask itself before starting implementation of a new HRIS?Your team helps with absence and vacation management, performance evaluation, training, career management, and much more. Which one of these HR duties is the single biggest time suck and why? How can tech cut down the time investment?Why are surveys and continuous feedback so important to keeping employees happy and engaged?There’s an interesting case study on the Folks website which talks about ways your software saved an SMB around 175,000 in a year. Can you tell me a bit about how that was achieved? As part of that, perhaps you could highlight some practices other SMBs could borrow so they can also make cost-saving without cutting down on HR essentials?
    More About Folks
     
    From human resources management to applicant tracking and employee engagement, Folks is the one-stop-shop for HR professionals in Canada. Beyond being software rooted in your culture, Folksis a dynamic partner that cares about your business’s success. We become a partof the family, helping you reach your goals and having fun along the way. Learn more at https://folksrh.com/




    We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

    • 26 min
    #345: Evolution of Digital Identity and its Role in Background Screening w/ Taylor Liggett and Chuck Walker

    #345: Evolution of Digital Identity and its Role in Background Screening w/ Taylor Liggett and Chuck Walker

    Do you know who's accessing your information online? Digital identity can be defined in many ways. In today’s HRchat episode, we’ll talk specifically about a digital ID for an individual; a person’s information in an online world where their identity can be created, verified, appended, and shared in part or in whole.

    Most of us in the US and Canada are, rightfully, cautious about how organizations can access our online info and digital personal brand as part of the recruitment process.

    In this HRchat episode, Bill speaks with Chuck Walker and Taylor Liggett about the evolution of digital identity and its role in background screening. Sterling is on a mission to ensure verified information is owned by and easily accessible to, the individual. They believe digital identity verification should only have to occur once and Personal Identity Information should only be shared, when necessary.

    Questions Include:
    What is one’s digital identity and why should employees care?In general terms, what controls do employees have over who can access their information?How did we get to the current state of digital identity? Canada is progressing with its federal digital identity scheme named Pan-Canadian Trust Framework, piloted by the Digital ID Authentication Council of Canada, a non-profit organization (DIACC). A national proof of concept project for a unified login authentication service called Sign In Canada started in the fall of 2018. Sterling Backcheck recently joined the DIACC. Can you talk a little bit about DIACC? Why did Sterling decide to join this initiative?What is a digital identity wallet and how might one use it?Why should companies verify identity and what benefits does it deliver?
    About Our Guests

    Chuck Walker is Senior Advisor – Public Safety Information Management at Sterling Backcheck (Canada). Chuck joined Sterling in 2014 after completing a 32-year career as a Regular Member with the RCMP. In his current role as a Senior Advisor for Public Safety Information Management, Chuck works closely with the team on aspects of the company’s products and services concerned with criminal record and police information.

    Taylor Liggett is General Manager for Sterling Identity (US). He joined Sterling in 2016 as Vice President of Business Development, where he oversaw sales, led numerous strategic growth initiatives, and cultivated key partnerships. With more than a decade of domestic and international experience in background screening, identity, and biometrics, he brings a unique perspective to the emerging and rapidly evolving identity business.

    We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

    • 30 min

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